PISMO BEACH CITY COUNCIL STAF REPOR
Agenda Item #9.H
Meetin Date: pril 7, 2026
TITLE:
Side Letter Agreements to the Memoranda of Understanding with Pismo Beach Police Officers Association and Service Employees International Union AFL-CIO, Local 620, and Non-Represented Part-Time and Full-Time Employee Wage and Benefits Resolutions
RECOMMENDATION:
Adopt a Resolution approving:
1. A Side Letter Agreement to the Memorandum of Understanding with the Pismo Beach Police Officers Association (POA);
2. A Side Letter Agreement to the Memorandum of Understanding with the Service Employees International Union AFL-CIO, Local 620 (SEIU);
3. A Side Letter Agreement to the Non-Represented Employees Part-Time Wage and Benefits Resolution; and
4. A Side Letter Agreement to the Non-Represented Employees Full-Time Wage and Benefits Resolution,
for the period of July 1, 2025, through June 30, 2028.
DISCUSSION:
On June 3, 2025, and June 17, 2025, respectively, the City Council adopted Resolutions R-2025-033, R-2025-041, R-2025-032, and R-2025-043, approving three-year Memoranda of Understanding with the Pismo Beach Police Officers Association, Service Employees International Union, Local 620, and wage and benefits resolutions for Non- Represented Part-Time and Full-Time employees for the period of July 1, 2025, through June 30, 2028.
Updated Job Classifications
While the labor agreements were approved in June 2025, the City continued work on its citywide classification study. On December 2, 2025, the City Council adopted Resolution R-2025-081 officially adopting the updated job classifications associated with the completed study, resulting in position titles that are not yet reflected in the current agreements. To address this, side letters are needed to amend the labor agreements for the affected bargaining groups. Updates to the representational unit language will ensure alignment between classifications, salary schedules, and bargaining unit designations.
These revisions are administrative in nature and serve to maintain consistency across governing documents.
PERL Compliance
Additionally, as part of ongoing compliance review efforts by California Public Employees' Retirement System (CalPERS), public agencies are required to ensure that compensation Council Agenda 4-7-2026 9.H-1
practices and governing documents align with the Public Employees’ Retirement Law (PERL) and established pension reporting requirements.
In response, the City conducted a review of its current labor agreements across all bargaining groups and identified provisions requiring modification to provide consistency with current regulations. This proactive effort is intended to address discrepancies with the PERL and maintain ongoing compliance while minimizing the risk of penalties or retroactive adjustments.
Within the City’s labor agreements, certain compensation practices related to specialty pay require amendment to ensure compliance with CalPERS reporting requirements.
Specifically, pensionable forms of compensation must be reported in the same pay period in which they are earned. The City’s current practice for administering some specialty pay does not consistently align with this requirement. As a result, updates are necessary to standardize the timing of these payments to ensure accurate reporting and improve payroll system efficiency.
Meet-and-Confer Process
The City has completed the meet-and-confer process with the affected recognized employee organizations regarding the proposed updates. Both parties have reached agreement on the terms reflected in the side letters. Additionally, applicable updates for non-represented employee group resolutions have been reviewed and incorporated consistent with these changes.
Conclusion and Recommendation
Staff recommends that the City Council adopt resolution (Attachment 1) approving the Police Officers Association MOU Side Letter agreement (Attachment 2); the Service Employees International Union AFL-CIO Local 620 MOU Side Letter agreement (Attachment 3); Non-Represented Part-Time Resolution Side Letter agreement (Attachment 4); and the Non-Represented Full-Time Side Letter agreement (Attachment 5).
FISCAL IMPACT:
There is no fiscal impact associated with adopting the attached resolution, as this is an administrative change to comply with updated regulations.
