Rocklin City Council
June 25, 2024

Reso. No. 2024-
RESOLUTION NO. 2024-XX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN

APPROVING A REVISED MANAGEMENT SALARY SCHEDULE
WHEREAS, the City has rebranded the Public Services Department to the Public Works Department; and
WHEREAS, Human Resources updated the classification specification for the Director of Public Services and Public Services Manager to reflect a retitle to Director of Public Works and Public Works Manager, respectively; and
WHEREAS, the agreed upon classification retitles require an update to the Management Salary Schedule.

NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Rocklin as follows:

Section 1. Effective June 25, 2024, the updated Management Salary Schedule attached hereto as Exhibit A is hereby approved.

PASSED AND ADOPTED this 25th day of June 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

Greg Janda, Mayor
ATTEST:

Avinta Singh, City Clerk
701
Classification Range 1 2 3 4 5 6 7 8 9 10
Associate Management Analyst 5 74,452 77,057 79,755 82,546 85,435 88,425 91,520 94,723 98,039 101,470 Payroll Administrator 6 76,313 78,984 81,748 84,610 87,571 90,636 93,808 97,091 100,490 104,007 Code Enforcement Program Manager 15 95,304 98,640 102,093 105,666 109,364 113,192 117,154 121,254 125,498 129,890 Management Analyst
Manager of Police Records and Communications
Principal Information Technology Analyst 16 97,687 101,106 104,645 108,307 112,098 116,022 120,082 124,285 128,635 133,137 Parks and Recreation Manager 17 100,129 103,634 107,261 111,015 114,901 118,922 123,084 127,392 131,851 136,466 Public Works Manager
City Clerk 18 102,632 106,225 109,942 113,790 117,773 121,895 126,162 130,577 135,147 139,878 Manager of Building Services
Principal Planner
Senior Engineer
Senior Management Analyst
Manager of Planning Services 19 105,198 108,880 112,691 116,635 120,717 124,943 129,316 133,842 138,526 143,374 Principal Management Analyst 20 107,828 111,602 115,508 119,551 123,735 128,066 132,548 137,188 141,989 146,959

Information Technology Manager 22 113,287 117,252 121,356 125,603 129,999 134,549 139,259 144,133 149,177 154,399 Chief Building Official 23 116,119 120,183 124,390 128,743 133,249 137,913 142,740 147,736 152,907 158,259 Deputy Director of Administrative Services 26 125,048 129,424 133,954 138,643 143,495 148,517 153,716 159,096 164,664 170,427 City Engineer/Deputy Director of Community
Development 27 128,174 132,660 137,303 142,109 147,082 152,230 157,558 163,073 168,781 174,688

CITY OF ROCKLIN

MANAGEMENT SALARY SCHEDULE
(Annual Salary)
Effective June 25, 2024
702
Classification Range 1 2 3 4 5 6 7 8 9 10

Deputy Fire Chief 31 141,480 146,432 151,557 156,861 162,352 168,034 173,915 180,002 186,302 192,823 Assistant City Attorney
Director of Community Development 32 145,017 150,093 155,346 160,783 166,410 172,235 178,263 184,502 190,960 197,643 Director of Parks and Recreation
Director of Public Works 34 152,358 157,691 163,210 168,923 174,835 180,954 187,287 193,843 200,627 207,649 Police Captain 35 156,167 161,633 167,290 173,146 179,206 185,478 191,970 198,689 205,643 212,840 Director of Administrative Services 36 160,072 165,674 171,473 177,474 183,686 190,115 196,769 203,656 210,784 218,161

Assistant City Manager 38 168,175 174,061 180,154 186,459 192,985 199,739 206,730 213,966 221,455 229,206 Fire Chief 40 176,689 182,873 189,274 195,898 202,755 209,851 217,196 224,798 232,666 240,809 Police Chief
Salary Resolution No. Date Adopted
City Attorney 225,000 2024-014 01/09/2024
City Manager 262,080 2023-166 10/10/2023
703

Reso. No. 2024-
RESOLUTION NO. 2024-XX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN APPROVING RULES, REGULATIONS,

BENEFITS, AND POLICIES RELATING TO EMPLOYEE RELATIONS BETWEEN THE MANAGEMENT, CONFIDENTIAL, AND UNREPRESENTED EMPLOYEES AND THE CITY; REPEALING RESOLUTION NO. 2023-134
WHEREAS, on September 12, 2023, the City Council adopted Resolution No. 2023-134 approving the Management, Confidential, and Unrepresented Employees Resolution; and WHEREAS, Human Resources is now bringing an updated resolution that is attached and incorporated herein to the City Council for final approval and adoption.

NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Rocklin as follows:

Section 1. Resolution No. 2023-134 is hereby repealed.

Section 2. The Rocklin Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies attached hereto as Exhibit A and by this reference incorporated are hereby approved.

Section3. Effective June 25, 2024, the Rules, Regulations, Benefits, and Policies attached hereto as Exhibit A and by this reference incorporated herein shall govern the terms and conditions of employment for the management, confidential, and unrepresented employees of the City of Rocklin.

PASSED AND ADOPTED this 25th day of June 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

Greg Janda, Mayor
ATTEST:

Avinta Singh, City Clerk
704
June 25, 2024

ROCKLIN MANAGEMENT, CONFIDENTIAL, AND OTHER UNREPRESENTED EMPLOYEES

RULES, REGULATIONS, BENEFITS, AND POLICIES
705
Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies
Exhibit A for Reso. No. 2024-xxx

TABLE OF CONTENTS
SECTION I – GENERAL ................................................................................................. 3 ARTICLE 1. INTENT..................................................................................................... 3 ARTICLE 2. DURATION AND SUCCESSOR RESOLUTIONS .............................................. 3 ARTICLE 3. EMPLOYEE RIGHTS ................................................................................... 3 ARTICLE 4. SEPARABILITY........................................................................................... 4 ARTICLE 5. CONFIDENTIAL EMPLOYEES ...................................................................... 4 ARTICLE 6. MANAGEMENT EMPLOYEES ..................................................................... 4 SECTION II – COMPENSATION ..................................................................................... 6 ARTICLE 7. COMPENSATION....................................................................................... 6 ARTICLE 8. OVERTIME/COMPENSATOry TIME OFF ..................................................... 7 ARTICLE 9. EDUCATION INCENTIVE PAY ................................................................... 10 ARTICLE 10. SEVERANCE PAY.................................................................................... 10 SECTION III – BENEFITS ............................................................................................. 12 ARTICLE 11. HEALTH AND OTHER BENEFITS .............................................................. 12 ARTICLE 12. STATE DISABILITY INSURANCE............................................................... 15 ARTICLE 13. FLEXIBLE SPENDING PLAN ..................................................................... 15 ARTICLE 14. RETIREMENT BENEFITS.......................................................................... 15 ARTICLE 15. DEFERRED COMPENSATION .................................................................. 16 ARTICLE 16. RETIREE HEALTH BENEFITS .................................................................... 17 ARTICLE 17. TUITION REIMBURSEMENT ................................................................... 17 ARTICLE 18. UNIFORM ALLOWANCE ......................................................................... 19 SECTION IV – LEAVES ................................................................................................ 20 ARTICLE 19. VACATION ............................................................................................ 20 ARTICLE 20. HOLIDAYS ............................................................................................. 21 ARTICLE 21. SICK LEAVE............................................................................................ 21 ARTICLE 22. BEREAVEMENT LEAVE ........................................................................... 24 ARTICLE 23. MANAGEMENT LEAVE........................................................................... 25 ARTICLE 24. FAMILY AND MEDICAL LEAVE ACT/CALFORNIA FAMILY RIGHTS ACT ...... 26 ARTICLE 25. LEAVE OF ABSENCE WITHOUT PAY ........................................................ 27 ARTICLE 26. JURY DUTY............................................................................................ 28 SECTION V – MISCELLANEOUS TERMS AND CONDITIONS .......................................... 29 ARTICLE 27. PROBATIONARY PERIODS ...................................................................... 29 ARTICLE 28. NEPOTISM............................................................................................. 30 ARTICLE 29. HOLIDAY FURLOUGH ............................................................................. 31 ARTICLE 30. EMPLOYEE PERFORMANCE EVALUATIONS ............................................. 31 ARTICLE 31. EXTRA STEP (MERIT) INCREASE .............................................................. 32 ARTICLE 32. CITY MANAGER ADDITIONAL AUTHORITY .............................................. 32 706
Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies
Exhibit A for Reso. No. 2024-xxx
707
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CITY OF ROCKLIN AND ROCKLIN MANAGEMENT/CONFIDENTIAL EMPLOYEES

RULES, REGULATIONS, BENEFITS, AND POLICIES
The City Council of the City of Rocklin hereby adopts the following rules, regulations, benefits, and policies; hereafter (“Document”):

SECTION I – GENERAL
ARTICLE 1. INTENT
This Document shall be the policy of administering the employee relations between the City of Rocklin, hereafter the “City” and the management, confidential, and other unrepresented employees of the City. All previous resolutions of the City Council in regard to salaries and benefits for employees are hereby expressly superseded.

When there is a conflict between the Rules, Regulations, Benefits and Policies Relating to Employee Relations Between the Management, Confidential, and Other Unrepresented Employees and the City and the Personnel Rules, the language in the Rules, Regulations, Benefits and Policies relating to employee relations between the Management, Confidential, and Other Unrepresented Employees and the City shall govern.

For purposes of this Document, management and confidential employees shall be defined consistently with the definition contained within the City’s Employee/Employer Resolution.

Other unrepresented employees shall be defined as those employees or classifications that are not represented by a recognized employee organization and are not performing duties consistent with the definition of management employees or confidential employees as defined by the City’s Employee/Employer Resolution, or classifications that are represented by a recognized employee organization but where the recognized employee organization does not represent temporary employees. As used herein, “full-time employee” is intended to refer to those employees that meet the definition of “full-time employee” in the City’s Personnel Rules.

ARTICLE 2. DURATION AND SUCCESSOR RESOLUTIONS
This Document shall remain in effect from the date of adoption and for each fiscal year thereafter, until or unless said resolution shall be repealed or modified by the City Council.

ARTICLE 3. EMPLOYEE RIGHTS
The provisions of this Document shall be applied equally to all employees without favor or discrimination because of race, color, creed, age, sex, sexual orientation, marital status, national origin, ancestry, political or religious opinions or affiliations, or physical or mental disability, or any other legally protected group.
708
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ARTICLE 4. SEPARABILITY
If any provision of this Document or if the application of such provision to any person or circumstances shall be held invalid, the remainder of this document or the application of such provision to persons or circumstances other than those as to which it is held invalid shall not be affected thereby.

ARTICLE 5. CONFIDENTIAL EMPLOYEES
Employees in this group are designated as such by virtue of the fact that they are privy to information used in the conduct of employer/employee relations.  Administrative Office Clerk
 Administrative Office Assistant
 Communications Specialist
 Department Administrative Specialist
 Deputy City Clerk
 Executive Assistant
 Executive Assistant to the City Manager
 Human Resources Technician I/II
 Information Technology Analyst-one designated position  Legal Secretary
 Paralegal
 Payroll Technician I/II
ARTICLE 6. MANAGEMENT EMPLOYEES
Employees in this group are at-will employees who serve at the pleasure of the City Council or City Manager and may be directly appointed to a vacant position. At-will employment is employment as defined by the California Labor Code as the default form of employment in the State of California.
 Assistant City Attorney
 Assistant City Manager
 Associate Management Analyst
 Chief Building Official
 City Attorney
 City Clerk
 City Engineer/Deputy Director of Community Development  City Manager
 Code Enforcement Program Manager
 Deputy Director of Administrative Services
 Deputy Fire Chief
 Director of Administrative Services
 Director of Community Development
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 Director of Parks and Recreation
 Director of Public Works
 Fire Chief
 Information Technology Manager
 Management Analyst
 Manager of Planning Services
 Manager of Police Records and Communications
 Parks and Recreation Manager
 Payroll Administrator
 Police Captain
 Police Chief
 Principal Management Analyst
 Principal Planner
 Public Works Manager
 Senior Engineer
 Senior Management Analyst
710
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SECTION II – COMPENSATION
ARTICLE 7. COMPENSATION

1. Salary
Effective, the first full pay period of July 2024, the City will increase base wages for all management and confidential classifications by 2.5%.

Effective, the first full pay period of July 2025, the City will increase base wages for all management and confidential classifications by 2.0%.

2. Salary Schedules
A. Salary Schedule A and Salary Schedule B
Each job classification shall have two salary schedules: Schedule A and Schedule B.

B. Move to Salary Schedule B from Salary Schedule A
All employees hired prior to July 7, 2018 shall remain on Salary Schedule A until they have achieved step 6 of the salary range. Upon achievement of step 6, such employees will move to Salary Schedule B.

