4926-2026-7638 v1
City of Piedmont
COUNCIL AGENDA REPORT
DATE: November 17, 2025
TO: Mayor and Council
FROM: Rosanna Bayon Moore, City Administrator
SUBJECT: Consideration of an Employment Resolution for Mid-Management Personnel for the Period of 7/1/2025 thorough 6/30/2029
RECOMMENDATION
By motion, approve a Compensation and Benefits Resolution between the City of Piedmont and Mid-Management Personnel effective July 1, 2025 through June 30, 2029.
BACKGROUND
The Employment Resolutions for all Mid-Management Personnel: Building Official, Parks & Projects Manager, Police Captain and Support Services Commander expired on June 30, 2025.
All terms of the attached Compensation and Benefits Resolution are fully reflective of City Council directives. Changes demonstrate the City’s value of work performed by employees to provide quality services to Piedmont residents and businesses and ensure employee compensation is financially sustainable in both the short term and long term. Key provisions of the agreements are as follows:
• Four-year term from July 1, 2025 to June 30, 2029
• Salary increases:
o 3.25% increase effective July 1, 2025;
o 3.0% increase effective July 1, 2026, July 1, 2027 and July 1, 2028; o Based upon a total compensation survey of our comparable cities prepared earlier this year, the base pay for the following positions will be increased effective July 1, 2025: Building Official and Police Captain.
• Healthcare:
o Modest increases to City’s healthcare benefits for current and retired employees. • Update to bereavement leave to comply with California law effective January 1, 2025. • Juneteenth added as a paid holiday.
• The separate Resolutions for each mid-management position have been combined into one document.
• Clean up language incorporated as revisions to assist with administration of Resolutions in line with City policy.
• Retroactivity of applicable terms to July 1, 2025.
4926-2026-7638 v1
Attachment: Resolution for Mid-Management Personnel
By: Stacy A. Jennings, Human Resources Administrator
Kiran Bawa, Finance Director
Agenda Report Page 2
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
RESOLUTION NO. 97D-2021 (#) OF THE CITY COUNCIL OF THE CITY OF PIEDMONT APPROVING A POLICY STATEMENT REGARDING UNREPRESENTED MIDMANAGEMENT PERSONNEL APPROVING AND AUTHORIZING SPECIFIED
COMPENSATION AND SETTING FORTH OTHER TERMS AND CONDITIONS OF EMPLOYMENT.
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF PIEDMONT AS FOLLOWS:
SECTION 1 POLICY STATEMENT REGARDING MID-MANAGEMENT PERSONNEL The City Council wishes to acknowledge the special public service rendered by the City's Parks and Projects Manage rmid-management personnel. Under the operational supervision of the department heads, the Parks and Projects Manager mid-management personnel isare responsible for producing high quality and effective City services, as required by the City Council. They organize subordinates into effective work units, administer ongoing programs, motivate personnel, resolve operational problems and apply the full range of modern management techniques. The Parks and Projects Manager Mid-management personnel often speaks directly for the City government and, thus haves a decisive effect on how the City is judged. The public's view of the City's ethical and administrative standards results from observation of the conduct and problem- solving abilities of these individuals in their extensive public contacts.
The Parks and Projects ManagerMid-management personnel works whatever extra hours are required for appearances before Council, City boards and commissions, citizens' groups and intergovernmental bodies; for maintenance of essential services during emergencies; and for accomplishment of work assignments which often impose time expenditures for in excess of the conventional work week.
Therefore, considering the special responsibilities inherent in the management role, the City Council adopts the following policy regarding mid-management personnel compensation:
Compensation shall reflect the greater level of responsibility characteristic of managerial positions.
In determining compensation, consideration shall be given to various pertinent factors, which may include maintaining a comparative and relative relationship with similar positions in other comparable public agencies within the City's local labor market area; and as well as the City's budgetary considerations.
Levels of compensation shall be reviewed in June 20295 by the City Council and, if appropriate, suitable adjustments made upon consideration of the City Administrator's recommendation.
Attachment Agenda Report Page 3
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
The wages and benefits set forth herein, as specified, are to be provided to the all Mid-Management Personnel (“Employees”) listed here:
Building Official
Parks and Projects Manager
Police Captain
Support Services Commander
SECTION 2 HOURS OF WORK
2.1 Workday and Workweek
It is expected that mid-management employees will work as many hours per day as are necessary to fulfill the requirements of their position. The typical minimum workweek is 37.5 hours for Building Official and Parks & Projects Manager, and 40 hours for Police Captain and Support Services Commander, except when vacation, sick or other approved leave is taken.
2.2 Personal Leave
The Parks and Projects Manager is Employees are authorized to receive up to ten (10) days of personal leave with pay each year upon the City Administrator's approval as recognition for management responsibilities as follows:.
