MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF REDONDO BEACH
AND
THE REDONDO BEACH
PROFESSIONAL AND SUPERVISORY ASSOCIATION
January 1, 2024 – December 31, 2026
Per Resolution No.CC-2403-016
RBPSA MOU January 1, 2024 – December 31, 2026
2 MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF REDONDO BEACH AND
THE REDONDO BEACH PROFESSIONAL AND SUPERVISORY ASSOCIATION Pursuant to Chapter 10, Section 3500 et seq., of Division 4, Title 1 of the California Government Code and Resolution No. 6046 of the City Council of the City of Redondo Beach, the Resolution for Administration of Employer-Employee Relations, the matters within the scope of representation that are set forth in this Memorandum of Understanding (MOU) have been discussed by and between representatives of the City of Redondo Beach (hereinafter “the City”) and representatives of the Redondo Beach Professional and Supervisory Association (hereinafter “the Association”) and except as otherwise specifically provided for herein shall apply only to those employees who are employed full-time and are appointed to full-time permanent positions in the classes included in the Professional and Supervisory Bargaining Unit.
RBPSA MOU January 1, 2024 – December 31, 2026
3 TABLE OF CONTENTS
ARTICLE I. TERMS…………………………………………………………………………………………………5
SECTION 1 - DEFINITION OF TERMS…………………………………………………………………………5 ARTICLE II. COMPENSATION……………………………………………………………………………………6 SECTION 1 - PAY PLAN............................................................................................................................6 SECTION 2 - PAY RATE ADVANCEMENT WITHIN SALARY RANGE ....................................................6 SECTION 3 - OTHER PAY ADJUSTMENTS.............................................................................................6 SECTION 4 - CAR ALLOWANCE..............................................................................................................7 SECTION 5 - REALLOCATION AND REORGANIZATION .......................................................................7 SECTION 6 - LONGEVITY PAY ................................................................................................................7 SECTION 7 - PROFESSIONAL DEVELOPMENT REIMBURSEMENT ....................................................8 SECTION 8 - DIVE BONUS PAY...............................................................................................................8 SECTION 9 - OVERTIME FOR NON-EXEMPT EMPLOYEES..................................................................9 SECTION 10 - EXTRA TIME FOR COMMUNICATIONS SUPERVISORS…………………………………9 SECTION 11 - EXEMPT EMPLOYEES.....................................................................................................9 SECTION 12 - LATERAL INCENTIVE BONUS AND REFERRAL BONUS………………………………10 SECTION 13 - BOOT ALLOWANCE………………………………………………………………………….11 ARTICLE III. RETIREMENT BENEFITS ...................................................................................................11 SECTION 1 - PUBLIC EMPLOYEES’ RETIREMENT SYSTEM PLAN....................................................11 SECTION 2 - OPTIONAL PERS CONTRACT PROVISIONS..................................................................13 SECTION 3 - RETIREE MEDICAL INSURANCE BENEFITS..................................................................14 SECTION 4 - DEFERRED COMPENSATION.........................................................................................17 ARTICLE IV. INSURANCE BENEFITS.....................................................................................................17 SECTION 1 - MEDICAL BENEFITS ........................................................................................................17 SECTION 2 - OPT OUT………………………………………………………………………………………...19 ARTICLE V. SICK LEAVE BENEFITS.......................................................................................................19 SECTION 1 - SICK LEAVE USAGE.........................................................................................................19 SECTION 2 - LONG-TERM DISABILITY SICK LEAVE PLAN.................................................................20 SECTION 3 - CITY OF REDONDO BEACH FAMILY SICK LEAVE PROGRAM .....................................20 SECTION 4 - FAMILY MEDICAL LEAVE ACT.........................................................................................21 SECTION 5 - PROHIBITION AGAINST DEFERMENT ...........................................................................21 ARTICLE VI. HOLIDAYS, GENERAL LEAVE AND OTHER LEAVE BENEFITS ...................................22 SECTION 1 - HOLIDAYS.........................................................................................................................22 SECTION 2 - GENERAL LEAVE .............................................................................................................23 SECTION 3 - AUTHORIZED PROFESSIONAL TIME.............................................................................24 SECTION 4 - LEAVES OF ABSENCE.....................................................................................................24 SECTION 5 - BEREAVEMENT LEAVE ...................................................................................................24 ARTICLE VII. GRIEVANCES & DISCIPLINE ...........................................................................................25 SECTION 1 - GRIEVANCES ...................................................................................................................25 SECTION 2 - DISCIPLINE.......................................................................................................................26 ARTICLE VIII. MANAGEMENT RIGHTS ..................................................................................................27 SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY.................................................................27 ARTICLE IX. REDUCTION IN FORCE AND LAYOFF PROCEDURE.....................................................28 SECTION 1 - REDUCTION IN FORCE....................................................................................................28 SECTION 2 - LAYOFF PROCEDURE.....................................................................................................29 RBPSA MOU January 1, 2024 – December 31, 2026
4 ARTICLE X. OTHER MATTERS ...............................................................................................................31 SECTION 1 - PROBATIONARY PERIOD................................................................................................31 SECTION 2 - OUTSIDE EMPLOYMENT.................................................................................................31 SECTION 3 - ASSOCIATION BUSINESS ...............................................................................................31 SECTION 4 - SAVINGS CLAUSE............................................................................................................32 SECTION 5 - IMPLEMENTATION AND DURATION...............................................................................32 SECTION 6 - DUES DEDUCTION...........................................................................................................32 SECTION 7 - COMPUTER LOAN PROGRAM ........................................................................................34 SECTION 8 - RESIDENCY REQUIREMENT………………………………………………………………...34 RBPSA MOU January 1, 2024 – December 31, 2026
5 ARTICLE I. TERMS
SECTION 1 - DEFINITION OF TERMS
1.01 The following terms, whenever used in this MOU, shall have the meanings set forth in this Section.
A. CITY: Shall mean the City of Redondo Beach.
B. CITY MANAGER: Shall mean the City Manager or his designee.
C. DAYS: Shall mean calendar days except where working days are expressly specified.
D. EMPLOYEE: Shall mean an individual who serves full-time and is appointed to a full-time permanent position in a class in the Professional and Supervisory Bargaining Unit.
E. FISCAL YEAR: Shall mean the 12-month period from July 1 through June 30.
F. RETIREE: Shall mean an employee of the City who receives a normal service retirement or disability retirement from the California Public Employees’ Retirement System.
G. SERIOUS INJURY OR ILLNESS: Shall mean as related to Article V, Section 2.02, an injury or illness certified by the City Physician to require a recuperation period of 30 days or more.
H. WORK PERIOD: Shall mean seven consecutive, regularly recurring, 24 hour periods equal to 168 hours, designated by the City Manager.
I. YEAR: Shall mean fiscal year, except where calendar year is expressly specified RBPSA MOU January 1, 2024 – December 31, 2026
6 ARTICLE II. COMPENSATION
SECTION 1 - PAY PLAN
1.01 The salary ranges for the classes covered by this MOU are as listed in Exhibit A. The ranges set forth in Exhibit A to this MOU include and reflect the following increases in base pay: five and one-half percent (5.5%) effective January 27, 2024; and two percent (2%) effective the first full pay period in January 2026.
Effective the first full pay period in January 2025, eight percent (8%) shall be added to the top of the salary range for the classes covered by this MOU.
SECTION 2 - PAY RATE ADVANCEMENT WITHIN SALARY RANGE
2.01 On the basis of performance evaluation, each employee shall be eligible for a pay rate advancement added to base salary of five percent (5%), effective at the beginning of the pay period following their anniversary date. No salary may exceed the maximum pay in the range set forth for the class to which the employee is permanently appointed. Any recommended adjustment of more than five percent (5%) shall be documented in a form satisfactory to, and subject to the approval of, the City Manager.
2.02 The effective date of a performance pay increase shall be the beginning of the first pay period following the anniversary date of the change. This shall not alter the original anniversary date.
SECTION 3 - OTHER PAY ADJUSTMENTS
3.01 Initial Appointment: An eligible candidate may be appointed to a class at any salary rate within the salary range for the class to which he or she is appointed.
3.02 Promotions: A minimum of five percent (5%) increase in the employee’s, then current, base salary shall be provided to an employee at the time of a promotion; provided, however, that no increase shall result in a salary higher than the maximum salary for the class to which the employee is promoted.
3.03 Acting Appointment: An employee appointed by the City Manager or a department head with City Manager approval, to acting status in a position with a higher pay range due to a vacancy or extended absence of two weeks or more and where the employee’s acting status exceeds a workweek, or where a Department is being reorganized, or where a Department is undergoing experimental restructuring, wherein the employee is required to perform additional duties above and beyond those reasonably required of their class shall receive an increase added to the employee’s, then current, salary on a temporary basis. Such additional salary shall be a minimum of five percent (5%) of the employee’s current salary, or the first step of the higher classification, whichever is greater. The temporary increase shall not be considered a promotion and may be reduced or removed without cause, notice or hearing.
RBPSA MOU January 1, 2024 – December 31, 2026
7 3.04 Additional Duties: An employee may be assigned additional duties not required of his or her class. The City Manager shall approve additional pay commensurate with the additional duties, while such additional duties are assigned. Such additional pay shall be in an amount commensurate with the added duties assigned up to 25% of the base salary for the employee’s permanent class. Such additional pay may be removed only with the removal of the commensurate duties and without notice or hearing.
3.05 Market Study Adjustments:
A. Effective January 27, 2024, five percent (5%) shall be added to the top of the salary range for the Crime Analyst classification, and ten percent (10%) shall be added to the top of the salary range for the Police Records Manager Classification.
B. Effective January 27, 2024, Public Safety Communications Managers and Supervisors shall be required to maintain their emergency medical dispatch certification, and there shall be a 10% range adjustment. Current employees have one year to obtain the certification and shall thereafter maintain the certification.
C. Effective January 27, 2024, Public Works Supervisors, Public Works Superintendents, and Public Works Managers shall receive an additional increase of 5% in base pay as a compaction adjustment.
SECTION 4 - CAR ALLOWANCE
4.01 The City Manager shall have the option to provide a car allowance of up to $300 per month to designated employees appointed to assistant department director positions and/or division manager positions.
4.02 Any employee granted a City vehicle for his or her exclusive use will not be entitled to receive a car allowance.
SECTION 5 - REALLOCATION AND REORGANIZATION
5.01 The salary of an employee whose position is reallocated or reorganized to a lower-paying class or position may, at the discretion of the City Manager, remain at the rate of pay received immediately before the reallocation or reorganization. Such employee shall not be eligible for any salary increases until the salary range of the employee’s new class exceeds his or her salary at the time of the reallocation or reorganization. The City shall meet and confer with the Professional and Supervisory Association on the impact of any reallocation or reorganization.