Confidential employees who reach step 6 shall move to Salary Schedule B, step 8.

Management employees who reach step 6 shall move to Salary Schedule B, step 8.

C. Salary Schedule B
All employees hired or promoted into a management or confidential classification on or after September 23, 2023 shall be assigned to Salary Schedule B.  Salary Schedule B shall consist of ten (10) salary steps (steps 1 through 10). The increase from step 1 to step 2 shall be approximately 3.5% with all subsequent steps increasing by approximately 3.5% through step 10.

Merit increases will be implemented at the beginning of the pay period that includes the employee’s salary anniversary date, after the employee has worked full-time for twelve (12) months and has received an overall performance evaluation rating of “meets expectations” on their performance evaluation at their current step. Merit increases must be approved by the employee’s supervisor.

3. Confidential Employees Special Pay
Confidential employees will receive 2.5% special pay to acknowledge their confidential status (consistent with the Employer/Employee Resolution) by virtue of the fact that they are privy to information used in the conduct of employer/employee relations. 711
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4. City Treasurer Special Pay
If the employee appointed as the City Treasurer is not a department director, then the employee shall receive 5% special pay to account for the duties and responsibilities of functioning as a City Treasurer. Should the City Treasurer be appointed to a department director position, the special pay shall be terminated the following pay period of such effective date of the department director status.

5. Salary Upon Promotion
Upon promotion, an employee shall be placed at the step which provides a minimum of 10% base rate of pay salary increase, unless such increase exceeds the maximum of the salary range for the new position. In that case, the employee will be placed at the top step of the new salary range. Promotional salary determinations are excluded from the Advanced Salary Step Placement Administrative Policy. Promotions shall become effective at the beginning of a pay period. The effective date of promotion shall establish the employee’s new salary anniversary date.

ARTICLE 8. OVERTIME/COMPENSATORY TIME OFF
Management Employees
A. Management employees are exempt from the overtime requirements of the Fair Labor Standards Act (FLSA) and are not eligible for overtime pay.

B. Notwithstanding section A above, exempt fire management employees assigned to a strike team or mutual aid activities covered by the California Fire Assistance Agreement shall be compensated at one and one-half (1.5) times his/her base rate of pay for hours worked outside of regularly scheduled hours when the City is being reimbursed at the one and one-half (1.5) rate.

1. Additional compensation paid to the Deputy Fire Chief pursuant to Sections B or C shall not alter their continuing status as “exempt’ employees under the Fair Labor Standard Act as specified in 29 CFR sec. 541.604.

C. Exempt fire management employees assigned to a strike team or mutual aid activities covered by the California Fire Assistance Agreement shall be compensated at his/her base rate of pay from the time of dispatch to his/her return to jurisdiction when equipment and personnel are in service and available for agency response (i.e., portal-to-portal).

D. Notwithstanding section A above, exempt Police management employees may be eligible for overtime under the following conditions:

1. The Manager of Police Records and Communications may work overtime in the Classification of Public Safety Dispatch Supervisor classification represented by Rocklin Police Officers’ Association (RPOA), in the Dispatch Center. 712
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2. Police Captains may work overtime in a lower classification represented by RPOA as special events and grant-funded operations/events as determined by the Police Chief.

3. Rate of pay:
 A designated supervisor or manager working an overtime assignment in a lower classification represented by RPOA shall be compensated at the rate of one and one-half (1.5) of the top step hourly rate of pay for the classifications being filled, for each hour worked.
 If there is no equivalent, the pay for the designated supervisor or manager will move to the rate of pay that is just below the current rate of pay for the employee for the classification worked.

Additional compensation paid to the Manager of Police Records and Communications or Police Captains, shall not alter their continuing status as “exempt’ employees under the FLSA as specified in 29 CFR sec. 541.604.

Confidential Employees and Other Unrepresented Non-Exempt Employees For the purposes of this Document, the following words and phrases have the following meaning:

A. Employees who are required to work in excess of forty (40) paid hours in a workweek shall be compensated at one and one-half (1.5) of their regular rate of pay which is the employee’s base rate of pay plus all differentials to which the employee is entitled.

Vacation and compensatory time off (CTO) are not considered time worked for purposes of computing overtime.

B. Workweek is defined as either the period beginning at 12:01 a.m. Saturday and continuing until midnight the following Friday (in the case of a traditional 5/8 schedule or an alternate 4/10 schedule) or the period beginning at 12:01 p.m. Friday and continuing until 12:00 p.m. the following Friday (in the case of an alternate 9/80 schedule).

C. Work shift is defined as day shift (6 a.m. - 6 p.m. daily) or night shift (6 p.m. to 6 a.m. daily).

D. Work schedule is defined as the hours and days of work assigned to an employee.

E. Paid hours are defined as regular and holiday hours.

Overtime Payment
Confidential and Other Unrepresented Non-Exempt Employees Only A. Overtime will be paid for all employees who work in excess of forty (40) paid hours in a workweek and shall be compensated at one and one-half (1.5) of their regular rate of pay as defined by the FLSA. Vacation and CTO are not considered time worked for purposes of computing overtime.

B. Employees who are required to work in excess of twelve (12) continuous hours shall be compensated at double their regular rate of pay for all hours worked in excess of twelve 713
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(12) continuous hours. The payment of double time for these hours will offset the City’s requirement to pay for those hours at an overtime rate if an employee is compensated for more than forty (40) hours in that week. All “double time” overtime shall be paid in the current payroll.

C. When the City approves an employee’s attendance at an off-site training workshop, the employee is in paid status during all hours that the workshop is in session with the exclusion of meal periods and social events. The employee will be in paid status for the travel time to and from the workshop that exceeds the employee’s regular commute time. The double time payment after twelve (12) continuous hours worked (Section B above) does not apply to off-site training events.

D. Unscheduled overtime may be required of any employee at any time to respond to an unforeseeable emergency or situation where proper staffing is critical in the sole opinion of the City.

Compensatory Time Off
Confidential Employees Only
A. Employees may choose to accrue CTO hours in lieu of receiving pay for overtime hours worked.

B. In no event shall an employee accrue CTO hours in excess of ninety-six (96) hours. Once an employee has been credited with compensatory time, the employee may not receive a lump sum payment for the hours accrued unless the employee is separated from City service, or as specified in Section C below. Upon separation the employee will be paid at his/her hourly rate for the remaining compensatory balance.

C. Employees are expected to request the use of accrued CTO in accordance with the procedures and timelines established by each department or division. The City reserves the right to require the employee to take time off to reduce the accrued hours to the maximum accrual. If the City exercises its right to require the time off, the employee must be allowed thirty (30) days to make arrangements. When the employee is carrying the maximum CTO hours, all overtime must be paid at one and one-half (1.5) of their regular rate of pay in the pay period worked. In the pay period following the annual holiday furlough, the City shall pay the employee for up to forty (40) CTO hours earned through the previous pay period at the then current regular rate of pay.

D. The department director or his/her management designee shall have the sole discretion in approving or denying the use of accrued CTO hours.

Fire Recruit Only
A. While assigned to attend a fire academy, the classification of Fire Recruit shall not be paid overtime for hours worked in excess of forty (40) hours in a one-week period, but rather, shall only accrue compensatory time in lieu of receiving paid overtime in accordance with the provisions of this article.
714
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B. Upon successful completion of the assigned fire academy and prior to promoting to Firefighter, the department may either: (1) pay the existing CTO balance to the fire recruit; or (2) require the fire recruit to use any accrued CTO.

ARTICLE 9. EDUCATION INCENTIVE PAY
Confidential Employees Only
Confidential employees hired before July 1, 2012 shall be eligible for education incentive pay as follows:

A. Associate Degree $75.00 per month
Bachelor’s Degree $125.00 per month
Master’s Degree: $150.00 per month
This incentive is non-cumulative and is paid at the highest rate for which an employee is qualified.

B. Education incentive pay shall not be applicable to employees in those classifications that require an associate or bachelor’s degree as a minimum qualification to work in the class.

C. Payment of education incentive will begin effective the first day of the pay period following when the employee provides the Human Resources Division with the appropriate documentation, which would include a copy of the transcripts or diploma. It is the responsibility of each employee to notify the Human Resources Division of his/her eligibility for education incentive and to provide the appropriate documentation.

D. Confidential employees hired on or after July 1, 2012 shall not be eligible for education incentive pay.

ARTICLE 10. SEVERANCE PAY
Management employees serve at the pleasure of the City Manager and are 'at-will' employees whose employment may be terminated by the City at any time for any reason, or for no reason, without any cause whatsoever.

If an employee, who has been in their current position for a minimum of one (1) year is requested to resign or is terminated from employment and has a signed notice of acknowledgement of at- will employment on file, he/she shall receive severance pay based on years of service according to the formula in Article 10, provided that the termination of employment was not the result of a layoff; or the management employee has not been convicted of the commission of any felony or of any crime of moral turpitude or of any crime in the performance of, or related to, their duties; or committed misfeasance or malfeasance in their official duties; or has been terminated for any other reasonable “cause” as defined in the City’s Personnel Rules. The management employee shall not be entitled to severance compensation under any other circumstances, including, but not limited to, resignation.
 One through ten years of service: Two (2) months’ base salary.  More than ten years of service: Three (3) months’ base salary. 715
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 Department Directors: Three (3) month’s base salary.

For purposes of this Article 10, 'base salary' shall mean the monthly proration of the annual salary specified in the Salary Schedule, less applicable tax withholding. As a condition to receipt of severance compensation, the management employee shall execute a release of all claims against the City in a form deemed satisfactory to the City and approved by the City Attorney.

Management employees on an employment agreement contract are exempted from the provisions of this article 10.
716
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SECTION III – BENEFITS
ARTICLE 11. HEALTH AND OTHER BENEFITS

1. Policy
The City will offer insurance benefits covering medical, dental, vision, long-term disability (LTD), life, and accidental death and dismemberment (AD&D) for those full-time employees who are qualified in accordance with the plan specifications. Dependent coverage will be offered only on medical, dental, and vision plans.

2. Selection of Carriers
The employee shall choose their health insurance plan from those plans offered by the City and made available in this geographic area through the Health Benefits Division of the California Public Employees Retirement System (CalPERS). The dental, vision, LTD, life, and AD&D insurance plans shall be selected by the City. The City reserves the right to change carriers at any time, provided that the plan benefits to employees are substantially the same or better.

3. Benefits
A. Health Insurance
The City will make direct monthly contributions towards the premium cost for the medical insurance plan and coverage level selected by each participating employee to a maximum of one thousand two hundred dollars ($1,200) per month. Employees shall be responsible for the difference in any monthly premium cost for the medical insurance plan and coverage level selected that exceeds the City’s direct contribution. Such additional costs shall be paid pre-tax through salary deduction. To the extent a participant does not utilize the one thousand two hundred dollars ($1,200) toward medical premiums, the remainder shall be retained by the City and shall not be cashed out or applied to other benefits.

B. Payroll Deduction
Employees who elect benefits that require payment of premiums or contributions beyond the City’s contributions authorize that the additional amount shall be paid through a biweekly payroll deduction.

C. Dental Insurance
The City shall pay for an eligible employee’s dental premium up to the PPO Basic Dental Plan at the family level coverage.

Employees who select the Dental Plan – PPO Enhanced option ($1,500 calendar- year maximum) shall pay the difference in any monthly premium cost for dental coverage that exceeds the City’s direct contribution. Such payments may be made 717
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pre-tax through payroll deduction over twenty-four (24) biweekly benefit pay periods.

D. Vision Insurance
The City shall pay the entire premium for family coverage under the vision plan.

E. Cafeteria Plan Flex Dollars
The City maintains a cafeteria plan, pursuant to Section 125 of the Internal Revenue Service (IRS) code and related regulations, for the purposes of offering employees access to various health and welfare benefits. Effective January 1, 2024, the City shall provide full time employees three hundred dollars ($300) per month (“Flex Dollars”) on behalf of each employee eligible to participate in the City’s cafeteria plan. Participants in the cafeteria plan may allocate their Flex Dollars to any of the pre-tax qualified benefits, including medical or dental premiums offered by the City under the Section 125 plan provided that the employee is in paid status for the full pay period or is on an approved voluntary leave of absence. Cafeteria plan payments are not eligible for cash payments.

Effective January 1, 2025, the City shall increase its flexibility benefit contribution to three hundred seventy-five dollars ($375) per month.

For part-time employees, the City shall contribute one hundred and fifty ($150) per month (“Flex Dollars”) on behalf of each employee eligible to participate in the City’s cafeteria plan. Participants in the cafeteria plan may allocate their Flex Dollars to any of the pre-tax qualified benefits, including medical or dental premiums, offered by the City under the Section 125 plan provided that the employee is in paid status for the full pay period or is on an approved voluntary leave of absence. Cafeteria plan payments are not eligible for cash payments.