Building Official: 75 hours
Parks & Projects Manager: 75 hours
Police Captain: 64 hours
Support Services Commander: 64 hours
If an mid-management employee is unable to take the full allotment of personal leave during the calendar year, the Building Official and the Parks & Project Manager may convert a maximum of 22.5 hours three daysand the Police Captain and Support Services Commander may a convert a maximum of 19.2 hours may be converted to payment in cash, computed at the employee's current straight time salary rate, upon approval of the employee's department head.
2.3 Work Performed During Disaster
As required by law, all City employees are disaster service workers, subject to such disaster service activities as may be assigned to them by the City or by law.
SECTION 3 SALARY ADMINISTRATION
3.1 Salary - Monthly
Attachment Agenda Report Page 4
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
The rates of pay shown below reflect the following cost-of-living increases during the term of this Resolution:
Effective July 1, 2025, the following classifications shall receive an equity adjustment to their base wages, plusin addition to the increase listed in 3.1.1 below:
Equity Adjustments
10.0% Building Official
7.25% Police Captain
3.1.1 Minimum Wages
Wages for each classification are shown in Appendix A in Appendix A. . The rates of pay shown in Appendix A reflect the following cost-of-living increases during the term of this Resolution and are inclusive of the Equity Adjustments set forth in Section 3.1.:
3.25% increase in base wages effective July 1, 2025
3.0% increase in base wages effective July 1, 2026
3.0% increase in base wages effective July 1, 2027
3.0% increase in base wages effective July 1, 2028
If, during the term of this Resolution, any other bargaining unit is offered a cost of living increase greater than the increases shown above for the same fiscal year, then the difference between the increase for the other bargaining unit and the increase provided under this Resolution will take effect.
3.2 P.O.S.T Certificates (Police Captain)
An extra differential to base salary will be paid to the Police Captain for:
4% for POST Intermediate Certificate, OR
6% for POST Advanced Certificate.
3.32 Eligibility for Advancement in Pay
Employees shall usually advance from Step 1 through Step 5 in accordance with the time-instep requirements outlined above. The time-in-step requirements shall apply before an employee is eligible for advancement in pay, provided his/her work meets performance standards for the position. When an employee demonstrates outstanding job performance, the city may advance the employee to the next step before the employee completed the time-instep requirements.
Advancement in pay when approved shall be effective at the beginning of the first pay period immediately following completion of the time-in-step requirement outlined above. If an employee is on leave without pay for more than one month, the period shall be deducted from accumulated time in step.
Attachment Agenda Report Page 5
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
3.43 Use of Performance Ratings in Determining Whether Step Advancement is Merited Performance ratings shall determine whether step advancements have been earned.
Performance ratings shall be completed by the supervisor of each employee on an annual basis, or more frequently as deemed necessary.
3.54 Withholding Step Advancement
Department heads shall have authority, upon the City Administrator's concurrence, to withhold an employee's step advancement if not merited. The City Administrator and department heads shall keep employees informed about their job performance, giving good work its proper recognition, noting deficient work, and attempting to assist toward improvement.
SECTION 4 – PROBATIONARY PERIOD
All new employees shall serve a probationary period of twelve (12) consecutive months. Any approved leave of absence during this twelve (12) month period shall not be counted towards fulfilling the probationary requirement and such probationary period shall be extended accordingly.
During the probationary period, employment is classified as at-will and an employeean employee may be discharged for any reason with or without cause and without any appeal rights.
SECTION 5 - RETIREMENT BENEFITS
5.1 Miscellaneous Member Retirement Plan
The City contracts with the California Public Employees Retirement System (CalPERS) for employee retirement benefits, and all eligible employees covered by this Resolution are CalPERS members.
5.1.1 Retirement — Miscellaneous Employees Hired Before August 21, 2012 This Section 5.1.1 shall apply to employees classified as miscellaneous employees under CalPERS law and hired before August 21, 2012, who are contributing members of CalPERS (Tier 1).
A. Final Compensation Based on the Single Highest Year
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.1 shall be based on the single highest year.
B. 3.0% @ 60 Pension Formula
The 3.0% at 60 pension formula shall be available to all employees covered by this section 5.1.1 who are contributing members of CalPERS.
Attachment Agenda Report Page 6
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
C. Required Employee Contribution
Employees covered by this section 5.1.1 will contribute the employee contribution amount established by CalPERS for the 3.0% @ 60 Pension Formula. (The CalPERS required employee contribution amount was 8% as of the date of this Resolution.)
In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, any increased employee contribution above 8% will be paid by employees when the CalPERS increase is effective.
D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.1 will contribute an additional amount as follows:
The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 1 employees is more than
14.025%, the amount above 14.025% will be shared equally between the City (50%) and the Tier 1 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Resolution.
For Tier 1 employees, the total employee contribution maximum cap shall not exceed 14% (“Maximum Cap”). This 14% Maximum Cap includes: (a) The existing 8% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 14% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section 5.1.1(C)C.
5.1.2 Retirement — Miscellaneous Employees Hired On or After August 21, 2012 and Employees Hired After January 1, 2013 With Pension Reciprocity This section 5.1.2 shall apply to shall apply to employees classified as miscellaneous employees under CalPERS law and employees hired on or after August 21, 2012, and miscellaneous employees hired after January 1, 2013 with pension reciprocity who are contributing members of CalPERS (Tier 2).
