Agenda Packet — Redding City Council, March 17, 2026 (part 3 of 3)

Packet Pg. 353 Attachment: Bid Tabulation (4.11(b)--Award Bid Schedule No. 5642 Stillwater Outfall) Packet Pg. 354
Attachment: Location Map (4.11(b)--Award Bid Schedule No. 5642 Stillwater Outfall) Packet Pg. 355
Attachment: Notice of Exemption (4.11(b)--Award Bid Schedule No. 5642 Stillwater Outfall)

CITY OF REDDING

REPORT TO THE CITY COUNCIL
Recommendation
Adopt Resolution modifying the Employment and Benefit Policies for City of Redding Unrepresented Employees, effective March 18, 2026.

Fiscal Impact
There is no fiscal impact associated with the proposed changes.

Alternative Action
City Council (Council) could decline to approve the resolution and/or provide alternative direction to staff.

Background/Analysis
The City of Redding’s (City) Employment and Benefit Policies for Unrepresented Employees include information regarding benefits and other conditions of employment for unrepresented classifications. If adopted, the resolution would modify the Employment and Benefit Policies for Unrepresented Employees as follows:
• Adoption of Layoff Procedure for Unrepresented Employees – Government code section 45100 requires that employees with higher seniority are prioritized when implementing a reduction in personnel, commonly referred to as a layoff. All of the City’s Memoranda of Understanding include language specifying the procedures which will be used in the event of a layoff, but the Employment and Benefit Policies for Unrepresented Employees is silent and provides no clear process or procedure regarding layoff or reduction in workforce.

MEETING DATE: March 17, 2026
ITEM NO. 4.15(a)
FROM:
***APPROVED BY***
[email protected] [email protected]
SUBJECT: 4.15(a)--Adopt Resolution Modifying the Employment and Benefit Policies for Unrepresented Employees, effective March 18, 2026
Kari Kibler, Personnel
Director
Packet Pg. 356
Report to Redding City Council March 10, 2026
Re: 4.15(a)--Unrep EE Policy Update Page 2
The proposed language would establish clear direction on the process for reducing staff to prevent arbitrariness in the event of a layoff. Once a position is identified for elimination, the City would be responsible to identify the employee with the least amount of seniority in the identified position. The City would then review for the same or lower paid positions the employee has previously held permanent status and offer bumping rights for any which the employee has higher seniority than an incumbent employee, repeating the process in all situations in which bumping rights are invoked by an impacted employee.
• Removal of Obsolete Benefit Provisions – The proposed changes would also eliminate prescription copayment information from the policy as they are set by the PRISM Health committee and the City is not able to guarantee that the copayments will remain at the stated amounts.

Environmental Review
This is not a project defined under the California Environmental Quality Act, and no further action is required.

Council Priority/City Manager Goals
• Government of the 21st Century – “Be relevant and proactive to the opportunities and challenges of today’s residents and workforce. Anticipate the future to make better decisions today.”
Attachments
Resolution
Redline Unrep Employment and Benefit Policies
Final Unrep Employment and Benefit Policies
Packet Pg. 357
RESOLUTION NO. 2026-____

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF REDDING

ADOPTING AMENDMENTS TO THE EMPLOYMENT AND BENEFIT

POLICIES FOR UNREPRESENTED EMPLOYEES EFFECTIVE MARCH
18, 2026
WHEREAS, staff has recommended that the Employment and Benefit Policies for Unrepresented Employees be amended, effective March 18, 2026; and
WHEREAS, the City Council deems it to be in the best interest of the City to adopt such recommendation;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Redding that the Employment and Benefit Policies for Unrepresented Employees be amended, effective March 18, 2026.

I HEREBY CERTIFY that the foregoing resolution was introduced and adopted at a regular meeting of the City Council of the City of Redding on the 17 th day of March, 2026, by the following
vote:

AYES: COUNCIL MEMBERS:

NOES: COUNCIL MEMBERS:

ABSENT: COUNCIL MEMBERS:

ABSTAIN: COUNCIL MEMBERS:
____________________________________
MIKE LITTAU, Mayor
ATTEST: FORM APPROVED:
_________________________________ ____________________________________ SHARLENE TIPTON, City Clerk CHRISTIAN CURTIS, City Attorney Packet Pg. 358 Attachment: Resolution (4.15(a)--Unrep EE Policy Update)

CITY OF REDDING

EMPLOYMENT AND BENEFIT

POLICIES
FOR

UNREPRESENTED EMPLOYEES
NOTE: Amendments to this document are effective December 20, 2023March 18, 2026.

The following employment and benefit policies are applicable to those employees not represented by a Recognized Employee Union or Association.

Packet Pg. 359 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update)

