1 AGREEMENT BETWEEN THE CITY OF RED BLUFF AND THE MANAGEMENT/MIDMANAGEMENT GROUP REGARDING WAGES, HOURS, AND OTHER TERMS AND
CONDITIONS OF EMPLOYMENT
1. DEFINITION OF MANAGEMENT GROUPS:
Except as otherwise noted herein, this Resolution applies to all management employment positions defined below as Management Group A and/or Management Group B.
2. DEPARTMENT HEADS:
The following positions are exempt department heads within Management Group A:
Public Works Director / Public Works Director/City Engineer Police Chief
Fire Chief
Finance Director
Community Development Director
(Note: This Resolution does not apply to Management officials or contractors serving the City under contract as an outside vendor. The terms pertaining to such contract Management are set forth in their respective contracts.)
3. CONFIDENTIAL EMPLOYEES:
The following positions are confidential employees within Management Group B:
Exempt:
Executive Assistant to the City Manager/Deputy City Clerk Human Resources Administrator
Assistant Finance Director
Non-Exempt:
Human Resources Analyst I/II
4. MID-MANAGEMENT EMPLOYEES:
The following Mid-Management positions are also included in Management Group B:
Exempt:
Assistant Public Works Director
Community Center/Recreation Department Supervisor
2 Public Works Maintenance Supervisor
Public Works Division Supervisors
Associate Engineer
Assistant Engineer II
Development Coordinator/Development Official
Grants Management Specialist
Non-Exempt:
Assistant Engineer I
Public Works Executive Assistant
Building Inspector
Code Enforcement Officer
5. EMPLOYMENT STATUS
All Management Group A (Department Heads) employees are “At Will” employees who serve at the will of the City Manager. Either the City or the Employee may terminate the employment relationship at any time with or without cause by providing written notice of same. All Management Group B employees are considered “Regular” and are covered by the provisions outlined below in sections 6, 7 & 8.
6. DISCIPLINARY ACTIONS (Management Group B Only)
• Level of Conduct. City employees are expected to maintain a high level of personal and professional conduct. Failure to perform one's duties satisfactorily, to respect the rights of the public and fellow employees, or to conform to the City's rules and regulations may result in disciplinary action up to and including termination. • Types of Discipline. Recognizing the purpose of disciplinary action is to correct errant behavior where feasible; the following shall be considered the various types and levels of discipline, which may be taken against an employee for cause:
• Non-severe Disciplinary Actions:
Oral Warning
Written Warning
• Severe Disciplinary Actions:
Short Suspension Without Pay (less than six days)
Long Suspension Without Pay (six to 30 days)
Demotion
Discharge
Salary Step Rate Reduction
3 • Appropriate Disciplinary Actions. Nothing within this Resolution shall require the City to progress through each of the levels of discipline shown above; it is recognized that certain violations warrant more severe disciplinary action even on the first offense.
• Pre-Disciplinary Notice. When City management determines that an employee has committed a violation for which severe disciplinary action is appropriate, the following procedure shall be followed:
• The employee will be given a written notice of the proposed disciplinary action stating the reasons upon which the action is based,
• The employee will be given a copy of or access to any materials upon which the charges are based,
• The employee will be given reasonable time to review the charges, materials and prepare his/her response, and
• The employee will be given the opportunity for a Skelly conference before an appropriate Skelly Officer. The employee has the right to representation at this conference..
• After considering the employee's response or lack thereof to the charges, the Skelly Officer shall recommend to the City Manager amending withdrawing or instituting the proposed disciplinary action.
• A final notice of discipline shall then be issued to the employee. • Appeals. Any disciplinary action, which involves a loss of pay because of suspension, demotion, or discharge of an employee who has successfully completed their initial probationary period, may be appealed. Less severe disciplinary actions as set forth in section 16 shall not be appealable.
7. RULES OF APPEAL (Management Group B Only)
• Right of Appeal. Any employee covered by this Agreement who has successfully completed their initial probationary period shall have the right to appeal any appealable disciplinary actions as set forth in Section 16 Severe Disciplinary Actions and Appeals to a Hearing Officer.