A. Final Compensation Based on Three Year Average
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.2 shall be based on the employee’s highest three-year average.
Attachment Agenda Report Page 7
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
B. 2.0% @ 60 Pension Formula
The 2.0% at 60 pension formula shall be available to all employees covered by this section 5.1.2 who are contributing members of CalPERS.
C. Required Employee Contribution
Employees covered by this section 5.1.2 will contribute the employee contribution amount established by CalPERS for the 2.0% @ 60 Pension Formula. (The required employee contribution amount was 7% as of the date of this Resolution):
In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, any increased employee contribution above 7% will be paid by employees when the CalPERS increase is effective.
D. Additional Required Employee Contribution
In addition to the required employee contribution, employees covered by this section 5.1.2 will contribute an additional amount as follows:
The Employees and the City previously agreed that if the City’s total employer contribution rate for Tier 2 employees is more than 14.025% the amount above 14.025% will be shared equally between the City (50%) and the Tier 2 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Resolution.
For Tier 2 employees, the total employee contribution maximum cap shall not exceed 8% (“Maximum Cap”). This 8% Maximum Cap includes: (a) The existing 7% employee contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 8% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount, as set forth in Section 5.1.2(C)C.
5.1.3 Retirement — Miscellaneous Employees Hired On or After January 1, 2013 Without Pension Reciprocity
This Section 5.1.3 shall apply to employees classified as miscellaneous employees under CalPERS law and shall apply to employees hired on or after January 1, 2013, without pension reciprocity, who are contributing members of CalPERS (Tier 3).
Attachment Agenda Report Page 8
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
A. Final Compensation Based on Three Year Average
For purposes of determining a retirement benefit, final compensation for employees covered by this section 5.1.3 shall be based on the employee’s highest three-year average.
B. 2.0% @ 62 Pension Formula
The 2.0% at 62 pension formula shall be available to all employees covered by this section 5.1.3 who are contributing members of CalPERS.
C. Required Employee Contribution
Employees covered by this section 5.1.3 will contribute 50% of normal costs as established by CalPERS for the 2.0% @ 62 Pension Formula. The required contribution amount was 6.75% as of the date of this Resolution.
In the event employee contribution rates are adjusted by CalPERS during the term of this Resolution, the employee contribution will be recalculated based upon the updated required employee contribution rate established by CalPERS.
5.1.4 Safety Employees (Police Captain) Hired Before December 5, 2012 (Tier 1) Employees classified as local safety employees under CalPERS law and hired prior to December 5, 2012, will be provided the CalPERS 3% @ 50 local safety plan with the 12-month final compensation period. Such employees shall continue paying the CalPERS-established employee contribution towards the cost of the CalPERS 3%@50 local safety plan, which is c currentll
y 9%. In addition, bargaining unitthese employees receiving the CalPERS 3%@50 local safety plan will continue paying an additional 0.6085% for their pension benefit.
If the City’s total employer contribution rate for Tier 1 employees is more than
18.921%, the amount above 18.921% will be shared equally between the City (50%) and the Tier 1 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Memorandum of UnderstandingResolution.
For Tier 1 employees, the total employee contribution maximum cap shall not exceed 21.9466% (“Maximum Cap”). This 21.9466% Maximum Cap includes:
(a) The existing 9% employee contribution; (b) The existing 0.6085% additional employee contribution; and (c) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula. The Maximum Cap of 21.9466% shall continue upon the expiration Attachment Agenda Report Page 9
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount.
5.1.5 Safety Employees (Police Captain) Hired On or After December 5, 2012 and Before January 1, 2013, and Employees Hired On or After January 1, 2013 With Pension Reciprocity (Tier 2)
Employees classified as local safety employees under CalPERS law and hired on or after December 5, 2012 and before January 1, 2013, and employees hired on or after January 1, 2013 with pension reciprocity (i.e., “classic” employees), will be provided the CalPERS 2% @ 50 local safety plan with the 36-month final compensation period. Such employees shall pay the CalPERS-established employee contribution rate for tt
hhe CalPERS 2% @ 50 local safety plan, which is currently 9%.
If the City’s total employer contribution rate for Tier 2 employees is more than
18.921%, the amount above 18.921% will be shared equally between the City (50%) and the Tier 2 employees (50%) (“Employer Contribution Rate Formula”). This Employer Contribution Rate Formula shall continue upon the expiration of this Memorandum of UnderstandingResolution.
For Tier 2 employees, the total employee contribution maximum cap shall not exceed 12% (“Maximum Cap”). This 12% Maximum Cap includes: (a) The existing 9% employee
contribution; and (b) Any additional cost sharing of the employer contribution that may result from application of the Employer Contribution Rate Formula.
