Agenda packet — Redlands City Council, July 25, 2023 (part 3 of 4)

NAPA has a special delivery feature that is exclusive to NAPA stores. In the case of a special order part that is not available at local stores or distribution centers, Sourcewell members can access ordering from the manufacturer directly through NAPA Xpress, a function of our ProLink online cataloging portal.

For example, if a city requires a one-off starter for an uncommon police vehicle and the local NAPA store and distribution center network does not have the part in stock, they can use NAPA Xpress to connect to that starter’s manufacturer and have the part shipped directly to them, even next day, via UPS.

NAPA Xpress is also available when ordering from a store via phone – the ordering member just needs to request direct to customer shipping. The huge advantage of this program for Sourcewell members is that it harnesses access to inventories not only at local NAPA stores and distribution networks across the entire country, but through our manufacturers as well, all with one click or call.
*
Table 12: Pricing Offered
Line
Item The Pricing Offered in this Proposal is: * Comments 61 b. the same as the Proposer typically offers to GPOs, cooperative procurement organizations, or state purchasing departments.

No additional comments.

Table 13: Audit and Administrative Fee
Line
Item Question Response *
62 Specifically describe any self-audit process or program that you plan to employ to verify compliance with your proposed Contract with Sourcewell. This process includes ensuring that Sourcewell participating entities obtain the proper pricing, that the Vendor reports all sales under the Contract each quarter, and that the Vendor remits the proper administrative fee to Sourcewell.

NAPA self-audits both our contract pricing to Sourcewell members and our sales reporting and administrative fee paid to Sourcewell each quarter.

Contract Price Compliance Self Audit:

NAPA has developed programming that will at the end of
every quarter take the sales by Sourcewell members and
compare them to the profile price. This new programming will enable for exception reporting to be accomplished so that NAPA will ensure that each equipment order is in
contract compliance.

Quarterly Sales Reporting and Administrative Fee Self Audit:

To ensure that NAPA reports all sales under the contract each quarter and that NAPA remits the proper administrative fee to Sourcewell, a quarterly process has been instigated to ensure that all entities under contract have been flagged and reported appropriately.
*
63 Identify a proposed administrative fee that you will pay to Sourcewell for facilitating, managing, and promoting the Sourcewell Contract in the event that you are awarded a Contract. This fee is typically calculated as a percentage of Vendor’s sales under the Contract or as a per-unit fee; it is not a line-item addition to the Member’s cost of goods. (See the RFP and template Contract for additional details.)
U.S. Operations: NAPA will pay Sourcewell 2% of net
qualified purchases for the entire contract period (if
awarded). NAPA shall issue contract fees to Sourcewell on a quarterly basis based on total qualified net sales of all registered Sourcewell members that NAPA US operations
sell to for that period. The 2% administrative fee on all purchases shall be paid to Sourcewell within forty-five (45) days after the end of each calendar quarter.

Canadian Operations: On any direct Sourcewell contracts in Canada, not involving any other associations or cooperative contracts, NAPA Canada will pay Sourcewell the same 2
percent administrative fee on all qualified NAPA parts
purchases. The administrative fee on all purchases shall be paid to Sourcewell within forty-five (45) days after the end of each calendar quarter.
*
Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Table 14A: Depth and Breadth of Offered Equipment Products and Services Line
Item Question Response *
64 Provide a detailed description of the
equipment, products, and services that you
are offering in your proposal.

NAPA distributes replacement parts (other than body parts) for substantially all motor vehicle makes and models in service in the United States, including imported vehicles, trucks, SUVs, buses, motorcycles, recreational vehicles and farm vehicles.

In addition, GPC distributes replacement parts for small engines, farm equipment and heavy-duty equipment.

Our inventories also include accessory items for such vehicles and equipment, and supply items used by a wide variety of government customers in the automotive aftermarket, such as cities, counties, states, K-12 districts and higher education institutions. We offer light-, medium- and heavy-duty parts for municipal departments like police, fire, sanitation and public works as well as people transportation parts used in universities and public transit agencies. No matter the part, we are able to provide the supply chain to get Sourcewell members the products they need when they need them.

Please see our NAPA product line card included as a supplemental upload titled:

Marketing Materials.

NAPA has 52 distribution centers that service 6,000+ retail stores nationwide. They contain more than $1 billion of fleet parts and other replenishment inventory for our network nationally. NAPA stocks more than 465,000 aftermarket parts and items with same day and next day delivery. We can provide inventory, distribution, and local support in any area of the US and our network is available 365 days each year to get Sourcewell members parts efficiently.

Our network starts with the 5,000 local, small business NAPA stores that support your members in the areas where they operate. This helps us place a strong emphasis on supporting local businesses. In addition, we have the strength of our 1,000-store corporate-owned distribution network backing up the NAPA program across the country. These stores have the financial support of NAPA headquarters and are key hubs in providing reliable staffing and distribution to Sourcewell members. All our stores, regardless of ownership, can source and stock the products that your agencies need.

Within these stores are tens of thousands of fully trained employees who are familiar with the processes of servicing large cooperative and other major accounts.

They provide full support to government agencies ordering from them today and are ready to take on the increased business that this contract would bring. When it comes to ordering, parts orders may be placed via phone, email, walk-in or electronically depending on the individual agencies' preferences and capabilities.

Advance orders may either be held for will-call pickups or delivered via an agreed upon supply schedule. Our program is designed to allow each Sourcewell member the ability to do business in the ways that suit them best. Sales receipts for all orders include all the information that would be provided on an invoice, including account number, item descriptions, quantities, price, PO# if requested by the individual member and date and time of order.
*
65 Within this RFP category there may be
subcategories of solutions. List subcategory
titles that best describe your products and
services.

NAPA is able to provide all product categories listed in Table 14B, including:
• Air conditioning, heating, cooling, and climate control • Alternators, starters, batteries, electrical, and ignition systems • Bearings - ball and roller
• Belts, hoses, gaskets, and seals
• Brakes
• Bumpers, body, cab, and chassis parts
• Emission and exhaust
• Engine and drive train
• Filters - oil, fuel, air, and transmission
• Oils and lubricants - regular and synthetic
• Pumps - fuel and water
• Safety and security systems
• Interior and exterior parts and accessories
• Lamps, lighting, mirrors, and wiring
• Pumps - fuel and water
• Suspension, shocks, struts, and steering
• Wipers and washers
• Heating and cooling (engine)
• Vehicle paint and primer
• Tools and equipment
• Heavy Duty parts
*
Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Table 14B: Depth and Breadth of Offered Equipment Products and Services Indicate below if the listed types or classes of equipment, products, and services are offered within your proposal. Provide additional comments in the text box provided, as necessary.

Line
Item Category or Type Offered * Comments
66 Air conditioning, heating, cooling, and
climate control
Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
67 Alternators, starters, batteries,
electrical, and ignition systems
Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
68 Bearings - ball and roller Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
69 Belts, hoses, gaskets, and seals Yes
No
NAPA stocks high quality Gates Brand Belts and Belts in all stores and all Distribution centers.
70 Brakes Yes
No
NAPA stocks several different kinds and levels of Brakes, Pads and Rotors in this category at all 6000 NAPA Auto Parts Store Nationwide.
71 Bumpers, body, cab, and chassis
parts
Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
72 Emission and exhaust Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
73 Engine and drive train Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
74 Filters - oil, fuel, air, and transmission Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
75 Oils and lubricants - regular and
synthetic
Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
76 Pumps - fuel and water Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
77 Safety and security systems Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
78 Interior and exterior parts and
accessories
Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
79 Lamps, lighting, mirrors, and wiring Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
80 Pumps - fuel and water Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
81 Suspension, shocks, struts, and
steering
Yes
No
NAPA carries multiple brands of shocks and Struts for steering components at all NAPA stores
82 Wipers and washers Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
83 Heating and cooling (engine) Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
84 Vehicle paint and primer Yes
No
NAPA stocks several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide.
85 Tires, OEM vehicle parts, and garage
and fleet maintenance equipment,
tools and supplies as described in
RFP Section II. B. 1. b.

Yes
No
NAPA sells several different kinds of products in this category at all 6000 NAPA Auto Parts Store Nationwide. *
Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts Table 15: Industry Specific Questions

Line
Item Question Response *
86 If you are awarded a contract, provide a
few examples of internal metrics that will
be tracked to measure whether you are
having success with the contract.

Below are several examples of internal metrics that we will track to optimize our contract growth strategies, if awarded:

Overall Contract Member Purchases - our contract reporting system will track overall Sourcewell contract member purchases by agency to ensure contract compliance, contract adoption and overall Sourcewell member satisfaction.

Market Coverage - we can identify where we have an active Sourcewell contract presence across our US and Canada markets and pinpoint opportunities for new market growth over the course of the contract.

Sourcewell Account Registrations - new Sourcewell member contracts are identified in our reporting system so we can promote growth of the total number of participating entities utilizing the NAPA contract and partnership.

Contract Segmentation - we will break out Sourcewell member purchases into industry verticals to identify opportunities to grow in segments where we may be stagnant and develop specific marketing materials to drive new contracts in underutilized categories.

*
87 Describe any electronic service
programming subscriptions and service
information provided within your proposal
along with any associated costs.

NAPA does not provide any electronic service programming subscriptions under the scope of this proposal.
*
88 Describe your ability to provide
customized reports of historical purchases
and participating entities accounts payable
management.

Through our Vistex and Qlik reporting software and our dedicated finance, accounting and reporting teams at NAPA headquarters and locally in our operations, NAPA provides customized reporting for hundreds of government and private sector customers on a quarterly basis or as needed by the Sourcewell member, generally within 30 to 45 days after a quarter has ended. Reporting is customizable for each member, so NAPA remains flexible in the format and timing of reporting to meet each customer's needs on a case-by-case basis; the reporting described above is the standard base level that NAPA provides.

On an ad-hoc basis, NAPA can provide a specific Sourcewell member with SKU- level data over a specific timeframe and our team is also available to provide an in- depth spending analysis comparing them to other government agencies of similar size and makeup.

*
89 Describe any online parts catalog and
ordering capabilities that can be provided
or are included. If applicable, identify any
additional costs associated with this
service.

Our NAPA parts catalog, consisting of more than 465,000 SKUs, is all available online to Sourcewell members. The following are a few of the most common digital methods used to order from us:

• NAPA Prolink: NAPA Prolink is another exclusive online ordering and messaging system for customer shops to order NAPA branded parts from our stores or distribution centers. It gives the customer direct digital access to our catalog of more than 500,000 SKUs, all available on this contract.

• Enterprise E-Procurement/Punchout: NAPA has the capability to provide digital cataloging through punchouts and EDI interfaces placed directly within a customer's enterprise procurement system. On our e-commerce website, www.NAPAIBIZ.com, we show companies that use large eProcurement programs how to register with NAPA to access our NAPA catalog. Platforms supported include Ariba, SAP, Oracle, Epicor, Ketera, Jaggaer, Proactis/Perfect Commerce, Coupa and more. We also offer digital warehousing solutions with JD Edwards and Manhattan products.

There is no fee associated with the use of NAPA's online cataloging or NAPA Prolink. Enterprise software integrations, if required by the customer, could have nominal costs that are negotiated on a case-by-case basis before implementing any solutions.

*
90 Identify the vehicle makes for which your
offered parts are used.

NAPA provides replacement parts for all light- and heavy-duty makes and models across the US and Canada. *
91 Identify the vehicle engine types for which
your products are manufactured (e.g.,
gasoline, diesel, CNG, propane, hybrid,
electric, etc.)
NAPA provides replacement parts for all engine types across the US and Canada. *
DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts Exceptions to Terms, Conditions, or Specifications Form

Only those Proposer Exceptions to Terms, Conditions, or Specifications that have been accepted by Sourcewell have been incorporated into the contract text.

Documents

Ensure your submission document(s) conforms to the following:

1. Documents in PDF format are preferred. Documents in Word, Excel, or compatible formats may also be provided.

2. Documents should NOT have a security password, as Sourcewell may not be able to open the file. It is your sole responsibility to ensure that the uploaded document(s) are not either defective, corrupted or blank and that the documents can be opened and viewed by Sourcewell.

3. Sourcewell may reject any response where any document(s) cannot be opened and viewed by Sourcewell.

4. If you need to upload more than one (1) document for a single item, you should combine the documents into one zipped file. If the zipped file contains more than one (1) document, ensure each document is named, in relation to the submission format item responding to. For example, if responding to the Marketing Plan category save the document as "Marketing Plan."

Financial Strength and Stability - Question #9 - Genuine Parts Company 2019 Annual Report.pdf - Wednesday March 24, 2021 12:26:37
Marketing Plan/Samples - Question #32 - Marketing Materials.pdf - Wednesday March 24, 2021 12:27:31 WMBE/MBE/SBE or Related Certificates - Question #39 - Corporate Sustainability Plan.pdf - Wednesday March 24, 2021 12:29:32
Warranty Information (optional)
Pricing - Pricing - US 9074 & Canada.pdf - Wednesday March 24, 2021 12:29:47 Upload Additional Document - Question #36 - Autotech Training Brochures.pdf - Wednesday March 24, 2021 12:30:11 DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Proposer's Affidavit

PROPOSER AFFIDAVIT AND ASSURANCE OF COMPLIANCE
I certify that I am the authorized representative of the Proposer submitting the foregoing Proposal with the legal authority to bind the Proposer to this Affidavit and Assurance of Compliance:

1. The Proposer is submitting this Proposal under its full and complete legal name, and the Proposer legally exists in good standing in the jurisdiction of its residence.

2. The Proposer warrants that the information provided in this Proposal is true, correct, and reliable for purposes of evaluation for contract award.

3. The Proposer, including any person assisting with the creation of this Proposal, has arrived at this Proposal independently and the Proposal has been created without colluding with any other person, company, or parties that have or will submit a proposal under this solicitation; and the Proposal has in all respects been created fairly without any fraud or dishonesty. The Proposer has not directly or indirectly entered into any agreement or arrangement with any person or business in an effort to influence any part of this solicitation or operations of a resulting contract; and the Proposer has not taken any action in restraint of free trade or competitiveness in connection with this solicitation. Additionally, if Proposer has worked with a consultant on the Proposal, the consultant (an individual or a company) has not assisted any other entity that has submitted or will submit a proposal for this solicitation.

4. To the best of its knowledge and belief, and except as otherwise disclosed in the Proposal, there are no relevant facts or circumstances which could give rise to an organizational conflict of interest. An organizational conflict of interest exists when a vendor has an unfair competitive advantage or the vendor’s objectivity in performing the contract is, or might be, impaired.

5. The contents of the Proposal have not been communicated by the Proposer or its employees or agents to any person not an employee or legally authorized agent of the Proposer and will not be communicated to any such persons prior to Due Date of this solicitation.

6. If awarded a contract, the Proposer will provide to Sourcewell Participating Entities the equipment, products, and services in accordance with the terms, conditions, and scope of a resulting contract.

7. The Proposer possesses, or will possess before delivering any equipment, products, or services, all applicable licenses or certifications necessary to deliver such equipment, products, or services under any resulting contract.

8. The Proposer agrees to deliver equipment, products, and services through valid contracts, purchase orders, or means that are acceptable to Sourcewell Members. Unless otherwise agreed to, the Proposer must provide only new and first-quality products and related services to Sourcewell Members under an awarded Contract.

9. The Proposer will comply with all applicable provisions of federal, state, and local laws, regulations, rules, and orders.

10. The Proposer understands that Sourcewell will reject RFP proposals that are marked "confidential" (or "nonpublic," etc.), either substantially or in their entirety. Under Minnesota Statutes Section 13.591, subdivision 4, all proposals are considered nonpublic data until the evaluation is complete and a Contract is awarded. At that point, proposals become public data. Minnesota Statutes Section 13.37 permits only certain narrowly defined data to be considered a "trade secret," and thus nonpublic data under Minnesota's Data Practices Act.

11. Proposer its employees, agents, and subcontractors are not:

1. Included on the “Specially Designated Nationals and Blocked Persons” list maintained by the Office of Foreign Assets Control of the United States Department of the Treasury found at: https://www.treasury.gov/ofac/downloads/sdnlist.pdf;

2. Included on the government-wide exclusions lists in the United States System for Award Management found at:
https://sam.gov/SAM/; or

Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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3. Presently debarred, suspended, proposed for debarment, declared ineligible, or voluntarily excluded from programs operated by the State of Minnesota; the United States federal government or the Canadian government, as applicable; or any Participating Entity. Vendor certifies and warrants that neither it nor its principals have been convicted of a criminal offense related to the subject matter of this solicitation.

By checking this box I acknowledge that I am bound by the terms of the Proposer’s Affidavit, have the legal authority to submit this Proposal on behalf of the Proposer, and that this electronic acknowledgment has the same legal effect, validity, and enforceability as if I had hand signed the Proposal. This signature will not be denied such legal effect, validity, or enforceability solely because an electronic signature or electronic record was used in its formation. - Jett Kuntz, Vice President NAPA Fleet and IBS, Genuine Parts Company dba NAPA Auto Parts
The Proposer declares that there is an actual or potential Conflict of Interest relating to the preparation of its submission, and/or the Proposer foresees an actual or potential Conflict of Interest in performing the contractual obligations contemplated in the bid.

Yes No
The Bidder acknowledges and agrees that the addendum/addenda below form part of the Bid Document.

Check the box in the column "I have reviewed this addendum" below to acknowledge each of the addenda.

File Name
I have reviewed the
below addendum and
attachments (if
applicable)
Pages
Addendum_4_Aftermarket_Vehicle_Parts_RFP_032521
Fri March 19 2021 12:55 PM 1
Addendum_3_Aftermarket_Vehicle_Parts_RFP_032521
Thu March 11 2021 12:31 PM 1
Addendum_2_Aftermarket_Vehicle_Parts_RFP_032521
Fri February 19 2021 04:46 PM 4
Addendum_1_Aftermarket_Vehicle_Parts_RFP_032521
Thu February 18 2021 01:56 PM 2
Bid Number: RFP 032521 Vendor Name: Genuine Parts Company dba NAPA auto Parts DocuSign Envelope ID: 6BEC61CF-A289-4E75-8558-9EBBBC8A9C9D Redlands Adjourned Meeting of 7-25-23
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Redlands Adjourned Meeting of 7-25-23
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City Council Meeting I. 4.

DATE: 07/25/2023
TO: Honorable Mayor and City Council Members
SUBJECT: Consideration of Memoranda of Understanding negotiated by City staff between the City of Redlands and the Redlands Association of Fire Management Employees and Teamsters Local 1932 (Assistant City Manager McConnell)
MOTION(S):

If the City Council determines that staff’s recommendation is appropriate, the following motion is provided:

I move to approve the Memoranda of Understanding between the City of Redlands and the Redlands Association of Fire Management Employees and Teamsters Local 1932.

RECOMMENDATION:

Staff recommends that the City Council approve the Memoranda of Understanding between the City and the Redlands Association of Fire Management Employees and Teamsters Local 1932.

DISCUSSION:

The City's negotiating team and members of the Redlands Association of Fire Management Employees, and Teamsters Local 1932 have met to negotiate their respective Memorandum of Understanding (MOU) for the period of July 1, 2023 through June 30, 2026.

All unit members of each bargaining group will receive a seven (7) percent salary increase for the first year of the contract and two (2) percent salary increases in both years two and three. Other changes include elimination of the two-tier benefit contributions, increases in vacation accruals and deferred compensation, professional development incentives, changes in overtime calculations, and reimbursement for costs associated with obtaining a Redlands Adjourned Meeting of 7-25-23
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calculations, and reimbursement for costs associated with obtaining a commercial license.

The parties have reached agreement and the MOUs have been prepared and are attached for the City Council’s consideration.

ALTERNATIVES:

N/A
STRATEGIC PLAN:

N/A
SUBMITTED BY:

Janice McConnell, Assistant City Manager
RECOMMENDED BY:

Charles M. Duggan Jr., City Manager
REVIEWED BY:

Janice McConnell, Assistant City Manager
Danielle Garcia, Management Services/Finance Director
James Garland, Assistant Director, Finance
James Estrada, Chief Steward - Teamsters
David Ketcherside, RAFME President
PREPARED BY:

Tommi Ng, Assistant Director, Human Resources/Risk Management Fiscal Impact
Fiscal Year: FY2024-26
Revenue Generating: No
Appropriation Required Y/N: No
Account No.: Various
Discussion:

Redlands Adjourned Meeting of 7-25-23
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Summary of Financial Impact:

FY2024 FY2025 FY2026 3-Year Total
General Fund $1,593,309 $1,808,209 $2,000,958 $5,402,476 Other Funds $2,826,086 $3,222,045 $3,557,500 $9,605,631 Total $4,419,395 $5,030,254 $5,558,458 $15,008,107
Notes:

The Fiscal Impact above relates specifically to the RAFME and Teamsters Local 1932 MOU's.

1. These amounts include base salary increases, elimination of the two-tier benefit contributions, and other MOU incentives.

2. Calculations include fully burdened staffing costs such as base salaries, pension costs, and other employer-paid benefits.

3. Staff will incorporate the financial impact above in the 2023-2024 mid-biennium review process. During this review, staff will be updating revenue and expenditure projections accordingly. Additional appropriations will also be made, if warranted, and taken to the City Council for consideration.

Attachments
RAFME 23-26 Redline
RAFME MOU Final
Teamster 23-26 Redline
Teamster MOU Final
Salary Range Tables 23-24
Hourly Rate Table 23-24
Redlands Adjourned Meeting of 7-25-23
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LCW_DMS\RE035\038\12096231.v1-7/7/23

EMORANDUM OF
U

NDERSTANDING

BETWEEN

CITY OF REDLANDS

AND

Redlands Association
of
Fire Management Employees

JULY 1,
2023
– JUNE 30, 202
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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 2 Deleted: 18
Deleted: 3
Deleted: LCW_DMS\RE035 \038 \12096231.v1 -7/7/23 ¶

MEMORAN DU M OF U N DERS TAN DIN G

BETWEEN
City of Redlands
A ND
Redlands Association of Fire Management Employees

July 1,
20 23
– June 30,
20 2
6 Table of Contents
Article 1: Term Of Agreement ................................ ................................ ................................ .................... 3 Article 2: Preamble................................ ................................ ................................ ................................ ....3 Article 3: Recognition ................................ ................................ ................................ ................................ 3 Article 4: Management Rights ................................ ................................ ................................ .................... 3 Article 5: Salaries ................................ ................................ ................................ ................................ ......3 Article 6: Retirement ................................ ................................ ................................ ................................ .3 Article 7: Medical Insurance................................ ................................ ................................ ....................... 4 Article 8: Vision Care ................................ ................................ ................................ ................................ .5 Article 9: Dental Insurance................................ ................................ ................................ ......................... 5 Article 10: Life Insurance ................................ ................................ ................................ ............................. 5 Article 11: Deferred Compensation ................................ ................................ ................................ .............. 5 Article 12: Educational Incentive ................................ ................................ ................................ .................. 5 Article 13: Certification Pay ................................ ................................ ................................ ......................... 5 Article 14: Uniform Allowance ................................ ................................ ................................ ..................... 6 Article 15: Incident Accommodations ................................ ................................ ................................ ........... 6 Article 16: Longevity Pay ................................ ................................ ................................ ............................. 6 Article 17: Shift Differential Pay for Fire Members ................................ ................................ ........................ 6 Article 18: Holidays ................................ ................................ ................................ ................................ .....6 Article 19: Sick Leave................................ ................................ ................................ ................................ ...7 Article 20: Defined Contribution & Contribution Plans................................ ................................ ................... 7 Article 21: Vacation ................................ ................................ ................................ ................................ .....8 Article 22: Bereavement Leave ................................ ................................ ................................ .................... 8 Article 23: Personal Leave................................ ................................ ................................ ............................ 8 Article 24: Executive Leave ................................ ................................ ................................ .......................... 9 Article 25: Compensatory Time Off And Overtime................................ ................................ ......................... 9 Article 26: Workweek ................................ ................................ ................................ ................................ ..9 Article 27: Fire Battalion Chief Staffing ................................ ................................ ................................ ......... 9 Article 28: No Strike Provisions ................................ ................................ ................................ .................... 9 Article 29: Prevailing Benefits ................................ ................................ ................................ ...................... 9 Article 30: Savings Clause ................................ ................................ ................................ ............................ 9 Article 31: Equivalent Benefits ................................ ................................ ................................ ..................... 9 Article 32: Death Of Employee ................................ ................................ ................................ ................... 10 Article 33: Drop Program ................................ ................................ ................................ ........................... 10 Article 34: Zipper Clause ................................ ................................ ................................ ............................ 10 Article 35: Signature................................ ................................ ................................ ................................ .. 10

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Article 2: Preamble 3¶
Article 3: Recognition 3¶
Article 4: Management Rights 3¶
Article 5: Salaries 3¶
Article 6: Retirement 3¶
Article 7: Medical Insurance 4¶
Article 8: Vision Care 5¶
Article 9: Dental Insurance 5¶
Article 10: Life Insurance 5¶
Article 11: Deferred Compensation 5¶
Article 12: Educational Incentive 5¶
Article 13: Certification Pay 5¶
Article 14: Uniform Allowance 6¶
Article 15: Longevity Pay 6¶
Article 16: Shift Differential Pay for Fire Members 6¶
Article 17: Holidays 6¶
Article 18: Sick Leave 7¶
Article 19: Defined Contribution & Contribution Plans 7¶ Article 20: Vacation 8¶
Article 21: Bereavement Leave 8¶
Article 22: Personal Leave 8¶
Article 23: Executive Leave 8¶
Article 24: Compensatory Time Off And Overtime 8¶
Article 25: Workweek 9¶
Article 26: Fire Battalion Chief Staffing 9¶
Article 27: No Strike Provisions 9¶
Article 28: Prevailing Benefits 9¶
Article 29: Savings Clause 9¶
Article 30: Equivalent Benefits 9¶
Article 31: Death Of Employee 9¶
Article 32: Drop Program 10¶
Article 33: Zipper Clause 10¶
Article 34: Signature 10¶
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Article 2: Preamble 3¶
Article 3: Recognition 3¶
Article 4: Management Rights 3¶
Article 5: Salaries 3¶
Article 6: Retirement 4¶
Article 7: Medical Insurance 4¶
Article 8: Vision Care 5¶
Article 9: Dental Insurance 5¶
Article 10: Life Insurance 6¶
Article 11: Deferred Compensation 6¶
Article 12: Educational Incentive 6¶
Article 13: Uniform Allowance 6¶
Article 14: Longevity Pay 6¶
Article 15: Shift Differential Pay for Fire Members 6¶
Article 16: Holidays 6¶
Article 17: Sick Leave 7¶
Article 18: Defined Contribution & Contribution Plans 7¶ ...

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Article 1:

TERM OF AGREEMENT
Except where expressly stated otherwise herein, the City of Redlands (“City”) and the Redlands Association of Fire Management Employees (“Association”) agree that the provisions of this Memorandum of Understanding (MOU) shall become effective on July 1, 2023 and shall expire on June 30, 2026.

Article 2:

Article 3:

RECOGNITION
The Association is the recognized employee organization for the personnel employed in the Fire Department occupying the classifications of Fire Battalion Chief and Deputy Fire Chief.

Article 4:

MANAGEMENT RIGHTS
The authority of the City includes the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; exercise complete control and discretion over its organizatio n and the technology of performing its work, provided, however, that the exercise and retention of such rights does not preclude employees or their representatives from meeting and conferring on the effects that decisions on these matters may have on wages, hours and working conditions.

Article 5:

SALARIES
All Unit members will receive the following salary increases:

A. Effective July 24, 2023: All members will receive a base salary increase of 7% B. Effective the first pay period following July 1, 2024: All members will receive a base salary increase of 2% C. Effective the first pay period following July 1, 2025: All members will receive a base salary increase of 2% Unit members shall not receive any increase to base salary or other compensation during the term of this MOU, other than those increases and compensation expressly set forth in this MOU. Further, all Unit members are responsible for the employee contribution to Social Security and Medicare.

The salary ranges for unit classifications shall be set to the closest rage that ensures a minimum salary differential between unit classifications as follows:

Between Captain and Battalion Chief 15%
Between Battalion Chief and Deputy Chief 21%
Between Deputy Chief and Chief 13%
Article 6:

RETIREMENT
A. Only as to unit members hired by the City in any role prior to January 1, 2013 (“Classic Members”), the City shall individually provide the following provisions in its contract with the PERS retirement system:

1. 3% @ 50 Retirement Formula

2. Survivor Continuance
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3. Highest Single Year

4. All classic unit members, including those employed by the City prior January 1, 2013, shall individually pay the Government Code section 20678 CALPERS Local Safety Member Contribution as follows: 9% of “compensation” as defined in the Government Code.

B. The Public Employees’ Pension Reform Act (PEPRA) and application to PEPRA defined “New Members”.

Unit members who are “new members” as defined by the PEPRA (California Government Code section 7522.04(f)), shall be required to pay a PERS member contribution in an amount equal to 50% of the normal cost rate for the Defined Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater, pursuant to Government Code section 7522.30.

Those new members shall be enrolle d in the 2.7% at 57 benefit plan, as provided for in Government Code section 7522.25(f), with a final compensation measurement period of 36 consecutive months as set forth in Government Code Section 7522.32(a), and their retirement benefits shall be calculated based on “pensionable compensation” (Section 7522.10) rather than compensation earnable (Section 20636).

C. To the extent permitted by law, retirement contributions herein made by the employees shall be made on a pre-tax basis. The City shall report to CalPERS as compensation only the percent, if any, of the member contribution funded by the City.

Article 7:

MEDICAL INSURANCE
A. The City shall contribute directly to CalPERS on behalf of each employee three hundred and ninety - seven dollars ($397.00) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989. In addition, the City shall contribute an amount through the City’s cafeteria plan that is equal to the difference between the City’s minimum contribution and the following amounts:

B. City contributions to the cafeteria plan may be used toward available cafeteria benefits, including City medical plan premiums, flexible spending account, and post -employment health plan.

C. The city agrees to provide a stipend of $350.00 on a monthly basis for those employees with alternative medical coverage who opt for t he stipend in lieu of the medical insurance benefit.

D. RETIREE HEALTH

1. For all unit members who qualify as an “annuitant” under PEMHCA, the City will contribute directly to CalPERS on behalf of each annuitant three hundred and ninety-seven dollars ($397) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.

2. For unit members hired prior to October 16, 2012, upon service or disability retirement under the PERS retirement plan, or in the event of the death of an employee prior to retirement, employees who have served a minimum of fifteen (15) years of services with the City of Redlands and who qualify as

COVERAGE LEVEL

UPON APPROVAL

AND ADOPTION OF

AGREEMENT

JANUARY 1, 2024

JANUARY 1, 2025

EE Only $750 $775 $800
EE + 1
Dependent
$1,500 $1,550 $1,600
EE + Family $1,950 $2,025 $2,100
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Effective July 1, 2013, Association employees hired prior to City Council adoption of the 2012 -2015 MOU shall pay an additional

4.5% of “compensation” as defined in the Government Code, equaling the full 9% of member employee contributions to CalPERS.

These contributions shall, at the time of termination, belong to the employee. (See Section E, below.) ¶
Deleted: <#>All Association employees hired on or after City Council adoption of the 2012 -2015 MOU, but prior to January 1, 2013, shall pay the 100% of “compensation” as defined in the Government Code, as and for the required member normal
contribution to CalPERS. These contributions shall, at the time of termination, belong to the employee. ¶
Only as to Association employees hired prior to January 1, 2013, the City shall provide the following provisions in its contract with the PERS retirement system: ¶
3% @ 50 Retirement Formula ¶ ...

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COVERAGE LEVEL
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JULY 1, 2023
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annuit ants under PEMHCA, the City shall contribute to a retiree health savings account the difference between the PEMHCA minimum and the cost of medical, dental and vision insurance premiums for the employee, spouse and eligible dependents (“lifetime health insu rance”) under the Association ’s current medical insurance program existing at the time of retirement. Lifetime health insurance shall be at no cost to the retired employee and shall cover the employee and eligible dependents. The plan shall be equal to that provided from time to time to fulltime employees. Lifetime health insurance includes medical, dental, vision care as provided in the unit MOU.

Unit members hired on and/or after October 16, 2012, shall be ineligible to receive this post- retirement benefit.

3. Unit members hired after October 16, 2012 who achieve fifteen (15) years of service and who qualify as an annuitant under PEMHCA shall be entitled to a “medical bridge” program for themselves upon retirement from the City until they become Medicare-eligible. Under the “Medical Bridge,” the City will contribute the difference between the PEMHCA minimum and the cost of employee-only coverage for the least expensive equivalent health, vision and dental insurance plan as provided by the City to its then existing unit members through the CalPERS medical plan until the annuitant reaches the age of Medicare eligibility at which time the benefit will cease and annuitants will only receive the PEMHCA minimum contribution. Unit members who receive the medical bridge program can select coverage for dependents, however, the additional cost must be paid for by the annuitant and will not be paid for by the City.

