PISMO BEACH CITY COUNCIL STAFF REPORT
Agenda Item #9.G
Meeting Date: June 17, 2025
TITLE:
Three-Year Successor Memorandum of Understanding with the Pismo Beach Service Employees International Union Local 620 for Fiscal Years 2026, 2027, and 2028; Related Budget Adjustments
RECOMMENDATION:
Adopt a Resolution approving a New Three-Year Successor Memorandum of Understanding with the Service Employees International Union Local 620 ("SEIU") for Fiscal Years 2026, 2027, and 2028, and appropriating funds to cover associated costs.
DISCUSSION:
The City of Pismo Beach’s current Memorandum of Understanding (MOU) with the Pismo Beach Service Employees International Union Local 620 (“SEIU”) ends on June 30, 2025.
The City prepared for negotiations with the Pismo Beach Service Employees International Union Local 620 (SEIU) for the Fiscal Year 2026, 2027, and 2028 term by contracting with Public Sector Personnel Consultants to conduct a classification and total compensation benefits study.
The compensation study allowed staff to effectively review salaries and benefits in comparable agencies, recognizing the need to remain competitive to attract and retain key staffing positions in the City.
Following a successful negotiation process, the following key changes are reflected in the MOU Resolution (Attachment 1) include:
1. Term: Beginning July 1, 2025, through June 30, 2028.
2. Salary Increase: Effective the first full pay period after July 1, 2025, employees covered under the MOU shall receive a cost-of-living increase of 3%; effective first full pay period after July 1, 2026, a 3% increase; and effective first full pay period after July 1, 2027, a 3% increase.
3. Equity Adjustments: Effective the first full pay period after July 1, 2025, various positions within the SEIU bargaining group will receive adjustments.
4. Longevity: Effective the first full pay period after July 1, 2025, all full-time SEIU positions will receive longevity pay for consecutive years of service with the City, as follows:
a. Completion of 5 years or more = 2.5%
b. Completion of 10 years or more = Additional 2.5% (for 5% total)
5. Deferred Compensation: The City’s contribution, on behalf of each SEIU Member, will increase by $500 to $2,000 per year.
Council Agenda 6-17-2025 9.G-1
6. Time Worked: Shall now include compensatory time off.
7. City Flex Dollar Contributions: The City increased its contributions on behalf of SEIU to now equal:
a. Employee only: nine hundred fifty dollars ($950.00); b. Employee plus 1 dependent: one thousand nine hundred dollars ($1,900.00);
c. Employee plus children: two thousand four hundred and fifty dollars ($2,450.00); and
d. Family: two thousand five hundred dollars ($2,500.00).
8. Medical Redirect: Current SEIU employees hired before January 1, 2025, and waived city health insurance coverage, may continue to elect a maximum of $900.
SEIU employees hired after January 1, 2025 may elect to waive city health insurance coverage and receive flex dollars equal to $500.
In addition to the benefits above, the MOU has been clarified to include:
1. Economic Downturn Reopener: During the term of this agreement the parties agree to reopen the economic articles only of the agreement, in the event of an unanticipated loss of revenue due to an economic downturn, which would require the elimination of at least one filled and budgeted full-time bargaining unit position.
No other articles of the MOU may be modified during such an economic reopener without the written consent of both parties.
Conclusion and Recommendation
Staff recommends that the City Council adopt a resolution (Attachment 1) approving a New Three-Year Successor Memorandum of Understanding (Attachment 2) with the Service Employees International Union Local 620 (“SEIU”) for Fiscal Years 2026, 2027, and 2028, and appropriating funds as required to fund all associated costs.
FISCAL IMPACT:
The fiscal impact of the attached resolution is a net additional cost (compared to the FY 2026 Budget) of $270,189 in FY 2026, $378,849 in FY 2027, and $512,141 in FY 2028 across the General Fund, Lodging Business Improvement District Fund, Parking Enterprise Fund, Water Enterprise Fund, Wastewater Enterprise Fund, Motor Vehicle Replacement Fund, and the Technology Services Fund.
Staff recommends that Council appropriate an additional $282,617 in FY 2026 and $397,794 in FY 2027 in the various funds in the salaries, benefits, motor vehicle allocation, and technology allocation expenditure account budgets, and appropriating $12,428 in FY 2026 and $18,945 in FY 2027 motor vehicle allocation and technology allocation revenues. Table 1 illustrates the additional salary and benefit costs by fund and fiscal year. Note that the Motor Vehicle Fund and Technology Services Fund are supported by allocations to other funds.
Council Agenda 6-17-2025 9.G-2
Table 1. Additional Salary and Benefit Costs by Fiscal Year These costs are based on the current mix of employees in various retirement tiers and current health benefits and receiving various special pays.
Fund Cost Type FY 2026 FY 2027 FY 2028
General Fund Technology Allocation 8,331 11,279 14,581 Salaries 78,737 137,050 205,695
Motor Vehicle Allocation 2,205 4,685 7,478
Benefits 66,566 78,682 92,584
General Fund Subtotal 155,839$ 231,695$ 320,338$
Lodging Business Improvement Technology Allocation 62 84 109 Lodging Business Improvement Subtotal 62$ 84$ 109$
Motor Vehicle Fund Technology Allocation 93 126 163
Salaries 2,105 4,486 7,172
Motor Vehicle Revenue (2,753) (5,848) (9,334)
Benefits 556 1,234 1,999
Motor Vehicle Fund Subtotal 1$ (2)$ (0)$
Parking Enterprise Fund Technology Allocation 279 378 488 Salaries 4,426 6,498 8,824
Motor Vehicle Allocation 56 119 190
Benefits 1,340 1,706 2,117
Parking Enterprise Fund Subtotal 6,101$ 8,701$ 11,619$ Technology Service Fund Technology Revenue (9,675) (13,097) (16,931) Salaries 7,900 10,864 14,186
Motor Vehicle Allocation 28 60 95
Benefits 1,775 2,232 2,744
Technology Service Fund Subtotal 28$ 60$ 95$
Wastewater Treatment Fund Technology Allocation 455 615 795 Salaries 25,983 41,974 61,427
Motor Vehicle Allocation 253 537 857
Benefits 31,005 35,393 40,411
Wastewater Treatment Fund Subtotal 57,696$ 78,519$ 103,490$ Water Enterprise Fund Technology Allocation 455 615 795 Salaries 30,065 36,484 49,439
Motor Vehicle Allocation 211 447 714
Benefits 19,732 22,246 25,543
Water Enterprise Fund Subtotal 50,462$ 59,791$ 76,491$ Total All Funds 270,189$ 378,849$ 512,141$
Total Expenditures 282,617$ 397,794$ 538,406$
Total Revenues 12,428 18,945 26,265
Net Additional Expenditures 270,189$ 378,849$ 512,141$ Council Agenda 6-17-2025 9.G-3
ATTACHMENTS:
1. Resolution
2. Successor MOU with SEIU including Salary Schedules (A-C) Prepared by:
Bianka Buchanan, Human Resources Officer
Submitted by: Mike James, Assistant City Manager
City Manager Approval:
Council Agenda 6-17-2025 9.G-4
RESOLUTION NO. R-2025-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH,
CALIFORNIA APPROVING A NEW THREE-YEAR SUCCESSOR MEMORANDUM OF
UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620 ("SEIU") FOR FISCAL YEARS 2026, 2027, AND 2028, AND
APPROPRIATING FUNDS TO COVER ASSOCIATED COSTS
WHEREAS, the negotiating team representing the City and the Service Employees International Union (SEIU) member-employees have reached agreement on a new Memorandum of Understanding (MOU) for the period of July 1, 2025 through June 30, 2028 (Fiscal Years 2026, 2027, and 2028) which includes changes in pay and benefits for SEIU member-employees; and
WHEREAS, the City Council finds that the new MOU is fair to its valued service employees and also serves the community of Pismo Beach well by providing broadly competitive salaries and benefits to retain and attract quality employees to serve the community and by providing pay incentives for additional benefits that will enhance the service to Pismo Beach’s residents, businesses, and taxpayers.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby approves the new Memorandum of Understanding with the Service Employees International Union Local 620 titled "SEIU MOU FYs 2026–2028," in substantially the form attached to staff’s report dated June 17, 2025; which succeeds the previous MOU which expires on June 30, 2025.
BE IT FURTHER RESOLVED that the City Council of the City of Pismo Beach hereby appropriates salaries, benefits, motor vehicle allocation, and technology allocation expenditure account budgets in the various funds, and appropriates motor vehicle allocation and technology allocation revenues in Fiscal Years 2026 and 2027, including appropriating related budget adjustments between funds as indicated in the following table:
Fund Cost Type FY 2026 FY 2027
General Fund Technology Allocation 8,331 11,279
Salaries 78,737 137,050
Motor Vehicle Allocation 2,205 4,685
Benefits 66,566 78,682
General Fund Subtotal 155,839$ 231,695$
Lodging Business Improvement Technology Allocation 62 84 Lodging Business Improvement Subtotal 62$ 84$
Motor Vehicle Fund Technology Allocation 93 126
Salaries 2,105 4,486
Motor Vehicle Revenue (2,753) (5,848)
Benefits 556 1,234
Motor Vehicle Fund Subtotal 1$ (2)$
Attachment 1
Council Agenda 6-17-2025 9.G-5
UPON MOTION OF Council Member , seconded by Council Member , the foregoing resolution was adopted by the City Council of the City of Pismo Beach this 17th day of June 2025, by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
RECUSED:
Approved: Attest:
________________________ ________________________
Ed Waage, Mayor Erica Inderlied, City Clerk
IN WITNESS WHEREOF, I have hereunto set my hand and official seal of the City of Pismo Beach on _______________________.
________________________
Erica Inderlied, City Clerk
Fund Cost Type FY 2026 FY 2027
Parking Enterprise Fund Technology Allocation 279 378 Salaries 4,426 6,498
Motor Vehicle Allocation 56 119
Benefits 1,340 1,706
Parking Enterprise Fund Subtotal 6,101$ 8,701$
Technology Service Fund Technology Revenue (9,675) (13,097) Salaries 7,900 10,864
Motor Vehicle Allocation 28 60
Benefits 1,775 2,232
Technology Service Fund Subtotal 28$ 60$
Wastewater Treatment Fund Technology Allocation 455 615 Salaries 25,983 41,974
Motor Vehicle Allocation 253 537
Benefits 31,005 35,393
Wastewater Treatment Fund Subtotal 57,696$ 78,519$ Water Enterprise Fund Technology Allocation 455 615 Salaries 30,065 36,484
Motor Vehicle Allocation 211 447
Benefits 19,732 22,246
Water Enterprise Fund Subtotal 50,462$ 59,791$
Total All Funds 270,189$ 378,849$
Total Expenditures 282,617$ 397,794$
Total Revenues 12,428 18,945
Net Additional Expenditures 270,189$ 378,849$
Attachment 1
Council Agenda 6-17-2025 9.G-6
Service Employees International Union AFL-CIO (SEIU), Local 620 MOU For Three Fiscal Years, FY 2026 through FY 2028
(July 1, 2025 through June 30, 2028)
Approved XXXXX, 2025
Adopted by City Council Resolution R-2025-XXX
Attachment 2
Council Agenda 6-17-2025 9.G-7
SEIU – Pismo Beach MOU Page 2
Revised XXXXXX, 2025
TABLE OF CONTENTS
ARTICLE 1. REPRESENTATIONAL UNIT .................................................................................................................. 6
1.A.Classifications ............................................................................................................................................. 6
1.B.New Classifications ..................................................................................................................................... 7 ARTICLE 2. MANAGEMENT RIGHTS ...................................................................................................................... 7
2.A.Management Rights Enumerated ............................................................................................................... 7
2.B.Authority of Third-Party Neutral - Management Rights ............................................................................. 8 ARTICLE 3. NO STRIKE OR LOCKOUT ..................................................................................................................... 8 ARTICLE 4. MODIFIED LAYOFF POLICY .................................................................................................................. 8 ARTICLE 5. RECRUITMENT ................................................................................................................................... 9 ARTICLE 6. EQUAL OPPORTUNITY EMPLOYMENT ................................................................................................. 9 ARTICLE 7. ADA ................................................................................................................................................... 9 ARTICLE 8. PERFORMANCE EVALUATIONS .......................................................................................................... 10 ARTICLE 9. PROBATIONARY PERIOD ................................................................................................................... 10 ARTICLE 10. EXISTING CONDITIONS OF EMPLOYMENT ....................................................................................... 10 ARTICLE 11. REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS ......................................... 10 ARTICLE 12. GRIEVANCE PROCEDURE ................................................................................................................ 11
12.A. Grievance Procedure ................................................................................................................................ 11
12.B. General Conditions ................................................................................................................................... 11
12.C.Appeal to Immediate Supervisor .............................................................................................................. 12
12.D. Formal Appeal to Department Head ........................................................................................................ 12
12.E. Mediation ................................................................................................................................................. 12
12.F.Appeal to the City Manager ...................................................................................................................... 12 ARTICLE 13. SALARY ADJUSTMENT .................................................................................................................... 12
13.A. Salary Ranges ............................................................................................................................................ 12
13.B. Cost-of-Living Adjustments ....................................................................................................................... 13
13.C.Equity Adjustments ................................................................................................................................... 13
13.D. Longevity .................................................................................................................................................. 14 ARTICLE 14. PISMO BEACH COMPENSATION PLAN ............................................................................................. 14 ARTICLE 15. DUES DEDUCTIONS ........................................................................................................................ 15 ARTICLE 16. PERSONNEL FILES ........................................................................................................................... 15
16.A. File Maintenance and Contents ................................................................................................................ 15
16.B. Personnel Action Form ............................................................................................................................. 15
16.C.Employee Exit Record ............................................................................................................................... 15
16.D. Employee’s Responsibility to Notify City of Changed Information ........................................................... 16
16.E. Medical Information ................................................................................................................................. 16
16.F.Access to Medical Information ................................................................................................................. 16 Attachment 2
Council Agenda 6-17-2025 9.G-8
SEIU – Pismo Beach MOU Page 3
Revised XXXXXX, 2025
16.G. Access to Personnel Files .......................................................................................................................... 16
16.H. Destruction of Personnel Files .................................................................................................................. 16
16.I. Reference Requests .................................................................................................................................. 16 ARTICLE 17. BULLETIN BOARDS ......................................................................................................................... 16 ARTICLE 18. RETIREMENT SYSTEM ..................................................................................................................... 17
18.A. PERS .......................................................................................................................................................... 17 ARTICLE 19. EXTRA COMPENSATION .................................................................................................................. 17
19.A. Purpose ..................................................................................................................................................... 17
19.B. Limitation .................................................................................................................................................. 17
19.C. Specific Qualifications and Designations .................................................................................................. 18
19.C.1. Certification Pay ................................................................................................................................... 18
19.C.2. Class A Driver’s License with a Hazmat Endorsement ......................................................................... 18
19.C.3. Bilingual Pay ......................................................................................................................................... 18
19.C.4. Notary Pay ............................................................................................................................................ 18 ARTICLE 20. Deferred Compensation ................................................................................................................. 19
20.A.1. Deferred Compensation Contribution ............................................................................................. 19 ARTICLE 21. PAY PERIODS .................................................................................................................................. 19 ARTICLE 22. WORK PERIODS, OVERTIME & STANDBY TIME ................................................................................ 19
22.A. Work Periods ............................................................................................................................................ 19
22.A.1. Seven-Day Work Period ................................................................................................................... 19