F. Long-Term Disability Insurance
Management Employees
The City shall provide each employee with LTD coverage at 60% of their salary up to a maximum benefit of six thousand dollars ($6,000) per month with a ninety (90) day waiting period.

Confidential and Other Unrepresented Full-Time Employees The City shall provide each employee with LTD coverage at 50% of their salary up to a maximum benefit of six thousand dollars ($6,000) per month with a ninety (90) day waiting period.

G. Life and Accidental Death and Dismemberment Insurance Management Employees
For department directors, regardless of hire date, and management employees hired before July 1, 2012, the City shall provide life insurance in the amount of two 718
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hundred thousand dollars ($200,000) of basic life, plus two hundred thousand dollars ($200,000) AD&D. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

For management employees hired on or after July 1, 2012, the City shall provide basic life and AD&D insurance in the amount specified below. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.
 Police Captain and Deputy Fire Chief $100,000
 All Other Management Personnel $50,000
Confidential Employees and Other Unrepresented Full-Time Employees For confidential employees hired before July 1, 2012, the City shall provide life insurance in the amount of one hundred thousand dollars ($100,000) of basic life, plus one hundred thousand dollars ($100,000) AD&D insurance. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

For confidential employees hired on or after July 1, 2012, the City shall provide life insurance in the amount of fifty thousand dollars ($50,000) of basic life, plus fifty thousand dollars ($50,000) AD&D insurance. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

4. Health Coverage Reduction Incentive
A. Each employee is eligible for full family coverage for medical (“health”) insurance.

Full-time employees who choose to decline the City’s health coverage are eligible to participate in the cost savings program with the City. Part-time employees are not eligible to participate in said program.

B. Employees who participate in the program must continue to maintain their coverage in the City’s dental, vision, life, AD&D, and LTD plans. Participation in these plans with a minimum of employee-only coverage is required for all employees (“Required Coverage – Employee Only”).

C. Employees who choose to decline the City’s health coverage must provide certification of other health coverage; this certification must be filed with the Human Resources Division.

D. Health coverage reduction incentive payments will be received as taxable income.

For any month(s) in which the employee’s medical insurance selection results in a cost-savings to the City, participants in the program will receive benefits as follows:
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ARTICLE 12. STATE DISABILITY INSURANCE
All employees shall be eligible for state disability insurance (SDI) benefits as provided for in the SDI program. The City shall contribute the full premium for this program.

ARTICLE 13. FLEXIBLE SPENDING PLAN
The City will continue to make available to employees a Flexible Spending Plan established pursuant to IRS Section 125. The plan allows eligible employees to set aside up to the maximum amount allowed under IRS Section 125 per year pre-tax income to pay for costs associated with health insurance premiums and health costs not covered under the benefits plan. The plan also allows the employees to set aside pre-tax income to pay for costs of childcare and adult dependent care. If the maximum amount changes, then the City will abide by that new amount.

Employees may choose to enroll in this plan each December for the next calendar year.

ARTICLE 14. RETIREMENT BENEFITS

1. Classic Employees
These are employees who are CalPERS members and meet the definition of a Classic Member as determined by CalPERS.

A. Classic Employees Retirement Plan
The City agrees to maintain membership and to continue to contract with the CalPERS for the 2% @ 55 plan for non-safety (“miscellaneous”) employees and the 3% @ 50 plan for safety employees, with the following additional contract provisions as found in the following sections of the California Government Code pertaining to PERS (Title 2, Division 5):
 Section 21574, 1959 Survivors’ Benefit, Fourth Option  Section 20965, Credit for Unused Sick Leave
 Section 20042, One Year Final Compensation
B. Classic Employees Retirement Member Contribution
Management, confidential, and other unrepresented full-time miscellaneous employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution for a total of 9% of the employee’s salary. Management Eligibility Categories Maximum Monthly
Payment
No Health – Minimum Required Coverage
(Dental, Vision, Life, & LTD) for Employee Only
$250.00
No Health – Minimum Required Coverage
(Dental, Vision, Life, & LTD) for Family
$225.00
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public safety employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution for a total of 11% of the employee’s salary.

2. Public Employees’ Pension Reform Act Employees Retirement Plan (Hired on or after 1/1/13)
These Public Employees’ Pension Reform Act (PEPRA) employees are employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past six (6) months, or do not meet the definition of a classic member as determined by CalPERS.

C. PEPRA Employees Retirement Plan
For PEPRA employees, the City will contract with CalPERS for the 2.7 % @ 57 plan for safety employees and 2% @ 62 plan for miscellaneous employees as required by law, with the following options:
 Section 21574, 1959 Survivors’ Benefit, Fourth Option  Section 20965, Credit for Unused Sick Leave
 Section 20037, Average of three (3) highest years of service compensation, as required by law
D. PEPRA Employees Retirement Member Contribution
PEPRA employees will make employee contributions as required by state law and, in addition, will contribute the following amount:

Management, confidential, and other unrepresented full-time employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution.

ARTICLE 15. DEFERRED COMPENSATION
For employees hired prior to July 1, 2012 (regardless of bargaining unit upon initial hire), the City will contribute up to three hundred dollars ($300.00) per month in matching funds for management employees, and the City will contribute up to two hundred dollars ($200.00) per month in matching funds for confidential employees who participate in a City-sponsored deferred compensation program.

For employees hired prior to July 1, 2012 (regardless of bargaining unit upon initial hire), the City will contribute two hundred dollars ($200.00) per month (no match required) for employees to a City-sponsored deferred compensation program. If any type of “health savings account” becomes available under the City’s benefits program, confidential employees could direct these funds to that account to the extent allowed by law.

Employees hired on or after July 1, 2012 shall not be eligible for the City’s contribution of funds for the City-sponsored deferred compensation program, but may individually participate in the deferred compensation program.
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Effective the first pay period in July 2024, the City will contribute monthly matching funds to deferred compensation for management employees, as noted below. Contributions shall be made prospectively in each pay period, and no retroactive contributions will be made.

Management employees hired into a classification covered by this resolution prior to July 1, 2012; shall remain eligible for deferred compensation as noted above and shall not be eligible for the dollar amounts noted herein.
 Department Director level- $350.00
 Deputy Director level- $200.00
 Manager level - $150.00
 All other classifications in the management group - $100.00 ARTICLE 16. RETIREE HEALTH BENEFITS
All City management, confidential, and other unrepresented full-time employees that meet the eligibility requirements for CalPERS retirement and retire within one hundred twenty (120) days of separation from the City are eligible for post-retirement health benefits.

The City shall contribute up to a maximum of one thousand two hundred dollars ($1,200) per month (depending on the medical plan and coverage level selected) for post-retirement medical insurance premium costs. Eligible retirees shall receive 100% of the City’s contribution and any subsequent increases towards their post-retirement health benefits. The retiree health benefits described in this Article 16 are intended to be permanent for current retirees as of July 5, 2019, and employees who retire before this Resolution is repealed. Therefore, entitlement to and continuation of the retiree health benefits described herein for current retirees and those who retire prior to this Resolution is repealed shall exist and continue beyond the length of this Resolution, and are not dependent on the existence of any subsequent or future Resolution; however, the City may agree to increase the amount of the retiree health benefit in the future.

Once a retiree becomes Medicare eligible, CalPERS requires the retiree (or survivors) and their dependents to enroll in both Medicare Part A and Part B to remain eligible for CalPERS health coverage. A Certification of Medicare Status form is required, and CalPERS will change the health coverage to a Supplement to Medicare or Medicare Advantage plan.

ARTICLE 17. TUITION REIMBURSEMENT

1. Eligibility and Approval
Management, confidential, and other unrepresented full-time employees shall be eligible for tuition and related expense reimbursement for completing pre-approved course work in a regionally accredited college, school, or university. Pre-approved job-related extension courses or certificate programs offered through regionally accredited colleges and universities are also eligible for reimbursement. Courses, books, and supplies paid for via state, federal, or private grants are excluded from reimbursement.

To be eligible for reimbursement, the employee must submit an education plan and goal approved by his/her department director to the Human Resources Division. The plan shall include at least the following:
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A. A statement of the employee’s career and training objectives for the next two- year period;
B. A narrative description of the types of training and instruction the employee desires to receive;
C. A statement demonstrating how the requested course work will benefit the City, and how such training will enhance the City’s ability to complete its program, which will include the relevance of the plan to the employee’s work assignment; and D. A statement demonstrating how such proposed training will increase the employee’s proficiency while working for the City.

When department operations allow, the department director may approve flexible hours (consistent with the Alternative Work Schedule Policy) to accommodate class schedules.

2. Reimbursement
A. Within ninety (90) days of completing the course work, the employee must submit to the Human Resources Division a copy of their grade report evidencing completion of the course work with a grade C or better, and an itemized receipt reflecting the items that are being claimed for reimbursement.

B. Items qualifying for reimbursement include:
a. Tuition (in-state only)
b. Required textbooks
c. Required supplies
d. Parking permits
e. Other required fees
C. Items NOT qualifying for reimbursement include:
a. Medical service fee
b. Mileage
c. Items not required by the instructor
D. The maximum amount eligible for reimbursement will be seven hundred fifty dollars ($750.00) per calendar year. With the approval of the department director and the Human Resources Division, an employee may apply the annual tuition reimbursement allowance to certificate or extension programs such as those offered by UC Davis which meet the goals of the employee’s education plan. The City will observe the IRS regulations concerning the taxability of educational reimbursement in effect at the time of the request for reimbursement. 723
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ARTICLE 18. UNIFORM ALLOWANCE
The following classifications shall receive a uniform allowance of thirty-six dollars and fifty-four cents ($36.54) per pay period:
 Deputy Fire Chief
 Fire Chief
 Police Captain
 Police Chief
The following classification shall receive a uniform allowance of thirty dollars ($30.00) per pay period:
 Manager of Police Records and Communications
 Code Enforcement Program Manager
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SECTION IV – LEAVES
ARTICLE 19. VACATION
Regular part-time employees accrue leaves equal to their full-time equivalency unless otherwise required by federal and/or state law. For example, a regular part-time employee working 50% of a full-time equivalent will accrue 50% of the leave of a regular full-time employee with the same number of years of City service.

1. Policy
A. Vacations shall be taken at the convenience of the City. The City may establish a schedule for each employee to ensure the level of staffing required to carry out its work program. However, subject to operational need, the City will make every effort to approve vacation requests.

2. Accrual Rates and Maximum Accumulation
A. Vacation accrual is based on an employee’s regular work schedule and includes all hours in paid status, exclusive of overtime. The hours accrued in a pay period will not be available to the employee until the following pay period. Current full-time employees shall accrue vacation leave as follows:

Year Days/year Maximum Accrual
1 15 (.0577 per hour) 240 hours
2 16 (.0615 per hour) 240 hours
3 17 (.0654 per hour) 240 hours
4 18 (.0692 per hour) 240 hours
5 20 (.0769 per hour) 260 hours
10 23 (.0885 per hour) 280 hours
15 25 (.0962 per hour) 300 hours
20+ 27 (.1039 per hour) 320 hours
B. When an employee accrues the maximum number of accrual hours as set forth above, the employee shall cease accruing vacation until such time as the employee has utilized vacation hours to bring the total hours below the maximum stated accrual. At no time may an employee have a total balance of vacation hours in excess of the maximum leave accrual.

C. The City reserves the right to require employees who currently have a balance approaching their maximum accrual to take time off. If the City exercises its right to require the time off, the employee must be allowed thirty (30) days to make arrangements to reduce the accrued hours prior to December 31 of each year. 725
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D. Vacation leave must be scheduled and approved in advance and in accordance with the procedures established for each department or division. After the first year of service, each employee must take one vacation period of no less than five (5) consecutive workdays during a calendar year.

E. The City Manager shall have the authority to grant up to five (5) additional days of vacation annually (to equal a maximum of twenty [20] days each year) to any individual in any management position during their first four (4) years of service with the City. The City Manager shall also have the authority to credit five (5) days of vacation from the first year’s accrual as of the first day of employment.

F. Department directors shall be entitled to no less than twenty (20) days of vacation per year, regardless of their date of hire.

G. If an employee receives a higher accrual rate as stated in E and F above, the employee’s accrual rate will not increase until their years of service entitle them to a higher accrual rate according to the schedules included in this Document.

ARTICLE 20. HOLIDAYS
Full-time employees shall be eligible to receive paid scheduled holidays. During the term of this Document, the City will recognize the holidays as specified below:

New Year's Day January 1
Martin Luther King Day Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Fourth Thursday in November
Thanksgiving Friday Friday following the fourth Thursday Christmas Day December 25
Holidays occurring on a Saturday will be observed on the preceding Friday. Holidays occurring on a Sunday will be observed on the succeeding Monday. An employee may not use a designated holiday as his/her last day of employment. The employee must be in paid status for the entire subsequent workday after the holiday to qualify for holiday pay.