CITY OF REDDING

EMPLOYMENT AND BENEFIT POLICIES FOR UNREPRESENTED EMPLOYEES

TABLE OF CONTENTS
ARTICLE Page
ARTICLE 1: EMPLOYEE STATUS ....................................................................... 1 ARTICLE 2: COMPENSATION AND CLASSIFICATIONS .................................... 3 ARTICLE 3: HOURS AND OVERTIME................................................................ 4 ARTICLE 4: SICK LEAVE................................................................................... 6 ARTICLE 5: VACATIONS................................................................................... 7 ARTICLE 6: HOLIDAYS..................................................................................... 9 ARTICLE 7: ADMINISTRATIVE LEAVE............................................................ 10 ARTICLE 8: BEREAVEMENT LEAVE................................................................. 11 ARTICLE 9: JURY/WITNESS DUTY ................................................................ 11 ARTICLE 10: LEAVES...................................................................................... 12 ARTICLE 11: INDUSTRIAL DISABILITY......................................................... 14 ARTICLE 12: EXPENSES ................................................................................. 15 ARTICLE 13: UNIFORM ALLOWANCE............................................................. 16 ARTICLE 14: EMPLOYEE GROUP HEALTH & WELFARE INSURANCE BENEFITS ........................................................................................................................ 16 ARTICLE 15: RETIREMENT PROGRAM........................................................... 19 ARTICLE 16: CONTINUING EDUCATION ................................................... 2423 ARTICLE 17: GRIEVANCE PROCEDURE - DISCIPLINE .............................. 2423 ARTICLE 18: LAYOFF, DISPLACEMENT AND REINSTATEMENT ..................... 25 ARTICLE 19: DEFINITIONS........................................................................ 2625 ARTICLE 1: EMPLOYEE STATUS ....................................................................... 1 ARTICLE 2: COMPENSATION AND CLASSIFICATIONS .................................... 3 Packet Pg. 360 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) ARTICLE 3: HOURS AND OVERTIME................................................................ 4 ARTICLE 4: SICK LEAVE................................................................................... 6 ARTICLE 5: VACATIONS................................................................................... 7 ARTICLE 6: HOLIDAYS..................................................................................... 9 ARTICLE 7: ADMINISTRATIVE LEAVE............................................................ 10 ARTICLE 8: BEREAVEMENT LEAVE................................................................. 11 ARTICLE 9: JURY/WITNESS DUTY ................................................................ 11 ARTICLE 10: LEAVES...................................................................................... 12 ARTICLE 11: INDUSTRIAL DISABILITY......................................................... 14 ARTICLE 12: EXPENSES ................................................................................. 15 ARTICLE 13: UNIFORM ALLOWANCE............................................................. 16 ARTICLE 14: EMPLOYEE GROUP HEALTH & WELFARE INSURANCE BENEFITS ........................................................................................................................ 16 ARTICLE 15: RETIREMENT PROGRAM........................................................... 19 ARTICLE 16: CONTINUING EDUCATION ....................................................... 24 ARTICLE 17: GRIEVANCE PROCEDURE - DISCIPLINE .................................. 24 ARTICLE 18: DEFINITIONS............................................................................ 25 Packet Pg. 361 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 1 ARTICLE 1: EMPLOYEE STATUS

1.1 Employees will be designated as Council-Appointed, Administrative, Regular, Part-Time Regular, Part-Time, or Temporary, depending upon the purpose for which they are hired and their length of continuous service with the City. City Council members are elected officers.

1.2 Council-Appointed employees include the City Manager and City Attorney and any others who may be appointed directly by the City Council and serve at the will of the Council.

The employee shall be eligible for all benefits of a Regular employee with the exception of access to the grievance process. The benefits outlined in an employment contract will supersede when there is conflict with benefits outlined for Regular employees.

1.3 An Administrative employee is defined as an employee appointed by the City Manager, subsequent to July 1, 1997, to the position of Assistant City Manager, Deputy City Manager, or Director of any Department or by the City Attorney to the position of Assistant City Attorney or Deputy City Attorney. A Regular employee serving in one of these positions prior to July 1, 1997, may become an Administrative employee only upon mutual agreement in writing.

An Administrative employee shall be eligible for all the benefits of a Regular employee, except these employees do not have access to the grievance procedure, nor shall they serve a probationary period as they serve strictly at the will of the City Manager or the City Attorney, as applicable, and the employment relationship may be ended at any time without cause.

1.4 A Regular employee (status code 3) is defined as an employee hired for a full-time position that has been regularly established as an authorized position and is of indeterminate duration. A Regular employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, group health and welfare insurance coverage and other benefits as outlined herein as the employee becomes eligible.

1.5 A Part-Time Regular employee (status code 6) is defined as an employee who has one (1) year, or more, of full-time service with the City as a Regular employee, and who subsequently moves, without a break in service, to work less than full-time. This status would also include employees involved in job share arrangements. Job share employees shall be required to sign a City approved contract stipulating the specific conditions and restrictions of the job share arrangement. A job share employee who has not served an official probationary period shall be subject to a one-year probationary period. A Part-Time Regular employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave pay, vacation pay, holiday pay, retirement plan participation, and seniority accrual, but shall not be eligible for supplemental benefits for industrial injury, bereavement leave pay, jury duty pay, or other benefits as outlined herein. Part-time Regular employees shall accrue holiday pay on a prorated basis at the rate of fifty-two thousandths (.052) of an hour for each regular hour worked or on paid leave. Part-Time Regular employees are eligible for insurance coverage (pursuant to group health and welfare insurance contract provisions). If a Part-Time Regular employee elects group health and welfare insurance coverage, the premiums shall be shared by the City and the employee on a prorated basis at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time employees’ work hours. If a Part-Time Regular employee moves to Regular status, the employee Packet Pg. 362 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 2 shall be credited with all continuous service in determining eligibility for such benefits as may accrue to the employee in the employee’s new status.

1.6 A Part-Time employee (status codes 8a and 8b) is defined as an employee hired to work less than a full-time employee, but not more than 1,560 hours in a fiscal year. A status code 8a employee works for a period not to exceed one thousand (1,000) hours per fiscal year. A status code 8b employee works for a period not to exceed one thousand five hundred and sixty (1,560) hours per fiscal year and is eligible to participate in the CalPERS retirement plan. A PartTime employee will be limited to less than 1,000 hours per fiscal year unless approved by the Personnel Director. A Part-Time employee shall receive not less than the minimum rate for the job, and shall be eligible for sick leave pay per California state law, but shall not be eligible for holiday pay, and other benefits as outlined herein, nor shall the employee be eligible for group health and welfare insurance coverage. The employee may be eligible for participation in the retirement plan pursuant to the City’s contract with PERS. After completion of twenty-four (24) months of continuous service, the employee will be entitled to vacation pay on the same basis as Regular employees. If a Part-Time employee is reclassified to Regular status, the employee shall be credited with the employee’s service as a Part-Time employee in determining eligibility for benefits, if any, as may accrue to the employee in the employee’s new status.