The Maximum Cap of 12% shall continue upon the expiration of this Resolution, except employees shall be required to pay any increases to the CalPERS-established employee contribution amount.
5.1.36 Safety Employees (Police Captain) Hired On or After January 1, 2013 Without Pension Reciprocity (Tier 3)
Employees classified as local safety employees under CalPERS law and hired on or after January 1, 2013 without pension reciprocity (i.e., “new” members) will be provided the CalPERS 2.7% @ 57 local safety plan with the 36-month final compensation period. Such employees shall pay 50% of the normal cost for the 2.7% @ 57 local safety plan as established by CalPERS.
5.1.4 Retirement – All Employees
The City will maintain the IRS 414(h)(2) provision allowing the employee to defer State and Federal income taxes on their CalPERS contributions.
5.2 ICMA Deferred Compensation
Attachment Agenda Report Page 10
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
Employees shall be able to participate voluntarily in the City of Piedmont deferred compensation 457 plan, administered by Mission SquareICMA.
SECTION 6 HOLIDAYS
6.1 Holidays Observed
There shall be twelve thirteen (132) designated paid holidays:
JANUARY 1 New Year's Day
JANUARY (3rd Monday) Martin Luther King's Birthday
FEBRUARY (3rd Monday) President’s Day
MAY (last Monday) Memorial Day
JUNE 19 Juneteenth
JULY 4 Independence Day
SEPTEMBER (1st Monday) Labor Day
NOVEMBER 11 Veteran's Day
NOVEMBER (4th Thursday) Thanksgiving
NOVEMBER (4th Friday) Day after Thanksgiving
DECEMBER 24 Christmas Eve
DECEMBER 25 Christmas Day
EMPLOYEE'S BIRTHDAY
In addition to the above designated twelve thirteen paid holidays, there shall be one floating paid holiday on a day mutually agreeable between the employee and the department head.
Also, any day proclaimed by the City Council as a holiday for City employees will be observed.
For each observed holiday, listed in this Section 6.1, employees shall be paid the following number of hours at their base rate of pay:
Building Official: 7.5 hours
Parks & Project Manager: 7.5 hours
Police Captain: 8 hours
Support Services Commander: 8 hours
6.2 Employee's Birthday
The employee's birthday may be taken as a paid holiday on a date other than that on which the birthday falls, subject to approval of the City Administrator. Such alternative day shall be taken in the calendar year in which the birthday occurs. Failure to take the holiday within the calendar year shall result in forfeiture of the holiday.
6.43 Holidays Observed as Workdays
Attachment Agenda Report Page 11
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
In the event that any holiday listed above shall fall on a Saturday, such holiday shall be observed on the preceding Friday. In the event that any holiday listed above shall fall on a Sunday, such holiday shall be observed on the following Monday.
SECTION 7 - VACATION
7.1 Vacation Accrual Rate
The eEmployees shall accrue annual vacation leave as follows:
Building Official and Parks & Projects Manager:
1 through 4 years 82.5 hours per year
5 through 8 years 112.5 hours per year
9 through 11 years 127.5 hours per year
12 through 14 years 142.5 hours per year
15 through 18 years 150 hours per year
19 through 22 years 165 hours per year
23 years and after 187.5 hours per year
Police Captain and Support Services Commander:
First 5 years 88 hours per year
5 through 8 years 120 hours per year
9 through 11 years 136 hours per year
12 through 14 years 152 hours per year
15 through 18 years 176 hours per year
19 years and after 200 hours per year
Employees shall be eligible for vacation leave after the completion of six (6) consecutive months of service.
Except for the Police Captain, tThe City Administrator has sole authorization to credit newly hired and current employees with additional time for relevant service with a prior employer, up to a maximum of five (5) years.
For newly hired Police Captains, the City shall include all years of service as a sworn law enforcement officer to calculate vacation accrual rates for up to five (5) years., and any affected member shall be grandfathered in.
7.2 Date When Vacation Accrual Starts
Vacation credit shall begin to accrue as of the date of employment. In the event the date of employment is not the first (1st) day of the pay period, then the vacation credit for that pay period shall be prorated in accordance with the actual time worked in the pay period.
7.3 Holiday Falling During Vacation
In the event that a holiday specified in Section 6.1 above occurs during a period of authorized vacation leave, said holiday shall be charged as a holiday, not as a day of vacation leave.
Attachment Agenda Report Page 12
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
7.4 Use of Sick Leave During Vacation
An employee who is injured or becomes ill while on vacation may be paid for sick leave in lieu of vacation.
7.5 Accumulation
An employee shall be allowed to accumulate a maximum of two (2) years' vacation accrual as specified under Section 7.1 at any one (1) time.
7.6 Vacation Sellback
An employee may elect to convert for payment in cash a maximum of two weeks unused vacation days per each City fiscal year (from July 1 to June 30), computed at the employee’s current base salary rate of pay, provided that the employee takes off for two weeks of vacation per fiscal year.