ARTICLE 21. SICK LEAVE
Regular part-time employees accrue leaves equal to their full-time equivalency unless otherwise required by federal and/or state law. For example, a regular part-time employee working 50% of a full-time equivalent will accrue 50% of the leave of a regular full-time employee with the same number of years of City service.
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1. Accrual and Cash Out
A. Full-time employees shall accrue up to twelve (12) sick leave days per year, at the rate of .0462 multiplied by the actual number of hours in paid status, with the exception of overtime. The hours accrued in a pay period will not be available to the employee until the following pay period. Employees may use accrued sick leave as soon as it is accrued.

B. Temporary employees shall accrue up to three (3) sick leave days per fiscal year in accordance with California Labor Code 246, following a ninety (90) day waiting period. Employees may use accrued sick leave as soon as it is accrued.

C. For full-time employees hired before July 1, 2012, upon termination of employment in good standing, the accumulated sick leave may be sold back as follows:

Total Accumulated Sick Leave Buyout Rate
0 – 29 days 0%
30 – 39 days 10%
40 – 49 days 20%
50 – 59 days 30%
60 – 69 days 40%
70+ days 50%
The formula for the buyback shall be: Total accumulated days multiplied by the current hourly rate in effect at the date of separation multiplied by the buyout rate from the chart above.

For full-time employees hired on or after July 1, 2012, upon termination of employment in good standing, the accumulated sick leave buyout shall not exceed 10% of all accumulated hours in excess of twenty-nine (29) days.

Upon retirement, an employee may choose to (1) convert his/her total sick leave to CalPERS service credit; or (2) sell back his/her sick leave under the schedule noted above. The sick leave remaining after the buyout will be converted to CalPERS service credit under Section 20965, “Credit for Unused Sick Leave.”

2. Use of Sick Leave
Sick leave may be used for the following purposes:

A. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee’s family member (defined in this Article 21).

B. If employee is a victim of domestic violence, sexual assault, or stalking, sick leave may be used to obtain any relief to help ensure the health, safety, or welfare of the employee or his/her child.
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C. For an employee who is an organ or bone marrow donor, pursuant to the provisions of California Labor Code section 1510.

D. Bereavement leave, as set forth in Article 22.

E. To attend to the illness of a family members, as defined by California Labor Code §245.5 (c), which includes: employee’s biological, adoptive, or foster parent, stepparent, or legal guardian of employee or employee’s spouse or registered domestic partner; or a person who stood in loco parentis when the employee was a minor child; spouse or registered domestic partner; biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis, regardless of age or dependency status; grandparent; grandchild; or sibling, or designated person, limited to one designated person per 12-month period for sick leave.

F. Confidential and full-time unrepresented employees may use sick leave to donate blood for up to two (2) hours on four (4) occasions each calendar year. The maximum amount of sick leave that can be used for this purpose is eight (8) cumulative hours each calendar year.

G. An employee who is entitled to a disability retirement (either at his/her own request or as a result of City action) under CalPERS shall not be entitled to use sick leave to defer the effective date of the retirement as provided by Government Code Section 21163.

H. Employees who are off work for three (3) or more consecutive days due to a non- work-related illness or injury shall, if requested, supply a medical release to the Human Resources Division signed by the health care provider stating that the employee may return to full or modified duty. If returned to modified duty, the release must be specific as to the nature of the restrictions and the length of time, if known, that the restrictions are to remain in place.

3. Coordination of Sick Leave and Disability Benefits
A. When an employee, receives SDI benefits, and requests to integrate accrued leave with disability benefits, it will be integrated as follows:
 If they have accumulated leave, be treated as on leave; and  Receive their full salary, which shall be a combination of compensation from the City and SDI.
o While the employee is integrating SDI, the amount of the SDI payment(s) received shall be credited to the employee. The remainder of the employee’s base salary will be paid first through sick leave (if sick leave use is permitted for the type of leave), then through other leave balances, with CTO last. Employees must notify the Human Resources Division of their intent to integrate and must 728
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provide proof of payment from the Employment Development Department to the Human Resources Division in a timely manner. o When all available leave hours are exhausted, beginning with sick leave (if sick leave use is permitted), they shall only receive SDI to the extent permitted by law.

4. Coordination of Sick Leave and Workers’ Compensation Benefits An employee injured while on duty who is receiving workers’ compensation benefits shall be treated in the same manner as an employee receiving SDI as set forth in Section III.

5. Coordination of Accrued Vacation, and Compensatory Time Off with Disability and Workers’ Compensation Benefits
A. An employee may request to integrate accrued leave with disability benefits to continue to receive a full salary, which shall be a combination of accrued vacation and/or CTO and SDI or workers’ compensation benefits.

B. When permitted accrued leaves are exhausted, an employee shall be placed on leave without pay.

ARTICLE 22. BEREAVEMENT LEAVE
A. Each full-time employee will be eligible for up to twenty-four (24 ) hours of bereavement leave for purposes of bereavement following the death of a relative. If an employee requests additional time off for bereavement, an additional sixteen (16) hours may be charged to accrued sick leave.

1. Relatives Covered:

Spouse Domestic Partner
Son Daughter
Brother Sister
Father Mother
Father-in-law Mother-in-law
Grandfather Grandmother
Grandchildren

2. The following step/foster relationships are covered:

Father Mother
Son Daughter
Brother Sister
Grandfather Grandmother

3. Bereavement leave is also available following the death of a non-related child, or close relative, who resided with the employee at the time of death. 729
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B. Notification to the City
The employee shall notify his/her supervisor no later than the beginning of the next workday of the occurrence requiring bereavement leave and, if requested by the City, shall provide substantiation to support the request. Such leave shall commence within a reasonable amount of time following the request. Bereavement leave may be taken in consecutive days, or as needed, not to exceed the maximum amount of time allowed per.

A above.

ARTICLE 23. MANAGEMENT LEAVE
A significant amount of skill, effort, and devotion is required to be successful in a management position. In recognition of this, management leave is granted as part of the total management compensation package. Staff assigned to management classifications are expected to devote the time necessary to successfully perform the position’s responsibilities and to accomplish established goals. Attendance at after-hours meetings or community gatherings is frequently required of management positions. Further, staff assigned to management positions frequently spend personal time doing work-related tasks. The compensation established for management classifications is not affected by the amount of time required, on an individual basis, for successful performance. Full-time management positions will typically require a minimum of eighty (80) hours per biweekly pay period.

Management employees below the director level may schedule their time as needed to meet the service needs of their division, subject to review and concurrence by the department director, division manager, or chief. Directors may schedule their time as needed to fulfill their management role in the department and any inter-departmental responsibilities that may be assigned. This schedule shall be subject to review and concurrence by the City Manager.

The City Manager retains the discretion to determine management leave based on individual circumstances, not to exceed eighty (80) hours. Management leave will be issued per fiscal year to groups with the accrual rate as noted below:
 Department director level (Council-appointed position or exception): 80 hours  Deputy director level: 64 hours
 Manager level: 56 hours
 All other classifications in the management group: 48 hours Employees shall be credited with and have available for use the number of days as established herein as of July 1 each year. Should any employee be hired or promoted into a management position after July 1, they shall be credited with a prorated amount of management leave for the balance of the fiscal year.

If a management employee has not been able to take sufficient leave over the prior twelve (12) months, such that they are within eight (8) hours of their vacation leave accrual cap, once per fiscal year, management employees may request a cash payment to occur in the first full pay period in the next calendar year for up to half of their annual management leave accrual rate.

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sufficient budget availability. Cash payment for such management leave hours will be paid at the employee’s base pay rate from the salary schedule.

Management leave shall not be cumulative from year-to-year.

Upon resignation or other termination of employment in good standing, the employee shall receive a prorated amount of unused management leave on the books as of the date the resignation is submitted, or the other termination is effective based on the portion of the fiscal year actually worked.

ARTICLE 24. FAMILY AND MEDICAL LEAVE ACT/CALFORNIA FAMILY RIGHTS ACT A. FMLA/CFRA
An employee who has worked at least one thousand two hundred fifty (1,250) hours in the past twelve (12) months for the City is eligible to take leave for up to twelve (12) weeks each twelve (12) month period for personal or family illness, or to bond with a new child in accordance with the California Family Rights Act (CFRA) (Government Code Section 12945.2) and the Federal Family and Medical Leave Act (FMLA) (Title 29, Part 825, Code of Federal Regulations).

An employee who is in unpaid status during a family care and medical leave will suffer no break in service for purposes of determining seniority per the City’s Personnel Rules.

The City reserves the right to temporarily transfer an employee who is taking intermittent family care and medical leave or is on a reduced leave schedule for medical treatment when it is determined to be in the best interest of the City that the functions of the affected position be performed on a full-time basis. The position to which the employee is transferred must be comparable in pay and benefits to the employee's regular position and the employee will be returned to their original position on completion of their treatment, subject only to their being capable of performing the essential functions of the job.

The City may require the employee to utilize all accrued sick leave (if use is permitted by for type of leave), vacation, and management leave to cover the FMLA or CFRA period which otherwise would be unpaid. If the employee chooses, they may reserve five (5) days of accrued vacation leave for use upon their return from an extended period of family care and medical leave.

1. "Extended Period" is defined as an absence of two (2) weeks or more.

2. If all other leave is exhausted at the expiration of the family care and medical leave, an employee may use the reserved vacation leave for purposes of sick leave and medical appointments for the employee and his/her dependents for a period of three (3) months after his/her return from family care and medical leave. 731
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New child bonding leave must be taken within one (1) year of the child’s birth, adoption, or start of foster care. It may be taken in increments of two (2) weeks or more; however, on two (2) occasions the employee may take such leave in smaller increments.

B. Pregnancy Disability Leave

1. The City will provide up to four (4) months of unpaid leave to female employees for pregnancy-related disability, in accordance with Government Code Section 12945(b)(2). Leave for pregnancy-related disability will run concurrently with FMLA.

2. Use of Leave
The employee may elect to use any accrued unused leave time to cover the period of her disability leave, which would otherwise be unpaid. During the period of her disability, an employee’s unused accrued sick leave will be integrated with any SDI benefits she may receive. Any accrued vacation leave or other accrued time off may be used at the option of the employee before an employee's unpaid leave begins.

ARTICLE 25. LEAVE OF ABSENCE WITHOUT PAY
A. Leave of absence without pay may be granted to any employee with the approval of the department director or his/her designee for: (1) illness beyond that covered by sick leave; or (2) other personal reasons which do not adversely impact, interfere with, or disrupt City operations.

1. To be eligible for a leave of absence for personal reasons, an employee must have received an overall rating of “meets expectations” on their performance evaluation and have had no formal disciplinary actions in the twelve (12) months prior to the request.

2. Terms and conditions of the leave shall be specified in writing.

B. Duration
An unpaid leave of absence may be granted for a period not to exceed ninety (90) days.

At the request of the employee, the City Manager may extend a leave of absence up to an additional ninety (90) days. The City Manager will consider the employee’s circumstances and balance those needs against the impacts to the City created by the employee’s continued absence.

C. Revocation of Leave of Absence
A leave of absence may be revoked by the department director upon evidence that the cause for granting the leave of absence was misrepresented or has ceased to exist. 732
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D. Return Upon Expiration of Leave of Absence
Upon return to work from a leave of absence, the employee shall be returned to his/her former position, if available, or an equivalent position, if available. If neither the former position nor an equivalent position is available, the employee will be reassigned to a vacant position for which he/she is qualified.

E. Non-Qualifying Service
An unpaid leave of absence shall not be counted as qualifying service for the purposes of accruing vacation and sick leave. A leave of absence of thirty (30) days or more is not counted as qualifying service for merit salary adjustments. An employee on leave who has exhausted his/her maintenance of benefits extension granted under FMLA and CFRA may maintain medical, dental, vision, LTD, and life insurance policies by remitting full monthly premium payments to the City or CalPERS, if so directed by the City. The City will pay no portion of such premium while the employee is on unpaid leave after CFRA and FMLA are exhausted.

F. Leave Usage
All accrued vacation, management leave, and CTO must be used prior to the effective date of leave of absence without pay.

ARTICLE 26. JURY DUTY
When an employee is required to serve on jury duty, the employee shall be compensated for all regularly scheduled hours not worked as a result of jury service. Each employee shall pay the City the amount received as juror fees but shall retain any fees received for mileage reimbursement. 733
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SECTION V – MISCELLANEOUS TERMS AND CONDITIONS
ARTICLE 27. PROBATIONARY PERIODS
A. Probationary Periods

1. Unless otherwise specified upon employment, all other management, confidential, and full-time unrepresented employees are subject to appointment by the City Manager.