SECTION 6 - LONGEVITY PAY
6.01 An employee who has completed 19 years of public agency service and has completed 12 months of service with the City, shall receive longevity pay.
RBPSA MOU January 1, 2024 – December 31, 2026
8 6.02 Public agency service shall mean full-time service in an agency that participates in a public retirement plan.
6.03 The effective date of a Longevity Pay increase shall be the beginning of the pay period following the date of eligibility.
6.04 In addition to an employee’s base salary, exclusive of all premiums and other pays, each employee meeting the criteria in Section 6.01, above, shall receive a Longevity Pay increase added to the employee’s base salary of two percent uncompounded for each year of eligibility beginning with the 20th year of service through the 25th year of service for a maximum total of up to 12% above base salary.
SECTION 7 - PROFESSIONAL DEVELOPMENT REIMBURSEMENT
7.01 Each employee shall be eligible, upon request, to receive up to a maximum of $1,500 per person per year, up to a maximum of $15,000 total for all employees covered by this MOU, for the reimbursement of professional development expenses. Reimbursement is available for courses that are job related including training, exams or fees required to obtain job-related licenses and certificates, membership dues for job-related professional organizations. Employees are allowed up to $500 of the maximum $1,500 benefit (per employee), to use towards fitness and/or health programs (i.e., gym membership, stop smoking programs, weight loss programs etc.). Requests for reimbursement must be approved in advance by the Department Head and the Assistant City Manager or designee for payment. Employees shall not be paid salary for attending such courses, training, or exams.
SECTION 8 - DIVE BONUS PAY
8.01 A flat rate bonus of $75 per person per dive will be paid to the Building Regulations Manager and those Building Inspectors who are certified SCUBA divers.
8.02 One dive is generally defined as work performed during the use of one tank of oxygen, and includes the preliminary equipment checks, etc., and the necessary activities after a dive. An employee performing two dives in one day, for example, one in the morning and one in the afternoon, will receive Dive Pay in the amount of $150. Dive Pay is in addition to an employee’s regular salary.
8.03 All diving by those employees pre-designated in 8.01, above, is voluntary and the City may not mandate those employees to dive under any circumstances.
RBPSA MOU January 1, 2024 – December 31, 2026
9 SECTION 9 - OVERTIME FOR NON-EXEMPT EMPLOYEES
9.01 Unit employees eligible for overtime under the Fair Labor Standards Act, shall receive overtime pay of time and one-half their regular hourly pay, for all hours worked in excess of their regular scheduled work day.
9.02 At the option of the employee, he or she may receive Compensatory Time Off (CTO) in lieu of the overtime pay, at the rate of one and one-half hours (1.5) CTO for each hour of overtime work performed, up to a maximum of 40 hours CTO. Use of earned CTO must be approved in advance by the Department Head, but such approval shall not be unreasonably withheld. Any earned, unused CTO shall be paid out at the end of each fiscal year.
SECTION 10 - EXTRA TIME FOR COMMUNICATIONS SUPERVISORS
10.01 The City and the Association agree that the Communications Supervisors are appropriately designated as exempt from the payment of overtime under the executive exemption of the Fair Labor Standards Act. As a result of staffing issues that exist in the Communications Center, the City and the Association have agreed to the following:
A. At the employee’s discretion, a Communication Supervisor may receive Compensatory Time Off (CTO), at the rate of one and one- half (1.5) CTO for each hour of extra work performed, up to a maximum of 60 hours CTO. Use of CTO must be approved in advance by the department head or his/her designee. Any earned, unused CTO shall be paid out at the end of each fiscal year. A Communications Supervisor shall be paid at the rate of one and one-half (1.5) times the employee’s current regular rate of pay, when such work is required by the Department to maintain minimum staffing, i.e., to replace an absent Communications Supervisor or Communications Operator, and for off-duty mandatory training and meeting attendance.
B. A Communications Supervisor shall be paid his or her regular hourly rate (“straighttime overtime”) for all other work performed in excess of the employee’s regular scheduled shifts.
C. A Communications Supervisor shall not be eligible to receive Authorized Professional Time (APT).
SECTION 11 - EXEMPT EMPLOYEES
11.01 Exempt employees are not eligible for overtime under the Fair Labor Standards Act.
11.02 Exempt employees shall account for their time in the following manner. They need to account for any absences, other than “de minimis” absences, based on the work schedule established for the employee’s work unit. A “de minimis” absence is one in which the RBPSA MOU January 1, 2024 – December 31, 2026
10 employees’ ability to meet workload demands, being available to fulfill their supervisory role and/or provide customer service is not greatly diminished. For example, taking an hour to attend a doctor’s appointment or for other personal business would be a “de minimis” absence. Exempt Employees are required to use appropriate accrued leave to cover any absences other than “de minimis” absences. Overall, Exempt Employees are expected to manage their time within the context of a pay period. For example, if you have a “de minimis” absence one day, then sometime in that same pay period there may be a need for you to work over your normal hours, which would offset this “de minimis” absence.
11.03 The only exception to the requirement to account for absences other than “de minimis” absences will be those cases when an employee is taking partial days off, with the absences being covered by the Family Medical Leave Act (FMLA). In those cases, the employee will be required to report how many hours he/she has missed from what would be considered a regularly scheduled work day in terms of the work day that has been implemented for the employee’s department, division, or work unit. The reporting by the employee will be done for tracking purposes only under FMLA, with the employee not being required to use paid leave time for the “de minimis” hours that are reported.
11.04 Other than accounting for absences, work hours are not tracked for exempt employees.
When it is necessary, supervisors may authorize informal work adjustments in work hours.
In addition, Exempt Employees still need to consult with, inform, and/or get approval in advance from their supervisor for absences.
11.05 Employees in these groups are also Exempt Employees. Exempt Employees are employees who are designated as exempt employees as defined by the Fair Labor Standards Act (FLSA). Exempt employees are expected to accomplish assigned work without regard for the number of hours worked. If exempt employees need to work extra hours in the business day or week, they do not receive overtime or compensatory time (CTO).
11.06 Though, in recognition of their contributions to the City, Exempt Employees are provided with Authorized Professional Time (APT), in addition to Vacation, Sick Leave, and other leave time, as part of the package of benefits provided for in their Memorandum of Understanding or Pay Plan.
SECTION 12 – LATERAL INCENTIVE BONUS AND REFERRAL BONUS
12.01 Effective January 1, 2024 and subject to authorized funding in the Police Department operating budget for the current fiscal year, lateral Communications Supervisors and Communications Managers hired by the City shall receive a $10,000 lateral incentive bonus. The lateral incentive bonus shall be paid as follows: $2,500 upon hire as a City of Redondo Beach employee, $2,500 when the new lateral supervisor or manager completes training, and $5,000 when the new lateral supervisor or manager successfully completes probation.
RBPSA MOU January 1, 2024 – December 31, 2026
11 12.02 Effective January 1, 2024 and subject to authorized funding in the Police Department operating budget for the current fiscal year, current PSA employees who refer a lateral Police Officer, Communications Manager, Communications Supervisor, or Communications Dispatcher candidate that is hired by the City shall receive a $5,000 referral bonus. The new employee must list the existing employee on the job application at the time they apply. The referral incentive bonus shall be paid as follows: $2,500 when the lateral candidate begins their first day as a Redondo Beach employee, and $2,500 when the new lateral employee completes training.
12.03 Effective January 1, 2024 and subject to authorized funding in the Police Department operating budget for the current fiscal year, current PSA employees who refer a Police Recruit candidate or Communications Dispatcher Trainee that is hired by the City shall receive a $2,000 referral bonus. The candidate must list the existing employee on the job application at the time they apply. The referral incentive bonus shall be paid as follows:
$1,000 when the candidate is hired, and $1,000 when the employee completes training.
12.04 Effective January 1, 2024 and subject to authorized funding in the Police Department operating budget for the current fiscal year, current PSA employees who refer a PreService Police Officer candidate that is hired by the City shall receive a $3,000 referral bonus. The Pre-Service Police Officer candidate must list the existing employee on the job application at the time they apply. The referral incentive bonus shall be paid as follows:
$1,500 when the Pre-Service Police Officer is hired, and $1,500 when the Pre-Service Police Officer completes field training.
12.05 The lateral incentive bonus and the referral bonus are fully taxable and not reportable to CalPERS as pensionable compensation.
SECTION 13 – BOOT ALLOWANCE
13.01 The City shall provide a boot allowance of $250 per fiscal year to the following classifications required to wear safety shoes, to purchase safety shoes: Public Works Manager, Public Works Supervisor, and CIP Construction Manager. In accordance with the City’s Administrative Policy and Procedures Manual, an employee may, at their option, receive a City voucher to be used only at designated vendors, or may purchase appropriate shoes from any vendor and be reimbursed for the purchase up to the maximum allowance.
ARTICLE III. RETIREMENT BENEFITS
SECTION 1 - PUBLIC EMPLOYEES’ RETIREMENT SYSTEM PLAN
1.01 Employees who are first employed by the City in a position in the Miscellaneous Membership classification on or before June 29, 2012 are eligible to participate in Tier I Miscellaneous Member benefits. Employees who are first employed by the City in a position in the Miscellaneous Membership classification on or after June 30, 2012 are eligible to participate in Tier II Miscellaneous Member benefits. Employees who are first RBPSA MOU January 1, 2024 – December 31, 2026
12 employed by the City in a position in the Miscellaneous classification or after January 1, 2013, and who are “new members” as defined in the Public Employee Pension Reform Act of 2013 (“PEPRA”) are eligible to participate in Tier III Miscellaneous member benefits.
1.02 During the term of this agreement, for employees receiving benefits under the Tier I Miscellaneous Member plan, the City shall pay into the employees' accounts the employee share of the contribution to the Public Employees Retirement System (CalPERS) in the amount of seven percent of CalPERS reportable salary for miscellaneous classes. “CalPERS reportable salary” includes base salary plus all applicable special compensation.
1.03 During the term of this agreement, employees receiving benefits under the Tier II Miscellaneous Member plan are responsible for paying the seven percent employee contribution required by CalPERS.