1.7 A Temporary employee (status codes 4 and 9) is defined as an employee hired for temporary, occasional or seasonal work for a period not to exceed 960 or 1,000 hours in a fiscal year. A status 9 employee works on-call, seasonal, intermittent or on an irregular schedule for a period not to exceed one thousand (1,000) hours per fiscal year. A status 9 employee shall receive not less than the minimum rate for the job and shall be eligible for sick leave pay per California state law, but shall not be eligible for holiday pay, vacation pay, or other items as outlined in this document, nor shall the employee be eligible for insurance coverage or retirement plan participation, nor shall the employee accrue seniority, or promotion and transfer rights, or leave of absence rights. If a Temporary employee moves to another status, the employee shall not be credited with the employee’s service as a Temporary employee in determining eligibility for benefits. Effective July 1, 2024, a status 4 employee is a CalPERS retired annuitant who, without applying for reinstatement from retirement, returns to work in a designated retired annuitant position for a period not to exceed nine hundred and sixty (960) hours per fiscal year and is not eligible for any other compensation or benefits in addition to the hourly pay rate.

1.8 A City Council member is defined as an elected officer elected by the citizens of the City of Redding. Members receive compensation pursuant to the City’s Municipal Code, are eligible for participation in California Public Employees Retirement System (CalPERS) pursuant to Government Code Section 20361 and are eligible for group health and welfare insurance coverage on the same basis as Regular employees. Pursuant to Sections 2.16.010 and 2.20.010 of the Redding Municipal Code, the elected City Clerk and the elected City Treasurer receive the same benefit level as a City Council member.

1.9 Probationary Periods: Regular and Part-Time employees shall serve a probationary period of one (1) year upon initial appointment to each status. Such probationary period is considered to be a continuation of the selection process and employees may be terminated from employment or demoted without recourse at any time, pursuant to the grievance procedure.

An employee’s probationary period shall be extended by the duration of any unpaid absence of ten (10) or more consecutive days. The probationary period will start over for any employee who transfers to another position during the probationary period. The probationary period may be Packet Pg. 363 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 3 extended in circumstances where further evaluation of the employee is necessary. Employees serving their initial probationary period shall not be eligible for leave of absence, supplemental benefits for industrial injury, nor be given preferential consideration for promotion or transfer.

Temporary employees do not serve a probationary period, as the appointment is temporary by definition and can be terminated at any time.

An employee transferring into an Unrepresented position on a promotional basis shall serve a probationary period of one (1) year upon appointment to the Unrepresented position. The probation period is considered an extension of the promotional process. Employees not successful during the promotional probation will not be eligible to return to their previous position, and are subject to termination from employment.

1.10 Re-employment: With the recommendation of a Department Director and approval of the Personnel Director, a past employee who both passed the probationary period and resigned in good standing may be re-employed within two years of the effective date of resignation, to a vacant position in the same classification. Such re-employment shall, for all purposes, be considered as though it were an original appointment. The reinstated employee shall serve a new probationary period.

ARTICLE 2: COMPENSATION AND CLASSIFICATIONS

2.1 Employees shall be paid the salary or wage rate established for their classification.

Upon initial appointment to a classification, an employee shall normally be paid the lowest compensation rate for that classification. An employee may, however, be paid a rate above the lowest rate if circumstances justify it. When an employee is appointed to a higher paid classification which has a compensation range overlapping the range of the employee’s previous classification, the employee shall be paid at the rate of the classification to which the employee is being appointed, which is at least five percent (5%) more than the employee’s present rate, but not more than the top rate of the classification to which the employee is appointed. Step increases require an overall performance evaluation rating of “meets job standards or higher,” at each and every successive pay step, Department Director and Personnel Director approval and may be granted after twenty-six (26) full pay periods of employment in each step of the established pay range. A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours. A promotion to a higher paid classification does not change the anniversary date for compensation increases.

2.2 Exempt employees are eligible for Pay-For-Performance adjustments in accordance with the City’s Pay-For-Performance Policy. Salary rate changes shall be made on the first day of the pay period closest to the anniversary of an employee’s employment date.

2.3 Compensation shall be paid at bi-weekly intervals on Thursdays for a pay period ending no earlier than the preceding Saturday. If a payday falls on a fixed holiday, payments shall be made on the preceding workday. All employees hired after January 1, 2005, must make arrangements to have their pay deposited to a bank account via electronic transfer.

2.4 When an employee is temporarily assigned to work in a lower-paid classification than the employee’s normal classification, the employee’s compensation will not be reduced.

Packet Pg. 364 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 4 2.5 Whenever a Regular employee is assigned by the City to replace an absent employee in a higher-paid classification and the employee performs a substantial majority (greater than fifty percent [50%]) of the absent employee’s duties for a full work day, such employee shall have their compensation increased by at least five percent (5%), but not to exceed the range of the higher classification. Department Director approval is required.

2.6 When an employee is assigned to fill a vacant position or replace an absent employee in a higher-paid classification and performs a substantial majority (greater than fifty percent [50%]) of the duties of the higher classification for a period that extends beyond one full pay period, such employee shall be temporarily reclassified to the higher position. The employee’s compensation shall be increased by at least five percent (5%), but not to exceed the top of the range established for that classification. Department Director and Personnel Director approvals are required.

2.7 In addition to regular compensation, shift differential pay shall be added to the regular base rate of pay for regular hours worked as follows:

2.8 The City Manager may, based upon outstanding job performance, grant an exempt employee a one-time salary increase up to ten percent (10%) above the top of a classification range for a period not to exceed one (1) year. This one time increase is not cumulative and the salary automatically reverts back to the employee’s regular salary rate at the end of the established time period. For employees that continually excel or perform work above and beyond expectations, the City Manager may provide additional salary increases as defined above but at no time will those occur in contiguous years. The City Manager shall notify the City Council of salary increases authorized pursuant to this section within 30 days of approval.

Should an exempt employee continue to perform outstanding work the City Manager may request the City Council increase the employee’s salary by a maximum of 5% on a permanent basis.

2.9 The City Manager, at his/her discretion, may provide severance pay not to exceed one year of salary to Administrative employees when it is deemed to be in the best interests of the City.

ARTICLE 3: HOURS AND OVERTIME

3.1 All Regular employees will receive full-time employment for each workweek employed, provided they report for duty and are capable of performing their work. This is not to be interpreted that the City does not retain the right to lay off or release employees on account of lack of work or other valid reason at the end of the workweek.

PAY
PERCENTAGE EXCEPT WHEN:

Between 4:00 p.m. and 12 midnight 3.5% The shift ends on or before 6:00 p.m.

