City of Piedmont
COUNCIL AGENDA REPORT
DATE: July 20, 2026
TO: Mayor and Council
FROM: Rosanna Bayon Moore, City Administrator
SUBJECT: Consideration of Actions Related to the Appointment of Piedmont Planning & Building Director Leslie Mendez, AICP
______________________________________________________________________________
RECOMMENDATION
Appoint Leslie Mendez as Piedmont Planning & Building Director, effective July 30, 2026.
BACKGROUND
The Planning & Building Director position is a critical role with responsibilities that have grown substantially in the last several years with the advent of the 6th Cycle Housing Element. With the announcement of Planning & Building Director Kevin Jackson’s retirement in May 2026, the City initiated a search for a replacement. The City looked to pursue a pathway that would result in a highly qualified candidate pool, at the same time as ensuring the integrity of the search process.
The City hired Bob Murray & Associates, an executive recruitment firm that specializes in public sector placements. Bob Murray & Associates conducted an outreach and recruitment campaign, including screening and vetting candidates through preliminary interviews. The firm subsequently facilitated formal interviews of top ranked candidates by a panel of planning and building professionals from peer agencies. A short list of candidates then interviewed with key internal stakeholders and the City Administrator. The City Council interviewed the top two candidates on June 18th, 2026.
A graduate of UC Berkeley with a MA in City & Regional Planning, Leslie Mendez possesses more than twenty years of professional experience in the public sector, including 13 years with the City of Berkeley. For the last 3 years, she has served as the Planning Manager of the City of Albany. Ms.
Mendez is qualified and equipped to enhance a high performing department. She is a well-rounded professional who has distinguished herself in the selection process for her technical capabilities, leadership skills, and commitment to cultivating healthy relationships with the community.
It is recommended that the City Council appoint Leslie Mendez as Piedmont’s next Planning & Building Director. The appointment shall conform in all respects to the benefits and other terms and conditions of employment outlined in City Council Resolution No. 69-2025.
FISCAL IMPACT
This position is fully funded in the FY 2026-27 adopted budget.
ATTACHMENTS:
1) Resume for Leslie Mendez, AICP
2) City Council Resolution No. 69-2025 dated December 15, 2025 3) Recruitment Brochure
Agenda Report Page 2
LESLIE MENDEZ
PROFESSIONAL EXPERIENCE
2023 - present City of Albany, Albany, CA
Planning Manager
2021 - 2023 City of San Rafael, San Rafael, CA
Planning Manager
2008 - 2021 City of Berkeley, Berkeley, CA
Senior Planner (2016 - 2021)
Associate Planner (2008 - 2016)
2004 - 2008 City of Pleasanton, Pleasanton, CA
Assistant Planner
EDUCATION
M.A., City and Regional Planning, University of California, Berkeley, CA B.A., Environmental Studies, Brown University, Providence, RI Attachment 1 Agenda Report Page 3
1 Leslie Mendez, AICP
Planning Manager | City of Albany - Community Development | June 2023 – present Team Leader of the Planning & Building Division guiding the physical development of the City ● Supervised and administered the development and building permit approval process in compliance with State and local regulations
● Trained, mentored, and provided professional development to staff and interns ● Served as staff liaison to the Planning & Zoning Commission and the Housing Advisory Commission (HAC): prepared agendas, conducted hybrid public meetings in adherence to the Brown Act, wrote and reviewed staff reports, made presentations
● Implemented Housing Element Programs:
– Completed housing production ordinance updates: Accessory Dwelling Unit (ADU) Ordinance (Dec 2023), Density Bonus Ordinance (Sep 2024)
– Initiated the establishment of the HAC and prepared the Commission’s work plan for discussion and recommendation of tenant protection policies
● Developed new community and economic development programs and updated ordinances and policies in response to changes in planning laws and local priorities including:
– Revised Parking Ordinance and associated General Plan amendments (Nov 2023), Accessory Structure Ordinance (Jan 2025), and Mechanical Equipment Ordinance (Jan 2025) – Launched the City’s Pre-Approved ADU Program, ADU Amnesty Program, Tenant Inspection Program, 3E Inspection Program, and Sidewalk Vending Program ● Developed and managed the City’s nascent Code Enforcement Program ensuring adherence to the City’s health and safety codes as they relate to the physical environment ● Implemented Transparency/Accessibility/Information Dissemination Improvements:
– Designed and published public information handouts on Density Bonus, ADUs, the 3E Inspection Program, and Sidewalk Vending (in English and Spanish)
– Developed state-compliant submittal checklists for building and planning applications – Delivered informational presentations to the public and City Council on Density Bonus and Golden Gate Fields, and to the HAC on the Brown Act
● Monitored Departmental Fiscal Management:
– Prepared and monitored the Planning and Building division’s $970,000 budget – Updated and established new fees to achieve a level of cost-recovery – Solicited, selected, and managed consulting contracts including budgets and deliverables Planning Manager | City of San Rafael - Community Development | July 2021 – June 2023 Team Leader of the Planning Division with oversight of the City’s development project review process ● Managed a team of four staff and numerous contract planners, provided training, mentoring, and professional development
● Served as lead advisor to the Planning Commission and the Design Review Board and conducted meetings in accordance with the Brown Act. Notable entitlements included:
– Aegis Senior Community (800 Mission): 103-room senior living facility – Tiscornia Marsh Restoration Project
PROFESSIONAL EXPERIENCE
Attachment 1 Agenda Report Page 4
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Leslie Mendez, AICP
– Neighborhood at Los Gamos: 192-unit residential mixed-use development – 88 Vivian: 70-unit residential development
● Updated Ordinances, policies and procedures in response to changes in planning laws and local priorities including:
– Revised ADU Ordinance (Nov 2021), SB 9 Ordinance (July 2022) – Created new forms for submittal of SB 330 pre-applications, SB 35, and SB 9 applications ● Implemented Transparency/Accessibility/Information Dissemination Improvements including:
– City-wide provision of closed captioning for all Zoom meetings – On-site public notice boards of pending applications
– Revised public hearing mailings, providing streamlined information and increased legibility ● Led and participated in Inter-Departmental Coordination:
– Developed Outdoor On-Street Dining Guidelines as part of multi-departmental team – Established Business License Coordination Team between Planning and Finance ● Monitored Departmental Fiscal Management
– Assisted in the preparation and monitoring of the Planning Division’s budget – Solicited and managed consulting contracts
Senior Planner | City of Berkeley - Planning Department| May 2016 – July 2021 Worked in full capacity as a member of the Land Use Planning team ● Led the planning process for complex development projects presented to the City Council and the ZAB including:
– Bayer HealthCare Development Agreement and 30-year phased development plan – Berkeley Commons at 600 Addison: 500,000 sq.ft. R&D/industrial campus – 2100 Shattuck: 18-story mixed use building with 10,000 square feet of ground floor retail space and 274 dwelling units
● Served as Zoning Adjustments Board (ZAB) Secretary: reviewed staff reports, set agendas, conducted meetings in accordance with the Brown Act, recorded actions and minutes ● Supervised consultants: prepared RFPs, reviewed and monitored budgets, prepared and ensured compliance with schedule and deliverables
● Supervised the work of nine junior staff members and conducted regular check-ins ● Managed the Housing Development Feasibility Analysis that examined the City's current fees on new housing development to guide potential updates to the fee structure ● Served as Land Use liaison to the Permit Service Center and Finance Department to assist in the coordination of processes between the divisions
Associate Planner | City of Berkeley - Planning Department | March 2008 – May 2016 Worked in full capacity as a member of the Land Use Planning team ● Completed discretionary review of commercial and residential development proposals, requring CEQA review (Environmental Impact Reports, Initial Studies) and utilizing density bonus law ● Authored staff reports and presented to the ZAB and the City Council ● Prepared the City of Berkeley 2015-2023 Housing Element Update:
– Conducted public outreach and presented to Commissions (Planning, Housing, Homeless) – Established goals and policies based on public and Commission input to guide decision-making Attachment 1 Agenda Report Page 5
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Leslie Mendez, AICP
● Managed the Residential Condominium Conversion Program, coordinated inter-departmental review and processed condo conversion applications
● Assisted the public at the counter and prepared staff counter schedule Assistant Planner | City of Pleasanton - Planning Department | August 2004 – March 2008 Worked in full capacity as a member of the current projects planning team ● Processed applications for Planned Unit Developments, Conditional Use Permits, custom homes, residential and commercial additions, variances, parcel and tract maps ● Created and updated a data system to track residential and commercial development ● Acted as lead planner for personal wireless service facilities ● Participated in the multi-departmental team revising the Condominium Conversion Ordinance ● Assisted the public at the counter
American Institute of Certified Planners (AICP) | January 2026 - present Alameda County Technical Advisory Committee | Alameda County | March 2026 - present Planning Commissioner | City of El Cerrito | March 2017 – February 2025 ‒ Reviewed and participated in quasi-judicial land use decisions on subdivision maps and development projects
‒ Reviewed and provided recommendations to Council on the City’s long-range planning goals, policies and programs
‒ Elected and served as Chair for two years and Vice-Chair for two years CA Planning Roundtable & APA California Leadership Academy | Spring 2024 ‒ Participated in a 6-month program to develop additional leadership skills to share with community stakeholders and colleagues
CalPelra Labor Relations Academy Certification | Foundation of Labor Relations | Feb 2022 Equity Committee Member | City of Berkeley | April 2019 - July 2021 ‒ Contributed to the development of training curriculum for city management on race and equity ‒ Participated in Government Alliance on Race & Equity (GARE) Core Curriculum Trainer Training Leadership Development Program (LDP) | City of Berkeley | July 2018 - July 2019 – Participated in a 12-month program that targets high performers who manage people and/or projects to enhance participants’ strengths in communication, planning, and leadership Masters of City and Regional Planning
University of California at Berkeley, Berkeley, CA
Bachelor of Arts in Environmental Studies, Honors Degree Brown University, Providence RI
PROFESSIONAL CERTIFICATON, TRAINING AND VOLUNTEERING
EDUCATION
Attachment 1 Agenda Report Page 6
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CITY OF PIEDMONT
RESOLUTION NO. 69-2025
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PIEDMONT APPROVING
A POLICY STATEMENT REGARDING MANAGEMENT PERSONNEL APPROVING
AND AUTHORIZING A SPECIFIED COMPENSATION PROGRAM 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 MANAGEMENT PERSONNEL The City Council wishes to acknowledge the special public service rendered by the City's management personnel. Management personnel consists of all department heads and the City Administrator. Under the operational coordination of the City Administrator, management personnel are responsible for producing the quality and effectiveness of 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.
Management personnel often speak directly for the City government and, thus have 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 management personnel in their extensive public contacts.
Management personnel work 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 irregular hours and time expenditures in excess of the conventional workweek.
Therefore, considering the special responsibilities inherent in the management role, the City Council adopts the following policy regarding 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 among others include the following:
a. Maintaining a comparative and relative relationship with similar positions in other comparable public agencies within the City's local labor market area; and b. The City's budgetary considerations.
Levels of compensation shall be reviewed in June 2029 by the City Council in light of the foregoing considerations and, if appropriate, suitable adjustments made upon consideration of the City Administrator's recommendation.
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The wages and benefits set forth herein, as specified, are to be provided to the Management Personnel (“Employees”) listed here:
City Clerk
Finance Director
Planning & Building Director
Public Works Director
Recreation Director
Fire Chief
Police Chief
SECTION 2 - HOURS OF WORK
2.1 Workday and Workweek
It is expected that 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, except when vacation, sick or other approved leave is taken.