1.04 Tier I Miscellaneous Member Cost-Sharing
Pursuant to Government Code Section 20516, subsection (f), employees receiving benefits as Tier I Miscellaneous Members shall pay a portion of the employer contribution associated with the providing of the enhanced or optional benefits associated with this plan. Effective December 5, 2014, the portion of the employer contribution that will be paid for by employees shall be equal to 7% of reportable compensation.
In the event it is determined that this cost-sharing provision does not comply with the requirements of the Public Employees’ Retirement Law, the parties agree to meet and confer on alternative ways to achieve an equivalent cost-savings intended by this provision. If after meeting and conferring, the parties do not agree to an alternative, the employees’ compensation shall be reduced four percent, and the parties shall continue to meet and confer on alternatives that will allow the City to achieve the cost-savings intended by this provision.
1.05 The City shall provide the two percent at 55 retirement formula to all employees participating in Tier I Miscellaneous Member benefit plan. In addition, employees participating in Tier I Miscellaneous Member benefits shall also receive those optional benefits detailed in Section 2.01 of this Article.
1.06 The City shall provide the two percent at 60 retirement formula to all employees participating in Tier II Miscellaneous Member benefit plan. In addition, employees participating in Tier II Miscellaneous Member benefits shall also receive those optional benefits detailed in Section 2.02 of this Article. In the event it is determined that this costsharing provision applied to Tier I members, as defined in Section 1.04, does not comply with the requirements of the Public Employees’ Retirement Law, the parties agree that the Tier II employees’ compensation shall be reduced four percent and the parties shall meet and confer on alternatives that will allow the City to achieve the cost-savings intended by this provision.
RBPSA MOU January 1, 2024 – December 31, 2026
13 1.07 The City shall provide the two percent at 62 retirement formula to all employees participating in Tier III Miscellaneous Member benefit plan. Those employees shall pay to PERS by payroll deduction 50% of the normal cost of the 2% at age 62 benefit as determined by PERS. The employee’s pension benefit will be determined on the basis of the employee’s highest consecutive 36 months of employment. In addition, such employees shall receive those benefits listed in section 2.02 of this Article.
SECTION 2 - OPTIONAL PERS CONTRACT PROVISIONS
2.01 Optional Benefits – Tier I Miscellaneous Member Plan In addition to the two percent at 55 benefit formula provided for in Section 1.05 of this Article, the following options will be available to employees participating in the Tier I Miscellaneous Member benefit plan:
A. Post-Retirement Survivor Allowance (§21624 and §21626).
B. Military Service Credit as Public Service Statutes of 1976 for local Miscellaneous Members and local Safety members only (§21024).
C. Credit for Unused Sick Leave (§20965).
D. For the purposes of reporting Credit for Unused Sick Leave at the time of retirement, the following formulas shall apply:
For employees hired prior to July 1, 1979, the formula for calculating sick leave service credit is the total number of hours of sick leave that would have been accrued based upon length of service, up to the maximum of 2,080 hours, less the total number of hours of sick leave used, divided by eight equals the number of days of credit for unused sick leave to report to PERS.
For employees hired between July 1, 1979 and November 9, 2007, the formula for calculating sick leave credit is the total number of hours of unused sick leave hours, divided by eight equals the number of days of credit for unused sick leave to report to PERS.
E. One-Year Final Compensation (§20042).
F. Employer Paid Member Contributions As Compensation (§20692).
As set forth in Section 1.02 of this Article, in accordance with Government Code Section 20691, the City has elected to pay the presently required normal employee contribution to PERS for employees in the Professional and Supervisory bargaining unit.
RBPSA MOU January 1, 2024 – December 31, 2026
14 As allowed by Government Code Section 20692, during each such employee’s final compensation period, the City shall stop paying the employee’s contribution and, instead, shall increase the pay rate of the employee by an amount equal to the normal contribution previously paid by the City as provided by Section 1.02 of this Article.
G. Pre-Retirement Optional Settlement 2 Death Benefit (Government Code Section 21548).
The PERS optional benefits provided in this Section 2.01 shall only be available to employees participating in the Tier I Miscellaneous Member benefit plan and shall not be available under the Tier II Miscellaneous member benefit plan.
2.02 Optional Benefits - Tier II Miscellaneous Member Benefits In addition to the two percent at 60 retirement formula benefit provided for in Section 1.06 of this Article, the following options will be available to employees participating in the Tier II Miscellaneous Member benefit plan:
Pre-Retirement Optional Settlement 2 Death Benefit (Section 21548) Except as expressly provided in this Section 2.02, no other CalPERS optional benefits shall be available to employees participating in the Tier II Miscellaneous Member benefit plan.
2.03 Optional Benefits – Tier III Miscellaneous Member Benefits In addition to the two percent at 62 retirement formula benefit provided in Section 1.07 of this Article, the following shall be available to employees participating in the Tier III Miscellaneous Member benefit plan: Pre-Retirement Optional Settlement 2 Death Benefit (section 21548.)
Except as expressly provided in this section 2.03, no other CalPERS optional benefits shall be available to employees participating in the Tier III Miscellaneous Member benefit plan.
SECTION 3 - RETIREE MEDICAL INSURANCE BENEFITS
3.01 Tier I Retirees - Retirees Hired Before July 1, 2011 and Not MedicareAge Eligible For each retiree hired before July 1, 2011 (“Tier I Retiree”), the City shall make an “unequal” contribution of $1 per month directly to CalPERS. The City’s mandated contribution for each annuitant shall be increased annually to an amount equal to the number of years that the City has been enrolled with PEHMCA multiplied by RBPSA MOU January 1, 2024 – December 31, 2026
15 5% of the current Employer Minimum Contribution for Employees until the contribution for retirees equals the contribution paid for employees, in compliance with Government Code section 22892(c). This amount is referred to as the “Employer Minimum Contribution for Retirees.” In combination with this unequal contribution, the City will also pay the Tier I Retiree the difference between the Employer Minimum Contribution for Retirees and the single retiree medical premium rate for a medical insurance plan in which the retiree is enrolled (“Tier I Retiree Differential Payment”)from among those plans provided by the City. The Tier I Retiree Differential Payment shall only be provided to a Tier I Retiree who meets all of the following criteria:
A. Have a minimum of five years full-time service with the City of Redondo Beach; and,
B. Retire with CalPERS within 120 days of his or her separation from service with the City; and,
C. Have completed a minimum of 20 years full-time verifiable service in a public agency at the time of their separation from the City.
When a Tier I Retiree becomes eligible to enroll in the Federal Medicare program or any Medicare Supplement plans, the Tier I Retiree will not be entitled to the Tier I Retiree Differential Payment. The premium cost for any additional insurance coverage selected by the Tier I Retiree, including but not limited to, dental insurance, life insurance, and dependent medical insurance, shall be paid entirely by the Tier I Retiree selecting any such option. When the Tier I Retiree dies, he or she will no longer be entitled to the Employer Minimum Contribution for Retirees or the Tier I Retiree Differential Payment.
Employees hired on or after July 1, 2011, are not eligible to receive benefits under this Section.
3.02 Tier II Retirees - Retirees Hired On or After July 1, 2011 and Not MedicareAge Eligible Employees hired on or after July 1, 2011 (“Tier II Retirees”) shall be eligible to receive a contribution towards the premium costs of health insurance during retirement under the terms of this Section. The contribution provided shall be determined by the Tier II Retiree’s years of continuous service with the City, as follows:
RBPSA MOU January 1, 2024 – December 31, 2026
16 A. The Employer Minimum Contribution for Retirees; plus the differential payment applicable to the Tier II Retiree as follows (collectively, “Tier II Retiree Differential Payment”):
1. For retirees who retire with 10 years of continuous City service, the City will also pay the retiree the difference between the Employer Minimum Contribution for Retirees and 25% of the Tier I Retiree Differential Payment as outlined in Section 3.01;
2. For retirees who retire with 15 years of continuous City service, the City will also pay the retiree the difference between the Employer Minimum Contribution for Retirees and 50% of the Tier I Retiree Differential Payment as outlined in Section 3.01;
3. For retirees who retire with 20 years of continuous City service, the City will also pay the retiree the difference between the Employer Minimum Contribution for Retirees and 75% of the Tier I Retiree Differential Payment as outlined in Section 3.01;
4. For retirees who retire with 25 years of continuous City service, the City will also pay the retiree the difference between the Employer Minimum Contribution for Retirees and 100% of the Tier I Retiree Differential Payment as outlined in Section 3.01.
When a Tier II Retiree becomes eligible to enroll in the Federal Medicare program or any Medicare Supplement plans, the Tier II Retiree will not be entitled to any Tier II Retiree Differential Payment. The premium cost for any additional insurance coverage selected by the Tier II Retiree, including but not limited to, dental insurance, life insurance, and dependent medical insurance, shall be paid entirely by the Tier II Retiree selecting any such option. When the Tier II Retiree dies, he or she will no longer be entitled to the Employer Minimum Contribution for Retirees or any Tier II Retiree Differential Payment.
The benefits provided under this Section 3.02 shall only be provided to Tier II Retirees who meet all of the following criteria:
1. Has separated from City employment and retired with CalPERS within 120 days of separation (either through a service retirement or a disability retirement);
2. Individuals receiving benefits under this section are solely responsible for paying any portion of the health insurance premium (and any other costs) not paid for by the City;
3. Individuals receiving benefits must ensure continuity of coverage through City insurance plans. Termination of the individual’s participation in City-sponsored insurance plans for any reason shall automatically result in the termination of the RBPSA MOU January 1, 2024 – December 31, 2026
17 City’s obligation to provide any contribution above the minimum required by law, under this section.
3.03 Retirees That Are Medicare-Age Eligible
Beginning with the transition to the PERS Health program, and for retirees that are eligible to enroll in the Federal Medicare program or any Medicare supplemental programs (“Medicare-Eligible Retirees”), the City shall make the Employer Minimum Contribution for Retirees. The City’s obligation to make “mandatory contributions” on behalf of Medicare-Eligible Retirees shall be limited to the minimum contribution required by law, and only for so long as City contracts with CalPERS for medical insurance.
The premium cost for any additional insurance coverage selected by the MedicareEligible Retirees, including but not limited to, dental insurance, life insurance, and dependent medical insurance, shall be paid entirely by the Medicare-Eligible Retiree selecting any such option. When the Medicare-Eligible Retiree dies, he or she will no longer be entitled to the Employer Minimum Contribution for Retirees.
SECTION 4 - DEFERRED COMPENSATION
4.01 Employees are eligible to participate in the City contracted 457 deferred compensation plan to the limits imposed by law and/or the plan. The City shall contribute one half a percent (0.5%) of the employee’s regular rate of pay into the Plan for all enrolled RBPSA employees.