2. Management employees serve at the will and pleasure of the City Manager, are exempt from competitive service, and do not serve a probationary period.

3. Upon appointment or promotion, confidential and unrepresented employees shall serve a twelve (12) months probationary period, except for promotion of an employee who has completed probation in the lower class to the next higher class in a flexibly staffed position.

4. Reclassifications and job title changes shall be exempt from serving a new probationary period.

5. The probationary period is an integral part of the selection process and shall be utilized as an opportunity to observe the employee’s work, to provide training, and to assist the employee in adjusting to the new position. At any time during the probationary period, an employee may be released with or without cause, and shall be without the right of review of any kind.

B. An employee shall receive no less than three (3) performance evaluations during the initial twelve (12) month probationary period. An employee promoted into a new classification will receive no less than two (2) performance evaluations during his/her six (6) month probationary period. Such evaluations will be conducted at reasonable intervals.

C. Extension of Probationary Periods

1. The probationary period may be extended commensurately by each hour an employee is on authorized leave for more than five (5) consecutive workdays.

Leaves include, but are not limited to, vacation, sick leave, CTO, and leaves without pay, including leaves granted under FMLA, CFRA, Pregnancy Disability Leave, Americans with Disabilities Act, and workers' compensation laws.

Employees who request and receive a temporary modified duty assignment due to medical conditions such that they are not performing the essential job functions of their position shall have their probationary period extended for each hour of such modified duty assignment.

2. Outside an authorized leave, a probationary period may be extended one (1) time at the City’s sole discretion, for a period not to exceed six (6) months, to 734
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ensure that an employee has demonstrated all of the necessary skills and traits to successfully pass probation for the job classification.

3. A probationary employee may, at the discretion of the department director, receive a salary step increase effective the beginning of the pay period, which includes the employee’s salary anniversary date if they meet the following criteria:
a. Received a satisfactory evaluation; and
b. Completed an extended probationary period.

The employee’s salary anniversary date will be adjusted to the date the merit increase is granted.

ARTICLE 28. NEPOTISM
The purpose of a nepotism policy is to regulate, restrict, or prohibit power or influence in personnel matters in favor of relatives, friends, or associates, as it may have a detrimental effect on supervision and morale.

A. A relative is defined as an individual who is related by blood, marriage, domestic partnership, or adoption in any of the following ways: spouse, child, step-child, parent, step-parent, grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece, nephew, parent-in-law, daughter-in-law, son-in-law, brother-in-law, and sister-in-law, or any other situation that the Director of Administrative Services determines creates the possibility of a conflict of interest.

B. No relative of a City employee may serve in or be appointed, promoted, demoted, or transferred to a position within the same department or division in which the employee’s’ relative or spouse/domestic partner already holds a position if any of the following would result:

1. Direct line of supervision, including any situation in which one employee would be in a position to affect the terms and conditions of the other’s employment, including making decisions about work assignments, compensation, grievances, advancement, or performance evaluation. The department director is considered in the direct line of supervision in that department.

2. Both employees have the same supervisor.

3. A potential for creating an adverse impact on supervision, safety, security, morale, or efficiency.

C. Employees in lead or supervisory positions are prohibited from entering into romantic relationships with subordinates. Employees who become relatives or when existing employees enter into a relationship and/or who work in the same direct line of supervision within a City department shall notify the d epartment director and Human Resources within thirty (30) days.
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1. The City shall initially allow the affected employees to determine which employee will remain in their current position. If the affected employees have no preference, the department director, in consultation with the Director of Administrative Services and City Manager, shall determine which of the employees will remain in their current position, giving consideration to the business needs, work history with the City, and seniority of the affected employees.

As to the other employee, the Director Administrative Services , in consultation with the City Manager, will attempt to make a mutually acceptable transfer or demotion in another supervisory unit or department. If a mutually acceptable transfer or demotion cannot be made, that employee shall be subject to separation.

ARTICLE 29. HOLIDAY FURLOUGH
The City may schedule a mandatory work furlough between the Christmas and New Year’s holidays each year. The establishment of such a furlough will be at the City’s sole discretion.

A. Employees will be notified by July 1 of each year if and when the furlough is scheduled.

B. Supervisors will notify those employees who will be required to work during the furlough by November 1.

C. During the furlough period, employees may use accrued vacation, management leave, or CTO, or they may take the time off without pay. The furlough will not affect health benefits, and leaves and seniority will continue to accrue.

Any new full-time confidential or other full-time unrepresented employee hired on or after pay period 20 of each year, who does not have sufficient time to accrue vacation to use during the furlough, may be advanced vacation time to cover the non-holiday time during the furlough.

Employees may request an advance using the prescribed form. If requesting such an advance of vacation leave, following the furlough period, the employee’s vacation will reflect a negative balance and any future vacation accruals shall be deducted until the vacation advance is fully repaid. The employee shall not take vacation leave until a positive leave balance is restored.

ARTICLE 30. EMPLOYEE PERFORMANCE EVALUATIONS
The City shall conduct employee performance evaluations on City ‐issued evaluation forms.

Performance evaluations are to be conducted at least annually, regardless of whether or not an employee is eligible for a salary step increase. Employees will be eligible for any appropriate annual step increase in the pay period which includes their anniversary date unless the Human Resources Division has received an employee's overall performance evaluation that is less than "meets expectations" (or equivalent language), or the employee has reached the top step of his/her classification.
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ARTICLE 31. EXTRA STEP (MERIT) INCREASE
A department director may recommend to the City Manager for his/her approval that an eligible employee may receive one extra step increase during their annual evaluation. The department director shall submit written justification to the City Manager demonstrating the following:
 The employee has made significant achievements of City-wide importance, and the amount of the additional salary and benefit costs are available in the department’s budget for the balance of the fiscal year (department’s calculations to accompany the estimate).

The City Manager shall report all extra merit step increases to the City Council annually.

ARTICLE 32. CITY MANAGER ADDITIONAL AUTHORITY
Notwithstanding any of the provisions above, the City Manager may negotiate employment agreements for directors outside of the terms of this Document, provided that the employment agreement is brought to City Council for ratification at the earliest opportunity. 737
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Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies
Exhibit A for Reso. No. 2024-xxx

TABLE OF CONTENTS
SECTION I – GENERAL ............................................................................................... 16 ARTICLE 1. INTENT................................................................................................... 16 ARTICLE 2. DURATION AND SUCCESSOR RESOLUTIONS ............................................ 16 ARTICLE 3. EMPLOYEE RIGHTS ................................................................................. 16 ARTICLE 4. SEPARABILITY......................................................................................... 17 ARTICLE 5. CONFIDENTIAL EMPLOYEES .................................................................... 17 ARTICLE 6. MANAGEMENT EMPLOYEES ................................................................... 17 SECTION II – COMPENSATION ................................................................................... 19 ARTICLE 7. COMPENSATION..................................................................................... 19 ARTICLE 8. OVERTIME/COMPENSATORY TIME OFF .................................................. 20 ARTICLE 9. EDUCATION INCENTIVE PAY ................................................................... 22 ARTICLE 10. SEVERANCE PAY.................................................................................... 23 SECTION III – BENEFITS ............................................................................................. 24 ARTICLE 11. HEALTH AND OTHER BENEFITS .............................................................. 24 ARTICLE 12. STATE DISABILITY INSURANCE............................................................... 27 ARTICLE 13. FLEXIBLE SPENDING PLAN ..................................................................... 27 ARTICLE 14. RETIREMENT BENEFITS.......................................................................... 27 ARTICLE 15. DEFERRED COMPENSATION .................................................................. 28 ARTICLE 16. RETIREE HEALTH BENEFITS .................................................................... 29 ARTICLE 17. TUITION REIMBURSEMENT ................................................................... 29 ARTICLE 18. UNIFORM ALLOWANCE ......................................................................... 31 SECTION IV – LEAVES ................................................................................................ 32 ARTICLE 19. VACATION ............................................................................................ 32 ARTICLE 20. HOLIDAYS ............................................................................................. 33 ARTICLE 21. SICK LEAVE............................................................................................ 33 ARTICLE 22. BEREAVEMENT LEAVE ........................................................................... 36 ARTICLE 23. MANAGEMENT LEAVE........................................................................... 37 ARTICLE 24. FAMILY AND MEDICAL LEAVE ACT/CALFORNIA FAMILY RIGHTS ACT ...... 38 ARTICLE 25. LEAVE OF ABSENCE WITHOUT PAY ........................................................ 39 ARTICLE 26. JURY DUTY............................................................................................ 40 SECTION V – MISCELLANEOUS TERMS AND CONDITIONS .......................................... 41 ARTICLE 27. PROBATIONARY PERIODS ...................................................................... 41 ARTICLE 28. NEPOTISM............................................................................................. 42 ARTICLE 29. HOLIDAY FURLOUGH............................................................................. 43 ARTICLE 30. EMPLOYEE PERFORMANCE EVALUATIONS ............................................. 43 ARTICLE 31. EXTRA STEP (MERIT) INCREASE .............................................................. 44 ARTICLE 32. CITY MANAGER ADDITIONAL AUTHORITY.............................................. 44 739
Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies
Exhibit A for Reso. No. 2024-xxx
740
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Exhibit A for Reso. No. 2024-xxx

CITY OF ROCKLIN AND ROCKLIN MANAGEMENT/CONFIDENTIAL EMPLOYEES

RULES, REGULATIONS, BENEFITS, AND POLICIES
The City Council of the City of Rocklin hereby adopts the following rules, regulations, benefits, and policies; hereafter (“Document”):

SECTION I – GENERAL
ARTICLE 1. INTENT
This Document shall be the policy of administering the employee relations between the City of Rocklin, hereafter the “City” and the management, confidential, and other unrepresented employees of the City. All previous resolutions of the City Council in regard to salaries and benefits for employees are hereby expressly superseded.

When there is a conflict between the Rules, Regulations, Benefits and Policies Relating to Employee Relations Between the Management, Confidential, and Other Unrepresented Employees and the City and the Personnel Rules, the language in the Rules, Regulations, Benefits and Policies relating to employee relations between the Management, Confidential, and Other Unrepresented Employees and the City shall govern.

For purposes of this Document, management and confidential employees shall be defined consistently with the definition contained within the City’s Employee/Employer Resolution.

Other unrepresented employees shall be defined as those employees or classifications that are not represented by a recognized employee organization and are not performing duties consistent with the definition of management employees or confidential employees as defined by the City’s Employee/Employer Resolution, or classifications that are represented by a recognized employee organization but where the recognized employee organization does not represent temporary employees. As used herein, “full-time employee” is intended to refer to those employees that meet the definition of “full-time employee” in the City’s Personnel Rules.

ARTICLE 2. DURATION AND SUCCESSOR RESOLUTIONS
This Document shall remain in effect from the date of adoption and for each fiscal year thereafter, until or unless said resolution shall be repealed or modified by the City Council.

ARTICLE 3. EMPLOYEE RIGHTS
The provisions of this Document shall be applied equally to all employees without favor or discrimination because of race, color, creed, age, sex, sexual orientation, marital status, national origin, ancestry, political or religious opinions or affiliations, or physical or mental disability, or any other legally protected group.
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ARTICLE 4. SEPARABILITY
If any provision of this Document or if the application of such provision to any person or circumstances shall be held invalid, the remainder of this document or the application of such provision to persons or circumstances other than those as to which it is held invalid shall not be affected thereby.

ARTICLE 5. CONFIDENTIAL EMPLOYEES
Employees in this group are designated as such by virtue of the fact that they are privy to information used in the conduct of employer/employee relations.  Administrative Office Clerk
 Administrative Office Assistant
 Communications Specialist
 Department Administrative Specialist
 Deputy City Clerk
 Executive Assistant
 Executive Assistant to the City Manager
 Human Resources Technician I/II
 Information Technology Analyst-one designated position  Legal Secretary
 Paralegal
 Payroll Technician I/II
ARTICLE 6. MANAGEMENT EMPLOYEES
Employees in this group are at-will employees who serve at the pleasure of the City Council or City Manager and may be directly appointed to a vacant position. At-will employment is employment as defined by the California Labor Code as the default form of employment in the State of California.
 Assistant City Attorney
 Assistant City Manager
 Associate Management Analyst
 Chief Building Official
 City Attorney
 City Clerk
 City Engineer/Deputy Director of Community Development  City Manager
 Code Enforcement Program Manager
 Deputy Director of Administrative Services
 Deputy Fire Chief
 Director of Administrative Services
 Director of Community Development
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 Director of Parks and Recreation
 Director of Public Works
 Fire Chief
 Information Technology Manager
 Management Analyst
 Manager of Planning Services
 Manager of Police Records and Communications
 Parks and Recreation Manager
 Payroll Administrator
 Police Captain
 Police Chief
 Principal Management Analyst
 Principal Planner
 Public Works Manager
 Senior Engineer
 Senior Management Analyst
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Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies Page 19
Exhibit A for Reso. No. 2024-xxx
SECTION II – COMPENSATION
ARTICLE 7. COMPENSATION

1. Salary
Effective, the first full pay period of July 2024, the City will increase base wages for all management and confidential classifications by 2.5%.