The maximum number of hours to convert for payment in cash per fiscal year are as follows:
Building Official: 75 hours
Parks & Projects Manager: 75 hours
Police Captain: 80 hours
Support Services Commander: 80 hours
SECTION 8 - SICK LEAVE
8.1 Accrual
The eEmployees shall accrue sick leave at the rate of 4.69 hours for each pay period of service (based upon a semimonthly pay period) as follows:.
Building Official: 4.69 hours
Parks & Projects Manager: 4.69 hours
Police Captain: 5.0 hours
Support Services Commander: 5.0 hours
8.2 Usage
Employee isEmployees are entitled to use his/her earned sick leave benefits to be off work without the loss of compensation under the following conditions:
A. For the employee's own illness or injury or for the illness or injury of the employee’s family member. For purposes of this Section, “family member” is defined as a biological, adopted, or foster child; stepchild; legal ward, or a child to whom the employee stands in loco parentis; a biological, adoptive, or foster parent; stepparent, or legal guardian of an employee, or a person who stood in loco parentis when the employee was a minor child; spouse; *registered domestic partner; grandparent; grandchild; or sibling.
Attachment Agenda Report Page 13
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
B. For the employee's receipt of required medical or dental care or consultation or for the required medical or dental care or consultation of the employee’s family member.
C. For employees who are victims of domestic violence, sexual assault or stalking as specified in state law.
D. The employee’s supervisor may require medical certification or other substantiating evidence of illness for any period for which such leave is sought. Such requests shall not be made on an arbitrary or discriminatory basis.
E. Each hour of illness or injury shall be deducted from the employee's accumulated sick leave benefits.
F. Employees shall be entitled to use a maximum of 56.28 hours of accumulated sick leave in any calendar year to attend to the illness of a sick family member as defined in Section 8.2(A).
*A registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State.
8.3 Lapse
In the event of termination or resignation, all unused sick leave shall lapse and not carry over or be owed to the employee in cash or otherwise.
8.4 Catastrophic Leave Program
The Parks and Projects Manager Employees may be eligible to receive donations of paid leave as described in the City’s Personnel Rules.
8.5 Sick Leave Conversion/Incentive Program
Effective April 1, 1997, the City added to the current PERS contract, Credit for Unused Sick Leave in accordance with Government Code Section 20965 of the California Public Employees’ Retirement Law. This section provides a sick leave credit of .004 year of service credit for each unused day of sick leave.
SECTION 9 - LEAVES
9.1 Bereavement Leave
In the case of death within theof an immediate family member of an employee, such employee shall be entitled to leave from duty with pay for a period of up to three (3) working days for each death. For the purpose of this section, an employee’s . The “immediate family member” of any employee, for the purpose of this section, shall be defined as: Spouse, mother, father, sister, stepparent, brother, child, grandmother, grandfather, mother-in-law, father-in-law, daughter-in-law, son-in-law, grandchildren and registered domestic partner.
Such leave shall not be charged against vacation or sick leave which an employee may be entitled to, but may be in addition thereto. In addition to the three (3) working days of paid Attachment Agenda Report Page 14
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
bereavement leave, employees may use an additional two (2) working days of leave for each instance of bereavement taken either as unpaid time or from the employee’s accrued vacation or sick leave as requested by the employee. Bereavement leave may be taken intermittently or consecutively but must be used within three (3) months of the death. Paid bereavement leave does not accrue, has no cash value and does not accumulate over time.
Bereavement Leave is in addition to and separate from vacation or sick leave provided in this Resolution.
In the event of a death in the employee’s family outside of the definition of immediate family member as provided above, an employee may apply to the City Administrator and request bereavement leave.
Employees shall be paid the following number of hours at their base rate of pay for each day of Bereavement Leave:
Building Official: 7.5 hours
Parks & Project Manager: 7.5 hours
Police Captain: 8 hours
Support Services Commander: 8 hours
9.2 Leave of Absence Without Pay
Except for those leaves of absence required by law to be granted, an employee desiring a leave of absence without pay for any reason, shall secure permission from the City Council upon recommendation of the City Administrator.
9.3 Military Leave
Employees who are called upon to perform active annual training duty or temporary special services as a member of any Armed Forces reserve and who lose time from their regular scheduled workweek shall be paid the difference between the pay received from the federal or state government for such reserve duty and their normal weekly earnings not to exceed two (2) weeks annually. Employees should refer to City policy for additional information on military leave granted pursuant to the Family Medical Leave Act and the California Family Rights Act.
9.4 Jury Duty
Any employee required to serve as a juror in a civil or criminal action pending in a court of the State of California or any Federal Court convening in the State of California or any employee required to report for the selection of a jury in any of these courts shall receive pay for the time such service requires his/her absence from work; provided, however, that the City Administrator may require proof of the time such service was required and any monies received for jury service shall be remitted to the city.
Attachment Agenda Report Page 15
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
9.5 Pregnancy Disability Leave
Pregnancy Disability Leave shall be granted in accordance with federal, state and local law.