Article 8:

VISION CARE
The City agrees to contribute the entire monthly premium for Association employees and their eligible dependents for a vision insurance plan with Medical Eye Services, or its equivalent.

Article 9:

DENTAL INSURANCE
The City shall pay the full monthly premium for dental insurance under the Principal Financial dental plan, or its equivalent, for Association employees and all eligible dependents.

Article 10:

LIFE INSURANCE
The City provides Association employees with $25,000 of life insurance. Employees may also purchase additional increments of life insurance at the City’s group rate.

Article 11:

DEFERRED COMPENSATION
Each April, the City of Redlands shall make an annual contribution to deferred compensation on behalf of each Association employee in the amount of $1125 per year + 3% of gross annual salary.

Article 12:

EDUCATIONAL INCENTIVE
Unit members in the classification of Battalion Chief will qualify for a 10% increase in base salary upon submitting satisfactory proof of completion of a Bachelor’s degree (i.e., official transcripts) . Existing unit members as of the adoption of the 2023 -2026 Memorandum of Understanding are eligible for a 7.5% increase in base salary upon submitting satisfactory proof of completing of an Associate’s degree (i.e., official transcripts). Unit members in the classification of Deputy Fire Chief will qualify for a 10% increase in base salary upon submitting satisfactory proof of completion of a Master’s degree (i.e., official transcripts).

Article 13:

CERTIFICATION PAY
Unit members in the classification of Battalion Chief with a minimum of 1 year as a Chief Officer with the City of Redlands and certified as a Chief Office r by the Office of the State Fire Marshall shall be compensated 3% of the employee’s base monthly salary upon submitting satisfactory proof of the Chief Officer Certification.

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Article 14:

UNIFORM ALLOWANCE
Association employees shall receive a uniform allowance in the amount of $1700 per year.

Article 15:

INCIDENT ACCOMMODATIONS

Unit membe rs assigned to emergency incidents for extended periods shall be reimbursed for hotel/motel accommodations or other comparable facilities for sleeping and freshening up. With approval of the Fire Chief, the unit member may be reimbursed for up to 1 day prior to the incident to 1 day after the incident assignment. Unit members must comply with requirements related to expense and travel reimburs ement as outlined in the City’s Personnel Rule and Regulations.

Article 16:

LONGEVITY PAY
Employees in the unit with 19 years of continuous service with the City of Redlands shall advance to Step 7 on the salary schedule. In the event that a unit member is not at Step 6 when he/she is eligible for Step 7, the unit member will advance to the ne xt step in their salary range and continue to advance based on merit until the unit member reaches Step 7.

Employees in the unit with 14 years of continuous service with the City of Redlands shall advance to Step 6 on the salary schedule. In the event that a unit member is not at Step 5 when he/she is eligible for Step 6, the unit member will advance to the next step in their salary range and continue to advance based on merit until the unit member reaches Step 6.

Article 17:

SHIFT DIFFERENTIAL PAY FOR FIRE MEMBERS
The Fire Battalion Chiefs who are assigned to a forty (40) hour workweek (or 9/80 schedule) shall be compensated at seven and one half percent (7.5%) times the base hourly rate for Shift Differential Pay. This benefit does not apply to Battalion Chiefs who are assigned to the twenty-four (24) hour shift work schedule.

Article 18:

HOLIDAYS
A. The City of Redlands currently observes the following holidays, established by Resolution:

New Year’s Day January 1
Martin Luther King, Jr. Day Third Monday in January
President’s Day Third Monday in February
Cesar Chavez Day March 31st
Memorial Day Last Monday in May
Juneteenth June 19th
Independence Day July 4th
Labor Day First Monday in September
Columbus Day Second Monday in October
Veteran’s Day November 11th
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day Fourth Friday in November Christmas Eve December 24th
Christmas Day December 25th

B. In lieu of the above, Shift Battalion Chiefs shall be compensated with fourteen 12-hour holidays per year. This compensation shall be based on 6.46 hours per 14-day pay period.

C. Association employees shall also receive two (2) floating holidays annually. Fire Battalion Chiefs assigned to a twenty-four (24) hour schedule shall receive two (2) twelve (12) hour floating holidays. Floating holidays Formatted: Normal, Indent: Left: 0"
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Christmas Eve shall be observed as a holiday when Christmas falls on Tuesday, Wednesday, Thursday, or Friday. ¶
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accrued but not used shall be paid in January of the following year.

D. Holidays shall be paid at a rate of pay applicable to the shift to which the employee is regularly assigned and shall be include supplemental pay (shift differential, education incentive) which may apply to the specific Association employee. The City will report to CalPERS the Holiday Cash Out amounts. This amount is derived from an employee’s left over Holiday Cash Out amount and paid at regular rate, which includes base pay rate and shift differential and educational incentive. The City will report the Holiday Cash Out on an annual basis to CalPERS in January of each year.

Article 19:

SICK LEAVE

ACCRUAL
Association employees who work a forty (40) hour week shall accrue sick leave at a rate of 3.7 hours per pay period.

Shift employees shall accrue sick leave at a rate of 5.6 hours per pay period; sick leave shall be taken in twenty-four (24) hour shifts.

SICK LEAVE BUY -BACK PROGRAM
Association employees may accumulate sick leave from calendar year to calendar year to an unlimited amount, or participate in the City’s Sick Leave Buy Back program. In order to participate in the buy-back, the employee must have a minimum of 96 hours of sick leave on the books. In November of each year, Association employees may elect to be paid cash at their current hourly rate for any hours earned in the following year in accordance with the schedule below, less any sick leave hours used during that period. The payment will occur in November of the following year.

The election is irrevocable and may not be changed after the election is made.

MAXIMUM BUY-BACK HOURS PER YEAR
40 hour personnel 96
Shift Personnel 144
Section 19.01: Section 19.02:

ACCRUAL PAYMENT UPON RETIREMENT
A. Upon service or medical retirement under the PERS retirement plan, or in the event of the death of an Association employee prior to retirement, members with less than fifteen (15) years’ of service with the City may elect one of the following options for payment of unused sick leave:

1. Convert all remaining sick leave accrued at the time of retirement to cash value at the final rate of pay and deposit in the Post Employment Health Plan (PEHP) where it can be used for applicable premiums payable under the City’s medical insurance program for the Association member and eligible dependents.

In the event that the member dies prior to exhaustion of the cash value of said benefits, the remaining cash value may be applied towards the premiums of covered dependents until exhausted, subject to the conditions and limitations of the PEHP.

2. At the time of service retirement, disability retirement, separation, or at the death of an active Association employee, one hundred percent (100%) of accrued sick leave may be cashed out at the prevailing hourly rate.

3. At the time of retirement or disability retirement extend service credit equal to one hundred percent (100%) of accrued sick leave on the books.

B. In addition, affected Association employees also have the option of being compensated for unused sick leave on the books at the time of retirement by either option A2 or A3 above.

Article 20:

DEFINED CONTRIBUTION & CONTRIBUTION PLANS
A. The City shall make available to Association employees a qualified 401a, 401 Defined Contribution, Defined Distribution plan(s) and a Retirement Health Savings Plan, as allowed by law. All programs shall be structured in accordance with the latest IRS rulings.

B. Upon retirement, Association employees shall deposit the cash value of their leave accruals into the 401(a) Formatted: Font: 11 pt
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program up to the maximum allowed by law.

C. Association employees who meet the following requirements the first day after the last pay period in October:

1. 24 hours of available floating holiday for shift personnel or 20 hours of floating holiday for 40 hour personnel; and

2. Have a 401(a) account in place with the City
Shall contribute to the 401(a) program leave accruals in the order listed below up to the IRS maximum allowed. Deposits will be made on a pre-tax basis.

All sick leave hours in excess of 1350 hours;
All comp time in excess of 24 hours;
All vacation hours in excess of 400 hours.

Conversion and deposit of available time shall occur during the last pay period in November.

Article 21:

VACATION
A. Vacation shall accrue for Association employees based on the following schedule:

YEARS OF SERVICE
HOURS
1 - 5 (0-59 Mos) 80
6 - 7 (60-83 Mos) 120
8 - 9 (84-107 Mos) 128
10–11 (108-131 Mos) 136
12–13 (132-155 Mos) 144
14–15 (156-179 Mos) 152
16–20 (180-239 Mos) 160
21 (240-251 Mos) 168
22 (252-263 Mos) 176
23 (264-275 Mos) 184
24 (276-287 Mos) 192
25 (288+ Mos) 200

B. Vacation shall accrue for Association members on the 24-hour shift based on the following schedule:

YEARS OF SERVICE
SHIFTS
1 – 5 (0-59 Mos) 5
6 – 7 (60-83 Mos) 6
8 – 9 (84-107 Mos) 7
10–13 (108-155 mos) 8
14–15(156-179 Mos) 9
16–19(180-239 Mos) 10
20 + (240+ Mos) 11

Article 22:

BEREAVEMENT LEAVE
In the event of the death in the immediate family, Association employees shall be compensated with two (2) days paid leave. In addition, eligible employees may be allowed to use accrued sick leave with full pay not to exceed three (3 ) days.

Article 23:

PERSONAL LEAVE
Association employees may use up to a maximum of eight (8) hours of accrued sick leave per year for personal leave, subject to advance approval by his/her supervisor.

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Article 24:

EXECUTIVE LEAVE
Association employees (with the exception of the shift B.C.’s) shall receive one hundred and twenty (120) hours of executive leave annually. Shift B.C.’s shall receive twenty-four (24) hours of executive leave annually. This leave must be used within the calendar year, or it will be removed from the books as of December 31st of each year.

Article 25:

COMPENSATORY TIME OFF AND OVERTIME
A. Forty (40) hour Chiefs are exempt from the requirements of the FLSA and therefore ineligible to accrue compensatory time off or earn overtime pay at 1 ½ times their hourly rate. Fire Battalion Chiefs shall earn overtime at time and one half for those hour s worked in excess of fifty -three (53) hours in one week , only when assigned to and actually working as suppression shift personnel. Fire classifications eligible to receive Compensatory Time shall have a maximum accrual of two hundred-forty (240) hours.

B. Association employees ineligible to receive overtime compensation may receive overtime pay at time and one half of salary in certain situations ONLY if the hours are reimbursed by a third party, such as reimbursable mutual aid calls or billable contracts.

C. Computation of overtime for eligible Association employees shall exclude time paid for holidays, vacation, sick leave, military leave, administrative leave, workers’ compensation, and compensatory time off.

D. Compensation for overtime for eligible employees shall be paid the payday following the seven (7) day work period in which the overtime is earned.

Article 26:

WORKWEEK
Association members may be eligible to work a 4/10 schedule. This schedule shall be approved by the Fire Chief.

Article 27:

FIRE BATTALION CHIEF STAFFING
The City agrees that a minimum of one (1) Battalion Chief shall be on staff per twenty-four (24) shift.

Article 28:

NO STRIKE PROVISIONS
The Association agrees that it shall not authorize, instigate, aid, condone, or engage in any strike which will interrupt or interfere with the operation of the City. The City places the Association on notice of its intention and right to terminate any employee who instigates or engages in any strike or work stoppage which interrupts or interferes with the operation of the City.

Article 29:

PREVAILING BENEFITS
All terms and conditions of employment set forth in this MOU, including past practices defined as such by prevailing law and which clarify the meaning of a contract provision, will remain in full force and effect for the term of this MOU unless modified by mutual agreement of the parties. All other matters affecting terms and conditions of employment and which constitute actual past practices defined as such by prevailing law, shall be subject to change during the term of this MOU either by mutual agreement or by virtue of the meet and confer process and any applicable impasse resolution procedures being completed.

Article 30:

SAVINGS CLAUSE
Should any provision of this MOU or the application of such provision be rendered or declared invalid by any court action or by reason of any existing or subsequently enacted legislation, the City and Association shall meet and confer immediately upon what constitutes an equivalent benefit to that which was determined to be unlawful. Such equivalent benefit will be implemented retroactive to the date the old benefit ceased. The remaining parts or portions of this MOU shall remain in full force and effect.

Article 31:

EQUIVALENT BENEFITS
If during the term of this MOU, another Redlands safety unit negotiates an increase to compensation in the following areas: base salary, tuition reimbursement, education incentive or leave accrual, such terms shall become applicable Deleted: 0
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to Association members who shall receive an equivalent increase in compensation, only if the change in compensation results in a net increase in total compensation (i.e. the value of City provided benefits) to any unit member in the other safety unit.

Article 32:

DEATH OF EMPLOYEE
If an Association employee dies while on duty, the City shall calculate compensation for the entire shift. The eligible dependents of deceased employees shall be entitled to benefits as follows:

1. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calc ulated and/or compensated according to the eligibility requirements stated in the current MOU.

2. In the event the deceased employee qualified for a service retirement (i.e. age 50 and with a minimum of five (5) years of service with the City), the City sha ll calculate and/or compensate benefits in the same manner as an employee service retirement.

Article 33:

DROP PROGRAM
Should the Deferred Retirement Optional Program (DROP) become available, upon the request of the Association, the City agrees to meet regarding the possible implementation of the program.

Article 34:

ZIPPER CLAUSE
The parties agree that all negotiable items have been discussed during negotiations leading to this MOU, including salaries and benefits, and conditions of employment and therefore further agree that negotiations will not be reopened on any item during the life of this MOU except my mutual agreement or as provided elsewhere in this MOU.

Article 35
:

SIGNATURE

CITY OF REDLANDS

REDLANDS ASSOCIATION OF FIRE MANAGEMENT

EMPLOYEES

David Ketcherside, President Date
Eddie Tejeda, Mayor Date
Attest:

Jeanne Donaldson, City Clerk Date

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ARTICLE 33
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¶
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Deleted: Paul W. Foster
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M

EMORANDUM OF
U

NDERSTANDING

BETWEEN

CITY OF REDLANDS
AND
Redlands Association
of
Fire Management Employees

JULY 1, 2023 – JUNE 30, 2026
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MEMORANDUM OF UNDERSTANDING

BETWEEN
City of Redlands
AND
Redlands Association of Fire Management Employees
July 1, 2023 – June 30, 2026
Table of Contents
Article 1: Term Of Agr eement ....................................................................................................................3 Article 2: Preamble.................................................................................................................................... 3 Article 3: Recognition ................................................................................................................................3 Article 4: Management Rights ....................................................................................................................3 Article 5: Salaries ...................................................................................................................................... 3 Article 6: Retirement .................................................................................................................................3 Article 7: Medical Insurance.......................................................................................................................4 Article 8: Vision Care .................................................................................................................................5 Article 9: Dental Insurance......................................................................................................................... 5 Article 10: Life Insurance .............................................................................................................................5 Article 11: Deferred Compensation ..............................................................................................................5 Article 12: Educational Incentive .................................................................................................................. 5 Article 13: Certification Pay ......................................................................................................................... 5 Article 14: Uniform Allowance ..................................................................................................................... 6 Article 15: Incident Accommodations ...........................................................................................................6 Article 16: Longevity Pay .............................................................................................................................6 Article 17: Shift Differential Pay for Fire Members ........................................................................................ 6 Article 18: Holidays .....................................................................................................................................6 Article 19: Sick Leave................................................................................................................................... 7 Article 20: Defined Contribution & Contribution Plans................................................................................... 7 Article 21: Vacation .....................................................................................................................................8 Article 22: Berea vement Leave ....................................................................................................................8 Article 23: Personal Leave............................................................................................................................ 8 Article 24: Executive Lea ve ..........................................................................................................................8 Article 25: Compensatory Time Off And Overtime......................................................................................... 9 Article 26: Workweek ..................................................................................................................................9 Article 27: Fire Battalion Chief Staffing ......................................................................................................... 9 Article 28: No Strike Provisions ....................................................................................................................9 Article 29: Pr evailing Benefits ...................................................................................................................... 9 Article 30: Savings Clause ............................................................................................................................ 9 Article 31: Equivalent Benefits ..................................................................................................................... 9 Article 32: Death Of Employee ................................................................................................................... 10 Article 33: Drop Program ........................................................................................................................... 10 Article 34: Zipper Clause ............................................................................................................................ 10 Article 35: Signature.................................................................................................................................. 10 Redlands Adjourned Meeting of 7-25-23
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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 3 Article 1:

Article 2:

Article 3:

RECOGNITION
The Association is the recognized employee organization for the personnel employed in the Fire Department occupying the classifications of Fire Battalion Chief and Deputy Fire Chief.

Article 4:

Article 5:

SALARIES
All Unit members will receive the following salary increases:

A. Effective July 24, 2023: All members will receive a base salary increase of 7% B. Effective the first pay period following July 1, 2024: All members will receive a base salary increase of 2% C. Effective the first pay period following July 1, 2025: All members will receive a base salary increase of 2% Uni
t members shall not receive any increase to base salary or other compensation during the term of this MOU, other than those increases and compensation expressly set forth in this MOU. Further, all Unit members are responsible for the employee contribution to Social Security and Medicare.

The s
alary ranges for unit classifications shall be set to the closest rage that ensures a minimum salary differential between unit classifications as follows:

Between Captain and Battalion Chief 15%
Between Battalion Chief and Deputy Chief 21%
Between Deputy Chief and Chief 13%
Article 6:

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1. 3% @ 50 Retirement Formula

2. Survivor Continuance

3. Highest Single Year

B. The
Public Employees’ Pension Reform Act (PEPRA) and application to PEPRA defined “New Members”.

Uni
t members who are “new members” as defined by the PEPRA (California Government Code section 7522.04(f)), shall be required to pay a PERS member contribution in an amount equal to 50% of the normal cost rate for the Defined Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater, pursuant to Government Code section 7522.30.

Tho
se new members shall be enrolled in the 2.7% at 57 benefit plan, as provided for in Government Code section 7522.25(f), with a final compensation measurement period of 36 consecutive months as set forth in Government Code Section 7522.32(a), and their retirement benefits shall be calculated based on “pensionable compensation” (Section 7522.10) rather than compensation earnable (Section 20636).

C. To
the extent permitted by law, retirement contributions herein made by the employees shall be made on a pre-tax basis. The City shall report to CalPERS as compensation only the percent, if any, of the member contribution funded by the City.

Article 7:

B. Cit
y contributions to the cafeteria plan may be used toward available cafeteria benefits, including City medical plan premiums, flexible spending account, and post-employment health plan.

C. The city agrees to provide a stipend of $350.00 on a monthly basis for those employees with alternative medical coverage who opt for t he stipend in lieu of the medical insurance benefit.

D. RET

IREE HEALTH

1. Fo
r all unit members who qualify as an “annuitant” under PEMHCA, the City will contribute directly to CalPERS on behalf of each annuitant three hundred and ninety-seven dollars ($397) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.

COVERAGE LEVEL

UPON APPROVAL

AND ADOPTION OF

AGREEMENT
JANUARY 1, 2024
JANUARY 1, 2025
EE Only $750 $775 $800
EE + 1 Dependent $1,500 $1,550 $1,600
EE + Family $1,950 $2,025 $2,100
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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 5 served a minimum of fifteen (15) years of services with the City of Redlands and who qualify as annuit ants under PEMHCA, the City shall contribute to a retiree health savings account the difference between the PEMHCA minimum and the cost of medical, dental and vision insurance premiums for the employee, spouse and eligible dependents (“lifetime health insu rance”) under the Association’ s current medical insurance program existing at the time of retirement. Lifetime health insurance shall be at no cost to the retired employee and shall cover the employee and eligible dependents. The plan shall be equal to that provided from time to time to fulltime employees. Lifetime health insurance includes medical, dental, vision care as provided in the unit MOU.

Un
it members hired on and/or after October 16, 2012, shall be ineligible to receive this post- retirement benefit.

Article 8:

VISION CARE
The City agrees to contribute the entire monthly premium for Association employees and their eligible dependents for a vision insurance plan with Medical Eye Services, or its equivalent.

Article 9:

DENTAL INSURANCE
The City shall pay the full monthly premium for dental insurance under the Principal Financial dental plan, or its equivalent, for Association employees and all eligible dependents.

Article 10:

LIFE INSURANCE
The City provides Association employees with $25,000 of life insurance. Employees may also purchase additional increments of life insurance at the City’s group rate.

Article 11:

Article 12:

Article 13:

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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 6 Article 14:

UNIFORM ALLOWANCE
Association employees shall receive a uniform allowance in the amount of $1700 per year.

Article 15:

INCIDENT ACCOMMODATIONS
Un
it membe rs assigned to emergency incidents for extended periods shall be reimbursed for hotel/motel accommodations or other comparable facilities for sleeping and freshening up. With approval of the Fire Chief, the unit member may be reimbursed for up to 1 day prior to the incident to 1 day after the incident assignment. Unit members must comply with requirements related to expense and travel reimburs ement as outlined in the City’s Personnel Rule and Regulations.

Article 16:

LONGEVITY PAY
Employees in the unit with 19 years of continuous service with the City of Redlands shall advance to Step 7 on the salary schedule. In the event that a unit member is not at Step 6 when he/she is eligible for Step 7, the unit member will advance to the next step in their salary range and continue to advance based on merit until the unit member reaches Step 7.

Article 17:

Article 18:

HOLIDAYS
A. The City of Redlands currently observes the following holidays, established by Resolution:

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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 7 D. Holidays shall be paid at a rate of pay applicable to the shift to which the employee is regularly assigned and shall be include supplemental pay (shift differential, education incentive) which may apply to the specific Association employee. The City will report to CalPERS the Holiday Cash Out amounts. This amount is derived from an employee’s left over Holiday Cash Out amount and paid at regular rate, which includes base pay rate and shift differential and educational incentive. The City will report the Holiday Cash Out on an annual basis to CalPERS in January of each year.

Article 19:

SICK LEAVE

ACCRUAL
Association employees who work a forty (40) hour week shall accrue sick leave at a rate of 3.7 hours per pay period.

Shift employees shall accrue sick leave at a rate of 5.6 hours per pay period; sick leave shall be taken in twenty-four (24) hour shifts.

The election is irrevocable and may not be changed after the election is made.

MAXIMUM BUY-BACK HOURS PER YEAR
40 hour personnel 96
Shift Personnel 144

3. At the time of retirement or disability retirement extend service credit equal to one hundred percent (100%) of accrued sick leave on the books.

B. In addition, affected Association employees also have the option of being compensated for unused sick leave on the books at the time of retirement by either option A2 or A3 above.

Article 20:

B. Upon retirement, Association employees shall deposit the cash value of their leave accruals into the 401(a) program up to the maximum allowed by law.

C. Association employees who meet the following requirements the first day after the last pay period in October:

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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 8

1. 24 hours of available floating holiday for shift personnel or 20 hours of floating holiday for 40 hour personnel; and

All sick leave hours in excess of 1350 hours;
All comp time in excess of 24 hours;
All vacation hours in excess of 400 hours.

Conversion and deposit of available time shall occur during the last pay period in November.

Article 21:

VACATION
A. Vacation shall accrue for Association employees based on the following schedule:

B. Vacation shall accrue for Association members on the 24-hour shift based on the following schedule:

YEARS OF SERVICE
SHIFTS
1 – 5 (0-59 Mos) 5
6 – 7 (60-83 Mos) 6
8 – 9 (84-107 Mos) 7
10–13 (108-155 mos) 8
14–15(156-179 Mos) 9
16–19(180-239 Mos) 10
20 + (240+ Mos) 11

Article 22:

Article 23:

PERSONAL LEAVE
Association employees may use up to a maximum of eight (8) hours of accrued sick leave per year for personal leave, subject to advance approval by his/her supervisor.

Article 24:

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Article 25:

D. Compensation for overtime for eligible employees shall be paid the payday following the seven (7) day work period in which the overtime is earned.

Article 26:

WORKWEEK
Association members may be eligible to work a 4/10 schedule. This schedule shall be approved by the Fire Chief.

Article 27:

FIRE BATTALION CHIEF STAFFING
The City agrees that a minimum of one (1) Battalion Chief shall be on staff per twenty-four (24) shift.

Article 28:

Article 29:

Article 30:

Article 31:

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City of Redlands & Redlands Association of Fire Management Employees MOU – 2023~2026 Page 10 Article 32:

1. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calc ulated and/or compensated according to the eligibility requirements stated in the current MOU.

Article 33:

Article 34:

Article 35:

S IGNATURE

CITY OF REDLANDS

REDLANDS ASSOCIATION OF FIRE MANAGEMENT

EMPLOYEES

David Ketcherside, President Date
Eddie Tejeda, Mayor Date
Attest:

Jeanne Donaldson, City Clerk Date

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12047490.3 RE035-041

1. MEMORANDUM OF UNDERSTANDING

BETWEEN THE

C
ITY OF
R

EDLANDS

AND

TEAMSTERS LOCAL #1932

JULY 1, 2023 - JUNE 30,
202
6 Deleted:
2023
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City of Redlands | Teamsters MOU 2023-2026

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Deleted: 3
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Between

The City of Redlands
And
Teamsters Local #1932

July 1,
2023
– June 30,
202
6 TABLE OF CONTENTS

ARTICLE 1. TERM OF MEMORANDUM OF UNDERSTANDING ........................................................................................... 5 ARTICLE 2. PREAMBLE ..................................................................................................................................................... 5 ARTICLE 3. RECOGNITION ................................................................................................................................................ 5 ARTICLE 4. MANAGEMENT RIGHTS .................................................................................................................................. 5 ARTICLE 5. SALARIES ........................................................................................................................................................ 5 ARTICLE 6. RETIREMENT .................................................................................................................................................. 6 ARTICLE 7. LONGEVITY PAY ............................................................................................................................................. 7 ARTICLE 8. OVERTIME...................................................................................................................................................... 7 ARTICLE 9. CERTIFICATION PAY ....................................................................................................................................... 7 ARTICLE 10. WORKING OUT OF CLASSIFICATION PAY ........................................................................................................ 7 ARTICLE 11. SPECIAL ASSIGNMENT PAY ............................................................................................................................ 8 ARTICLE 12. CALL BACK PAY .............................................................................................................................................. 8 ARTICLE 13. STAND-BY PAY ............................................................................................................................................... 8 ARTICLE 14. SCHEDULED RECALL TO WORK ....................................................................................................................... 9 ARTICLE 15. SHIFT DIFFERENTIAL ....................................................................................................................................... 9 ARTICLE 16. UNIFORM ALLOWANCE .................................................................................................................................. 9 ARTICLE 17. RIDESHARING ............................................................................................................................................... 11 ARTICLE 18. TUITION REIMBURSEMENT ........................................................................................................................... 11 ARTICLE 19. BILINGUAL PAY ............................................................................................................................................. 11 ARTICLE 20. DEATH OF EMPLOYEE.................................................................................................................................... 12 ARTICLE 21. HEALTH INSURANCE...................................................................................................................................... 12 ARTICLE 22. DENTAL INSURANCE ..................................................................................................................................... 13 ARTICLE 23. VISION CARE ................................................................................................................................................. 13 ARTICLE 24. LIFE INSURANCE ............................................................................................................................................ 13 ARTICLE 25. WORKERS’ COMPENSATION/SDI .................................................................................................................. 13 ARTICLE 26. VACATION ..................................................................................................................................................... 13 ARTICLE 27. SICK LEAVE .................................................................................................................................................... 14 Deleted:
2018
Deleted:
2023
Deleted: ¶
¶
Deleted: 8
Deleted: 11
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Deleted: 3
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ARTICLE 28. BEREAVEMENT LEAVE ................................................................................................................................... 14 ARTICLE 29. LEAVE OF ABSENCE WITHOUT PAY ............................................................................................................... 15 ARTICLE 30. MILITARY LEAVE ........................................................................................................................................... 15 ARTICLE 31. HOLIDAYS ..................................................................................................................................................... 15 ARTICLE 32. COMPENSATORY TIME OFF ........................................................................................................................... 16 ARTICLE 33. SHOP STEWARD RELEASE TIME ..................................................................................................................... 16 ARTICLE 34. MEAL PERIODS .............................................................................................................................................. 16 ARTICLE 35. REST PERIODS ............................................................................................................................................... 16 ARTICLE 36. CATASTROPHIC LEAVE .................................................................................................................................. 17 ARTICLE 37. LEAVE TIME REPORTING ............................................................................................................................... 17 ARTICLE 38. COMMERCIAL DRIVER’S LICENSE .................................................................................................................. 17 ARTICLE 39. EMPLOYMENT EXAMINATION PROCEDURES ................................................................................................ 17 ARTICLE 40. PROBATION .................................................................................................................................................. 17 ARTICLE 41. REVIEW/EVALUATION DATE ......................................................................................................................... 18 ARTICLE 42. PERFORMANCE EVALUATIONS ...................................................................................................................... 18 ARTICLE 43. WORKWEEK /STANDARD TOUR OF DUTY ..................................................................................................... 18 ARTICLE 44. SOLID WASTE ROUTE BIDDING ..................................................................................................................... 18 ARTICLE 45. FLOATER PREMIUM PAY ............................................................................................................................... 18 ARTICLE 46. PROMOTIONAL POSITIONS ........................................................................................................................... 19 ARTICLE 47. NO STRIKE PROVISION .................................................................................................................................. 19 ARTICLE 48. DIRECT DEPOSIT ............................................................................................................................................ 19 ARTICLE 49. PERSONNEL FILE ........................................................................................................................................... 19 ARTICLE 50. COPY OF MOU TO EACH EMPLOYEE .............................................................................................................. 19 ARTICLE 51. RULES, REGULATIONS AND RESOLUTIONS .................................................................................................... 20 ARTICLE 52. DISCIPLINARY PROCEDURE ........................................................................................................................... 20 ARTICLE 53. GRIEVANCE PROCEDURE ............................................................................................................................... 25 ARTICLE 54. DEMOTION/NON-DISCIPLINARY ................................................................................................................... 29 ARTICLE 55. LAYOFF PROCEDURE ..................................................................................................................................... 29 ARTICLE 56. MAINTENANCE OF MEMBERSHIP .................................................................................................................. 31 ARTICLE 57. D.R.I.V.E. ....................................................................................................................................................... 31 ARTICLE 58. UNIT MODIFICATION .................................................................................................................................... 31 ARTICLE 59. COMMUNICATIONS ...................................................................................................................................... 31 ARTICLE 60. USE OF BULLETIN BOARDS ............................................................................................................................ 32 ARTICLE 61. PREVAILING BENEFITS ................................................................................................................................... 32 ARTICLE 62. EXTENSION OF MOU ..................................................................................................................................... 32 ARTICLE 63. SAVINGS CLAUSE .......................................................................................................................................... 32 Deleted: 14
Deleted: 16
Deleted: 19
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ARTICLE 64. ZIPPER CLAUSE .............................................................................................................................................. 32 ARTICLE 65. SIGNATURES ................................................................................................................................................. 32

Deleted: 555556777788899911111212121313131313141515151
516161717171717181818181819191919191920202025292931313
2323232323233ARTICLE 1. TERM OF MEMORANDUM OF
UNDERSTANDING 5¶
ARTICLE 2. PREAMBLE 5¶
ARTICLE 3. RECOGNITION 5¶
ARTICLE 4. MANAGEMENT RIGHTS 5¶
ARTICLE 5. SALARIES 5¶
ARTICLE 6. RETIREMENT 6¶
ARTICLE 7. LONGEVITY PAY 7¶
ARTICLE 8. OVERTIME 7¶
ARTICLE 9. CERTIFICATION PAY 7¶
ARTICLE 10. WORKING OUT OF CLASS PAY 8¶
ARTICLE 11. SPECIAL ASSIGNMENT PAY 8¶
ARTICLE 12. CALL BACK PAY 8¶
ARTICLE 13. STAND BY PAY 9¶
ARTICLE 14. SCHEDULED RECALL TO WORK 9¶
ARTICLE 15. SHIFT DIFFERENTIAL 9¶
ARTICLE 16. UNIFORM ALLOWANCE 9¶
ARTICLE 17. RIDESHARING 11¶
ARTICLE 18. TUITION REIMBURSEMENT 11¶
ARTICLE 19. BILINGUAL PAY 11¶
ARTICLE 20. DEATH OF EMPLOYEE 12¶
ARTICLE 21. HEALTH INSURANCE 13¶
ARTICLE 22. DENTAL INSURANCE 13¶
ARTICLE 23. VISION CARE 13¶
ARTICLE 24. LIFE INSURANCE 13¶
ARTICLE 25. WORKERS’ COMPENSATION/SDI 13¶
ARTICLE 26. VACATION 13¶
ARTICLE 27. SICK LEAVE 14¶
ARTICLE 28. BEREAVEMENT LEAVE 15¶
ARTICLE 29. LEAVE OF ABSENCE WITHOUT PAY 15¶
ARTICLE 30. MILITARY LEAVE 15¶
ARTICLE 31. HOLIDAYS 16¶
ARTICLE 32. COMPENSATORY TIME OFF 16¶
ARTICLE 33. TIME OFF FOR ASSOCIATION REPS 16¶
ARTICLE 34. MEAL PERIODS 16¶
ARTICLE 35. REST PERIODS 17¶
ARTICLE 36. CATASTROPHIC LEAVE 17¶
ARTICLE 37. LEAVE TIME REPORTING 17¶
ARTICLE 38. DRIVER’S LICENSE PHYSICAL EXAMS 17¶
ARTICLE 39. EMPLOYMENT EXAMINATION PROCEDURES 17¶
ARTICLE 40. PROBATION 17¶
ARTICLE 41. REVIEW/EVALUATION DATE 17¶
ARTICLE 42. PERFORMANCE EVALUATIONS 18¶
ARTICLE 43. WORKWEEK/STANDARD TOUR OF DUTY 18¶
ARTICLE 44. PROMOTIONAL POSITIONS 18¶
ARTICLE 45. NO STRIKE PROVISION 18¶
ARTICLE 46. DIRECT DEPOSIT 18¶
ARTICLE 47. PERSONNEL FILE 19¶
ARTICLE 48. COPY OF MOU TO EACH EMPLOYEE 19¶
ARTICLE 49. RULES, REGULATIONS, AND RESOLUTIONS 19¶
ARTICLE 50. DISCIPLINARY PROCEDURE 18¶
ARTICLE 51. GRIEVANCE PROCEDURE 28¶
ARTICLE 52. DEMOTION/NON-DISCIPLINARY 29¶
ARTICLE 53. LAYOFF PROCEDURE 28¶
ARTICLE 54. MAINTENANCE OF MEMBERSHIP 30¶
ARTICLE 55. UNIT MODIFICATION 31¶
ARTICLE 56. COMMUNICATIONS 31¶ ...