Between 12 midnight and 8:00 a.m. 5% The shift starts at 6:00 a.m. or later.

Packet Pg. 365 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 5 3.2 A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday, and except as otherwise provided, a basic workweek is normally defined to consist of five (5) consecutive workdays of eight (8) hours each. The basic workweek may begin on any day of the week and at any hour of the day during the workweek. Shift employees may be assigned any hour and/or days of work. The basic workweek or work shift may be modified by mutual agreement of the City and the affected employee(s) in those situations where such a modification serves the interests of both the City and its employees.

3.3 Except as otherwise provided in this section, overtime:

FOR FULL-TIME REGULAR EMPLOYEES IS DEFINED AS:

A Time worked in excess of forty (40) hours in a workweek.

B
Time worked in excess of eight (8), nine (9), ten (10), or twelve (12) hours as applicable on a scheduled workday.

C Time worked on a non-workday or on a holiday.

D Time worked outside of regular hours on a workday.

FOR PART-TIME AND TEMPORARY EMPLOYEES IS DEFINED AS:

A Time worked in excess of forty (40) hours in a workweek.

FOR PART-TIME OR TEMPORARY FIRE SUPPRESSION OR 24 HOUR SHIFT EMPLOYEES IS DEFINED AS:

A
Time worked in excess of two hundred forty (240) hours in an established 28-day work period.

3.4 Overtime shall be computed to the nearest one-quarter (1/4) hours.

3.5 In cases where the basic workweek or work shift has been modified by mutual agreement, these overtime requirements may be waived pursuant to applicable law.

3.6 Overtime wages shall be paid to non-exempt employees at a rate equivalent to one and one-half (1½) times the regular base rate of pay, or at the employee’s option, and with City approval, the employee may elect to receive time off with pay at the rate of one and one-half hours off for each overtime hour worked. Compensatory time off with pay shall be scheduled in the same manner as vacations are normally scheduled. Effective January 1, 2005, compensatory time off accrual shall be limited to eighty (80) hours per fiscal year and subject to a maximum accumulation of one hundred sixty (160) hours. The working of overtime requires City management approval.

3.7 Exempt employees, who as a result of their exempt status are not eligible for overtime pay or compensatory time off, will not have their leave balances (vacation, sick leave, etc.) reduced for absences of less than four (4) hours. Department Director approval is required.

3.8 If an employee performs overtime work immediately following the end of the employee’s regular shift, the employee shall be paid overtime compensation only for the actual time worked. Employees who are entitled to overtime pay and who are required to report for work on their non-workdays, or on holidays they are entitled to have off, or outside of their regular hours on workdays, shall be paid overtime compensation for the actual time worked, but in no event for less than two (2) hours compensation each time an employee is required to report back to work, Packet Pg. 366 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 6 except however, that employees shall not be paid more than time and one-half the regular rate of pay for any given time period. If an employee reports back to work for such work outside of the employee’s regular hours on a workday and continues to work into the employee’s regular hours, the employee shall be paid overtime compensation only for the actual time worked.

3.9 Whenever personnel in the Deputy Fire Chief classification are required to change work schedules from forty (40) to fifty-six (56) hours or vice versa, the employee’s vacation and sick leave balances will be adjusted accordingly by applying the following formula:

ARTICLE 4: SICK LEAVE

4.1 Sick leave with pay shall be accumulated for each Regular and Part-Time Regular employee at the rate of forty six thousandths (.046) of an hour for each regular hour worked, or on paid leave. (Accrual rate approximately one [1] day per month.) Part-time and Temporary employees will accrue paid sick leave at a rate of one hour for every 30 hours worked which is equivalent to a rate of .033 per hour worked. Part-time and Temporary employees shall eligible to use the sick leave accrual on the 90th day of employment, and will be limited to 24 hours or three days of paid sick leave in each year of employment.

4.2 Paid sick leave shall be allowed for a non-work related absence due to:
“Immediate family” as used herein includes only the employee’s spouse, children, grandchildren, brothers, sisters, parents or grandparents of spouse or employee, or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage. Sick leave to include mental or physical illness.

4.3 Management may require satisfactory evidence of sickness or disability, including written verification from a licensed medical practioner, before payment for sick leave will be made. The City may also require an employee requesting to return to work after sick leave or leave

WORK SCHEDULE FACTOR
Forty (40) to fifty-six (56) hours 1.4
Fifty-six (56) to forty (40) hours 0.715
A
The inability of an employee to be present or perform duties because of personal illness, off-duty injury, or confinement for medical treatment.

B
The ability to attend personal medical or dental appointments, which are impractical to schedule outside of regular working hours.

C
The need to be present during childbirth, surgery, critical illness or injury involving members of the immediate family for up to forty (40) hours per incident.

D
For family sick leave up to forty-eight (48) hours per calendar year for members of the immediate family.

Packet Pg. 367 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 7 of absence for medical reasons to submit to a medical examination at City expense by a physician or physicians approved by City for the purpose of determining that such employee is fit and able to perform the duties of the employee’s former position without hazard to the employee, fellow employees, or the employee’s own permanent health.

4.4 If an employee is off on sick leave on a fixed holiday, the holiday credit will be used. However, if an employee is off on sick leave on a floating holiday, sick leave balances will be used and the holiday credit will be deferred.

4.5 In the event an employee exhausts all paid leave as a result of an illness or injury, and subject to the approval of the employee’s Department Director and the Personnel Director, such employee may be advanced sick leave from his or her future accruals up to eighty (80) hours.

Once the employee returns to duty, sick leave accrual hours will be applied to the negative sick leave account until it is zero. Should the employee terminate City employment with a negative sick leave balance, appropriate adjustments will be made to final paid leave cash pay-outs or other City monies owed the employee. If insufficient funds are due to the employee by the City, the employee shall directly reimburse the City for advanced sick leave in excess of the funds, if any, previously withheld. Such direct reimbursement will be waived for employees who are terminally ill or totally disabled (100%).