2.2 Personal Leave
Employees are authorized to receive up to eight (8) days and (60 hours) of personal leave with pay each year upon the City Administrator's approval as recognition for management responsibilities. Any personal leave unused at December 31st of any year may not be carried over for use in a subsequent year, nor shall payment be made for unused leave for any reason.
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 Equity Adjustments
Effective July 1, 2025, the following positions shall receive an equity adjustment to their base wages, in addition to the increases listed in 3.1.1:
• 4.341% Finance Director
• 13.80% Fire Chief
• 5.77% Planning & Building Director
• 6.99% Public Works Director
• 6.99% Recreation Director
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3.1.1 Minimum Wages
Wages for each classification in the Management Personnel are shown in Section 3.1.2. The rates of pay shown in Section 3.1.2 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% increase in base wages effective July 1, 2026
• 3% increase in base wages effective July 1, 2027
• 3% increase in base wages effective July 1, 2028
3.1.2 Salary Monthly
Effective
7/1/25
Effective
7/1/26
Effective
7/1/27
Effective
7/1/28
City Clerk $15,764.21 $16,237.14 $16,724.25 $17,225.98
Finance Director $19,591.08 $20,178.81 $20,784.18 $21,407.70 Fire Chief $24,362.14 $25,093.00 $25,845.79 $26,621.17
Planning & Building Director $18,522.69 $19,078.37 $19,650.72 $20,240.24 Police Chief $25,580.19 $26,347.59 $27,138.02 $27,952.16 Public Works Director $19,177.10 $19,752.41 $20,344.99 $20,955.34 Recreation Director $19,206.93 $19,783.14 $20,376.63 $20,987.93 If, during the term of this Resolution, a 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.
SECTION 4 – RETIREMENT BENEFITS
4.1 Miscellaneous Member Retirement Plan
The City contracts with the California Public Employees Retirement System (CalPERS) for employee retirement benefits, and all Employees are CalPERS members.
4.1.1 Retirement — Miscellaneous Member Employees Hired Before August 21, 2012 This Section 4.1.1 shall apply to employees classified as miscellaneous employees under CalPERS law and employees 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 4.1.1 shall be based on the single highest year.
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B. 3.0% @ 60 Pension Formula
The 3.0% at 60 pension formula shall be available to all Employees covered by this Section 4.1.1 who are contributing members of CalPERS.
C. Required Employee Contribution
Employees covered by this Section 4.1.1 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 4.1.1 will contribute an additional amount as follows:
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 4.1.1 C.
4.1.2 Retirement — Miscellaneous Member Employees Hired On or After August 21, 2012 and Employees Hired After January 1, 2013 With Pension Reciprocity This section 4.1.2 shall apply to Employees classified as miscellaneous Employees under CalPERS law and 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. Employee Final Compensation Based on Three Year Average For purposes of determining a retirement benefit, final compensation for Employees covered by this Section 4.1.2 shall be based on the member's highest three-year average.
B. 2.0% @ 60 Pension Formula
The 2.0% at 60 pension formula shall be available to all Employees covered by this Section 4.1.2 who are contributing members of CalPERS.
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C. Required Employee Contribution
Employees covered by this Section 4.1.2 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 4.1.2 will contribute an additional amount as follows:
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 4.1.2(C).
4.1.3 Retirement — Miscellaneous Member Employees Hired On or After January 1, 2013 Without Pension Reciprocity
This Section 4.1.3 shall apply to Employees classified as miscellaneous Employees under CalPERS law and Employees hired on or after January 1, 2013, without pension reciprocity, who are contributing members of CalPERS (Tier 3).
A. Final Compensation Based on Three Year Average
For purposes of determining a retirement benefit, final compensation for Employees covered by this Section 4.1.3 shall be based on the member'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 4.1.3 who are contributing members of CalPERS.
C. Required Employee Contribution
Employees covered by this Section 4.1.3 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.
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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.
4.2 Safety Member Retirement Plan
4.2.1 Retirement – Safety Member Employees Hired On or After December 5, 2012 and Before January 1, 2013, and Safety Member 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 the 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 Resolution.
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 CalPERSestablished Employee contribution amount.
4.2.2 Retirement – Safety Member Employees 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.
4.3 All Employees
The required Employee contributions described in this Section 4 shall apply to all Employees covered by this Resolution and continue in effect until modified by a subsequent Council Resolution.
Employee contributions towards the cost of their respective CalPERS pension benefits will be deducted from CalPERS reportable compensation prior to the calculation and deduction of federal and state income taxes as provided in IRS Code Section 414(h)(2).
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4.4 Deferred Compensation
Employees shall be able to participate voluntarily in the City of Piedmont deferred compensation 457 plan, administered by Mission Square. Contributions to Mission Square are subject to federal tax deferral regulations.
4.5 Deferred Compensation Contribution for Current Police Chief Effective July 22, 2025, the City began contributing $2,083.33 per month to a deferred compensation 457 plan on behalf of the Police Chief. The contributions will continue for the duration of the current Police Chief’s employment.
SECTION 5 - HOLIDAYS
5.1 Holidays Observed
There shall be thirteen (13) 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 thirteen (13) paid holidays, there shall be one floating paid holiday on a day mutually agreeable between the Employee and the City Administrator. Any additional day proclaimed by the City Council as a holiday for City Employees will also be a paid holiday for Employees covered under this Resolution.
5.2 Employee’s Birthday
An 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.
5.3 Holidays Observed as Workdays
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.
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SECTION 6 - VACATION
6.1 Vacation Accrual Rate
Employees shall accrue annual vacation leave as follows:
First 8 years 15 days per year
9 through 11 years 17 days per year
12 through 14 years 19 days per year
15 through 18 years 20 days per year
19 through 22 years 22 days per year
23 years and after 25 days per year
In recognition of years of professional experience, it is within the City Administrator’s discretion to start a newly hired Employee at any vacation accrual rate tier.