Deleted: Article 62.

Signatures………………………………………………………………………………..………
…………………………………32
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Article 1.

TERM OF MEMORANDUM OF UNDERSTANDING
Except where expressly stated otherwise herein, the City and the union agree that the provisions of this Memorandum of Understanding (MOU) shall become effective on July 1, 2023 and shall expire on June 30, 2026.

Article 2.

PREAMBLE
It is the intent and purpose of this MOU to set forth the understanding of the parties reached as a result of meeting and conferring in good faith regarding, but not limited to, matters relating to the wages, hours, and terms and conditions of employment between the City of Redlands (hereinafter referred to as “City”) and the General Employees Association represented by the Teamsters Local 1932 (hereinafter referred to as “Union”).

Article 3.

RECOGNITION
A unit employee shall be defined as an employee of the City and assigned to the General Unit by the City Manager in accordance with City policies and procedures.

Article 4.

MANAGEMENT RIGHTS
The authority of the City includes:
• The exclusive right to determine the mission of its constituent departments, commissions and boards;
• Set standards of service;
• Determine the procedures and standards of selection for employment and promotion; • Direct its employees;
• Take disciplinary action;
• Relieve its employees from duty because of lack of work or for other legitimate reasons; • Maintain the efficiency of work;
• Maintain the efficiency of governmental operations;
• Determine the methods, means and personnel by which government operations are to be conducted;
• Determine the content of job classifications;
• Take all necessary actions to carry out its mission in emergencies; • Exercise complete control and discretion over its organization and the technology of performing its work, provided, however, that the exercise and retention of such rights does not preclud e employees or their representatives from meeting and conferring over effects on matters within the scope of representation.

Article 5.

SALARIES
Unit members shall receive the following salary increases:
a. Effective the July 24, 2023, all unit employees will receive a seven percent (7%) increase to base salary. Any and all economic terms in this Agreement will be effective July 24, 2023.

b. Effective the first full pay period following July 1, 2024, all unit members will receive a two percent (2%) increase to base salary.

Deleted: 2018
Deleted: 3
Deleted: first full pay period following
Deleted: July 1, 2023
Deleted: 18
Deleted: ,
Deleted: five
Deleted: three
Deleted: 5
Deleted: 3
Formatted: Indent: Left: 1", No bullets or numbering
Deleted: 19
Deleted: three
Deleted: 3
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c. Effective the first full pay period following July 1, 2025, all unit members will receive a two percent (2%) increase to base salary.

Article 6.

RETIREMENT

Classic Members

1. All “classic” unit members includin g those first employed on and after March 11, 2010, shall personally fund 100% of the 7% of compensation earnable as and for the individual member’s normal employee PERS contribution. (The term “classic” member is defined in the Public Employee’s Pension Reform Act of 2013-“PEPRA.”)
All “classic” member normal contributions required to be paid by the member, whether paid by the employer or the member, shall be credited to the member’s CalPERS account.

The City shall adopt the necessary resolution(s) so that individual member contributions made by the employee may be excluded from taxable income pursuant to Section 414(h)(2) of the United States Internal Revenue Code.

Whether as authorized by Government Code § 20692, 20636(c)(4) or any other statutory or legal basis, the City shall not report to CalPERS as any type of compensation, any portion of the normal employee PERS contributions required by PERS which are funded by the employee.

2. The City shall continue to include in this contract with CalPERS, the following provisions:

New Members

1. The Public Employee’s Pension Reform Act of 2013 – “PEPRA” (signed by the Governor on 09/07/12,) shall in its entirety be given full force and effect as it may from time to time exist, during and after the term of this MOU, as described below.

2. Unit employees who are “new members” as defined in the PEPRA, shall individually pay an initial Member CALPERS contribution rate of 50% of the normal cost rate (as defined and calculated by CalPERS) for the Defined Benefit Plan in which said newly hired member is enrolled, rounded to the nearest quarter of 1%, or the current contribution rate of similarly situated employees, whichever is greater. (Government Code section 7522.30)

3. Unit employees who are “new members,” as defined in the PEPRA, on and after January 1, 2013, shall be enrolled in the retirement plan of 2%@62 (Government Code section 7522.20(a), with final pensionab le compensation (as defined for new members in Government Code § 7522.34) being determined by reference to the highest average annual pensionable compensation earned during a period of 36 consecutive months. (Government Code § 7522.32(a).)

HIGHEST SINGLE YEAR

SURVIVOR CONTINUANCE
2% @ 55 RETIREMENT FORMULA
Deleted: 0
Deleted: hree
Deleted: 3
Deleted: ¶
Effective the first payroll period commencing on or after City Council adoption of the 2012-2015 MOU and adoption by the Council and implementation of necessary CalPERS resolution(s) addressing the amount of employer funding of “classic” normal member employee CalPERS contributions, all “classic” unit members employed prior to March 11, 2010 shall individually fund 3.0% of compensation earnable (42.87% of the 7% of compensation earnable, which is presently the maximum
“classic” normal member employee CALPERS contribution) as and for the unit member’s normal employee PERS. “Classic” unit members hired on or after March 11, 2010 shall continue to individually fund 5% of compensation earnable as and for the individual member’s normal employee PERS contribution.

Deleted: (The term “classic” member is defined in the Public Employee’s Pension Reform Act of 2013-“PEPRA.”)
Deleted: <#>Effective the first payroll period commencing on or after July 1, 2014, all “classic” unit members including those employed prior to March 11, 2010 shall fund 5% of
compensation earnable (71.4% of the 7% of compensation
earnable) as and for the individual member’s normal employee PERS contribution.¶
Deleted: <#>Effective the first payroll commencing on or after January 1, 2015, a
Moved (insertion) [1]: The City shall continue to include in this contract with CalPERS, the following provisions:¶

HIGHEST SINGLE YEAR
Deleted: To the extent that this 2012-2015 MOU mandates payment by the City of a part of the above “classic” unit member’s normal employee PERS contribution, the City shall make said payments on a pre-tax basis to the extent authorized to do so by the IRS and the Franchise Tax Board.

Deleted: AB 340, t
Deleted: the 2012-15
Deleted: Any provision in the 2012-15 MOU which
contradicts any provision of AB 340 shall be deemed null and void, with the contrary AB 340 provision(s) being given full force and effect. Therefore, no provision of AB 340 shall be deemed to impair any provision of the 2012-15 MOU or any MOU, Agreement, Rule or Regulation predating the 2012-15 MOU.…
Deleted: above AB 340
Deleted: AB 340 –
Deleted: above AB 340
Deleted: AB 340
Moved up [1]
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Article 7.

LONGEVITY PAY
A. Employees with fifteen (15) years continuous service with the City shall advice to Step “5” on the salary schedule which shall be a minimum of three percent (3%) higher than Step “4,” effective with the beginning of the pay period closest to completion of their 15th year of service.

B. Employees with twenty (20) years continuous service with the City shall advance to Step “6” on the salary schedule which shall be a minimum of two percent (2%) higher than Step “5,” effective with the beginning of the pay period beginning closest to completion of their 20th year of service.

C. In the event that an employee is not at Step “4” when he/she is eligible for Step “5,” at the completion of fifteen (15) years of service, the employee will advance to the next step in the salary range, and continue to advance based on merit until the employee reaches Step “5.” D. In the event that an employee is not at Step “5” when he/she is eligible for Step “6,” at the completion of twenty (20) years of service, the employee will advance to the next step in the salary range, and continue to advance based on merit until the employee reaches Step “6.”

Article 8.

OVERTIME
A. Overtime pay shall be earned at time and one -half for all hours. The employee may elect to earn compensatory time off, at one and one -half time, in lieu of overtime pay. For shifts that exceed 12 hours, employees will be paid double time or earn compensatory time off at double time rate.

Overtime must be paid at the time it is worked or accrued as compensatory time. Accrued compensatory time will not be paid off in lump sum except at termination and only for those hours on the official payroll records.

B. Paid leave time -- which encompasses vacation, sick, floating holiday, and compensatory time -- shall not be considered hours worked for the computation of overtime. Paid holiday time and jury duty shall be considered hours worked for the computation of overtime.

C. Any employee who works overtime in excess of three and one -half (3½) hours, provided that employee has worked eight (8) hours in addition to the three and one-half (3½) hours, will be entitled to have a meal at the expense of the City or be entitled to be reimbursed for a meal, either during the incident for which the employee is working overtime for or at discharge from the incident. The cost of the reimbursement shall not exceed the US General Services Administration’s guidelines for “Dinner” in San Bernardino County for the date of the incident.

Article 9.

CERTIFICATION PAY
Employees in the classifications of Water Distribution Operator and Water Distribution Crew Leader who obtain State issued water distribution certificates above and beyond the minimum requirements as set forth in their respective job description shall be eligible for an additional three percent (3%) of base salary for each additional certificate.

Article 10.

WORKING OUT OF CLASSIFICATION PAY
Whenever the needs of the City require an employee to tempora rily perform the duties of a higher classification than that in which the employee is currently employed, said employee shall be entitled to receive out of classification pay for the period of time that the employee works out of classification.

Employees approved to work out of class shall be placed at Step 0 of the classification in which they are Deleted: cumulative
Deleted: the
Deleted: F
Deleted: resolution
Deleted: <#>the first day of their 21st year of service.¶ Deleted: <#>the
Deleted: <#>E
Deleted: <#> step
Deleted: <#>the
Deleted: <#>F
Deleted: <#> step,
Deleted: <#>twenty
Deleted: <#>20
Deleted: <#>the
Deleted: <#>F
Deleted: <#> step.

Deleted: <#>The city and the union agree that upon approval of the 2017-2018 Memorandum of Understanding, employees with 30 or more years of service on the date of approval shall receive a one-time bonus in the amount of $1000. Employees with 25 or more years of service on the date of approval shall receive a one- time bonus in the amount of $750. Employees with 20 or more years of service on the date of approval shall receive a one-time bonus in the amount of $500. The union and the City agree that this agreement sunsets at the expiration of the contract (June 30, 2018) and the City will not be required to negotiate to remove said agreement.¶
Deleted: ;
Deleted: holiday,
Deleted: ;
Deleted: J
Deleted: go home and eat, which will be at the discretion of the supervisor in charge.…
Deleted: ¶
<#>
Deleted: ,
Deleted: Sr. Water Distribution Operator,
Deleted:

Deleted: A
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working. If Step 0 does not provide a 5% increase, the employee will be placed at the step on the range that provides a 5% increase. Placement will not exceed Step 4 of the range.

A. In order to receive out of classification pay the following provisions must occur:

1. A vacancy or absence must exist for out of classification pay to be paid.

2. The employee receiving out of classification pay must perform essentially all of the functions of the higher classification in order to receive compensation.

3. The employee shall meet the minimum qualifications for the higher classification in order to be eligible for out of classification pay.

4. The employee shall have completed five (5) consecutive full work days in the higher classification and shall then be eligible for out of classification pay commencing with the sixth (6th) consecutive day working out of classification and continuing for all consecutive days worked thereafter C. Working out of classification pay will only be authorized upon recommendation to and approval by the Director, Human Resources/Risk Management by the Department Head and will require a Personnel Action Form with supporting documentation justifying the assignment.

Article 11.

SPECIAL ASSIGNMENT PAY
Employees performing in a capacity beyond the n ormal scope of their duties, and with increased and direct responsibility and personal liability for City operations shall be eligible for Special Assignment Pay.

Special Assignment Pay shall be at a flat rate not to exceed ten percent (10%) of base salar y. Special Assignment Pay will only be authorized upon Department Head recommendation, Human Resources Director concurrence and City Manager approval.

Article 12.

CALL BACK PAY
A. An employee will be eligible for Call Back Pay when an employee is called in to work outside of their scheduled shift. Call back time will be reimbursed based on a minimum two (2) hour block at time and one-half, with the exception that employees will be reimbursed based on a minimum three-hour block at time and one-half if the call back is between the hours of 12:00 a.m. and 7:00 a.m.

B. When an employee has worked at least two (2) hours during the eight (8) hours prior to the commencement of his/her regular work schedule, the employee shall report to duty at the regular scheduled shift immediately commencing ten (10) hours after the end of the callback assignment.

When an employee has worked (4) continuous hours within eigh t (8) hours prior to his/her regular start time, he/she shall get the next day off and shall be compensated at the regular rate of pay for the time off
C. Where the working of call back time results in the employee starting his/her regularly scheduled shift after the regularly scheduled shift commences, the missed hours of work shall not be deducted from the employee’s hours worked total for the weekly work period.

Article 13.

STAND-BY PAY
A. Employees in the General Employees unit of representation assigne d to standby duty shall receive one (1) hour of pay at straight time for standby duty on a week day and four (4) hours of straight time pay for standby duty on a regularly scheduled day off, weekend day or holiday.

Deleted: A
Deleted: E
Deleted: scheduled
Moved down [2]
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B. In order to qualify for standby pay employees must:

1. Be available via a city issued device;

2. Be able to report to the worksite within thirty (30) minutes; and,

3. Not consume alcoholic beverages or any other debilitating drug while on standby.

Any employee who is unable to respond within thirty (30 ) minutes may be eliminated from the standby rotation.

Article 14.

SCHEDULED RECALL TO WORK
The City agrees that when employees of the Municipal Utilities and Engineering Department are recalled or scheduled to return to work for water system installation or a maintenance project between the hours of 12 midnight and 4:00 a.m., said employees shall receive time and one -half for all hours worked.

Employees performing in this capacity shall automatically report to duty on their regularly scheduled shift immediately after a ten (10) hour rest period has occurred from the ending time of the scheduled or recall work assignment.

Article 15.

SHIFT DIFFERENTIAL
The City agrees to provide a five-percent (5%) shift differential to those employees who work one-half of their regularly scheduled shifts after 7:00 p.m., not to include overtime, special assignments, emergency hours, etc. worked after 7:00 p.m. The shift differential shall apply to the full regularly scheduled shift.

Article 16.

UNIFORM ALLOWANCE
A. Uniformed employees shall in lieu of the uniform allowance, be provided uniform rental and laundering services at City expense (valued at $125 per year) . Upon termination of employment, employees whose uniforms were provided to them will be required to return the uniforms to the City.

It is a requirement that employees wear the designated uniform and appropriate footwear to work daily. Classifications covered by this provision are:

Asphalt Worker Solid Waste Truck Driver
Building Maintenance Worker Sr. Asphalt Worker
Cemetery Caretaker II Sr. Building Maintenance Worker
Cemetery Crew Leader Sr. Customer Service Field Technician Cross Connection Control Inspector Sr. Equipment Operator Customer Service Field Technician Sr. Grounds Maintenance Worker I/II Electrical and Instrumentation Apprentice Sr. Grove Maintenance Worker Electrical and Instrumentation Technician Sr. Street Maintenance Worker I/II Electrician Sr. Water Quality Technician
Equipment Mechanic I/II Tree Trimmer I/II
Equipment Operator OIT/I/II Utilities Maintenance Foreperson Fire Mechanic Wastewater Collection Systems Worker I/II/III Grounds Maintenance Worker I/II Wastewater Facilities Operator I/II/III/IV/V Grover Maintenance Worker Water Distribution Crew Leader Moved (insertion) [2]: Any employee who is unable to
respond within thirty (30) minutes may be eliminated from the standby rotation.¶
Formatted: Justified
Deleted: All
Deleted: described in Article 15 A.

Deleted: and a boot/footwear allowance in the amount of one hundred and fifty dollars ($150.00) per year. Eligible employees may also submit receipts for up to an additional $150.00 reimbursement for required boot/footwear. Employees in the classification of Code Enforcement Officer, in lieu of uniform rental and laundering services, shall be eligible for reimbursement for the cost of uniform shirts up to $200 per fiscal year.

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Laboratory Analyst I/II/III/IV Water Distribution Operator Maintenance Worker I/II Water Meter Reader I/II
Plant Mechanic I/II Water Quality Technician I/II
Sign & Paint Worker Water Treatment Operator I/II/III/IV/V Welder

B. The following employees shall in lieu of the clothing allowance be provided five (5) Polo Shirts/T Shirts twice a year, in January and July:

Building Inspector I/II (Polo) Program Specialist (T-shirt) Code Enforcement Officer I/II (Polo) Sr. Building Inspector (Polo) Program Aid (T-Shirt) Sr. Code Enforcement Officer (Polo) C. Non-uniformed employees in this unit on payroll as of June 1 of each year and at the time the check is issued shall receive an annual three hundred dollars ($ 300.00) bonus in lieu of the uniform allowance. This bonus will not be reported to PERS as compensation.

D. Classifications listed below on payroll as of June 1 of each year and at the time the check is issued shall receive an annual $300.00 for required boot/footwear.

Asphalt Worker Sr. Asphalt Worker
Building Inspector I/II Sr. Building Inspector
Building Maintenance Worker Sr. Building Maintenance Worker Cemetery Caretaker II Sr. Code Enforcement Officer
Cemetery Crew Leader Sr. Construction Inspector
Code Enforcement Officer I/II Sr. Customer Service Field Technician Construction Inspector Sr. Equipment Operator
Cross Connection Control Inspector Sr. Grounds Maintenance Worker I/II Customer Service Field Technician Sr. Grove Maintenance Worker Electrical and Instrumentation Apprentice Sr. Street Maintenance Worker I/II Electrical and Instrumentation Technician Sr. Water Quality Technician Electrician Tree Trimmer I/II
Equipment Mechanic I/II Utilities Maintenance Foreperson Equipment Operator OIT/I/II Wastewater Collections System Supervisor Fire Mechanic Wastewater Collection Systems Worker I/II/III Grounds Maintenance Worker I/II Wastewater Facilities Operator I/II/III/IV/V Grove Maintenance Worker Wastewater Supervisor
Laboratory Analyst I/II/III/IV Water Distribution Crew Leader Maintenance Worker I/II Water Distribution Operator
NPDES Inspector I/II Water Distribution Supervisor
Plant Mechanic I/II Water Meter Reader I/II
Regulatory Compliance Officer Water Production Maintenance Supervisor Deleted: Maintenance Worker I/II
Deleted: Plant Mechanic I/II
Deleted: Sign & Paint Worker
Deleted:

Deleted:

Deleted: ¶
Deleted:

Deleted: Tree Trimmer I/II
Deleted: Utilities Maintenance Foreperson
Deleted: Wastewater Collections System Supervisor
Deleted: Wastewater Collection Systems Worker I/II/III
Deleted: Wastewater Facilities Operator I/II/III/IV/V
Deleted: Wastewater Supervisor
Deleted: Water Distribution Crew Leader
Deleted: Water Distribution Operator
Deleted: Water Distribution Supervisor
Deleted: Water Meter Reader I/II
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Sign & Paint Worker Water Production Operations Supervisor Solid Waste Route Coordinator Water Quality Technician I/II Solid Waste Truck Driver Water Treatment Operator I/II/III/IV/V Welder

E. Employees new to a classification listed in Section D shall receive one half (1/2) of the annual footwear allowance, to be followed on June 1st of their first year with the second half of the footwear allowance.

F. The parties recognize that their best efforts have been made to list the appropriate job classifications and uniform entitlement. In the event there is a change to job duties or an error has been made and a classification has been misidentified, that clas sification will be added to the above appropriate category. If new classifications are added during the term of this MOU (2023-2026), the City and the unit will meet and confer on eligibility of the newly added classification.

Article 17.

RIDESHARING
A. All employees a re eligible for participation in the City’s ridesharing program. Participation in the program is voluntary and shall be in full compliance of Redlands Ridesharing Program Policy.

Approved participants shall receive fifteen (15) minutes of accrued rideshare time for each rideshare day. Ridesharing shall be reported on individual employee timesheets.

B. The program shall be monitored by the Program Coordinator. Participants in violation of the Ridesharing Policy, including falsification of reporting, shall be permanently dismissed from the program and subject to disciplinary action.

Article 18.

TUITION REIMBURSEMENT
A. Each Unit employee shall be entitled to tuition reimbursement for courses and books while attending an accredited school of higher learning. The course must be pre -approved by the employee ’s department head and Human Resources.

B. Employees shall be reimburse d up to the dollar amount charged for the same number of units per term by the University of California, Riverside. An employee shall not receive reimbursement in excess of two thousand Dollars ($2,000) in any one fiscal year. The difference between the City’s maximum obligation during any fiscal year and the amount of any actual reimbursement received by the employee during that fiscal year shall not be carried over or be available to use by the employee in any subsequent fiscal year.

C. The course must be satisfactorily completed with a minimum grade of “C” or equivalent.

D. Upon the approval of the department head and Human Resources, a Unit employee may use up to two hundred-fifty ($250) per year of their Tuition Reimbursement for attendance at a seminar or conference for the purpose of professional development.

Article 19.

BILINGUAL PAY
Employees are eligible for bilingual pay in accordance with the City’s Bilingual Pay Program, and upon approval by the Department Head and Human Resources/Risk Management Director . Authorized employees shall receive additional compensation in the amount of one hundred dollars ($100) per month.

Deleted: Water Production Maintenance Supervisor
Deleted: Water Production Operations Supervisor
Deleted: Water Quality Technician I/II
Deleted: Water Treatment Operator I/II/III/IV/V
Deleted: ¶
Welder ...

Deleted: either one dollar sixty five cents ($1.65) for each rideshare day OR
Deleted: compensatory
Deleted: off
Deleted: The cash bonus shall be paid in November of each year.

Deleted: sixty five
Deleted: 65
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Article 20.

DEATH OF EMPLOYEE
A. The eligible dependents of deceased employees shall be entitled to benefits as follows:

B. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calculated and/or compensated according to the eligibility requirements stated in the current MOU.

C. In the event the deceased employee qualified for a service retirement (i.e. age 50 and with a minimum of five (5) years of service with the City), the City shall ca lculate and/or compensate benefits in the same manner as an employee service retirement.

Article 21.

HEALTH INSURANCE
A. The City shall contribute directly to CalPERS on behalf of each employee three hundred and ninety - seven dollars ($397.00) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989. In addition, the City shall contribute an amount through the City’s cafeteria plan that is equal to the difference between the City’s minimum PEMHCA contribution and the following amounts:

B. City contributions to the cafeteria plan may be used toward available cafeteria benefits, including City medical plan premiums, flexible spending account, and post employment health plan.

C. The City agrees to provide a stipend of three hundred and fifty dollars ($350), on a monthly basis, for those employees with alternative medical coverage who opt for the stipend in lieu of the medical insurance benefit.

D. RETIREE INSURANCE BENEFITS.

1. For all unit members who qualify as an “annuitant” under PEMHCA, the City will contribute directly to CalPERS on behalf of each annuitant three hundred and ninety -seven dollars ($397) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.

2. Upon service retirement and completi on of twenty (20) cumulative years of service with the City an employee hired prior to March 11, 2010, who qualifies as an annuitant under PEMHCA, may elect to receive as City contributions to a retiree health savings account the difference between the PEMHCA minimum and the cost of fully paid medical insurance (excludes vision coverage) for the employee and eligible dependents, under the City’s medical insurance program. Employees hired on or after March 11, 2010 are not eligible for this benefit.

COVERAGE LEVEL

TOTAL CITY CONTRIBUTION

UPON APPROVAL AND

ADOPTION OF AGREEMENT

EFFECTIVE
JANUARY 1, 2024

EFFECTIVE
JANUARY 1, 2025
Employee Only: $750 $775 $800
Employee Plus One Dependent: $1,500 $1,550 $1,600
Employee plus Two or more
Dependents:
$1,950 $2,025 $2,100
Deleted: Only for members hired by the City prior to March 11, 2010, the health insurance rates in effect on January 1, 2012 are the “flat dollar” City contribution amount. The City shall fund employee and eligible dependent medical insurance in an amount not to exceed the January 1, 2012 PERS Choice health insurance rates (the highest of either the Los Angeles area or other Southern California area as those terms are defined by
Formatted: Line spacing: Exactly 8 pt
Deleted: EFFECTIVE JULY 1, 2023
Deleted: 350
Deleted: 400
Deleted: 45
Deleted: 7
Deleted: 1,825
Deleted: 1
Deleted: 9
Deleted: .)
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Deleted: ¶
Deleted: ¶
2012 PERS CHOICE RATES ...

Deleted: Upon ratification of the 2017-2018 Memorandum of Understanding employees hired on or after March 11, 2010, the City will contribute a maximum monthly health insurance contribution of three hundred and ninety seven dollars ($397.00) per month pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989. Additionally, the City will contribute on a monthly basis five hundred and three dollars ($503.00) as a Flexible Spending Account (“FSA”) to be utilized by the employee to purchase/contribute toward health insurance premiums. ¶ Deleted: ¶
Deleted: ,
Deleted: and in lieu of any sick leave buyback,
Deleted: Employees electing the fully paid medical
insurance may also select benefit D or F, set forth in Article 26, Sick Leave, upon service retirement.

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3. Unit members with ten (10) years of continuous employment with the City who concurrently retire from the City and the CalPERS system and who qualify as an annuitant under PEMHCA may elect to receive the “Medical Bridge.” Under the “Medical Bridge,” the City will contribute the difference between the PEMCHA minimum and the cost of single party coverage for the retired unit member only for the lowest cost medical and dental insurance plans as provided by the City to its then existing unit members until the member reaches the age of Medicare eligibility at which time the benefit will cease and unit members will only receive the PEMHCA minimum contribution . Unit members who receive the medical bridge can select higher cost plans offered by the City to its then existing members and/or coverage for dependents, however, the additional cost for the plan or additional dependents shall be paid for by the Unit member and not by the City.

Article 22.

DENTAL INSURANCE
The City agrees to pay the full monthly premium for dental insurance under the Principal Financial dental plan or its equivalent for each employee in the unit and all eligible dependents.

Article 23.

VISION CARE
The City agrees to reimburse each employee in the unit up to three hundred dollars ($300) every fiscal year for the purchase of frames and lenses or contact lenses and the cost of eye examinations for the employee and/or his/her dependent or the reimbursement of a 3rd party vision insurance premium, with documentation of paid premiums to be submitted once a year.

Article 24.

LIFE INSURANCE
The City shall contribute the monthly premium for term life insurance in the amount of twenty -five thousand dollars ($25,000) for all employees in the unit.

Article 25.

WORKERS’ COMPENSATION/SDI
A. The City agrees to provide City paid State Disability Insurance coverage to all employees in the unit.

B. Sick leave or compensatory time may be used to supplement a Worker s’ Compensation or State Disability Insurance check, not to exceed the employee’s regular rate of pay. Prior to use of accrued sick leave or compensatory time for this purpose, the State Disability Insurance check stub must be submitted to Payroll.

Article 26.

VACATION
A. The vacation accrual for employees in the unit shall be as follows:

YEARS/MONTHS OF SERVICE ACCRUAL RATE – HOURS
0 – 5 (0-59 months) 80
6 – 7 (60-83) 120
8 – 10 (84-119) 140
11 – 14 (120-167) 160
15+ (168+) 200

Deleted: <#>¶
Deleted: <#>” health insurance from the City
Deleted: <#>health insurance is defined as
Deleted: <#>. Members who elect medical bridge health
insurance will be entitled to coverage under
Deleted: <#>health insurance
Deleted: <#>whom do not qualify for life-time medical and retire with twenty (20) years of service shall be entitled to a “medical bridge” program for themselves upon retirement from the City until they become medicare eligible. “Medical Bridge” is defined as employee-only coverage and unit
members who are eligible for bridge insurance will be entitled to the least expensive equivalent health and dental insurance plan as provided by the City to its existing unit members through the CalPERS medical plan until the employee reaches the age of medicare eligibility at which time the benefit will cease. Unit members who receive medical bridge can select coverage for dependents, however, the additional cost must be paid for by the respective unit member and will not be paid for by the City. ¶
Deleted:
<#>DURING THE TERM OF THE MOU THE PARTIES AGREE TO
"REOPEN" THE MOU TO DISCUSS ALTERNATIVES TO THE CURRENT ¶
CALPERS HEALTH INSURANCE PLANS.

Deleted: ¶
<#>
Deleted: two
Deleted: twenty five
Deleted: 225
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Deleted: 28
Deleted: 0
Deleted: 1
Deleted: 36
Deleted: 2 – 13
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B. The maximum vacation accrual shall be three (3) years. In November of each calendar year all vacation hours in excess of three (3) years accrual will be paid off at the employee’s current hourly rate.

Article 27.

SICK LEAVE
A. ACCRUAL: Sick leave shall be accrued on an hourly basis at the rate of eight (8) hours per calendar month of service.

B. USE: Employees may use up to half of their annual sick leave accrual, forty -eight (48) hours, to care for ill family members.

C. BUY BACK: In November of each calendar year, each employee in the unit may elect to be paid at his/her current hourly rate for each sick leave day accumulated during the following calendar year in excess of six (6) sick leave days in November of the following ye ar. A total of one (1) year’s accumulation, ninety-six (96) hours, must be on the books prior to any compensation being paid. This election is irrevocable and may not be changed after the election is made. Employees in the unit may also choose to accumu late all sick leave days, from calendar year to calendar year, to an unlimited amount.

D. AT SEPARATION OF SERVICE: Upon voluntary separation of service or layoff with the City, employees with ten (10) or more years of continuous service will be eligible to cash in unused sick leave at the following formula:

YEARS OF SERVICE PERCENT
10 – 15 25 %
16 – 20 35 %
21+ 50 %

In the event of separation due to layoff for an employee with less than 10 years of service, the employee will be eligible for 25% of unused sick leave
Employees electing this option shall be responsible for any and all future medical insurance premiums.

E. UPON SERVICE RETIREMENT : In lieu of the benefit D and upon service retirement under the PERS retirement plan, employees in the unit may elect to have all remaining sick leave accrued at the time of retirement converted to cash value at their final rate of pay and deposited in the Post Employment Health Plan (PEHP) where it can be used for applicable premiums payable under the City’s medical insurance program for the employee and the employee’s eligible dependents . In the event that the employee dies prior to exhaustion of the cash value of said benefits, the remaining cash value may be applied toward the premiums of covered dependents until exhausted, subject to the conditions and limitations of the PEHP.

F. CONVERSION TO SERVICE CREDIT: In lieu of benefits D and E cited above, employees in the unit may elect to have all remaining sick leave accrued at the time of service retirement converted to PERS service credit.

Article 28.