Pregnancy disability leave is a leave of absence necessitated by an employee’s medical disability that is attributable to pregnancy, childbirth or related medical conditions. It includes leave needed for prenatal care, prenatal complications, and morning sickness.
Employees may take up a maximum of four months (88 work days for a full time employee) of pregnancy disability leave per pregnancy. Medical certification is required, and the length of the pregnancy disability leave will depend on the medical necessity for the leave.
An employee shall be entitled to use sick leave, vacation or leave without pay to the cumulative total of four (4) months.
Except where medical circumstances preclude such notice, an employee who plans to take pregnancy leave shall give the City at least thirty (30) days advance notice where practicable, and an estimate of the duration of her absence when such information is available to her.
Pregnancy disability also is a “serious health condition” under the FMLA so that, for employees who qualify for FMLA medical leave, health insurance will continue to be paid by the City for at least a combined total of 12 work weeks in any 12-month period.
The employee shall notify the City at least twenty (20) working days prior to her return from pregnancy leave of her intention to return to work, and provide the City with satisfactory written verification from a physician or other licensed health care practitioner of her ability to return to work.
For additional information about pregnancy leave, see the City Personnel Rules.
9.6 Family and Medical Leave
Employees are eligible for unpaid leave under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). The provisions of this Resolution will be applied in conformance with the provisions of FMLA and the CFRA in effect at the time the leave is granted and in conformance with City policies and practice. Employees should refer to the City’s Personnel Rules for additional information.
SECTION 10 - INJURY PAY
Except for the Police Captain, aAn employee who first loses time from work as the result of a work related illness or injury shall receive their normal salary for the duration of the disability or thirty (30) working days whichever is the lesser. If the employee is disabled for a period in excess of thirty (30) working days, such excess period shall be compensated by paid benefits pursuant to State Workers’ Compensation laws. The employee shall be entitled to use accrued sick leave, compensatory time or Attachment Agenda Report Page 16
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
vacation to supplement such worker’s compensation benefits. In no case shall the employee be entitled to receive more than 100% of the normal salary.
An employee who has returned to work after a period of disability as the result of an original injury and subsequently loses time from work again as the result of an aggravation of or reoccurrence of the original injury shall in no case receive their normal salary for a period of time to exceed thirty (30) working days including those days first lost from work as the result of the original injury.
For the Police Captain only, injury pay shall conform to Labor Code Section 4850.
SECTION 11 - HEALTH PLAN AND LIFE INSURANCE
11.1 Flexible Benefit Plan
Effective January 1, 1993, pursuant to Section 125, Section 105, Section 106 and Section 129 of the Internal Revenue Code, the City established the City of Piedmont Flexible Benefit Plan to provide taxable and non-taxable benefits to its employees and to permit employees to choose which of the benefits they wish to receive.
The City shall maintain the Flexible Benefit Plan which includes accounts for health care expenses, dependent care expenses and premium contributions. The City may pay the employer contribution toward medical premiums (less the statutorily mandated PEMHCA minimum paid directly to CalPERS) through the Flexible Benefit Plan. The parties understand that the City’s use of the Flexible Benefit Plan as a vehicle for its premium contributions does not change the City or employee’s contribution to medical insurance premiums as described in this Section 11.
11.2 Hospitalization and Medical Care
Effective January 1, 1997, the City began providing CalPERS medical program benefits to active employees and retirees in accordance with the Public Employees’ Medical and Hospital Care Act (“PEMHCA”).
11.2.1 Basic City Contribution
For all employees and retirees, the City pays the PEMHCA statutory minimum contribution toward medical insurance benefits, as required by CalPERS, and as determined by CalPERS under Government Code Section 22892.
11.2.2 Supplemental City Contribution
In addition to the basic City contribution, the City shall contribute a supplemental amount toward medical insurance premiums as described below.
The City and employees share the cost of medical insurance premiums. The City’s maximum contribution toward the monthly premium costs of an employee’s medical benefits is based on the 2021 CalPERS Kaiser Bay Area premiums plus fifty percent (50%) of subsequent annual premium increases for the CalPERS Kaiser Bay Area premiums and includes the PEMHCA statutory minimum.
Attachment Agenda Report Page 17
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
For the 2021 plan year, the City’s monthly contributions towards eligible employees’ elected medical coverage, inclusive of the basic City contribution of the PEMHCA statutory minimum contribution, are as follows:
The City and employees share the cost of medical insurance premiums. Effective July 1, 2025, the City’s monthly contribution t
oward eligible employees’ elected medical coverage, inclusive of the basic City contribution (i.e., the PEMHCA statutory
minimum), shall
be as follows:
Employee only: $1,075.49813.64
Employee +1: $2,150.991,627.28
Employee +family $2,796.28115.46
Each plan year, the City shall adjust its contributions towards the monthly premium costs of an employee’s medical benefits by an amount equal to fifty percent (50%) of any increase in the above-mentioned 2021 monthly premium rates for the CalPERS Kaiser Bay Area plan at all coverage levels (i.e., employee only, employee + 1 and employee + family). Employees are responsible for the remaining fifty percent (50%) of any premium increases for the CalPERS Kaiser Bay Area plan. Employees electing medical plans and coverage levels that exceed the City’s maximum contribution are responsible for paying the difference through automatic payroll deduction.