• Method of Appeal. Appeals shall be in writing, subscribed by the appellant, and filed with the City Manager or his designated representative, within five (5) city business days of the imposition of the appealable disciplinary action. The written request must state the reasons for appealing the disciplinary action taken. The appeal shall be a written statement addressed to the City Manager, explaining the matter appealed from and setting forth therein a statement of the action desired by 4 the appellant, with the reasons therefore. The formality of a legal pleading is not required.
• Notice and time, place and date of Hearing. The City Manager within (5) city business days shall appoint an individual not currently connected with the city or employee groups to hear the appeal. The Hearing Officer shall coordinate with the City Manager to set a time, date and place for a hearing which shall be not less than five (5) days following appointment nor more than twenty (20) city business days following the filing of the appeal. The City Manager shall notice all interested parties of the time, date and place of the hearing.
• Hearings. The appellant shall appear personally unless physically unable to do so, before the Hearing Officer and the time, date and place of the hearing. Any person or attorney may represent the appellant as they may select and may at the hearing produce on their behalf relevant oral or documentary evidence. The appellant shall state their case first and, at the conclusion, opposition matters may then be presented. Rebuttal matter, which is not repetitive, may be allowed at the discretion of the Hearing Officer. Cross-examination of witnesses shall be permitted. The conduct and decorum of the hearing shall be under the control of the Hearing Officer, with due regard to the rights and privileges of the parties appearing. Hearings need not be conducted according to technical rules relating to evidence and witnesses. Hearings shall be closed unless the appellant, in writing, requests an open hearing.
• Findings and Recommendations. The Hearing Officer within ten (10) city business days after conclusion of the hearing shall submit his findings and recommendations to the City Manager. The recommendations of the Hearing Officer are advisory only and may be accepted, rejected or modified by the City Manager. • Action by the City Manager. The City Manager shall within ten (10) city business days following receipt of the report of the Hearing Officer shall render his determination on the recommendations in writing and deliver or mail them to the appellant.
8. GRIEVANCE PROCEDURES (Management Group B Only)
• Purpose of Rule:
(a) To promote improved employer-employee relations by establishing grievance procedures on matters for which appeal or hearing is not provided by other regulations.
5 (b) To afford employees individually or through qualified employee organizations a systematic means of obtaining further considerations of problems after every reasonable effort has failed to resolve them through discussion. (c) To provide that grievances shall be settled as near as possible to the point of origin.
(d) To provide that appeals shall be conducted as informally as possible. • Matters Subject to Grievance Procedure. Any employee in the competitive service shall have the right to appeal, under this Rule, a decision affecting his/her employment over which his/her appointing power has partial or complete jurisdiction and for which appeal is not provided by other laws, regulations or is not prohibited.
• Informal Grievance Procedure. An employee who has a problem or complaint should first try to get it settled through discussion with their immediate supervisor without undue delay. If, after this discussion, they do not believe the problem has been satisfactorily resolved, they shall have the right to discuss it with their supervisor's immediate supervisor, if any, in the administrative service. Every effort should be made to find an acceptable solution by informal means at the lowest possible level of supervision. If the employee is not in agreement with the decision reached by discussion, they shall then have the right to file a formal appeal in writing within ten (10) calendar days after receiving the informal decision of their immediate superior. An informal appeal shall not be taken above the City Manager. • Formal Grievance Procedure:
(a) First Level of Review. The appeal shall be presented in writing to the employee's immediate supervisor, who shall render his/her decision and comments in writing and return them to the employee within fifteen (15) calendar days after receiving the appeal. If the employee does not agree with his/her supervisor's decision, or if no answer has been received within fifteen (15) calendar days, the employee may present the appeal in writing to his/her department head. Failure of the employee to take further action within ten (10) calendar days after receipt of the written decision of his supervisor, or within a total of twenty-five (25) calendar days if no decision is rendered, will constitute a dropping of the appeal.
(b) Department Review. The department head receiving the appeal should discuss the grievance with the employee, their representative, if any, and with other appropriate persons. The department head shall render this decision and comments in writing and return them to the employee within fifteen (15) calendar days after receiving the appeal. If the employee does not agree with the decision reached or if no answer has been received within fifteen (15) 6 calendar days, they may present the appeal in writing to the appointing power.