Effective, the first full pay period of July 2025, the City will increase base wages for all management and confidential classifications by 2.0%

2. Salary Schedules
A. Salary Schedule A and Salary Schedule B
Each job classification shall have two salary schedules: Schedule A and Schedule B.

B. Move to Salary Schedule B from Salary Schedule A
All employees hired prior to July 7, 2018 shall remain on Salary Schedule A until they have achieved step 6 of the salary range. Upon achievement of step 6, such employees will move to Salary Schedule B.

Confidential employees who reach step 6 shall move to Salary Schedule B, step 8.

Management employees who reach step 6 shall move to Salary Schedule B, step 8.

C. Salary Schedule B
All employees hired or promoted into a management or confidential classification on or after September 23, 2023 shall be assigned to Salary Schedule B.  Salary Schedule B shall consist of ten (10) salary steps (steps 1 through 10). The increase from step 1 to step 2 shall be approximately 3.5% with all subsequent steps increasing by approximately 3.5% through step 10.

Merit increases will be implemented at the beginning of the pay period that includes the employee’s salary anniversary date, after the employee has worked full-time for twelve (12) months and has received an overall performance evaluation rating of “meets expectations” on their performance evaluation at their current step. Merit increases must be approved by the employee’s supervisor.

3. Confidential Employees Special Pay
Confidential employees will receive 2.5% special pay to acknowledge their confidential status (consistent with the Employer/Employee Resolution) by virtue of the fact that they are privy to information used in the conduct of employer/employee relations.

4. City Treasurer Special Pay
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Exhibit A for Reso. No. 2024-xxx
If the employee appointed as the City Treasurer is not a department director, then the employee shall receive 5% special pay to account for the duties and responsibilities of functioning as a City Treasurer. Should the City Treasurer be appointed to a department director position, the special pay shall be terminated the following pay period of such effective date of the department director status.

5. Salary Upon Promotion
Upon promotion, an employee shall be placed at the step which provides a minimum of 10% base rate of pay salary increase, unless such increase exceeds the maximum of the salary range for the new position. In that case, the employee will be placed at the top step of the new salary range. Promotional salary determinations are excluded from the Advanced Salary Step Placement Administrative Policy. Promotions shall become effective at the beginning of a pay period. The effective date of promotion shall establish the employee’s new salary anniversary date.

ARTICLE 8. OVERTIME/COMPENSATORY TIME OFF
Management Employees
A. Management employees are exempt from the overtime requirements of the Fair Labor Standards Act (FLSA) and are not eligible for overtime pay.

B. Notwithstanding section A above, exempt fire management employees assigned to a strike team or mutual aid activities covered by the California Fire Assistance Agreement shall be compensated at one and one-half (1.5) times his/her base rate of pay for hours worked outside of regularly scheduled hours when the City is being reimbursed at the one and one-half (1.5) rate.

1. Additional compensation paid to the Deputy Fire Chief pursuant to Sections B or C shall not alter their continuing status as “exempt’ employees under the Fair Labor Standard Act as specified in 29 CFR sec. 541.604.

C. Exempt fire management employees assigned to a strike team or mutual aid activities covered by the California Fire Assistance Agreement shall be compensated at his/her base rate of pay from the time of dispatch to his/her return to jurisdiction when equipment and personnel are in service and available for agency response (i.e., portal-to-portal).

D. Notwithstanding section A above, exempt Police management employees may be eligible for overtime under the following conditions:

1. The Manager of Police Records and Communications may work overtime in the Classification of Public Safety Dispatch Supervisor classification represented by Rocklin Police Officers’ Association (RPOA), in the Dispatch Center.

2. Police Captains may work overtime in a lower classification represented by RPOA as special events and grant-funded operations/events as determined by the Police Chief.

3. Rate of pay:
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Exhibit A for Reso. No. 2024-xxx
 A designated supervisor or manager working an overtime assignment in a lower classification represented by RPOA shall be compensated at the rate of one and one-half (1.5) of the top step hourly rate of pay for the classifications being filled, for each hour worked.
 If there is no equivalent, the pay for the designated supervisor or manager will move to the rate of pay that is just below the current rate of pay for the employee for the classification worked.

Additional compensation paid to the Manager of Police Records and Communications or Police Captains, shall not alter their continuing status as “exempt’ employees under the FLSA as specified in 29 CFR sec. 541.604.

Confidential Employees and Other Unrepresented Non-Exempt Employees For the purposes of this Document, the following words and phrases have the following meaning:

A. Employees who are required to work in excess of forty (40) paid hours in a workweek shall be compensated at one and one-half (1.5) of their regular rate of pay which is the employee’s base rate of pay plus all differentials to which the employee is entitled.

Vacation and compensatory time off (CTO) are not considered time worked for purposes of computing overtime.

B. Workweek is defined as either the period beginning at 12:01 a.m. Saturday and continuing until midnight the following Friday (in the case of a traditional 5/8 schedule or an alternate 4/10 schedule) or the period beginning at 12:01 p.m. Friday and continuing until 12:00 p.m. the following Friday (in the case of an alternate 9/80 schedule).

C. Work shift is defined as day shift (6 a.m. - 6 p.m. daily) or night shift (6 p.m. to 6 a.m. daily).

D. Work schedule is defined as the hours and days of work assigned to an employee.

E. Paid hours are defined as regular and holiday hours.

Overtime Payment
Confidential and Other Unrepresented Non-Exempt Employees Only A. Overtime will be paid for all employees who work in excess of forty (40) paid hours in a workweek and shall be compensated at one and one-half (1.5) of their regular rate of pay as defined by the FLSA. Vacation and CTO are not considered time worked for purposes of computing overtime.

B. Employees who are required to work in excess of twelve (12) continuous hours shall be compensated at double their regular rate of pay for all hours worked in excess of twelve (12) continuous hours. The payment of double time for these hours will offset the City’s requirement to pay for those hours at an overtime rate if an employee is compensated for more than forty (40) hours in that week. All “double time” overtime shall be paid in the current payroll.
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Exhibit A for Reso. No. 2024-xxx
C. When the City approves an employee’s attendance at an off-site training workshop, the employee is in paid status during all hours that the workshop is in session with the exclusion of meal periods and social events. The employee will be in paid status for the travel time to and from the workshop that exceeds the employee’s regular commute time. The double time payment after twelve (12) continuous hours worked (Section B above) does not apply to off-site training events.

D. Unscheduled overtime may be required of any employee at any time to respond to an unforeseeable emergency or situation where proper staffing is critical in the sole opinion of the City.

Compensatory Time Off
Confidential Employees Only
A. Employees may choose to accrue CTO hours in lieu of receiving pay for overtime hours worked.

B. In no event shall an employee accrue CTO hours in excess of ninety-six (96) hours. Once an employee has been credited with compensatory time, the employee may not receive a lump sum payment for the hours accrued unless the employee is separated from City service, or as specified in Section C below. Upon separation the employee will be paid at his/her hourly rate for the remaining compensatory balance.

C. Employees are expected to request the use of accrued CTO in accordance with the procedures and timelines established by each department or division. The City reserves the right to require the employee to take time off to reduce the accrued hours to the maximum accrual. If the City exercises its right to require the time off, the employee must be allowed thirty (30) days to make arrangements. When the employee is carrying the maximum CTO hours, all overtime must be paid at one and one-half (1.5) of their regular rate of pay in the pay period worked. In the pay period following the annual holiday furlough, the City shall pay the employee for up to forty (40) CTO hours earned through the previous pay period at the then current regular rate of pay.

D. The department director or his/her management designee shall have the sole discretion in approving or denying the use of accrued CTO hours.

Fire Recruit Only
A. While assigned to attend a fire academy, the classification of Fire Recruit shall not be paid overtime for hours worked in excess of forty (40) hours in a one-week period, but rather, shall only accrue compensatory time in lieu of receiving paid overtime in accordance with the provisions of this article.

B. Upon successful completion of the assigned fire academy and prior to promoting to Firefighter, the department may either: (1) pay the existing CTO balance to the fire recruit; or (2) require the fire recruit to use any accrued CTO.

ARTICLE 9. EDUCATION INCENTIVE PAY
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Exhibit A for Reso. No. 2024-xxx
Confidential Employees Only
Confidential employees hired before July 1, 2012 shall be eligible for education incentive pay as follows:

A. Associate Degree $75.00 per month
Bachelor’s Degree $125.00 per month
Master’s Degree: $150.00 per month
This incentive is non-cumulative and is paid at the highest rate for which an employee is qualified.

B. Education incentive pay shall not be applicable to employees in those classifications that require an associate or bachelor’s degree as a minimum qualification to work in the class.

C. Payment of education incentive will begin effective the first day of the pay period following when the employee provides the Human Resources Division with the appropriate documentation, which would include a copy of the transcripts or diploma. It is the responsibility of each employee to notify the Human Resources Division of his/her eligibility for education incentive and to provide the appropriate documentation.

D. Confidential employees hired on or after July 1, 2012 shall not be eligible for education incentive pay.

ARTICLE 10. SEVERANCE PAY
Management employees serve at the pleasure of the City Manager and are 'at-will' employees whose employment may be terminated by the City at any time for any reason, or for no reason, without any cause whatsoever.

If an employee, who has been in their current position for a minimum of one (1) year is requested to resign or is terminated from employment and has a signed notice of acknowledgement of at- will employment on file, he/she shall receive severance pay based on years of service according to the formula in Article 10, provided that the termination of employment was not the result of a layoff; or the management employee has not been convicted of the commission of any felony or of any crime of moral turpitude or of any crime in the performance of, or related to, their duties; or committed misfeasance or malfeasance in their official duties; or has been terminated for any other reasonable “cause” as defined in the City’s Personnel Rules. The management employee shall not be entitled to severance compensation under any other circumstances, including, but not limited to, resignation.
 One through ten years of service: Two (2) months’ base salary.  More than ten years of service: Three (3) months’ base salary.  Department Directors: Three (3) month’s base salary.

For purposes of this Article 10, 'base salary' shall mean the monthly proration of the annual salary specified in the Salary Schedule, less applicable tax withholding. As a condition to receipt of 748
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severance compensation, the management employee shall execute a release of all claims against the City in a form deemed satisfactory to the City and approved by the City Attorney.

Management employees on an employment agreement contract are exempted from the provisions of this article 10.

SECTION III – BENEFITS
ARTICLE 11. HEALTH AND OTHER BENEFITS

1. Policy
The City will offer insurance benefits covering medical, dental, vision, long-term disability (LTD), life, and accidental death and dismemberment (AD&D) for those full-time employees who are qualified in accordance with the plan specifications. Dependent coverage will be offered only on medical, dental, and vision plans.

2. Selection of Carriers
The employee shall choose their health insurance plan from those plans offered by the City and made available in this geographic area through the Health Benefits Division of the California Public Employees Retirement System (CalPERS). The dental, vision, LTD, life, and AD&D insurance plans shall be selected by the City. The City reserves the right to change carriers at any time, provided that the plan benefits to employees are substantially the same or better.

3. Benefits
A. Health Insurance
The City will make direct monthly contributions towards the premium cost for the medical insurance plan and coverage level selected by each participating employee to a maximum of one thousand two hundred dollars ($1,200) per month. Employees shall be responsible for the difference in any monthly premium cost for the medical insurance plan and coverage level selected that exceeds the City’s direct contribution. Such additional costs shall be paid pre-tax through salary deduction. To the extent a participant does not utilize the one thousand two hundred dollars ($1,200) toward medical premiums, the remainder shall be retained by the City and shall not be cashed out or applied to other benefits.

B. Payroll Deduction
Employees who elect benefits that require payment of premiums or contributions beyond the City’s contributions authorize that the additional amount shall be paid through a biweekly payroll deduction.

C. Dental Insurance
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Exhibit A for Reso. No. 2024-xxx
The City shall pay for an eligible employee’s dental premium up to the PPO Basic Dental Plan at the family level coverage.

Employees who select the Dental Plan – PPO Enhanced option ($1,500 calendar- year maximum) shall pay the difference in any monthly premium cost for dental coverage that exceeds the City’s direct contribution. Such payments may be made pre-tax through payroll deduction over twenty-four (24) biweekly benefit pay periods.