ATTACHMENTS:
1. Resolution
2. Side Letter Agreement to the MOU with POA
3. Side Letter Agreement to the MOU with SEIU
4. Side Letter Agreement to the Non-Represented Part-Time Resolution
5. Side Letter Agreement to the Non-Represented Full-Time Resolution Council Agenda 4-7-2026 9.H-2
Prepared by:
Bianka Buchanan, Human resources Officer
Submitted by:
Silas Clarke, Assistant City Manager
City Manager Approval:
Council Agenda 4-7-2026 9.H-3
RESOLUTION NO. R-2026-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PISMO BEACH, CALIFORNIA 1. APPROVING A SIDE LETTER AGREEMENT TO THE
MEMORANDUM OF UNDERSTANDING WITH THE PISMO BEACH POLICE OFFICERS ASSOCIATION (POA); 2. APPROVING A SIDE LETTER AGREEMENT
TO THE MEMORANDUM OF UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION AFL-CIO, LOCAL 620 (SEIU); 3. APPROVING A SIDE
LETTER AGREEMENT TO THE NON-REPRESENTED EMPLOYEES PART-TIME WAGE AND BENEFITS RESOLUTION; AND 4. APPROVING A SIDE LETTER
AGREEMENT TO THE NON-REPRESENTED EMPLOYEES FULL-TIME WAGE AND BENEFITS RESOLUTION, FOR THE PERIOD OF JULY 1, 2025, THROUGH JUNE 30, 2028
WHEREAS, a Memorandum of Understanding (MOU) is the collective bargaining agreement between respective recognized bargaining groups; and WHEREAS, on June 3, 2025, and June 17, 2025, respectively, the City Council adopted three-year MOUs with the Pismo Beach Police Officers Association and the Service Employees International Union Local 620 for the period of July 1, 2025, through June 30, 2028 (Fiscal Years 2026, 2027, and 2028); and
WHEREAS, for Non-Represented Part-Time and Full-Time Employee’s, wage and benefits are established by resolution; and
WHEREAS, on June 17, 2025, the City Council adopted resolutions approving three-year schedules of wages and benefits for Part-Time and Full-Time Non-Represented employees, effective July 1, 2025, through June 30, 2028 (Fiscal Years 2026, 2027, and 2028); and
WHEREAS, Side Letter Agreements are proposed to revise language applicable to representational units to ensure alignment with the adopted citywide Classification Study, applicable IRS regulations, and pensionable compensation requirements in compliance with California Public Employees' Retirement System (CalPERS) and Public Employees’ Retirement Law (PERL) rules.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Pismo Beach hereby approves:
1.A Side Letter Agreement to the Memorandum of Understanding with the Pismo Beach Police Officers Association (POA) for July 1, 2025, through June 30, 2028, in substantially the form attached to staff’s report dated April 7, 2026;
2.A Side Letter Agreement to the Memorandum of Understanding with the Service Employees International Union AFL-CIO, Local 620 (SEIU) for July 1, 2025, through June 30, 2028, in substantially the form attached to staff’s report dated April 7, 2026;
Attachment 1
Council Agenda 4-7-2026 9.H-4
3.A Side Letter Agreement to the Non-Represented Employees Part-Time Wage and Benefits Resolution for July 1, 2025, through June 30, 2028, i n substantially the form attached to staff’s report dated April 7, 2026; and
4.A Side Letter Agreement to the Non-Represented Employees Full-Time Wage and Benefits Resolution for July 1, 2025, through June 30, 2028, in substantially the form attached to staff’s report dated April 7, 2026.
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 7th day of April 2026, 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
Attachment 1
Council Agenda 4-7-2026 9.H-5
SIDE LETTER AGREEMENT BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED “CITY”)
AND
PISMO BEACH POLICE OFFICERS ASSOCIATION
(HEREINAFTER CALLED “POA”)
WHEREAS, the City and POA have an existing Memorandum of Understanding from July 1, 2025, through June 30, 2028; and
WHEREAS, the City and POA have met and conferred regarding several updates needed to the current POA MOU; and
WHEREAS, the City implemented a city-wide classification study which included a proposed title change to one POA job position; and
WHEREAS, the POA agreed with the recommended title change and to amend the MOU representational unit section to reflect this update; and
WHEREAS, the City and POA also met and conferred regarding MOU language that is inconsistent and out of compliance with CalPERS reporting regulations and requirements regarding extra compensation and uniform allowance payment; and
WHEREAS, the requirement for payment of pension-reportable extra compensation, as well as uniform allowance, is to provide payment every pay period as it is earned; and WHEREAS, by implementing this requirement for reporting extra compensation and uniform allowance to be every pay period as earned, no POA employee will be negatively impacted, annual amounts will remain the same, and if applicable, the City will round up to the nearest cent to ensure there is no net loss; and
WHEREAS, the City and POA agree with the recommendation to implement reporting of extra compensation and uniform allowance payments every pay period as earned; and WHEREAS, all other terms and conditions as negotiated and outlined in the POA MOU remain in effect; and
WHEREAS, if adopted by the City Council, these changes shall become effective with the first full pay period beginning April 20, 2026; and
NOW THEREFORE, the City and POA hereby agree to amend the following sections of the Memorandum of Understanding (MOU) to reflect the updated job position title, as well as updated compliance language for payment of extra compensation and uniform allowance. [the following paragraph to be added as amended]
Attachment 2
Council Agenda 4-7-2026 9.H-6
ARTICLE 1. REPRESENTATIONAL UNIT
It is recognized pursuant to the City's employer-employee relations Resolution #R-85-8, that the POA 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 Police Unit (“Unit”). Classifications represented include:
• Sworn Employees: Police Officer, Police Corporal, and Police Sergeant. • Non-sworn Employees: Police Support Service Supervisor, Public Safety Dispatcher, Senior Public Safety Dispatcher, Property and Evidence Technician, and Community Service Technician.