ARTICLE IV. INSURANCE BENEFITS
SECTION 1 - MEDICAL BENEFITS
1.01 The City shall contract with the California Public Employees’ Retirement System (PERS) for medical insurance coverage in accordance with the Public Employees’ Medical and Hospital Care Act (PEMHCA). The City will contribute the Public Employees’ Medical and Hospital Care Act (PEMHCA) statutory minimum on behalf of each participant in the program. A participant is defined as 1) an enrolled employee and eligible dependents, 2) an enrolled retiree and eligible dependents or 3) a surviving annuitant. The PEMHCA statutory minimum for 2024 is $157 per month, and changes each year in accordance with Government Code section 22892(b) (“Employer Minimum Contribution for Employee”).
Eligible new hires will be covered under this program on the first day of the month following enrollment.
1.02 In addition, the City shall implement a flexible spending cafeteria plan (“Cafeteria Plan”) in accordance with Internal Revenue Code Section 125 for all active employees. The following health care benefits shall be offered through the Cafeteria Plan: medical, dental (with orthodontia), and vision insurance. Employees participating in the Cafeteria Plan shall receive a monthly flexible spending allowance (“Monthly Allowance”) to purchase RBPSA MOU January 1, 2024 – December 31, 2026
18 benefits offered under the Cafeteria Plan. The Monthly Allowances shall be awarded to employees who enroll in the PERS health plan as follows:
Effective January 1, 2023 Monthly Allowance
Employee Only $1,250
Employee +1 $1,600
Employee +2 or more $2,000
Effective February 1, 2024 Monthly Allowance
Employee Only $1,300
Employee +1 $1,700
Employee +2 or more $2,150
Effective January 1, 2025 Monthly Allowance
Employee Only $1,350
Employee +1 $1,800
Employee +2 or more $2,300
Effective January 1, 2026 Monthly Allowance
Employee Only $1,400
Employee +1 $1,900
Employee +2 or more $2,450
Each participating employee shall pay the Employer Minimum Contribution for Employee and the employee’s remaining portion of the premium (“Employee Contribution”) from the Employee’s Monthly Allowance. The Employer Minimum Contribution for Employee and the Employee Contribution together comprise the “Total Mandatory Medical Contribution.” After the Total Mandatory Medical Contribution has been made, the employee has the option (a) to waive the other benefits and have the excess Monthly Allowance converted to taxable income or (b) to purchase the other supplementary products. If premiums and/or costs for the selected benefits exceed the Monthly Allowance, the balance will be paid by the employee through an automatic pre-tax payroll deduction, as permitted under Internal Revenue Code Section 125.
Although the Employer Minimum Contribution for Employee may increase as a matter of law, the Total Monthly Allowance will not increase, absent mutual agreement.
1.03 As an added benefit, the City shall pay the entire cost of other City-Paid Health Benefits offered to employees. Other City-Paid Health Benefits are employee life insurance (in the amount of $100,000 for each employee and $1,500 per qualified dependent), an accidental death and dismemberment (AD&D) plan (in the amount of $100,000 for each employee), and an Employee Assistance Plan (EAP).
RBPSA MOU January 1, 2024 – December 31, 2026
19 1.04 During the term of this agreement, the parties agree to meet and confer as necessary once the final regulations regarding the U.S. Patient Protection and Affordable Care Act (ACA) are issued, and/or in the event the City incurs any ACA penalties. The City agrees to meet and confer with the Association in advance of any change that results in an economic reduction in Employee Health Benefits and/or City-Paid Health Benefits. The parties agree to meet and review available health insurance options annually by June 30th of each year. The City will transition to CalPERS medical insurance in 2017 and the parties agree to meet and confer as necessary to implement any changes to the administration of the health insurance program as required by CalPERS and PEHMCA SECTION 2 – OPT OUT
2.01 Employees may elect not to select medical insurance coverage and receive 50% of the employee’s medical coverage premium for the level of coverage for which they are eligible:
Employee, Employee +1 or Family, up to a maximum of $1,210 per month. For new employees hired after December 31, 2020, the maximum “opt-out” cash back available will be $900 per month.” Employees may only opt out of insurance benefits and receive the 50% benefit if they provide proof of alternative insurance coverage under a qualified group health plan. Employees may then elect to waive the City’s medical insurance and purchase other items in the cafeteria plan, or convert the “opt-out” amount to taxable income.
The opt-out option will not be provided and shall not be used for the purpose of purchasing either an individual health plan or insurance on the ACA exchange. Such alternative insurance must provide minimum essential health coverage pursuant to the U.S. Patient Protection and Affordable Care Act (ACA), and cover both the employee and all individuals in the employee’s expected tax family, if any. During open enrollment or as otherwise required by the City, the employee must each year provide the City with an attestation or other reasonable documentation, subject to the City’s approval confirming such alternative coverage. According to the ACA, the City must not make payment if the City knows that the employee or family member does not have the alterative coverage. Employees wishing to subsequently re-enroll in the PERS Health plan may do so only during the “open enrollment period”, unless a qualifying event occurs. A qualifying event shall be defined as set forth in the PERS Medical Plan. Employees who opt out of medical insurance pursuant to this section shall in no event receive any amount exceeding the employee’s level of eligible monthly premium contribution by the City as set forth in Article IV section 1.02.
ARTICLE V. SICK LEAVE BENEFITS
SECTION 1 - SICK LEAVE USAGE
1.01 The legitimate use of sick leave by the employee is intended to provide income continuation during periods of non-occupational illness, injury, maternity, medical or dental appointments, family sick leave or for an employee who is a victim of domestic violence, sexual assault, or stalking, for the purposes described in Labor Code sections 230(c) and RBPSA MOU January 1, 2024 – December 31, 2026
20 230.1(a). An employee may designate one additional person per 12-month period at the time the employee requests sick leave.
1.02 Sick leave may be used to supplement temporary disability payments in order to provide full pay during periods of occupational illness or injury. In no instance shall the employee receive compensation in excess of full pay. The intent of this section is to coordinate paid leave to achieve 100% equivalent of regular take-home pay when on paid status, excluding overtime.
1.03 An employee who has been determined to be occupationally ill or injured and who has exhausted all of their temporary disability payments may use any accrued Sick Leave, Authorized Professional Time, General Leave to remain on paid status.
1.04 An employee shall not be entitled to utilize sick leave while absent from duty on account of illness or injury incurred while self-employed or in the employ of an employer other than the City.
1.05 The department director or designee of the director may require sick leave verification without prior written notice at any time during the sick leave absence.
SECTION 2 - LONG-TERM DISABILITY SICK LEAVE PLAN
2.01 All employees shall be included in the Long-Term Disability Sick Leave plan set forth in Section 2.02 below.
2.02 An employee who suffers a serious non-work-related injury or illness may utilize a long term disability sick leave bank of 2,080 non-replenishing hours that shall be available for use following a 30 calendar day qualifying period. During the qualifying period, such employee may use accrued sick leave, general leave, holiday leave, authorized professional time (APT), or any other paid leave to provide salary continuation. Any long term disability sick leave used from the bank after the qualifying period shall reduce the balance of sick leave available for any subsequent long term disability for the duration of the employee’s career with the City.
SECTION 3 - CITY OF REDONDO BEACH FAMILY SICK LEAVE PROGRAM
3.01 For family sick leave as defined by State law, each employee may use, in any one fiscal year, 108 hours of General Leave, Sick Leave or Long Term Disability leave bank, or 50% of his or her annual accrued General Leave, whichever is greater.
The leave benefit provided for in this Subsection shall supersede the Emergency Family Sick Leave benefit described in Section 2-3.515 of the Redondo Beach Municipal Code.
3.02 An employee may designate one additional person to care for using family sick leave per 12-month period at the time the employee requests family sick leave. In addition, the City RBPSA MOU January 1, 2024 – December 31, 2026
21 agrees to allow employees to pre-designate and substitute other family members for those persons defined as immediate family. The intent of this provision is not to expand the number of persons included in the definition of “immediate family” or to increase paid leave opportunities, but rather to recognize variations in family structure (e.g., substitute aunt for mother).
3.03 Immediate family shall mean father, mother, grandparent, grandchild, father-in-law, mother-in-law, step-father, step-mother, brother, sister, spouse, domestic partner, child, step-child or legal dependent as defined by AB 1522.
SECTION 4 - FAMILY MEDICAL LEAVE ACT
4.01 As required by State and Federal law, the City will provide unpaid family and medical care leave for eligible employees. The following provisions set forth unit members’ rights and obligations with respect to such leave. Rights and obligations which are not specifically set forth below are set forth in the Department of Labor Regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA), Government Code Section 12945.2. Unless otherwise provided by this Article, “Leave” under this Article shall mean leave pursuant to the FMLA and/or the CFRA.
4.02 Eligible employees are entitled to a total of 12 workweeks of leave during any 12 month period. An employee’s entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months after the birth or placement.
The 12 month period for calculating leave entitlement will be a “rolling period” measured backward from the date leave is taken and continues with each additional leave day taken.
Thus, whenever an employee requests leave, the City will look back over the previous 12 month period to determine how much leave has been used in determining how much leave an employee is entitled to.
4.03 While on leave, employees must use accrued benefit time, such as General Leave or in the case of the employee’s own serious health condition, sick leave, and may use their long term disability leave bank (non-occupational injury or illness). Employees are not allowed to use compensatory overtime (CTO) in accordance with leave regulations.
SECTION 5 - PROHIBITION AGAINST DEFERMENT
5.01 No employee shall be entitled to use accrued sick leave or any other sick leave entitlement to defer the effective date of a disability or service retirement. This provision shall be construed as a local rule and regulation within the meaning of Section 21163 of the Government Code as it now exists or may hereafter be amended.
RBPSA MOU January 1, 2024 – December 31, 2026
22 ARTICLE VI. HOLIDAYS, GENERAL LEAVE AND OTHER LEAVE BENEFITS SECTION 1 - HOLIDAYS
1.01 The following 12 days shall be recognized as holidays:
New Year’s Day
Martin Luther King, Jr.’s Birthday
Presidents’ Day
Memorial Day
Independence Day
Labor Day
Veterans’ Day
Thanksgiving
The Day After Thanksgiving
Christmas Eve
Christmas Day
New Year’s Eve
1.02 If a holiday falls on a day when the employee’s workplace is normally closed, the holiday shall generally be observed on the nearest day when the employee’s workplace is open.