6.2 Date When Vacation Accrual Starts
Vacation accrual shall begin 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.
6.3 Holiday Falling During Vacation
In the event that a holiday specified above occurs during a period of authorized vacation leave, said holiday shall be charged as a holiday, not as a day of vacation leave.
6.4 Use of Sick Leave During Vacation
Employees who are injured or become ill while on vacation may be paid for sick leave in lieu of vacation.
6.5 Accumulation
Employees shall be allowed to accumulate a maximum of two (2) years' vacation accrual at any one (1) time.
6.6 Vacation Sellback
Employees may elect to convert for payment in cash accrued vacation each City fiscal year (from July 1 to June 30), computed at the Employee’s current base rate of pay, based upon the following formula:
0-5 years employment two weeks vacation buyback
Over five years employment three weeks vacation buyback In no case shall an Employee’s remaining accrued vacation be less than two (2) weeks.
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SECTION 7 - SICK LEAVE
7.1 Accrual
Employees shall accrue sick leave at the rate of 4.69 hours for each pay period of service (based upon a semi-monthly pay period).
7.2 Usage
Employees are entitled to use 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.
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 City Administrator 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. Employee shall be entitled to use a maximum of 75 hours of accumulated sick leave in any calendar year to attend to the illness of a sick family member as defined in Section
7.2(A).
*A registered domestic partnership requires filing an Affidavit of Domestic Partnership with the Secretary of State.
7.3 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.
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SECTION 8 - LEAVES
The current Leaves policies are described in this Section 8, and may be amended or repealed by the City Council as it deems appropriate and/or necessary.
8.1 Bereavement Leave
In the case of death of 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 daysfor each death.
For the purpose of this section, an Employee’s “immediate family member” shall be defined as: Spouse, mother, father,stepparent,sister, brother, child, grandmother, grandfather, motherin-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 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, sick leave or comp time 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.
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.
8.2 Leave of Absence Without Pay
If an Employee desires a leave of absence without pay for any reason, they shall secure permission from the City Council upon recommendation of the City Administrator.
8.3 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.
8.4 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 their 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.
8.5 Pregnancy Disability Leave
A pregnant Employee is entitled to an unpaid leave of up to four months, as needed, for the period(s) of time the Employee is actually disabled by pregnancy, as determined by her health care provider.
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8.5.1 Notice to City
Using the City’s Request for Leave of Absence form, an Employee should provide at least thirty days advance notice or notice as soon as practicable of the Employee’s need for pregnancy disability leave or need for reasonable accommodation based on the advice of her health care provider that reasonable accommodation is medically advisable because of pregnancy or a related medical condition.
8.5.2 Use of Sick Leave and Vacation During Pregnancy Disability Leave An Employee is required to use any accrued sick leave during an otherwise unpaid pregnancy disability leave. An Employee may, at her option, use accrued vacation during an otherwise unpaid portion of a pregnancy disability leave.
8.5.3 Health and Welfare Benefits
The City shall maintain its contribution toward health and welfare benefits during any unpaid portion of a pregnancy disability leave on the same basis that the contribution would have been provided if the Employee had not taken pregnancy disability leave.
8.5.4 Employee Status
During a pregnancy disability leave, the Employee shall retain Employee status, and the leave shall not constitute a break in service for any purpose under this Resolution or City policy.
8.5.5 Relationship Between Pregnancy Disability, FMLA, and CFRA Leaves a. A pregnancy disability leave shall run concurrently with the Employee’s FMLA leave entitlement.
b. The right to take pregnancy disability leave is separate and distinct from the right to take leave under CFRA. An Employee’s own disability due to pregnancy, childbirth or related medical conditions is not a “serious health condition” under CFRA.
c. At the end of the Employee’s period(s) of pregnancy disability leave, or at the end of four months of pregnancy disability leave, whichever occurs first, a CFRA-eligible Employee may request to take CFRA leave of up to twelve workweeks for reason of the birth of her child, if the child has been born by this date.
8.6 Family Care and Medical Leave
Eligible Employees are entitled to family care and medical leave as provided by the Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), as amended. The leaves under FMLA and CFRA will run concurrently to the extent permitted by law.
Eligibility
To be eligible for family care and medical leave, on the date on which leave is to begin, an Employee must have been employed by the City for a total of at least 12 months, and have been worked for at least 1,250 hours of service during the 12 month period immediately preceding the commencement of the leave.
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Reasons for Leave; Amount of Leave
Subject to the provisions of this Resolution and State and federal law, including the FMLA and the CFRA, an eligible Employee is entitled to a total of 12 work weeks of unpaid leave during any 12 month period for any one, or more, of the following reasons:
• The birth of a child and to care for the newborn child (FMLA and CFRA);; • The placement with the Employee of a child for adoption or foster care by the Employee (FMLA and CFRA);
• Providing care for a spouse, child, registered partner (CFRA only) or parent with a serious health condition.
(a) The CFRA also provides for leave to care for the following family members due to a serious health condition: domestic partner, adult child, child of a domestic partner, grandparent, grandchild, or sibling.
• Because of an Employee’s own serious health condition that makes the Employee unable to perform the functions of the Employee’s position, except for disability on account of pregnancy, childbirth, or related medical conditions which is covered by pregnancy disability leave. (Pregnancy disability counts toward only California Pregnancy Disability Leave (PDL) and FMLA leave.); and
• Because of any qualifying exigency arising out of the fact that the Employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation.
• The 12 month period for FMLA/CFRA purposes is determined by a “rolling” 12- month period measured backward from the date an Employee uses any FMLA/CFRA leave.