22.A.2. Work Period - Beginning/Ending ..................................................................................................... 19
22.A.3. Daily Work Period ............................................................................................................................ 19
22.A.4. Work Schedules ............................................................................................................................... 19
22.A.5. Rest Breaks ...................................................................................................................................... 20
22.B. Overtime ................................................................................................................................................... 20
22.B.1. Overtime Definition......................................................................................................................... 20
22.B.2. Compensatory Time Off .................................................................................................................. 20
22.B.3. Holiday Pay ...................................................................................................................................... 20
22.B.4. Rotation ........................................................................................................................................... 20
22.B.5. Call-Back Work ................................................................................................................................ 20
22.B.6. Extended Shift Work/Beyond Tour of Duty ..................................................................................... 21
22.B.7. Special Detail Work ......................................................................................................................... 21
22.B.8. Time Not Considered as Overtime ....................................................................................................... 21
22.B.9. Standby Duty ................................................................................................................................... 21 ARTICLE 23. HEALTH AND WELFARE INSURANCE BENEFITS ................................................................................. 21
23.A. City’s Cafeteria Plan .................................................................................................................................. 21
23.A.1. Full Flex Cafeteria Plan .................................................................................................................... 21 Attachment 2
Council Agenda 6-17-2025 9.G-9
SEIU – Pismo Beach MOU Page 4
Revised XXXXXX, 2025
23.A.2.Public Employees Benefit Trust (PEBT) ............................................................................................ 22
23.A.3. Term Life Insurance .............................................................................................................................. 22
23.A.4.City Flex Dollar Contributions .......................................................................................................... 22
23.A.5.Medical Redirect ............................................................................................................................. 22
23.A.6.Benefit Changes .............................................................................................................................. 23
23.A.7.Affordable Care Act (ACA) ............................................................................................................... 23 ARTICLE 24. HEALTH COVERAGE FOR RETIRED EMPLOYEES ................................................................................. 23
24.A. Retiree Health Coverage ........................................................................................................................... 23
24.B. Retiree Health Payments .......................................................................................................................... 23
24.C.Establishment of a Retiree Healthcare Trust ............................................................................................ 24 ARTICLE 25. VACATION ...................................................................................................................................... 24 ARTICLE 26. HOLIDAYS ....................................................................................................................................... 25
26.A. Personal Holidays ...................................................................................................................................... 25
26.B. Holidays .................................................................................................................................................... 25 ARTICLE 27. SICK LEAVE BENEFIT ....................................................................................................................... 26
27.A. Sick Leave Benefit ..................................................................................................................................... 26
27.B. Sick Leave Payback or Retirement Credit .................................................................................................. 26
27.C.Misuse of Sick Leave, Injury, or Illness ...................................................................................................... 27
27.D. Family Care and Medical Leave ................................................................................................................ 27
27.E. Use of Accrued Paid Leaves ...................................................................................................................... 27
27.F.Concurrent Use of FMLA with Other Leaves............................................................................................. 27
27.G.Benefits During Leave ............................................................................................................................... 27
27.H. Sick and Vacation Leave Accrual ............................................................................................................... 28 ARTICLE 28. BEREAVEMENT LEAVE ..................................................................................................................... 28
28.A. Leave With Pay ......................................................................................................................................... 28
28.B. Facts Justifying Absence ........................................................................................................................... 28
28.C.Reproductive Loss ..................................................................................................................................... 28 ARTICLE 29. UNEMPLOYMENT INSURANCE ........................................................................................................ 28 ARTICLE 30. JURY DUTY ..................................................................................................................................... 28 ARTICLE 31. MILEAGE REIMBURSEMENT ............................................................................................................ 29 ARTICLE 32. HEALTH AND SAFETY ...................................................................................................................... 29 ARTICLE 33. UNIFORM ALLOWANCE .................................................................................................................. 30
33.A. Public Works Uniforms ............................................................................................................................. 30
33.B. Clothing allowance for Police Records Technicians .................................................................................. 30 ARTICLE 34. MEET AND CONFER PROCESS, WAIVER ........................................................................................... 30 ARTICLE 35. TUITION ASSISTANCE ...................................................................................................................... 30
35.A. Work Related Courses ............................................................................................................................... 30 Attachment 2
Council Agenda 6-17-2025 9.G-10
SEIU – Pismo Beach MOU Page 5
Revised XXXXXX, 2025
35.B. Reimbursement for City-Sponsored Training ............................................................................................ 31 ARTICLE 36. LICENSES AND CERTIFICATES ........................................................................................................... 31 ARTICLE 37. CONSISTENT POLICY ....................................................................................................................... 31 ARTICLE 38. LEAVE WITHOUT PAY ...................................................................................................................... 31
38.A. Granting of Leave without Pay .................................................................................................................. 31
38.B. Effect on Health Insurance Premiums ....................................................................................................... 31
38.C.Effect on Seniority and Benefits ................................................................................................................ 32
38.D. Expiration of Leaves Without Pay ............................................................................................................. 32 ARTICLE 39. ECONOMIC DOWNTURN REOPENER ............................................................................................... 32 ARTICLE 40. SEVERABILITY CLAUSE .................................................................................................................... 32 ARTICLE 41. MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT .................................................... 32 ARTICLE 42. TERM OF AGREEMENT ................................................................................................................... 32 Attachment 2
Council Agenda 6-17-2025 9.G-11
SEIU – Pismo Beach MOU Page 6
Revised XXXXXX, 2025
Memorandum of Understanding
between
Service Employees International Union AFL-CIO (SEIU), Local 620 Pismo Beach City Employees Chapter (Hereinafter Called "Union")
and
The City of Pismo Beach, California (hereinafter called “City”)
PREAMBLE
WHEREAS, pursuant to California law, the City of Pismo Beach (“City”), acting by and through its Municipal Employee Relations Officer, appointed by the governing body of said City, and the representatives of the Service Employees International Union AFL-CIO (SEIU), Local 620 Pismo Beach City Employees Chapter (“Union”), a recognized employee organization, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other items and conditions of employment for three Fiscal Years , FY 26 to FY 28 (July 1, 2025 to June 30, 2028); and WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Memorandum of Understanding (“MOU”) shall apply to all employees represented by the Union; and WHEREAS, Government Code Section 3500 et seq. (Meyers-Milias-Brown Act) is incorporated herein by reference; and
WHEREAS, the representatives of the City and the Union desire to reduce their agreements to writing.
NOW, THEREFORE, this MOU will become effective July 1, 2025, and it is agreed as follows:
PURPOSE
This MOU constitutes the sole and entire existing agreement between the parties, and supersedes all prior agreements, commitments and practices.
ARTICLE 1. REPRESENTATIONAL UNIT
1.A.Classifications
It is recognized, pursuant to the City's employer-employee relations Resolution #R-85-8, that the Union is the only employee organization entitled to meet and confer in good faith on matters within the scope of representation on behalf of its member employees in the General Services unit (“Unit”). Represented classifications as of ratification are:
•Accounting Clerk
•Accounting Technician
•Administrative Assistant
•Administrative Secretary
•Assistant Mechanic
•Assistant Planner
•Building Inspector / Plans Examiner
•Building Inspector I / II
•Permit Technician
•Code Enforcement Officer
•Engineering Technician
Attachment 2
Council Agenda 6-17-2025 9.G-12
SEIU – Pismo Beach MOU Page 7
Revised XXXXXX, 2025
•Executive Assistant (General)
•Fleet Mechanic
•Information Technology Technician
•Maintenance Worker I / II / Lead
•Office Assistant I / II
•Parking Enforcement Technician
•Police Records Technician
•Lead Police Records Technician
•Recreation Coordinator
•Regulatory Compliance Coordinator
•Wastewater Plant Operator / Mechanic
•Wastewater Plant Operator I / II / Lead
•Water Systems Operator I / II / Lead
1.B. New Classifications
During this MOU, the Union shall be notified in advance by the City of any contemplated new job classifications which could be considered under this Unit. The City shall provide the new job description and proposed salary range to the Union before the City and Union meet and confer over the assignment of the new job classification to the Unit and over the proposed salary range.
ARTICLE 2. MANAGEMENT RIGHTS
2.A.Management Rights Enumerated
In order to ensure that the City shall continue to carry out its Public Health and Safety functions, programs, and responsibilities to the public imposed by law, and to maintain efficient service for the residents, visitors, and businesses of Pismo Beach, the City continues to reserve and retain solely and exclusively all management rights, regardless of the frequency of use, including those rights and responsibilities set forth by law and those City rights set forth in the City's Personnel Rules and Regulations Resolution and including but not limited to the following rights:
1.To manage all City Departments and determine policies and procedures and the right to manage the affairs of those Departments.
2.To determine the existence or nonexistence of facts which are the basis of the management decision in compliance with state law.
3.To determine the necessity, organization, implementation, and termination of any service or activity conducted by the City or other government jurisdictions, and to expand or diminish municipal services as needed.
4.To direct, supervise, recruit, select, hire, evaluate, promote, transfer, discipline, discharge, terminate, demote, reduce, suspend, reprimand, withhold salary increases and benefits for disciplinary reasons, or otherwise discipline employees in accordance with City Rules, Regulations, and Ordinances.
5.To determine the nature, manner, means, extent, type, time quantity, quality, technology, standard, and level of municipal services to be provided to the public.
6.To require performance of other health and safety services not specifically stated herein in the event of emergency or disaster, as deemed necessary by the City.
7.To lay off employees of the City because of lack of work or funds or under conditions where continued work would be inefficient or nonproductive or not cost effective, as determined by the City.
8.To determine and/or change the City facilities, methods, technology, equipment, operations to be performed, organizational structure, and allocate and assign work by which the City operations and services are to be conducted.
Attachment 2
Council Agenda 6-17-2025 9.G-13
SEIU – Pismo Beach MOU Page 8
Revised XXXXXX, 2025
9.To determine method of financing.
10.To plan, determine, and manage the City's budget which includes, but is not limited to, changes in the number of relocations, and types of operations, processes, and materials to be used in carrying out all City functions and the right to contract or subcontract any work or operations of the municipal services.
11.To determine the size and composition of the City's work force, assign work to employees of the City in accordance with requirements determined by the City and to establish and require compliance with work hours and changes to work hours, work schedules, including call-back, standby, and overtime, and other work assignments, except as otherwise limited by this MOU, or subsequent MOUs.
12.To establish and modify goals and objectives related to productivity and performance programs and standards, including but not limited to quality and quantity, and require compliance therewith.
13.To determine qualifications, skills, abilities, knowledge, selection procedures and standards, job classification, job specifications, and to reallocate and reclassify employees in accordance with City Rules and Regulations.
14.To determine the issues of public policy and the overall goals and objectives of the City and to take necessary action to achieve the goals and objectives of the City.
15.To hire, transfer intra- or inter-Department/Division, promote, reduce in pay grade, demote, reallocate, terminate, and take other personnel action for non-disciplinary reasons in accordance with Department and/or City Rules, Regulations and Ordinances.
16.To determine policies, procedures, and standards for recruiting, selecting, training, and promoting employees.
17.To establish, implement, and/or modify rules and regulations, policies, and procedures related to productivity, performance, efficiency, personal appearance standards, code of ethics and standards of conduct, safety, health, and order, and to require compliance therewith.
18.To maintain order and efficiency in City facilities and operation.
19.To restrict the activity of an employee organization at City facilities except as set forth in this MOU.
20.To take any and all necessary steps and actions to carry out the service requirement and mission of the City in emergencies or any other time deemed necessary by the City and not specified above.
2.B.Authority of Third-Party Neutral - Management Rights All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third-party neutral shall have the authority to diminish any of the management rights which are included in this MOU.
ARTICLE 3. NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this MOU, the City will not lockout employees and the Union will not engage in labor practices detrimental to providing services to the residents, visitors, and businesses of Pismo Beach or detrimental to the interest of the City nor will the Union sanction, support, condone, approve, or engage in any strike, sick-in, slowdown, work stoppage, or speed-up. The City and the Union further agree that all matters of controversy coming within the scope of this MOU will be settled by established grievance procedures.
The Union acknowledges that violation of above shall be just cause for disciplinary action, including termination.
ARTICLE 4. MODIFIED LAYOFF POLICY
The parties agree that any employee whose position is abolished shall be given every opportunity through promotional examinations, transfers and voluntary demotion, to fill existing vacant positions. If an employee scheduled to be laid off does not possess minimum qualifications for vacant positions, an opportunity for trainee level appointment to a vacancy in the bargaining unit will be considered. In no case shall an open competitive Attachment 2
Council Agenda 6-17-2025 9.G-14
SEIU – Pismo Beach MOU Page 9
Revised XXXXXX, 2025
recruitment be used to fill a vacancy until it has been determined that no person as described above has the potential and willingness to meet those qualifications.