ARTICLE 8. SALARY ADJUSTMENT
Classifications represented by the Union are currently assigned to the salary ranges on the attached salary schedule (Schedule “A”) as indicated below.
CLASSIFICATION SALARY RANGE
Property and Evidence Technician
Police Officer
ARTICLE 13. EXTRA COMPENSATION
13.A. POST Educational Incentive Program
Purpose: The purpose of the educational incentive program is to motivate unit employees to achieve higher educational and professional law enforcement-related standards and enhance career development. Additionally, this program is predicated upon a combination of appropriate educational training and experience as established by standards set forth by the State of California Commission on Peace Officer Standards and Training (POST).
Compensation: Unit members who possess a POST Intermediate Certificate shall receive two hundred fifty dollars ($250) per month above their base salary.
Unit members who possess a POST Advanced Certificate shall receive four hundred fifty dollars ($450) per month above their base salary.
Attachment 2
Council Agenda 4-7-2026 9.H-7
Intermediate and Advanced POST certification pay will be paid out on a twenty-four (24) pay period schedule.
The full monthly amount for Intermediate and Advanced POST certification pay shall be distributed in equal payments for every pay period as earned. Unit employees holding an Intermediate POST certification shall receive payment of $115.40 per pay period as earned. Unit employees holding an Advanced POST Certification shall receive payment of $207.70 per pay period as earned.
13.B. Special Duty Assignments
13.B.1. Motorcycle Duty
Purpose: The purpose of the motorcycle duty assignment is to provide the Police Department with selected qualified unit employees who are responsible for performing selected traffic enforcement, direction, and control.
Unit employees assigned to motorcycle duty must demonstrate a proficiency to operate a motorcycle as required by management, and will be required to obtain and maintain specialized skills which are unique to motorcycle duty.
Compensation: Unit employees who are assigned to motorcycle duty will receive extra compensation in the amount of two hundred fifty dollars ($250) per month above the base salary. The full monthly amount shall be distributed in equal payments of $115.40 per pay period as earned.
This extra compensation is granted in recognition of the assigned duties and responsibilities of the motorcycle duty assignment, including any time spent taking the motorcycle home and on maintenance and cleaning performed by the employee on the motorcycle.
13.B.2. K-9 Duty
Purpose: The purpose of the K-9 program is to enhance general and specialized law enforcement patrol through the efficient use of canine service teams in the areas of crime prevention, crime suppression, criminal field investigation, officer/public safety, and community relations, with minimal commitment of additional resources.
Compensation: Unit employees who are assigned to K-9 Duty shall receive extra compensation in the amount of two hundred fifty dollars ($250) per month above the base salary. The full monthly amount shall be distributed in equal payments of $115.40 per pay period as earned.
This compensation is granted in recognition of the assigned duties and responsibilities of the K-9 assignment including any time spent by the employee on- or off-duty in the care and maintenance of assigned animals.
Time off for the K-9 assignment will be pursuant to Department directive.
13.B.3. Special Weapons and Tactics (“SWAT Team”) Duty
Purpose: The purpose of SWAT Team special duty is to prepare for situations when Special Weapons and Tactics may be needed, and be a part of the Regional SWAT Team.