BEREAVEMENT LEAVE
In the event of a death in the immediate family, an eligible emp loyee will be compensated with four (4) days paid leave. In addition, eligible employees may be allowed to use accrued sick leave with full pay Deleted: preceding
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Deleted: (amount is subject to all applicable taxes), and apply such cash value to
Deleted: until the cash value is exhausted
Deleted: applicable insurance policy
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not to exceed three (3) days. Immediate family shall be defined as the following relatives to either the employee or spouse or registered domestic partner: spouse, register domestic partner, child (including foster child or ward of the court), parent, grandparent, brother, sister, niece, nephew, step-children, and grandchildren. The definition of immediate family will also include the aunt and uncle of the employee only. Bereavement leave may also be used for the significant other of the employee provided the employee shows proof of cohabitation.

It is understood that Bereavement Leave is not just to allow employees to attend funeral services, but to allow employees to morn and process the passing of a family member or help a spouse to do so.

If requested by the employee, Bereavement Leave may be split into two (2) blocks of time that, when combined, shall not exceed the seven (7) days specified above. Bereavement leave must be completed within three (3) months of the death of the family member.

Article 29.

LEAVE OF ABSENCE WITHOUT PAY
If an employee takes more than five (5) accumulated days of leave withou t pay in a calendar year, commencing at the beginning of the sixth (6th) day of leave without pay and any day of leave without pay thereafter during the calendar year, sick leave and vacation accruals will be adjusted proportionately to eliminate benefit accruals for any day an employee is on leave without pay status.

Article 30.

MILITARY LEAVE
Military leave shall be granted in accordance with the provisions of State and Federal law. The department head may request copies of the employee’s official military orders.

Article 31.

HOLIDAYS
A. The holidays which will be honored for employees in the unit will include the following, along with any additional day as designated by action of the City Council:

HOLIDAY DAY OBSERVED
New Year’s Day January 1
Martin Luther King Day Third Monday in January
President’s Day Third Monday in February
Cesar Chavez March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Columbus Day Second Monday in October
Veteran’s Day November 11
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day Friday after Thanksgiving Day Christmas Eve December 24
Christmas Day December 25

B. If the holiday falls on Saturday, Friday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.

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Deleted: ¶
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C. If a scheduled holiday falls on an employee’s regular day off, the employee shall be compensated for one day of holiday compensation at straight time. Employees should not be scheduled to work both the designated holiday and the actual holiday.

D. Holiday pay shall be compensated in accordance with the employee’s standard work schedule.

E. Employees in the unit are also entitled to receive:

1. Two (2) Floating Holidays per calendar year

2. Twenty (20) Hours of Additional Floating Holidays per calendar year F. Employees in the unit shall not be allowed to carry floating holidays over from one calendar year to the next. Holidays not taken by December 31st of any given year will be forfeited.

G. The A.K. Smiley Public Library will be closed on the Saturday following Thanksgiving Day.

Article 32.

COMPENSATORY TIME OFF
Compensatory Time Off (CTO) shall accrue at the rate of one and one-half (1-1/2) hours for each overtime hour worked in accordance with the Fair Labor Standards Act. CTO shall not accumulate in excess of two hundred (200) hours at any given time. Use of compensatory time-off earned shall be granted so that it does not unduly disrupt the operations of the City. Terminating employees shall be compensated for accrued compensatory hours.

Article 33.

SHOP STEWARD RELEASE TIME

The Union may designate up to eight (8) Shop Stewards, three (3) Deputy Chief Stewards, and one (1) Chief Steward to attend Union meetings/business on City time.

• Eight Shop Stewards shall be granted up to two (2) hours per month. • Three Deputy Chief Stewards shall be granted up to five (5) hours per month. • The Chief Steward shall be granted up to thirteen (13) hours per month. This time shall be in addition to meetings or tasks assigned by the City Manager, Human Resources or City Council members.

Release Time must be scheduled in advance and the supervisor must be notified. The Human Resources Director may approve additional time off for shop stewards as well. A listing of all Shop Stewards, along with their designations, shall be provided to Human Resources upon request of the Business Agent or at a minimum of once a year.

Article 34.

MEAL PERIODS
Employees shall be entitled to a meal period which shall not be less than thirty (30) minutes or greater than sixty (60) minutes. Every effort will be made to schedule the meal period during the middle of a shift, when possible.

Article 35.

REST PERIODS
A. The City agrees to the following: Employees shall be entitled to two (2) daily rest periods ten (10) to fifteen (15) minutes in duration which insofar as practical shall be in the middle of each work period.

Deleted:

TIME OFF FOR ASSOCIATION REPS
Deleted: twelve
Deleted: 12
Deleted: s
Deleted: s
Deleted: , provided that no designated employee shall be released for more than two (2) hours per month. The four Deleted: (4)
Deleted: members of the Executive Board may be released Deleted: three
Deleted: 3
Deleted: additional
Deleted:

Deleted: (President) of the Redlands chapter
Deleted: released for
Deleted: two
Deleted: 2
Deleted: week to attend to union business.

Deleted: he t
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The rest periods shall be considered as time wo rked. Employees required to work beyond their regular tour of duty shall be granted a ten (10) minute rest period for each two (2) hours of work.

B. The Union understands and agrees to the following . With regard to break periods, the following scenarios should not occur:

1. Combining two daily breaks into one 20-30 minute break.

2. “Banking” breaks from day to day.

3. “Saving” break time in order to extend lunch periods or shorten the workday.

4. Payment of compensatory time off or overtime for “unused” breaks.

Article 36.

CATASTROPHIC LEAVE
Employees are eligible for catastrophic leave in accordance with the City’s Catastrophic Leave Policy.

Article 37.

LEAVE TIME REPORTING
Leave time may be used and reported in increments of fifteen (15) minutes.

Article 38.

COMMERCIAL
DRIVER’S LICENSE
The City will pay for the required physical examination for employees required by their job classification to maintain Class A or Class B driver’s licenses. Time spent participating in the required physical examination will be considered as time worked. In addition, the City will provide reimbursement up to $2,000 for fees associated with obtaining the initial commercial driver’s license. This reimbursement will be provided upon submission of receipts and proof of successfully obtaining th e commercial license.

Employees within the following classifications will have 9 months from their hire date to obtain the required CDL.

Classifications which require obtaining a CDL prior
to the end of probation.

Equipment Operator OIT I
Plant Mechanic I
Tree Trimmer I
Water Distribution Operator
Wastewater Collection System Worker I
Maintenance Worker

The City shall reimburse employees, with a job classification which requires a Hazardous Materials endorsement, up to $100 to offset the costs associated with maintaining that particular endorsement.

Article 39.

EMPLOYMENT EXAMINATION PROCEDURES
The examination procedure for all City jobs will be as established by the City and Union.

Article 40.

PROBATION
A. Employees new to the unit shall serve a probationary period of twelve (12) months.

B. Employees who are promoted shall serve a probationary period of six (6) months. Existing employees who are placed in a new position which requires a probationary period shall also serve a probationary period of six (6) months. A promotional probationary employee who is subject to discipline as defined Formatted: Line spacing: Exactly 10 pt
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by City rules and regulations, shall retain the right to challenge the action in the same manner as a non-promotional employee who has successfully completed the probationary testing period.

C. Probationary periods may be extended as set forth in the City’s Personnel Rules and Regulations.

Article 41.

REVIEW/EVALUATION DATE
For those employees hired after July 1, 1990, the “review/evaluation date” shall be the day of the month in which the employee completes the probationary period . When an employee receives a promotion, after July 1, 1990, the new review/evaluation date shall be the day of the month in which the employee completes the probationary period in the new classification. When a salary increase is granted, it shall be effective on the beginning of the pay period falling closest to the day of the month the employee was hired or promoted.

Article 42.

PERFORMANCE EVALUATIONS
In cases where a performance evaluation has not been received by an employee within 30 days of the eligibility date, the employee should contact the supervisor, who must complete and file the evaluation within ten (10) working days. If the employee has not received a fully completed performance evaluation within 30 days after the date the supervisor was notified, the evaluation shall be considered to have met all the necessary criteria to warrant any merit (step) increase that may be forth coming. Said merit (step) increase shall be paid retroactively to the original eligibility date.

Article 43.

WORKWEEK /STANDARD TOUR OF DUTY
The standard tour of duty represents the time that an employee is regularly scheduled to work. The department head shall establish the actual number of hours which comprise the standard tour of duty for each position. Any proposed change shall be communicated to the employees and the union at least two (2) weeks prior to the proposed change being implemented unless mutually agreed upon between the employee and supervisor. If requested by the union, the parties shall expeditiously meet and confer regarding such change. A 75% majority of members in a department may propose a plan for a change in their scheduled tour of duty to their Department head, through th eir direct supervisor, for review. Human Resources and the Department Head shall provide a written response to the proposal, if the proposal is denied the union shall have no recourse to the grievance procedure. If the proposal is accepted that in no way i mplies a past practice by the City. This language is in no way intended to take away or change any provision within the Managements Rights clause within the MOU.

Article 44.

SOLID WASTE ROUTE BIDDING
The City agrees to adhere to the Solid Waste Route Bidding process, based on seniority, as established as part of the Solid Waste Department’s operating procedures.

Article 45.

FLOATER PREMIUM PAY
Solid Waste Truck Drivers who bid and work a floater route shall receive $2.00/hour in addition to their base salary for every hour worked as a floater. To qualify for Floater Premium Pay, an employee must be a full -time Solid Waste Truck Driver with a mi nimum of 5 years in the classification with the City of Redlands and had not received any discipline above a written reprimand within the past 12 months.

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Article 46.

PROMOTIONAL POSITIONS
A. The City may seek only promotional candidates to fill available positions. In this case, distribution of job announcements shall be limited to internal sources. Promotional candidates shall follow the procedures identified in the City’s Personnel Rules and Regulations. Employees appointed to promotional positions shall complete a p robationary period in accordance with the City’s Personnel Rules and Regulations.

B. Employees appointed to a promotional position shall receive the nearest highest monthly salary which is at least five percent (5%) higher than the employee’s previous base salary, but in no case more than the top step of the new salary range.

Article 47.

NO STRIKE PROVISION
It is understood and agreed that the service performed by City employees included in this MOU are essential to the public’s health, safety, and welfare. Therefore, the Union agrees that it will not authorize, instigate, aid, condone, or engage in any strike, work stoppage, or other action of the City. In the event of a violation of this section, the Union agrees to take affirmative steps with the employees concerned to bring about an immediate resumption of normal work. Should there be a violation of this section, there shall be no discussion or negotiations regarding the difference or dispute during the existence of such violation or before normal work has been resumed. The City reserves the right to terminate any employee who instigates or engages in any strike or work stoppage which interrupts or interferes with the operation of the City.

Article 48.

DIRECT DEPOSIT
Direct deposit of employee paychecks will be available to employees in this unit.

Article 49.

PERSONNEL FILE
A. No material which can reasonably be construed, interpreted, or acknowledged to be derogatory shall be placed in an employee’s personnel file unless the employee has been allowed to read such material and respond to it, in writing, which response will also be placed in the personnel file.

B. Any employee, upon request, shall have access to his/her personnel file, and shall have the right of reproduction, at cost, of his/her personnel file in full or in part. No portion of an employee’s personnel file shall be transmitted to anyone other than the City Manager, Human Resources, Department Head, Risk Management Administrators, or by Court subpoena. The employee is to be notified at the time of the request that the information has been transmitted and to whom it was sent.

C. Once per year, in August, upon written request by the employee to Human Resources, the employee may re quest to have documented written reprimands, with the exception of expressed violence, harassment, or last chance agreements, issued more than twenty four (24) months prior to the request, removed, provided that no ensuing discipline occurred. Upon removal, the written reprimands shall not be used or referenced in any future disciplinary proceeding. The decision to remove the documents lies with Human Resources and that decision is final. The employee shall have no right to appeal or grieve the decision. In the event the request is denied, the reason for the denial shall be communicated via email to the employee.

Article 50.

COPY OF MOU TO EACH EMPLOYEE
The City will provide each employee in the unit with access to this MOU within sixty (60) days of execution.

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Article 51.

RULES, REGULATIONS AND RESOLUTIONS
The City agrees to review annually with the Union major changes in the Personnel Rules and Regulations and to make available copies of the rules and regulations to all employees. Salary resolutions shall be furnished to the Union and the Chief Steward of the Chapter.

Article 52.

DISCIPLINARY PROCEDURE
A. The Investigatory Interview Process

Prior to any investigatory interview or consultation that could reasonably be construed to result in disciplinary action against the employee, the employee shall be given notice of the interview or consultation as soon as reasonably practical, and shall be advised of his or her right to representation under this section; and upon request shall be afforded an opportunity to contact and consult privately with a representative of the Union. If requested, the employee may have a Union representative present during any such investigatory interview or consultation, and, to the extent practicable, such interviews or consultations shall be conducted during an employee’s working hours. Only those persons reasonably necessary to the conduct of the interview shall be present.

The employee or the City may elect to record any such investigatory interview or consultation, unless the parties mutually agree not to record such interview or consultation; however, in the event the City elects to record such an interview or co nsultation, it shall upon request provide the employee with a copy of said recording. The cost of providing anything other than a digital copy of the recording to the employee shall be borne by the employee.

B. Disciplinary Procedures
No non -probationary em ployee shall be disciplined without cause . A promotional probationary employee who is subject to discipline as defined by City rules and regulations, shall retain the right to challenge the action in the same manner as a non-promotional employee who has successfully completed the probationary testing period . Rejection from a probationary promotional position for non-disciplinary reasons is not subject to appeal or any other challenge. Disciplinary action shall be defined to include: oral warnings, written reprimands, suspensions, demotions (non -probationary), reduction in pay and discharge. Oral and written reprimands may be initiated at the supervisor/Division Manager level. Disci plinary action more serious than a written reprimand must be initiated at the Department Head level.

1. Notice of Proposed Action
Whenever an employee is to be discharged, suspended ,demoted (non-probationary), or reduced in step, for disciplinary purposes, w ritten notice of at least five(5) 1 days of the proposed disciplinary action shall be given before such action is to be taken and must include:
a. Notice of proposed action;
b. Reasons for proposed action;

1 Unless specifically noted to be "working days," any reference to days is calendar days.

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c. A copy of charges stating specific incidents or specific courses of conduct, e.g. as evidenced by work performance evaluations, and a copy of the written materials upon which the decision to take proposed disciplinary action is based; and
d. A notice to the e mployee of the right to respond in writing or orally within the five (5) day period.

2. Limitations and Exceptions

a. Oral notice is insufficient as full notice to an employee and may be given only as the initial notice in extraordinary circumstances which call for immediate action. b. Prior written notice is required in each case, unless provided otherwise herein, regardless of seriousness unless extraordinary circumstances are involved. c. Employees may be suspended without prior written notice in extraordinary circ umstances when it is essential to avert harm to the public, other employees, or to avert serious disruption of governmental business. The appointing authority may schedule an employee for vacation or holiday leave as the circumstances may warrant. Extrao rdinary circumstances include but are not limited to situations involving misappropriation of public funds or property; working while under the influence of alcohol or intoxicating drugs; open insubordination; commission of a crime involving moral turpitud e punishable by imprisonment for six (6) months or more; and disruption of City business through willful misconduct (altercations, etc.) d. Oral notice is insufficient as full notice for proposed disciplinary action. In extraordinary circumstances when immed iate suspension, demotion, removal, or reduction in step is warranted, initial notice may be given orally. The employee should be told when the initial action is taken what the reasons for the actions are and, in addition, the employee will have an opportunity to respond in writing and/or orally to those charges. The written charges in the case of an immediate disciplinary action must be prepared as soon as possible and normally within a day or two (2) of the initial oral notice.

3. Employee's Response to Proposed Discipline
a. An employee receiving a Notice of Proposed action shall have the right to respond to the Department Head. An employee’s opportunity to respond to the Department Head is not intended to be an adversarial hearing. An employee has the right to have a representative of his/her own choosing at the meeting. The employee shall not be accorded the opportunity to cross-examine a department’s witnesses, nor to present a formal case in opposition to the proposed discipline. However, the limited nature of this response does not obviate the Department Head’s responsibility to initiate further investigation if the employee’s version of the facts raises doubts as to the accuracy of the Department Head’s information leading to the discipline proposal. An employee may elect not to respond, thereby waiving any further pre - disciplinary response.
b. The Department Head will evaluate the proposed discipline in light of the employee’s response, if any. Within ten (10) days of the employee’s response, or deadline for response, a decision will be transmitted in writing to the employee. Service of the decision will be in person or by mail.

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4. City Manager Level Appeal

a. Any permanent employee shall have the right to appeal any term ination, suspension, reduction in salary, or non-probationary demotion. The appeal process shall not be applicable to those positions which may be deemed exempt or to probationary employees. The appeal process shall not be applicable to verbal and writte n reprimands, probationary demotions, performance evaluations and denial of performance increases. An employee desiring to appeal the Department Head’s decision shall have ten (10) days after receipt of the response to file an appeal. The employee’s requ est for appeal must be addressed to the City Manager and received in the City Manager’s office so that same is date stamped by the City Manager’s office within the ten (10) day period.
b. If, within the 10 -day appeal period, the employee involved does not fil e said appeal, unless good cause for the failure is shown, the action of the Department Head shall be considered conclusive and shall take effect as prescribed. If within the ten (10) day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the City Manager, an appeal meeting shall be scheduled.
c. The meeting with the City Manager shall be conducted in the same manner as the Response to Proposed Discipline set forth in paragraph 2(B) above. d. The City Manager will evaluate the discipline in light of the employee’s response, if any. Within ten (10) days of the employee’s response a decision will be transmitted in writing to the employee. Service of the decision will be in person or by mail.

5. Advisory Arbitration

a. An employee desiring to appeal the City Manager's decision shall have ten (10) days after receipt of the response to file an appeal. The employee's request for appeal must be addressed to the City Manager and received in the City Manager's office so that same is date stamped by the City Manager’s office within the ten (10) day period. b. If, within the 10 -day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the City Manager shall be considered conclusive and shall take effect as prescribed. If within the ten (10) day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the City Manager, an appeal hearing shall be established as follows:

i. The California State Mediation and Conciliation Service shall be requested to submit a list of seven (7) persons qualified to act as hearing officers to the City and the employee.

Within ten (10) days following receipt of the list of hearing officers, the parties shall confer to select the hearing officer. The parties shall alternately strike one (1) name from the list of hearing officers (the right to strike the first name to be determined by lot) until one (1) name remains, and that person shall be the hearing officer. ii. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more than sixty (60) days, from the date of the filing of the appeal with the City Manager. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing.

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iii. All hearings shall be private provided, however, that the hearing officer shall, at the request of the employee, open the hearing to the public. iv. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of either party, not less than seven (7) days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the hearing officer.
v. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence. vi. Each party shall have these rights: To be represented by legal counsel or other person of his/her choice; to call and examine witnesses; to introduce evidence; to cross -examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the employee does not testify in his/her own behalf, he/she may be call ed and examined as if under cross - examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that same is not necessary. vii. The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:

1. The party imposing discipline shall be permitted to make an opening statement;

2. The appealing party shall then be permitted to make an opening statement;

3. The party imposing disciplinary action shall produce the evidence on his/her part; the City bears the burden of proof and burden of producing evidence;

4. The party appealing from such disciplinary action may then open his/her defense and offer his/her evidence in support thereof; the employee bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;

5. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits them to offer evidence upon their original case;

6. Closing arguments shall be permitted and wr itten briefs may be permitted at the discretion of the hearing officer.

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i. The hearing officer shall determine relevancy, weight, and credibility of testimony and evidence. He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The hearing officer shall render his/her judg ment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. His/her decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. ii. The hearing officer may recommend sustaining or rejecting any or all of the charges filed against the employee. He/she may recommend sustaining, rejecting, or modifying the disciplinary action invoked against the employee. He/she may not recommend discipline more stringent than that issued by the City Manager.
iii. The hearing officer’s opinion and recommendation shall be filed with the City Council, with a copy sent to the charged employee, and shall set forth his/her findings and recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer’s recommendation, the opinion shall set forth the date the employee is recommended to be reinstated and/or other recommended action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action. iv. Within sixty (60) days of the receipt of the hearing officer’s findings, recommendation, and transcript, the City Council shall adopt, amend, modify or reject the recommended findings, conclusions, and/or opinions of the hearing officer. Prior to making a decision which modifies or rejects the recommendation of the hearing officer, the City Council shall order and read the transcript of the hearing. Prior to making a decisio n which supports the hearing officer, the City Council may order and read the transcript, at its option. The City Council shall not conduct a de novo hearing. The City Council may, at its option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Council shall be final and conclusive. Copies of the City Council’s decision, including the hearing officer’s recommendation(s), shall be filed where appropriate, including the employee’s personnel file, unless no discipline is upheld by the City Council.
v. Each party shall equally bear the cost and fees of the hearing officer, the cost of facilities, the court reporter and transcripts. Each party shall bear its own witness and attorney fees.

If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing officer or court reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of t hat fee. This process shall not apply to mutual settlements by the parties which result in a hearing officer fee.
vi. In the case of suspension, demotion, reduction in salary, or dismissal prescribed by the City Council, the time of such suspension, demotion or dismissal shall be effective from the first day after such delivery of said decision or shall relate back to and be effective as Redlands Adjourned Meeting of 7-25-23
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of the date the employee was disciplined pending hearing before and decision by the City Council, whichever is applicable. If discipline imposed resulted in loss of pay, and the decision results in reduction or elimination of loss of pay, the pay loss shall be restored to the employee based on the number of standard work hours lost computed at his/her then base hourly rate.
vii. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section.

Article 53.

GRIEVANCE PROCEDURE

A. Definition

A “grievance” is a formal, written allegation by a grievant that he/she has been adversely affected by an existing violation, misinterpretation or misapplication of the specific provisions of the Memorandum of Understanding, provisions of the Personnel Rul es and Regulations, and/or written City Policy. Other matters for which a special method of review is provided by law, ordinance, resolution, or by administrative regulations and procedures of the City, are not within the scope of this procedure. This procedure is not to be used in lieu of the Disciplinary Appeal Procedure.

B. Procedure

1. Every effort shall be made to resolve a grievance through discussion between the employee and his/her immediate supervisor. It is the s pirit and intent of this procedure that all grievances are settled quickly and fairly without subsequent discrimination against employees who may seek to adjust a grievance. Every effort should be made to find an acceptable solution at the lowest level of supervision. Within fifteen (15) days2 after a grievant knew, or by reasonable diligence should have known, of the condition upon which a grievance may be based, the grievant shall attempt to resolve it by an informal conference with the grievant’s immediate supervisor. A supervisor shall render a verbal decision within seven (7) days of the conclusion of the informal conference.

Failure to provide a verbal decision will automatically advance the process to the next step.

2. If the problem cannot be resolved between the employee and the supervisor, the employee may, within seven (7) days from the date of receiving the answer from his/her supervisor, file a written grievance and request a meeting with the Division Manager, if one exists, in order to discuss the grievance. The written grievance shall contain the following information:
a. Name of grievant and job title;
b. Department/Section;
c. Clear and concise statement of the nature of the grievance including the circumstances and dates involved;
d. The specific provision(s) of the MOU, City Policy or Personnel rules alleged to have been violated;
e. Requested remedy;
f. Name of the grievant’s Labor Representative, if any; and

2 Days refer to calendar days.

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g. Date and signature of the grievant or Labor Representative.

3. The Division Manager shall render a decision and comments in writing and return them to the grievant within ten (10) days after receiving the written grievance.

4. If the Division Manager and employee cannot reach a solution to the grievance (or if a Div ision Manager does not exist), the employee may, within seven (7) days from the date of receiving the answer from the Division Manager, request, in writing, a meeting with the Department Head.

5. The Department Head shall render his/her decision in writing within fifteen (15) days of receiving the appeal. If the Department Head and employee are unable to arrive at a satisfactory solution, the employee may, within ten (10) days from the date of the decision by the Department Head, submit a written appeal to the Human Resources Director.

6. The City Manager shall review the grievance and respond to the employee within twenty (20) days of receiving the appeal. The response shall be in writing.

7. An employee desiring to appeal the City Manager's decision shall have ten (10) days after receipt of the response to file an appeal. The employee’s request for appeal must be addressed to the Human Resources Director and received in the Human Resources office so that same is date stamped by the Human Resources office within the ten (10) day period.

8. If, within the 10-day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the grievance shall be considered conclusive as set forth in the City Manager's decision and shall t ake effect as prescribed. If within the ten (10) day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Director, an appeal hearing shall be established as follows:
a. The California State Mediation and Conciliation Service shall be requested to submit a list of seven (7) persons qualified to act as hearing officers to the City and the employee. Within ten (10) days following receipt of the list of hearing officers, the parties shall con fer to select the hearing officer. The parties shall alternately strike one (1) name from the list of hearing officers (the right to strike the first name to be determined by lot) until one (1) name remains, and that person shall be the hearing officer.
b. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more than sixty (60) days, from the date of the filing of the appeal with the Human Resources Director. The parties may stipulate to a longer or shorter period of time i n which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing. c. All hearings shall be private provided, however, that the hearing officer shall, at the request of the grievant, open the hearing to the public.
d. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of either party, not less than seven (7) days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issu ed only at the discretion of the hearing officer.
e. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the Deleted: ¶
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existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence.
f. Each party shall have these rights: To be represented by legal counsel or other person of his/her choice; to call and examine witnesses; to introduce evidence; to cross -examine opposing witnesses on any matter relevant to the issues even though that matte r was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the grievant does not testify in his/her own behalf, he/she may be called and exam ined as if under cross - examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that same is not necessary. g. The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:
i. The grievant shall be permitted to make an opening statement; ii. The City shall then be permitted to make an opening statement; iii. The grievant shall produce the evidence on his/her part; the grievant bears the burden of proof and burden of producing evidence;
iv. The City may then open its defense and offer its evidence in support thereof; the City bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;
v. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits them to offer evidence upon their original case; vi. Closing arguments shall be permitted and written briefs may be permitted at the discretion of the hearing officer.
h. The hearing officer shall determine relevancy, weight, and credibility of testimony an d evidence. He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to b e important to reaching a fair and proper decision. The hearing officer shall render his/her judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. The opinion shall set forth findings of fact and conclusions.
i. The hearing officer may recommend sustaining or rejecting any or all of the grievance.

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j. The hearing officer’s opinion and recommendation shall be filed with the Human Resources Director, with a copy sent to the griev ant, and shall set forth his/her findings and recommendations.
k. Within sixty (60) days of the receipt of the hearing officer’s findings recommendation, and transcript, the City Council shall adopt, amend, modify or reject the recommended findings, conclusions, and/or opinions of the hearing officer. Prior to making a decision which modifies or rejects the recommendation of the hearing officer, the City Council shall order and read the transcript of the hearing. Prior to making a decision which supports t he hearing officer, the City Council may order and read the transcript, at its option. The City Council shall not conduct a de novo hearing. The City Council may, at its option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Council shall be final and conclusive. Copies of the City Council’s decision, including the hearing officer’s recommendation(s) shall be filed where appropriate, including the grievant's personnel file.
l. Each party shall bear equally the cost of facilities, fees and expenses of the hearing officer, including the court reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing officer or court reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties which result in an arbitration fee. m. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section.

9. If the time limits for employees’ appeals at any step should elapse, the grievance shall be considered withdrawn. Time limits may be extended by mutual consent. If the City fails to respond within the prescribed time limits, the grievance will be deemed to have been denied and the employee may go to the next step. The City Manager or his/her designee shall respond within the specified timeframe.

10. The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her grievance at any level of review. In the event the employee des ires the presence of a representative who is an employee of the City, he/she shall make such request through the supervisor and the supervisor shall make the necessary arrangements for the employee representative to be present.

11. The employee and/or his/her representative may use a reasonable amount of work time as determined by the appropriate supervisor or Department Head in presenting the grievance.

However, no employee shall absent himself/herself without first being excused by his/her supervisor.

12. No employee shall be required to be represented by an employee organization in processing a grievance. The settlement terms of a grievance which is processed by an employee individually or by a recognized employee organization shall not conflict with the expres s provisions of a Memorandum of Understanding between the City and the formally recognized employee organization for such unit.

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13. Employees shall be assured freedom from reprisal for using the grievance procedures by both the City and the employee organization.

14. A group grievance may be filed when one (1) set of circumstances or occurrences affects more than one (1) employee in the same manner or to the same extent. The group may file one (1) document which all members of the group have read and signed. Members of the group shall be limited to those who have signed the grievance. The resolution of a group grievance may not be consistent among all employees in the group grievance due to differences in the circumstances or occurrences that brought about the grievance.

15. A group grievance affecting all members of an employee organization may be brought by the employee organization itself. In such case the procedure shall be commenced directly at the City Manager level within fifteen (15) days after authorized rep resentatives of the employee organization knew, or by reasonable diligence should have known, of the condition giving rise to the grievance and shall be subject to all applicable time limitations and the provisions set forth above.

Article 54.

DEMOTION/NON-DISCIPLINARY
Regular employees who are demoted due to layoff or other non -disciplinary reasons will be required to serve a probationary period of no longer than six (6) months in the lower classification, provided they have not held regular status in the lower clas sification previously. While serving this new probationary period, the employee will retain due process rights and cannot be disciplined or terminated from City service without due process.

Article 55.

LAYOFF PROCEDURE
A. Should the City Manager determine reductions in force to be necessary due to lack of work or for financial reasons, he/she may initiate Layoffs. Classifications to be affected and the number of employees included will be determined by the City.

B. In determining the order of Layoffs, a combination of factors shall be considered, including but not limited to: qualifications, productivity, general performance, seniority with the City of Redlands, seniority in job classification, and needs of the City. Variations from the order of Layoffs and recall from Layoff may occur when the City deems such variations appropriate under the circumstances.

C. The factors the City may use to determine the order of Layoffs are the following:

1. An employee's last four performance evaluations, provided they are within the last five years;

2. Any history of employee commendations, awards, etc.;

3. Any history of employee disciplinary action;

4. Attendance record, including tardiness and unexcused absences;

5. Safety record, including personal injury and damage to city property that was found to be the fault of the employee;

6. Probationary and temporary employees shall be laid off before a regular emp loyee in the same classification;
Deleted: , in its discretion,
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Deleted: but
Deleted: not limited to
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7. Between two regular appointees in the same classification with the same skills, abilities, qualifications, merit and/or record, the employee with lesser seniority in the classification may be laid off first;

8. Between two r egular appointees in the same classification the employee with lesser skills, abilities, qualifications, merit and\or record than may be laid off first, without regard to seniority;

9. Memoranda of Understanding ("MOU") between the City and affected bargaining units.

D. BUMPING

1. “Bumping” means the displacement of an employee from his/her position by an employee in a higher classification who formerly held the same position.

2. Where two or more employees are laid off from the same position, the employee with the greatest seniority in that classification shall have the first opportunity to bump as set forth below.

3. A laid-off employee shall be entitled to bump an employee in the same position previously held by the laid off employee . The laid off employee must be able to perform the essential job functions of the former position and possess the minimum qualifications of the position as specified by the job classification specification. A laid -off employee shall not bump an employee with greater skills, abilitie s, qualifications, merit and/or record. Laid off employees may also be placed in a vacant lower classification for which they meet the minimum qualifications.

Employees must utilize the option that places them in the highest available position.

4. A laid-off employee in a supervisor classification shall be entitled to bump an employee in a lower position directly supervised by the laid -off employee. The laid -off employee must be able to perform the essential job functions of the lower position and possess the minimum qualifications of the position as specified by the job classification. Employees must utilize the option that places them in the highest position.

5. The City will notify laid -off employees of any positions available for bumping. Following such notification, the employee must notify the Human Resources Director in writing of his/her intent to exercise the bumping rights within seven (7) calendar days, and the position and classification in to which he/she intends to bump. Failure to provide such not ification will be deemed a waiver of bumping rights by the employee.

6. Where there is more than one employee in a position available for bumping, the factors in paragraph C of this Section will be used to determine which employee, if any, will be bumped.

7. The process will be repeated at the next classification level where an employee bumps in and creates an overage in that classification.

8. Any displaced employee shall be considered as laid -off for the same reason as the person who displaced them and shall in the same manner be eligible to displace another employee based on the criteria specified in paragraph D of this Rule.

E. REINSTATEMENT FROM LAYOFF

1. The names of probationary and regular employees who have been laid off shall be placed on appropriate reemployment lists. Such names shall remain thereon for a period of one year unless such persons are sooner reemployed.

Deleted: ,
Deleted: D
Deleted: Rule, or the conditions set forth in an approved Memorandum of Understanding,
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2. An employee who is reemployed from layoff within one (1) year in any classification within this bargaining unit, shall receive credit for former years of service.

3. Employees who, following layoff from a position or layoff from City employment m ay be reinstated upon the recommendation of the Department Head and with the approval of the Human Resources Director, to the position from which they were laid off based on their qualifications, availability, and the needs of the organization pursuant to this paragraph.

Article 56.