Failure of the employee to take further action within ten (10) calendar days after receipt of the decision, or within a total of twenty-five (25) calendar days if no decision is rendered, will constitute a dropping of the appeal. (c) City Manager. The City Manager receiving the appeal of their designated representative should discuss the grievance with the employee, their representative, if any, and with other appropriate persons. The City Manager may designate a fact-finding committee, officer not in the normal line of supervision, or Personnel Board to advise them concerning the appeal. The City Manager shall render a decision in writing to the employee within twenty (20) calendar days after receiving the appeal.
• Conduct of Grievance Procedures:
(a) The time limits specified above may be extended to a definite date by mutual agreement of the employee and the reviewer concerned.
(b) The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. (c) The employee and his/her representative may be privileged to use a reasonable amount of work time as determined by the appropriate department head in conferring about and presenting the appeal.
(d) Employees shall be assured freedom from reprisal for using the grievance procedure.
9. MANAGEMENT GROUP HOLIDAYS:
New Year’s Day (January 1st),
Martin Luther King Day (3rd Monday in January),
Presidents’ Day (3rd Monday in February),
Memorial Day (Last Monday in May),
Juneteenth (June 19th),
July 4th,
Labor Day (1st Monday in September),
Columbus Day (2nd Monday in October),
Veterans’ Day (November 11th),
Thanksgiving Day and Friday after (4th Thursday in November, 4th Friday in November),
Christmas Eve (December 24th)
Christmas Day (December 25th)
New Year’s Eve (December 31st)
7 Any day proclaimed by the President or Governor and Mayor as a Public Holiday provided the declared holiday is legally binding on the City of Red Bluff. It is understood that these paid holiday provisions may necessitate amendment from time to time, due to negotiation results with non-management regular, full-time employees.
Observance of Holidays: Holidays which occur on Saturday shall be observed on the preceding Friday. Holidays which occur on Sunday shall be observed on the following Monday.
Full-time employees shall be granted their entire workday as a compensated holiday. Employees required to be on duty on holidays shall be only those whose services are needed and required in the interest of public health, safety, or general welfare.
Non-exempt employees so required to work shall be entitled to compensatory time off (straight time) for the actual hours worked to be taken until such time as, in the discretion of the department head, the employee’s services are not required.
If a holiday falls on an employee’s regularly scheduled time off, compensatory time off shall be granted equivalent to the employee’s regularly scheduled hours.
10. COMPOSITE LEAVE/SICK LEAVE/VACATION LEAVE
Composite Leave: In 2012, the City converted the prior Composite Leave program to the vacation/sick leave policies described herein. Composite leave earned and accrued under the prior policy remains available for the employee’s use. There shall be no minimum annual required use of composite leave. Employees may use composite leave for vacation or sick time off if so requested.
SICK LEAVE:
A. Accrual rates – Full-time employees shall earn 8 hours of sick leave each month, pro-rated on a bi-weekly basis. Sick leave shall only be used in units of one (1) hour or longer. Total amount of sick leave earned/accumulated shall be unlimited.
B. Usage – sick time shall not be considered as a right, which an employee may use at his/her discretion but shall be allowed only in case of necessity for actual personal sickness or disability. Sick leave may only be used in the following cases:
8 (1) A bona fide illness or injury to the employee or family member, for preventive care or diagnosis, care or treatment of an existing health condition, or for specified purposes if you are a victim of domestic violence, sexual assault or stalking.
(2) Family members include the employee’s parent, child, spouse, registered domestic partner, grandparent, grandchild, and sibling. (3) Medical, dental, mental or eye care consultations including annual physicals or flu shots.
C. Sick Leave payoff. No employee is entitled to payment of any unused/accumulated sick leave upon separation from City employment.
Employees retiring from the City are eligible to convert unused sick leave to PERS service credit in accordance with the City’s contract with PERS.
D. Family Sick Leave. Employees may use up to 48 hours of sick leave each fiscal year because of sickness for members of his/her immediate family or baby bonding. The immediate family shall consist of the spouse, children, parents, and parents of spouse, brothers, sisters, guardians, wards or other individuals whose relationship to the employee is that of a dependent or near dependent.
In each such case the City Manager shall grant sick leave only when, in his/her opinion, the relationship of the sick person to the employee warrants such use of sick leave. In no event shall an employee be granted sick leave to oversee (baby-sit) children who are not ill.