Definitions
• “Child” is a biological child, adopted child, foster child, stepchild, legal ward of the Employee, or a child to whom the Employee stands in loco parentis, and who, at the time leave is to commence is either: (a) under 18 years of age; or (b) 18 years of age or older and incapable of caring for himself/herself because of a mental or physical disability.
CFRA’s definition of “child” includes: (a) a child of a domestic partner; or (b) an adult biological child, adopted child, foster child, stepchild, legal ward of the Employee, or a child to whom the Employee stands in loco parentis of the Employee or of the Employee’s domestic partner.
• “Parent” is defined as a biological, foster or adoptive parent, stepparent, legal guardian, or other person who stood in loco parentis to the Employee when the Employee was a child. Parent does not include a parent-in-law. • “Spouse” expressly includes individuals in lawfully recognized same sex marriages, common law marriages and marriages that were validly entered into outside of the United States if they could have been entered into at least one state. In addition, the regulatory definition of spouse has moved from “state of residence” rule to “place of Attachment 2 Agenda Report Page 18
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celebration” rule in which to look to the law of the place in which the marriage was entered into as opposed to the law of the state where the Employee resides. This allows all legally married couples, whether opposite-sex or same sex or married under the common law, to have consistent federal family leave rights regardless of their residence.
• “Domestic Partner” is defined a registered domestic partner as defined by Family Code 297 through 297.5.
Family Care & Medical Leave to Care for a Covered Service Member with a Service Injury or Illness
Subject to the provisions of this Resolution and State and Federal law, in addition to military exigency leave mentioned above, an Employee is eligible to take FMLA leave to care for a covered service member with a serious injury or illness if the Employee is the spouse, son, daughter, parent, or next of kin of the service member. a. An eligible Employee’s entitlement is limited to a total of 26 workweeks of leave during a “single 12-month period” to care for a service member with a serious injury or illness. The “single 12-month period” in which the 26-weeks-of-leave-entitlement begins on the first day an Employee takes leave to care for the covered servicemember.
b. During the “single 12-month period” described above, an eligible Employee’s FMLA leave entitlement is limited to a combined total of 26 workweeks of FMLA leave for any qualifying reason.
Pay Status and Benefits during Family Care & Medical Leave Except as provided in this section, the family care and medical leave will be unpaid. The City will, however, continue to provide City contributions toward group health benefits during the for up to 12 workweeks on the same basis as coverage would have been provided had the Employee not taken family care and medical leave. The Employee will be required to continue to pay the Employee’s share of monthly premiums payments, if any during a family care and medical leave.
Relationship of Family Care and Medical Leave to Other Leaves Any leave of absence that qualifies as family care and medical leave and is designated by the City as family care and medical leave will be counted as running concurrently with any other paid or unpaid leave to which the Employee may be entitled for the same qualifying reason. An Employee is required to utilize the Employee’s accrued sick leave for FMLA/CFRA qualifying absences due to the Employee’s own serious health condition. An Employee may be required to use or the Employee may elect to use accrued vacation leave for FMLA/CFRA qualifying reasons unrelated to the Employee’s own serious health condition.
Notice to the City
a. The Employee must provide written notice to the City as far in advance of the leave as possible and as soon as the Employee reasonably knows of the need for the leave. If the need for the leave is foreseeable based on an expected birth, placement of a child for adoption or foster care or planned medical treatment, the notice must be provided at Attachment 2 Agenda Report Page 19
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least 30 calendar days in advance of the leave, or if not reasonably known 30 calendar days before the leave, then as soon as reasonably practicable. b. The written notice must inform the City of the reasons for the leave, the anticipated duration of the leave and the anticipated start of the leave. c. The Employee shall consult with the City and make a reasonable effort to schedule any planned medical treatment or supervision so as to minimize disruption to department operations.
Medical Certification
a. An Employee’s request for family care and medical leave to care for a child, a spouse, or a parent who has a serious health condition shall be supported by a certification issued by the health care provider of the individual requiring care. If additional leave is requested after the expiration of the time originally estimated by the health care provider, the Employee shall provide the City with recertification by the health care provider.
b. An Employee’s request for family care and medical leave because of Employee’s own serious health condition shall be supported by a certification issued by the Employee’s health care provider.
c. As a condition of an Employee’s return from leave taken because of the Employee’s own serious health condition, the Employee is required to obtain certification from the Employee’s care provider that the Employee is able to resume work and perform the essential functions of the Employee’s job with or without accommodation. d. Employees are required to use the medical certification forms available from the Personnel Office to meet the certification and recertification requirements of this section.
Minimum Duration of Leave
a. Leave does not need to be taken in one continuous period of time. b. Leave taken for a serious health condition of the Employee’s child, parent, or spouse of the Employee may be taken intermittently or on a reduced work schedule when medically necessary, as determined by the health care provider of the person with the serious health condition. However, intermittent or reduced work schedule leave may be taken for absences where the Employee or covered family member is incapacitated or unable to perform the essential functions of the position because of a chronic serious health condition, even if he or she does not receive treatment by a health care provider. c. Leave taken for reason of birth, adoption, or foster care placement of a child of the Employee does not have to be taken in one continuous period of time. Any leave(s) taken shall be concluded within one year of the birth or placement of the child with the Employee. The basic minimum duration of leave shall be two weeks. However, the City shall grant a request for a leave of less than two weeks’ duration on any two occasions.
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City’s Response to Leave Request
It is the City’s responsibility to designate leave, paid or unpaid, as family care and medical leave-qualifying based on the information provided by the Employee and to notify the Employee of the designation.
Dual Parent Employment
Where both parents are City Employees, allowable leave for the birth, adoption, or foster care placement of a child limited to a total of 12 work weeks in a 12-month period between the two Employees. Their family care and medical leave entitlement is not limited or combined for any other qualifying purpose.