Attachment 2
Council Agenda 4-7-2026 9.H-8
Compensation: The Police Chief will assign up to four (4) unit employees to SWAT Team Duty.
Unit employees so assigned shall receive extra compensation in the amount of seventy-five dollars ($75) per month above their base salary during said assignment. The full monthly amount shall be distributed in equal payments of $34.62 per pay period as earned. This compensation is contingent upon the assigned officer being a member in good standing on the Regional Swat Team.
13.B.6. Bilingual Pay
Those City employees who assist non-English speaking persons who are having difficulties conducting business with the City and who are called upon to provide their assistance, shall receive one hundred dollars ($100) per month for their special work assignment following their designation by the City Manager. The full monthly amount shall be distributed in equal payments of $46.16 per pay period as earned. Bilingual Pay will be considered for proficiency in a foreign language that will meet the needs of the City’s residence and visitors. Such designated employees shall be required to demonstrate their knowledge of and competence in a specified foreign language through a certification process to the satisfaction of the City Manager.
13.B.7. Emergency Medical Dispatcher (EMD) Pay
An emergency medical dispatcher is a professional telecommunicator, tasked with the gathering of information related to medical emergencies, the provision of assistance and instructions by voice, prior to the arrival of emergency medical services, and the dispatching and support of EMS resources responding to an emergency call. Employees holding a valid EMD certification will receive one hundred dollars ($100) per month while maintaining their certification. The full monthly amount shall be distributed in equal payments of $46.16 per pay period as earned.
13.B.8. Bicycle Duty
Purpose: Unit employees assigned to bicycle duty must demonstrate a proficiency to operate a bicycle as required by management and will be required to obtain and maintain specialized skills which are unique to bicycle duty.
Compensation: Unit employees who are assigned to bicycle duty will receive extra compensation in the amount of two hundred fifty dollars ($250) per month above the base salary. The full monthly amount shall be distributed in equal payments of $115.40 per pay period as earned.
This extra compensation is granted in recognition of the assigned duties and responsibilities of the bicycle duty assignment, including any time spent taking the bicycle home and on maintenance and cleaning performed by the employee on the bicycle.
13.B.9. Detective Duty
Purpose: Unit employees assigned to detective investigate complex cases which require additional training and expertise, which are unique to the detective duty assignment.
Attachment 2
Council Agenda 4-7-2026 9.H-9
Compensation: Unit employees who are assigned to detective duty will receive extra compensation in the amount of two hundred fifty dollars ($250) per month above the base salary. The full monthly amount shall be distributed in equal payments of $115.40 per pay period as earned.
This extra compensation is granted in recognition of the assigned duties and responsibilities of the detective duty assignment.
ARTICLE 22. UNIFORM ALLOWANCE
22.C. Uniform Allowances for Full-Time POA Sworn and Non-Sworn Personnel
1. Non-sworn unit members will receive an annual uniform allowance of seven hundred dollars ($700). Effective July 1, 2027, the annual uniform allowance for full-time non-sworn personnel shall be increased to eight hundred dollars ($800) per year. The first payment in July 2027 following the uniform allowance increase will be prorated adjusted accordingly.
2. Sworn unit members will receive an annual uniform allowance of one thousand two hundred dollars ($1,200). Effective July 1, 2027, the annual uniform allowance for sworn personnel shall be increased to one thousand three hundred dollars ($1,300) per year. The first payment in July 2027 following the uniform allowance increase will be prorated adjusted accordingly.
3. New Hires: Uniform allowance for new hires, both sworn and non-sworn, will be processed in the first payroll check. The City will not purchase uniforms for sworn or non-sworn staff in lieu of the advanced uniform allowance. New officers are required to purchase uniforms in advance of their first day. New dispatch staff will be required to have their uniforms within thirty (30) days of the hire date. The initial advanced uniform allowance is to last for one (1) full calendar year.
After the initial year, employees will receive uniform allowance per pay period as earned. employees will be eligible to receive uniform allowance in June and December.
4. Regular Employees: The annual uniform allowances for both sworn and non-sworn personnel shall be made in two (2) equal retroactive payments of 50% of the annual allowance and shall occur in December and June. Payments are for the previous six (6) months of employment; July through December will be paid in December; January through June will be paid in June. distributed in equal payments for every pay period as earned. a. Non-sworn unit members will receive $26.94 per pay period as earned. The first payment in July 2027, following the uniform increase will be adjusted to $30.78 per pay period as earned.
b. Sworn unit members will receive $46.16 per pay period as earned. The first payment in July 2027, following the uniform increase will be adjusted to $50.00 per pay period as earned.