For example, if a holiday falls on a Friday when City Hall is normally closed for business, the preceding Thursday will be observed as a holiday. If a holiday falls on a Saturday, the preceding Friday shall be observed as a holiday. If a holiday falls on a Sunday, the following Monday shall be observed as a holiday.
If an employee is required to work by their Department Head on a regularly scheduled City-paid holiday they will have the opportunity to utilize a “floating holiday” by December 31 of each calendar year. For holidays that fall at the end of the calendar year and are paid in the following calendar year, employees will have until the end of that following calendar year to use the floating holiday. If the “floating holiday” is not used within that time period, it will be forfeited.
1.02 Additional December Holidays
December 23, 26 and 30, 2024; December 23, 29 and 30 2025; and December 28, 29, and 30, 2026 (hereinafter referred to as the “Additional December Holidays”) shall be additional paid holidays. Employees who are required to work on these days will receive a holiday closure bank in an amount equal to the number of hours actually worked or the actual hours scheduled, whichever is greater. Any earned hours in an employee’s holiday closure bank that are unused as of the end of the following respective calendar year (December 31, 2025, December 31, 2026 and December 31, 2027 respectively) will expire at the end of that calendar year.
RBPSA MOU January 1, 2024 – December 31, 2026
23 SECTION 2 - GENERAL LEAVE
2.01 Employees shall accrue General Leave in accordance with their years of service as outlined in Table B:
Table B.
Completed Years of Service Annual Accrual Accrual Limit 1 through 5 156 hours 468 hours
6 through 14 188 hours 564 hours
15 or more 228 hours 684 hours
2.02 Employees with a Sick Leave balance shall have their sick leave hours maintained as a separate bank of hours and available to them for use during the term of their employment for personal and family sick leave, and any leave entitlement such as FMLA, CFRA and Pregnancy Disability Leave.
2.03 At no time shall any City employee be entitled to accrue more General Leave than that provided for above in Table B. Should any employee not use General Leave accrual, accrual will cease at the maximum accrual set forth above until General Leave is used or cashed out to the limits set forth below to bring the employee’s General Leave balance below the maximum accrual.
2.04 Except in cases of emergency or for other proper cause such as illness, injury or family sickness, which may require a physician’s statement for approval, employee requests to use accrued General Leave time shall be approved in advance.
2.05 All employees shall be allowed to cash out up to a maximum of 80 hours of General Leave per fiscal year. The cash out shall be calculated at the then current regular rate of pay.
2.06 Beginning in Calendar Year 2025, employees shall be allowed to cash out up to a maximum of 80 hours of General Leave twice per calendar year, once in May and once in November. In order to cash out General Leave starting in 2025, an employee must make an irrevocable election (i.e. pre-designation) on a form provided by the City specifying the total number of hours to be cashed-out from next year’s General Leave accrual. The first irrevocable election will be made in December 2024 for the 2025 calendar year. During the calendar year following the pre-designation, an employee may choose an increment of General Leave cash-out in May. If no cash-out occurs during the year and/or any remaining balance of the pre-designated amount will be cashed out in November. If the employee does not have the General Leave hours available to satisfy the amount predesignated for cash-out, the employee will be precluded from making an irrevocable election and cashing out for the following calendar year.
RBPSA MOU January 1, 2024 – December 31, 2026
24 2.07 The value of accrued General Leave shall be calculated at the employee’s regular rate of pay at the time of separation from City employment.
2.08 At the discretion of the City Manager, employees who are hired from another public agency may be considered as a lateral transfer and be credited with time served in a public agency for accrued General Leave time.
SECTION 3 - AUTHORIZED PROFESSIONAL TIME
3.01 Except as otherwise provided in this Section, an employee who regularly works extra hours, attends evening meetings, and/or is required to participate in job-related weekend activities or functions for which he or she does not receive paid overtime, shall be granted time off with pay in the form of Authorized Professional Time (APT) of 81 hours per calendar year. The City Manager may grant time off in excess of these limits in exceptional cases.
3.02 Overtime eligible employees hired after July 16, 2002 shall not be eligible for Authorized Professional Time off.
3.03 APT is administered to coincide with the payroll period cycle best aligned to the calendar year. For each calendar year, APT will be available for use in pay period 1 of the calendar year and shall be used by the end of pay period 26 of the calendar year (or pay period 27 for those years which have 27 pay periods).
SECTION 4 - LEAVES OF ABSENCE
4.01 The City Manager may grant a leave of absence to permanent employees with or without pay for a period not to exceed one year. No such leave shall be granted except upon a written request of the employee setting forth the purpose and duration of the request.
Approval shall be in writing and a copy filed with Human Resources. Upon the expiration of a regularly approved leave, or within a reasonable length of time after notice to return to duty, the employee shall be returned to the position held at the time the leave was granted. Failure on the part of an employee on leave to return promptly at its expiration, or within a reasonable time after notice to return to duty, shall be cause for discharge.
SECTION 5 - BEREAVEMENT LEAVE
5.01 Each employee shall receive 27 hours of paid bereavement leave per qualifying incident.
A qualifying incident is defined as the death of an employee’s immediate family member, which includes mother, father, grandparent, child, step-child, grand-child, spouse, registered domestic partner, legal dependent, sister or brother. A qualifying incident shall also be defined to include the death of an immediate family member of the employee’s spouse or registered domestic partner. Employees may pre-designate and substitute other family members for bereavement leave. The intent of this provision is not to expand the number of persons included in the definition of "qualifying incident" or to increase paid RBPSA MOU January 1, 2024 – December 31, 2026
25 leave opportunities; but, rather, to recognize diversity in family relationships (e.g. substitute aunt for mother).
SECTION 6 – JURY DUTY
6.01 In accordance with the City’s Administrative Policy and Procedures Manual, APP Number
10.53, full-time employees who are called for jury duty shall be granted a paid leave of absence for up to ten (10) days during the period of jury service.
ARTICLE VII. GRIEVANCES & DISCIPLINE
SECTION 1 - GRIEVANCES
1.01 A grievance shall be defined as an allegation by an employee or the Association of a misinterpretation, misapplication or violation of a particular provision of this MOU.
1.02 Step One - Immediate Supervisor. Any employee with a grievance shall initiate the grievance procedure within 15 working days of the date of the incident, or when the employee should reasonably have been made aware of the grievance, by explaining the situation orally or in writing to his or her immediate supervisor. The employee waives the right to proceed with the grievance if he or she does not initiate the procedure by the deadline. The supervisor shall make a decision and present his or her decision, in writing, to the employee within 10 working days.
1.03 Step Two - Department Director. The employee may advance the grievance, in writing, to his or her department director within 15 working days of receipt of the Step One decision. The employee waives the right to proceed with the grievance if he or she does not act by the deadline. Within 15 working days, the department director, or the designee of the department director, shall present his or her decision, in writing, to the employee with copies to the Assistant City Manager.
1.04 Step Three – Mediation. Either the employee or the Association may request the grievance be submitted to mediation within 15 working days of receipt of the Step Two decision.
Upon request to mediate the grievance, the City shall make the formal, written request for a mediator from the California State Mediation and Conciliation Service. The choice of a mediator must be approved by both the Association and City before mediation may begin.
If the grievance was mediated and resolved, the mediator shall be requested to provide a written summary of the outcome; a description of the dispute and the resolution reached by the parties.
If the grievance was mediated and not resolved, the mediator shall be requested to render a written, advisory opinion letter to the Association and City within 15 working days of the RBPSA MOU January 1, 2024 – December 31, 2026
26 final mediation session. This opinion is non-binding and is intended to advise the Association and City of the mediator’s recommendation to settle the grievance.
1.05 Step Four - City Manager. The employee or the Association may present the grievance, in writing, to the City Manager within 15 working days of receipt of the Department Director’s decision or the mediator’s advisory opinion letter. The employee waives the right to proceed with the grievance if the employee or the Association does not act by the deadline. If the employee or the Association so requests, following written submission of the grievance to the City Manager, the City Manager shall meet with the employee and his or her representative in an effort to resolve the issue. Within 15 working days of receipt of the grievance or of an informal meeting held as provided in this section, whichever is sooner, the City Manager or his or her designee shall present a decision, in writing, to the employee and the Association, with copies to the Assistant City Manager. The City Manager’s decision shall be final and binding.
SECTION 2 - DISCIPLINE
Prior to suspension, demotion or discharge of any permanent employee for disciplinary purposes, the following procedures shall be followed.
2.01 Employees may be represented by counsel, the employee organization, or a representative of the employee’s choice at each level of the discipline procedure.
2.02 Employees may submit a statement of rebuttal for written reprimands. The statement of rebuttal shall be attached to the written reprimand and placed in the employee’s personnel file.
2.03 Written Notice of Proposed Action: Written notice of the proposed disciplinary action shall be given to the employee. The notice shall include, at a minimum, the notice of the proposed action, the reasons therefor, a copy of the charges and materials upon which the action is based, and the right to respond orally or in writing, to the authority initially imposing the discipline.
2.04 Employee Response: Within five working days, the employee shall notify the department head of his/her intent to respond, orally or in writing, or both, at the employee's option.
2.05 Written Notice of Final Action: Written notice of the final disciplinary action, if any, shall be given to the employee. The notice shall include, at a minimum, the notice of the final action, and the reasons therefor. Such notice shall also include the effective date of the action, and inform the employee of his/her appeal rights.
2.06 Advisory Arbitration: Any permanent bargaining unit member who has been subjected to disciplinary action resulting in termination, demotion or suspension without pay, or has been subjected to a pay reduction as a disciplinary action, may appeal such disciplinary action to advisory arbitration as set forth below. Any such appeal must be submitted in writing to the City Manager or his/her designee not later than 10 working days from receipt RBPSA MOU January 1, 2024 – December 31, 2026
27 of written notice that such discipline will be imposed. An email to the City’s representative is sufficient.
The advisory arbitration shall be conducted by a hearing officer selected as follows. The advisory arbitrator shall be selected from a list of nine (9) obtained from the California State Mediation and Conciliation Service. The parties shall determine by lot which party shall proceed first and through alternate strikes of names shall mutually select the remaining unstruck name as the arbitrator. The arbitrator shall prepare a written recommendation to the City Manager who may accept, reject or modify the recommendation. The decision of the City Manager shall constitute final administrative action and shall be subject to judicial review pursuant to Code of Civil Procedure sections 1094.5 and 1094.6.
If the employee is represented by the Association, the cost of the arbitrator and court reporter shall be shared equally by the City and the Association. If the employee is not represented by the Association, the costs shall be borne solely by the City.