Whenever, in the judgment of the City Council, it becomes necessary in the interest of economy, or because of the necessity for a position to no longer exist, the City Council may abolish any position or employment in the competitive service, and the employee holding such position for employment may be laid-off without taking disciplinary action, and without the right of appeal. In reducing said personnel and laying off any employee through the abolition of position, the Council shall observe the seniority rule. (i.e., total full-time service with the City). The name of each employee so laid off shall be placed at the top of the appropriate eligibility list.
Employees to be laid off shall be given at least thirty (30) days’ prior notice. The names of regular and probationary employees laid off, or demoted in lieu of lay-off, shall be placed upon re-employment lists for one year for those classes requiring basically the same qualifications, duties, and responsibilities of the class from which lay-off, or demotion in lieu of lay-off, was made.
People whose names are placed on re-employment lists in accordance with this Section, and who are re-employed within the prescribed period, shall be regarded as having been on leave of absence during this period, and will be without prejudice to status. No annual leave or sick credit shall accrue during any such leave periods. The actual number of days absent shall not be counted as days of employed service for anniversary date, longevity, compensation, benefit accumulation, etc.
Prior to the City Council implementing a layoff or salary reduction plan, the City Manager shall give the Union no less than fifteen (15) days’ notice to meet with the Union to receive advice and recommendations. This meeting is for communication purposes and is non-binding upon the City.
ARTICLE 5. RECRUITMENT
The City agrees to adopt a policy of promoting and hiring from within so that the existing qualified employees will be hired or promoted prior to filling a vacancy from the outside.
ARTICLE 6. EQUAL OPPORTUNITY EMPLOYMENT
The City and the Union stipulate that the provisions of this MOU shall be applied equally to all employees covered herein without favor or discrimination because of age, race, ancestry, color, religious creed, gender, marital status, sex, medical condition, family medical history, or genetic information, national origin, physical or mental disability, political or religious affiliation, sexual orientation, pregnancy, gender identity and gender expression, or union membership.
ARTICLE 7. ADA
Because the Americans with Disabilities Act (ADA) requires accommodations for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties agree that the provisions of this MOU may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, transfer, layoff, reassignment, termination, rehire, rates of pay, job and duty classification, seniority, leaves, fringe benefits, training opportunities, hours of work, or other terms and privileges of employment.
The Union recognizes that the City has the legal obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. Except as may be limited by the privacy rights of the employee as established by the law, the Union will be notified of these proposed accommodations prior to implementation by the City.
Any accommodation provided to an individual who is protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the grievance / arbitration procedure.
Attachment 2
Council Agenda 6-17-2025 9.G-15
SEIU – Pismo Beach MOU Page 10
Revised XXXXXX, 2025
ARTICLE 8. PERFORMANCE EVALUATIONS
The City and the Union agree that the City shall provide each employee with a promptly written performance evaluation, at least annually, to assist the employee in their career development and promotions, and to that end, the evaluation form will include employee goals and objectives. Both the City and the employee will receive a copy of the performance report to verify that said review has taken place between the employee and supervisor, but does not constitute agreement by the employee with the content of the form.
Performance evaluations are not subject to appeal. An employee may dispute the contents and evaluation and create their own comments that may be added to their personnel file.
ARTICLE 9. PROBATIONARY PERIOD
1.For employees appointed after the effective date of this MOU, the probationary period shall be not less than twelve (12) months except for employees appointed under conditions outlined in the following sections 2 and 3.
2.Employees promoted within series shall have a six (6) month probationary period.
3.Those employees in a flexibly staffed class, who are moved from the entry level to the journey level in their class, shall have no probationary period at the journey level.
4.Any represented employee whose original probation as a new City employee is extended in accordance with Rule Twelve, Section 12.02 of the Personnel Rules and Regulations shall not have their probationary period extended more than ninety (90) days beyond the twelve (12) month probationary period. Such employee shall be deemed to have successfully completed their probationary period unless notified in writing of probationary rejection prior to the completion of the extended probationary period.
ARTICLE 10. EXISTING CONDITIONS OF EMPLOYMENT
Except as expressly provided herein, the adoption of this Memorandum of Understanding shall not change the existing benefits, and terms and conditions of employment, which are provided for in the various Ordinances and Resolutions of the City of Pismo Beach. Where conflict exists between City ordinances and Resolutions relating to this MOU, this Memorandum of Understanding will take precedence.
ARTICLE 11. REPRESENTATION UNION OFFICERS, REPRESENTATIVES AND STEWARDS
1.The City and the Union agree that the Union officers and representatives will be allowed to meet with City management on City time for the purpose of meeting and conferring in good faith. The Union may designate up to three (3) representatives that fairly represent the classes of employee’s pro-rata for negotiations and one alternate representative.
2.The Union agrees to provide the Personnel Officer with a list of Union Officers and representatives, with their job classifications, who are authorized to meet and confer in good faith and the list will be kept up to date by the Union.
3.The City agrees that authorized Union staff representatives shall be given access to work locations during working hours to conduct Union grievance investigations and/or observe working conditions. Such visits are to be made with the prior knowledge and approval of the Personnel Officer and Department Head and a management representative may accompany the staff member on the visit. A staff representative is defined as a paid full-time or part-time employee of the Union.
4.The City agrees that the Union may designate a Steward and an Alternate Steward to represent employees in the processing of grievances.
5.The Union shall furnish the City Manager with a written list identifying by name and work location of the Steward and an Alternate Steward, and the list shall be kept current by the Union at all times.
Attachment 2
Council Agenda 6-17-2025 9.G-16
SEIU – Pismo Beach MOU Page 11
Revised XXXXXX, 2025
6.The Steward is to begin representation of a grievant only after the employee has tried to resolve the problem with the employee’s immediate supervisor, and the two parties have failed to reach a resolution of the problem.
7.One SEIU Steward may receive up to two (2) hours of release time, with pay, to attend the monthly SEIU board meetings. The release is contingent on availability and work schedule to be determined by management. Management will make a reasonable effort to accommodate the release time. The Steward will provide reasonable notice to management when requesting release time. Release time under no circumstance is considered as time worked. If the Steward is on vacation or comp time, no release time will be needed or granted; attendance will be at the Steward’s option. The City is not responsible for any liability arising from the Steward’s release time, or from other time used to attend SEIU Board meetings.
The Steward is not authorized to use a City vehicle, or receive mileage reimbursement from the City. It is understood the SEIU Board meetings are in the evenings, and this release time is to provide the Steward driving time to arrive at the meeting on time.
ARTICLE 12. GRIEVANCE PROCEDURE
The City agrees that the following grievance procedure shall remain in effect during the term of this MOU. There shall be no repercussions against employees solely for their proper use of the grievance procedure.
1.The Union agrees that whenever investigation or processing of a grievance is to be transacted during working hours, only the amount of time necessary to bring about a prompt disposition of the matter will be utilized. Time spent on investigation and processing of grievances will be recorded on a form provided by the management.
2.Stewards will be permitted reasonable time off with pay for the investigation and processing of grievances.
Stewards, when conducting such an investigation or processing grievances, shall first obtain permission from the Department Head and their designee and inform him/her of the nature of their business. Such permission will be granted promptly unless such absence would cause an undue interruption of work.
3.Upon entering a work location, the Steward shall inform the Department Head and Supervisor of the nature of their business. Permission to leave the job will be granted promptly to the employee involved unless such absence would cause an undue interruption of work. If the employee cannot be made available, the Steward will be immediately informed when the employee will be made available.
4.The parties agree that all formal grievances will be processed in accordance with the City's grievance procedure.
The parties also agree that any grievance over the interpretation of terms and conditions of this MOU may be submitted through the grievance procedure for resolution.
12.A. Grievance Procedure
The purpose of this Grievance Procedure is to provide a clearly defined process for an employee grievance which shall apply to any dispute concerning the interpretation, application or alleged violation of written Rules and Regulations, including but not limited to the Personnel Ordinance or this MOU. Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor without undue delay. Undue delay shall be understood to be more than ten (10) working days of such an incident taking place or of first knowledge of the incident. Every effort shall be made to find an acceptable solution at the lowest possible level of supervision.
For purposes of this Grievance Procedure, a “working day” shall be defined as a day when City Hall is open for regular business.
12.B. General Conditions
The intent of the time limits set forth in this Rule is to expedite hearing of the employee’s appeal or grievance. The recognized employee representative may begin investigation of a grievance and representation of the grievant only Attachment 2
Council Agenda 6-17-2025 9.G-17
SEIU – Pismo Beach MOU Page 12
Revised XXXXXX, 2025
after the employee has attempted to resolve the grievance with their immediate supervisor and the two parties failed to reach resolution. Time limits may be extended at any level if both parties agree to such an extension.
There shall be no reprisals against employees solely for their proper use or non-use of the appeal/grievance procedure.
12.C. Appeal to Immediate Supervisor
Any employee who has a grievance shall first try to resolve it through discussion with their immediate supervisor.
Every effort shall be made to find an acceptable solution at the lowest possible level of supervision.
12.D. Formal Appeal to Department Head
If, after discussion as listed above, the employee does not believe the grievance has been satisfactorily resolved, the employee may file a formal appeal in writing to the Department Head within ten (10) working days after receiving the informal decision of the immediate supervisor or within twenty (20) working days of presenting the employee’s appeal to the supervisor if a decision was not provided by the supervisor, or within ten (10) working days of the discussion with the employee. The supervisor shall have the duty to fully inform the Department Head regarding the grievance any and all informal discussions and/or determinations by the supervisor, and all available circumstances regarding said grievance.
The Department Head receiving the formal appeal shall render a written decision and comment to the employee within ten (10) working days after receiving the appeal.
12.E. Mediation
If, within ten (10) working days after receipt of the written decision of the Department Head, or within twenty (20) working days of presenting their appeal to the Department Head if a written decision was not provided, the employee is still dissatisfied, by mutual agreement the services of a mediator from the State Mediation and Conciliation Service (SMCS) may be retained. Mediation shall begin at the earliest possible date on which the mediator is available. The mediator may provide a written recommendation on the grievance. All mediator decisions are non-binding recommendations only.
12.F. Appeal to the City Manager
After the mediation process has concluded, either party may appeal the decision to the City Manager. Such appeal may be made by filing a written appeal to the City Manager within ten (10) working days after receipt of the written mediation service report.
The City Manager shall review all documentation, including the mediator’s report, and make a written decision within twenty (20) working days after the appeal is made, that shall be final and binding.
ARTICLE 13. SALARY ADJUSTMENT
13.A. Salary Ranges
Effective the first full pay period in July 2025, the salary ranges for all affected job classes shall be set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A includes a salary increase for Cost of Living for all classifications of three percent (3%).
Classifications represented by the Union shall be assigned to the salary ranges on the attached salary schedule (Schedule “A” as indicated below).
CLASSIFICATION
•Accounting Clerk
Attachment 2
Council Agenda 6-17-2025 9.G-18
SEIU – Pismo Beach MOU Page 13
Revised XXXXXX, 2025
•Accounting Technician
•Administrative Assistant
•Administrative Secretary
•Assistant Mechanic
•Assistant Planner
•Building Inspector I
•Building Inspector II
•Building Inspector/Plans Examiner
•Permit Technician
•Code Enforcement Officer
•Engineering Technician
•Executive Assistant (General)
•Fleet Mechanic
•Information Technology Technician
•Regulatory Compliance Coordinator
•Maintenance Worker I
•Maintenance Worker II
•Lead Maintenance Worker
•Office Assistant I
•Office Assistant II
•Parking Enforcement Technician
•Police Records Technician
•Lead Police Records Technician
•Recreation Coordinator
•Water Systems Operator I
•Water Systems Operator II
•Lead Water Systems Operator
•Wastewater Plant Operator I
•Wastewater Plant Operator II
•Lead Wastewater Plant Operator
13.B. Cost-of-Living Adjustments
Employees shall receive the following Cost of Living adjustments as set forth on Schedule B and Schedule C, attached hereto and by this reference made a part hereof, effective at the start of the first full pay period in the specified month:
1.July 2026 Three percent (3%) (Schedule B)
2.July 2027 Three percent (3%) (Schedule C)
13.C. Equity Adjustments
Effective the first full pay period in July 2025, the salary ranges for all affected job classes shall be as set forth on Schedule A, which is attached hereto and by this reference made a part hereof. Schedule A represents equity adjustments for the following positions, as represented by Salary Range Changes, as follows:
•Building Inspector I: 2.5%
•Building Inspector II: 2.5%
•Code Enforcement Officer: 7.5%
•Information Technology Technician: 7.5%
•Parking Enforcement Technician: 5.0%
Attachment 2
Council Agenda 6-17-2025 9.G-19
SEIU – Pismo Beach MOU Page 14
Revised XXXXXX, 2025
•Police Records Technician: 2.5%
•Lead Police Records Technician: 2.5%
•Recreation Coordinator: 5.0%
•Regulatory Compliance Coordinator: 2.5%
•Wastewater Plant Operator I: 5.0%
•Wastewater Plant Operator II: 2.5%
•Lead Wastewater Operator: 2.5%
•Water Systems Operator I: 5.0%
•Water Systems Operator II: 2.5%
•Lead Water Systems Operator: 2.5%
13.D. Longevity
Effective the first full pay period in July 2025 or following ratification and approval of the City Council and SEIU membership (whichever is later), employees shall receive longevity pay for consecutive years of full-time service with the City of Pismo Beach, as follows:
•Upon completion of five (5) years or more: 2.5%
•Upon completion of ten (10) years or more: additional 2.5% (5% total) ARTICLE 14. PISMO BEACH COMPENSATION PLAN
The Compensation Plan shall be maintained by the Personnel Officer. The plan shall show the classification of positions, the range allocated to each classification, and the minimum and maximum salary or wage rates and intermediate wage rates. Wage rates shall be calculated to two decimal places. When rounding is necessary, rates shall be rounded up to the nearest cent. Employees shall be compensated on the basis of the Compensation Plan.
The Compensation Plan shall be a merit compensation program. Employees shall be compensated on the following basis:
1.The first step is the minimum rate and is normally the hiring rate for the class. In the case where a person of unusual qualifications is engaged, the Personnel Officer may authorize hiring at an appropriate step within the established pay range.