D. Vision Insurance
The City shall pay the entire premium for family coverage under the vision plan.

E. Cafeteria Plan Flex Dollars
The City maintains a cafeteria plan, pursuant to Section 125 of the Internal Revenue Service (IRS) code and related regulations, for the purposes of offering employees access to various health and welfare benefits. Effective January 1, 2024, the City shall provide full time employees three hundred dollars ($300) per month (“Flex Dollars”) on behalf of each employee eligible to participate in the City’s cafeteria plan. Participants in the cafeteria plan may allocate their Flex Dollars to any of the pre-tax qualified benefits, including medical or dental premiums offered by the City under the Section 125 plan provided that the employee is in paid status for the full pay period or is on an approved voluntary leave of absence. Cafeteria plan payments are not eligible for cash payments.

Effective January 1, 2025, the City shall increase its flexibility benefit contribution to three hundred seventy-five dollars ($375) per month.

For part-time employees, the City shall contribute one hundred and fifty ($150) per month (“Flex Dollars”) on behalf of each employee eligible to participate in the City’s cafeteria plan. Participants in the cafeteria plan may allocate their Flex Dollars to any of the pre-tax qualified benefits, including medical or dental premiums, offered by the City under the Section 125 plan provided that the employee is in paid status for the full pay period or is on an approved voluntary leave of absence. Cafeteria plan payments are not eligible for cash payments.

F. Long-Term Disability Insurance
Management Employees
The City shall provide each employee with LTD coverage at 60% of their salary up to a maximum benefit of six thousand dollars ($6,000) per month with a ninety (90) day waiting period.

Confidential and Other Unrepresented Full-Time Employees 750
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The City shall provide each employee with LTD coverage at 50% of their salary up to a maximum benefit of six thousand dollars ($6,000) per month with a ninety (90) day waiting period.

G. Life and Accidental Death and Dismemberment Insurance Management Employees
For department directors, regardless of hire date, and management employees hired before July 1, 2012, the City shall provide life insurance in the amount of two hundred thousand dollars ($200,000) of basic life, plus two hundred thousand dollars ($200,000) AD&D. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

For management employees hired on or after July 1, 2012, the City shall provide basic life and AD&D insurance in the amount specified below. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.
 Police Captain and Deputy Fire Chief $100,000
 All Other Management Personnel $50,000
Confidential Employees and Other Unrepresented Full-Time Employees For confidential employees hired before July 1, 2012, the City shall provide life insurance in the amount of one hundred thousand dollars ($100,000) of basic life, plus one hundred thousand dollars ($100,000) AD&D insurance. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

For confidential employees hired on or after July 1, 2012, the City shall provide life insurance in the amount of fifty thousand dollars ($50,000) of basic life, plus fifty thousand dollars ($50,000) AD&D insurance. Employees will be responsible for any tax liability incurred as a result of the premiums paid by the City for these benefits.

4. Health Coverage Reduction Incentive
A. Each employee is eligible for full family coverage for medical (“health”) insurance.

Full-time employees who choose to decline the City’s health coverage are eligible to participate in the cost savings program with the City. Part-time employees are not eligible to participate in said program.

B. Employees who participate in the program must continue to maintain their coverage in the City’s dental, vision, life, AD&D, and LTD plans. Participation in these plans with a minimum of employee-only coverage is required for all employees (“Required Coverage – Employee Only”).
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Exhibit A for Reso. No. 2024-xxx
C. Employees who choose to decline the City’s health coverage must provide certification of other health coverage; this certification must be filed with the Human Resources Division.

D. Health coverage reduction incentive payments will be received as taxable income.

For any month(s) in which the employee’s medical insurance selection results in a cost-savings to the City, participants in the program will receive benefits as follows:

ARTICLE 12. STATE DISABILITY INSURANCE
All employees shall be eligible for state disability insurance (SDI) benefits as provided for in the SDI program. The City shall contribute the full premium for this program.

ARTICLE 13. FLEXIBLE SPENDING PLAN
The City will continue to make available to employees a Flexible Spending Plan established pursuant to IRS Section 125. The plan allows eligible employees to set aside up to the maximum amount allowed under IRS Section 125 per year pre-tax income to pay for costs associated with health insurance premiums and health costs not covered under the benefits plan. The plan also allows the employees to set aside pre-tax income to pay for costs of child care and adult dependent care. If the maximum amount changes, then the City will abide by that new amount.

Employees may choose to enroll in this plan each December for the next calendar year.

ARTICLE 14. RETIREMENT BENEFITS

1. Classic Employees
These are employees who are CalPERS members and meet the definition of a Classic Member as determined by CalPERS.

A. Classic Employees Retirement Plan
The City agrees to maintain membership and to continue to contract with the CalPERS for the 2% @ 55 plan for non-safety (“miscellaneous”) employees and the 3% @ 50 plan for safety employees, with the following additional contract provisions as found in the following sections of the California Government Code pertaining to PERS (Title 2, Division 5):

Eligibility Categories Maximum Monthly
Payment
No Health – Minimum Required Coverage
(Dental, Vision, Life, & LTD) for Employee Only
$250.00
No Health – Minimum Required Coverage
(Dental, Vision, Life, & LTD) for Family
$225.00
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 Section 21574, 1959 Survivors’ Benefit, Fourth Option  Section 20965, Credit for Unused Sick Leave
 Section 20042, One Year Final Compensation
B. Classic Employees Retirement Member Contribution
Management, confidential, and other unrepresented full-time miscellaneous employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution for a total of 9% of the employee’s salary. Management public safety employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution for a total of 11% of the employee’s salary.

2. Public Employees’ Pension Reform Act Employees Retirement Plan (Hired on or after 1/1/13)
These Public Employees’ Pension Reform Act (PEPRA) employees are employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past six (6) months, or do not meet the definition of a classic member as determined by CalPERS.

C. PEPRA Employees Retirement Plan
For PEPRA employees, the City will contract with CalPERS for the 2.7 % @ 57 plan for safety employees and 2% @ 62 plan for miscellaneous employees as required by law, with the following options:
 Section 21574, 1959 Survivors’ Benefit, Fourth Option  Section 20965, Credit for Unused Sick Leave
 Section 20037, Average of three (3) highest years of service compensation, as required by law
D. PEPRA Employees Retirement Member Contribution
PEPRA employees will make employee contributions as required by state law and, in addition, will contribute the following amount:

Management, confidential, and other unrepresented full-time employees shall contribute 2% of his/her respective salary towards the employer’s retirement contribution.

ARTICLE 15. DEFERRED COMPENSATION
For employees hired prior to July 1, 2012 (regardless of bargaining unit upon initial hire), the City will contribute up to three hundred dollars ($300.00) per month in matching funds for management employees, and the City will contribute up to two hundred dollars ($200.00) per month in matching funds for confidential employees who participate in a City-sponsored deferred compensation program.

For employees hired prior to July 1, 2012 (regardless of bargaining unit upon initial hire), the City will contribute two hundred dollars ($200.00) per month (no match required) for employees to 753
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Exhibit A for Reso. No. 2024-xxx
a City-sponsored deferred compensation program. If any type of “health savings account” becomes available under the City’s benefits program, confidential employees could direct these funds to that account to the extent allowed by law.

Employees hired on or after July 1, 2012 shall not be eligible for the City’s contribution of funds for the City-sponsored deferred compensation program, but may individually participate in the deferred compensation program.

Effective the first pay period in July 2024, the City will contribute monthly matching funds to deferred compensation for management employees, as noted below. Contributions shall be made prospectively in each pay period, and no retroactive contributions will be made.

Management employees hired into a classification covered by this resolution prior to July 1, 2012; shall remain eligible for deferred compensation as noted above and shall not be eligible for the dollar amounts noted herein.
 Department Director level- $350.00
 Deputy Director level- $200.00
 Manager level - $150.00
 All other classifications in the management group - $100.00 ARTICLE 16. RETIREE HEALTH BENEFITS
All City management, confidential, and other unrepresented full-time employees that meet the eligibility requirements for CalPERS retirement and retire within one hundred twenty (120) days of separation from the City are eligible for post-retirement health benefits.

The City shall contribute up to a maximum of one thousand two hundred dollars ($1,200) per month (depending on the medical plan and coverage level selected) for post-retirement medical insurance premium costs. Eligible retirees shall receive 100% of the City’s contribution and any subsequent increases towards their post-retirement health benefits. The retiree health benefits described in this Article 16 are intended to be permanent for current retirees as of July 5, 2019, and employees who retire before this Resolution is repealed. Therefore, entitlement to and continuation of the retiree health benefits described herein for current retirees and those who retire prior to this Resolution is repealed shall exist and continue beyond the length of this Resolution, and are not dependent on the existence of any subsequent or future Resolution; however, the City may agree to increase the amount of the retiree health benefit in the future.

Once a retiree becomes Medicare eligible, CalPERS requires the retiree (or survivors) and their dependents to enroll in both Medicare Part A and Part B to remain eligible for CalPERS health coverage. A Certification of Medicare Status form is required, and CalPERS will change the health coverage to a Supplement to Medicare or Medicare Advantage plan.

ARTICLE 17. TUITION REIMBURSEMENT

1. Eligibility and Approval
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Management, confidential, and other unrepresented full-time employees shall be eligible for tuition and related expense reimbursement for completing pre-approved course work in a regionally accredited college, school, or university. Pre-approved job-related extension courses or certificate programs offered through regionally accredited colleges and universities are also eligible for reimbursement. Courses, books, and supplies paid for via state, federal, or private grants are excluded from reimbursement.

To be eligible for reimbursement, the employee must submit an education plan and goal approved by his/her department director to the Human Resources Division. The plan shall include at least the following:

A. A statement of the employee’s career and training objectives for the next two- year period;
B. A narrative description of the types of training and instruction the employee desires to receive;
C. A statement demonstrating how the requested course work will benefit the City, and how such training will enhance the City’s ability to complete its program, which will include the relevance of the plan to the employee’s work assignment; and D. A statement demonstrating how such proposed training will increase the employee’s proficiency while working for the City.

When department operations allow, the department director may approve flexible hours (consistent with the Alternative Work Schedule Policy) to accommodate class schedules.

2. Reimbursement
A. Within ninety (90) days of completing the course work, the employee must submit to the Human Resources Division a copy of their grade report evidencing completion of the course work with a grade C or better, and an itemized receipt reflecting the items that are being claimed for reimbursement.

B. Items qualifying for reimbursement include:
a. Tuition (in-state only)
b. Required textbooks
c. Required supplies
d. Parking permits
e. Other required fees
C. Items NOT qualifying for reimbursement include:
a. Medical service fee
b. Mileage
c. Items not required by the instructor
D. The maximum amount eligible for reimbursement will be seven hundred fifty dollars ($750.00) per calendar year. With the approval of the department director and the Human Resources Division, an employee may apply the annual tuition 755
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reimbursement allowance to certificate or extension programs such as those offered by UC Davis which meet the goals of the employee’s education plan. The City will observe the IRS regulations concerning the taxability of educational reimbursement in effect at the time of the request for reimbursement.

ARTICLE 18. UNIFORM ALLOWANCE
The following classifications shall receive a uniform allowance of thirty-six dollars and fifty-four cents ($36.54) per pay period:
 Deputy Fire Chief
 Fire Chief
 Police Captain
 Police Chief
The following classification shall receive a uniform allowance of thirty dollars ($30.00) per pay period:
 Manager of Police Records and Communications
 Code Enforcement Program Manager
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Exhibit A for Reso. No. 2024-xxx
SECTION IV – LEAVES
ARTICLE 19. VACATION
Regular part-time employees accrue leaves equal to their full-time equivalency unless otherwise required by federal and/or state law. For example, a regular part-time employee working 50% of a full-time equivalent will accrue 50% of the leave of a regular full-time employee with the same number of years of City service.

1. Policy
A. Vacations shall be taken at the convenience of the City. The City may establish a schedule for each employee to ensure the level of staffing required to carry out its work program. However, subject to operational need, the City will make every effort to approve vacation requests.

2. Accrual Rates and Maximum Accumulation
A. Vacation accrual is based on an employee’s regular work schedule and includes all hours in paid status, exclusive of overtime. The hours accrued in a pay period will not be available to the employee until the following pay period. Current full-time employees shall accrue vacation leave as follows:

Year Days/year Maximum Accrual
1 15 (.0577 per hour) 240 hours
2 16 (.0615 per hour) 240 hours
3 17 (.0654 per hour) 240 hours
4 18 (.0692 per hour) 240 hours
5 20 (.0769 per hour) 260 hours
10 23 (.0885 per hour) 280 hours
15 25 (.0962 per hour) 300 hours
20+ 27 (.1039 per hour) 320 hours
B. When an employee accrues the maximum number of accrual hours as set forth above, the employee shall cease accruing vacation until such time as the employee has utilized vacation hours to bring the total hours below the maximum stated accrual. At no time may an employee have a total balance of vacation hours in excess of the maximum leave accrual.