ARTICLE VIII. MANAGEMENT RIGHTS
SECTION 1 - EXCLUSIVE CITY RIGHTS AND AUTHORITY
1.01 The City retains all rights not specifically delegated by this agreement, including but not limited to the exclusive right to:
A. Direct, supervise, hire, promote, suspend, discipline, discharge, transfer, assign, schedule and retain employees and change work schedules and assignments upon reasonable notice;
B. Relieve employees from duties because of lack of work or funds, or under conditions where continued work would be inefficient or nonproductive; C. Determine services to be rendered, operations to be performed, utilization of technology, overall budgetary matters and methods of financing; D. Determine the appropriate job classes and personnel by which government operations are to be conducted;
E. Determine the overall mission of the unit of government; F. Maintain and improve the efficiency and effectiveness of government operations; G. Take any necessary actions to carry out the mission of an agency in situations of emergency;
RBPSA MOU January 1, 2024 – December 31, 2026
28 H. Take whatever other actions may be necessary to carry out the wishes of the public not otherwise specified above or by collective agreement, to the extent the City acts in a legal manner in compliance with State law;
I. The exclusive right to provide any municipal service through a contractual arrangement with any private person, business, organization or corporation, or any other governmental entity;
J. Determine and/or change the facilities, methods, technology, means, organizational structure and size of composition of the work force and allocate and assign work by which the City operations are to be conducted; K. Establish and modify productivity and performance programs and standards.
1.02 The exercise by the City through its Council and management representatives of its rights hereunder shall not in any way, directly or indirectly, be subject to the grievance procedure herein and shall not supersede the City Personnel Rules and MOU's. Except in emergencies or when the City is required to make changes in its operations because of the requirements of law, whenever the execution of management rights impacts the wages, hours, or other terms and conditions of employment of bargaining unit members, the City agrees to meet and confer with Association representatives regarding the impact of the exercise of such rights, unless the matter of the exercise of such rights is provided for in the MOU or in the Personnel Rules and salary resolutions. By agreeing to meet and confer with the Association as to the impact of the exercise of the foregoing City rights, management's discretion in the exercise of these rights shall not be diminished.
ARTICLE IX. REDUCTION IN FORCE AND LAYOFF PROCEDURE
SECTION 1 - REDUCTION IN FORCE
1.01 The City Council or administrative authority may separate any employee or class of positions without prejudice, because of financial or economic condition of the City, reduction of work, or abandonment of activities. The City shall give such employees not less than four weeks advance notice of separation and the reason therefore.
1.02 Layoffs shall not be used to effect the termination of an employee for a failure to satisfactorily perform assigned duties or for disciplinary purposes.
1.03 The City agrees to notify the Association and the employee simultaneously at least four weeks prior to the effective date of the layoff. Upon request, the City agrees to meet and consult over the impact of the layoff on the bargaining unit. The City agrees to consider alternatives to layoff proposed by the Association such as, but not limited to: voluntary furloughs, partial or complete leaves of absence and reductions in time base. In addition, the City agrees to use its best efforts to place displaced employees in alternative positions.
RBPSA MOU January 1, 2024 – December 31, 2026
29 SECTION 2 - LAYOFF PROCEDURE
2.01 Order of Layoff – When a position is to be cut and an incumbent employee laid off, the following shall be observed:
A. Prior to implementing any layoff, the City shall ask if there are any employees holding positions in the classification of the position being abolished who wish to accept a layoff.
B. If there are no volunteers, the City shall then offer an employee whose position is scheduled to be cut consideration for vacancies at or below the employee’s current grade for which the employee meets the minimum qualifications and training requirements, prior to open or promotional recruitment.
C. The City will compile layoff lists for the various classifications of employment as conditions may require. Layoff lists shall be based on the layoff seniority of employees in the classification affected. Layoffs will be accomplished on the basis of layoff lists and the requirements of this Agreement.
D. Permanent employees shall be laid off in inverse order of seniority in classification as established by layoff lists.
2.02 Layoff Seniority
A. Layoff seniority is defined as the length of total service in all classifications as a permanent City employee, including probationary and non-probationary status, but not including time served as a temporary employee. When employees have equal overall seniority in permanent City employment, the employee with the greater amount of service in the employee’s present classification and in higher or equivalent classes shall have the highest retention priority. If a tie occurs, priority shall be determined by a flip of a coin, performed in the presence of a representative of the City and of the Association.
B. Layoff seniority commences with, and is determined by, the date of appointment to a permanent position and shall be credited for all time worked and for all periods.
C. Where there has been a break in employment, exceeding six months, credit shall not be given for prior service except in the case of an employee who was separated because of a reduction in force and subsequently re-employed.
RBPSA MOU January 1, 2024 – December 31, 2026
30 2.03 Written Notice of Layoff
A. Any employee to be laid off will be given written notice of layoff not less than four weeks prior to the effective date of such layoff.
B. An employee who is notified of impending layoff shall have the right to a personal conference to discuss the rights and benefits available to the employee. Notice of the right to such a conference shall be in writing to the employee and shall include the date, time and location of the scheduled conference. The employee may reschedule to a mutually agreeable time or waive the right to such conference in writing, in a space included on the notice of layoff. Employees may have an association representative present at the conference.
C. A copy of the layoff notice will be simultaneously provided to the Association. In addition to the layoff meeting with the employee, the City will meet and consult with the Association regarding the impact of employee layoffs.
D. Upon receipt of notice of layoff and in order to avoid layoff, an employee may request demotion in writing to the Human Resources Division within three working days of the date of the layoff conference.
2.04 Displacement
A. Permanent employees who are displaced from their positions by the reduction in work force process described above shall be entitled to placement in any department 1) in the same or lower classification in the same class series, or 2) in a lower classification in which the affected employee once had permanent status.
B. Whenever a position is created, reclassified, or modified due to reorganization, and approved by Council, that position shall be placed in the appropriate grouping of positions after negotiation with the Association.
C. Permanent employees who are displaced by other employees under this section are entitled, in turn, to the placement rights contained in this section.
D. The rights set forth in this Article shall apply only to employees and positions covered by this Memorandum of Understanding. If the City enters into an agreement which allows employees not subject to this MOU to displace employees subject to this MOU, the City shall extend reciprocal displacement rights to employees subject to this MOU.
RBPSA MOU January 1, 2024 – December 31, 2026
31 ARTICLE X. OTHER MATTERS
SECTION 1 - PROBATIONARY PERIOD
1.01 To fully evaluate employees effectively, any employee absent from work for any reason, (excluding training, which will be calculated as time “on duty”) for more than 160 hours cumulatively during their probationary period shall have their probationary period extended for the number of hours that equals the total number of absences from work.
For example, an employee absent 161 hours during their probationary period shall serve an additional 161 hours before successfully completing their probationary period.
SECTION 2 - OUTSIDE EMPLOYMENT
2.01 Employees shall not be employed by employers other than the City, nor shall they contract for or accept anything of value in return for services, nor shall they otherwise be selfemployed for remuneration, without the written approval of the Assistant City Manager.
The Assistant City Manager has the sole discretion with respect to any employee request for outside employment, except as provided in 2.02 below.
2.02 An employee seeking permission to perform outside employment shall apply in writing to the Assistant City Manager for approval on the form provided for the City. If outside employment is initially approved, such approval for outside employment may be revoked, provided the employee involved shall receive at least 14 calendar days advance notice in writing of such revocation.
If outside employment is not approved, the Association and the City Manager will submit their respective written positions on the issue to a mutually agreed-upon third party, who shall have the final authority to determine approval or non-approval of the outside employment. This determination shall be binding upon both the City and the employee.
Any costs associated with this final determination shall be shared equally, 50-50 by the City and the Association.
SECTION 3 - ASSOCIATION BUSINESS
3.01 Leave: The Association shall be eligible for an initial allocation of 120 hours per fiscal year of leave with pay for the purpose of attending seminars or conferences relative to employer-employee relations, Board of Directors meetings, and/or other meetings related to employer-employee relations. The Association shall provide reasonable advance written notice to their immediate supervisor specifying the dates and hours of leave requested and the personnel involved. Such leave shall be granted upon request, subject to the requirement that the City provide the personnel and level of service necessary to carry out the mission of the agency as determined by the City Manager. This leave provision shall be exclusive of such reasonable time that may be granted to Association representatives on matters related to wages, hours, and other terms and conditions of employment.
RBPSA MOU January 1, 2024 – December 31, 2026
32 3.02 The City will comply with its legal obligations regarding access to City Facilities and providing relevant information to the Association.
SECTION 4 - SAVINGS CLAUSE
4.01 The provisions of this MOU are declared to be severable and if any article, section, subsection, sentence, clause, or phrase of this MOU shall for any reason be held to be invalid by a court of competent jurisdiction, such decision shall not affect the validity of the remaining articles, sections, subsections, sentences, clauses, or phrases of this MOU, but they shall remain in effect, it being the intent of the City that this MOU shall stand notwithstanding the invalidity of any part.
SECTION 5 - IMPLEMENTATION AND DURATION
5.01 This MOU shall be binding on the City and the Association when ratified by the Association and approved and adopted by Mayor and City Council.
5.02 Except as otherwise provided herein, this MOU shall be in full force and effect beginning January 1, 2024, and shall remain in full force and effect through December 31, 2026.
5.03 The matters within the scope of representation that are set forth in this MOU have been discussed in good faith and agreed upon as constituting an equitable adjustment to existing wages, hours, and other terms and condition of employment between the City and the Association as evidenced by the signatures of the duly authorized representatives of each party.
SECTION 6 – DUES DEDUCTION
6.01 The City shall deduct from each paycheck and remit to the Association within the week following pay day, the Association dues which an employee authorizes in writing.
6.02 Association Dues Collection
The Financial Services Department shall deduct Association dues from all employees who have signed a written authorization. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have an Association dues deduction for that pay period.
6.03 Indemnification
In accordance with SB 866, Gov’t Code §1157.12, the City shall rely on a certification from the Association Representatives requesting a deduction or reduction that they have and will maintain an authorization, signed by the individual from whose salary or wages the deduction or reduction is to be made. An Association that certifies that it has and will maintain individual employee authorizations shall not be required to provide a copy of an RBPSA MOU January 1, 2024 – December 31, 2026
33 individual authorization to the City unless a dispute arises about the existence or terms of the authorization. The employee organization shall indemnify the City for any claims made by the employee for deductions made in reliance on that certification.
The City shall direct employee requests to cancel or change deductions to the Association.