2.The second step is an incentive adjustment to encourage an employee to improve the quality of the employee’s work. All employees are entitled to this adjustment after satisfactorily completing a six (6) month probationary period.
3.The third step is awarded to an employee who has proven to be fully qualified, experienced, and conscientious. An employee is eligible for this step after completing one (1) year of satisfactory service at the preceding step.
4.The fourth step is awarded to an employee whose job performance is clearly above average. An employee is eligible for this step after completing one (1) year of satisfactory service at the preceding step.
5.The fifth step is awarded to an employee whose job performance clearly meets or exceeds standard on a sustained basis. An employee is eligible for this step after one (1) year of satisfactory service at the preceding step.
Step increases are not automatic, and they shall be given only upon recommendation of the Department Head and the approval of the City Manager. Step increases are given for meritorious service and not for longevity in a particular position. In order for any step increase to be granted, a performance evaluation must be submitted to and approved by the City Manager and by the Department Head.
In the event an employee is away from work on an extended leave of more than twenty-eight (28) consecutive calendar days, the eligibility date for considering a merit step pay increase for such employee shall be extended by an equal number of days of said leave. In such instance, credit shall be granted for limited work, which the Attachment 2
Council Agenda 6-17-2025 9.G-20
SEIU – Pismo Beach MOU Page 15
Revised XXXXXX, 2025
employee may have performed at home during such extended leave. Leave is defined as hours not worked by the employee as part of approved time off for FMLA, CFRA, Workers’ Compensation, or approved unpaid leave.
ARTICLE 15. DUES DEDUCTIONS
1.It is agreed that Union dues, insurance premiums and such other deductions as may be properly requested on one or more forms mutually agreeable to the City and the Union, and lawfully permitted, shall be deducted from the salary of each employee in the Unit without charge to the employee or the Union.
2.When a person is hired in any of the job classifications represented by Local 620, the City shall provide written notice to Local 620 and allow the Union a thirty (30) minute presentation to new represented employees to explain representation services provided by the Union.
3.All Union members who have payroll deductions for payment of Union dues prior to the effective date of this MOU, and all members who establish dues payroll deduction during the term of this MOU, shall remain members of the Union throughout the life of this MOU, provided that Union members on payroll deduction may terminate their authorization for deduction of the Union dues by giving written notice to the Union during the last ten (10) working days of the month of June of each year. The Union shall promptly forward a copy of the letter of revocation to the City of Pismo Beach Finance Department. To process payroll deduction changes, the City must be notified at least five (5) business days before the end of the pay period, otherwise the deduction change will take place in the following pay period.
4.The Union agrees to indemnify, defend and hold the City of Pismo Beach harmless due to the implementation and enforcement of this provision.
ARTICLE 16. PERSONNEL FILES
16.A. File Maintenance and Contents
The Personnel Officer shall maintain a personnel file for each employee in the service of the City. Information contained in these files shall include class title, the department to which assigned, salary, payroll records, changes in employment status, performance evaluations, disciplinary actions, and such other information as may be considered pertinent.
No employee shall have any comment adverse to their interest entered into their personnel file, or any other file used for any personnel purposes by the employer, without the employee having first read and signed the instrument containing the adverse comment indicating the employee is aware of such comment except that such entry may be made if after reading such instrument the employee refuses to sign it. Should an employee refuse to sign, the fact shall be noted on that document, and signed or initialed by such employee.
16.B. Personnel Action Form
Every appointment, transfer, promotion, demotion, change of salary rate, any other temporary or regular change in status or any personnel action of employees shall be reported to the Personnel Officer and documented on the prescribed form.
16.C. Employee Exit Record
Employees separating from the Classified or Exempt Service for any reason shall complete a form stating causes and reasons for separation. The Department Head of such employee shall also complete the form. Completed reports shall be retained in the employee’s personnel file.
Attachment 2
Council Agenda 6-17-2025 9.G-21
SEIU – Pismo Beach MOU Page 16
Revised XXXXXX, 2025
16.D. Employee’s Responsibility to Notify City of Changed Information It is the employee’s responsibility to notify the City through the Payroll or Benefits Administrator of change of address, legal name, mailing address or change in family status that will result in change of insurance coverage and/or beneficiary designation. An employee separating from the Classified or Exempt Service will also be responsible for notification of any changes as identified above for a minimum of twelve (12) calendar months following separation, to ensure the transfer of information on insurance, retirement and IRS Form W-2s is complete.
16.E. Medical Information
Per the guidelines and requirements of Health Insurance Portability and Accountability Act (HIPAA) and Confidentiality of Medical Information Act (CMIA), all medical information about an employee or applicant is filed separately from other personnel records and is treated as confidential.
16.F. Access to Medical Information
Access to employee or applicant medical information shall be strictly limited to only those with a legitimate need to have such information for City business reasons, or if access is required by law, subpoena or court order. In the case of an employee with a disability, managers and supervisors may be informed regarding necessary restrictions on the work or duties of the employee and necessary accommodations.
16.G. Access to Personnel Files
The contents of an employee’s personnel file shall be made available to the employee, or with the employee’s written authorization, to the employee’s representative, at reasonable intervals during the regular business hours of the City. Materials of reference obtained in confidence or records relating to the investigation of a possible criminal offense shall not be made available to the employee or the employee’s representative except in circumstances where the Personnel Officer receives a court order to provide such records to a third party.
16.H. Destruction of Personnel Files
Roster and payroll records shall be retained permanently. All other records relating to personnel may be destroyed, upon approval of the City Attorney, as prescribed by California and Federal law and by the City’s Records Retention Schedule.
16.I. Reference Requests
All requests for employment references will be responded to by the Human Resources Officer. Authorization to provide a reference must be made by the employee in writing.
In the absence of a written authorization from the employee to provide a reference, the Human Resources Office will provide only the following information in response to a reference request:
1.Dates of Employment
2.Description of Job Duties
3.Rates of Pay
ARTICLE 17. BULLETIN BOARDS
The City agrees to furnish bulletin board space of a reasonable size for posting Union material. The locations of the bulletin boards shall include but not be limited to the following workstations:
1.City Hall Copy Room on First Floor.
2.Public Works Garage.
Attachment 2
Council Agenda 6-17-2025 9.G-22
SEIU – Pismo Beach MOU Page 17
Revised XXXXXX, 2025
The City agrees to allow the Union access to City Council Chamber or other available City facilities for Membership meetings subject to availability, and as an exception to the City’s typical Chamber use policies.
ARTICLE 18. RETIREMENT SYSTEM
18.A. PERS
1. The City provides Unit employees hired before December 17, 2012, retirement coverage through the Public Employees’ Retirement System (PERS) for a 2.5% @ 55 modified formula, which includes the PERS Benefit Description: “One Year Final Compensation”. Of the eight percent (8%) Member Contribution, the employee will pay eight percent (8%) and the City will pay zero percent (0%).
2. The City provides Unit employees hired after December 17, 2012, who qualify as a PERS “Classic” member under the new Public Employees’ Pension Reform Act (PEPRA) retirement coverage through PERS for a 2% @ 60 modified formula. This formula is based upon the highest average full-time monthly pay rate for a three (3) year period.
Employees with the above retirement benefit (2% @ 60) pay the full seven percent (7.0%) PERS employee Member Contribution plus one percent (1.0%) of the employer contribution.
3. For Unit employees hired after January 1, 2013 who do not qualify for Pension Reciprocity pursuant to Government Code Section 7522.02(c), the City shall provide retirement coverage through the PERS retirement formula under Government Code 7522.20 (2% @ 62 formula). This formula shall be based upon highest average full-time monthly pay rate for a three (3) year period.
Employees in this PEPRA tier shall contribute one-half the normal cost of retirement, as defined each year by PERS, plus one and three-quarter percent (1.75%) of the total employer contribution percentage.
4. The City has amended the Retirement Contract with PERS to allow the additional Cost Sharing contribution by the employees (the amounts contributed by employees above the Member Contribution) to be credited to the employee’s PERS account as a normal contribution and the additional amount will be tax deferred.
ARTICLE 19. EXTRA COMPENSATION
19.A. Purpose
The purpose of extra compensation is to recognize special duties, on a short-term basis, at the need of the City, for additional duty assignment not otherwise included in the employee's position description. As a benchmark, employees assigned to additional duty MUST hold a degree, certificate, or other special qualifying experience that qualifies the employee for this assignment.
19.B. Limitation
1. This extra compensation shall be paid only during those periods or portions thereof when such employees are actually assigned to these special assignments.
2. However, should an employee assigned to a special duty be unable to perform that function due to a non- job-related illness or injury for a period of fifteen (15) working days or more, this assignment compensation shall be suspended for all scheduled work days not worked in excess of the first fifteen (15) working days and until the day the employee returned to this full-duty assignment.
3. Temporary Assignments: Those assignments as mentioned above are temporary assignments and not a separate job classification. It is not a property right and may be revoked at any time for job-related reasons or operational necessity or any other reason as deemed appropriate by the Department Head or City Manager.
Attachment 2
Council Agenda 6-17-2025 9.G-23
SEIU – Pismo Beach MOU Page 18
Revised XXXXXX, 2025
4. When temporarily assigned to a higher job classification, an employee shall receive pay at the “A” step of the higher classification to which assigned, or an additional 5% above the employee’s regular rate of pay, whichever is higher.
5. Employees are eligible for extra compensation for work in a higher job classification beginning on the first day of such assignment and continuing until the termination of the assignment only when such assignment is made on a formal basis and when the assignment is for a period of not less than fifteen (15) working days.
6. The extra compensation will terminate at either the end of the assignment, or in the case of an employee covering for a job classification that is vacant, the compensation will terminate on or before fourteen (14) days from the job classification being filled.
19.C. Specific Qualifications and Designations
19.C.1. Certification Pay
Subject to prior approval by the City and deemed beneficial to the City, if an employee achieves a certification higher than those required for their current position, the City shall increase the employee’s pay by two-and-one- half percent (2.5%), and shall maintain that two-and-one-half percent (2.5%) increase as long as the employee maintains one or more higher certifications than required.
If an employee obtains and maintains a relevant Pesticide Applicator’s license or certificate the City shall increase the employee’s pay two-and-one-half percent (2.5%) as long as the employee maintains that license or certification. No more than three eligible employees shall receive the two-and-one-half percent (2.5%) pesticide certification pay.
Employees will be eligible for no more than two certification pays (total five percent (5%)), upon approval by the City.
The City shall review certification pay annually and has the ability to remove certification pay should it be found that the certification is not being used and/or beneficial to the City. Employees shall be provided twelve (12) months advance notice if certification pay is going to be discontinued upon ratification of this MOU and will receive three (3) months advanced notice for any discontinuation thereafter. Denial of certification pay shall not be arbitrary or capricious. The Union and City shall meet to discuss the discontinuation of such pay, however, following the meeting, the decision of the City is final.
19.C.2. Class A Driver’s License with a Hazmat Endorsement Employees assigned to the Wastewater Division as Wastewater Operators, who obtain their commercial Class A driver’s license with a hazmat endorsement, shall be eligible to receive an additional pay of two-and-one-half percent (2.5%). This provision shall be subject to the total certification pays of Article 19.C.1.
19.C.3. Bilingual Pay
Those City employees (no more than four (4)) who are designated by the City Manager to assist non-English speaking persons who are having difficulties conducting business with the City, and who are called upon to provide their assistance on a periodic basis, shall receive twenty-five dollars ($25) per two-week pay period for their special work assignment, following their designation by the City Manager. Such designated employees shall be required to demonstrate their knowledge of and competence in a specified foreign language to the satisfaction of the City Manager.
19.C.4. Notary Pay
Two (2) positions, as designated by the City Manager, shall be eligible to receive special pay for performance of notary public functions. One position shall be in the Community Development or Public Works department at City Attachment 2
Council Agenda 6-17-2025 9.G-24
SEIU – Pismo Beach MOU Page 19
Revised XXXXXX, 2025
Hall, and one position shall be at the Police Department. The additional pay for obtaining and maintaining the necessary commission and for performing this function shall be twenty-five dollars ($25) per pay period, beginning the pay period following the designation of this duty by the City Manager.
ARTICLE 20. Deferred Compensation
20.A.1. Deferred Compensation Contribution
The City shall administer a deferred compensation plan(s) on behalf of the employees by a vendor of the City’s sole discretion. Employees shall be able to make voluntary contributions up to the maximum allowed by the Internal Revenue Service for said plan.
The City will pay two thousand dollars ($2,000) per year into each affected employee’s deferred compensation account, payable in twenty-four (24) equal payments—two each month—at eighty-three dollars and thirty-four cents ($83.34) per payment.
ARTICLE 21. PAY PERIODS
The City and the Union agree that employees will be paid bi-weekly with pay to be made on alternate Fridays for the pay period ending at midnight of the preceding Sunday. If employees are placed on a work schedule of other than forty (40) hours per week, the pay period will be adjusted to conform to the Fair Labor Standards Act.
ARTICLE 22. WORK PERIODS, OVERTIME & STANDBY TIME
22.A. Work Periods
22.A.1. Seven-Day Work Period
The work period for Unit employees shall be a fixed and regularly recurring period of time consisting of forty (40) hours in seven (7) consecutive days.
22.A.2. Work Period - Beginning/Ending
The seven (7) day work period shall begin on Monday, 12:00 a.m. (midnight) and end seven (7) days later on Sunday night at 11:59 p.m., or shall be such other work period that conforms to FLSA requirements and accommodates the assigned daily work period.
22.A.3. Daily Work Period
The daily work schedule for Unit employees will consist of the normal number of hours for the assigned function, i.e., 12, 10, 9 or 8 hours, inclusive of breaks, exclusive of meal breaks. The work schedule may be modified and/or adjusted by management to alternate work schedules (e.g., 5/8, 4/10, 9/80, 3/12).
22.A.4. Work Schedules
As stated in Article 2.A, Section 11 of this MOU, City management rights include, “To determine the size and composition of the City's work force, assign work to employees of the City in accordance with requirements determined by the City and to establish and require compliance to work hours and changes to work hours, work schedules”. Service requirements in Public Works necessitate work schedules to include weekend rotations. All employees in Water, Wastewater, and Maintenance divisions will be required to work a weekend rotation as assigned.