11.2.3 Opt Out Election
Effective May 1, 2018, an employee who has medical insurance coverage as a result of being an eligible dependent of another City employee, who has medical insurance coverage as an eligible dependent of a person employed elsewhere, or who otherwise has medical insurance coverage, may elect not to participate in the medical insurance plans offered by the City and may elect to receive $500 per month in lieu of the amount the City would otherwise contribute for medical insurance for the employee.
To elect cash in lieu, the employee must sign a waiver of medical insurance coverage provided by the City and provide proof of medical insurance coverage to Human Resources annually before the end of the open enrollment period.
11.3 Dental Insurance Plan
The City shall pay the cost of providing each eligible employee and his/her eligible dependents dental care benefits under a group insurance plan. Orthodontic care is included in the group policy, and covers up to 70% of the cost for adults and children (lifetime maximum of $5,000).
11.4 Vision Plan
Attachment Agenda Report Page 18
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
The City shall provide and pay the cost of providing each eligible employee and his/her eligible dependents vision coverage under a group insurance plan.
11.5 Life Insurance and Accidental Death and Dismemberment Insurance The City shall pay the cost of providing each employee with a group term life insurance policy in effect at the time of this resolution in an amount equal to twice the employee's gross annual salary, rounded to the nearest one thousand dollar ($1,000) increment. The City shall also provide and pay for Accidental Death and Dismemberment insurance. The City's payment shall cease upon the employee's separation from City service, but the employee may elect to retain such policy (if conversion is available) at his/her sole expense.
11.6 Alternative Coverage
In the event that it may be possible to provide an alternative life insurance, dental coverage, or vision coverage as nearly comparable as possible to the benefits in effect at the date of this resolution without additional cost to the City or the employees, the City may substitute new insurance carriers.
11.7 Disability Insurance
The City shall provide at no cost to the employee, a salary continuance disability insurance policy in effect at the time of this resolution, or any such successor program which provides an essentially comparable benefit, providing disability benefits equal to sixty percent (60%) percent of any employee’s current gross salary following a sixty (60) day absence due to nonjob related injury or illness.
11.8 Employee Assistance Plan
The City shall provide an Employee Assistance Plan at no cost to the employee.
11.9 Retiree Medical Insurance - Employees Hired Before May 1, 2018
11.9.1 For current employees hired before May 1, 2018, who retire from the City while meeting the eligibility requirements for CalPERS retiree health insurance, the City shall pay directly to CalPERS the PEMHCA minimum as determined by CalPERS under Government Code Section 22892. In addition, the City shall make available a Retiree Health Reimbursement Arrangement (HRA). Through the HRA, the City will continue to provide to eligible CalPERS annuitants monthly contributions for medical insurance premiums according to the following formula: (# of years City has contracted w/PEMHCA) x (5%) x (City’s contribution for active employees).
The City’s contribution for annuitants is adjusted annually according to this formula and the annual adjustment to the minimum monthly employer contribution cannot exceed $100.00. The amount paid by the City on behalf of annuitants and/or their eligible survivors shall increase annually under this formula until the City’s contributions for annuitants and active employees are the same.
For 2021,As of July 1, 2025, the City’s contributions for annuitants are as follows:
Attachment Agenda Report Page 19
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
Coverage:
Kaiser
Premium:
Total Employer
Contribution:
% of
Premium:
Retiree
Pays:
Retiree $1,112.90 $1,075.49 96.64% $37.41
Retiree + 1 $2,225.80 $2,150.99 96.64% $74.81
Retiree + family $2,893.54 $2,147.26 74.21% $746.28
Kaiser Premium: Total
Employer
Contribution
% of
Premium
Retiree Pays
Employee $813.64 $813.64 100.00% $0.00
Employee +
1 $1,627.28 $1,627.28 100.00% $0.00
Employee +
Family
$2,115.46 $1,747.26 82.59% $368.20
11.9.2 Effective August 1, 2012, all active employees who will be eligible for retiree medical benefits described in this Section 11.9 will have the City reduce their pay by $50 semimonthly by payroll deduction and have the City contribute such amounts to retiree benefits.
11.10 Retiree Medical - Employees Hired On or After May 1, 2018 For employees hired on or after May 1, 2018, the City’s maximum contribution toward CalPERS retiree medical coverage shall be the PEMHCA minimum contribution as determined by CalPERS under Government Code Section 22892. Employees hired on or after May 1, 2018, are not eligible for the Retiree HRA described in Section 11.9.
11.11 Funeral Benefits (Police Captain)
For the Police Captain position only, a funeral benefit of Fifteen thousand dollars ($15,000) will be provided by the city for death directly related to duty.