5. Unit employees assigned to color guard are required to provide their own Class A uniform. The Department shall provide equipment required for the position, including a hat and shoes.
Equipment purchased by the department shall be returned for future use when a unit member is no longer participating in the color guard.
Attachment 2
Council Agenda 4-7-2026 9.H-10
This Side Letter Agreement identifies those articles, sections, and subsections of the Memorandum of Understanding between the City and the POA that the parties have mutually agreed to revise. All other terms of the Memorandum of Understanding remain in full force and effect.
CITY OF PISMO BEACH Representative PISMO BEACH POLICE OFFICERS ASSOCIATION Representative
_______________________________ __________________________________ Date: ___________ Date: ___________
Attachment 2
Council Agenda 4-7-2026 9.H-11
SIDE LETTER AGREEMENT BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED “CITY”)
AND
SERVICE EMPLOYEES INTERNATIONAL UNION AFL-CIO (SEIU), LOCAL 620 (HEREINAFTER CALLED “SEIU”)
WHEREAS, the City and SEIU have an existing Memorandum of Understanding from July 1, 2025, through June 30, 2028; and
WHEREAS, the City and SEIU have met and conferred regarding the implementation of the city-wide classification study, including proposed title changes to various SEIU positions and agree with the recommended changes; and
WHEREAS, the City and SEIU also met and conferred regarding MOU language that is inconsistent and out of compliance with CalPERS reporting regulations and requirements regarding pension-reportable uniform allowance payment; and
WHEREAS, the requirement for payment of pension-reportable uniform allowance is to provide payment every pay period as it is earned; and
WHEREAS, by implementing this requirement for reporting uniform allowance, no SEIU employee will be negatively impacted, annual amounts will remain the same, and if applicable, the City will round up to the nearest cent to ensure there is no net loss; and
WHEREAS, the City and SEIU agree to amend reporting of uniform allowance to be every pay period as earned; and
WHEREAS, all other terms and conditions as negotiated and outlined in the SEIU MOU remain in effect; and
WHEREAS, if adopted by the City Council, these changes shall become effective with the first full pay period beginning April 20, 2026; and
NOW THEREFORE, the City and SEIU hereby agree to modify the following sections of the Memorandum of Understanding (MOU) to reflect the new position titles, as well as amend the uniform allowance language to reflect updated compliance language.
[the following paragraph to be added as amended]
Attachment 3
Council Agenda 4-7-2026 9.H-12
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
• Senior Administrative Assistant
• Assistant Planner
• Building Inspector / Plans Examiner
• Building Inspector I / II
• Permit Technician
• Code Compliance Inspector
• Engineering Technician
• Executive Assistant (General)
• Fleet Mechanic I
• Fleet Mechanic II
• Information Technology Specialist
• Maintenance Worker I / II / Lead
• Office Assistant I / II
• Parking Enforcement Technician
• Police Records Technician
• Senior Police Records Technician
• Recreation Coordinator
• Regulatory Compliance Coordinator
• Wastewater Plant Operator / Mechanic
• Wastewater Plant Operator I / II / Lead
• Water Systems Operator I / II / Lead
Article 13. Salary Adjustment
13.A Salary Ranges
Classifications represented by the Union shall be assigned to the salary ranges on the attached salary schedule (Schedule A, B, and C).