E. Use of Composite Leave for Illness Purposes. At Employee’s discretion, previously accrued Composite Leave may be used for illness subject to the restrictions set forth herein regarding use of sick leave.
F. Doctor's Statements. The Dept. Head directly supervising the employee, and/or the City Manager shall, in any instance where deemed warranted, require that a Management Group employee submit a statement from a licensed physician setting forth the specifics which necessitate the Management Group employee's absence for illness or injury purposes and shall have the right to require examination by City-appointed medical personnel at no expense to the employee.
G. Department Head Responsibility. Department Heads and Management Group members have a responsibility to seek medical attention when there is evidence they are either too ill to work or present a hazard to themselves, coworkers, or the public.
H. Coordination with Worker's Compensation Payments and State Disability Insurance Payments. An employee receiving temporary disability payments under the Worker's Compensation Law and/or State Disability Insurance (SDI) 9 Payments and/or Paid Family Leave Payments may use accumulated Vacation Leave, Sick Leave or Composite Leave in order to continue to maintain his/her regular income. Such payments will be endorsed over to the City during this period. The intent of integration of temporary disability, SDI, or paid family leave payments with employee benefit time is to provide an employee with combined benefits equal to, but not more than, their normal rate of pay, assuming they have sufficient accumulated benefit time.
VACATION LEAVE:
Vacation Accrual Rates. Full-time employees shall earn the following annual hours of vacation credit prorated on a bi-weekly basis. Vacation leave shall only be used in units of 2 hours or longer. Vacation time may only be taken following the completion of 6 months service.
Years of Service Group A Bi-weekly Group B Bi-weekly
0 through 3 years 5.538 hrs. (144 hrs./yr.) 4.923 hrs. (128 hrs./yr.) 4 through 14 years 7.077 hrs. (184 hrs./yr.) 6.462 hrs. (168 hrs./yr.) 15 years and over 8.615 hrs. (224 hrs./yr.) 8.00 hrs. (208 hrs./yr.) Employees who are denied vacation use during the 12 months preceding reaching their maximum accumulation amount shall be given 90 calendar days following reaching said cap to use vacation before their accrual ceases.
Vacation Cash-out. Employees shall have the option to cash-out up to forty (40) hours maximum of their accrued vacation leave per fiscal year. To be eligible, employees must have a minimum balance of 100 hours in vacation bank after cashout is processed.
Maximum Accumulation. No employee shall be entitled to accumulate more unused vacation than the equivalent of that which has been earned during the preceding 24 months period. No additional credit for vacation shall be earned by an employee so long as he has to his credit accumulated unused vacation in the foregoing maximum amount.
10 Use of Vacation or Composite Leave. The times during an accrual year at which a Management Group employee may take vacation shall be determined by the City Manager and relevant Department Head with due regard for the wishes of the Management Group employee and particular regard for the needs of public services.
No paid holiday that falls during the Management Group employee’s scheduled vacation time may be charged against the employee as Composite Leave or Vacation Leave.
Payment for Vacation and Composite Leave on Separation. Any employee who separates from City employment shall be paid for all unused vacation leave and Composite Leave then on the books, if any, at the time of separation. Payment shall be made at the employee’s then current rate of pay.
BEREAVEMENT LEAVE: Not more than 40 hours of paid bereavement leave each fiscal year may be taken in case of an employee's immediate family member’s death. The immediate family shall consist of the spouse, children, parents, and parents of spouse, brothers, sisters, grandparent, grandchild, state-registered domestic partners, guardians, wards, or other individuals whose relationship to the employee is that of a dependent or near dependent.