MAINTENANCE OF MEMBERSHIP
The parties agree that this provision shall become a maintenance of membership provision obligating all employees to pay dues/fees , as applicable by law, at the amount issued by the local union, until the expiration of the MOU and shall have the right to terminate their membership dues/fees only during the thirty-day period falling between sixty days and thirty days prior to the expiration of this MOU.

Article 57.

D.R.I.V.E.

The City agrees to deduct from the paycheck of all employees covered by this Agreement, voluntary contributions to D.R.I.V.E. (Democrat Republican Independent Voter Education). Twice per year, (in March and October) , D.R.I.V.E. shall notif y the City of the amounts designated by each contributing employee that are to be deducted from his/her paycheck for all weeks worked. The phrase “weeks worked” excludes any week where an employee is in unpaid status . The City shall transmit to D.R.I.V.E.

National Headquarters on a monthly basis, in one (1) check, the total amount deducted along with the name of eac h employee on whose behalf a deduction is made, the employee’s social security number and the amount deducted from that employee’s paycheck. The International Brotherhood of Teamsters shall reimburse the City annually for the City’s actual cost for the ex pense incurred in administering the payroll deduction plan.

Article 58.

UNIT MODIFICATION
It is understood that this MOU shall constitute a bar to any petition or request for decertification of the Union as the formally recognized employee organization in the General Employees unit of representation at any time prior to the expiration date of this MOU.

In addition, no petitions for unit modification of the General Employees unit will be accepted by the City without the express agreement of the Union.

The provisions of this Article shall not be applicable where precluded by law. The Union, its successors and assigns, shall indemnify, defend and hold harmless, the City, including its agents and employees, against any claims, suit or actions made or brought against the City, including its agents and employees, for any expenses, losses or damages incurred by the City, including its agents and employees, on account of the provisions of this article.

Article 59.

COMMUNICATIONS
The City and the Union shall work together in the interest of maintaining, and improving efficiency in all municipal operations and conservation of materials, supplies, and equipment, and for the improvement in quality of workmanship and service to the public.

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Deleted: on an annual basis
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The City and the Union consider themselves mutually responsible to improve communications between management and employees and will use their best endeavors in establishing and maintaining effective communication channels.

Article 60.

USE OF BULLETIN BOARDS
The City agrees that the Union may utilize bulletin board space in designated area s upon mutual agreement with the City. The Union will provide bulletin boards. The City agrees to allow the use of inter-departmental mail for distribution of union materials to Shop Stewards.

Article 61.

PREVAILING BENEFITS
All benefits, privileges, and working conditions enjoyed by the employees at the present time, which are not included in this agreement, shall remain in full force, unchanged and unaffected in any manner, during the term of this agreement unless changed by mutual consent.

Article 62.

EXTENSION OF MOU
If a successor MOU is not negotiated by June 30, 2026, this MOU shall remain in force until a successor MOU is negotiated or the impasse process for a successor MOU has been concluded.

Article 63.

SAVINGS CLAUSE
If any provision of this MOU, or the application of any provision, should be rendered invalid by court or legislative action, the remaining portions of this Agreement shall remain in full force and effect.

Article 64.

ZIPPER CLAUSE
The parties agree that all negotiable items have been discussed during negotiations leading to this MOU, including salaries and benefits, and conditions of employment and therefore further agree that negotiations will not be reopened on any item during the life of this MOU except by mutual agreement or as provided elsewhere in this MOU.

Article 65.

SIGNATURES

CITY OF REDLANDS
TEAMSTERS LOCAL #1932
x x

EDDIE TEJEDA, MAYOR DATE TEAMSTERS REPRESENTATIVE DATE
ATTEST:

______________________________________
Jeanne Donaldson, City Clerk

CHIEF STEWARD DATE

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<#>
¶
¶
¶
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Formatted Table
Deleted: PAUL FOSTER
Formatted Table
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1. MEMORANDUM OF UNDERSTANDING

BETWEEN THE

C
ITY OF
R

EDLANDS

AND

TEAMSTERS LOCAL #1932

JULY 1, 2023 - JUNE 30, 2026

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City of Redlands | Teamsters MOU 2023-2026

2 Between

The City of Redlands
And
Teamsters Local #1932

July 1, 2023– June 30, 2026

TABLE OF CONTENTS

City of Redlands | Teamsters MOU 2023-2026

3 ARTICLE 28. BEREAVEMENT LEAVE ................................................................................................................................... 14 ARTICLE 29. LEAVE OF ABSENCE WITHOUT PAY ............................................................................................................... 15 ARTICLE 30. MILITARY LEAVE ........................................................................................................................................... 15 ARTICLE 31. HOLIDAYS ..................................................................................................................................................... 15 ARTICLE 32. COMPENSATORY TIME OFF ........................................................................................................................... 16 ARTICLE 33. SHOP STEWARD RELEASE TIME ..................................................................................................................... 16 ARTICLE 34. MEAL PERIODS .............................................................................................................................................. 16 ARTICLE 35. REST PERIODS ............................................................................................................................................... 16 ARTICLE 36. CATASTROPHIC LEAVE .................................................................................................................................. 17 ARTICLE 37. LEAVE TIME REPORTING ............................................................................................................................... 17 ARTICLE 38. COMMERCIAL DRIVER’S LICENSE .................................................................................................................. 17 ARTICLE 39. EMPLOYMENT EXAMINATION PROCEDURES ................................................................................................ 17 ARTICLE 40. PROBATION .................................................................................................................................................. 17 ARTICLE 41. REVIEW/EVALUATION DATE ......................................................................................................................... 18 ARTICLE 42. PERFORMANCE EVALUATIONS ...................................................................................................................... 18 ARTICLE 43. WORKWEEK /STANDARD TOUR OF DUTY ..................................................................................................... 18 ARTICLE 44. SOLID WASTE ROUTE BIDDING ..................................................................................................................... 18 ARTICLE 45. FLOATER PREMIUM PAY ............................................................................................................................... 18 ARTICLE 46. PROMOTIONAL POSITIONS ........................................................................................................................... 19 ARTICLE 47. NO STRIKE PROVISION .................................................................................................................................. 19 ARTICLE 48. DIRECT DEPOSIT ............................................................................................................................................ 19 ARTICLE 49. PERSONNEL FILE ........................................................................................................................................... 19 ARTICLE 50. COPY OF MOU TO EACH EMPLOYEE .............................................................................................................. 19 ARTICLE 51. RULES, REGULATIONS AND RESOLUTIONS .................................................................................................... 20 ARTICLE 52. DISCIPLINARY PROCEDURE ........................................................................................................................... 20 ARTICLE 53. GRIEVANCE PROCEDURE ............................................................................................................................... 25 ARTICLE 54. DEMOTION/NON-DISCIPLINARY ................................................................................................................... 29 ARTICLE 55. LAYOFF PROCEDURE ..................................................................................................................................... 29 ARTICLE 56. MAINTENANCE OF MEMBERSHIP .................................................................................................................. 31 ARTICLE 57. D.R.I.V.E. ....................................................................................................................................................... 31 ARTICLE 58. UNIT MODIFICATION .................................................................................................................................... 31 ARTICLE 59. COMMUNICATIONS ...................................................................................................................................... 31 ARTICLE 60. USE OF BULLETIN BOARDS ............................................................................................................................ 32 ARTICLE 61. PREVAILING BENEFITS ................................................................................................................................... 32 ARTICLE 62. EXTENSION OF MOU ..................................................................................................................................... 32 ARTICLE 63. SAVINGS CLAUSE .......................................................................................................................................... 32 Redlands Adjourned Meeting of 7-25-23
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City of Redlands | Teamsters MOU 2023-2026

4 ARTICLE 64. ZIPPER CLAUSE .............................................................................................................................................. 32 ARTICLE 65. SIGNATURES ................................................................................................................................................. 32

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City of Redlands | Teamsters MOU 2023-2026

5 Article 1.

Article 2.

Article 3.

RECOGNITION
A unit employee shall be defined as an employee of the City and assigned to the General Unit by the City Manager in accordance with City policies and procedures.

Article 4.

MANAGEMENT RIGHTS
The authority of the City includes:
• The exclusive right to determine the mission of its constituent departments, commissions and boards;
• Set standards of service;
• Determine the procedures and standards of selection for employment and promotion; • Direct its employees;
• Take disciplinary action;
• Relieve its employees from duty because of lack of work or for other legitimate reasons; • Maintain the efficiency of work;
• Maintain the efficiency of governmental operations;
• Determine the methods, means and personnel by which government operations are to be conducted;
• Determine the content of job classifications;
• Take all necessary actions to carry out its mission in emergencies; • Exercise complete control and discretion over its organization and the technology of performing its work, provided, however, that the exercise and retention of such rights does not preclude employees or their r epresentatives from meeting and conferring over effects on matters within the scope of representation.

Article 5.

SALARIES
Unit members shall receive the following salary increases:
a. Effective July 24, 2023, all unit employees will receive a seven percent (7%) increase to base salary. Any and all economic terms in this Agreement will be effective July 24, 2023.

b. Effective the first full pay period following July 1, 2024, all unit members will receive a two percent (2%) increase to base salary.

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City of Redlands | Teamsters MOU 2023-2026

6 c. Effective the first full pay period following July 1, 2025, all unit members will receive a two percent (2%) increase to base salary.

Article 6.

RETIREMENT

A. Classic Members

1. All “classic” unit members including those first employed on and after March 11, 2010, shall personally fund 100% of the 7% of compensation earnable as and for the individual member’s normal employee PERS contribution. (The term “classic” member is defined in the Public Employee’s Pension Reform Act of 2013-“PEPRA.”)
All “classic” member normal contributions required to be paid by the member, whether paid by the employer or the member, shall be credited to the member’s CalPERS account.

2. The City shall continue to include in this contract with CalPERS, the following provisions:

B. New Members

1. T he Public Employee’s Pension Reform Act of 2013 – “PEPRA” (signed by the Governor on 09/07/12,) shall in its entirety be given full force and effect as it may from time to time exist, during and after the term of this MOU, as described below.

3. Unit employees who are “new members,” as defined in the PEPRA , on and after Janu ary 1, 2013, shall be enrolled in the retirement plan of 2%@62 (Government Code section 7522.20(a), with final pensionable compensation (as defined for new members in Government Code § 7522.34) being determined by reference to the highest average annual pe nsionable compensation earned during a period of 36 consecutive months. (Government Code § 7522.32(a).)

HIGHEST SINGLE YEAR

SURVIVOR CONTINUANCE
2% @ 55 RETIREMENT FORMULA
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7 Article 7.

B. Employees with twenty (20) years continuous service with the City shall advance to Step “ 6” on the salary schedule which shall be a minimum of two percent (2%) higher than Step “5,” effective with the beginning of the pay period beginning closest to completion of their 20th year of service.

Article 8.

Article 9.

Article 10.

Employees approved to work out of class shall be placed at Step 0 of the classification in which they are Redlands Adjourned Meeting of 7-25-23
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8 working. If Step 0 does not provide a 5% increase, the employee will be placed at the step on the range that provides a 5% increase. Placement will not exceed Step 4 of the range.

A. In order to receive out of classification pay the following provisions must occur:

1. A vacancy or absence must exist for out of classification pay to be paid.

2. The employee receiving out of classification pay must perform essentially all of the functions of the higher classification in order to receive compensation.

3. The employee shall meet the minimum qualifications for the higher classification in order to be eligible for out of classification pay.

C. Working out of classification pay will only be authorized upon recommendation to and approval by the Director, Human Resources/Risk Management by the Department Head and will require a Personnel Action Form with supporting documentation justifying the assignment.

Article 11.

SPECIAL ASSIGNMENT PAY Employees performing in a capacity beyond the normal scope of their duties, and with increased and direct responsibility and personal liability for City operations shall be eligible for Special Assignment Pay.

Special Assignment Pay shall be at a flat rate not to exceed ten percent (10%) of base salary. Special Assignment Pay will only be authorized upon Department Head recommendation, Human Resources Director concurrence and City Manager approval.

Article 12.

CALL BACK PAY
A.

An employee will be eligible for Call Back Pay when an employee is called in to work outside of their scheduled shift. Call back time will be reimbursed based on a minimum two (2) hour block at time and one-half, with the exception that employees will be reimbursed based on a minimum three-hour block at time and one-half if the call back is between the hours of 12:00 a.m. and 7:00 a.m.

When an employee has worked at least two (2) hours during the eight (8) hours prior to the commencement of his/her regular work schedule, the employ ee shall report to duty at the regular scheduled shift immediately commencing ten (10) hours after the end of the callback assignment.

Where the working of call back time results in the employee starting his/her regularly scheduled shift after the regularly scheduled shift commences, the missed hours of work shall not be deducted from the employee’s hours worked total for the weekly work period.

Article 13.

STAND-BY PAY
A.

Employees in the General Employees unit of representation assigned to standby duty shall receive one (1) hour of pay at straight time for standby duty on a week day and four (4) hours of straight time pay for standby duty on a regularly scheduled day off, weekend day or holiday.

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9 B.

In order to qualify for standby pay employees must:

1. Be available via a city issued device;

2. Be able to report to the worksite within thirty (30) minutes; and,

3. Not consume alcoholic beverages or any other debilitating drug while on standby.

Any employee who is unable to respond within thirty (30) minutes may be eliminated from the standby rotation.

Article 14.

Article 15.

SHIFT DIFFERENTIAL The City agrees to provide a five-percent (5%) shift differential to those employees who work one-half of their regularly scheduled shifts after 7:00 p.m., not to include overtime, special assignments, emergency hours, etc. worked after 7:00 p.m. The shift differential shall apply to the full regularly scheduled shift.

Article 16.

It is a requirement that employees wear the designated uniform and appropriate footwear to work daily. Classifications covered by this provision are:

City of Redlands | Teamsters MOU 2023-2026

10 Laboratory Analyst I/II/III/IV Water Distribution Operator Maintenance Worker I/II Water Meter Reader I/II
Plant Mechanic I/II Water Quality Technician I/II
Sign & Paint Worker Water Treatment Operator I/II/III/IV/V Welder

The following employees shall in lieu of the clothing allowance be provided five (5) Polo Shirts/T Shirts twice a year, in January and July:

Building Inspector I/II (Polo) Program Specialist (T-shirt) Code Enforcement Officer I/II (Polo) Sr. Building Inspector (Polo) Program Aid (T-Shirt) Sr. Code Enforcement Officer (Polo) C.

Non-uniformed employees in this unit on payroll as of June 1 of each year and at the time the check is issued shall receive an annual three hundred dollars ($ 300.00) bonu s in lieu of the uniform allowance. This bonus will not be reported to PERS as compensation.

Classifications listed below on payroll as of June 1 of each year and at the time the check is issued shall receive an annual $300.00 for required boot/footwear.

City of Redlands | Teamsters MOU 2023-2026

11 Sign & Paint Worker Water Production Operations Supervisor Solid Waste Route Coordinator Water Quality Technician I/II Solid Waste Truck Driver Water Treatment Operator I/II/III/IV/V Welder

Employees new to a classification listed in Section D shall receive one half (1/2) of the annual footwear allowance, to be followed on June 1st of their first year with the second half of the footwear allowance.

The parties recognize that their best efforts have been made to list the appropriate job classifications and uniform entitlement. In the event there is a change to job duties or an error has been made and a classification has been misidentified, that classification will be added to the above appropriate category. If new classifications are added during the term of this MOU (2023-2026), the City and the unit will meet and confer on eligibility of the newly added classification.

Article 17.

RIDESHARING
A.

All employees are eligible for participation in the City’s ridesharing program. Participation in the program is voluntary and shall be in full compliance of Redlands Ridesharing Program Policy.

Approved participants shall receive fifteen (15) minutes of accrued rideshare time for each rideshare day. Ridesharing shall be reported on individual employee timesheets.

The program shall be monitored by the Program Coordinator. Participants in violation of the Ridesharing Policy, including falsification of reporting, shall be permanently dismissed from the program and subject to disciplinary action.

Article 18.

B. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by the University of California, Riverside. An employee shall not receive reimbursement in excess of t wo thousand Dollars ($2,000) in a ny one fiscal year. The difference between the City’s maximum obligation during any fiscal year and the amount of any actual reimbursement received by the employee during that fiscal year shall not be carried over or be available to use by the employee in any subsequent fiscal year.

C. The course must be satisfactorily completed with a minimum grade of “C” or equivalent.

Article 19.

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12 Article 20.

DEATH OF EMPLOYEE
A. The eligible dependents of deceased employees shall be entitled to benefits as follows:

B. Sick leave accruals, lifetime medical insurance and other applicable benefits shall be calculated and/or compensated according to the eligibility requirements stated in the current MOU.

C. In the event the deceased employee qualified for a service retirement (i.e. age 50 and with a minimum of five (5) years of service with the City), the City shall calculate and/or compensate benefits in the same manner as an employee service retirement.

Article 21.

B. City contributions to the cafeteria plan may be used toward available cafeteria benefits, including City medical plan premiums, flexible spending account, and post-employment health plan.

D. RETIREE INSURANCE BENEFITS.

1. For all unit members who qualify as an “annuitant” under PEMHCA, the City will contribute directly to CalPERS on behalf of each annuitant three hundred and ninety -seven dollars ($397) per mont h pursuant to Resolution No. 4572, adopted by the City Council on September 5, 1989.

2. Upon service retirement and completion of twenty (20) cumulative years of service with the City an employee hired prior to March 11, 2010, who qualifies as an annuitant un der PEMHCA, may elect to receive as City contributions to a retiree health savings account the difference between the PEMHCA minimum and the cost of fully paid medical insurance (excludes vision coverage) for the employee and eligible dependents, under the City’s medical insurance program. Employees hired on or after March 11, 2010 are not eligible for this benefit.

COVERAGE LEVEL

TOTAL CITY CONTRIBUTION

UPON APPROVAL AND

ADOPTION OF AGREEMENT

EFFECTIVE
JANUARY 1, 2024

EFFECTIVE
JANUARY 1, 2025
Employee Only: $750 $775 $800
Employee Plus One Dependent: $1,500 $1,550 $1,600
Employee plus Two or more
Dependents:
$1,950 $2,025 $2,100
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13 3. Unit members with ten (10) years of continuous employment with the City who concurrently retire from the City and the CalPERS system and who qualify as an annuitant under PEMHCA may elect to receive the “Medical Bridge.” Under the “Medical Bridge ,” the City will contribute the difference between the PEMCHA minimum and the cost of single party coverage for the retired unit member only for the lowest cost medical and dental insurance plans as provided by the City to its then existing unit members until the member reaches the age of Medicare eligibility at which time the benefit will cease and unit members will only receive the PEMHCA minimum contribution. Unit members who receive the medical bridge can select higher cost plans offered by the City to its then existing members and/or coverage for dependents, however, the additional cost for the plan or additional dependents shall be paid for by the Unit member and not by the City.

Article 22.

Article 23.

VISION CARE
The City agrees to reimburse each employee in the unit up to three hundred dollars ($300) every fiscal year for the purchase of frames and lenses or contact lenses and the cost of eye examinations for the employee and/or his/her dependent or the reimbursement of a 3 rd party vision insurance premium, with
documentation of paid premiums to be submitted once a year.

Article 24.

LIFE INSURANCE
The City shall contribute the monthly premium for term life insurance in the amount of twenty -five thousand dollars ($25,000) for all employees in the unit.

Article 25.

WORKERS’ COMPENSATION/SDI
A.

The City agrees to provide City paid State Disability Insurance coverage to all employees in the unit.

Sick leave or compensatory time may be used to supplement a Worker s’ Compensation or State Disability Insurance check, not to exceed the employee’s regular rate of pay. Prior to use of accrued sick leave or compensatory time for this purpose, the State Disability Insurance check stub must be submitted to Payroll.

Article 26.

VACATION
A.

The vacation accrual for employees in the unit shall be as follows:

YEARS/MONTHS OF SERVICE ACCRUAL RATE – HOURS
0 – 5 (0-59 months) 80
6 – 7 (60-83) 120
8 – 10 (84-119) 140
11 – 14 (120-167) 160
15+ (168+) 200

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14 B.

The maximum vacation accrual shall be three (3) years. In November of each calendar year all vacation hours in excess of three (3) years accrual will be paid off at the employee’s current hourly rate.

Article 27.

SICK LEAVE
A.

ACCRUAL: Sick leave shall be accrued on an hourly basis at the rate of eight (8) hours per calendar month of service.

USE: Employees may use up to half of their annual sick leave accrual, forty -eight (48) hours, to care for ill family members.

BUY BACK: In November of each calendar year, each employee in the unit may elect to be paid at his/her current hourly rate for each sick leave day accumulated during the following calendar year in excess of six (6) sick leave days in November of the following year . A tot al of one (1) year’s accumulation, ninety-six (96) hours, must be on the books prior to any compensation being paid. This election is irrevocable and may not be changed after the election is made. Employees in the unit may also choose to accumulate all sick leave days, from calendar year to calendar year, to an unlimited amount.

AT SEPARATION OF SERVICE: Upon voluntary separation of service or layoff with the City, employees with ten (10) or more years of continuous service will be eligible to cash in u nused sick leave at the following formula:

YEARS OF SERVICE PERCENT
10 – 15 25 %
16 – 20 35 %
21+ 50 %

UPON SERVICE RETIREMENT : In lieu of the benefit D and upon service retirement under the PERS retirement plan, employees in the unit may elect to have all remaining sick leave accrued at the time of retirement converted to cash value at their final rate of pay and deposited in the Post Employment Health Plan (PEHP) where it can be used for applicable premiums payable under the City’s medical insurance program for the employee and the employee’s eligible dependents. In the event that the employee dies prior to exhaustion of the cash value of said benefits, the remaining cash value may be applied toward the premiums of covered dependents until exhausted, subject to the conditions and limitations of the PEHP.

CONVERSION TO SERVICE CREDIT: In lieu of benefits D and E cited above, employees in the unit may elect to have all remaining sick leave accrued at the time of service retirement converted to PERS service credit.

Article 28.

City of Redlands | Teamsters MOU 2023-2026

15 not to exceed three (3) days. Immediate family shall be defined as the following relatives to eith er the employee or spouse or registered domestic partner: spouse, register domestic partner, child (including foster child or ward of the court), parent, grandparent, brother, sister, niece, nephew, step-children, and grandchildren. The definition of imm ediate family will also include the aunt and uncle of the employee only. Bereavement leave may also be used for the significant other of the employee provided the employee shows proof of cohabitation.

It is understood that Bereavement Leave is not just to allow employees to attend funeral services, but to allow employees to morn and process the passing of a family member or help a spouse to do so.

Article 29.

LEAVE OF ABSENCE WITHOUT PAY
If an employee takes more than five (5) accumulated days of leave without pa y in a calendar year, commencing at the beginning of the sixth (6th) day of leave without pay and any day of leave without pay thereafter during the calendar year, sick leave and vacation accruals will be adjusted proportionately to eliminate benefit accruals for any day an employee is on leave without pay status.

Article 30.

MILITARY LEAVE Military leave shall be granted in accordance with the provisions of State and Federal law. The department head may request copies of the employee’s official military orders.

Article 31.

HOLIDAYS
A. The holidays which will be honored for employees in the unit will include the following, along with any additional day as designated by action of the City Council:

If the holiday falls on Saturday, Friday shall be designated as the holiday and if the holiday falls on Sunday, Monday shall be designated as the holiday.

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16 C.

If a scheduled holiday falls on an employee’s regular day off, the employee shall be compensated for one day of holiday compensation at straight time. Employees should not be scheduled to work both the designated holiday and the actual holiday.

Holiday pay shall be compensated in accordance with the employee’s standard work schedule.

Employees in the unit are also entitled to receive:

1. Two (2) Floating Holidays per calendar year

2. Twenty (20) Hours of Additional Floating Holidays per calendar year F.

Employees in the unit shall not be allowed to carry floating holidays over from one calendar year to the next. Holidays not taken by December 31st of any given year will be forfeited.

The A.K. Smiley Public Library will be closed on the Saturday following Thanksgiving Day.

Article 32.

COMPENSATORY TIME OFF
Compensatory Time Off (CTO) shall accrue at the rate of one and one-half (1-1/2) hours for each overtime hour worked in accordance with the Fair Labor Standards Act. CTO shall not accumulate in excess of two hundred (200) hours at any given time. Use of compensatory time -off earned shall be granted so that it does not unduly disrupt the operations of the City. Terminating employees shall be compensated for accrued compensatory hours.

Article 33.

SHOP STEWARD RELEASE TIME
The Union may designate up to eight (8) Shop Stewards, three (3) Deputy Chief Stewards, and one (1) Chief Steward to attend Union meetings/business on City time.

Article 34.

Article 35.

REST PERIODS
A.

The City agrees to the following: Employees shall be entitled to two (2) daily rest periods ten (10) to fifteen (15) minutes in duration which insofar as practical shall be in the middle of each work period.

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17 The rest periods shall be considered as time worked. Employees required to work beyond their regular tour of duty shall be granted a ten (10) minute rest period for each two (2) hours of work.

The Union understands and agrees to the following . With regard to break periods, the following scenarios should not occur:

1. Combining two daily breaks into one 20-30 minute break.

2. “Banking” breaks from day to day.

3. “Saving” break time in order to extend lunch periods or shorten the workday.

4. Payment of compensatory time off or overtime for “unused” breaks.

Article 36.

CATASTROPHIC LEAVE
Employees are eligible for catastrophic leave in accordance with the City’s Catastrophic Leave Policy.

Article 37.

LEAVE TIME REPORTING
Leave time may be used and reported in increments of fifteen (15) minutes.

Article 38.

COMMERCIAL DRIVER’S LICENSE
The City will pay for the required physical examination for employees required by their job classification to maintain Class A or Class B driver’s licenses. Time spent participating in the required physical examination will be considered as time worked. In addition, the City will provide reimbursement up to $2,000 for fees associated with obtaining the initial commercial driver’s license. This reimbursement will be provided upon submission of receipts and proof of successfully obtaining the commercial license.

Employees within the following classifications will have 9 months from their hire date to obtain the required CDL.

Classifications which require obtaining a CDL prior
to the end of probation.

Equipment Operator OIT I
Plant Mechanic I
Tree Trimmer I
Water Distribution Operator
Wastewater Collection System Worker I
Maintenance Worker

The City shall reimburse employees, with a job classification which requires a Hazardous Materials endorsement, up to $100 to offset the costs associated with maintaining that particular endorsement.

Article 39.

EMPLOYMENT EXAMINATION PROCEDURES
The examination procedure for all City jobs will be as established by the City and Union.

Article 40.

PROBATION
A.

Employees new to the unit shall serve a probationary period of twelve (12) months.

Employees who are promoted shall serve a probationary period of six (6) months. Existing employees who are placed in a new position which requires a probationary period shall also serve a probationary period of six (6) months. A promotional probationary employee who is subject to discipline as defined Redlands Adjourned Meeting of 7-25-23
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18 by City rules and regulations, shall retain the right to challenge the action in the same manner as a non-promotional employee who has successfully completed the probationary testing period.

Probationary periods may be extended as set forth in the City’s Personnel Rules and Regulations.

Article 41.

REVIEW/EVALUATION DATE
For those employees hired after July 1, 1990, the “review/evaluation date” shall be the day of the month in which the employee completes the probationary period. When an employee receives a promotion, after July 1, 1990, the new review/evaluation date shall be the day of the month in which the employee completes the probationary period in the new classification. When a salary increase is granted, it shall be effective on the beginning of the pay period falling closest to the day of the month the employee was hired or promoted.

Article 42.

Article 43.

A 75% majority of members in a department may propose a plan for a change in the ir scheduled tour of duty to their Department head, through their direct supervisor, for review. Human Resources and the Department Head shall provide a written response to the proposal, if the proposal is denied the union shall have no recourse to the grievance procedure. If the proposal is accepted that in no way implies a past practice by the City. This language is in no way intended to take away or change any provision within the Managements Rights clause within the MOU.

Article 44.

SOLID WASTE ROUTE BIDDING
The City agrees to adhere to the Solid Waste Route Bidding process, based on seniority, as established as part of the Solid Waste Department’s operating procedures.

Article 45.

FLOATER PREMIUM PAY
Solid Waste Truck Drivers who bid and work a floater route shall receive $2.00/hour in addition to their base salary for every hour worked as a floater. To qualify for Floater Premium Pay, an employee must be a full -time Solid Waste Truck Driver with a minimum of 5 years in the classification with the City of Redlands and had not received any discipline above a written reprimand within the past 12 months.

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19 Article 46.

PROMOTIONAL POSITIONS
A.

The City may seek only promotional candidates to fill available positions. In this case, distribution of job announcements shall be limited to internal sources. Promotional candidates shall follow the procedures identified in the City’s Personnel Rules and Regulations. Employees appointed to promotional positions shall complete a probationary period in accordance with the City’s Personnel Rules and Regulations.

Employees appointed to a promotional position shall receive the nearest highest monthly salary which is at least five percent (5%) higher than the employee’s previous base salary, but in no case more than the top step of the new salary range.

Article 47.

NO STRIKE PROVISION
It is understood and agreed that the service performed by City employees included in this MOU are essential to the public’s health, safety, and welfare. Therefore, the Union agrees that it will not authorize, instigate, aid, condone, or engage in any strike, work stoppage, or other action of the City. In the event of a violation of this section, the Union agrees to take affirmative steps with the employees concerned to bring about an immediate resumption of normal work. Should there be a violation of this section, there shall be no discussion or negotiations regarding the difference or di spute during the existence of such violation or before normal work has been resumed. The City reserves the right to terminate any employee who instigates or engages in any strike or work stoppage which interrupts or interferes with the operation of the City.

Article 48.

DIRECT DEPOSIT
Direct deposit of employee paychecks will be available to employees in this unit.

Article 49.

PERSONNEL FILE
A.

No material which can reasonably be construed, interpreted, or acknowledged to be derogatory shall be placed in an employee’s personnel file unless the employee has been allowed to read such material and respond to it, in writing, which response will also be placed in the personnel file.

Any employee, upon request, shall have access to his/her personnel file, and shall have the right of reproduction, at cost, of his/her personnel file in full or in part. No portion of an employee’s personnel file shall be transmitted to anyone other than the City Manager, Human Resources, Department Head, Risk Management Administrators, or by Court subpoena. The employee is to be notified at the time of the request that the information has been transmitted and to whom it was sent.

Once per year, in August, upon written request by the employee to Human Resources, the employee may requ est to have documented written reprimands, with the exception of expressed violence, harassment, or last chance agreements, issued more than twenty four ( 24) months prior to the request, removed, provided that no ensuing discipline occurred. Upon removal, the written reprimands shall not be used or referenced in any future disciplinary proceeding. The decision to remove the documents lies with Human Resources and that decision is final. The employee shall have no right to appeal or grieve the decision. In the event the request is denied, the reason for the denial shall be communicated via email to the employee.

Article 50.

COPY OF MOU TO EACH EMPLOYEE
The City will provide each employee in the unit with access to this MOU within sixty (60) days of execution.

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20 Article 51.

Article 52.

DISCIPLINARY PROCEDURE
A.

The Investigatory Interview Process

Prior to any investigatory interview or consultation that could reasonably be construed to result in disciplinary action against the employee, the employee shall be given notice of the interview or consultation as soon as reasonably practical, and shall be advised of his or her right to representation under this section; and upon request shall be afforded an opportunity to contact and consult privately with a representative of the Union . If requested, the employee may have a Union representative present during any such investigatory interview or consultation, and, to the extent practicable, such interviews or consultations shall be conducted during an employee’s working hours. Only those persons reasonably necessary to the conduct of the interview shall be present.

The employee or the City may elect to record any such investigatory interview or consultation, unless the parties mutually agree not to record such interview or consultation; however, in the event the City elects to record such an interview or consultation, it shall upon request provide the employee with a copy of said recording. The cost of providing anything other than a digital copy of the recording to the employee shall be borne by the employee.

B. Disciplinary Procedures
No non -probationary employee shall be disciplined without cause. A promotional probationary employee who is subject to discipline as defined by City rules and regulations, shall retain the right to challenge the action in the same manner as a non-promotional employee who has successfully completed the probationary testing period. Rejection from a probationary promotional position for non-disciplinary reasons is not subject to appeal or any other challenge. Disciplinary action shall be defined to include: oral warnings, written reprimands, suspensions, demotions (non- probationary), reduction in pay and discharge. Oral and written reprimands may be initiated at the supervisor/Division Manager level. Disciplinary action more serious than a wri tten reprimand must be initiated at the Department Head level.