Employee’s Status on Returning from Leave
Except as provided by law, on return from family care and medical leave, an Employee is entitled to be returned to the same or equivalent position the Employee held when leave commenced, or to an equivalent position with equivalent benefits, pay, and other terms and conditions of employment. An Employee is also entitled to reinstatement even if the Employee has been replaced or the Employee’s job has been restructured to accommodate the Employee’s absence. If an Employee is no longer qualified for the position because, e.g., of the Employee’s inability to renew a license as a result of the leave, the Employee shall be given a reasonable opportunity to fulfill those conditions upon returning to work. An Employee has no right to return to the same position. Use of family care and medical leave will not result in the loss of any employment benefit that accrued prior to the start of an eligible Employee’s FMLA/CFRA leave. An Employee has no greater right to reinstatement or to other benefits and conditions of employment than if the Employee had been continuously employed during the FMLA/CFRA leave period.
SECTION 9 - INJURY PAY
9.1 Injury Pay for All Employees Except Police and Fire Chief If an Employee, except the Police Chief and the Fire Chief, loses time from work as the result of a work-related illness or injury, they 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 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.
9.2 Injury Pay for Police and Fire Chief
Injury pay shall conform to California Labor Code Section 4850.
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SECTION 10 - HEALTH PLAN AND LIFE INSURANCE
This Section 10 describes the City’s existing health plan and life insurance benefits which shall apply to the Employees. The City Council shall have authority to amend or repeal the health plan and life insurance benefits as it deems appropriate and/or necessary.
10.1 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 City’s use of the Flexible Benefit Plan as a vehicle for its premium contributions does not change the City’s or Employee’s contribution to medical insurance premiums as described in this Section 10.
10.2 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”).
10.2.1 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.
10.2.2 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. Effective July 1, 2025, the City’s monthly contribution toward eligible Employees’ elected medical coverage, inclusive of the basic City contribution (i.e., the PEMHCA statutory minimum), shall be as follows:
• Employee only: $1,075.49
• Employee +1: $2,150.99
• Employee +family: $2,796.28
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 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 Attachment 2 Agenda Report Page 22
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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.
10.2.3 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.
10.3 Dental Insurance Plan
The City shall pay the cost of providing each eligible Employee and their 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).
10.4 Vision Plan
The City shall pay the cost of providing each eligible Employee and their eligible dependents vision coverage under a group insurance plan.
10.5 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 their sole expense.
10.6 Disability Insurance
The City shall continue in effect at no cost to the Employee, the salary continuance disability insurance policy in effect at the time of this resolution or any other such successor program which provides essentially comparable benefit, providing disability benefits equal to sixty percent (60%) of any Employee's current gross salary following a sixty (60) day absence due to non job related injury or illness.
10.7 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.
10.8 Employee Assistance Plan
The City shall provide an Employee Assistance Plan at no cost to the Employee.
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10.9 Retiree Medical Insurance - Employees Hired Before May 1, 2018
10.9.1 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.
Effective July 1, 2025, the City’s contributions for annuitants are as follows:
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
10.9.2 Effective August 1, 2012, all active Employees who will be eligible for retiree medical benefits described in this Section 10.9 will have the City reduce their pay by $50 semimonthly by payroll deduction and have the City contribute such amounts to retiree benefits.
10.10 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 10.9.
SECTION 11 - MISCELLANEOUS PROVISIONS
11.1 Auto Allowance – Certain Employees
For use of their personal automobile for official business, the City shall provide to the Employees listed in the following table an automobile allowance in the amounts stated:
Title: Amount per month
City Clerk $250.00
Finance Director $200.00
Planning & Building Director $450.00
Public Works Director $416.67
Recreation Director $416.67
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11.1.2 Alternative Auto Allowance – Public Works Director The Public Works Director shall have the option of terminating the Auto Allowance in Section
11.1, and substituting a City owned vehicle for official business provided this option is exercised consistent with the adopted budget for the fiscal year in which the change is made.
11.2 Auto Allowance – Fire Chief and Police Chief
The Fire Chief and Police Chief shall be entitled to use of a city vehicle for purposes of travel to and from work and for transportation in connection with City business. The City shall pay for public liability, property damage and comprehensive insurance and for the purchase, registration, operation, maintenance, repair and regular replacement of said vehicles. Although use of said vehicles are for the purpose described above, occasional personal use by the Employees only is permitted for emergencies, or where it would be impractical to substitute the Employee’s personal vehicle. In no case shall such personal use include vacation use of the City vehicle, nor shall such vehicle be allowed for personal use at a distance more than twenty-five (25) miles from such Employee's residence.
11.3 Termination of Employment
11.3.1 Voluntary Resignation
Employees may resign at any time and agree to give City at least thirty (30) days advance notice of the effective date of resignation, unless the City and the Employee otherwise agree in writing.
11.3.2 Severance Pay for all Employees Except the Police Chief Upon termination or resignation requested by the City, Employees, except for the Police Chief, shall only be entitled to the compensation accrued up to their date of separation from employment. Employees shall not be entitled to any severance pay or benefits upon separation from employment beyond a one-month equivalent of base salary as set forth in Section 3 and one month of benefit coverage as set forth in Section 10 of this Resolution, unless mutually agreed to in writing by the City and the Employee. Any severance pay is subject to and shall be interpreted to comply with the limitations set forth in Government Code sections 53260 and 53261. This Section
11.3.2 shall not apply, and the Employee will not be paid any severance or benefits, in the event of an Employee’s voluntary resignation or removal from office involving conviction of a felony, gross negligence or dereliction of duty, dishonest or immoral conduct, intemperance which interferes with job performance or conviction of a misdemeanor involving moral turpitude.