Attachment 2
Council Agenda 6-17-2025 9.G-25
SEIU – Pismo Beach MOU Page 20
Revised XXXXXX, 2025
22.A.5. Rest Breaks
As stated in the City Personnel Rules, Except for personnel assigned to continuous operations, two (2) paid rest periods of ten (10) minutes each shall be provided all employees during each half of their regular, eight (8) hour workday.
22.B. Overtime
22.B.1. Overtime Definition
The City shall administer all overtime pay provisions consistent with the Fair Labor Standards Act, including paying the appropriate overtime hourly rate for all hours worked in excess of forty (40) hours worked in a seven (7) day (one hundred sixty-eight (168) hour) workweek. However, time worked for calculating overtime shall include: (1) personal and paid holidays and (2) compensatory time off. Overtime shall accrue in one-quarter (1/4) hour minimum periods. The City continues to reserve its Management Right to determine work schedules, subject to any meet-and-confer obligations required by law.
22.B.2. Compensatory Time Off
Accrual: At the discretion of the employee, overtime worked during a pay period shall be paid at the rate of one and one-half (1 ½) times the employee’s regular rate of pay or added to the employee’s accrued compensatory time off balance at the rate of one and one-half (1 ½) hours accrued for each hour worked, provided that in no event shall compensatory time off be accrued so as to cause the employee’s compensatory time off balance to exceed eighty (80) hours. Overtime hours worked that would cause the employee’s compensatory time off balance to exceed eighty (80) hours shall be paid at the time and one-half rate.
Use: An employee may use some or all of the employee’s compensatory time off after approval of the Department Head.
Cash-out of Compensatory Time: Payout of all or part of an employee’s compensatory time off balance may be requested by the employee and with Department Head approval, shall be paid out, but limited to no more than once a month in the months of February, April, June, August, October, and December.
22.B.3. Holiday Pay
If an employee is required to work on a holiday, the employee shall be compensated at the rate of time and one- half (1 ½) times the employee’s regular rate of pay for the hours worked, in addition to receiving the normal eight (8) hours credit for the holiday.
22.B.4. Rotation
The City and the Union agree that overtime work will be assigned to the employees on a rotation basis whenever possible.
22.B.5. Call-Back Work
Call-back work is work time performed by an off-duty Unit employee ordered to duty when:
1. It is deemed necessary or advisable to properly handle an emergency incident or incidents;
2. To maintain necessary staffing levels.
Travel time to work and returning home shall be counted as work time, portal to portal, for a maximum of one (1) hour per incident.
Attachment 2
Council Agenda 6-17-2025 9.G-26
SEIU – Pismo Beach MOU Page 21
Revised XXXXXX, 2025
Unit employees recalled to work one (1) hour or more prior to the beginning of their shifts shall be granted a minimum of three (3) hours of overtime. If called back less than one (1) hour prior to the beginning of the shift, the employee will be paid at the regular overtime rate for actual hours worked. Repeat call-back during any three (3) hour minimum call-back period will be considered time already paid. Time worked beyond the initial three (3) hour call-back will be considered overtime when it falls within the definition herein. Any subsequent call-back beyond the initial three (3) hour call-back shall begin a new three (3) hour period.
22.B.6. Extended Shift Work/Beyond Tour of Duty
Extended shift work is work time worked by Unit employees beyond their normal assigned shifts for the completion of work assigned.
22.B.7. Special Detail Work
Special detail work is pre-scheduled work time performed by a Unit employee during off-duty hours involving duty at parades and other public or civic events.
22.B.8. Time Not Considered as Overtime
The following activities shall not be considered work time for the calculation of overtime, except as provided for in this MOU:
1. Meal breaks
2. All travel time to work and returning home in either personal or City vehicle
3. All time paid at standby wages
22.B.9. Standby Duty
Standby Duty is defined as that circumstance which requires an employee so assigned to:
1. Be ready to respond immediately to call for service
2. Be readily available at all hours by telephone or other agreed-upon communications equipment
The City agrees to pay sixty dollars ($60) per day for standby pay to designated personnel while they are on standby duty. It is understood that standby time will be applicable for non-duty days during the employee’s normally scheduled workweek. It is further understood that standby pay will be allowed on the same twenty-four (24) hour- per-day basis for City holidays. Standby pay will not be applicable during the time when personnel on standby duty are performing their regularly assigned duties or are acting in response to a "call out" for which call out pay is being provided. Employees may not trade partial days for standby duty.
ARTICLE 23. HEALTH AND WELFARE INSURANCE BENEFITS
23.A. City’s Cafeteria Plan
23.A.1. Full Flex Cafeteria Plan
Effective January 1, 2010, the City implemented a full flex cafeteria plan for active employees in accordance with IRS Code Section 125. Active employees participating in the City’s full flex cafeteria plan receive a monthly flex dollar allowance to purchase benefits under the full flex cafeteria plan.
The monthly flex dollar allowance effective January 1, 2010, shall be a dollar amount equal to the amounts defined below, which includes the California Public Employees’ Medical and Hospital Care Act (PEMHCA) contribution Attachment 2
Council Agenda 6-17-2025 9.G-27
SEIU – Pismo Beach MOU Page 22
Revised XXXXXX, 2025
hereby referred to as the PEMHCA minimum contribution, for an Employee, an Employee & One Dependent, or an Employee & Two or More Dependents.
The monthly flex dollar allowance may be used in accordance with the terms of the cafeteria plan to purchase benefits such as medical, dental, and vision insurance coverage, or any other benefits the City may offer from time to time, or may be converted to taxable income.
23.A.2. Public Employees Benefit Trust (PEBT)
The Union agrees that the City shall make medical, dental, and vision care insurance available for employees, and the Union also agrees to make available an alternative insurance program, Public Employees Benefit Trust (PEBT), to all City employees who are members of the bargaining unit covered by this MOU, or who are non-represented employees of the City, including Council and Management employees.
There shall be an open enrollment period once each year prior to the insurance policy anniversary date to allow for changes in coverage.
23.A.3. Term Life Insurance
The City shall continue to provide, for the duration of this MOU, a term life insurance policy covering the employee equal in value to fifty thousand dollars ($50,000). Said policy shall also include a double indemnity coverage benefit of one hundred thousand dollars ($100,000) for accidental death or dismemberment. The City will pay one hundred percent (100%) of the premium cost for employee and dependent coverage for said insurance.
23.A.4. City Flex Dollar Contributions
In each of the contract years, the City’s flex dollar allowance will be established based on the following amounts for health, dental and vision. The amounts include the PEMHCA minimum contribution.
The current rates are as follows:
• Employee only: nine hundred fifty dollars ($950.00);
• Employee plus 1 dependent: one thousand nine hundred dollars ($1,900.00); • Employee plus children: two thousand four hundred fifty dollars ($2,450.00); and • Employee plus family: two thousand five hundred dollars ($2,500.00).
In the event that different levels of dependent coverage are selected for dental and vision care than for medical coverage, the amount of dental and vision coverage shall be calculated based on the level of benefit selected by the employee and that amount shall be subtracted from the level of medical coverage selected. For example, if an employee selects "Employee Plus Family" dental and vision coverage, and "Employee Only" medical coverage, one hundred percent (100%) of the cost of the full family dental and vision coverage shall be subtracted from the Employee Only maximum coverage level to determine the employee deduction for total health and welfare coverage. This same calculation shall be used to determine the amount of Employee Only medical redirect that may be paid pursuant to Section 5, below.
23.A.5. Medical Redirect
If an employee has health, dental, and vision insurance coverage through another eligible source or a former employer and provides proof of other coverage to the Human Resources Division, the employee may elect to waive the City’s health insurance coverage. Current unit employees hired before January 1, 2025, and waived city health insurance coverage can elect to use flex dollars equal to the amount of $900.00, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income. Unit employees hired after January 1, 2025, who elect to waive city health insurance coverage can elect to use flex dollars equal to the amount of $500.00, in accordance with the terms of the cafeteria plan, or the amount may be converted to taxable income.
Attachment 2
Council Agenda 6-17-2025 9.G-28
SEIU – Pismo Beach MOU Page 23
Revised XXXXXX, 2025
See Section 4, above, for the calculation if an employee has selected different levels of dependent coverage for dental and vision than for medical coverage.
23.A.6. Benefit Changes
In the event that any of the medical, dental, vision care, or life insurance benefits in force as of the effective date of this MOU, and for which the City has control, are reduced or eliminated as a result of changes in benefit provider, the parties shall meet and confer for the purpose of replacing any benefits so reduced or eliminated with, to the maximum extent possible, benefits equivalent to those reduced or eliminated.
23.A.7. Affordable Care Act (ACA)
Parties agree to Meet and Confer during the term of this MOU should language or benefit changes be required to meet compliance requirements under the ACA.
Additionally, the parties agree to Meet and Confer during the term of this MOU to explore alternatives to the current health care provider.
ARTICLE 24. HEALTH COVERAGE FOR RETIRED EMPLOYEES
24.A. Retiree Health Coverage
Employees represented by the Union who retire from the California Public Employees Retirement System (CalPERS) within one hundred twenty (120) days of leaving their position with the City are eligible to continue in the City’s retiree group health insurance program offered through PEMHCA. The City’s contribution towards retiree coverage shall be the PEMHCA minimum contribution as determined by CalPERS from time to time.
24.B. Retiree Health Payments
The City shall make a retiree health payment to an employee who retires from the City as described in this Section and who qualifies for and exercises their right through PERS to receive the City’s retiree group health insurance.
The City shall make a retiree health payment on a monthly basis to the retiree’s Retiree Healthcare Reimbursement trust (Retiree HRA trust).
The City’s monthly contribution to the Retiree HRA trust shall be the difference between the premium cost of coverage for the retiree and retiree’s spouse (when applicable) minus the PEMHCA minimum contribution up to the City’s maximum retiree health contribution. In no event shall the City’s total contribution to the Retiree HRA exceed the amounts described in this section. The City’s maximum contribution towards a retiree’s Retiree HRA Trust account shall not be subject to change and shall continue for the lifetime of the retiree and retiree’s spouse, in accordance with PEMHCA eligibility provisions for coverage.
1. Existing Employees retiring on or before January 1, 2010 shall receive a retiree health payment not to exceed:
• Retiree only/surviving spouse: two hundred seventy dollars ($270) per month • Retiree plus one dependent: four hundred twenty-eight dollars ($428) per month • Retiree plus family: five hundred twenty-nine dollars ($529) per month The City’s contribution to a retiree’s Retiree HRA will decrease if the retiree experiences a change in family status, i.e. retiree has retiree plus one coverage and the spouse passes away, therefore changing to retiree only coverage.
2. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria outlined below shall receive the retiree health payment described in Section B1 of Article 23:
a. Employee retires from the City, and
Attachment 2
Council Agenda 6-17-2025 9.G-29
SEIU – Pismo Beach MOU Page 24
Revised XXXXXX, 2025
b. Employee has ten (10) or more years of service with the City of Pismo Beach at the time of retirement
3. Employees employed before July 1, 2009, retiring after January 1, 2010 who satisfy the criteria of this section shall receive the retiree health payment described below:
a. Employee is age fifty (50) as of January 1, 2010, and the b. Employee has less than ten (10) years of service at the time of retirement from the City, the retiree shall receive the retiree health payment described in Section B1 of Article 23
4. Employees employed before July 1, 2009, with less than ten (10) years of service who are not yet age fifty (50) as of January 1, 2010 who retire from the City shall not be eligible to receive a retiree health payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.
5. Employees hired on or after July 1, 2009, including the Department Head and City Manager positions, shall not be eligible to receive a retiree health payment from the City. The City’s contribution towards their retiree health coverage shall be the PEMHCA minimum contribution as described in Section A of this Article.
24.C. Establishment of a Retiree Healthcare Trust
The City shall make available to the Union a Retiree Healthcare Trust, where employees shall be provided the opportunity to defer vacation and a specified amount of annual sick time buy-back, as well as a portion of their salary (if applicable), to prefund their future retiree health care costs. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service.
ARTICLE 25. VACATION
The purpose of annual vacation leave is to enable each eligible employee annually to return to work mentally refreshed. All employees in the Classified Service shall be entitled to annual vacation leave with pay except the following:
1. Employees who have served less than six (6) months in service of the City. However, vacation credits for the time may be granted to each such employee who later receives a regular appointment.
2. Employees who work on a provisional basis, and all employees who are not regularly employed in a Regular Full-Time position (including Temporary and Seasonal appointments).
The specific rates at which vacation leave are to be accrued shall be as follows:
1. Each eligible employee shall accrue six and sixty-six hundredths (6.66) hours per month.
2. Employees completing five (5) years of service: Vacation leave will accrue at the rate of ten (10) hours per month.
3. Employees completing ten (10) years of service: Vacation leave will accrue at the rate described in subsection (2) above, plus an additional six hundred sixty-seven thousandths (0.667) hours or one (1) day for each year of service over ten (10) up to a maximum of one hundred sixty (160) hours accrued per year.
Other applicable provisions are as follows:
4. The times during a calendar year at which an employee may take their vacation shall be determined by the Department Head with due regard for the wishes of the employee and particular regard for the service needs of the City.
5. If the service requirements of the City are such that an employee cannot take part or all of their annual vacation in a particular calendar year, such vacation either shall be taken during the following calendar year or paid for at the discretion of the Personnel Officer.
Attachment 2
Council Agenda 6-17-2025 9.G-30
SEIU – Pismo Beach MOU Page 25
Revised XXXXXX, 2025
6. An eligible employee, with the consent of the head of their department, may defer a maximum twenty (20) working days of the employee’s annual vacation to the succeeding calendar year, subject to the provisions of this Rule. The balance over twenty (20) working days that is not deferred to the succeeding calendar year will be paid to the employee as straight-time hours.
7. In the event one or more municipal holidays fall within an annual vacation leave, such holidays shall not be charged as vacation leave.
8. Employees who terminate employment shall be paid in a lump sum for all accrued vacation leave earned prior to the effective date or termination.