The City shall rely on information provided by the Association regarding whether deductions for Association membership were properly canceled or changed, and the Association shall indemnify the City for any claims made by the employee for deductions made in reliance on that information. Deductions may be revoked only pursuant to the terms of the employee’s written authorization, Association Bylaws, and this MOU.
6.04 Employee Information
Within thirty (30) days of each new hire in PSA, the City will notify PSA of the new hire, providing PSA with the employee’s name, classification, job title, department in the City, work location, work email address, work phone number, and date of hire. This includes for any current employee who promotes, demotes, or otherwise transfers into PSA.
In accordance with Government Code §3555 3559, the City shall provide to Association Representatives the name, hire date, job title, department, work location, work and home cellular telephone numbers, work and personal email addresses on file with the City, and home address for all employees in the bargaining unit at least every 120 days Pursuant to Gov. Code 6254.3(c), an employee may request that the City refrain from disclosing the employee’s home address, home telephone number, personal cellular telephone number, personal email address, or birth date to the Association upon written request to Human Resources.
6.05 Union Security: Maintenance of Membership
Any employee in this unit who has authorized Association dues deductions on the effective date of this MOU or at any time subsequent to the effective date of this MOU shall continue to have such dues deductions made by the City during the term of this MOU; provided however, that any employee in the unit may terminate such Association dues during the first twenty (20) days of April by notifying the Association in writing of his/her termination of Association dues deduction. Such notification shall be delivered in person or by U.S. mail and should be in the form of a letter containing the following information: employee name, employee number, job classification, department name and name of the Association from which dues deductions are to be canceled. The Association will provide the City’s Human Resources Department with the appropriate documentation to process these dues cancellations within ten (10) business days after the close of the withdrawal period.
6.06 New Employee Orientation
RBPSA MOU January 1, 2024 – December 31, 2026
34 City will provide the Association with 10 calendar days advanced notice, or as soon as practicable, of all new employee orientations within the bargaining unit. The Association will select its representative to meet with the new employee and that meeting will be conducted after completion of the Human Resources orientation. When selecting its representative, the Association will make reasonable efforts to minimize disruption to the department operational needs.
The Association will be provided up to 30 minutes to discuss, among other things, the rights and obligations created by the MOU, the role of the Association, and to answer any questions that the new employee may have.
SECTION 7 - COMPUTER LOAN PROGRAM
7.01 The City shall provide a computer loan program for bargaining unit members consistent with the existing policy applicable to the Teamsters and RBCEA bargaining units. There is no cap on the amount of money available for this program. Effective January 1, 2025, the City will end the Computer Loan Program; employees already participating will be allowed to complete the terms of their computer loan.
SECTION 8 – RESIDENCY REQUIREMENT
8.01 Effective January 27, 2024, Communications Supervisors and Managers must live within a Southern California County (Los Angeles, Orange, Riverside, San Bernardino, San Diego, Imperial, Ventura, Santa Barbara, San Luis Obispo, and Kern Counties) with the ability to report back to the City by car/vehicle within four (4) hours. While employees’ primary residence must be within four driving hours of the City, an employee is not expected to be within reporting distance at all times while off duty. Communications Supervisors and Managers who currently live outside of this Residency Requirement will be “grandparented” in, meaning they will be allowed to maintain their current residence.
RBPSA MOU January 1, 2024 – December 31, 2026
35 FOR THE ASSOCIATION: FOR THE CITY:
Lina Carrillo, President James A. Light, Mayor
Robert Rivera, First Vice President APPROVED AS TO FORM:
Michael Webb, City Attorney
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 36 The monthly base salary ranges for employees in the Professional and Supervisory Unit shall be set forth as follows:
Effective the first full pay period in January 2023:
CLASS TITLE MONTHLY BASE
SALARY RANGES
Principal Civil Engineer 8,692 – 11,291
Capital Projects Program Manager 7,811 – 10,141
Civil Engineer 7,811 – 10,141
Senior Plan Check Engineer 7,811 – 10,141
Transportation Engineer 7,811 – 10,141
Planning Manager 7,811 – 10,141
Associate Civil Engineer 7,294 – 9,434
Support Services Manager (U) 7,294 – 9,434
Deputy City Treasurer (U) 7,294 – 9,434
Economic Development Manager 7,294 – 9,434
Information Technology Operations/Infrastructure Supervisor 7,294 – 9,434 Plan Check Engineer 7,294 – 9,434
Hazardous Materials Specialist (U) 7,139 – 9,241
Fire Prevention Hazardous Materials Specialist (U) 7,139 – 9,241 Capital Projects Construction Manager (U) 7,106 – 9,182 Program Manager – WIA & CDBG (U) 7,106 – 9,182
Public Works Manager/Building/Facilities and Pier/Harbor 7,106 – 9,182 Public Works Manager/Parks and Urban Forestry 7,106 – 9,182 Public Works Manager/Streets-Sewers 7,106 – 9,182
Public Works Superintendent (U) 7,106 – 9,182
Cultural Arts Manager 7,106 – 9,182
Recreation, Youth, Senior and Family Services Manager (U) 7,106 – 9,182 Business Systems Analyst 6,937 – 8,965
Senior Planner 6,937 – 8,965
Transit Operations and Transportation Facilities Manager (U) 6,937 – 8,965 Chief Deputy City Clerk 6,937 – 8,965
Administrative Manager 6,840 – 8,841
Building Regulations Manager 6,840 – 8,841
Harbor Facilities Manager (U) 6,840 – 8,841
Housing Manager 6,840 – 8,841
Recreation Facilities Manager (U) 6,840 – 8,841
Associate Planner 6,633 – 8,567
Public Safety Communications Manager (U) 6,633 – 8,567
Facilities Maintenance Manager (U) 6,633 – 8,567
Grants Financial Administrator (U) 6,633 – 8,567
Law Office Manager 6,633 – 8,567
Litigation Paralegal 6,633 – 8,567
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 37 Information Technology Analyst 6,633 – 8,567
Municipal Enforcement Manager 6,355 – 8,206
Senior Management Analyst 6,355 – 8,206
Community Program Manager 6,355 – 8,206
Police Records Manager 6,355 – 8,206
Harbor Projects Analyst 6,254 – 8,082
Harbor Properties Associate 6,254 – 8,082
Information Systems Specialist 6,008 – 7,814
Administrative Analyst 5,951 – 7,678
Community Services Analyst 5,951 – 7,678
Economic Development Associate (U) 5,951 – 7,678
Public Works Maintenance Supervisor 5,951 – 7,678
Rehabilitation Inspector/Estimator (U) 5,951 – 7,678
Records Management Supervisor (U) 5,951 – 7,678
Senior Librarian 5,951 – 7,678
Crime Analyst 5,951 – 7,678
Assistant Civil Engineer 5,751 – 7,430
Assistant Planner 5,751 – 7,430
Communications Supervisor 5,751 – 7,430
Community Resources Supervisor 5,751 – 7,430
Fire Prevention Officer 5,751 – 7,430
Fire Prevention Plan Checker 5,751 – 7,430
Plans Examiner 5,751 – 7,430
Technical Theater Supervisor 5,751 – 7,430
Recreation Supervisor 5,751 – 7,430
Municipal Services Supervisor 5,751 – 7,430
Planning Analyst 5,751 – 7,430
Municipal Enforcement Supervisor 5,222 – 6,743
Computer & Telecommunications Specialist 5,222 – 6,743
Intake Supervisor (U) 5,222 – 6,743
Librarian 5,222 – 6,743
Analyst 5,143 – 6,260
Executive Assistant 5,143 – 6,260
Executive Assistant to the City Prosecutor 5,143 – 6,260 Executive Assistant to the Police Chief 5,143 – 6,260
Legal Secretary 5,143 – 6,260
Library Circulation Supervisor 5,143 – 6,260
Printing & Graphics Supervisor 5,143 – 6,260
Housing Supervisor 5,143 – 6,260
Waterfront & Economic Development Manager 7,294 – 9,434 GIS Analyst 5,951 – 7,678
Senior Accountant 6,937 – 8,965
Technical Theater Specialist 5,200 – 6,760
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 38 Note: The letter (U) denotes a position in the Unclassified Service.