SECTION 12 - MISCELLANEOUS PROVISIONS
12.1 Professional Development Reimbursement
The City shall reimburse an employee for tuition and books for courses of study at an approved and accredited college or junior college, during non-work hours. Additionally, the City encourages and supports staff to pursue, during non-work hours, professional development training in order to increase their job skills and knowledge for their current position or advancement opportunities. A variety of professional development activities can be reimbursed, such as fees for workshops, seminars, or adult school classes.
Attachment Agenda Report Page 20
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
To be eligible for approval for reimbursement, the subject matter content of the course must be related to the employee’s work assignment, promotional opportunities, transfer opportunities, or the course is required for the attainment of a degree or certificate program.
The maximum reimbursement amount is two thousand dollars ($2,000) per fiscal year.
Maximum reimbursement limits are as follows:
Building Official – $2,000 per fiscal year
Parks and Projects Manager – $2,000 per fiscal year
Support Services Commander – $2,000 per fiscal year
Police Captain – $2,400 per fiscal year
The employee must have his/her request approved by the department head and/or City Administrator, which approval is subject to available budgeted funds, prior to enrolling in the course in order for the employee to be assured of reimbursement. Upon completion of the course, the employee must submit appropriate receipts, along with a copy of the grade sheet or certificate indicating attendance in, or a passing grade, in order to be eligible for reimbursement.
12.2 Auto Allowance
The Parks and Projects Manager shall be compensated in the amount of $450.00 per month for the use of his/her automobile for official business.
12.23 Child Care Programs
The children of the Parks and Projects Manager covered by this Resolution are eligible to attend the Skipping Stones, Kinder Konnex, Camp Everything and Schoolmates programs at no charge. Eligibility to attend these programs are based upon availability.
The children of the employees covered by this Resolution are eligible to attend the Piedmont Recreation Department (PRD) preschool program, Schoolmates programs and PRD run Summer Camps at no charge. Eligibility to attend these programs is based upon availability.
12.3 Uniform Allowance (Police Captain and Support Services Commander) The Police Captain and Support Services Commander shall receive a uniform allowance of One thousand five hundred dollars ($1,500) annually to maintain uniforms as required by the Chief of Police, paid semi-monthly @ $62.50 per pay period.
Attachment Agenda Report Page 21
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
Appendix A
Building Official
Effective Date:
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49mo +
7/1/2025 11,682.32 12,267.24 12,880.54 13,524.51 14,200.28 7/1/2026 12,032.79 12,635.26 13,266.96 13,930.25 14,626.29 7/1/2027 12,393.77 13,014.32 13,664.97 14,348.16 15,065.08 7/1/2028 12,765.58 13,404.75 14,074.92 14,778.60 15,517.03 Parks & Projects Manager
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49 Mo +
7/1/2025 $11,947.06 $12,538.68 $13,166.44 $13,823.11 $14,513.85 7/1/2026 $12,305.47 $12,914.84 $13,561.43 $14,237.80 $14,949.27 7/1/2027 $12,674.63 $13,302.29 $13,968.27 $14,664.93 $15,397.75 7/1/2028 $13,054.87 $13,701.36 $14,387.32 $15,104.88 $15,859.68 Police Captain
Effective Date:
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49mo +
7/1/2025 15,754.36 16,542.80 17,371.10 18,235.94 19,142.87 7/1/2026 16,226.99 17,039.08 17,892.23 18,783.02 19,717.16 7/1/2027 16,713.80 17,550.25 18,429.00 19,346.51 20,308.67 7/1/2028 17,215.21 18,076.76 18,981.87 19,926.91 20,917.93 Support Services Commander
Effective Date:
Step 1
0‐12 Mo
Step 2
13‐24 Mo
Step 3
25‐36 Mo
Step 4
37‐48 Mo
Step 5
49mo +
7/1/2025 $13,117.91 $13,773.55 $14,463.26 $15,186.01 $15,945.93 7/1/2026 $13,511.45 $14,186.76 $14,897.16 $15,641.59 $16,424.31 7/1/2027 $13,916.79 $14,612.36 $15,344.07 $16,110.84 $16,917.04 7/1/2028 $14,334.29 $15,050.73 $15,804.39 $16,594.17 $17,424.55 BE IT FURTHER RESOLVED that Resolution No. 24K-1897D-2021, 97E-2021, 97F-2021 and 97G-2021 isare hereby rescinded, and that this Resolution shall constitute the sole statement of Attachment Agenda Report Page 22
Mid Management PersonnelParks and Projects Manager City of Piedmont
4896-4145-3431 v1
compensation and benefits for the Parks and Projects Manager Mid-Management Personnel of the City of Piedmont until June 30, 20295.
I certify that the foregoing resolution was passed and adopted at a regular meeting of the Piedmont City Council on December 20, 2021, by the following vote:
Ayes: Andersen, Cavenaugh, King, McCarthy, Rood
Noes: None
Absent: None
Attest:_____________________________________
John O. Tulloch, Assistant City Administrator/City Clerk Attachment Agenda Report Page 23