9. The accompanying chart outlines the accrual rate structure applicable to unit employees.
Years
Completed
Accrual Rate
(per pay cycle)
Total Hours of
Vacation per Year
Total Days of
Vacation Per Year
0 3.07692 80 10
5 4.61538 120 15
10 4.9231 128 16
11 5.2308 136 17
12 5.5385 144 18
13 5.8462 152 19
14 6.15383 160 20
ARTICLE 26. HOLIDAYS
26.A. Personal Holidays
The employees represented by the Union will be granted two (2) personal holidays. These holidays must be taken during the course of the fiscal year at a time mutually agreeable to the employee and the department head and no compensation will occur for the holidays if not taken during the fiscal year. Employees hired between July 1 and October 31 shall be granted two (2) personal holidays in the fiscal year in which they are hired. Employees hired between November 1 and April 30 shall be granted one (1) personal holiday in the fiscal year in which they are hired. Employees hired between May 1 and June 30 are not eligible for a personal holiday in the fiscal year in which they are hired.
26.B. Holidays
The City and the Union agree that the following days shall be paid holidays for all employees of the Unit:
1. New Year's Day
2. Third Monday in January, Martin Luther King, Jr. Day
3. Third Monday in February, Presidents’ Day
4. Last Monday in May, Memorial Day
5. July 4th, Independence Day
6. First Monday in September, Labor Day
7. November 11th, Veterans ’ Day
8. Fourth Thursday in November, Thanksgiving Day
9. Friday after Thanksgiving
10. December 24th, Christmas Eve
11. December 25th, Christmas Day
Attachment 2
Council Agenda 6-17-2025 9.G-31
SEIU – Pismo Beach MOU Page 26
Revised XXXXXX, 2025
Should a paid holiday fall on Sunday, the following Monday shall be observed as a holiday. Should a paid holiday fall on a Saturday, the preceding Friday shall be observed as a holiday.
ARTICLE 27. SICK LEAVE BENEFIT
27.A. Sick Leave Benefit
1. Sick leave is a benefit and not a right and is to be utilized by employees who are unable to work because of an injury or illness not arising out of the course of their employment.
2. Employees receiving temporary payments under Workers’ Compensation or State Disability Insurance may use accumulated sick leave in order to maintain but not exceed their regular base income.
3. Employees have the right to use up to half of their annual sick leave accrual to attend to the illness of child, spouse, domestic partner, or parent.
4. The sick leave benefit protects employees from a loss in wages when they are unable to work because of an illness or injury and is not intended to be equivalent to vacation leave.
5. The City considers good attendance to be a very important part of an employee's overall performance.
Absenteeism creates a hardship on City operations and co-workers, resulting in work schedule disruptions and added costs.
Accrual and use of sick leave shall be governed by the following provisions:
1. Sick leave credit shall be granted to all probationary and regular full-time employees within the Classified Service.
2. For purposes of computing sick leave, sick leave will be credited at the rate of three and six hundred ninety-two thousandths (3.692) hours per pay period regardless of work schedule for a maximum of twelve (12) days or ninety-six (96) hours per year.
3. In order to be compensated for use of sick leave, the immediate supervisor shall be notified of an employee’s request to use sick leave prior to the employee’s absence or within four (4) hours after the time set for the employee to begin work, or at such other time as may be specified by the head of the department.
4. The employee may be required to file a physician’s certificate or personal affidavit with the Personnel Officer when the absence is more than three (3) workdays, verifying the need for the absence. However, if the Department Head has reason to believe that sick leave is being abused, a physician’s certificate may be required after any absence for which sick leave is claimed.
5. An employee receiving temporary disability payments under the Workers’ Compensation laws may use accumulated sick leave in order to continue to maintain regular income. However, all employees receiving full salaries in lieu of temporary disability payments pursuant to Section 4850 of the California Labor Code are entitled to accumulate sick leave during such periods of disability.
27.B. Sick Leave Payback or Retirement Credit
An employee will retain the benefit of converting sick leave balance to additional retirement credit, under the City’s contract with the Public Employees Retirement System, if the employee retires during the term of the contract.
At the end of each Calendar year, the employee will have the choice of the following:
1. Sick Leave Annual Pay-off
a. City will pay the employee one-sixth (1/6) of the net amount of employee’s sick leave accumulated (earned minus used) during said calendar year.
Attachment 2
Council Agenda 6-17-2025 9.G-32
SEIU – Pismo Beach MOU Page 27
Revised XXXXXX, 2025
b. Once the employee’s sick leave balance exceeds four hundred eighty (480) hours, the net amount of sick leave hours accumulated (earned less used) in that calendar year will be paid in full.
Any sick leave hours paid for will be deducted from the sick leave balance. At no time will the number of hours paid out for a calendar year under this Section exceed the annual accrual.
2. Sick Leave Retention
Employees can choose to not receive the Sick Leave Pay-off, and can instead build up their sick leave balance. There is no cap to the amount of sick leave that can be accumulated for retirement credit.
If the City’s contract with the Public Employees Retirement System so provides, at the time of retirement, the employee’s sick leave balance will convert to additional retirement credit.
This option to convert the unused sick leave at retirement does not change the vesting of sick leave, and does not entitle the employee to any rights to the balance at any separation from City employment other than for retirement credit.
27.C. Misuse of Sick Leave, Injury, or Illness
No employee shall feign or misrepresent any illness or injury or deceive any other employee, supervisor, or any representative of the City as to their real condition for the purpose of remaining away from scheduled duty assignments. Misuse of sick leave shall result in disciplinary action up to and including termination.
27.D. Family Care and Medical Leave
The City will grant family care and medical leave in accordance with the requirements of applicable state (California Family Rights Act) and federal law (Family and Medical Leave Act) in effect at the time the leave is granted. No greater or lesser leave benefits will be granted than those set forth in the relevant California or federal law.
27.E. Use of Accrued Paid Leaves
Family and medical leave is unpaid, except that an employee is required to first use any accumulated sick leave, if the leave is for the employee’s own serious health condition. The employee may also use sick leave to care for a parent, spouse or child with a serious health condition. For any other type of family and medical leave, the employee may use any paid or unpaid leave time. The paid and unpaid leave runs concurrently with the family and medical leave.
27.F. Concurrent Use of FMLA with Other Leaves
The City may designate any non-family and medical leave, such as workers’ compensation, sick, or vacation leave, to run concurrently with family and medical leave whenever the non-family and medical leave is also for a family and medical leave purpose.
The City integrates family and medical leave with workers’ compensation leave whenever an employee is absent from the workplace for thirty (30) days or more due to an industrial injury or illness. As required by law, the City will not run family and medical leave concurrently for those employees entitled to Labor Code section 4850 leave.
27.G. Benefits During Leave
An employee may receive any group health insurance coverage that was provided before the leave on the same terms as if the employee had continued to work during the leave, up to a maximum of twelve (12) workweeks.
Employee contributions for group health insurance coverage, if any, will be required either through payroll deduction or by direct payment to the insurance provider. The method of payment will be established in Attachment 2
Council Agenda 6-17-2025 9.G-33
SEIU – Pismo Beach MOU Page 28
Revised XXXXXX, 2025
conjunction with the employee in writing at the beginning of the leave. The amount of an employee’s contribution is subject to any changes in rates that occur while the employee is on leave.
27.H. Sick and Vacation Leave Accrual
Sick leave and vacation leave do not accrue while an employee is on unpaid leave.
ARTICLE 28. BEREAVEMENT LEAVE
Bereavement leave shall be defined as whenever any employee has experienced a death in the immediate family.
Immediate family is defined in Section 2.19 of the City Personnel Rules and Regulations.
28.A. Leave With Pay
The employee may be granted bereavement leave with full pay of not to exceed a total of forty (40) hours per occurrence as approved by management. These days shall not be charged against the Unit employee’s accumulated sick leave. Bereavement leave is not required to be taken consecutively but must be completed within three (3) months of the loss.
28.B. Facts Justifying Absence
The employee must submit an approved declaration or other evidence such as a death certificate or obituaries, acceptable to Department Head, evidencing eligibility for bereavement leave.
28.C. Reproductive Loss
In accordance with government code 12945.6, employees employed for thirty (30) days or more with the City may take up to five (5) days of leave for a reproductive loss event. Reproductive loss leave is not required to be taken consecutively but must be completed within three (3) months of the loss. If an employee experiences more than one loss in a year, they are entitled to no more than twenty (20) days of reproductive loss leave in that one-year period. Employees may use any of their available accrued time off (vacation, sick, holiday, or compensatory time off) to cover their reproductive loss leave. If an employee does not have any accrued leave time, they may be approved for unpaid leave.
ARTICLE 29. UNEMPLOYMENT INSURANCE
The City will continue to make appropriate contributions for the California Unemployment Insurance Plan for all employees represented by the Union.
ARTICLE 30. JURY DUTY
No deduction shall be made in the salary of any employee who serves on a jury, if the employee has waived or remitted the jury fee to the City for such jury duty. If the employee has not so waived or remitted the jury fee to the City, the employee shall be paid only for the time actually worked in the City position. An employee accepted for jury duty shall immediately notify the Finance Department, in writing, whether or not the jury fee will be waived or remitted to the City. It is understood that the employee may retain any travel pay granted by the court because of the employee's participation in jury duty.
An employee who is subpoenaed to appear in court as a result of official duties as a City employee shall be allowed to do so without loss of compensation. Any witness fees paid as required by law shall be submitted to the City if the employee is required to attend the legal proceeding in an official capacity. An employee subpoenaed to appear in court in a matter unrelated to official duties as a City employee may be permitted to use accrued vacation, holiday, and/or compensatory time off.
Attachment 2
Council Agenda 6-17-2025 9.G-34
SEIU – Pismo Beach MOU Page 29
Revised XXXXXX, 2025
Except as provided in an applicable memorandum of understanding, employees shall be required to return to work for completion of their assigned work shift, where reasonable, upon release from their daily court duties. "Reasonableness" shall be determined by the Department Head, or the Department Head's designated representative.
ARTICLE 31. MILEAGE REIMBURSEMENT
It is agreed that reimbursement shall be based on the maximum allowed by IRS for miles traveled on City business utilizing the employee's car, with prior approval of the Department Head, for using a non-City vehicle.
ARTICLE 32. HEALTH AND SAFETY
1. The City and the Union agree to abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety and Health Act of 1970, and any applicable legislation as may be passed by the State of California to implement that plan.
2. The City agrees that any safety courses employees are required to take will be provided on City time with pay.
3. Both the City and the Union recognize the need, and will strive, to reduce the number of industrial accidents and injuries among employees by forming a joint Safety Committee.
4. It is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Union will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, and to report any such unsafe practices or conditions to their immediate supervisor. If such conditions cannot be satisfactorily remedied by the immediate supervisor, an employee has the right to take the matter either personally or through the Steward to their Department Head or designated representative. On any matter of safety that is not resolved, consultation will take place between management and Union representatives.
5. The City agrees to facilitate or to perform directly regular on-site safety inspections with departmental safety coordinators. It is further agreed that the City shall continue to maintain vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to state law. The City will ensure the implementation of a comprehensive safety program including, but not necessarily limited to, periodic lectures, safety films, and instruction to all employees about first aid, CPR, and proper operation of fire extinguishers. No reprisals shall be taken against an employee solely for reporting unsafe working conditions to management.
6. The City and the Union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary for the job. Such equipment shall include, but not be limited to, safety shoes, safety goggles, helmets, hard hats, gloves, boots, jackets, and all related safety items. Both parties agree that the City shall retain the right to determine the minimum specifications of the safety equipment, procurement procedures and limitations and exclusions.
Notwithstanding the above, the parties agree that employees designated by the City are required to wear steel- toed safety shoes or boots in the performance of their duties. Said employees shall purchase footwear, based on the current policy.
All City equipment, except personal items, e.g., boots, shall be returned to the City upon the employee leaving such service.
Attachment 2
Council Agenda 6-17-2025 9.G-35
SEIU – Pismo Beach MOU Page 30
Revised XXXXXX, 2025
ARTICLE 33. UNIFORM ALLOWANCE
33.A. Public Works Uniforms
The City and the Union agree that when Public Works employees are required by the City to wear field uniforms, said uniforms shall be maintained and laundered by the City at no cost to the employee.
33.B. Clothing allowance for Police Records Technicians For Police Records Technician, the City shall go from the present practice of providing uniforms, to giving a seven hundred dollar ($700) per-fiscal-year allowance to employees occupying those positions on a full-time basis, with the employee being responsible for purchasing the uniforms, cleaning and maintaining them, and being required to wear them on all work days, except as permission is given by the Police Chief for other attire on special occasions.
The allowance will be given twice a year, in June and December, as reimbursement for expenses in increments of three hundred fifty dollars ($350) each.
ARTICLE 34. MEET AND CONFER PROCESS, WAIVER
The City and the Union agree that, for the term of this MOU, each party waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this MOU, except as to meeting and conferring over the renewal or continuation of this MOU, or as otherwise provided herein.
If during the term of this MOU a classification and pay study is completed, the parties agree to meet and confer on the results of such study.
The City and the Union also agree that meeting and conferring over the renewal or continuation of this MOU shall be initiated at the request of either party between January 1, 2028 but not later than April 15, 2028 and that every effort will be made to reach an agreement prior to the expiration of this MOU on June 30, 2028.
It is further agreed that nothing in this MOU shall in any way diminish the rights of the employees, the City, or Union as established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, except as herein provided.
ARTICLE 35. TUITION ASSISTANCE
The City recognizes the importance of continued improvement of its personnel and encourages all employees to take advantage of those training and development opportunities that will enable City employees to perform more effectively and productively in their job responsibilities. Tuition assistance programs are distinguished from courses or schools mandated or required by the City and when the latter are paid fully by the City.
35.A. Work Related Courses
1. The City will reimburse full-time regular employees for the cost of books and tuition for approved courses, which relate directly and specifically to their present work assignment, or to degree requirements in a related field, or to enhance career opportunities within the City service.
2. Employees obtaining tuition assistance shall be required to continue working for the City for a period of twelve (12) months after completion of the reimbursed classes or repay the City in the full amount of reimbursement received.
3. Course/class attendance will be on employee's own time. In no case will City time be authorized for outside education as covered under this tuition assistance program.