Effective January 27, 2024:
CLASS TITLE MONTHLY BASE
SALARY RANGES
Principal Civil Engineer 9,170 – 11,912
Capital Projects Program Manager 8,241 – 10,699
Civil Engineer 8,241 – 10,699
Senior Plan Check Engineer 8,241 – 10,699
Transportation Engineer 8,241 – 10,699
Planning Manager 8,241 – 10,699
Public Works Manager/Building/Facilities and Pier/Harbor 7,872 – 10,171 Public Works Manager/Parks and Urban Forestry 7,872 – 10,171 Public Works Manager/Streets-Sewers 7,872 – 10,171
Public Works Superintendent (U) 7,872 – 10,171
Public Safety Communications Manager (U) 7,698 – 9,942
Associate Civil Engineer 7,695 – 9,953
Waterfront and Economic Development Manager (U) 7,695 – 9,953 Economic Development Manager 7,695 – 9,953
Information Technology Operations/Infrastructure Supervisor 7,695 – 9,953 Plan Check Engineer 7,695 – 9,953
Hazardous Materials Specialist (U) 7,532 – 9,749
Fire Prevention Hazardous Materials Specialist (U) 7,532 – 9,749 Capital Projects Construction Manager (U) 7,497 – 9,687 Program Manager – WIA & CDBG (U) 7,497 – 9,687
Cultural Arts Manager 7,497 – 9,687
Recreation Youth Senior and Family Services Manager (U) 7,497 – 9,687 Business Systems Analyst 7,319 – 9,458
Senior Planner 7,319 – 9,458
Senior Accountant 7,319 – 9,458
Transit Operations and Transportation Facilities Manager (U) 7,319 – 9,458 Chief Deputy City Clerk 7,319 – 9,458
Administrative Manager 7,216 – 9,327
Building Regulations Manager 7,216 – 9,327
Housing Manager 7,216 – 9,327
Recreation Facilities Manager (U) 7,216 – 9,327
Associate Planner 6,998 – 9,038
Facilities Maintenance Manager (U) 6,998 – 9,038
Grants Financial Administrator (U) 6,998 – 9,038
Law Office Manager 6,998 – 9,038
Litigation Paralegal 6,998 – 9,038
Information Technology Analyst 6,998 – 9,038
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 39 Police Records Manager 6,705 – 9,523
Municipal Enforcement Manager 6,705 – 8,657
Senior Management Analyst 6,705 – 8,657
Community Program Manager 6,705 – 8,657
Communications Supervisor 6,674 – 8,623
Harbor Projects Analyst 6,598 – 8,527
Harbor Properties Associate 6,598 – 8,527
Public Works Maintenance Supervisor 6,592 – 8,505
Information Systems Specialist 6,338 – 8,244
Crime Analyst 6,278 – 8,505
Administrative Analyst 6,278 – 8,100
Community Services Analyst 6,278 – 8,100
GIS Analyst 6,278 – 8,100
Economic Development Associate (U) 6,278 – 8,100
Rehabilitation Inspector/Estimator (U) 6,278 – 8,100
Records Management Supervisor (U) 6,278 – 8,100
Senior Librarian 6,278 – 8,100
Assistant Civil Engineer 6,067 – 7,839
Assistant Planner 6,067 – 7,839
Community Resources Supervisor 6,067 – 7,839
Fire Prevention Officer 6,067 – 7,839
Fire Prevention Plan Checker 6,067 – 7,839
Plans Examiner 6,067 – 7,839
Technical Theater Supervisor 6,067 – 7,839
Recreation Supervisor 6,067 – 7,839
Municipal Services Supervisor 6,067 – 7,839
Planning Analyst 6,067 – 7,839
Municipal Enforcement Supervisor 5,509 – 7,114
Computer & Telecommunications Specialist 5,509 – 7,114
Intake Supervisor (U) 5,509 – 7,114
Librarian 5,509 – 7,114
Technical Theater Specialist 5,486 – 7,132
Analyst 5,426 – 6,604
Executive Assistant 5,426 – 6,604
Executive Assistant to the City Prosecutor 5,426 – 6,604 Executive Assistant to the Police Chief 5,426 – 6,604
Legal Secretary 5,426 – 6,604
Library Circulation Supervisor 5,426 – 6,604
Printing & Graphics Supervisor 5,426 – 6,604
Housing Supervisor 5,426 – 6,604
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 40 Effective the first full pay period in January 2025:
CLASS TITLE MONTHLY BASE
SALARY RANGES
Principal Civil Engineer 9,170 – 12,865
Capital Projects Program Manager 8,241 – 11,555
Civil Engineer 8,241 – 11,555
Senior Plan Check Engineer 8,241 – 11,555
Transportation Engineer 8,241 – 11,555
Planning Manager 8,241 – 11,555
Public Works Manager/Building/Facilities and Pier/Harbor 7,872 – 10,985 Public Works Manager/Parks and Urban Forestry 7,872 – 10,985 Public Works Manager/Streets-Sewers 7,872 – 10,985
Public Works Superintendent (U) 7,872 – 10,985
Public Safety Communications Manager (U) 7,698 – 10,737 Associate Civil Engineer 7,695 – 10,749
Waterfront and Economic Development Manager (U) 7,695 – 10,749 Economic Development Manager 7,695 – 10,749
Information Technology Operations/Infrastructure Supervisor 7,695 – 10,749 Plan Check Engineer 7,695 – 10,749
Hazardous Materials Specialist (U) 7,532 – 10,529
Fire Prevention Hazardous Materials Specialist (U) 7,532 – 10,529 Capital Projects Construction Manager (U) 7,497 – 10,462 Program Manager – WIA & CDBG (U) 7,497 – 10,462
Cultural Arts Manager 7,497 – 10,462
Recreation Youth Senior and Family Services Manager (U) 7,497 – 10,462 Business Systems Analyst 7,319 – 10,215
Senior Planner 7,319 – 10,215
Senior Accountant 7,319 – 10,215
Transit Operations and Transportation Facilities Manager (U) 7,319 – 10,215 Chief Deputy City Clerk 7,319 – 10,215
Administrative Manager 7,216 – 10,073
Building Regulations Manager 7,216 – 10,073
Housing Manager 7,216 – 10,073
Recreation Facilities Manager (U) 7,216 – 10,073
Associate Planner 6,998 – 9,761
Facilities Maintenance Manager (U) 6,998 – 9,761
Grants Financial Administrator (U) 6,998 – 9,761
Law Office Manager 6,998 – 9,761
Litigation Paralegal 6,998 – 9,761
Information Technology Analyst 6,998 – 9,761
Police Records Manager 6,705 – 10,285
Municipal Enforcement Manager 6,705 – 9,350
Senior Management Analyst 6,705 – 9,350
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 41 Community Program Manager 6,705 – 9,350
Communications Supervisor 6,674 – 9,313
Harbor Projects Analyst 6,598 – 9,209
Harbor Properties Associate 6,598 – 9,209
Public Works Maintenance Supervisor 6,592 – 9,185
Information Systems Specialist 6,338 – 8,904
Crime Analyst 6,278 – 9,185
Administrative Analyst 6,278 – 8,748
Community Services Analyst 6,278 – 8,748
GIS Analyst 6,278 – 8,748
Economic Development Associate (U) 6,278 – 8,748
Rehabilitation Inspector/Estimator (U) 6,278 – 8,748
Records Management Supervisor (U) 6,278 – 8,748
Senior Librarian 6,278 – 8,748
Assistant Civil Engineer 6,067 – 8,466
Assistant Planner 6,067 – 8,466
Community Resources Supervisor 6,067 – 8,466
Fire Prevention Officer 6,067 – 8,466
Fire Prevention Plan Checker 6,067 – 8,466
Plans Examiner 6,067 – 8,466
Technical Theater Supervisor 6,067 – 8,466
Recreation Supervisor 6,067 – 8,466
Municipal Services Supervisor 6,067 – 8,466
Planning Analyst 6,067 – 8,466
Municipal Enforcement Supervisor 5,509 – 7,683
Computer & Telecommunications Specialist 5,509 – 7,683
Intake Supervisor (U) 5,509 – 7,683
Librarian 5,509 – 7,683
Technical Theater Specialist 5,486 – 7,703
Analyst 5,426 – 7,132
Executive Assistant 5,426 – 7,132
Executive Assistant to the City Prosecutor 5,426 – 7,132 Executive Assistant to the Police Chief 5,426 – 7,132
Legal Secretary 5,426 – 7,132
Library Circulation Supervisor 5,426 – 7,132
Printing & Graphics Supervisor 5,426 – 7,132
Housing Supervisor 5,426 – 7,132
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 42 Effective the first full pay period in January 2026:
CLASS TITLE MONTHLY BASE
SALARY RANGES
Principal Civil Engineer 9,353 -13,122
Capital Projects Program Manager 8,406 – 11,786
Civil Engineer 8,406 – 11,786
Senior Plan Check Engineer 8,406 – 11,786
Transportation Engineer 8,406 – 11,786
Planning Manager 8,406 – 11,786
Public Works Manager/Building/Facilities and Pier/Harbor 8,029 – 11,205 Public Works Manager/Parks and Urban Forestry 8,029 – 11,205 Public Works Manager/Streets-Sewers 8,029 – 11,205
Public Works Superintendent (U) 8,029 – 11,205
Public Safety Communications Manager (U) 7,852 – 10,952 Associate Civil Engineer 7,849 – 10,964
Waterfront and Economic Development Manager (U) 7,849 – 10,964 Economic Development Manager 7,849 – 10,964
Information Technology Operations/Infrastructure Supervisor 7,849 – 10,964 Plan Check Engineer 7,849 – 10,964
Hazardous Materials Specialist (U) 7,683 – 10,740
Fire Prevention Hazardous Materials Specialist (U) 7,683 – 10,740 Capital Projects Construction Manager (U) 7,647 – 10,671 Program Manager – WIA & CDBG (U) 7,647 – 10,671
Cultural Arts Manager 7,647 – 10,671
Recreation Youth Senior and Family Services Manager (U) 7,647 – 10,671 Business Systems Analyst 7,465 – 10,419
Senior Planner 7,465 – 10,419
Senior Accountant 7,465 – 10,419
Transit Operations and Transportation Facilities Manager (U) 7,465 – 10,419 Chief Deputy City Clerk 7,465 – 10,419
Administrative Manager 7,360 – 10,274
Building Regulations Manager 7,360 – 10,274
Housing Manager 7,360 – 10,274
Recreation Facilities Manager (U) 7,360 – 10,274
Associate Planner 7,138 – 9,956
Facilities Maintenance Manager (U) 7,138 – 9,956
Grants Financial Administrator (U) 7,138 – 9,956
Law Office Manager 7,138 – 9,956
Litigation Paralegal 7,138 – 9,956
Information Technology Analyst 7,138 – 9,956
Police Records Manager 6,839 - 10,491
Municipal Enforcement Manager 6,839 – 9,537
EXHIBIT A - Pay Plan for the Professional and Supervisory Unit 43 Senior Management Analyst 6,839 – 9,537
Community Program Manager 6,839 – 9,537
Communications Supervisor 6,807 – 9,499
Harbor Projects Analyst 6,730 - 9,393
Harbor Properties Associate 6,730 – 9,393
Public Works Maintenance Supervisor 6,724 – 9,369
Information Systems Specialist 6,465 – 9,082
Crime Analyst 6,404 – 9,369
Administrative Analyst 6,404 – 8,923
Community Services Analyst 6,404 – 8,923
GIS Analyst 6,404 – 8,923
Economic Development Associate (U) 6,404 – 8,923
Rehabilitation Inspector/Estimator (U) 6,404 – 8,923
Records Management Supervisor (U) 6,404 – 8,923
Senior Librarian 6,404 – 8,923
Assistant Civil Engineer 6,188 – 8,635
Assistant Planner 6,188 – 8,635
Community Resources Supervisor 6,188 – 8,635
Fire Prevention Officer 6,188 – 8,635
Fire Prevention Plan Checker 6,188 – 8,635
Plans Examiner 6,188 – 8,635
Technical Theater Supervisor 6,188 – 8,635
Recreation Supervisor 6,188 – 8,635
Municipal Services Supervisor 6,188 – 8,635
Planning Analyst 6,188 – 8,635
Municipal Enforcement Supervisor 5,619 – 7,837
Computer & Telecommunications Specialist 5,619 – 7,837
Intake Supervisor (U) 5,619 – 7,837
Librarian 5,619 – 7,837
Technical Theater Specialist 5,596 – 7,857
Analyst 5,535 – 7,275
Executive Assistant 5,535 – 7,275
Executive Assistant to the City Prosecutor 5,535 – 7,275 Executive Assistant to the Police Chief 5,535 – 7,275
Legal Secretary 5,535 – 7,275
Library Circulation Supervisor 5,535 – 7,275
Printing & Graphics Supervisor 5,535 – 7,275
Housing Supervisor 5,535 – 7,275