ADMINISTRATIVE LEAVE:
(a) Upon the commencement of each fiscal year, Exempt Employees regularly required to attend City Council Meetings (Management Group A, Deputy City Clerk & Human Resources Administrator) shall be credited with 80 hours of administrative leave which must be used prior to the end of the fiscal year (i.e., no carryover of administrative leave to the following year). Employees may not accrue more than 80 hours of Administrative Leave. Administrative Leave has no cash value, and no employee is entitled to payment of any unused/accumulated Administrative Leave upon separation from City employment. (b) : Upon the commencement of each fiscal year, Exempt status employees in Management Group B as outlined in Sections 3&4 that are not required to regularly attend City Council Meetings, shall be credited with 40 hours of administrative leave which must be used prior to the end of the fiscal year (i.e., no carryover of administrative leave to the following year). Exempt Employees may not accrue 11 more than 40 hours of Administrative Leave. Non-exempt employees in Management Group B that have a hire date prior to July 1, 2023, shall retain the ability to receive a credit of 40 hours of administrative leave per fiscal year as outlined above. Administrative Leave has no cash value, and no employee is entitled to payment of any unused/accumulated Administrative Leave upon separation from City employment. Employees classified as non-exempt and have a hire date after July 1, 2023, are not entitled to Administrative Leave due to their ability to earn pay at an overtime rate.
LEAVE OF ABSENCE WITHOUT PAY: The City Manager may, at his or her discretion, grant a Management Group employee leave of absence without pay or seniority loss for not to exceed three months. No such leave shall be granted except upon written request of the employee, setting forth the reason for the request, and the approval will be in writing. Upon expiration of an approved leave or within 14 calendar days after notice to return to duty, the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration or within 14 calendar days after notice to return to duty shall be cause for discharge.
The City Council may, upon the recommendation of the City Manager, grant additional leave of absence without pay beyond the three month period.
JURY LEAVE: Every Management Group employee of the City who is called or required to serve as a trial juror shall be entitled to absent himself/herself from his/her duties with the City during the period of such service or while necessarily being present in court as a result of such call. Such absence will not result in any loss of pay.
11. PERS RETIREMENT
Each Management Employee shall pay the employee’s PERS member contribution on a pre-tax basis through a mandatory payroll deduction.
Effective January 1, 2013 PERS “Miscellaneous” employees defined by PEPRA as “new members” shall pay 50% of the total normal costs for the new “Miscellaneous” pension formula 2% @ 62, with a 3-year final compensation period. “Safety” employees defined by PEPRA as “new members” shall pay 50% of the total normal cost for the new “Safety” pension formula 2.7% @ 57, with a 3-year final compensation period.
12 “Classic Miscellaneous members,” defined as those employees hired prior to January 1, 2013, will retain the 2% @ 55 Miscellaneous PERS formula, with a 7% member contribution, with a 1 – year final compensation period and sick leave credit at retirement.
"Classic Safety (Fire) members" defined as those employees hired prior to January 1, 2013 will retain the 2% @ 50 Safety PERS formula, with a 9% member contribution, with a 1 - year final compensation period and sick leave credit at retirement. “Classic Safety (Police Tier II) members,” defined as those employees (hired between May 17, 2011 and December 31, 2012) will retain the 3% @ 55 Safety PERS formula with a 9% member contribution, with a 1-year final compensation period. “Classic Safety (Police) members,” hired prior to May 17, 2011, will retain the 3% @ 50 Safety PERS formula, with a 9% member contribution, with a 1-year final compensation period and sick leave credit at retirement.
Employee member contributions shall be on a pre-tax basis pursuant to Section 414(h)(2) of the Internal Revenue Code.
The PEPRA defines a “new member” as:
(a) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any California public retirement system.
(b) A new hire who is brought into the CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system.
(c) A member who first establish CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months.
12. HEALTH AND WELFARE
Employee Health Plan Eligibility. All regular full-time Management Employees (A&B) and the employee's dependents shall be entitled to participate in the Citysponsored Flexible Benefits Plan as established herein.
A. Eligible employees enrolling in the program within thirty (30) days following their appointment will be covered subject to contract limitations with the 13 carrier. Coverage shall commence when the employee is eligible for coverage under PERS and the health plan carriers’ rules. Employees enrolling after the thirty (30) day enrollment period will be approved only upon evidence of insurability or during open enrollment opportunities as determined by the carrier.
Description. The City of Red Bluff Flexible Benefits Plan consisting of the Tax Deferred Medical Premium option is available to all employees in regular full time positions (hereafter "employee"). There will be two (2) participation levels, identified as Core Plan and Flexible Benefit Option. Once the selection is made, it will remain in force until the current calendar year end and when a selection is made during the following year’s open enrollment period. The medical premium option will be the default option and remain in effect until and/or unless changed by the employee.
Participation Levels.