4. Application for tuition assistance must be approved in writing, in advance, by the Department Head and the City Manager before the class/course work begins; the Department Head will certify that the approved course work meets the criteria set forth in Section 1 above.
Attachment 2
Council Agenda 6-17-2025 9.G-36
SEIU – Pismo Beach MOU Page 31
Revised XXXXXX, 2025
5. Any job-related books paid for by the City or as a part of the tuition costs will become City property if determined to be of value to the City by the employee's Department Head.
6. Receipts for all tuition and registration fees and books must be submitted to the City as well as certification that the employee earned a grade of “C” or better or a copy of the certificate of completion for the class, before reimbursement will be made. All Reimbursements must be submitted within sixty (60) days following completion of the class.
35.B. Reimbursement for City-Sponsored Training
The City will provide an amount not to exceed one thousand dollars ($1,000) per fiscal year per employee, toward Tuition Assistance.
ARTICLE 36. LICENSES AND CERTIFICATES
Employees who are required by the City, state or federal agencies to be licensed or certificated shall be reimbursed for the fees, tuition, books and mileage, for such license or certificate, including licenses required beyond Class 'C' by the Department of Motor Vehicles for the initial certification attempt and renewal only.
ARTICLE 37. CONSISTENT POLICY
The parties agree that insofar as possible City-wide policies shall be applied consistently within all Departments within the General Services Bargaining Unit.
ARTICLE 38. LEAVE WITHOUT PAY
38.A. Granting of Leave without Pay
Employees of the City, with regular status or with the right to return to such status, may be granted leave of absence without pay, at the discretion of the Department Head and with the approval of the Personnel Officer, for a period not to exceed three (3) months. Leave of absence may be granted for the following reasons:
1. Illness of the employee or their immediate family not covered by sick leave.
2. To enable an employee to attend school or otherwise obtain training designed to improve the quality of their service.
3. Pregnancy disability leave beyond that otherwise provided for by law.
4. For any other reason which the Personnel Officer approves as being in the public interest.
Leaves of absence without pay will not be approved for matters of simple convenience, such as extended vacations.
Approval of leave of absence without pay will be granted only for reasons clearly permitted as stated above and which are compelling in nature. Denial of such leave is not subject to grievance or appeal. All requests for leave of absence without pay will be handled in a timely manner. In the event of illness lasting longer than accrued sick leave, the employee’s vacation time may be approved for use unless the employee formally requests leave without pay within the pay period. Leave without pay may be authorized even though the employee has unused sick leave and/or vacation time to the employee’s credit.
38.B. Effect on Health Insurance Premiums
During an approved leave without pay, the employee will pay that portion of health, dental, vision and life insurance premiums designated as the employee’s portion of premiums for “employee only” and all premiums for dependents one (1) month in advance of the month of insurance coverage. The City will pay the portion of premiums designated as the City’s share for the employee only for six (6) pay periods or for as long as the employee is current with payment of the employee’s share, up to six (6) pay periods.
Attachment 2
Council Agenda 6-17-2025 9.G-37
SEIU – Pismo Beach MOU Page 32
Revised XXXXXX, 2025
If insurance coverage is upgraded at the employee’s request during this time, the employee shall pay any additional premiums.
38.C. Effect on Seniority and Benefits
Time on leave without pay is disregarded in computing merit salary increases, vacation and sick leave credits, seniority and holidays. Under this unpaid leave policy, leave without pay is not considered work time for the purposes of crediting any of the above or any other benefits.
38.D. Expiration of Leaves Without Pay
At the expiration of a leave of absence or earlier if the Personnel Officer approves, an employee on leave shall be returned to the employee’s former position or to another position which the Personnel Officer finds has substantially similar duties and responsibilities, qualification requirements, and the same compensation. The City may refuse to reinstate an employee if the employee is no longer physically able to perform the duties of the class as determined by a licensed physician.
ARTICLE 39. ECONOMIC DOWNTURN REOPENER
During the term of this agreement the parties agree to reopen the economic articles only of the agreement, in the event of an unanticipated loss of revenue due to an economic downturn, which would require the elimination of at least one filled and budgeted full-time bargaining unit position. No other articles of the MOU may be modified during such an economic reopener without the written consent of both parties.
ARTICLE 40. SEVERABILITY CLAUSE
If any provision of this MOU, or the application of such provisions should be rendered or declared invalid by a decree of a court of competent jurisdiction or by reason of any existing or subsequently enacted legislation, the remaining portions of this MOU shall remain in full force and effect.
ARTICLE 41. MEMORANDUM OF UNDERSTANDING AS BINDING AGREEMENT It is understood that after its adoption, this Memorandum of Understanding shall be a binding agreement between the parties. This MOU is not intended to conflict with the provisions of any rules, regulations or ordinances of the City of Pismo Beach. If the provisions of this MOU are in conflict with the provisions of any rule, regulation, or resolution, the MOU shall be controlling.
The City and Union agree that during the term of this Memorandum of Understanding, no additional items will be placed under discussion for the purposes of meet-and-confer unless mutually agreed upon by both parties.
ARTICLE 42. TERM OF AGREEMENT
This Memorandum of Understanding shall remain in full force and effect from the date of ratification by the parties until and through June 30, 2028.
CITY OF PISMO BEACH PISMO BEACH EMPLOYEES' ASSOCIATION Negotiating Committee SEIU LOCAL 620 Negotiating Committee
____________________________ ____________________________ Attachment 2
Council Agenda 6-17-2025 9.G-38
SEIU – Pismo Beach MOU Page 33
Revised XXXXXX, 2025
Date: _____________________ Date: ______________________
____________________________ ____________________________ Date: _____________________ Date: ______________________
____________________________ ____________________________ Date: _____________________ Date: ______________________
____________________________ ____________________________ Date: _____________________ Date: ______________________
Attachment 2
Council Agenda 6-17-2025 9.G-39
City of Pismo Beach Schedule A
Salary Table
5% between steps
Effective July 14, 2025
Classification Title Range #Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 21.74 22.83 23.97 25.17 26.43 PT7 Bi-weekly 1,739.48 1,826.45 1,917.77 2,013.66 2,114.35 Monthly 3,768.87 3,957.31 4,155.18 4,362.94 4,581.08
Annual 45,226.42 47,487.74 49,862.13 52,355.23 54,973.00 Office Assistant II 11 Hourly 24.00 25.20 26.46 27.78 29.17 PT11 Bi-weekly 1,920.06 2,016.06 2,116.86 2,222.71 2,333.84 Monthly 4,160.13 4,368.13 4,586.54 4,815.87 5,056.66
Annual 49,921.50 52,417.58 55,038.46 57,790.38 60,679.90 Maintenance Worker I 13 Hourly 25.22 26.48 27.80 29.19 30.65 PT13 Bi-weekly 2,017.26 2,118.12 2,224.03 2,335.23 2,451.99 Monthly 4,370.73 4,589.27 4,818.73 5,059.67 5,312.65
Annual 52,448.78 55,071.22 57,824.78 60,716.02 63,751.82 Assistant Mechanic 14 Hourly 25.85 27.14 28.50 29.92 31.42 PT14 Bi-weekly 2,067.69 2,171.08 2,279.63 2,393.61 2,513.29 Monthly 4,480.00 4,704.00 4,939.20 5,186.16 5,445.47
Annual 53,760.00 56,448.00 59,270.40 62,233.92 65,345.62 Administrative Assistant 15 Hourly 26.49 27.82 29.21 30.67 32.20 PT15 Bi-weekly 2,119.38 2,225.35 2,336.62 2,453.45 2,576.13 Monthly 4,592.00 4,821.60 5,062.68 5,315.81 5,581.60
Annual 55,104.00 57,859.20 60,752.16 63,789.77 66,979.26 Parking Enforcement Technician 16 Hourly 27.15 28.51 29.94 31.43 33.01 PT16 Bi-weekly 2,172.37 2,280.99 2,395.04 2,514.79 2,640.53 Monthly 4,706.80 4,942.14 5,189.25 5,448.71 5,721.14
Annual 56,481.60 59,305.68 62,270.96 65,384.51 68,653.74 Accounting Clerk 17 Hourly 27.83 29.23 30.69 32.22 33.83 PT17 Bi-weekly 2,226.68 2,338.01 2,454.91 2,577.66 2,706.54 Monthly 4,824.47 5,065.69 5,318.98 5,584.93 5,864.17
Annual 57,893.64 60,788.32 63,827.74 67,019.13 70,370.08 Water Systems Operator I 18 Hourly 28.53 29.96 31.45 33.03 34.68 PT18 Bi-weekly 2,282.35 2,396.46 2,516.29 2,642.10 2,774.21 Monthly 4,945.08 5,192.34 5,451.95 5,724.55 6,010.78
Annual 59,340.98 62,308.03 65,423.43 68,694.60 72,129.33 Police Records Technician 19 Hourly 29.24 30.70 32.24 33.85 35.54 Wastewater Plant Operator I Bi-weekly 2,339.40 2,456.37 2,579.19 2,708.15 2,843.56 PT19 Monthly 5,068.71 5,322.14 5,588.25 5,867.66 6,161.05 Annual 60,824.51 63,865.73 67,059.02 70,411.97 73,932.57 Recreation Coordinator 20 Hourly 29.97 31.47 33.05 34.70 36.43 PT20 Bi-weekly 2,397.89 2,517.78 2,643.67 2,775.86 2,914.65 Monthly 5,195.43 5,455.20 5,727.96 6,014.36 6,315.07
Annual 62,345.12 65,462.37 68,735.49 72,172.27 75,780.88 Accounting Technician 21 Hourly 30.72 32.26 33.87 35.57 37.34 Administrative Secretary Bi-weekly 2,457.84 2,580.73 2,709.76 2,845.25 2,987.52 Permit Technician Monthly 5,325.31 5,591.58 5,871.16 6,164.71 6,472.95 Maintenance Worker II Annual 63,903.75 67,098.93 70,453.88 73,976.57 77,675.40 PT21
Code Enforcement Officer 23 Hourly 32.28 33.89 35.59 37.37 39.23 Lead Police Records Technician Bi-weekly 2,582.26 2,711.38 2,846.95 2,989.29 3,138.76 Water Systems Operator II Monthly 5,594.91 5,874.65 6,168.38 6,476.80 6,800.64 PT23 Annual 67,138.87 70,495.82 74,020.61 77,721.64 81,607.72 Engineering Technician 24 Hourly 33.09 34.74 36.48 38.30 40.22 Executive Assistant Bi-weekly 2,646.82 2,779.16 2,918.12 3,064.03 3,217.23 Executive Assistant Confidential Monthly 5,734.78 6,021.52 6,322.59 6,638.72 6,970.66 Fleet Mechanic Annual 68,817.35 72,258.21 75,871.12 79,664.68 83,647.91 Lead Maintenance Worker
PT24
Wastewater Plant Operator II 25 Hourly 33.91 35.61 37.39 39.26 41.22 PT25 Bi-weekly 2,712.99 2,848.64 2,991.07 3,140.63 3,297.66 Monthly 5,878.15 6,172.06 6,480.66 6,804.69 7,144.93
Annual 70,537.78 74,064.67 77,767.90 81,656.30 85,739.11 Building Inspector I 26 Hourly 34.76 36.50 38.32 40.24 42.25 Attachment 2
Council Agenda 6-17-2025 9.G-40
City of Pismo Beach Schedule A
Salary Table
5% between steps
Effective July 14, 2025
PT26 Bi-weekly 2,780.82 2,919.86 3,065.85 3,219.14 3,380.10 Monthly 6,025.10 6,326.36 6,642.67 6,974.81 7,323.55