4.6 Any employee who after ten (10) years but less than fifteen (15) years of continuous service to the City terminates employment shall be paid at the employee’s regular pay rate for thirty-three and one-third percent (33 a%) of the employee’s accumulated sick leave hours. For employees with fifteen (15) years but less than twenty (20) years of continuous service, the percentage set forth above shall be increased to forty-five percent (45%). For employees with twenty (20) years or more continuous service, the percentage set forth above shall be increased to sixty percent (60%).

Upon retirement, any sick leave pay out the employee is eligible to receive will be transferred into the VantageCare Retirement Health Savings Plan on a pre-tax basis. The sick leave pay out amount will be calculated using the percentage levels described in the paragraph above. However, if the sick leave payout is less than $5,000, then the employee is not entitled to participate in the VantageCare Retirement Health Savings Plan and shall receive a cash pay out as described in the paragraph above. Any sick leave amount remaining will be used as service credit toward the employee’s retirement benefit through CalPERS, pursuant to the contract between the City of Redding and CalPERS.

ARTICLE 5: VACATIONS

5.1 Regular and Part-Time Regular employees shall accrue vacations, based on the length of their continuous service measured from their date of employment, with pay up to a maximum of 500 hours, for each regular hour worked, or on paid leave, as follows:

ACCRUAL

RATE PER
HOUR
FROM

THROUGH
PAY
PERIOD

APPROXIMATE

ACCRUAL RATE

YEARS OF

SERVICE
A .039 Date of Employment 104th 2 weeks 1-4
B .058 105th 234th 3 weeks After 4
Packet Pg. 368 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 8 C .068 235th 364th
3 ½ weeks After 9
D .077 365th 494th 4 weeks After 14
E .087 495th 624th
4 ½ weeks After 19
F .096 625th
-- 5 weeks After 24

5.2 A full pay period as used herein is defined as one in which the employee works or is paid for time off for at least half of the regularly scheduled work hours.

5.3 The City Manager may authorize the accrual of vacation for a new Regular employee at a rate that exceeds the rate prescribed for the employee’s actual years of service.

5.4 In the event of departmental cancellation of a previously scheduled vacation or of a paid leave of absence due to industrial injury where such employee would exceed the maximum vacation accrual, the accumulation of vacation hours may exceed the established vacation maximum. In the event of an absence due to an illness or injury that is not job related, the Personnel Director may approve the accumulation of vacation hours in excess of the established vacation maximum. The City Manager may also approve the accumulation of vacation hours in excess of the stated maximum for other extenuating circumstances. Whenever such excess accruals occur, the employee shall have one year from the date the vacation was canceled or from the date the employee returns to work from illness or injury to utilize the excess accrual.

5.5 It is City policy that employees take their normal vacation each year at such time or times as may be approved by their Department.

5.6 Vacation cannot be accrued while an employee is in a non-pay status.

5.7 Vacations will be scheduled throughout the calendar year. Employees with greater seniority will be given preference over those with less seniority in the selection of a vacation period, provided, however, that if the senior employee splits his/her vacation by requesting less than a full year’s allowance to be scheduled on consecutive workdays, the employee’s preferential rights shall only apply on one period in that calendar year prior to all other employees being given consideration in the selection of their first choice vacation period.

5.8 The City shall not require an employee to take vacation in lieu of sick leave or leave of absence on account of illness.

5.9 If an employee is off duty on vacation on a fixed holiday, the paid holiday will be used. If an employee is off on vacation on a floating holiday, vacation balances will be used and the paid holiday will be deferred.

5.10 Employees whose employment with the City is terminated for any reason shall, at the time of separation, receive pay for any unused vacation hours previously earned.

5.11 The City will, at the employee’s option, compensate employees for accumulated Packet Pg. 369 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 9 vacation during any fiscal year as follows:

MINIMUM

ACCRUAL

MAXIMUM

HOURS PAYABLE
120 40
240 80
360 120

5.12 Employees may contribute their earned vacation hours to an employee approved for the vacation donation program. Vacation is donated and granted on the basis of the dollar value of the donor’s base pay rate.

ARTICLE 6: HOLIDAYS

6.1 Regular employees, except as otherwise provided herein, shall be entitled to have the following holiday time off with pay:

DESCRIPTION OF HOLIDAY Fixed Floating
1 January 1st X
2 The third Monday in January, known as Martin Luther King, Jr. Day X 3 Lincoln Day X
4 The third Monday in February, known as President’s Day X 5 The last Monday in May, known as Memorial Day X
6 July 4th X
7 First Monday in September, known as Labor Day X
8 Employee’s Birthday X
9 June 19th, known as Juneteenth X
10 November 11th, known as Veteran’s Day X
11 Thanksgiving X
12 Friday after Thanksgiving X
13 The last half of the normal work shift before Christmas X 14 December 25th X

6.2 If any of the foregoing holidays falls on a Sunday, the Monday following shall be observed as the holiday, except by those employees who are regularly scheduled to work on Sunday other than on an overtime basis. Employees who are regularly scheduled to work on Sundays shall observe such holidays on Sunday. If any of the foregoing holidays falls on a Saturday, the preceding Friday shall be observed as the holiday, except by those employees who are regularly scheduled to work on Saturday other than on an overtime basis. Employees who are regularly scheduled to work on Saturdays shall observe such holidays on Saturday. If any of the foregoing holidays falls on any day from Monday through Friday, inclusive, and that day is a regularly scheduled non-workday for an employee, such employee shall be entitled to receive another workday off with pay, to be scheduled in the same manner as vacation days are normally scheduled. Employees who work alternative work schedules commonly known as 9/80’s will be Packet Pg. 370 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 10 entitled to paid holiday for eight (8) hours, as applicable. If a holiday falls on a usual nine-hour working day, one hour of vacation or compensatory time will be charged to make up the short fall of the eight-hour holiday versus the nine hours of missed work. If the employee has no vacation time, one extra hour at straight time must be worked during that pay period.

6.3 An employee may observe the employee’s birthday holiday on the employee’s birthday or anytime during the pay period in which the birthday occurs, or the holiday may be deferred and scheduled as vacations are normally scheduled. Floating holidays shall be scheduled by employees and the employee’s supervisor in the same manner as vacations are normally scheduled. When an employee is required to work on a floating holiday the employee shall receive pay at the straight time rate.