CORE PLAN
The City offers two Core Plan options as outlined below:
1. PERS Medical Plan only
2. PERS Medical Plan plus Dental & Vision Plans
When an employee selects a Core Plan, the City will pay to the Employee’s Flexible Benefit Account the following amounts based upon their selection:
Effective January 1, 2026:
Employee only: $1,014.85
Employee plus (child): $1,939.03
Employee plus (spouse): $1,922.39
Family: $2,449.17
Effective January 1, 2027:
1. PERS Medical Plan only: 85% of the premium cost of the PERS Gold medical plan in the applicable tier coverage.
14 2. PERS Medical Plan plus Dental & Vision Plans: 85% of the premium cost of the PERS Gold medical plan in the applicable tier coverage. 85% of the premium cost of the Humana Dental & VSP Vision plan in the applicable tier coverage.
Other available PERS medical plans shall only be covered up to 85% of the PERS Gold medical plan in the applicable tier coverage.
If the employee elects dental coverage, then the employee must participate in a vision plan option.
FLEXIBLE BENEFIT OPTIONS
Employees who elect not to participate in a Core Plan Option will be asked to sign a waiver and will be required to provide proof of medical insurance. They will have an opportunity to participate in the Flexible Benefit Options listed below:.
1. Effective July 1, 2026: A taxable In Lieu Payment of two hundred ($200) dollars per month.
2. Effective July 1, 2026: A taxable In Lieu Payment of two hundred ($200) dollars per month plus effective January 1, 2027: Dental & Vision Plans at 85% of the premium cost of the Humana Dental & VSP Vision plan in the applicable tier coverage paid to the Employee’s Flexible Benefit Account.
Administration.
The Flexible Benefit Option payment (In Lieu Pay) will not be paid to employees unless or until a signed waiver of medical insurance and proof of alternate coverage is on file in the Human Resources Department.
Retired Employee Options.
City agrees to pay two hundred dollars ($200) per month of a qualified retiree’s PERS medical premium in accordance with PERS regulations.
Employees who retire under the provisions of the City’s retirement contract with the Public Employees’ Retirement System (PERS) may continue to insure 15 themselves and their insured dependents for the health benefit portion of the health plan through a direct pension reduction to cover the portion of the retired employees’ premium not paid by the City’s two hundred ($200) retiree contribution.
State Disability Insurance. Management/Mid-management employees participate in the State Disability Insurance program. All premium costs are borne by the Employee.
Section 125 Plan - The City agrees to maintain the Internal Revenue Section 125 Premium Only Plan.
13. SEVERABILITY
Should any of the provisions of terms of this Resolution be determined illegal, invalid, or unenforceable by any court or governmental agency of competent jurisdiction, validity of the remaining parts, terms, or provisions, shall not be affected thereby.
14. SEVERANCE PAY
Severance pay is not mandatory and will only be granted when, in the opinion of the City Manager, it is in the best interests of the City. Department Heads (Management Group A) who are involuntarily terminated or asked to resign “without cause” for some of the following reasons:
• Inability to perform to expectations.
• Forced layoff or reduction in staffing.
• Elimination of position.
May receive severance pay in accord with their length of service as follows: the equivalent of one month of pay for 1-12 months of City service, the equivalent of two months of pay for 13-24 months of service, the equivalent of three months of pay for 25 or more months of service. Normally, severance pay, if offered, will be contingent on the departing Department Head’s agreement to waive all claims associated with City employment and the termination thereof.
Department Heads that are terminated “with cause” for such reasons as:
• Inept handling of City affairs.
• Moral turpitude.
16 • Illegal activities.
Shall not be eligible for any severance pay.
15. SALARY
Management salaries shall be in an amount set by the City Manager within the salary range established by the City Council for the applicable employment position, or as otherwise authorized by the City Council.
Effective at the beginning of the first full pay period after July 1, 2026, employees shall receive a 2% salary increase.
Effective at the beginning of the first full pay period after July 1, 2027, employees shall receive a 1.5% salary increase.
Effective at the beginning of the first full pay period after July 1, 2028, employees shall receive a 1% salary increase.
16. PREMIUM COMPENSATION
Longevity Incentive Pay: Upon completion of 10 years of service to the City, the employee shall receive a 5% salary incentive over base pay. Upon completion of 15 years of service to the City, the employee shall receive an additional 2.5% salary incentive over base pay for a total of 7.5%. Upon completion of 20 years of service to the City, the employee shall receive an additional 2.5% salary incentive over base pay for a total of 10%.