Annual 72,301.22 75,916.28 79,712.10 83,697.70 87,882.59 Information Technology Technician 27 Hourly 35.63 37.41 39.28 41.25 43.31 Lead Water Systems Operator Bi-weekly 2,850.34 2,992.85 3,142.50 3,299.62 3,464.60 PT27 Monthly 6,175.73 6,484.52 6,808.74 7,149.18 7,506.64 Annual 74,108.75 77,814.19 81,704.90 85,790.15 90,079.65 Assistant Planner 29 Hourly 37.43 39.30 41.27 43.33 45.50 Lead Wastewater Operator Bi-weekly 2,994.63 3,144.37 3,301.59 3,466.66 3,640.00 Regulatory Compliance Coordinator Monthly 6,488.38 6,812.79 7,153.43 7,511.11 7,886.66 PT29 Annual 77,860.51 81,753.53 85,841.21 90,133.27 94,639.94 Building Inspector II 30 Hourly 38.37 40.29 42.30 44.42 46.64 PT30 Bi-weekly 3,069.50 3,222.98 3,384.12 3,553.33 3,731.00 Monthly 6,650.59 6,983.11 7,332.27 7,698.88 8,083.83
Annual 79,807.02 83,797.37 87,987.24 92,386.60 97,005.93 Building Inspector/Plans Examiner 33 Hourly 41.32 43.38 45.55 47.83 50.22 PT33 Bi-weekly 3,305.52 3,470.79 3,644.33 3,826.55 4,017.88 Monthly 7,161.95 7,520.05 7,896.05 8,290.86 8,705.40
Annual 85,943.43 90,240.61 94,752.64 99,490.27 104,464.78 Attachment 2
Council Agenda 6-17-2025 9.G-41
City of Pismo Beach Schedule B
Salary Table
5% between steps
Effective July 2026
Classification Title Range #Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 22.40 23.52 24.69 25.93 27.22 PT7 Bi-weekly 1,791.66 1,881.24 1,975.31 2,074.07 2,177.77 Monthly 3,881.93 4,076.03 4,279.83 4,493.82 4,718.51
Annual 46,583.16 48,912.32 51,357.94 53,925.84 56,622.13 Office Assistant II 11 Hourly 24.72 25.96 27.25 28.62 30.05 PT11 Bi-weekly 1,977.66 2,076.54 2,180.37 2,289.39 2,403.86 Monthly 4,284.92 4,499.17 4,724.13 4,960.34 5,208.35
Annual 51,419.10 53,990.05 56,689.56 59,524.03 62,500.23 Maintenance Worker I 13 Hourly 25.97 27.27 28.63 30.07 31.57 PT13 Bi-weekly 2,077.78 2,181.67 2,290.75 2,405.29 2,525.55 Monthly 4,501.85 4,726.94 4,963.29 5,211.45 5,472.03
Annual 54,022.19 56,723.30 59,559.46 62,537.44 65,664.31 Assistant Mechanic 14 Hourly 26.62 27.95 29.35 30.82 32.36 PT14 Bi-weekly 2,129.72 2,236.21 2,348.02 2,465.42 2,588.69 Monthly 4,614.40 4,845.12 5,087.37 5,341.74 5,608.83
Annual 55,372.74 58,141.38 61,048.45 64,100.87 67,305.92 Administrative Assistant 15 Hourly 27.29 28.65 30.08 31.59 33.17 PT15 Bi-weekly 2,182.96 2,292.11 2,406.72 2,527.05 2,653.41 Monthly 4,729.76 4,966.24 5,214.56 5,475.28 5,749.05
Annual 56,757.06 59,594.92 62,574.66 65,703.39 68,988.56 Parking Enforcement Technician 16 Hourly 27.97 29.37 30.84 32.38 34.00 PT16 Bi-weekly 2,237.54 2,349.41 2,466.89 2,590.23 2,719.74 Monthly 4,848.00 5,090.40 5,344.92 5,612.16 5,892.77
Annual 58,175.99 61,084.79 64,139.03 67,345.98 70,713.28 Accounting Clerk 17 Hourly 28.67 30.10 31.61 33.19 34.85 PT17 Bi-weekly 2,293.48 2,408.15 2,528.56 2,654.99 2,787.74 Monthly 4,969.20 5,217.66 5,478.54 5,752.47 6,040.09
Annual 59,630.39 62,611.91 65,742.50 69,029.63 72,481.11 Water Systems Operator I 18 Hourly 29.39 30.85 32.40 34.02 35.72 PT18 Bi-weekly 2,350.81 2,468.35 2,591.77 2,721.36 2,857.43 Monthly 5,093.43 5,348.10 5,615.51 5,896.28 6,191.09
Annual 61,121.15 64,177.21 67,386.07 70,755.37 74,293.14 Police Records Technician 19 Hourly 30.12 31.63 33.21 34.87 36.61 Wastewater Plant Operator I Bi-weekly 2,409.58 2,530.06 2,656.57 2,789.39 2,928.86 PT19 Monthly 5,220.76 5,481.80 5,755.89 6,043.69 6,345.87 Annual 62,649.18 65,781.64 69,070.72 72,524.25 76,150.47 Recreation Coordinator 20 Hourly 30.87 32.42 34.04 35.74 37.53 PT20 Bi-weekly 2,469.82 2,593.31 2,722.98 2,859.13 3,002.09 Monthly 5,351.28 5,618.85 5,899.79 6,194.78 6,504.52
Annual 64,215.41 67,426.18 70,797.49 74,337.36 78,054.23 Accounting Technician 21 Hourly 31.64 33.23 34.89 36.63 38.46 Administrative Secretary Bi-weekly 2,531.57 2,658.15 2,791.05 2,930.61 3,077.14 Permit Technician Monthly 5,485.07 5,759.32 6,047.29 6,349.65 6,667.13 Maintenance Worker II Annual 65,820.79 69,111.83 72,567.42 76,195.79 80,005.58 PT21
Code Enforcement Officer 23 Hourly 33.25 34.91 36.65 38.49 40.41 Lead Police Records Technician Bi-weekly 2,659.73 2,792.72 2,932.35 3,078.97 3,232.92 Water Systems Operator II Monthly 5,762.75 6,050.88 6,353.43 6,671.10 7,004.66 PT23 Annual 69,152.97 72,610.62 76,241.15 80,053.21 84,055.87 Engineering Technician 24 Hourly 34.08 35.78 37.57 39.45 41.42 Executive Assistant Bi-weekly 2,726.22 2,862.53 3,005.66 3,155.94 3,313.74 Executive Assistant Confidential Monthly 5,906.82 6,202.16 6,512.26 6,837.88 7,179.77 Fleet Mechanic Annual 70,881.79 74,425.88 78,147.18 82,054.54 86,157.26 Lead Maintenance Worker
PT24
Wastewater Plant Operator II 25 Hourly 34.93 36.68 38.51 40.44 42.46 PT25 Bi-weekly 2,794.38 2,934.10 3,080.80 3,234.84 3,396.58 Monthly 6,054.49 6,357.21 6,675.07 7,008.83 7,359.27
Annual 72,653.84 76,286.53 80,100.86 84,105.90 88,311.20 Building Inspector I 26 Hourly 35.80 37.59 39.47 41.45 43.52 Attachment 2
Council Agenda 6-17-2025 9.G-42
City of Pismo Beach Schedule B
Salary Table
5% between steps
Effective July 2026
PT26 Bi-weekly 2,864.24 3,007.45 3,157.82 3,315.71 3,481.50 Monthly 6,205.85 6,516.14 6,841.95 7,184.05 7,543.25
Annual 74,470.18 78,193.69 82,103.38 86,208.55 90,518.97 Information Technology Technician 27 Hourly 36.70 38.53 40.46 42.48 44.61 Lead Water Systems Operator Bi-weekly 2,935.84 3,082.64 3,236.77 3,398.61 3,568.54 PT27 Monthly 6,360.99 6,679.04 7,013.00 7,363.65 7,731.83 Annual 76,331.94 80,148.54 84,155.96 88,363.76 92,781.95 Assistant Planner 29 Hourly 38.56 40.48 42.51 44.63 46.86 Lead Wastewater Operator Bi-weekly 3,084.47 3,238.69 3,400.63 3,570.66 3,749.19 Regulatory Compliance Coordinator Monthly 6,683.02 7,017.17 7,368.03 7,736.43 8,123.25 PT29 Annual 80,196.24 84,206.06 88,416.36 92,837.18 97,479.04 Building Inspector II 30 Hourly 39.52 41.50 43.57 45.75 48.04 PT30 Bi-weekly 3,161.58 3,319.66 3,485.64 3,659.93 3,842.92 Monthly 6,850.10 7,192.60 7,552.23 7,929.84 8,326.33
Annual 82,201.15 86,311.21 90,626.77 95,158.11 99,916.01 Building Inspector/Plans Examiner 33 Hourly 42.56 44.69 46.92 49.27 51.73 PT33 Bi-weekly 3,404.68 3,574.91 3,753.66 3,941.34 4,138.41 Monthly 7,376.80 7,745.64 8,132.93 8,539.57 8,966.55
Annual 88,521.65 92,947.73 97,595.12 102,474.87 107,598.62 Attachment 2
Council Agenda 6-17-2025 9.G-43
City of Pismo Beach Schedule C
Salary Table
5% between steps
Effective July 2027
Classification Title Range #Period Step A Step B Step C Step D Step E Office Assistant I 7 Hourly 23.07 24.22 25.43 26.70 28.04 PT7 Bi-weekly 1,845.41 1,937.68 2,034.57 2,136.30 2,243.11 Monthly 3,998.39 4,198.31 4,408.23 4,628.64 4,860.07
Annual 47,980.71 50,379.75 52,898.73 55,543.67 58,320.85 Office Assistant II 11 Hourly 25.46 26.74 28.07 29.48 30.95 PT11 Bi-weekly 2,036.99 2,138.84 2,245.78 2,358.07 2,475.97 Monthly 4,413.48 4,634.15 4,865.86 5,109.15 5,364.61
Annual 52,961.73 55,609.81 58,390.30 61,309.82 64,375.31 Maintenance Worker I 13 Hourly 26.75 28.09 29.49 30.97 32.52 PT13 Bi-weekly 2,140.11 2,247.12 2,359.47 2,477.45 2,601.32 Monthly 4,636.91 4,868.76 5,112.19 5,367.80 5,636.19
Annual 55,642.91 58,425.06 61,346.31 64,413.63 67,634.31 Assistant Mechanic 14 Hourly 27.42 28.79 30.23 31.74 33.33 PT14 Bi-weekly 2,193.61 2,303.30 2,418.46 2,539.38 2,666.35 Monthly 4,752.83 4,990.47 5,240.00 5,502.00 5,777.10
Annual 57,033.99 59,885.69 62,879.97 66,023.97 69,325.17 Administrative Assistant 15 Hourly 28.11 29.51 30.99 32.54 34.16 PT15 Bi-weekly 2,248.46 2,360.88 2,478.92 2,602.87 2,733.01 Monthly 4,871.65 5,115.24 5,371.00 5,639.55 5,921.52
Annual 58,459.84 61,382.83 64,451.97 67,674.57 71,058.30 Parking Enforcement Technician 16 Hourly 28.81 30.25 31.76 33.35 35.02 PT16 Bi-weekly 2,304.67 2,419.90 2,540.90 2,667.94 2,801.34 Monthly 4,993.44 5,243.12 5,505.27 5,780.54 6,069.56
Annual 59,921.33 62,917.40 66,063.27 69,366.43 72,834.76 Accounting Clerk 17 Hourly 29.53 31.00 32.56 34.18 35.89 PT17 Bi-weekly 2,362.28 2,480.40 2,604.42 2,734.64 2,871.37 Monthly 5,118.28 5,374.19 5,642.90 5,925.05 6,221.30
Annual 61,419.37 64,490.34 67,714.85 71,100.59 74,655.62 Water Systems Operator I 18 Hourly 30.27 31.78 33.37 35.04 36.79 PT18 Bi-weekly 2,421.34 2,542.41 2,669.53 2,803.00 2,943.15 Monthly 5,246.24 5,508.55 5,783.98 6,073.18 6,376.83
Annual 62,954.85 66,102.59 69,407.72 72,878.11 76,522.01 Police Records Technician 19 Hourly 31.02 32.57 34.20 35.91 37.71 Wastewater Plant Operator I Bi-weekly 2,481.87 2,605.97 2,736.27 2,873.08 3,016.73 PT19 Monthly 5,377.39 5,646.26 5,928.58 6,225.01 6,536.26 Annual 64,528.72 67,755.16 71,142.92 74,700.06 78,435.07 Recreation Coordinator 20 Hourly 31.80 33.39 35.06 36.81 38.65 PT20 Bi-weekly 2,543.92 2,671.12 2,804.67 2,944.91 3,092.15 Monthly 5,511.83 5,787.42 6,076.79 6,380.63 6,699.66
Annual 66,141.94 69,449.04 72,921.49 76,567.56 80,395.94 Accounting Technician 21 Hourly 32.59 34.22 35.93 37.73 39.62 Administrative Secretary Bi-weekly 2,607.52 2,737.89 2,874.79 3,018.53 3,169.46 Permit Technician Monthly 5,649.62 5,932.11 6,228.71 6,540.15 6,867.15 Maintenance Worker II Annual 67,795.49 71,185.26 74,744.53 78,481.75 82,405.84 PT21
Code Enforcement Officer 23 Hourly 34.24 35.96 37.75 39.64 41.62 Lead Police Records Technician Bi-weekly 2,739.52 2,876.50 3,020.33 3,171.34 3,329.91 Water Systems Operator II Monthly 5,935.64 6,232.42 6,544.04 6,871.24 7,214.80 PT23 Annual 71,227.64 74,789.02 78,528.47 82,454.89 86,577.64 Engineering Technician 24 Hourly 35.10 36.86 38.70 40.63 42.66 Executive Assistant Bi-weekly 2,808.01 2,948.41 3,095.83 3,250.63 3,413.16 Executive Assistant Confidential Monthly 6,084.03 6,388.23 6,707.64 7,043.02 7,395.17 Fleet Mechanic Annual 73,008.33 76,658.74 80,491.68 84,516.26 88,742.08 Lead Maintenance Worker
PT24
Wastewater Plant Operator II 25 Hourly 35.98 37.78 39.67 41.65 43.73 PT25 Bi-weekly 2,878.21 3,022.12 3,173.23 3,331.89 3,498.49 Monthly 6,236.13 6,547.93 6,875.33 7,219.10 7,580.05
Annual 74,833.53 78,575.21 82,503.97 86,629.17 90,960.63 Building Inspector I 26 Hourly 36.88 38.72 40.66 42.69 44.82 Attachment 2
Council Agenda 6-17-2025 9.G-44
City of Pismo Beach Schedule C
Salary Table
5% between steps
Effective July 2027
PT26 Bi-weekly 2,950.17 3,097.68 3,252.56 3,415.19 3,585.95 Monthly 6,392.03 6,711.63 7,047.21 7,399.57 7,769.55
Annual 76,704.37 80,539.59 84,566.57 88,794.90 93,234.64 Information Technology Technician 27 Hourly 37.80 39.69 41.67 43.76 45.94 Lead Water Systems Operator Bi-weekly 3,023.92 3,175.12 3,333.87 3,500.57 3,675.60 PT27 Monthly 6,551.83 6,879.42 7,223.39 7,584.56 7,963.79 Annual 78,621.98 82,553.08 86,680.74 91,014.77 95,565.51 Assistant Planner 29 Hourly 39.71 41.70 43.78 45.97 48.27 Lead Wastewater Operator Bi-weekly 3,177.01 3,335.86 3,502.65 3,677.78 3,861.67 Regulatory Compliance Coordinator Monthly 6,883.52 7,227.69 7,589.08 7,968.53 8,366.96 PT29 Annual 82,602.22 86,732.33 91,068.95 95,622.39 100,403.51 Building Inspector II 30 Hourly 40.71 42.74 44.88 47.12 49.48 PT30 Bi-weekly 3,256.43 3,419.26 3,590.22 3,769.73 3,958.22 Monthly 7,055.61 7,408.39 7,778.81 8,167.75 8,576.13
Annual 84,667.28 88,900.64 93,345.67 98,012.95 102,913.60 Building Inspector/Plans Examiner 33 Hourly 43.84 46.03 48.33 50.74 53.28 PT33 Bi-weekly 3,506.82 3,682.16 3,866.27 4,059.59 4,262.57 Monthly 7,598.12 7,978.02 8,376.92 8,795.77 9,235.56
Annual 91,177.40 95,736.26 100,523.08 105,549.23 110,826.69 Attachment 2
Council Agenda 6-17-2025 9.G-45