6.4 Notwithstanding the foregoing, employees regularly assigned to work twelve (12) hour shifts at the Redding Power Plant shall not be entitled to observe the following holidays; Lincoln Day, Veterans Day nor the employee’s birthday.

6.5 Employees assigned to work ten (10) hour shifts for the Electric Department shall revert back to a normal eight-hour workday during the weeks in which holidays occur.

6.6 Employees may be scheduled to work on fixed holidays, in which event an employee will, in addition to holiday pay, be compensated at the overtime rate of pay for all time worked on such days. An employee may, however, elect to observe that holiday at another time, to be scheduled in the same manner as vacation days are normally scheduled. In which event, the employee will only be compensated for time worked on that day at the overtime rate of pay and shall not receive holiday pay.

An employee must be in a paid status on both workdays immediately adjacent to the holiday in order to receive pay for the holiday.

ARTICLE 7: ADMINISTRATIVE LEAVE

7.1 Exempt employees may be eligible for paid time off per calendar year as indicated below:

ADMINISTRATIVE

LEAVE MAY BE
GRANTED TO:

WITH

DEPARTMENT DIRECTOR

APPROVAL
WITH

CITY MANAGER

APPROVAL
Exempt employees: 40 Hours 80 Hours1

7.2 Administrative leave is granted on the payroll period closest to January 1 and must be used by the end of the calendar year or it is forfeited without compensation. No administrative leave shall be carried over to the next calendar year, nor shall unused administrative leave be converted to compensation.

1 See Article 7.6 for circumstances which would allow the City Manager to approve administrative leave in excess of 80 hours per calendar year.

Packet Pg. 371 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 11 7.3 Employees are to schedule administrative leave in the same manner as vacation with the approval of their Supervisor.

7.4 Employees appointed to an exempt position after the first of the year may be granted leave on a prorated basis. Administrative Leave balances may be adjusted when employees separate employment prior to the end of the calendar year.

7.5 Administrative leave may not be taken for the purpose of outside employment or for self employment.

7.6 The City Manager may grant up to one hundred twenty (120) hours per year to an exempt employee based on demonstrable and extraordinary workload changes due to the unique nature of the employee’s assignments.

ARTICLE 8: BEREAVEMENT LEAVE

8.1 Regular employees who are absent from work due to the death of a member of the employee’s immediate family shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed forty (40) working hours per incident.

8.2 “Immediate family” as used herein includes only employee’s spouse or registered domestic partner; children (including miscarriages and stillbirths), grandchildren, brothers, sisters, parents, or grandparents of either employee or spouse; or other persons who are living in the employee’s immediate household. The relationships included herein shall apply whether by blood or marriage. Employees are allowed to take up to five (5) total work days due to the death of the employee’s “immediate family” in accordance with Government Code section 12945.7.

Employees who have exhausted their allowance of paid leave as provided in this section may request to utilize sick leave, vacation or compensatory time off or unpaid leave if the employee wants to take additional time off up to the five (5) total work days of leave provided. Such funeral leave for immediate family as provided in this section need not be taken in consecutive days, but must be used up within three (3) months of the date of the death of the immediate family member.

8.3 Regular employees who are absent from work to attend the funeral of a person other than an immediate family member shall receive compensation at the regular rate of pay for the time necessary to be absent from work, but not to exceed one (1) regularly scheduled work day per incident. A maximum of twenty-four (24) hours may be utilized for this type of leave in a calendar year.

8.4 An employee must be in a paid status on both scheduled workdays immediately adjacent to bereavement leave in order to receive pay for such leave.

ARTICLE 9: JURY/WITNESS DUTY

9.1 A Regular employee who is summoned for jury duty and thus absent from the work place will be paid for the time lost at the employee’s regular rate of pay.

9.2 Whenever any employee is subpoenaed to testify in court as a result of the employee’s employment and the employee is not an opposing party to the City, the employee shall be paid for all regular time lost. Employees subpoenaed by the Court for matters unrelated to City business must utilize vacation or other appropriate leave balances.

Packet Pg. 372 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 12 9.3 An employee must be in a paid status on both scheduled workdays immediately adjacent to the jury duty in order to receive pay for such leave.

ARTICLE 10: LEAVES

10.1 A leave of absence may be granted to employees by the City Manager for urgent and substantial reasons, up to a maximum of one year, providing satisfactory arrangements can be made to perform the employee’s duties without undue interference with the normal routine of work. Employees in an initial probationary period, Part-Time or Temporary status, are not eligible for leave of absence unless eligible pursuant to the Family Medical Leave Act or the California Family Medical Leave Act.
(a) A leave will commence on and include the first workday on which the employee is absent and terminates with and includes the workday preceding the day the employee returns to work.
(b) All applications for leave of absence shall be made in writing except when the employee is unable to do so. The conditions under which an employee will be restored to employment on the termination of leave of absence shall be clearly stated by the City in conjunction with the granting of a leave of absence. An employee is required to submit medical certifications as to the conditions necessitating the leave if the leave is a result of exhaustion of sick leave. If the leave should exceed the initial request, the employee is responsible for requesting additional time off and providing current medical certifications and return to work dates. Upon an employee’s return to work after a leave of absence, the employee will be reinstated to the employee’s former position and working conditions, providing that the employee is capable of performing the duties of the employee’s former position, except that if there has been a reduction of forces or the employee’s position has been eliminated during said leave, the employee will be returned to the position the employee would be in, had the employee not been on a leave of absence.
(c) An employee’s status as a Regular employee will not be impaired by a leave of absence and the employee’s seniority will accrue.
(d) If an employee fails to return immediately on the expiration of the employee’s leave of absence or if the employee accepts other employment without prior City approval while on leave, the employee will thereby forfeit the leave of absence and employment with the City may be terminated.
(e) An employee on a leave of absence as provided herein shall not accrue vacation or sick leave benefits nor maintain group health and welfare insurance coverage. An employee may, if eligible, maintain group insurance coverage at the employee’s expense providing the full monthly premium is received by the City Treasurer on or before the first day of the month for which the premium is intended.