11.3.3 Severance Pay for the Police Chief
Upon termination or resignation requested by the City Council, the City will provide the Police Chief with at least three (3) months base pay as set forth in Section 3 and at least three (3) months benefit coverage as set forth in Section 10 of this Resolution, unless mutually agreed to in writing by the City and the Police Chief. Any severance pay is subject to and shall be interpreted to comply with the limitations set forth in Government Code sections 53260 and 53261. This Section 11.3.3 shall not apply, and the Police Chief will not be paid any severance or benefits, in the event of the Police Chief’s removal from office involving conviction of a felony, gross negligence or dereliction of duty, dishonest or immoral conduct, intemperance which interferes with job performance or conviction of a misdemeanor involving moral turpitude.
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11.3.4 Termination of Employment – Fire Chief and Police Chief If the Fire Chief position or the Police Chief position is eliminated due to a new contractual arrangement with another entity, and said entity does not offer the Employee’s whose position was eliminated a position within the entity, the City will provide the Employee with six (6) months’ severance pay. Any severance pay is subject to and shall be interpreted to comply with the limitations set forth in Government Code sections 53260 and 53261.
11.4 Community Activity Reimbursement
Upon approval of the City Administrator, an Employee may be reimbursed up to a maximum of two hundred ($200) per year for attendance at community activities.
11.5 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.
To be eligible for approval for reimbursement, the subject matter content of the course is 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 Employee must have their request approved by the 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.
Maximum reimbursement per fiscal year is as follows:
Title: Amount:
City Clerk $1,500.00
Finance Director $3,000.00
Planning & Building Director $2,000.00
Public Works Director $1,000.00
Recreation Director $1,000.00
Fire Chief $2,000.00
Police Chief $2,000.00
11.6 Funeral Benefit for Police Chief
A funeral benefit of fifteen thousand dollars ($15,000) will be provided by the City for death of the Police Chief directly related to duty.
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11.7 Uniform Allowance
The Fire Chief and Police Chief will receive a semi-monthly uniform allowance in the same amount provided to the Firefighters and Police Officers. The current semi-monthly allowance for the Fire Chief is $54.50, and Police Chief is $62.50.
11.8 Training and Conference Reimbursement for the Police Chief The City will reimburse to the Police Chief all expenses related to mandatory POST executive training. If the Police Chief should voluntarily resign within the first two (2) years of employment, the costs advanced for the executive training programs shall be reimbursed by the Police Chief to the City of Piedmont. Additionally, the City will reimburse all reasonable expenses related to travel, lodging, meals and fees, for the Police Chief’s attendance at the California Police Chiefs and International Association of Chiefs of Police annual conferences.
11.9 Child Care Programs
Employees’ children 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.
11.10 At-Will Status
Employees are at-will and serve at the pleasure of the City Administrator as provided in City Charter section 3.02 and City Code section 2.26.
BE IT FURTHER RESOLVED that Resolution Number 12-2022 is hereby rescinded, and that this resolution shall constitute the sole statement of compensation and benefits for Management Personnel of the City of Piedmont until modified by the Council.
I certify that the foregoing resolution was passed and adopted at a regular meeting of the Piedmont City Council on December 15, 2025, by the following vote:
Ayes: Andersen, McCarthy, Long Plimier, Ramsey
Noes: None
Absent/Abstain: None
Attest: ____________________________________
Anna M. Brown, City Clerk
Attachment 2 Agenda Report Page 27
PLANNING
AND BUILDING
DIRECTOR
Attachment 3 Agenda Report Page 28
THE COMMUNITY
The City of Piedmont is a largely
residential 1.7-square-mile charter city.
Residents are civic-minded and embrace
traditions while also looking for opportunities to innovate and grow together as a community. With approximately 11,000 residents,
the City is located in the beautiful Oakland hills,
overlooking the San Francisco Bay. Aptly named “Piedmont,” or “foot of the mountain,” its most distinct features are gardens, bridges, parks, and schools that create a special sense of place. In 1907, residents voted to incorporate as the City of Piedmont, and in 1923 Piedmont became a Charter City.
Today, efforts are underway to usher in Piedmont’s vision for the future. Accessible and participatory government are centerpieces of the City’s approach. The establishment of an ambitious array of programs associated with the 6th Cycle Housing Element are in progress, and the City will soon launch its search for a development partner for new housing in Moraga Canyon for people of all income levels. Practicing good governance, advancing quality of life, and becoming a more diverse, inclusive, and welcoming community are priorities.
Extraordinary and generous residents are the heart of Piedmont.
Residents partner with the City to deliver community events throughout the year. The 4th of July Parade and Harvest Festival are cherished long-standing traditions, alongside new celebrations that look to expand the City’s reach in different ways. In recent years, 50 volunteers came together to envision and plan the City’s newest cultural celebration, Piedmont FoodFest, which attracts more than 3,000 attendees and generates interest from all over the East Bay. This community spirit infuses enthusiasm for all aspects of civic life in Piedmont. To learn more about this dynamic city, visit the City of Piedmont website at piedmont.ca.gov
THE ORGANIZATION
Piedmont is a full-service Charter City operating under a City Council/Administrator form of government. Five Council members are elected at-large on a nonpartisan basis to staggered, four-year terms. Elections are held concurrent with the stateside general election in November of even-numbered
years. Following each election,
the City Council elects a
mayor and vice mayor
from among its members.
Under the City Charter,
a Council Member
may be elected for
no more than two
consecutive fouryear terms. The City
of Piedmont is served by a variety of
skilled volunteer bodies appointed
by the City Council, including the
Planning Commission.
The City employs 101 full-time
employees with a total General Fund
operating budget of $41.5 million.
Piedmont relies primarily on property
tax revenue and is fiscally sound.
The City values fiscal responsibility,
budgets conservatively, and staffs
accordingly. Department heads
are appointed by the City Council
and are directed by and serve at the
pleasure of the City Administrator.
Piedmont has an outstanding
team of public servants who pride
themselves on delivering quality
and customer-focused services to
the community. The City’s skilled
and professional leadership team
enjoys a collegial and supportive
culture.