1. Notice of Proposed Action
Whenever an employee is to be discharged, suspended ,demoted (non-probationary), or reduced in step, for disciplinary purposes, written notice of at least five(5) 1 days of the proposed
disciplinary action shall be given before such action is to be taken and must include:
a. Notice of proposed action;
b. Reasons for proposed action;

1 Unless specifically noted to be "working days," any reference to days is calendar days.

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21 c. A copy of charges stating specific incidents or specific courses of conduct, e.g. as evidenced by work performance evaluations, and a copy of the written materials upon which the decision to take proposed disciplinary action is based; and
d. A notice to the e mployee of the right to respond in writing or orally within the five (5) day period.

2. Limitations and Exceptions

a. Oral notice is insufficient as full notice to an employee and may be given only as the initial notice in extraordinary circumstances which call for immediate action. b. Prior written notice is required in each case, unless provided otherwise herein, regardless of seriousness unless extraordinary circumstances are involved. c. Employees may be suspended without prior written notice in extraordinary circ umstances when it is essential to avert harm to the public, other employees, or to avert serious disruption of governmental business. The appointing authority may schedule an employee for vacation or holiday leave as the circumstances may warrant. Extrao rdinary circumstances include but are not limited to situations involving misappropriation of public funds or property; working while under the influence of alcohol or intoxicating drugs; open insubordination; commission of a crime involving moral turpitude punishable by imprisonment for six (6) months or more; and disruption of City business through willful misconduct (altercations, etc.) d. Oral notice is insufficient as full notice for proposed disciplinary action. In extraordinary circumstances when immediate suspension, demotion, removal, or reduction in step is warranted, initial notice may be given orally. The employee should be told when the initial action is taken what the reasons for the actions are and, in addition, the employee will have an opportunity to respond in writing and/or orally to those charges. The written charges in the case of an immediate disciplinary action must be prepared as soon as possible and normally within a day or two (2) of the initial oral notice.

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22 4. City Manager Level Appeal

a. Any permanent employee shall have the right to appeal any termination, suspension, reduction in salary, or non-probationary demotion. The appeal process shall not be applicable to those positions which may be deemed exempt or to probationary employees. The a ppeal process shall not be applicable to verbal and written reprimands, probationary demotions, performance evaluations and denial of performance increases. An employee desiring to appeal the Department Head’s decision shall have ten (10) days after receipt of the response to file an appeal. The employee’s request for appeal must be addressed to the City Manager and received in the City Manager’s office so that same is date stamped by the City Manager’s office within the ten (10) day period.
b. If, within the 10 -day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the action of the Department Head shall be considered conclusive and shall take effect as prescribed. If within the ten (10) day appeal pe riod, the employee involved files such notice of appeal by giving written notice of appeal to the City Manager, an appeal meeting shall be scheduled.
c. The meeting with the City Manager shall be conducted in the same manner as the Response to Proposed Discipline set forth in paragraph 2(B) above. d. The City Manager will evaluate the discipline in light of the employee’s response, if any. Within ten (10) days of the employee’s response a decision will be transmitted in writing to the employee. Service of the decision will be in person or by mail.

5. Advisory Arbitration

i. The California State Mediation and Conciliation Service shall be requested to submit a list of seven (7) persons qualified to act as hearing officers to the City and the employee.

Within ten (10) days following receipt of the list of hearing officers, the parties shall confer to select the hearing officer. The parties shall alternately strike one (1) name from the list of hearing officers (the right to strike the first name to be determined by lot) until one (1) name remains, and that person shall be the hearing officer. ii. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more than sixty (60) days, from the date of the filing of the appeal with the City Manage r. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing.

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23 iii. All hearings shall be private provided, however, that the hearing officer shall, at the request of the employee, open the hearing to the public. iv. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of either party, not less than seven (7) days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the hearing officer.
v. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence bu t shall not be sufficient in itself to support a finding unless it would be admissible over objection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence. vi. Each party shall have these rights: To be represented by legal counsel or other person of his/her choice; to call and examine witnesses; to introduce evidence; to cross -examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the employee does not testify in his/her own behalf, he/she may be called and examined as if under cross - examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that same is not necessary. vii. The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:

1. The party imposing discipline shall be permitted to make an opening statement;

2. The appealing party shall then be permitted to make an opening statement;

3. The party imposing disciplinary action shall produce the evidence on his/her part; the City bears the burden of proof and burden of producing evidence;

5. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits them to of fer evidence upon their original case;

6. Closing arguments shall be permitted and written briefs may be permitted at the discretion of the hearing officer.

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24 i. The hearing officer shall determine relevancy, weight, and credibility of testimony and evidence. He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The hearing officer shall render his/her judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. His/her decision shall set forth which charges, if any, are sustained and the reasons therefore. The opinion shall set forth findings of fact and conclusions. ii. The hearing officer may recommend sustaining or rejecting any or all of the charges filed against the employee. He/she may recommen d sustaining, rejecting, or modifying the disciplinary action invoked against the employee. He/she may not recommend discipline more stringent than that issued by the City Manager.
iii. The hearing officer’s opinion and recommendation shall be filed with the City Council, with a copy sent to the charged employee, and shall set forth his/her findings and recommendations. If it is a dismissal hearing and a dismissal is not the hearing officer’s recommendation, the opinion shall set forth the date the employee is recommended to be reinstated and/or other recommended action. The reinstatement date, if appropriate, may be any time on or after the date of disciplinary action. iv. Within sixty (60) days of the receipt of the hearing officer’s findings, recommendation, and transcript, the City Council shall adopt, amend, modify or reject the recommended findings, conclusions, and/or opinions of the hearing officer. Prior to making a decision which modifies or rejects the recommendation of the hearing officer, the City Council shall order and read the transcript of the hearing. Prior to making a decision which supports the hearing officer, the City Council may order and read the transcript, at its option. The City Council shall not conduct a de novo hearing. The City Council may, at its option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Council shall be final and conclusive. Copies of the City Council’s decision, including the hearing officer’s recommendation(s), shall be filed where appropriate, including the employee’s personnel file, unless no discipline is upheld by the City Council.
v. Each party shall equally bear the cost and fees of the hearing officer, the cost of facilities, the court reporter and transcripts. Each party shall bear its own witness and attorney fees.

If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing officer or court reporter, then the party responsibl e for the cancellation or postponement shall be solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties which result in a hearing officer fee.
vi. In the case of suspension, demotion, reduction in salary, or dismissal prescribed by the City Council, the time of such suspension, demotion or dismissal shall be effective from the first day after such delivery of said decision or shall relate back to and be effective as Redlands Adjourned Meeting of 7-25-23
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25 of the date the employee was disciplined pending hearing before and decision by the City Council, whichever is applicable. If discipline imposed resulted in loss of pay, and the decision results in reduction or elimination of loss of pay, the pay loss shall be restored to the employee based on the number of standard work hours lost computed at his/her then base hourly rate.
vii. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section.

Article 53.

GRIEVANCE PROCEDURE

A
. Definition

A “grievance” is a formal, written allegation by a grievant that he/she has been adversely affected by an existing violation, misinterpretation or misapplication of the specific provisions of the Memorandum of Understanding, pro visions of the Personnel Rules and Regulations, and/or written City Policy. Other matters for which a special method of review is provided by law, ordinance, resolution, or by administrative regulations and procedures of the City, are not within the scope of this procedure. This procedure is not to be used in lieu of the Disciplinary Appeal Procedure.

B
. Procedure

1. Every effort shall be made to resolve a grievance through discussion between the employee and his/her immediate supervisor. It is the spirit and intent of this procedure that all grievances are settled quickly and fairly without subsequent discrimination against employees who may seek to adjust a grievance. Every effort should be made to find an acceptable solution at the lowest level of supervision. Within fifteen (15) days
2 after a grievant knew, or by reasonable diligence should have known, of the condition upon which a grievance may be based, the grievant shall attempt to resolve it by an informal conference with the grievant’s immediate supervisor. A supervisor shall render a verbal decision within seven (7) days of the conclusion of the informal conference.

Failure to provide a verbal decision will automatically advance the process to the next step.

2 Days refer to calendar days.

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26 g. Date and signature of the grievant or Labor Representative.

3. The Division Manager shall render a decision and comments in writing and return them to the grievant within ten (10) days after receiving the written grievance.

4. If the Division Manager and employee cannot reach a solution to the grievance (or if a Division Manager does not exist), the employee may, within seven (7) days from the date of receiving the answer from the Division Manager, request, in writing, a meeting with the Department Head.

6. The City Manager shall review the grievance and respond to the employee within twenty (20) days of receiving the appeal. The response shall be in writing.

8. If, within the 10-day appeal period, the employee involved does not file said appeal, unless good cause for the failure is shown, the grievance shall be considered conclusive as set forth in the City Manager's decision and shall take effect as prescribed. If within the ten (10) day appeal period, the employee involved files such notice of appeal by giving written notice of appeal to the Human Resources Director, an appeal hearing shall be established as follows:
a. The California State Mediation and Conciliation Service shall be requested to submit a list of seven (7) persons qualified to act as hearing officers to the City and the employee. Within ten (10) days following receipt of the list of hearing officers, the parties shall confer to select the hearing officer. The parties shall alternately strike one (1) name from the list of hearing officers (the right to strike the first name to be determined by lot) until one (1) name remains, and that person shall be the hearing officer.
b. Where practicable, the date for a hearing shall not be less than twenty (20) days, nor more than sixty (60) days, from the date of the filing of the appeal with the Human Resources Director. The parties may stipulate to a longer or shorter period of time in which to hear the appeal. All interested parties shall be notified in writing of the date, time, and place of hearing. c. All hearings shall be private provided, however, that the hearing officer shall, at the request of the grievant, open the hearing to the public.
d. Subpoenas and subpoenas duces tecum pertaining to a hearing shall be issued at the request of either party, not less than seven (7) days, prior to the commencement of such hearing. After the commencement of such hearing, subpoenas shall be issued only at the discretion of the hearing officer.
e. The hearing need not be conducted in accordance with technical rules relating to evidence and witnesses. Any relevant evidence shall be admitted if it is the sort of evidence on which reasonable persons are accustomed to rely in the conduct of serious affairs, regardless of the Redlands Adjourned Meeting of 7-25-23
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27 existence of any common law or statutory rules which might make improper admission of such evidence over objection in civil actions. Hearsay evidence may be used for the purpose of supplementing or explaining any direct evidence but shall not be sufficient in itself to support a finding unless it would be admissible over o bjection in civil actions. The rules of privilege shall be effective to the same extent that they are now or hereafter may be recognized in civil actions, and irrelevant and unduly repetitious evidence shall be excluded. The hearing officer shall not be bound by technical rules of evidence. The hearing officer shall rule on the admission or exclusion of evidence.
f. Each party shall have these rights: To be represented by legal counsel or other person of his/her choice; to call and examine witnesses; to in troduce evidence; to cross -examine opposing witnesses on any matter relevant to the issues even though that matter was not covered in the direct examination; to impeach any witness regardless of which party first called him/her to testify; and to rebut the evidence against him/her. If the grievant does not testify in his/her own behalf, he/she may be called and examined as if under cross - examination. Oral evidence shall be taken only on oath or affirmation. A court reporter will be engaged to record the hearing, unless the parties (City, hearing officer, employee/employee representative) mutually agree that same is not necessary. g. The hearing shall proceed in the following order, unless the hearing officer, for special reason, otherwise directs:
i. The grievant shall be permitted to make an opening statement; ii. The City shall then be permitted to make an opening statement; iii. The grievant shall produce the evidence on his/her part; the grievant bears the burden of proof and burden of producing evidence;
iv. The City may then open its defense and offer its evidence in support thereof; the City bears the burden of proof and the burden of producing evidence for any affirmative defenses asserted;
v. The parties may then, in order, respectively offer rebutting evidence only, unless the hearing officer for good reason, permits them to offer evidence upon their original case; vi. Closing arguments shall be permitted and written briefs may be permitted at the discretion of the hearing officer.
h. The hearing officer shall determine relevancy, weight, and credibility of testimony and evidence. He/she shall base his/her findings on the preponderance of evidence. During the examination of a witness, all other witnesses, except the parties, shall be excluded from the hearing unless the hearing officer, in his/her discretion, for good cause, otherwise directs. No still photographs, moving pictures, or television pictures shall be taken in the hearing chamber during a hearing. The hearing officer, prior to or during a hearing, may grant a continuance for any reason he/she believes to be important to reaching a fair and proper decision. The hearing officer shall render his/her judgment as soon after the conclusion of the hearing as possible and in no event later than thirty (30) days after conducting the hearing. The opinion shall set forth findings of fact and conclusions.
i. The hearing officer may recommend sustaining or rejecting any or all of the grievance.

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City of Redlands | Teamsters MOU 2023-2026

28 j. The hearing officer’s opinion and recommendation shall be filed with the Human Resources Director, with a copy sent to the grievant, and shall set forth his/her findings and recommendations.
k. Within sixty (60) days of the receipt of the hearing officer’s findings recommendation, and transcript, the City Council shall adopt, amend, modify or reject the recommended findings, conclusions, and/or opinions of the hearing officer. Prior to making a decision which modifies or rejects the recommendation of the hearing officer, the City Council shall order and read the transcript of the h earing. Prior to making a decision which supports the hearing officer, the City Council may order and read the transcript, at its option. The City Council shall not conduct a de novo hearing. The City Council may, at its option, allow limited oral arguments and/or may request and review written statements from either side. The decision of the City Council shall be final and conclusive. Copies of the City Council’s decision, including the hearing officer’s recommendation(s) shall be filed where appropriate, including the grievant's personnel file.
l. Each party shall bear equally the cost of facilities, fees and expenses of the hearing officer, including the court reporter and transcripts. Each party shall bear its own witness and attorney fees. If either party unilaterally cancels or postpones a scheduled hearing, thereby resulting in a fee charged by the hearing officer or court reporter, then the party responsible for the cancellation or postponement shall be solely responsible for payment of that fee. This process shall not apply to mutual settlements by the parties which result in an arbitration fee. m. The provisions of Section 1094.6 of the Code of Civil Procedure shall be applicable to proceedings under this Section.

9. If the time limits for employees’ appeals at any step should elapse, the grievance shall be considered withdrawn. Time limits may be ext ended by mutual consent. If the City fails to respond within the prescribed time limits, the grievance will be deemed to have been denied and the employee may go to the next step. The City Manager or his/her designee shall respond within the specified timeframe.

10. The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her grievance at any level of review. In the event the employee desires the presence of a representative who is an employee of the City, he/she shall make such request through the supervisor and the supervisor shall make the necessary arrangements for the employee representative to be present.

11. The employee and/or his/her representative may use a reasonable amount of work time as determined by the appropriate supervisor or Department Head in presenting the grievance.

However, no employee shall absent himself/herself without first being excused by his/her supervisor.

12. No employee shall be required to be represented by an employee org anization in processing a grievance. The settlement terms of a grievance which is processed by an employee individually or by a recognized employee organization shall not conflict with the express provisions of a Memorandum of Understanding between the Ci ty and the formally recognized employee organization for such unit.

Redlands Adjourned Meeting of 7-25-23
609 of 672

City of Redlands | Teamsters MOU 2023-2026

29 13. Employees shall be assured freedom from reprisal for using the grievance procedures by both the City and the employee organization.

15. A group grievance affecting all members of an emplo yee organization may be brought by the employee organization itself. In such case the procedure shall be commenced directly at the City Manager level within fifteen (15) days after authorized representatives of the employee organization knew, or by reasonable diligence should have known, of the condition giving rise to the grievance and shall be subject to all applicable time limitations and the provisions set forth above.

Article 54.

DEMOTION/NON-DISCIPLINARY
Regular employees who are demoted due to layoff or other non-disciplinary reasons will be required to serve a probationary period of no longer than six (6) months in the lower classification, provided they have not held regular status in the lower classification previously. While serving this new probationary period, the employee will retain due process rights and cannot be disciplined or terminated from City service without due process.

Article 55.

LAYOFF PROCEDURE
A. Should the City Manager determine reductions in force to be necessary due to lack of work or for financial reasons, he/she may initiate Layoff s. Classifications to be affected and the number of employees included will be determined by the City.

B. In determining the order of Layoff s, a combination of factors shall be considered, including but not limited to: qualifications, productivity, general performance, seniority with the City of Redlands, seniority in job classification, and needs of the City. Variations from the order of Layoff s and recall from Layoff may occur when the City deems such variations appropriate under the circumstances.

C. The factors the City may use to determine the order of Layoffs are the following:

1. An employee's last four performance evaluations, provided they are within the last five years;

2. Any history of employee commendations, awards, etc.;

3. Any history of employee disciplinary action;

4. Attendance record, including tardiness and unexcused absences;

5. Safety record, including personal injury and damage to city property that was found to be the fault of the employee;

6. Probationary and temporary employees shall be laid off before a regular employee in the same classification;
Redlands Adjourned Meeting of 7-25-23
610 of 672

City of Redlands | Teamsters MOU 2023-2026

30 7. Between two regular appointees in the same classification with the same skills, abilities, qualifications, merit and/or record, the employee with lesser seniority in the classification may be laid off first;

8. Between two regular appointees in the same classification the employee with lesser skills, abilities, qualifications, merit and\or record than may be laid off first, without regard to seniority;

9. Memoranda of Understanding ("MOU") between the City and affected bargaining units.

D. BUMPING

1. “Bumping” means the displacement of an employee from his/her position by an employee in a higher classification who formerly held the same position.

2. Where two or more employees are laid off from the same position, the employee with the greatest seniority in that classification shall have the first opportunity to bump as set forth below.

3. A laid-off employee shall be entitled to bump an employee in the same position previously held by the laid off employee . The laid off employee must be able to perform the essential job functions of the former position and possess the minimum qualifications of the position as specified by the job classification specification. A laid -off employee shall not bump an employee with greater skills, abilities, qualifications, merit and/or record. Laid off employees may also be placed in a vacant lower classification for which they meet the minimum qualifications.

Employees must utilize the option that places them in the highest available position.

5. The City will notify laid -off employees of any positions available for bumping. Following such notification, the employee must notify the Human Resources Director in writing of his/her intent to exercise the bumping rights within seven (7) calendar days, and the position and classification in to which he/she intends to bump. Failure to provide such notification will be deemed a waiver of bumping rights by the employee.

6. Where there is more than one employee in a position available for bumping, the factors in paragraph C of this Section will be used to determine which employee, if any, will be bumped.

7. The process will be repeated at the next classification level where an employee bumps in and creates an overage in that classification.

E. REINSTATEMENT FROM LAYOFF

Redlands Adjourned Meeting of 7-25-23
611 of 672

City of Redlands | Teamsters MOU 2023-2026

31 2. An employee who is reemployed from layoff within one (1) year in any classification within this bargaining unit, shall receive credit for former years of service.

3. Employees who, following layoff from a position or l ayoff from City employment may be reinstated upon the recommendation of the Department Head and with the approval of the Human Resources Director, to the position from which they were laid off based on their qualifications, availability, and the needs of the organization pursuant to this paragraph.

Article 56.

Article 57.

D.R.I.V.E.

The City agrees to deduct from the paycheck of all employees covered by this Agreement, voluntary contributions to D.R.I.V.E. (Democrat Republican Independent Voter Education). Twice per year, (in March and October) , D.R.I.V.E. shall notify the City of the amounts designated by each contributing employee that are to be deducted from his/her paycheck fo r all weeks worked. The phrase “weeks worked” excludes any week where an employee is in unpaid status. The City shall transmit to D.R.I.V.E.

National Headquarters on a monthly basis, in one (1) check, the total amount deducted along with the name of each employee on whose behalf a deduction is made, the employee’s social security number and the amount deducted from that employee’s paycheck. The International Brotherhood of Teamsters shall reimburse the City annually for the City’s actual cost for the expe nse incurred in administering the payroll deduction plan.

Article 58.

In addition, no petitions for unit modification of the General Employees unit will be accepted by the City without the express agreement of the Union.

The provisions of this Article shall not be applicable where precluded by law. The Union , its successors and assigns, shall indemnify, defend and hold harmless, the City, including its agents and employees, against any claims, suit or actions made or brought against the City, including its agents and employees, for any expenses, losses or damages incurred by the City, including its agents and employees, on account of the provisions of this article.

Article 59.

Redlands Adjourned Meeting of 7-25-23
612 of 672

City of Redlands | Teamsters MOU 2023-2026

32 The City and the Union consider themselves mutually responsible to improv e communications between management and employees and will use their best endeavors in establishing and maintaining effective communication channels.

Article 60.

USE OF BULLETIN BOARDS
The City agrees that the Union may utilize bulletin board space in designated are as upon mutual agreement with the City. The Union will provide bulletin boards. The City agrees to allow the use of inter-departmental mail for distribution of union materials to Shop Stewards.

Article 61.

Article 62.

Article 63.

SAVINGS CLAUSE If any provision of this MOU , or the application of any provision, should be rendered invalid by court or legislative action, the remaining portions of this Agreement shall remain in full force and effect.

Article 64.

ZIPPER CLAUSE
The parties agree that all negotiable items have been discussed during negotiations leading to this MOU, including salaries and benefits, and conditions of employment and therefore further agree that negotiations will not be reopened on any item during the life of this MOU except by mutual agreement or as provided elsewhere in this MOU.

Article 65.

SIGNATURES

CITY OF REDLANDS
TEAMSTERS LOCAL #1932
x x

EDDIE TEJEDA, MAYOR DATE TEAMSTERS REPRESENTATIVE DATE
ATTEST:

______________________________________
Jeanne Donaldson, City Clerk

CHIEF STEWARD DATE

Redlands Adjourned Meeting of 7-25-23
613 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS10 NE HOURLY 17.404 18.274 19.187 20.147 21.154 21.789 22.224 MONTHLY 3017 3167 3326 3492 3666.71 3777 3852
ANNUAL 36199 38009 39910 41905 44001 45321 46227
CS11 NE HOURLY 17.578 18.456 19.379 20.348 21.366 22.007 22.447 MONTHLY 3047 3199 3359 3527 3703 3814 3891
ANNUAL 36561 38389 40309 42324 44441 45774 46689
CS12 NE HOURLY 17.753 18.641 19.573 20.552 21.579 22.227 22.671 MONTHLY 3077 3231 3393 3562 3740 3853 3930
ANNUAL 36927 38773 40712 42748 44885 46231 47156
CS13 NE HOURLY 17.931 18.827 19.769 20.757 21.795 22.449 22.898 MONTHLY 3108 3263 3427 3598 3778 3891 3969
ANNUAL 37296 39161 41119 43175 45334 46694 47628
CS14 NE HOURLY 18.110 19.016 19.966 20.965 22.013 22.673 23.127 MONTHLY 3139 3296 3461 3634 3816 3930 4009
ANNUAL 37669 39553 41530 43607 45787 47161 48104
CS15 NE HOURLY 18.291 19.206 20.166 21.174 22.233 22.900 23.358 MONTHLY 3170 3329 3495 3670 3854 3969 4049
ANNUAL 38046 39948 41946 44043 46245 47632 48585
CS16 NE HOURLY 18.474 19.398 20.368 21.386 22.455 23.129 23.592 MONTHLY 3202 3362 3530 3707 3892 4009 4089
ANNUAL 38426 40348 42365 44483 46707 48109 49071
CS17 NE HOURLY 18.659 19.592 20.571 21.600 22.680 23.360 23.828 MONTHLY 3234 3396 3566 3744 3931 4049 4130
ANNUAL 38811 40751 42789 44928 47175 48590 49562
CS18 NE HOURLY 18.846 19.788 20.777 21.816 22.907 23.594 24.066 MONTHLY 3267 3430 3601 3781 3971 4090 4171
ANNUAL 39199 41159 43217 45377 47646 49076 50057
CS19 NE HOURLY 19.034 19.986 20.985 22.034 23.136 23.830 24.307 MONTHLY 3299 3464 3637 3819 4010 4131 4213
ANNUAL 39591 41570 43649 45831 48123 49566 50558
CS20 NE HOURLY 19.224 20.186 21.195 22.255 23.367 24.068 24.550 MONTHLY 3332 3499 3674 3857 4050 4172 4255
ANNUAL 39987 41986 44085 46289 48604 50062 51063
CS21 NE HOURLY 19.417 20.387 21.407 22.477 23.601 24.309 24.795 MONTHLY 3366 3534 3711 3896 4091 4214 4298
ANNUAL 40386 42406 44526 46752 49090 50563 51574
CS22 NE HOURLY 19.611 20.591 21.621 22.702 23.837 24.552 25.043 MONTHLY 3399 3569 3748 3935 4132 4256 4341
ANNUAL 40790 42830 44971 47220 49581 51068 52090
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
614 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS23 NE HOURLY 19.807 20.797 21.837 22.929 24.075 24.798 25.294 MONTHLY 3433 3605 3785 3974 4173 4298 4384
ANNUAL 41198 43258 45421 47692 50077 51579 52611
CS24 NE HOURLY 20.005 21.005 22.055 23.158 24.316 25.046 25.546 MONTHLY 3468 3641 3823 4014 4215 4341 4428
ANNUAL 41610 43691 45875 48169 50577 52095 53137
CS25 NE HOURLY 20.205 21.215 22.276 23.390 24.559 25.296 25.802 MONTHLY 3502 3677 3861 4054 4257 4385 4472
ANNUAL 42026 44128 46334 48651 51083 52616 53668
CS26 NE HOURLY 20.407 21.427 22.499 23.624 24.805 25.549 26.060 MONTHLY 3537 3714 3900 4095 4300 4428 4517
ANNUAL 42447 44569 46797 49137 51594 53142 54205
CS27 NE HOURLY 20.611 21.642 22.724 23.860 25.053 25.804 26.321 MONTHLY 3573 3751 3939 4136 4343 4473 4562
ANNUAL 42871 45015 47265 49629 52110 53673 54747
CS28 NE HOURLY 20.817 21.858 22.951 24.098 25.303 26.063 26.584 MONTHLY 3608 3789 3978 4177 4386 4518 4608
ANNUAL 43300 45465 47738 50125 52631 54210 55294
CS29 NE HOURLY 21.025 22.077 23.180 24.339 25.556 26.323 26.850 MONTHLY 3644 3827 4018 4219 4430 4563 4654
ANNUAL 43733 45919 48215 50626 53157 54752 55847
CS30 NE HOURLY 21.236 22.297 23.412 24.583 25.812 26.586 27.118 MONTHLY 3681 3865 4058 4261 4474 4608 4700
ANNUAL 44170 46379 48698 51132 53689 55300 56406
CS31 NE HOURLY 21.448 22.520 23.646 24.829 26.070 26.852 27.389 MONTHLY 3718 3904 4099 4304 4519 4654 4747
ANNUAL 44612 46842 49184 51644 54226 55853 56970
CS32 NE HOURLY 21.662 22.746 23.883 25.077 26.331 27.121 27.663 MONTHLY 3755 3943 4140 4347 4564 4701 4795
ANNUAL 45058 47311 49676 52160 54768 56411 57539
CS33 NE HOURLY 21.879 22.973 24.122 25.328 26.594 27.392 27.940 MONTHLY 3792 3982 4181 4390 4610 4748 4843
ANNUAL 45508 47784 50173 52682 55316 56975 58115
CS34 NE HOURLY 22.098 23.203 24.363 25.581 26.860 27.666 28.219 MONTHLY 3830 4022 4223 4434 4656 4795 4891
ANNUAL 45964 48262 50675 53209 55869 57545 58696
CS35 NE HOURLY 22.319 23.435 24.607 25.837 27.129 27.943 28.501 MONTHLY 3869 4062 4265 4478 4702 4843 4940
ANNUAL 46423 48744 51182 53741 56428 58121 59283
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
615 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS36 NE HOURLY 22.542 23.669 24.853 26.095 27.400 28.222 28.786 MONTHLY 3907 4103 4308 4523 4749 4892 4990
ANNUAL 46887 49232 51693 54278 56992 58702 59876
CS37 NE HOURLY 22.767 23.906 25.101 26.356 27.674 28.504 29.074 MONTHLY 3946 4144 4351 4568 4797 4941 5040
ANNUAL 47356 49724 52210 54821 57562 59289 60475
CS38 NE HOURLY 22.995 24.145 25.352 26.620 27.951 28.789 29.365 MONTHLY 3986 4185 4394 4614 4845 4990 5090
ANNUAL 47830 50221 52732 55369 58137 59882 61079
CS39 NE HOURLY 23.225 24.386 25.606 26.886 28.230 29.077 29.659 MONTHLY 4026 4227 4438 4660 4893 5040 5141
ANNUAL 48308 50724 53260 55923 58719 60480 61690
CS40 NE HOURLY 23.457 24.630 25.862 27.155 28.513 29.368 29.955 MONTHLY 4066 4269 4483 4707 4942 5090 5192
ANNUAL 48791 51231 53792 56482 59306 61085 62307
CS41 NE HOURLY 23.692 24.876 26.120 27.426 28.798 29.662 30.255 MONTHLY 4107 4312 4528 4754 4992 5141 5244
ANNUAL 49279 51743 54330 57047 59899 61696 62930
CS42 NE HOURLY 23.929 25.125 26.382 27.701 29.086 29.958 30.557 MONTHLY 4148 4355 4573 4801 5042 5193 5297
ANNUAL 49772 52261 54874 57617 60498 62313 63559
CS43 NE HOURLY 24.168 25.377 26.645 27.978 29.376 30.258 30.863 MONTHLY 4189 4399 4619 4849 5092 5245 5350
ANNUAL 50270 52783 55422 58193 61103 62936 64195
CS44 NE HOURLY 24.410 25.630 26.912 28.257 29.670 30.560 31.172 MONTHLY 4231 4443 4665 4898 5143 5297 5403
ANNUAL 50772 53311 55977 58775 61714 63566 64837
CS45 NE HOURLY 24.654 25.887 27.181 28.540 29.967 30.866 31.483 MONTHLY 4273 4487 4711 4947 5194 5350 5457
ANNUAL 51280 53844 56536 59363 62331 64201 65485
CS46 NE HOURLY 24.900 26.145 27.453 28.825 30.267 31.175 31.798 MONTHLY 4316 4532 4758 4996 5246 5404 5512
ANNUAL 51793 54383 57102 59957 62955 64843 66140
CS47 NE HOURLY 25.149 26.407 27.727 29.114 30.569 31.486 32.116 MONTHLY 4359 4577 4806 5046 5299 5458 5567
ANNUAL 52311 54926 57673 60556 63584 65492 66801
CS48 NE HOURLY 25.401 26.671 28.005 29.405 30.875 31.801 32.437 MONTHLY 4403 4623 4854 5097 5352 5512 5622
ANNUAL 52834 55476 58249 61162 64220 66147 67469
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
616 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS49 NE HOURLY 25.655 26.938 28.285 29.699 31.184 32.119 32.762 MONTHLY 4447 4669 4903 5148 5405 5567 5679
ANNUAL 53362 56030 58832 61773 64862 66808 68144
CS50 NE HOURLY 25.911 27.207 28.567 29.996 31.496 32.440 33.089 MONTHLY 4491 4716 4952 5199 5459 5623 5735
ANNUAL 53896 56591 59420 62391 65511 67476 68826
CS51 NE HOURLY 26.171 27.479 28.853 30.296 31.811 32.765 33.420 MONTHLY 4536 4763 5001 5251 5514 5679 5793
ANNUAL 54435 57157 60014 63015 66166 68151 69514
CS52 NE HOURLY 26.432 27.754 29.142 30.599 32.129 33.092 33.754 MONTHLY 4582 4811 5051 5304 5569 5736 5851
ANNUAL 54979 57728 60615 63645 66828 68832 70209
CS53 NE HOURLY 26.697 28.031 29.433 30.905 32.450 33.423 34.092 MONTHLY 4627 4859 5102 5357 5625 5793 5909
ANNUAL 55529 58305 61221 64282 67496 69521 70911
CS54 NE HOURLY 26.964 28.312 29.727 31.214 32.774 33.758 34.433 MONTHLY 4674 4907 5153 5410 5681 5851 5968
ANNUAL 56084 58888 61833 64925 68171 70216 71620
CS55 NE HOURLY 27.233 28.595 30.025 31.526 33.102 34.095 34.777 MONTHLY 4720 4956 5204 5464 5738 5910 6028
ANNUAL 56645 59477 62451 65574 68852 70918 72336
CS56 NE HOURLY 27.506 28.881 30.325 31.841 33.433 34.436 35.125 MONTHLY 4768 5006 5256 5519 5795 5969 6088
ANNUAL 57212 60072 63076 66230 69541 71627 73060
CS57 NE HOURLY 27.781 29.170 30.628 32.160 33.768 34.781 35.476 MONTHLY 4815 5056 5309 5574 5853 6029 6149
ANNUAL 57784 60673 63707 66892 70236 72344 73790
CS58 NE HOURLY 28.058 29.461 30.934 32.481 34.105 35.128 35.831 MONTHLY 4863 5107 5362 5630 5912 6089 6211
ANNUAL 58362 61280 64344 67561 70939 73067 74528
CS59 NE HOURLY 28.339 29.756 31.244 32.806 34.446 35.480 36.189 MONTHLY 4912 5158 5416 5686 5971 6150 6273
ANNUAL 58945 61892 64987 68236 71648 73798 75274
CS60 NE HOURLY 28.622 30.054 31.556 33.134 34.791 35.834 36.551 MONTHLY 4961 5209 5470 5743 6030 6211 6336
ANNUAL 59535 62511 65637 68919 72365 74536 76026
CS61 NE HOURLY 28.909 30.354 31.872 33.465 35.139 36.193 36.917 MONTHLY 5011 5261 5524 5801 6091 6273 6399
ANNUAL 60130 63136 66293 69608 73088 75281 76787
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
617 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS62 NE HOURLY 29.198 30.658 32.190 33.800 35.490 36.555 37.286 MONTHLY 5061 5314 5580 5859 6152 6336 6463
ANNUAL 60731 63768 66956 70304 73819 76034 77554
CS63 NE HOURLY 29.490 30.964 32.512 34.138 35.845 36.920 37.659 MONTHLY 5112 5367 5635 5917 6213 6400 6527
ANNUAL 61339 64405 67626 71007 74557 76794 78330
CS64 NE HOURLY 29.785 31.274 32.837 34.479 36.203 37.289 38.035 MONTHLY 5163 5421 5692 5976 6275 6464 6593
ANNUAL 61952 65050 68302 71717 75303 77562 79113
CS65 NE HOURLY 30.082 31.587 33.166 34.824 36.565 37.662 38.416 MONTHLY 5214 5475 5749 6036 6338 6528 6659
ANNUAL 62571 65700 68985 72434 76056 78338 79904
CS66 NE HOURLY 30.383 31.902 33.498 35.172 36.931 38.039 38.800 MONTHLY 5266 5530 5806 6097 6401 6593 6725
ANNUAL 63197 66357 69675 73159 76817 79121 80703
CS67 NE HOURLY 30.687 32.221 33.833 35.524 37.300 38.419 39.188 MONTHLY 5319 5585 5864 6158 6465 6659 6793
ANNUAL 63829 67021 70372 73890 77585 79912 81510
CS68 NE HOURLY 30.994 32.544 34.171 35.879 37.673 38.804 39.580 MONTHLY 5372 5641 5923 6219 6530 6726 6860
ANNUAL 64467 67691 71075 74629 78361 80711 82326
CS69 NE HOURLY 31.304 32.869 34.513 36.238 38.050 39.192 39.975 MONTHLY 5426 5697 5982 6281 6595 6793 6929
ANNUAL 65112 68368 71786 75375 79144 81518 83149
CS70 NE HOURLY 31.617 33.198 34.858 36.601 38.431 39.583 40.375 MONTHLY 5480 5754 6042 6344 6661 6861 6998
ANNUAL 65763 69051 72504 76129 79936 82334 83980
CS71 NE HOURLY 31.933 33.530 35.206 36.967 38.815 39.979 40.779 MONTHLY 5535 5812 6102 6408 6728 6930 7068
ANNUAL 66421 69742 73229 76890 80735 83157 84820
CS72 NE HOURLY 32.252 33.865 35.558 37.336 39.203 40.379 41.187 MONTHLY 5590 5870 6163 6472 6795 6999 7139
ANNUAL 67085 70439 73961 77659 81542 83989 85668
CS73 NE HOURLY 32.575 34.204 35.914 37.710 39.595 40.783 41.599 MONTHLY 5646 5929 6225 6536 6863 7069 7210
ANNUAL 67756 71144 74701 78436 82358 84828 86525
CS74 NE HOURLY 32.901 34.546 36.273 38.087 39.991 41.191 42.015 MONTHLY 5703 5988 6287 6602 6932 7140 7283
ANNUAL 68433 71855 75448 79220 83181 85677 87390
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
618 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS75 NE HOURLY 33.230 34.891 36.636 38.468 40.391 41.603 42.435 MONTHLY 5760 6048 6350 6668 7001 7211 7355
ANNUAL 69118 72574 76202 80012 84013 86534 88264
CS76 NE HOURLY 33.562 35.240 37.002 38.852 40.795 42.019 42.859 MONTHLY 5817 6108 6414 6734 7071 7283 7429
ANNUAL 69809 73299 76964 80813 84853 87399 89147
CS77 NE HOURLY 33.898 35.593 37.372 39.241 41.203 42.439 43.288 MONTHLY 5876 6169 6478 6802 7142 7356 7503
ANNUAL 70507 74032 77734 81621 85702 88273 90038
CS78 NE HOURLY 34.237 35.948 37.746 39.633 41.615 42.863 43.721 MONTHLY 5934 6231 6543 6870 7213 7430 7578
ANNUAL 71212 74773 78511 82437 86559 89156 90939
CS79 NE HOURLY 34.579 36.308 38.123 40.029 42.031 43.292 44.158 MONTHLY 5994 6293 6608 6938 7285 7504 7654
ANNUAL 71924 75520 79296 83261 87424 90047 91848
CS80 NE HOURLY 34.925 36.671 38.505 40.430 42.451 43.725 44.599 MONTHLY 6054 6356 6674 7008 7358 7579 7731
ANNUAL 72644 76276 80089 84094 88299 90948 92767
CS81 NE HOURLY 35.274 37.038 38.890 40.834 42.876 44.162 45.045 MONTHLY 6114 6420 6741 7078 7432 7655 7808
ANNUAL 73370 77038 80890 84935 89182 91857 93694
CS82 NE HOURLY 35.627 37.408 39.278 41.242 43.305 44.604 45.496 MONTHLY 6175 6484 6808 7149 7506 7731 7886
ANNUAL 74104 77809 81699 85784 90073 92776 94631
CS83 NE HOURLY 35.983 37.782 39.671 41.655 43.738 45.050 45.951 MONTHLY 6237 6549 6876 7220 7581 7809 7965
ANNUAL 74845 78587 82516 86642 90974 93703 95577
CS84 NE HOURLY 36.343 38.160 40.068 42.071 44.175 45.500 46.410 MONTHLY 6299 6614 6945 7292 7657 7887 8044
ANNUAL 75593 79373 83341 87508 91884 94640 96533
CS85 NE HOURLY 36.706 38.542 40.469 42.492 44.617 45.955 46.874 MONTHLY 6362 6681 7015 7365 7734 7966 8125
ANNUAL 76349 80167 84175 88384 92803 95587 97499
CS86 NE HOURLY 37.073 38.927 40.873 42.917 45.063 46.415 47.343 MONTHLY 6426 6747 7085 7439 7811 8045 8206
ANNUAL 77113 80968 85017 89267 93731 96543 98474
CS87 NE HOURLY 37.444 39.316 41.282 43.346 45.514 46.879 47.816 MONTHLY 6490 6815 7156 7513 7889 8126 8288
ANNUAL 77884 81778 85867 90160 94668 97508 99458
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
619 of 672
Employee Units Included:

Redlands Civilian Safety Employees Association
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
CS88 NE HOURLY 37.819 39.709 41.695 43.780 45.969 47.348 48.295 MONTHLY 6555 6883 7227 7588 7968 8207 8371
ANNUAL 78663 82596 86725 91062 95615 98483 100453
CS89 NE HOURLY 38.197 40.107 42.112 44.217 46.428 47.821 48.778 MONTHLY 6621 6952 7299 7664 8048 8289 8455
ANNUAL 79449 83422 87593 91972 96571 99468 101457
CS90 NE HOURLY 38.579 40.508 42.533 44.660 46.893 48.299 49.265 MONTHLY 6687 7021 7372 7741 8128 8372 8539
ANNUAL 80244 84256 88469 92892 97537 100463 102472
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
620 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T5 NE HOURLY 17.444 18.317 19.232 20.194 21.204 21.840 22.277 MONTHLY 3024 3175 3334 3500 3675.33 3786 3861
ANNUAL 36284 38099 40004 42004 44104 45427 46336
T6 NE HOURLY 17.619 18.500 19.425 20.396 21.416 22.058 22.500 MONTHLY 3054 3207 3367 3535 3712 3823 3900
ANNUAL 36647 38480 40404 42424 44545 45881 46799
T7 NE HOURLY 17.795 18.685 19.619 20.600 21.630 22.279 22.725 MONTHLY 3084 3239 3401 3571 3749 3862 3939
ANNUAL 37014 38864 40808 42848 44990 46340 47267
T8 NE HOURLY 17.973 18.872 19.815 20.806 21.846 22.502 22.952 MONTHLY 3115 3271 3435 3606 3787 3900 3978
ANNUAL 37384 39253 41216 43277 45440 46804 47740
T9 NE HOURLY 18.153 19.060 20.013 21.014 22.065 22.727 23.181 MONTHLY 3146 3304 3469 3642 3825 3939 4018
ANNUAL 37758 39646 41628 43709 45895 47272 48217
T10 NE HOURLY 18.334 19.251 20.214 21.224 22.285 22.954 23.413 MONTHLY 3178 3337 3504 3679 3863 3979 4058
ANNUAL 38135 40042 42044 44146 46354 47744 48699
T11 NE HOURLY 18.518 19.444 20.416 21.436 22.508 23.184 23.647 MONTHLY 3210 3370 3539 3716 3901 4018 4099
ANNUAL 38517 40442 42465 44588 46817 48222 49186
T12 NE HOURLY 18.703 19.638 20.620 21.651 22.733 23.415 23.884 MONTHLY 3242 3404 3574 3753 3940 4059 4140
ANNUAL 38902 40847 42889 45034 47285 48704 49678
T13 NE HOURLY 18.890 19.834 20.826 21.867 22.961 23.650 24.123 MONTHLY 3274 3438 3610 3790 3980 4099 4181
ANNUAL 39291 41255 43318 45484 47758 49191 50175
T14 NE HOURLY 19.079 20.033 21.034 22.086 23.190 23.886 24.364 MONTHLY 3307 3472 3646 3828 4020 4140 4223
ANNUAL 39684 41668 43751 45939 48236 49683 50677
T15 NE HOURLY 19.270 20.233 21.245 22.307 23.422 24.125 24.607 MONTHLY 3340 3507 3682 3867 4060 4182 4265
ANNUAL 40081 42085 44189 46398 48718 50180 51183
T16 NE HOURLY 19.462 20.435 21.457 22.530 23.656 24.366 24.853 MONTHLY 3373 3542 3719 3905 4100 4223 4308
ANNUAL 40481 42505 44631 46862 49205 50682 51695
T17 NE HOURLY 19.657 20.640 21.672 22.755 23.893 24.610 25.102 MONTHLY 3407 3578 3756 3944 4141 4266 4351
ANNUAL 40886 42931 45077 47331 49697 51188 52212
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
621 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T18 NE HOURLY 19.853 20.846 21.888 22.983 24.132 25.339 26.605 MONTHLY 3441 3613 3794 3984 4183 4392 4612
ANNUAL 41295 43360 45528 47804 50194 52704 55339
T19 NE HOURLY 20.052 21.055 22.107 23.213 24.373 25.104 25.607 MONTHLY 3476 3649 3832 4024 4225 4351 4438
ANNUAL 41708 43793 45983 48282 50696 52217 53262
T20 NE HOURLY 20.252 21.265 22.328 23.445 24.617 25.355 25.863 MONTHLY 3510 3686 3870 4064 4267 4395 4483
ANNUAL 42125 44231 46443 48765 51203 52739 53794
T21 NE HOURLY 20.455 21.478 22.552 23.679 24.863 25.609 26.121 MONTHLY 3546 3723 3909 4104 4310 4439 4528
ANNUAL 42546 44674 46907 49253 51715 53267 54332
T22 NE HOURLY 20.660 21.693 22.777 23.916 25.112 25.865 26.382 MONTHLY 3581 3760 3948 4145 4353 4483 4573
ANNUAL 42972 45120 47376 49745 52233 53799 54875
T23 NE HOURLY 20.866 21.909 23.005 24.155 25.363 26.124 26.646 MONTHLY 3617 3798 3988 4187 4396 4528 4619
ANNUAL 43402 45572 47850 50243 52755 54337 55424
T24 NE HOURLY 21.075 22.129 23.235 24.397 25.617 26.385 26.913 MONTHLY 3653 3836 4027 4229 4440 4573 4665
ANNUAL 43836 46027 48329 50745 53282 54881 55978
T25 NE HOURLY 21.286 22.350 23.467 24.641 25.873 26.649 27.182 MONTHLY 3689 3874 4068 4271 4485 4619 4712
ANNUAL 44274 46488 48812 51253 53815 55430 56538
T26 NE HOURLY 21.498 22.573 23.702 24.887 26.131 26.915 27.454 MONTHLY 3726 3913 4108 4314 4529 4665 4759
ANNUAL 44717 46952 49300 51765 54353 55984 57104
T27 NE HOURLY 21.713 22.799 23.939 25.136 26.393 27.185 27.728 MONTHLY 3764 3952 4149 4357 4575 4712 4806
ANNUAL 45164 47422 49793 52283 54897 56544 57675
T28 NE HOURLY 21.931 23.027 24.178 25.387 26.657 27.456 28.005 MONTHLY 3801 3991 4191 4400 4620 4759 4854
ANNUAL 45615 47896 50291 52806 55446 57109 58251
T29 NE HOURLY 22.150 23.257 24.420 25.641 26.923 27.731 28.286 MONTHLY 3839 4031 4233 4444 4667 4807 4903
ANNUAL 46072 48375 50794 53334 56000 57680 58834
T30 NE HOURLY 22.371 23.490 24.664 25.898 27.192 28.008 28.568 MONTHLY 3878 4072 4275 4489 4713 4855 4952
ANNUAL 46532 48859 51302 53867 56560 58257 59422
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
622 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T31 NE HOURLY 22.595 23.725 24.911 26.157 27.464 28.288 28.854 MONTHLY 3916 4112 4318 4534 4760 4903 5001
ANNUAL 46998 49348 51815 54406 57126 58840 60017
T32 NE HOURLY 22.821 23.962 25.160 26.418 27.739 28.571 29.143 MONTHLY 3956 4153 4361 4579 4808 4952 5051
ANNUAL 47468 49841 52333 54950 57697 59428 60617
T33 NE HOURLY 23.049 24.202 25.412 26.682 28.016 28.857 29.434 MONTHLY 3995 4195 4405 4625 4856 5002 5102
ANNUAL 47942 50339 52856 55499 58274 60022 61223
T34 NE HOURLY 23.280 24.444 25.666 26.949 28.297 29.145 29.728 MONTHLY 4035 4237 4449 4671 4905 5052 5153
ANNUAL 48422 50843 53385 56054 58857 60623 61835
T35 NE HOURLY 23.512 24.688 25.922 27.219 28.580 29.437 30.026 MONTHLY 4075 4279 4493 4718 4954 5102 5204
ANNUAL 48906 51351 53919 56615 59445 61229 62453
T36 NE HOURLY 23.748 24.935 26.182 27.491 28.865 29.731 30.326 MONTHLY 4116 4322 4538 4765 5003 5153 5256
ANNUAL 49395 51865 54458 57181 60040 61841 63078
T37 NE HOURLY 23.985 25.184 26.444 27.766 29.154 30.029 30.629 MONTHLY 4157 4365 4584 4813 5053 5205 5309
ANNUAL 49889 52383 55003 57753 60640 62460 63709
T38 NE HOURLY 24.225 25.436 26.708 28.043 29.446 30.329 30.935 MONTHLY 4199 4409 4629 4861 5104 5257 5362
ANNUAL 50388 52907 55553 58330 61247 63084 64346
T39 NE HOURLY 24.467 25.691 26.975 28.324 29.740 30.632 31.245 MONTHLY 4241 4453 4676 4909 5155 5310 5416
ANNUAL 50892 53436 56108 58914 61859 63715 64989
T40 NE HOURLY 24.712 25.947 27.245 28.607 30.037 30.939 31.557 MONTHLY 4283 4498 4722 4959 5206 5363 5470
ANNUAL 51401 53971 56669 59503 62478 64352 65639
T41 NE HOURLY 24.959 26.207 27.517 28.893 30.338 31.248 31.873 MONTHLY 4326 4543 4770 5008 5259 5416 5525
ANNUAL 51915 54510 57236 60098 63103 64996 66296
T42 NE HOURLY 25.209 26.469 27.792 29.182 30.641 31.560 32.192 MONTHLY 4369 4588 4817 5058 5311 5470 5580
ANNUAL 52434 55055 57808 60699 63734 65646 66959
T43 NE HOURLY 25.461 26.734 28.070 29.474 30.948 31.876 32.514 MONTHLY 4413 4634 4866 5109 5364 5525 5636
ANNUAL 52958 55606 58386 61306 64371 66302 67628
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
623 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T44 NE HOURLY 25.715 27.001 28.351 29.769 31.257 32.195 32.839 MONTHLY 4457 4680 4914 5160 5418 5580 5692
ANNUAL 53488 56162 58970 61919 65015 66965 68304
T45 NE HOURLY 25.972 27.271 28.635 30.066 31.570 32.517 33.167 MONTHLY 4502 4727 4963 5211 5472 5636 5749
ANNUAL 54023 56724 59560 62538 65665 67635 68987
T46 NE HOURLY 26.232 27.544 28.921 30.367 31.885 32.842 33.499 MONTHLY 4547 4774 5013 5264 5527 5693 5806
ANNUAL 54563 57291 60155 63163 66321 68311 69677
T47 NE HOURLY 26.494 27.819 29.210 30.671 32.204 33.170 33.834 MONTHLY 4592 4822 5063 5316 5582 5750 5865
ANNUAL 55108 57864 60757 63795 66985 68994 70374
T48 NE HOURLY 26.759 28.097 29.502 30.977 32.526 33.502 34.172 MONTHLY 4638 4870 5114 5369 5638 5807 5923
ANNUAL 55660 58442 61365 64433 67654 69684 71078
T49 NE HOURLY 27.027 28.378 29.797 31.287 32.851 33.837 34.514 MONTHLY 4685 4919 5165 5423 5694 5865 5982
ANNUAL 56216 59027 61978 65077 68331 70381 71789
T50 NE HOURLY 27.297 28.662 30.095 31.600 33.180 34.175 34.859 MONTHLY 4732 4968 5217 5477 5751 5924 6042
ANNUAL 56778 59617 62598 65728 69014 71085 72506
T51 NE HOURLY 27.570 28.949 30.396 31.916 33.512 34.517 35.207 MONTHLY 4779 5018 5269 5532 5809 5983 6103
ANNUAL 57346 60213 63224 66385 69704 71796 73232
T52 NE HOURLY 27.846 29.238 30.700 32.235 33.847 34.862 35.560 MONTHLY 4827 5068 5321 5587 5867 6043 6164
ANNUAL 57920 60815 63856 67049 70402 72514 73964
T53 NE HOURLY 28.124 29.531 31.007 32.557 34.185 35.211 35.915 MONTHLY 4875 5119 5375 5643 5925 6103 6225
ANNUAL 58499 61424 64495 67720 71106 73239 74703
T54 NE HOURLY 28.406 29.826 31.317 32.883 34.527 35.563 36.274 MONTHLY 4924 5170 5428 5700 5985 6164 6288
ANNUAL 59084 62038 65140 68397 71817 73971 75451
T55 NE HOURLY 28.690 30.124 31.630 33.212 34.872 35.919 36.637 MONTHLY 4973 5222 5483 5757 6045 6226 6350
ANNUAL 59675 62658 65791 69081 72535 74711 76205
T56 NE HOURLY 28.977 30.425 31.947 33.544 35.221 36.278 37.003 MONTHLY 5023 5274 5537 5814 6105 6288 6414
ANNUAL 60271 63285 66449 69772 73260 75458 76967
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
624 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T57 NE HOURLY 29.266 30.730 32.266 33.879 35.573 36.641 37.373 MONTHLY 5073 5326 5593 5872 6166 6351 6478
ANNUAL 60874 63918 67114 70469 73993 76213 77737
T58 NE HOURLY 29.559 31.037 32.589 34.218 35.929 37.007 37.747 MONTHLY 5124 5380 5649 5931 6228 6415 6543
ANNUAL 61483 64557 67785 71174 74733 76975 78514
T59 NE HOURLY 29.855 31.347 32.915 34.560 36.288 37.377 38.125 MONTHLY 5175 5434 5705 5990 6290 6479 6608
ANNUAL 62098 65202 68463 71886 75480 77744 79299
T60 NE HOURLY 30.153 31.661 33.244 34.906 36.651 37.751 38.506 MONTHLY 5227 5488 5762 6050 6353 6543 6674
ANNUAL 62719 65854 69147 72605 76235 78522 80092
T61 NE HOURLY 30.455 31.977 33.576 35.255 37.018 38.128 38.891 MONTHLY 5279 5543 5820 6111 6416 6609 6741
ANNUAL 63346 66513 69839 73331 76997 79307 80893
T62 NE HOURLY 30.759 32.297 33.912 35.608 37.388 38.510 39.280 MONTHLY 5332 5598 5878 6172 6481 6675 6809
ANNUAL 63979 67178 70537 74064 77767 80100 81702
T63 NE HOURLY 31.067 32.620 34.251 35.964 37.762 38.895 39.673 MONTHLY 5385 5654 5937 6234 6545 6742 6877
ANNUAL 64619 67850 71242 74805 78545 80901 82519
T64 NE HOURLY 31.377 32.946 34.594 36.323 38.140 39.284 40.069 MONTHLY 5439 5711 5996 6296 6611 6809 6945
T65 NE HOURLY 31.691 33.276 34.940 36.687 38.521 39.677 40.470 MONTHLY 5493 5768 6056 6359 6677 6877 7015
ANNUAL 65918 69214 72674 76308 80124 82527 84178
T66 NE HOURLY 32.008 33.609 35.289 37.053 38.906 40.073 40.875 MONTHLY 5548 5825 6117 6423 6744 6946 7085
ANNUAL 66577 69906 73401 77071 80925 83352 85020
T67 NE HOURLY 32.328 33.945 35.642 37.424 39.295 40.474 41.284 MONTHLY 5604 5884 6178 6487 6811 7016 7156
ANNUAL 67243 70605 74135 77842 81734 84186 85870
T68 NE HOURLY 32.652 34.284 35.998 37.798 39.688 40.879 41.696 MONTHLY 5660 5943 6240 6552 6879 7086 7227
ANNUAL 67915 71311 74877 78620 82551 85028 86728
T69 NE HOURLY 32.978 34.627 36.358 38.176 40.085 41.288 42.113 MONTHLY 5716 6002 6302 6617 6948 7157 7300
ANNUAL 68594 72024 75625 79407 83377 85878 87596
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
625 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T70 NE HOURLY 33.308 34.973 36.722 38.558 40.486 41.700 42.534 MONTHLY 5773 6062 6365 6683 7018 7228 7373
ANNUAL 69280 72744 76382 80201 84211 86737 88472
T71 NE HOURLY 33.641 35.323 37.089 38.944 40.891 42.117 42.960 MONTHLY 5831 6123 6429 6750 7088 7300 7446
ANNUAL 69973 73472 77145 81003 85053 87604 89356
T72 NE HOURLY 33.977 35.676 37.460 39.333 41.300 42.539 43.389 MONTHLY 5889 6184 6493 6818 7159 7373 7521
ANNUAL 70673 74206 77917 81813 85903 88480 90250
T73 NE HOURLY 34.317 36.033 37.835 39.726 41.713 42.964 43.823 MONTHLY 5948 6246 6558 6886 7230 7447 7596
ANNUAL 71380 74949 78696 82631 86762 89365 91152
T74 NE HOURLY 34.660 36.393 38.213 40.124 42.130 43.394 44.262 MONTHLY 6008 6308 6624 6955 7302 7522 7672
ANNUAL 72093 75698 79483 83457 87630 90259 92064
T75 NE HOURLY 35.007 36.757 38.595 40.525 42.551 43.828 44.704 MONTHLY 6068 6371 6690 7024 7376 7597 7749
ANNUAL 72814 76455 80278 84292 88506 91161 92985
T76 NE HOURLY 35.357 37.125 38.981 40.930 42.977 44.266 45.151 MONTHLY 6129 6435 6757 7095 7449 7673 7826
ANNUAL 73542 77220 81081 85135 89391 92073 93914
T77 NE HOURLY 35.711 37.496 39.371 41.339 43.406 44.709 45.603 MONTHLY 6190 6499 6824 7165 7524 7749 7904
ANNUAL 74278 77992 81891 85986 90285 92994 94854
T78 NE HOURLY 36.068 37.871 39.765 41.753 43.840 45.156 46.059 MONTHLY 6252 6564 6893 7237 7599 7827 7984
ANNUAL 75021 78772 82710 86846 91188 93924 95802
T79 NE HOURLY 36.428 38.250 40.162 42.170 44.279 45.607 46.519 MONTHLY 6314 6630 6961 7310 7675 7905 8063
ANNUAL 75771 79559 83537 87714 92100 94863 96760
T80 NE HOURLY 36.793 38.632 40.564 42.592 44.722 46.063 46.985 MONTHLY 6377 6696 7031 7383 7752 7984 8144
ANNUAL 76529 80355 84373 88591 93021 95812 97728
T81 NE HOURLY 37.160 39.019 40.969 43.018 45.169 46.524 47.454 MONTHLY 6441 6763 7101 7456 7829 8064 8225
ANNUAL 77294 81159 85216 89477 93951 96770 98705
T82 NE HOURLY 37.532 39.409 41.379 43.448 45.620 46.989 47.929 MONTHLY 6506 6831 7172 7531 7908 8145 8308
ANNUAL 78067 81970 86069 90372 94891 97737 99692
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
626 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T83 NE HOURLY 37.907 39.803 41.793 43.883 46.077 47.459 48.408 MONTHLY 6571 6899 7244 7606 7987 8226 8391
ANNUAL 78847 82790 86929 91276 95840 98715 100689
T84 NE HOURLY 38.286 40.201 42.211 44.321 46.537 47.934 48.892 MONTHLY 6636 6968 7317 7682 8066 8308 8475
ANNUAL 79636 83618 87799 92189 96798 99702 101696
T85 NE HOURLY 38.669 40.603 42.633 44.765 47.003 48.413 49.381 MONTHLY 6703 7038 7390 7759 8147 8392 8559
ANNUAL 80432 84454 88677 93110 97766 100699 102713
T86 NE HOURLY 39.056 41.009 43.059 45.212 47.473 48.897 49.875 MONTHLY 6770 7108 7464 7837 8229 8475 8645
ANNUAL 81237 85298 89563 94042 98744 101706 103740
T87 NE HOURLY 39.447 41.419 43.490 45.664 47.948 49.386 50.374 MONTHLY 6837 7179 7538 7915 8311 8560 8731
ANNUAL 82049 86151 90459 94982 99731 102723 104777
T88 NE HOURLY 39.841 41.833 43.925 46.121 48.427 49.880 50.877 MONTHLY 6906 7251 7614 7994 8394 8646 8819
ANNUAL 82869 87013 91364 95932 100728 103750 105825
T89 NE HOURLY 40.239 42.251 44.364 46.582 48.911 50.379 51.386 MONTHLY 6975 7324 7690 8074 8478 8732 8907
ANNUAL 83698 87883 92277 96891 101736 104788 106883
T90 NE HOURLY 40.642 42.674 44.808 47.048 49.400 50.882 51.900 MONTHLY 7045 7397 7767 8155 8563 8820 8996
ANNUAL 84535 88762 93200 97860 102753 105836 107952
T91 NE HOURLY 41.048 43.101 45.256 47.519 49.894 51.391 52.419 MONTHLY 7115 7471 7844 8237 8648 8908 9086
ANNUAL 85380 89649 94132 98839 103780 106894 109032
T92 NE HOURLY 41.459 43.532 45.708 47.994 50.393 51.905 52.943 MONTHLY 7186 7545 7923 8319 8735 8997 9177
ANNUAL 86234 90546 95073 99827 104818 107963 110122
T93 NE HOURLY 41.873 43.967 46.165 48.474 50.897 52.424 53.473 MONTHLY 7258 7621 8002 8402 8822 9087 9269
ANNUAL 87097 91451 96024 100825 105866 109042 111223
T94 NE HOURLY 42.292 44.407 46.627 48.958 51.406 52.949 54.007 MONTHLY 7331 7697 8082 8486 8910 9178 9361
ANNUAL 87968 92366 96984 101833 106925 110133 112336
T95 NE HOURLY 42.715 44.851 47.093 49.448 51.920 53.478 54.548 MONTHLY 7404 7774 8163 8571 9000 9270 9455
ANNUAL 88847 93290 97954 102852 107994 111234 113459
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
627 of 672
Employee Units Included:

Teamsters
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
T96 NE HOURLY 43.142 45.299 47.564 49.942 52.440 55.062 56.163 MONTHLY 7478 7852 8244 8657 9090 9544 9735
ANNUAL 89736 94223 98934 103880 109074 114528 116819
T97 NE HOURLY 43.574 45.752 48.040 50.442 52.964 54.553 55.644 MONTHLY 7553 7930 8327 8743 9180 9456 9645
ANNUAL 90633 95165 99923 104919 110165 113470 115739
T98 NE HOURLY 44.009 46.210 48.520 50.946 53.494 55.098 56.200 MONTHLY 7628 8010 8410 8831 9272 9550 9741
ANNUAL 91539 96116 100922 105968 111267 114605 116897
T99 NE HOURLY 44.449 46.672 49.005 51.456 54.029 55.649 56.762 MONTHLY 7705 8090 8494 8919 9365 9646 9839
ANNUAL 92455 97078 101931 107028 112379 115751 118066
T100 NE HOURLY 44.894 47.139 49.496 51.970 54.569 56.206 57.330 MONTHLY 7782 8171 8579 9008 9459 9742 9937
ANNUAL 93379 98048 102951 108098 113503 116908 119246
Effective: July 2023 *Due to rounding, salary schedules are a close approximation of actual salary Redlands Adjourned Meeting of 7-25-23
628 of 672
Emplolyee Units Included:

Redlands Association of Mid-Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4 5
(Longevity Only)
6 (Longevity Only)
MM27 E HOURLY 30.233 31.745 33.332 34.998 36.748 37.851 38.608 MONTHLY 5240 5502 5778 6066 6370 6561 6692
ANNUAL 62885 66029 69330 72797 76437 78730 80304
MM28 E HOURLY 30.535 32.062 33.665 35.348 37.116 38.229 38.994 MONTHLY 5293 5557 5835 6127 6433 6626 6759
ANNUAL 63513 66689 70023 73525 77201 79517 81107
MM29 E HOURLY 30.841 32.383 34.002 35.702 37.487 38.612 39.384 MONTHLY 5346 5613 5894 6188 6498 6693 6827
ANNUAL 64148 67356 70724 74260 77973 80312 81918
MM30 E HOURLY 31.149 32.706 34.342 36.059 37.862 38.998 39.778 MONTHLY 5399 5669 5953 6250 6563 6760 6895
ANNUAL 64790 68029 71431 75002 78753 81115 82738
MM31 E HOURLY 31.461 33.034 34.685 36.419 38.240 39.388 40.175 MONTHLY 5453 5726 6012 6313 6628 6827 6964
ANNUAL 65438 68710 72145 75753 79540 81926 83565
MM32 E HOURLY 31.775 33.364 35.032 36.784 38.623 39.782 40.577 MONTHLY 5508 5783 6072 6376 6695 6895 7033
ANNUAL 66092 69397 72867 76510 80336 82746 84401
MM33 E HOURLY 32.093 33.698 35.382 37.152 39.009 40.179 40.983 MONTHLY 5563 5841 6133 6440 6762 6964 7104
ANNUAL 66753 70091 73595 77275 81139 83573 85245
MM34 E HOURLY 32.414 34.034 35.736 37.523 39.399 40.581 41.393 MONTHLY 5618 5899 6194 6504 6829 7034 7175
ANNUAL 67421 70792 74331 78048 81950 84409 86097
MM35 E HOURLY 32.738 34.375 36.094 37.898 39.793 40.987 41.807 MONTHLY 5675 5958 6256 6569 6897 7104 7246
ANNUAL 68095 71500 75075 78828 82770 85253 86958
MM36 E HOURLY 33.065 34.719 36.455 38.277 40.191 41.397 42.225 MONTHLY 5731 6018 6319 6635 6966 7175 7319
ANNUAL 68776 72215 75825 79617 83597 86105 87828
MM37 E HOURLY 33.396 35.066 36.819 38.660 40.593 41.811 42.647 MONTHLY 5789 6078 6382 6701 7036 7247 7392
ANNUAL 69464 72937 76584 80413 84433 86966 88706
MM38 E HOURLY 33.730 35.416 37.187 39.047 40.999 42.229 43.073 MONTHLY 5847 6139 6446 6768 7106 7320 7466
ANNUAL 70158 73666 77349 81217 85278 87836 89593
MM39 E HOURLY 34.067 35.771 37.559 39.437 41.409 42.651 43.504 MONTHLY 5905 6200 6510 6836 7178 7393 7541
ANNUAL 70860 74403 78123 82029 86131 88715 90489
MM40 E HOURLY 34.408 36.128 37.935 39.831 41.823 43.078 43.939 MONTHLY 5964 6262 6575 6904 7249 7467 7616
ANNUAL 71568 75147 78904 82849 86992 89602 91394
MM41 E HOURLY 34.752 36.490 38.314 40.230 42.241 43.508 44.379 MONTHLY 6024 6325 6641 6973 7322 7541 7692
ANNUAL 72284 75898 79693 83678 87862 90498 92308
MM42 E HOURLY 35.100 36.854 38.697 40.632 42.664 43.944 44.822 MONTHLY 6084 6388 6708 7043 7395 7617 7769
ANNUAL 73007 76657 80490 84515 88740 91403 93231
MM43 E HOURLY 35.450 37.223 39.084 41.038 43.090 44.383 45.271 MONTHLY 6145 6452 6775 7113 7469 7693 7847
ANNUAL 73737 77424 81295 85360 89628 92317 94163
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary.