Notwithstanding the above, however, if the leave of absence is as a result of exhaustion of sick leave benefits, an employee’s group health insurance may be maintained for up to three (3) calendar months on the normal premium-sharing Packet Pg. 373 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 13 formula, providing the employee pays his/her employee’s share of the premium on a timely basis.

10.2 Family and medical leave for employees shall be administered in accordance with the provisions of the Federal Family and Medical Leave Act (FMLA), 29 USC Section 2601 et seq., and the provisions of the California Family Rights Act (CFRA), Code of Regulations, Title 2, Division 4, Section 7297.0 et seq., as may be amended from time to time.

10.3 Pregnancy Disability Leave shall be administered in accordance with the provisions of California Code of Regulations, Title 2, Division 4, Section 7291.2 et seq.

10.4 Reproductive Loss Leave of Absences: Employees who are absent from work due to a reproductive loss event are eligible for up to five (5) days of protected leave per event, subject to a maximum of twenty (20) days in a 12-month period. “Reproductive loss event” is defined as “the day or, for multiple day events, the final day, of a failed adoption, failed surrogacy or unsuccessful assisted reproduction.” The reproductive loss leave is unpaid; however, employees may use available accrued paid leave such as vacation, sick time, deferred time off, compensatory time off, etc. The reproductive loss leave must be taken within three (3) months of the reproductive loss event, but the leave days do not need to be consecutive.

10.5 Vacation Donation Program
(a) This program has been established to allow employees to donate accrued vacation hours to eligible employees in need. The purpose of this program is to provide a means by which the eligible employee may obtain authorized paid time off. Employees eligible for the program must:

1. Be a Regular or Part-Time Regular employee already having completed an initial probationary period;

2. Have a verifiable long-term illness or injury (non-work related). For this program, long term is defined as no less than four (4) weeks in duration. It is the employee’s responsibility to complete and return a Request for Donation form to the Personnel Department and attach to it a letter from a licensed physician certifying that the employee has a long-term illness or disabling injury of at least a four-week duration;

3. Not be eligible for long-term disability insurance benefits;

4. Have exhausted all accrued leaves, including advanced sick leave benefits, resulting in the employee being in an unpaid status if on approved leave;

5. Have requested and exhausted a sick leave advance.

6. Have the concurrence of the Department Director and Personnel Director. (b) Once an employee is determined eligible, a posting will be distributed and use of the donated hours will start as soon as possible.

Packet Pg. 374 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 14 (c) When utilizing the donation program, recipients shall receive their normal regular rate of pay, as if being on paid leave status. The benefit shall be payable on regularly scheduled pay days. A minimum of twenty (20) hours per week must be utilized when there are available balances. As with paid leave status, recipients shall continue to be eligible to participate in the group health and welfare related benefits provided by the City.

ARTICLE 11: INDUSTRIAL DISABILITY

11.1 A Regular employee, who has completed their initial probationary period, and who becomes disabled as a result of a work-related injury or illness and is deemed eligible for benefits under the Workers’ Compensation and Insurance Chapters of the State Labor Code, shall receive compensation at the rate of eighty-five percent (85%) of the employee’s regular pay. This payment shall be made in lieu of temporary disability payments, which would be paid under the State Labor Code, for the period of disability not to exceed six (6) months. At the conclusion of six (6) months of supplemental benefits at the eighty-five percent (85%) rate, benefits are reduced to seventy percent (70%) of the employee’s regular pay for an additional six (6) month period. At any time the employee’s injury/illness is determined to be permanent and stationary or the employee is retired on a disability pension through CalPERS, eligibility under this provision ceases.

Employees who are covered under the provisions of California Labor Code, Section 4850 and those employees in their initial probationary period are excluded from this benefit.

In exchange for this benefit, the employee shall pay over to the City compensation received as a result of the disability, whether from Workers’ Compensation, State Disability Insurance (SDI), employee group health and welfare insurance benefits or unemployment compensation benefits. Privately secured insurance is excluded. The employee shall affirmatively assist the City in obtaining any such benefits to which the employee may be entitled, but has not yet received arising out of the disability. In no event shall such payment from the employee to the City from such sources exceed the amount of the supplemental benefits paid to the employee by the City in accordance with the provisions of the above paragraph.

11.2 An employee who is absent by reason of industrial disability may be returned to work by the City and given temporary light duties within the employee’s ability to perform, pursuant to the City’s Modified Duty Policy.

11.3 If a third party is found to be responsible for the employee’s industrial injury and the employee recovers a judgment in damages from said third party, then all supplemental benefits received as provided for in 11.1 not already repaid from the other sources mentioned in 11.1 shall be repaid to the City by the employee.

11.4 Vacation and sick leave shall accrue while an employee is absent from work and receiving the supplemental benefits as set forth in 11.1 or the benefits of Section 4850 of the Labor Code of the State of California. Regular and Part-Time Regular employees who are not in a Citypaid status and on leave receiving Workers’ Compensation temporary disability benefits, may, at their option, maintain their group health insurance coverage for up to a maximum of a cumulative total of three (3) years, which includes the period in which the employee is receiving supplemental disability benefits as set forth under 11.1, provided the employee pays his or her normal share of the group health insurance program premium, if any. Holidays which occur during the period for Packet Pg. 375 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 15 which an employee is receiving temporary disability compensation shall not be recognized for compensation purposes.

ARTICLE 12: EXPENSES

12.1 The following provisions allow for a fair and equitable means of reimbursing expenses incurred while conducting City business, i.e., traveling to authorized meetings, seminars, training sessions, luncheons and other events approved by the Department Director.