THE POSITION
The Planning & Building Director
serves as the administrative head
of the City’s Planning & Building
Department and is responsible
for the full scope of departmental
operations, including planning,
building, land use, zoning, code
enforcement, and sustainability
initiatives. This executive-level
position provides strategic leadership, direction, and oversight to ensure high-quality services that
support the City’s vision, regulatory framework, and community priorities. The Director plays a
central role in shaping policy,
guiding development, and ensuring
that municipal planning and
building functions are responsive,
efficient, and aligned with best
practices.
This position oversees all departmental programs, services, and staff, including professional, technical,
and administrative personnel. The
Director establishes and implements
Attachment 3 Agenda Report Page 29
departmental goals, policies,
and procedures; manages
the annual budget; and
ensures effective allocation
of resources. As the City’s
subject matter expert in
planning and building,
the Director provides
technical guidance and
interpretation of codes and
regulations to developers,
residents, and staff, while
also advising the City Administrator, City Council, and Planning Commission on complex land use
and development matters.
The Director is responsible for coordinating departmental activities with other City departments, public agencies, and community stakeholders, fostering strong working relationships and collaboration. This includes representing the City in regional planning efforts, negotiating and managing consultant contracts, and leading updates to the General Plan and municipal code. The role requires balancing technical expertise with strong interpersonal and communication skills to effectively navigate complex and, at times, sensitive community issues.
The position also includes responding to public inquiries, addressing complaints, preparing and presenting reports and recommendations, and staying current on evolving laws, regulations, and industry trends.
Overall, the Planning & Building Director is accountable for advancing departmental objectives while supporting broader City goals within established policy guidelines.
THE IDEAL CANDIDATE
The opening presents an excellent opportunity to
build upon a strong foundation in a stable organization. The ideal candidate will be joining the Planning & Building Department following the
retirement of Director Kevin Jackson, who will retire
in May of 2026 after nearly 10 years of service in
the role.
The ideal candidate is:
• A seasoned manager and supervisor with 5+
years of municipal experience involving diverse
land uses, including high density residential
• In sync with California’s evolving regulatory landscape as it relates to planning, building and housing and well
versed in CEQA and the California Building Code
• Knowledgeable of architectural design and heritage
• Resourceful, capable and equipped to interface with
HCD and other State agencies
• Adept at pursuing regional
opportunities to plan, partner
and access resources that
yield community benefits
• Committed to customer service
excellence and skilled at defining
timetables and processes that
build public trust
• At ease working with elected
and appointed bodies and
committed to genuine public
engagement
• Experienced in planning, building,
code enforcement and housing
• Open to interdepartmental strategies to advance City Council priorities
EDUCATION AND
EXPERIENCE:
Equivalent to graduation from an
accredited college or university
with major coursework in urban
planning, architectural design,
civil engineering, business, public
administration, or a related field
and six (6) years of progressively
responsible management and/or
administrative experience in
municipal planning, building
inspection, architecture, or a
related field. A master’s
degree and public sector
experience are highly
desirable.
CERTIFICATIONS:
• Possession of, or
ability to obtain, an
American Institute of
Planners (AICP) certification and/or advanced
specialty certification such
as Certified Environmental
Planner (CEP) or Certified Urban
Designer (CUD) is highly desirable.
Attachment 3 Agenda Report Page 30
COMPENSATION
AND BENEFITS
The salary for the Planning and Building Director will be $222,272.28 effective July 1, 2026. The City also offers an attractive benefits package including:
Retirement – The City participates in the California Public Employees’ Retirement System (CalPERS) with a 2% at 60
formula for Classic members with 7% employee contribution and 2% at 62 for new PEPRA members with 7.75% employee
contribution. The City also participates in Social Security.
Deferred Compensation – Voluntary 457 Pre-Tax & After-Tax plans available for employees.
Medical Plan – The City offers health insurance through CalPERS and contributes a generous amount towards the premium, up to the family rate.
Dental – Delta Dental Premiere, with orthodontia @ $5,000 lifetime maximum. Family premium fully paid by the City.
Vision Plan – VSP, with the ability for an annual exam and glasses.
Family premium fully paid by the City.
In-Lieu Medical – Employee may elect to receive $500 cash per month.
Medicare – Employee contributes 1.45% with employer match.
Holidays – 13 paid holidays plus 1 floating holiday per calendar year.
Sick Leave – 15 days per year, accrued at the rate of 9.38 hours per month.
Vacation – Starting at 15 days per year (increases with years of service).
Personal Leave – 8 days per year.
Bereavement Leave – Up to 3 days with pay.
Life Insurance – Provided coverage up to 2x annual salary.
AD&D Insurance – City Paid.
Flexible Spending Plan – Set aside pre-tax funds for dependent care & out-of-pocket health care expenses.
Professional Development Reimbursement – Up to $2,000 per fiscal year.
Auto Allowance – $450 per month.
Employee Assistance Program –
City offered up to 10 counseling
sessions per issue, each year.
Additional Benefits – Children of
full-time City Employees are eligible
to attend schools in the Piedmont
Unified School District, Piedmont
Recreation Department Preschool
Program, Schoolmates Programs,
and PRD Summer Camps at no
charge.
TO APPLY
If you are interested in this outstanding opportunity, please apply online at:
www.bobmurrayassoc.com
Filing Deadline:
May 24, 2026
Following the closing date, resumes
will be screened according to the
qualifications outlined above. The
most qualified candidates will be
invited to personal interviews with
Bob Murray & Associates. A select
group of candidates will be asked
to provide references once it is
anticipated that they may be
recommended as finalists. References will be contacted only following candidate approval.
Finalist interviews will be held with
the City of Piedmont. Candidates
will be advised of the status of the
recruitment following selection of
the Planning & Building Director.
If you have any questions, please do
not hesitate to call Mr. Gary Phillips
at:
(916) 784-9080
Attachment 3 Agenda Report Page 31