Bilingual Incentive Pay: The City authorizes Department Heads to determine whether it is valuable to the City for an employee to use bilingual skills to meet a department's responsibilities in providing direct public contact, either orally or in writing. Those employees who have been determined to possess those skills at a level valuable to the City shall be eligible to receive additional compensation in the amount of a 2.5% salary incentive over base pay increase. The City Manager shall designate the languages recognized as eligible for this incentive pay. All employees being considered for bilingual incentive pay will be tested using the Merit Systems bilingual written/oral proficiency test to determine their eligibility to receive bilingual pay. Merit Systems will grade the test, and the City will set the pass point. 17 Temporary Upgrade Incentive Pay. Any Department Head (Management Group A) temporarily assigned to Interim City Manager, shall receive Temporary Upgrade Pay effective the first day of assignment provided that the assignment lasts at least fifteen (15) calendar days. The Temporary Upgrade Pay must provide a minimum of a 10% salary increase to base salary. Temporary Upgrade Pay above 10% increase to base salary is at the discretion of the City Council.
Any Assistant Director covered under this agreement temporarily assigned to Interim Director shall receive Temporary Upgrade Pay provided that the assignment lasts beyond twenty-one (21) calendar days. The Temporary Upgrade Pay will be effective beginning on the 22nd day and must provide a minimum of a 10% salary increase to base salary.
17. TERM LIFE INSURANCE
The City agrees to provide each member of this bargaining unit term life insurance up to the amount of $50,000 at no cost to the employee. Term life insurance shall be provided by a vendor/life insurance company selected by the City and authorized to do business within the State of California.
18. DEFERRED COMPENSATION
Effective the first pay period after Council approval the City will provide a cash match up to a maximum of $100 per pay period of an employee’s deferred compensation contribution into a City sponsored plan.
19. UNIFORM ALLOWANCE
The following positions are given the following amounts each bi-weekly pay period:
(a). Police Chief shall receive $38.46.
(b). Fire Chief shall receive $38.46.
(c). Public Works Maintenance Supervisor and Division Supervisors shall receive $23.08.
20. SCHEDULES
40 hours in the City’s standard 7-day work week (five 8-hour days Saturday through Friday) shall be the default schedule. However, an alternative work schedule shall 18 be available at the discretion of the Department Head and with approval of the City Manager:
9/80 Schedule: Four 9-hour days with three days off in one week, and four 9- hour days and one 8-hour day with two days off over two consecutive workweeks. These consecutive workweeks must be within in the same pay period and equal 80 hours worked.
4/10 Schedule: Four 10-hour days within the standard 7-day work week (Saturday through Friday).
21. OVERTIME AND ACCRUED TIME OFF FOR NON-EXEMPT EMPLOYEES (a). Overtime Defined: Is that time worked by employees classified as non-exempt as authorized and directed by management, which exceeds forty (40) hours in a work week or eight (8) hours in a workday. Employees who are authorized to work an alternate work schedule such as a 9/80 schedule, shall be paid overtime after exceeding the hours set forth in their written alternate work week schedule. (b). Payment for Overtime Worked: The City shall compensate any employee classified as non-exempt at the rate of one and one-half (1 1/2) times his/her regular rate of pay (or hours worked) for all overtime hours worked. (c). Compensatory Accrued Time In Lieu of Pay: Upon request of the non-exempt employee, compensatory Accrued Time Off (ATO) may be accumulated in lieu of premium pay for overtime worked. The total of pay and/or ATO shall not exceed the equivalent of one and one-half (1 1/2) times the hours worked in an authorized overtime status. No more than eighty (80) hours of ATO may be held in the employee's "ATO Bank" at any one time.
(d). Accrued Time Off: An employee may deplete any previously earned ATO by requesting such time off in advance. Such request shall be granted unless it would cause an undue hardship to the City as determined by management. (e). No Pyramiding: There shall be no pyramiding or duplication of overtime benefits for the same hours worked.
22. TERM OF AGREEMENT
3 Year Agreement Term (July 1, 2026 – June 30, 2029)