12.2 Transportation-Related Expenses:
(a) When City business requires that an employee commute to or from work in a City owned or leased vehicle, that employer provided vehicle cannot be used for any personal purposes. The value of this benefit is to be included in the assigned employee’s gross wages at a rate established by the Internal Revenue Service (IRS). (b) Whenever employees use their personal vehicles for City business at the City’s convenience, reimbursement will be at the rate per mile established by the City Manager, but not higher than the rate established by the Internal Revenue Service. (c) Whenever employees use their personal vehicle for the employee’s convenience for out of City travel on official City business, the total allowance for transportation shall in no case exceed the cost of coach-class air passage if such service is available. (This would include any additional expenses that would be incurred for lodging, meals and other expenses.) (d) The City is not responsible for any loss or damage, operating maintenance or repair expenses to personal vehicles used on City business. (e) Travel time will be allowed on the same basis as if the employee had traveled by air. The employee will charge to the City only the time that would have been required to make the trip using airline transportation. All time in excess of air travel time will be charged to the employee. Exceptions may be authorized by the Director of Finance in cases where it is beneficial to the City for the employee to use their personal vehicle.

12.3 Lodging and Meal Related Expenses:
(a) Employees who have a temporary work assignment at such distance that it is impractical for them to return to their regular residence will receive a per diem for meals, lodging and incidental expenses as determined utilizing the GSA Travel Rate for the duration of such assignment. The time spent by such employees in traveling to such temporary assignment at its beginning, to and from home on holidays and weekends, and from such temporary assignment at its conclusion will be paid by the City.
(b) Not withstanding (a) above, Lodging expenses may be reimbursed at actual and reasonable costs as approved by the Department Director, or designee. Receipts are required to support expenses.

Packet Pg. 376 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 16 (c) Travel per diem are included in an individual’s gross wages as determined by the Internal Revenue Service (IRS).

12.4 The City shall pay the reasonable cost of repair or a prorated replacement of uniforms, glasses, watches or other personal property up to three hundred dollars ($300) damaged in the course of employment. This provision does not apply to items lost or damaged as a result of negligence of the employee.

12.5 An employee who is required to change residence to accommodate employment with the City may be compensated for moving expenses, under special circumstances, subject to approval by the City Manager.

ARTICLE 13: UNIFORM ALLOWANCE

13.1 An annual uniform allowance shall be provided to Public Safety Management personnel required to wear a uniform as part of their normal job duties, as opposed to occasional ceremonial functions, as follows:

CLASSIFICATION AMOUNT
Fire Chief $1,200
Police Chief $1,300
Deputy Fire Chief $1,200
Police Services Manager $600

13.2. The annual uniform allowance will be paid in equally divided installments on a biweekly basis with the City’s regular payroll processing.

13.3. Newly hired employees will receive the full amount indicated above in Section

13.1. In July following the new employee’s hire date, regardless of time with the respective department, the employee will begin receiving bi-weekly installments with the regular payroll.

ARTICLE 14: EMPLOYEE GROUP HEALTH & WELFARE INSURANCE BENEFITS

14.1 Regular and Part-Time Regular employees and City Council members are eligible to participate in the City’s group health and welfare insurance benefit program, which includes the medical, prescription, dental, vision, life and long term disability insurance plans, effective the first day of employment. The City shall pay the cost of the program for Regular employees and City Council members and dependents as indicated below. If a Part-Time Regular employee elects insurance coverage, premiums shall be shared by the City and the employee on a pro-rated basis at the same ratio to full-time employee benefits as the employee’s work hours bear to full-time employees’ work hours. Benefit highlights include:
(a) Life Insurance: Twice annual compensation up to $250,000. More specific benefit information is provided in the carrier’s booklet.

Packet Pg. 377 Attachment: Redline Unrep Employment and Benefit Policies (4.15(a)--Unrep EE Policy Update) 17 (b) Health Benefits: City’s contribution toward the monthly group health and welfare insurance composite premium rate shall be ninety percent (90%) and the employee will begin paying ten percent (10%) of the rate through a bi-weekly payroll deduction. The ten percent (10%) co-share of premium will be recalculated every January 1st to coincide with the renewal of the City’s Group Health Insurance Plan. The City has established a Section 125 Plan to redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

Beginning Calendar Year 2013, the City will offer two health plans, a “Base Plan” and an optional “Buy Up Plan”. All eligible employees will be enrolled in the “Base Plan” and will have the option on a voluntary basis to enroll in the “Buy Up Plan” initially, and during the open enrollment period for each subsequent calendar year. Changes will be effective at the beginning of the following calendar year. Employees who do not complete an annual open enrollment group health medical plan selection will remain in the medical plan the employee participated in during the previous plan year.

All employees participating in the Group Health and Welfare Insurance Plan will pay twenty percent (20%) co-share of premium. The City’s contribution toward the monthly group health and welfare insurance composite premium rate for the “Base Plan” shall be 80%. Employees electing to enroll in the “Buy Up Plan” will be responsible for premiums beyond the City’s contribution of 80% of the “Base Plan” composite rate. The City has established a Section 125 Plan to redirect the portion of the employee’s salary to pay, on a pre-tax basis, the employee’s contribution toward the medical, prescription, dental and vision insurance composite premium rate.

All active employees will be able to select an optional high deductible plan (medical and prescription only) as an additional lower cost option for group health. The City will contribute a flat rate monthly amount, limited to the amount of the City’s contribution toward the “Base Plan”, for the high deductible plan. Retirees are not eligible for the high deductible plan.

For specifics regarding the City’s Group Health and Welfare Benefit Plan, refer to the Benefit Summary Plan Description.

Retail (34 days’ supply)
Effective 9/1/2011
Co-Payment
Effective 1/1/21
Co-Payment
Generic $10.00 $10.00
Brand $40.00 $50.00
No Generic Available $20.00 $20.00
Mail (90 days’ supply)
Generic $20.00 $20.00
Brand $70.00 $100.00
No Generic Available $40.00 $40.00
Formatted: Body Text Indent, Left, Tab stops: Not at 1.13" + 1.25" + 1.5" + 2" + 2.25" + 2.5" + 2.75" + 3" +

3.25" + 3.5" + 3.75" + 4" + 4.25" + 4.5" + 4.75" + 5" +

5.25" + 5.5" + 5.75" + 6" + 6.25" + 6.5" + 6.75" + 7"
Formatted: Body Text Indent, Left, Tab stops: Not at 1.13" + 1.25" + 1.5" + 2" + 2.25" + 2.5" + 2.75" + 3" +

3.25" + 3.5" + 3.75" + 4" + 4.25" + 4.5" + 4.75" + 5" +