CLASSIFICATION
• Accounting Clerk
• Accounting Technician
• Administrative Assistant
• Senior Administrative Assistant
• Assistant Planner
Attachment 3
Council Agenda 4-7-2026 9.H-13
• Building Inspector I
• Building Inspector II
• Building Inspector/Plans Examiner
• Permit Technician
• Code Compliance Inspector
• Engineering Technician
• Executive Assistant (General)
• Fleet Mechanic I
• Fleet Mechanic II
• Information Technology Specialist
• Regulatory Compliance Coordinator
• Maintenance Worker I
• Maintenance Worker II
• Lead Maintenance Worker
• Office Assistant I
• Office Assistant II
• Parking Enforcement Technician
• Police Records Technician
• Senior 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.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 Compliance Inspector: 7.5%
• Information Technology Specialist: 7.5%
• Parking Enforcement Technician: 5.0%
• Police Records Technician: 2.5%
• Senior 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%
Attachment 3
Council Agenda 4-7-2026 9.H-14
•Water Systems Operator II: 2.5%
•Lead Water Systems Operator: 2.5%
Article 33. UNIFORM ALLOWANCE
33.B Clothing Allowance for Police Records Technicians
For the Police Records Technician series, the City shall go from the present practice of providing uniforms, to giving a provide an annual uniform allowance of seven hundred dollars ($700) per-fiscal- year allowance to SEIU employees in the classification, 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. The allowance shall be distributed in equal payments of $26.94 per pay period as earned.
This Side Letter Agreement identifies those articles, sections, and subsections of the Memorandum of Understanding between the City and the SEIU that the parties have mutually agreed to revise. All other terms of the Memorandum of Understanding remain in full force and effect.
CITY OF PISMO BEACH Representative SERVICE EMPLOYEES INTERNATIONAL UNION, LOCAL 620
SEIU Local 620 Representative
_______________________________ __________________________________ Date: ___________ Date: ___________
__________________________________
Date: ___________
Attachment 3
Council Agenda 4-7-2026 9.H-15
SIDE LETTER AGREEMENT BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED “CITY”)
AND
PART-TIME NON-REPRESENTED EMPLOYEES
(HEREINAFTER CALLED “PT NON-REP”)
WHEREAS, the City and PT Non-Rep have an existing Resolution from July 1, 2025, through June 30, 2028; and
WHEREAS, the City discovered language within the PT NON-REP Resolution that is inconsistent and out of compliance with CalPERS reporting regulations and requirements regarding Uniform Allowance payment; and
WHEREAS, the requirement for Uniform Allowance is to provide payment every pay period as it is earned; and
WHEREAS, by implementing this requirement for reporting Uniform Allowance to be every pay period as earned, the City will come into compliance with CalPERS reporting requirements; and WHEREAS, no PT NON-REP employee will be negatively impacted, annual amounts will remain the same, and if applicable, the City will round up to the nearest cent to ensure there is no net loss; and WHEREAS, if adopted by the City Council, these changes shall become effective with the first full pay period beginning April 20, 2026; and
NOW THEREFORE, City hereby agrees to modify the following section of the Part-Time Non-Represented Resolution (PT Non-Rep):
[the following paragraph to be added as amended]
Attachment 4
Council Agenda 4-7-2026 9.H-16
SECTION 4. UNIFORM AND BOOT ALLOWANCE
Part Time employees classified as Temporary Police Officers, Reserve Officers, or Public Safety Dispatchers must wear a Police Department-defined uniform. A uniform allowance will be provided to an employee for the purchase, replacement and cleaning of uniforms.
Non-sworn personnel will receive four hundred dollars ($400) annually and sworn personnel will receive five hundred dollars ($500) annually. The annual uniform allowances for both sworn and non-sworn personnel shall be distributed in equal payments for every pay period as earned. Part-time non-sworn shall receive a payment of $15.40 per pay period as earned. Part-time sworn shall receive a payment of $19.24 per pay period as earned.
Police Recruits sponsored by the City to attend the Police Academy shall receive one thousand two hundred dollars ($1,200.00) for uniform allowance, payable on their first payroll check. Uniform allowance for Police Recruits is to last for one full calendar year, irrespective of what bargaining unit they fall within, and consistent with Article 22 of the POA MOU. Effective July 1, 2027, the uniform allowance will increase to one thousand three hundred dollars ($1,300.00), consistent with the increase for POA.
Part time employees deemed by their Department Head as meeting or exceeding the requirements for Title 8 California Code of Regulations, Section 3385 Foot Protection shall be eligible to receive a pair of safety shoes with an allowance up to a maximum cost of $150 not more than once per year and based on “fair wear and tear” of existing shoes. Safety shoes and replacements must be approved by the Department Head and meet the American National Standards Institute requirements, and the City of Pismo Beach’s Footwear Safety Boot Policy (AP-HR-004).
This Side Letter Agreement identifies those articles, sections, and subsections of the Part-Time Resolution between the City and the PT Non-Rep. All other terms of the Resolution remain in full force and effect.