Redlands Adjourned Meeting of 7-25-23
629 of 672
Emplolyee Units Included:

Redlands Association of Mid-Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4 5
(Longevity Only)
6 (Longevity Only)
MM44 E HOURLY 35.805 37.595 39.475 41.449 43.521 44.827 45.723 MONTHLY 6206 6517 6842 7184 7544 7770 7925
ANNUAL 74474 78198 82108 86213 90524 93240 95105
MM45 E HOURLY 36.163 37.971 39.870 41.863 43.956 45.275 46.181 MONTHLY 6268 6582 6911 7256 7619 7848 8005
ANNUAL 75219 78980 82929 87076 91429 94172 96056
MM46 E HOURLY 36.525 38.351 40.268 42.282 44.396 45.728 46.642 MONTHLY 6331 6647 6980 7329 7695 7926 8085
ANNUAL 75971 79770 83758 87946 92344 95114 97016
MM47 E HOURLY 36.890 38.734 40.671 42.705 44.840 46.185 47.109 MONTHLY 6394 6714 7050 7402 7772 8005 8166
ANNUAL 76731 80568 84596 88826 93267 96065 97986
MM48 E HOURLY 37.259 39.122 41.078 43.132 45.288 46.647 47.580 MONTHLY 6458 6781 7120 7476 7850 8085 8247
ANNUAL 77498 81373 85442 89714 94200 97026 98966
MM49 E HOURLY 37.631 39.513 41.489 43.563 45.741 47.113 48.056 MONTHLY 6523 6849 7191 7551 7928 8166 8330
ANNUAL 78273 82187 86296 90611 95142 97996 99956
MM50 E HOURLY 38.008 39.908 41.904 43.999 46.199 47.585 48.536 MONTHLY 6588 6917 7263 7626 8008 8248 8413
ANNUAL 79056 83009 87159 91517 96093 98976 100955
MM51 E HOURLY 38.388 40.307 42.323 44.439 46.661 48.060 49.022 MONTHLY 6654 6987 7336 7703 8088 8330 8497
ANNUAL 79847 83839 88031 92432 97054 99966 101965
MM52 E HOURLY 38.772 40.710 42.746 44.883 47.127 48.541 49.512 MONTHLY 6720 7056 7409 7780 8169 8414 8582
ANNUAL 80645 84677 88911 93357 98025 100965 102985
MM53 E HOURLY 39.159 41.117 43.173 45.332 47.599 49.026 50.007 MONTHLY 6788 7127 7483 7858 8250 8498 8668
ANNUAL 81452 85524 89800 94290 99005 101975 104015
MM54 E HOURLY 39.551 41.529 43.605 45.785 48.074 49.517 50.507 MONTHLY 6856 7198 7558 7936 8333 8583 8755
ANNUAL 82266 86379 90698 95233 99995 102995 105055
MM55 E HOURLY 39.947 41.944 44.041 46.243 48.555 50.012 51.012 MONTHLY 6924 7270 7634 8015 8416 8669 8842
ANNUAL 83089 87243 91605 96186 100995 104025 106105
MM56 E HOURLY 40.346 42.363 44.481 46.706 49.041 50.512 51.522 MONTHLY 6993 7343 7710 8096 8500 8755 8931
ANNUAL 83920 88116 92521 97147 102005 105065 107166
MM57 E HOURLY 40.749 42.787 44.926 47.173 49.531 51.017 52.037 MONTHLY 7063 7416 7787 8177 8585 8843 9020
ANNUAL 84759 88997 93447 98119 103025 106116 108238
MM58 E HOURLY 41.157 43.215 45.376 47.644 50.027 51.527 52.558 MONTHLY 7134 7491 7865 8258 8671 8931 9110
ANNUAL 85606 89887 94381 99100 104055 107177 109320
MM59 E HOURLY 41.568 43.647 45.829 48.121 50.527 52.043 53.083 MONTHLY 7205 7565 7944 8341 8758 9021 9201
ANNUAL 86462 90786 95325 100091 105096 108249 110414
MM60 E HOURLY 41.984 44.083 46.288 48.602 51.032 52.563 53.614 MONTHLY 7277 7641 8023 8424 8846 9111 9293
ANNUAL 87327 91693 96278 101092 106147 109331 111518
Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary.

Redlands Adjourned Meeting of 7-25-23
630 of 672
Emplolyee Units Included:

Redlands Association of Mid-Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4 5
(Longevity Only)
6 (Longevity Only)
MM61 E HOURLY 42.404 44.524 46.750 49.088 51.542 53.089 54.150 MONTHLY 7350 7718 8103 8509 8934 9202 9386
ANNUAL 88200 92610 97241 102103 107208 110424 112633
MM62 E HOURLY 42.828 44.969 47.218 49.579 52.058 53.620 54.692 MONTHLY 7424 7795 8184 8594 9023 9294 9480
ANNUAL 89082 93536 98213 103124 108280 111529 113759
MM63 E HOURLY 43.256 45.419 47.690 50.075 52.578 54.156 55.239 MONTHLY 7498 7873 8266 8680 9114 9387 9575
ANNUAL 89973 94472 99195 104155 109363 112644 114897
MM64 E HOURLY 43.689 45.873 48.167 50.575 53.104 54.697 55.791 MONTHLY 7573 7951 8349 8766 9205 9481 9670
ANNUAL 90873 95417 100187 105197 110457 113770 116046
MM65 E HOURLY 44.126 46.332 48.649 51.081 53.635 55.244 56.349 MONTHLY 7648 8031 8432 8854 9297 9576 9767
ANNUAL 91782 96371 101189 106249 111561 114908 117206
MM66 E HOURLY 44.567 46.795 49.135 51.592 54.172 55.797 56.913 MONTHLY 7725 8111 8517 8943 9390 9671 9865
ANNUAL 92699 97334 102201 107311 112677 116057 118378
MM67 E HOURLY 45.013 47.263 49.627 52.108 54.713 56.355 57.482 MONTHLY 7802 8192 8602 9032 9484 9768 9964
ANNUAL 93626 98308 103223 108384 113804 117218 119562
MM68 E HOURLY 45.463 47.736 50.123 52.629 55.260 56.918 58.057 MONTHLY 7880 8274 8688 9122 9578 9866 10063
ANNUAL 94563 99291 104255 109468 114942 118390 120758
MM69 E HOURLY 45.917 48.213 50.624 53.155 55.813 57.487 58.637 MONTHLY 7959 8357 8775 9214 9674 9964 10164
ANNUAL 95508 100284 105298 110563 116091 119574 121965
MM70 E HOURLY 46.377 48.695 51.130 53.687 56.371 58.062 59.223 MONTHLY 8039 8441 8863 9306 9771 10064 10265
ANNUAL 96463 101287 106351 111668 117252 120769 123185
MM71 E HOURLY 46.840 49.182 51.642 54.224 56.935 58.643 59.816 MONTHLY 8119 8525 8951 9399 9869 10165 10368
ANNUAL 97428 102299 107414 112785 118424 121977 124417
MM72 E HOURLY 47.309 49.674 52.158 54.766 57.504 59.229 60.414 MONTHLY 8200 8610 9041 9493 9967 10266 10472
ANNUAL 98402 103322 108489 113913 119609 123197 125661
MM73 E HOURLY 47.782 50.171 52.680 55.314 58.079 59.822 61.018 MONTHLY 8282 8696 9131 9588 10067 10369 10576
ANNUAL 99386 104356 109573 115052 120805 124429 126917
MM74 E HOURLY 48.260 50.673 53.206 55.867 58.660 60.420 61.628 MONTHLY 8365 8783 9222 9684 10168 10473 10682
ANNUAL 100380 105399 110669 116203 122013 125673 128187 MM75 E HOURLY 48.742 51.179 53.738 56.425 59.247 61.024 62.244 MONTHLY 8449 8871 9315 9780 10269 10577 10789
ANNUAL 101384 106453 111776 117365 123233 126930 129469 MM76 E HOURLY 49.230 51.691 54.276 56.990 59.839 61.634 62.867 MONTHLY 8533 8960 9408 9878 10372 10683 10897
ANNUAL 102398 107518 112894 118538 124465 128199 130763 MM77 E HOURLY 49.722 52.208 54.819 57.559 60.437 62.251 63.496 MONTHLY 8618 9049 9502 9977 10476 10790 11006
ANNUAL 103422 108593 114023 119724 125710 129481 132071 Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary.

Redlands Adjourned Meeting of 7-25-23
631 of 672
Emplolyee Units Included:

Redlands Association of Mid-Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4 5
(Longevity Only)
6 (Longevity Only)
MM78 E HOURLY 50.219 52.730 55.367 58.135 61.042 62.873 64.131 MONTHLY 8705 9140 9597 10077 10581 10898 11116
ANNUAL 104456 109679 115163 120921 126967 130776 133392 MM79 E HOURLY 50.721 53.258 55.920 58.716 61.652 63.502 64.772 MONTHLY 8792 9231 9693 10178 10686 11007 11227
ANNUAL 105501 110776 116314 122130 128237 132084 134725 MM80 E HOURLY 51.229 53.790 56.480 59.304 62.269 64.137 65.420 MONTHLY 8880 9324 9790 10279 10793 11117 11339
ANNUAL 106556 111883 117478 123351 129519 133405 136073 MM81 E HOURLY 51.741 54.328 57.044 59.897 62.891 64.778 66.074 MONTHLY 8968 9417 9888 10382 10901 11228 11453
ANNUAL 107621 113002 118652 124585 130814 134739 137433 MM82 E HOURLY 52.258 54.871 57.615 60.496 63.520 65.426 66.735 MONTHLY 9058 9511 9987 10486 11010 11341 11567
ANNUAL 108697 114132 119839 125831 132122 136086 138808 MM83 E HOURLY 52.781 55.420 58.191 61.101 64.156 66.080 67.402 MONTHLY 9149 9606 10086 10591 11120 11454 11683
ANNUAL 109784 115274 121037 127089 133444 137447 140196 MM84 E HOURLY 53.309 55.974 58.773 61.712 64.797 66.741 68.076 MONTHLY 9240 9702 10187 10697 11232 11568 11800
ANNUAL 110882 116426 122248 128360 134778 138821 141598 MM85 E HOURLY 53.842 56.534 59.361 62.329 65.445 67.408 68.757 MONTHLY 9333 9799 10289 10804 11344 11684 11918
ANNUAL 111991 117591 123470 129644 136126 140210 143014 MM86 E HOURLY 54.380 57.099 59.954 62.952 66.100 68.083 69.444 MONTHLY 9426 9897 10392 10912 11457 11801 12037
ANNUAL 113111 118767 124705 130940 137487 141612 144444 MM87 E HOURLY 54.924 57.670 60.554 63.581 66.761 68.763 70.139 MONTHLY 9520 9996 10496 11021 11572 11919 12157
ANNUAL 114242 119954 125952 132249 138862 143028 145888 MM88 E HOURLY 55.473 58.247 61.159 64.217 67.428 69.451 70.840 MONTHLY 9615 10096 10601 11131 11688 12038 12279
ANNUAL 115385 121154 127211 133572 140251 144458 147347 MM89 E HOURLY 56.028 58.829 61.771 64.859 68.102 70.146 71.548 MONTHLY 9712 10197 10707 11242 11804 12159 12402
ANNUAL 116538 122365 128484 134908 141653 145903 148821 MM90 E HOURLY 56.588 59.418 62.389 65.508 68.783 70.847 72.264 MONTHLY 9809 10299 10814 11355 11922 12280 12526
ANNUAL 117704 123589 129768 136257 143070 147362 150309 Effective July 2023 *Due to rounding, salary schedules are a close approximation of actual salary.

Redlands Adjourned Meeting of 7-25-23
632 of 672
Employee Units Included:

Redlands Professional Firefighters Association
Redlands Association of Fire Management Employees
City of Redlands

SALARY SCHEDULE
Title Range FLSA
Status Rate Type 0
(Minimum) 1 2 3 4 5
6 (Longevity
14Years Effective
July 1, 2021)
7 (Longevity 19
years)
Firefighter F50 NE HOURLY 25.118 26.374 27.693 29.078 30.532 31.448 33.020 34.011 (24 hour days) MONTHLY 6095 6400 6720 7056 7409.00 7631 8013 8253 ANNUAL 73145 76802 80642 84674 88908 91575 96154 99039
Fire Engineer F55 NE HOURLY 29.612 31.092 32.647 34.279 35.993 37.073 38.927 40.095 (24 hour days) MONTHLY 7186 7545 7922 8318 8734.41 8996 9446 9730 ANNUAL 86230 90541 95068 99822 104813 107957 113355 116756 Fire Captain F60 NE HOURLY 34.663 36.397 38.216 40.127 42.134 43.398 45.568 46.935 (24 hour days) MONTHLY 8412 8832 9274 9738 10224.43 10531 11058 11389 ANNUAL 100940 105987 111286 116851 122693 126374 132693 136673 Battalion Chief F79 E HOURLY 63.032 66.184 69.493 72.968 76.616 78.914 82.860 85.346 (40 hour week) MONTHLY 10926 11472 12045 12648 13280.11 13679 14362 14793 ANNUAL 131107 137662 144545 151773 159361 164142 172349 177520 Battalion Chief F80 NE HOURLY 45.023 47.274 49.638 52.120 54.726 56.367 59.186 60.961 (56 hour week) MONTHLY 10926 11472 12045 12648 13280.11 13679 14362 14793 ANNUAL 131107 137662 144545 151773 159361 164142 172349 177520 Deputy Fire
Chief F85 E HOURLY 78.790 82.730 86.866 91.210 95.770 98.643 103.575 106.683 (40 hour week) MONTHLY 13657 14340 15057 15810 16600.15 17098 17953 18492 ANNUAL 163884 172078 180682 189716 199202 205178 215437 221900 *Due to rounding, salary schedules are close approximations of actual salary Redlands Adjourned Meeting of 7-25-23
633 of 672
Employee Units Included:

Redlands Professional Police Officers Association
Redlands Association of Safety Management Employees
City of Redlands

SALARY SCHEDULE
Title Range Rate Type 0
(Minimum) 1 2 3 4 5
(Longevity)
6 (Longevity)
Police Officer P60 HOURLY 37.627 39.509 41.484 43.558 45.736 48.023 49.464 MONTHLY 6522 6848 7191 7550 7928 8324 8574
ANNUAL 78265 82178 86287 90601 95132 99888 102885
Police Corporal P64 HOURLY 42.488 44.612 46.843 49.185 51.644 54.226 55.853 MONTHLY 7365 7733 8119 8525 8952 9399 9681
ANNUAL 88374 92793 97433 102304 107419 112790 116174
Police Sergeant P70 HOURLY 50.664 53.197 55.857 58.650 61.583 64.662 66.602 MONTHLY 8782 9221 9682 10166 10674 11208 11544
ANNUAL 105381 110651 116183 121992 128092 134496 138531 Police Commander P81 HOURLY 69.534 73.011 76.661 80.495 84.519 88.745 MONTHLY 12053 12655 13288 13952 14650 15383
ANNUAL 144631 151863 159456 167429 175800 184590
Deputy Chief P85 HOURLY 78.780 82.719 86.855 91.198 95.758 100.546 MONTHLY 13655 14338 15055 15808 16598 17428
ANNUAL 163863 172056 180659 189691 199176 209135
Effective July 2023
*Due to rounding, salary schedules are close approximations of actual salary Redlands Adjourned Meeting of 7-25-23
634 of 672
Employee Units Included:

Redlands Association of Department Directors
City of Redlands

SALARY SCHEDULE
Range Minimum
Monthly Salary
Maximum
Monthly
Salary
04 - Director, Development Services 15,614 18,980
04 - Director, Management Services 15,614 18,980
04 - Director, Facilities and Community Services 15,614 18,980 05 - Director, Municipal Utilities and Engineering 16,405 19,941 05 - Assistant City Manager 16,405 19,941
06 - Fire Chief 17,300 23,000
07 - Police Chief 19,800 27,500
Department Director Salary Table (DD)
Effective: July 2023
Redlands Adjourned Meeting of 7-25-23
635 of 672
City of Redlands

SALARY SCHEDULE
Range Minimum
Monthly Salary
Maximum
Monthly
Salary
C1 - Library Director 11,091 15,815
C2 - City Attorney 19,449 24,131
C3 - City Manager 23,750 29,166
Salary Schedule ( C )
Effective: July 2023
Redlands Adjourned Meeting of 7-25-23
636 of 672
Emplolyee Units Included:

Redlands Association of Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0 (Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
M65 HOURLY 39.145 41.103 43.158 45.316 47.581 49.009 49.989 MONTHLY 6785 7124 7481 7855 8247.43 8495 8665
ANNUAL 81422 85493 89768 94256 98969 101938 103977
M66 HOURLY 40.124 42.130 44.237 46.448 48.771 50.234 51.239 MONTHLY 6955 7303 7668 8051 8454 8707 8881
ANNUAL 83458 87631 92012 96613 101443 104487 106576
M67 HOURLY 41.127 43.183 45.343 47.610 49.990 51.490 52.520 MONTHLY 7129 7485 7859 8252 8665 8925 9103
ANNUAL 85544 89821 94312 99028 103979 107099 109241
M68 HOURLY 42.155 44.263 46.476 48.800 51.240 52.777 53.833 MONTHLY 7307 7672 8056 8459 8882 9148 9331
ANNUAL 87683 92067 96670 101504 106579 109776 111972
M69 HOURLY 43.209 45.370 47.638 50.020 52.521 54.097 55.178 MONTHLY 7490 7864 8257 8670 9104 9377 9564
ANNUAL 89875 94369 99087 104041 109243 112521 114771
M70 HOURLY 44.289 46.504 48.829 51.270 53.834 55.449 56.558 MONTHLY 7677 8061 8464 8887 9331 9611 9803
ANNUAL 92122 96728 101564 106642 111975 115334 117640
M71 HOURLY 45.397 47.666 50.050 52.552 55.180 56.835 57.972 MONTHLY 7869 8262 8675 9109 9564 9851 10048
ANNUAL 94425 99146 104103 109308 114774 118217 120581
M72 HOURLY 46.531 48.858 51.301 53.866 56.559 58.256 59.421 MONTHLY 8065 8469 8892 9337 9804 10098 10300
ANNUAL 96785 101625 106706 112041 117643 121173 123596
M73 HOURLY 47.695 50.079 52.583 55.213 57.973 59.712 60.907 MONTHLY 8267 8680 9114 9570 10049 10350 10557
ANNUAL 99205 104165 109374 114842 120584 124202 126686
M74 HOURLY 48.887 51.331 53.898 56.593 59.423 61.205 62.429 MONTHLY 8474 8897 9342 9809 10300 10609 10821
ANNUAL 101685 106769 112108 117713 123599 127307 129853 M75 HOURLY 50.109 52.615 55.245 58.008 60.908 62.735 63.990 MONTHLY 8686 9120 9576 10055 10557 10874 11092
ANNUAL 104227 109439 114911 120656 126689 130490 133099 M76 HOURLY 51.362 53.930 56.627 59.458 62.431 64.304 65.590 MONTHLY 8903 9348 9815 10306 10821 11146 11369
ANNUAL 106833 112175 117783 123672 129856 133752 136427 Effective July 2023
4 of 14
*Due to rounding, salary schedules are close approximations of actual salary.

Redlands Adjourned Meeting of 7-25-23
637 of 672
Emplolyee Units Included:

Redlands Association of Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0 (Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
M77 HOURLY 52.646 55.278 58.042 60.944 63.992 65.911 67.230 MONTHLY 9125 9582 10061 10564 11092 11425 11653
ANNUAL 109504 114979 120728 126764 133103 137096 139838 M78 HOURLY 53.962 56.660 59.493 62.468 65.591 67.559 68.910 MONTHLY 9353 9821 10312 10828 11369 11710 11944
ANNUAL 112241 117853 123746 129933 136430 140523 143333 M79 HOURLY 55.311 58.077 60.981 64.030 67.231 69.248 70.633 MONTHLY 9587 10067 10570 11098 11653 12003 12243
ANNUAL 115047 120800 126840 133182 139841 144036 146917 M80 HOURLY 56.694 59.529 62.505 65.630 68.912 70.979 72.399 MONTHLY 9827 10318 10834 11376 11945 12303 12549
ANNUAL 117924 123820 130011 136511 143337 147637 150590 M81 HOURLY 58.111 61.017 64.068 67.271 70.635 72.754 74.209 MONTHLY 10073 10576 11105 11660 12243 12611 12863
ANNUAL 120872 126915 133261 139924 146920 151328 154354 M82 HOURLY 59.564 62.542 65.669 68.953 72.401 74.573 76.064 MONTHLY 10324 10841 11383 11952 12549 12926 13184
ANNUAL 123893 130088 136593 143422 150593 155111 158213 M83 HOURLY 61.053 64.106 67.311 70.677 74.211 76.437 77.966 MONTHLY 10583 11112 11667 12251 12863 13249 13514
ANNUAL 126991 133340 140007 147008 154358 158989 162169 M84 HOURLY 62.580 65.709 68.994 72.444 76.066 78.348 79.915 MONTHLY 10847 11389 11959 12557 13185 13580 13852
ANNUAL 130166 136674 143508 150683 158217 162964 166223 M85 HOURLY 64.144 67.351 70.719 74.255 77.968 80.307 81.913 MONTHLY 11118 11674 12258 12871 13514 13920 14198
ANNUAL 133420 140091 147095 154450 162172 167038 170378 M86 HOURLY 65.748 69.035 72.487 76.111 79.917 82.314 83.961 MONTHLY 11396 11966 12564 13193 13852 14268 14553
ANNUAL 136755 143593 150773 158311 166227 171214 174638 M87 HOURLY 67.391 70.761 74.299 78.014 81.915 84.372 86.060 MONTHLY 11681 12265 12878 13522 14199 14624 14917
ANNUAL 140174 147183 154542 162269 170382 175494 179004 M88 HOURLY 69.076 72.530 76.156 79.964 83.963 86.481 88.211 MONTHLY 11973 12572 13200 13860 14554 14990 15290
ANNUAL 143678 150862 158405 166326 174642 179881 183479 Effective July 2023
5 of 14
*Due to rounding, salary schedules are close approximations of actual salary.

Redlands Adjourned Meeting of 7-25-23
638 of 672
Emplolyee Units Included:

Redlands Association of Management Employees
City of Redlands

SALARY SCHEDULE
Range FLSA
Status Rate Type 0 (Minimum) 1 2 3 4
5 (Longevity
Only)
6 (Longevity
Only)
M89 HOURLY 70.803 74.343 78.060 81.963 86.062 88.643 90.416 MONTHLY 12273 12886 13530 14207 14917 15365 15672
ANNUAL 147270 154634 162366 170484 179008 184378 188066 M90 HOURLY 72.573 76.202 80.012 84.012 88.213 90.860 92.677 MONTHLY 12579 13208 13869 14562 15290 15749 16064
ANNUAL 150952 158500 166425 174746 183483 188988 192768 M91 HOURLY 74.387 78.107 82.012 86.113 90.418 93.131 94.994 MONTHLY 12894 13539 14215 14926 15673 16143 16466
ANNUAL 154726 162462 170585 179115 188070 193712 197587 M92 HOURLY 76.247 80.060 84.063 88.266 92.679 95.459 97.368 MONTHLY 13216 13877 14571 15299 16064 16546 16877
ANNUAL 158594 166524 174850 183593 192772 198555 202526 M93 HOURLY 78.153 82.061 86.164 90.472 94.996 97.846 99.803 MONTHLY 13547 14224 14935 15682 16466 16960 17299
ANNUAL 162559 170687 179221 188182 197591 203519 207590 M94 HOURLY 80.107 84.113 88.318 92.734 97.371 100.292 102.298 MONTHLY 13885 14580 15308 16074 16878 17384 17732
ANNUAL 166623 174954 183702 192887 202531 208607 212779 M95 HOURLY 82.110 86.215 90.526 95.052 99.805 102.799 104.855 MONTHLY 14232 14944 15691 16476 17300 17819 18175
ANNUAL 170789 179328 188294 197709 207595 213822 218099 M96 HOURLY 84.163 88.371 92.789 97.429 102.300 105.369 107.477 MONTHLY 14588 15318 16083 16888 17732 18264 18629
ANNUAL 175058 183811 193002 202652 212784 219168 223551 M97 HOURLY 86.267 90.580 95.109 99.864 104.858 108.003 110.163 MONTHLY 14953 15701 16486 17310 18175 18721 19095
ANNUAL 179435 188406 197827 207718 218104 224647 229140 M98 HOURLY 88.423 92.845 97.487 102.361 107.479 110.703 112.918 MONTHLY 15327 16093 16898 17743 18630 19189 19572
ANNUAL 183921 193117 202772 212911 223557 230263 234869 M99 HOURLY 90.634 95.166 99.924 104.920 110.166 113.471 115.741 MONTHLY 15710 16495 17320 18186 19095 19668 20062
ANNUAL 188519 197944 207842 218234 229145 236020 240740 M100 HOURLY 92.900 97.545 102.422 107.543 112.920 116.308 118.634 MONTHLY 16103 16908 17753 18641 19573 20160 20563
ANNUAL 193232 202893 213038 223690 234874 241920 246759 Effective July 2023
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*Due to rounding, salary schedules are close approximations of actual salary.

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City of

REDLANDS

July 1, 2022

HUMAN

RESOURCES

DEPARTMENT
EMPLOYEES INCLUDED:

Part-time Classifications
Effective July 2023

CLASSIFICATION TITLE

HOURLY RATE/RANGE
Administrative Assistant 19.27
Background Investigator I/II 30.00 35.00
Camera Operator 16.95
Cemetery Aide 15.50
Community Service Officer I/II 23.46 25.40
IT/GIS Intern 15.50
Help Desk Technician 29.27
Library Page 15.50
Library Clerk 17.44
Library Specialist 20.66
Maintenance Worker 20.25
Museum Attendant 15.50
Planning Intern 15.50
Program Aide 17.44
Technical Services Clerk 18.70
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City Council Meeting I. 5.

DATE: 07/25/2023
TO: Honorable Mayor and City Council Members
SUBJECT: Consideration of the acceptance of the California Interagency Council on Homelessness (Cal ICH) Unit of the Business, Consumer Services and Housing Agency for the Encampment Resolution Funding Program (ERF-2-R) grant award in the amount of $4,529,069, authorize the City Manager or his designee to execute the grant agreement and related program documents, and authorize an additional appropriation of $4,529,069 (Assistant City Manager Boatman)
MOTION(S):

If the City Council determines that staff’s recommendation is appropriate, the following motions are provided:

I move to accept the award of $4,529,069 from the California Interagency Council on Homelessness Unit of the Business, Consumer Services and Housing Agency for the Encampment Resolution Funding Program and authorize the City Manager or his designee to execute the grant agreement and related program documents;

1. I move to authorize the additional appropriation of $4,529,069.2.

RECOMMENDATION:

Staff recommends that the City Council accept the grant award of $4,529,069 from the California Interagency Council on Homelessness Unit of the Business, Consumer Services and Housing Agency for the Encampment Resolution Funding Program, authorize the City Manager or his designee to execute the grant agreement and related program documents, and authorize the additional appropriation of $4,529,069.

DISCUSSION:

In June, 2023, Governor Newsom announced $199 million to assist individuals in encampments to move off the streets and into safe and stable housing. A total of 23 projects will receive funding under this program to provide services to nearly 7,300 people experiencing homelessness. More than half of the projects funded will address encampments along state freeways and highways.

The City of Redlands was awarded just over $4.5 million from the Encampment Redlands Adjourned Meeting of 7-25-23
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The City of Redlands was awarded just over $4.5 million from the Encampment Resolution Fund (ERF-2) grant to help address unsheltered homelessness and create pathways to housing in the City of Redlands. Through this program, the City will serve approximately 200 homeless individuals residing within encampments located along the Interstate 10 freeway, Interstate 210 freeway, Highway 38, and in the Santa Ana River basin with services such as street outreach, shelter, housing navigation, rapid rehousing, permanent housing, and hotel vouchers.

The majority of the grant funds will be distributed by the City to local non-profit service providers ("subcontractors") in order to meet the project's proposed outcomes. Upon the City Council's acceptance of the Encampment Resolution Funding Program (ERF-2-R) grant, staff will prepare subcontractor agreements for the Council's consideration at a future meeting.The funding will be allocated to local nonprofits that will assist the City in providing services. In addition, funding will be utilized to hire two full-time City outreach workers, and one full-time administrative assistant to support the Homeless Solutions Division.

The grants funds will be used to fund the following for a period of three years:

Description Estimated
Amounts
Two Full Time Outreach Project Specialists (3 years) - Field based street outreach and collaboration with community partners
One Administrative Specialist (3 years) - Administrative support with subcontractors, evaluation and invoicing, data collection $713,794
Subcontractor Outreach and Engagement Services $765,000 Street Outreach and Engagement Services $60,000
Emergency Shelter Beds; Motel Interim Housing $666,300
Delivery of Permanent Housing (Security Deposits, Rental Subsidies) $2,018,975 Subsidy to Project Homekey Site (provides permanent supportive housing, case management to 30 persons from prioritized encampment area)
$300,000
Administrative Costs $5,000
Total Grant Award $4,529,069
ALTERNATIVES:

City Council may elect not to approve the agreement to accept the grant funding and provide alternative direction to staff.

STRATEGIC PLAN:

Supports Priority B - Public Health and Safety - Strategic Objective 4 - Homelessness.

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SUBMITTED BY:

Assistant City Manager McConnell
RECOMMENDED BY:

Charles M. Duggan Jr., City Manager
REVIEWED BY:

Chris Boatman, Assistant City Manager
James Garland, Assistant Finance Director
PREPARED BY:

Tricia Swope, Manager, Facilities & Community Services
Fiscal Impact
Fiscal Year: FY 2023-24
Revenue Generating: Y
Appropriation Required Y/N: Y
Amount: $4,529,069
Budgeted Y/N: N
Account No.: Various
Discussion:

Funding for the services outlined in the staff report will be provided by the grant.

Attachments
Additional Appropriation Form
A. Letter of Award
B. Grant Agreement and Related Documents
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DATE
OF REQUEST:

An a
dditional appropriation is hereby requested as follows:

Department:

JUSTIFICATION:

Requested By:

Recommended By Finance Director: Recommended:

Yes No Signed
Comments: Approved by City Council:

Date:

Signed:

City Clerk
REVENUE APPROPRIATION INCREASE (if applicable)
EXPENDITURE APPROPRIATION INCREASE (if applicable)
$
-
$
-

TRANSACTION
NO:

ACCOUNTING PERIOD:

Acc
ount Description Orgkey Object Code Job Ledger (If
applicable) Amount
Job Ledger (If
applicable) AmountAccount Description Orgkey Object Code Department Head
City Manager
CITY

OF REDLANDS
REQ

UEST FOR ADDITIONAL APPROPRIATION
FINANC

E USE ONLY
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e 1 of 1
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2. The term of this Agreement is:

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City of Redlands
23-ERF-2-R-10011

Page 1 of 23 ends

Redlands City CouncilJuly 25, 2023

Redlands City Council
July 25, 2023