January 27, 2026
Human Resources
DATE: January 27, 2026
TO: Mayor Martinez and Members of the City Council
FROM:
Nickie Mastay, Deputy City Manager, Internal Services
Subject:
Approve Salaries and Benefits of Unrepresented
Executive Management Classifications
FINANCIAL IMPACT: The projected three-year fiscal impact for salaries and benefits for Fiscal Year (FY) 2025-26, through FY 2027- 28 is $145,146.
PREVIOUS COUNCIL
ACTION:
November 16, 2021
June 20, 2023
STATEMENT OF THE
ISSUE:
City Council approval is required to amend the resolution establishing the salary, wages, additional pay, and
benefits for unrepresented management employees.
RECOMMENDED ACTION:
ADOPT a resolution to approve changes to salaries and
benefits of Unrepresented Management employees,
consistent with the changes to salaries and benefits of represented management, Executive Management
International Federation of Professional and Technical
Engineers (IFPTE) Local 21 Bargaining Unit employees
and DIRECT the city manager or their designee to
update the publicly available salary schedule – Internal Services (Nickie Mastay 510-620-6602)..
AGENDA
REPORT
January 27, 2026
DISCUSSION:
BACKGROUND
California public sector labor laws permit management employees, such as the City’s department directors and other Executive Management employees, to collectively bargain wages, hours, and other terms and conditions of employment through a union or association.
On November 16, 2021, the City Council adopted a resolution to approve the salaries and benefits of Unrepresented Management employees consistent with the changes to salaries and benefits for represented management employees and directed the City Manager or designee to update the publicly available salary schedule (Attachment 1).
In addition, the City and International Federation of Professional and Technical Engineers (IFPTE) Local 21 agreed that specific classifications are excluded from IFPTE Local 21 representation due to their unique responsibilities in negotiating, administering all City collective bargaining agreements, and managing employer- employee relations with the City’s eight (8) unions and employee associations. These classifications comprise the Unrepresented Executive Management classifications.
The City will meet and confer with the IFPTE Local 21 Union to review the classifications list to ensure it encompasses all current City Executive Management classifications with these distinct roles and responsibilities.
CITY COUNCIL ACTION
On June 20, 2023, the City Council adopted Resolution No. 54-23, which approved a contract amendment and authorized compensation enhancements and classification range changes following negotiations related to the City’s classification and compensation study.
Recently, representatives of the City and IFPTE Local 21 Executive Management Unit have engaged in good faith negotiations concerning adjustments to wages, hours, and other terms and conditions of employment for represented Executive Management employees.
The proposed resolution aligns Unrepresented Employees’ wage increases and benefits with those provided to Executive Management employees represented by IFPTE Local
21. The key changes provided are:
Longevity Pay (effective July 2023)
401a Deferred Comp Contribution (effective July 1, 2023) 5% Wage Increases effective:
o July 1, 2025
o July 1, 2026
January 27, 2026
o July 1, 2027
Additional provisions address holidays, vacation, parental leave, additional pay, benefits, and working conditions.
The administrative record must document the terms of the approval for CalPERS purposes. Therefore, City staff is presenting a proposed resolution affirming that the City Council provides Unrepresented employees with salaries, wages, benefits, compensation enhancements, classification range changes, working conditions, and other provisions equivalent to those received by Executive Management employees represented by IFPTE Local 21.
The City Manager and the City Attorney have employment agreements. To the extent that the employment agreements cover the above topics, then the employment agreement will govern.
RECOMMENDATION
It is recommended that the City Council:
Adopt a resolution delineating the enhancements and classification salary range changes implemented through the classification and compensation study (Attachment 2). Grant unrepresented management employees equivalent salaries, wages, additional pay, benefits, compensation enhancements, classification range changes, working conditions, and provisions as afforded to Represented Management employees, effective July 1, 2025. Direct the City Manager or their designee to update the publicly available salary schedule.
DOCUMENTS ATTACHED:
Attachment 1 – Resolution 135-21
Attachment 2 – Resolution granting unrepresented employees the same salaries, wages, additional pays, benefits, compensation enhancements, classification range changes, working conditions, and provisions as the Executive Management IFPTE Local 21 Unit (proposed)