CITY OF PISMO BEACH Representative
_______________________________
Date: ___________
Attachment 4
Council Agenda 4-7-2026 9.H-17
SIDE LETTER AGREEMENT BETWEEN
THE CITY OF PISMO BEACH,
CALIFORNIA
(HEREINAFTER CALLED “CITY”)
AND
FULL-TIME NON-REPRESENTED EMPLOYEES
(HEREINAFTER CALLED “FT NON-REP”)
WHEREAS, the City and FT Non-Rep have an existing Resolution from July 1, 2025, through June 30, 2028; and
WHEREAS, the City implemented a city-wide classification study which included proposed title changes to several FT NON-REP job positions; and
WHEREAS, the City recommends amending the FT NON-REP Resolution to reflect the updated job titles; and
WHEREAS, the City also learned that language within the FT NON-REP Resolution is inconsistent and out of compliance with CalPERS reporting regulations and requirements regarding payment of POST Educational Incentive Program; and
WHEREAS, the requirement for payment of pension-reportable compensation is to provide payment every pay period as it is earned; and
WHEREAS, by implementing this requirement for reporting compensation to be every pay period as earned, the City will come into compliance with CalPERS reporting requirements; and WHEREAS, no FT NON-REP employee will be negatively impacted, annual amounts will remain the same, and if applicable, the City will round up to the nearest cent to ensure there is no net loss; and WHEREAS, language for the Retiree Healthcare Trust account for the Non -Represented Management Employee group is inconsistent with allowed internal revenue service elective contribution practices and will need to be modified to come into compliance; and
WHEREAS, updating the Retiree Healthcare Trust language will not impact the intended benefit to Management employees; and
WHEREAS, if adopted by the City Council, these changes shall become effective with the first full pay period beginning April 20, 2026; and
NOW THEREFORE, City hereby agrees to modify the following section of the Full-Time Non-Represented Resolution (FT Non-Rep):
[the following paragraph to be added as amended]
Attachment 5
Council Agenda 4-7-2026 9.H-18
SECTION 1. AFFECTED EMPLOYEES
1.B. Mid-Management/Professional
These job classes are responsible for middle management tasks and/or perform more complex technical or professional tasks. Those with mid-management responsibilities oversee a major division or program area within a department. Employees are exempt from overtime pay requirements of the Fair Labor Standards Act. Unless employed on a less-than full-time basis, employees are part of the Competitive Service and have the full protection of the City’s Personnel Rules and Regulations. Job Classifications in this group include:
•Assistant Engineer
•Associate Planner
•Building Official
•Capital Projects Manager
•City Clerk
•City Engineer
•Crime Analyst
•Engineer
•Finance Manager
•Finance Supervisor
•GIS Analyst
•Human Resources Officer
•IT Manager
•Management Analyst
•Senior Management Analyst
•Planning Manager
•Police Commander
•Public Works Operations Manager
•Recreation Manager
•Senior Civil Engineer
•Senior Planner
•Tourism Coordinator
•Tourism Manager
•Utilities Manager
SECTION 6. RETIREMENT HEALTH
6.C. Establishment of a Retiree Healthcare Trust
The City shall make available to the employees represented by this Resolution 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 pre-fund their future retiree health care costs.
For all classifications within the Management Employee group of this resolution, the City will create a Retire Healthcare Trust account and shall make a monthly contribution equal to one percent (1%) of each employee’s base salary into a Retiree Healthcare Trust account. The trust and contribution requirements shall comply with the guidelines established by the Internal Revenue Service.
Attachment 5
Council Agenda 4-7-2026 9.H-19
Mid-Management/Professional and Management Safety personnel who possess a POST Management Certificate shall receive four hundred dollars ($400) compensation per month above their base salary.
The full monthly amount shall be distributed in equal payments of $184.62 per pay period as earned.
This Side Letter Agreement identifies those articles, sections, and subsections of the Full-Time Resolution between the City and the FT Non-Rep. All other terms of the Resolution remain in full force and effect.
CITY OF PISMO BEACH Representative
_______________________________
Date: ___________
SECTION 12. POST EDUCATIONAL INCENTIVE PROGRAM
12.B. Compensation
Attachment 5
Council Agenda 4-7-2026 9.H-20