C. The City reserves the right to require employees who currently have a balance approaching their maximum accrual to take time off. If the City exercises its right to require the time off, the employee must be allowed thirty (30) days to make arrangements to reduce the accrued hours prior to December 31 of each year. 757
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Exhibit A for Reso. No. 2024-xxx
D. Vacation leave must be scheduled and approved in advance and in accordance with the procedures established for each department or division. After the first year of service, each employee must take one vacation period of no less than five (5) consecutive workdays during a calendar year.

E. The City Manager shall have the authority to grant up to five (5) additional days of vacation annually (to equal a maximum of twenty [20] days each year) to any individual in any management position during their first four (4) years of service with the City. The City Manager shall also have the authority to credit five (5) days of vacation from the first year’s accrual as of the first day of employment.

F. Department directors shall be entitled to no less than twenty (20) days of vacation per year, regardless of their date of hire.

G. If an employee receives a higher accrual rate as stated in E and F above, the employee’s accrual rate will not increase until their years of service entitle them to a higher accrual rate according to the schedules included in this Document.

ARTICLE 20. HOLIDAYS
Full-time employees shall be eligible to receive paid scheduled holidays. During the term of this Document, the City will recognize the holidays as specified below:

New Year's Day January 1
Martin Luther King Day Third Monday in January
President's Day Third Monday in February
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Fourth Thursday in November
Thanksgiving Friday Friday following the fourth Thursday Christmas Day December 25
Holidays occurring on a Saturday will be observed on the preceding Friday. Holidays occurring on a Sunday will be observed on the succeeding Monday. An employee may not use a designated holiday as his/her last day of employment. The employee must be in paid status for the entire subsequent work day after the holiday to qualify for holiday pay.

ARTICLE 21. SICK LEAVE
Regular part-time employees accrue leaves equal to their full-time equivalency unless otherwise required by federal and/or state law. For example, a regular part-time employee working 50% of a full-time equivalent will accrue 50% of the leave of a regular full-time employee with the same number of years of City service.
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Exhibit A for Reso. No. 2024-xxx

1. Accrual and Cash Out
A. Full-time employees shall accrue up to twelve (12) sick leave days per year, at the rate of .0462 multiplied by the actual number of hours in paid status, with the exception of overtime. The hours accrued in a pay period will not be available to the employee until the following pay period. Employees may use accrued sick leave as soon as it is accrued.

B. Temporary employees shall accrue up to three (3) sick leave days per fiscal year in accordance with California Labor Code 246, following a ninety (90) day waiting period. Employees may use accrued sick leave as soon as it is accrued.

C. For full-time employees hired before July 1, 2012, upon termination of employment in good standing, the accumulated sick leave may be sold back as follows:

Total Accumulated Sick Leave Buyout Rate
0 – 29 days 0%
30 – 39 days 10%
40 – 49 days 20%
50 – 59 days 30%
60 – 69 days 40%
70+ days 50%
The formula for the buyback shall be: Total accumulated days multiplied by the current hourly rate in effect at the date of separation multiplied by the buyout rate from the chart above.

For full-time employees hired on or after July 1, 2012, upon termination of employment in good standing, the accumulated sick leave buyout shall not exceed 10% of all accumulated hours in excess of twenty-nine (29) days.

Upon retirement, an employee may choose to (1) convert his/her total sick leave to CalPERS service credit; or (2) sell back his/her sick leave under the schedule noted above. The sick leave remaining after the buyout will be converted to CalPERS service credit under Section 20965, “Credit for Unused Sick Leave.”

2. Use of Sick Leave
Sick leave may be used for the following purposes:

A. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee or an employee’s family member (defined in this Article 21).

B. If employee is a victim of domestic violence, sexual assault, or stalking, sick leave may be used to obtain any relief to help ensure the health, safety, or welfare of the employee or his/her child.
759
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Exhibit A for Reso. No. 2024-xxx
C. For an employee who is an organ or bone marrow donor, pursuant to the provisions of California Labor Code section 1510.

D. Bereavement leave, as set forth in Article 22.

E. To attend to the illness of a family members, as defined by California Labor Code §245.5 (c), which includes: employee’s biological, adoptive, or foster parent, stepparent, or legal guardian of employee or employee’s spouse or registered domestic partner; or a person who stood in loco parentis when the employee was a minor child; spouse or registered domestic partner; biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis, regardless of age or dependency status; grandparent; grandchild; or sibling, or designated person, limited to one designated person per 12-month period for sick leave.

F. Confidential and full-time unrepresented employees may use sick leave to donate blood for up to two (2) hours on four (4) occasions each calendar year. The maximum amount of sick leave that can be used for this purpose is eight (8) cumulative hours each calendar year.

G. An employee who is entitled to a disability retirement (either at his/her own request or as a result of City action) under CalPERS shall not be entitled to use sick leave to defer the effective date of the retirement as provided by Government Code Section 21163.

H. Employees who are off work for three (3) or more consecutive days due to a non- work-related illness or injury shall, if requested, supply a medical release to the Human Resources Division signed by the health care provider stating that the employee may return to full or modified duty. If returned to modified duty, the release must be specific as to the nature of the restrictions and the length of time, if known, that the restrictions are to remain in place.

3. Coordination of Sick Leave and Disability Benefits
A. When an employee, receives SDI benefits, and requests to integrate accrued leave with disability benefits, it will be integrated as follows:
 If they have accumulated leave, be treated as on leave; and  Receive their full salary, which shall be a combination of compensation from the City and SDI.
o While the employee is integrating SDI, the amount of the SDI payment(s) received shall be credited to the employee. The remainder of the employee’s base salary will be paid first through sick leave (if sick leave use is permitted for the type of leave), then through other leave balances, with CTO last. Employees must notify the Human Resources Division of their intent to integrate and must 760
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provide proof of payment from the Employment Development Department to the Human Resources Division in a timely manner. o When all available leave hours are exhausted, beginning with sick leave (if sick leave use is permitted), they shall only receive SDI to the extent permitted by law.

4. Coordination of Sick Leave and Workers’ Compensation Benefits An employee injured while on duty who is receiving workers’ compensation benefits shall be treated in the same manner as an employee receiving SDI as set forth in Section III.

5. Coordination of Accrued Vacation, and Compensatory Time Off with Disability and Workers’ Compensation Benefits
A. An employee may request to integrate accrued leave with disability benefits to continue to receive a full salary, which shall be a combination of accrued vacation and/or CTO and SDI or workers’ compensation benefits.

B. When permitted accrued leaves are exhausted, an employee shall be placed on leave without pay.

ARTICLE 22. BEREAVEMENT LEAVE
A. Each full-time employee will be eligible for up to twenty-four (24 ) hours of bereavement leave for purposes of bereavement following the death of a relative. If an employee requests additional time off for bereavement, an additional sixteen (16) hours may be charged to accrued sick leave.

1. Relatives Covered:

Spouse Domestic Partner
Son Daughter
Brother Sister
Father Mother
Father-in-law Mother-in-law
Grandfather Grandmother
Grandchildren

2. The following step/foster relationships are covered:

Father Mother
Son Daughter
Brother Sister
Grandfather Grandmother

3. Bereavement leave is also available following the death of a non-related child, or close relative, who resided with the employee at the time of death.

B. Notification to the City
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Exhibit A for Reso. No. 2024-xxx
The employee shall notify his/her supervisor no later than the beginning of the next workday of the occurrence requiring bereavement leave and, if requested by the City, shall provide substantiation to support the request. Such leave shall commence within a reasonable amount of time following the request. Bereavement leave may be taken in consecutive days, or as needed, not to exceed the maximum amount of time allowed per.

A above.

ARTICLE 23. MANAGEMENT LEAVE
A significant amount of skill, effort, and devotion is required to be successful in a management position. In recognition of this, management leave is granted as part of the total management compensation package. Staff assigned to management classifications are expected to devote the time necessary to successfully perform the position’s responsibilities and to accomplish established goals. Attendance at after-hours meetings or community gatherings is frequently required of management positions. Further, staff assigned to management positions frequently spend personal time doing work-related tasks. The compensation established for management classifications is not affected by the amount of time required, on an individual basis, for successful performance. Full-time management positions will typically require a minimum of eighty (80) hours per biweekly pay period.

Management employees below the director level may schedule their time as needed to meet the service needs of their division, subject to review and concurrence by the department director, division manager, or chief. Directors may schedule their time as needed to fulfill their management role in the department and any inter-departmental responsibilities that may be assigned. This schedule shall be subject to review and concurrence by the City Manager.

The City Manager retains the discretion to determine management leave based on individual circumstances, not to exceed eighty (80) hours. Management leave will be issued per fiscal year to groups with the accrual rate as noted below:
 Department director level (Council-appointed position or exception): 80 hours  Deputy director level: 64 hours
 Manager level: 56 hours
 All other classifications in the management group: 48 hours Employees shall be credited with and have available for use the number of days as established herein as of July 1 each year. Should any employee be hired or promoted into a management position after July 1, they shall be credited with a prorated amount of management leave for the balance of the fiscal year.

If a management employee has not been able to take sufficient leave over the prior twelve (12) months, such that they are within eight (8) hours of their vacation leave accrual cap, once per fiscal year, management employees may request a cash payment to occur in the first full pay period in the next calendar year for up to half of their annual management leave accrual rate.

Approval of the cash payment is at the City Manager’s discretion and is also contingent upon sufficient budget availability. Cash payment for such management leave hours will be paid at the employee’s base pay rate from the salary schedule.
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Management leave shall not be cumulative from year-to-year.

Upon resignation or other termination of employment in good standing, the employee shall receive a prorated amount of unused management leave on the books as of the date the resignation is submitted, or the other termination is effective based on the portion of the fiscal year actually worked.

ARTICLE 24. FAMILY AND MEDICAL LEAVE ACT/CALFORNIA FAMILY RIGHTS ACT A. FMLA/CFRA
An employee who has worked at least one thousand two hundred fifty (1,250) hours in the past twelve (12) months for the City is eligible to take leave for up to twelve (12) weeks each twelve (12) month period for personal or family illness, or to bond with a new child in accordance with the California Family Rights Act (CFRA) (Government Code Section 12945.2) and the Federal Family and Medical Leave Act (FMLA) (Title 29, Part 825, Code of Federal Regulations).

An employee who is in unpaid status during a family care and medical leave will suffer no break in service for purposes of determining seniority per the City’s Personnel Rules.

The City reserves the right to temporarily transfer an employee who is taking intermittent family care and medical leave or is on a reduced leave schedule for medical treatment when it is determined to be in the best interest of the City that the functions of the affected position be performed on a full-time basis. The position to which the employee is transferred must be comparable in pay and benefits to the employee's regular position and the employee will be returned to their original position on completion of their treatment, subject only to their being capable of performing the essential functions of the job.

The City may require the employee to utilize all accrued sick leave (if use is permitted by for type of leave), vacation, and management leave to cover the FMLA or CFRA period which otherwise would be unpaid. If the employee chooses, they may reserve five (5) days of accrued vacation leave for use upon their return from an extended period of family care and medical leave.

1. "Extended Period" is defined as an absence of two (2) weeks or more.

2. If all other leave is exhausted at the expiration of the family care and medical leave, an employee may use the reserved vacation leave for purposes of sick leave and medical appointments for the employee and his/her dependents for a period of three (3) months after his/her return from family care and medical leave.

New child bonding leave must be taken within one (1) year of the child’s birth, adoption, or start of foster care. It may be taken in increments of two (2) weeks or more; however, on two (2) occasions the employee may take such leave in smaller increments.

B. Pregnancy Disability Leave
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1. The City will provide up to four (4) months of unpaid leave to female employees for pregnancy-related disability, in accordance with Government Code Section 12945(b)(2). Leave for pregnancy-related disability will run concurrently with FMLA.

2. Use of Leave
The employee may elect to use any accrued unused leave time to cover the period of her disability leave, which would otherwise be unpaid. During the period of her disability, an employee’s unused accrued sick leave will be integrated with any SDI benefits she may receive. Any accrued vacation leave or other accrued time off may be used at the option of the employee before an employee's unpaid leave begins.

ARTICLE 25. LEAVE OF ABSENCE WITHOUT PAY
A. Leave of absence without pay may be granted to any employee with the approval of the department director or his/her designee for: (1) illness beyond that covered by sick leave; or (2) other personal reasons which do not adversely impact, interfere with, or disrupt City operations.

1. To be eligible for a leave of absence for personal reasons, an employee must have received an overall rating of “meets expectations” on their performance evaluation and have had no formal disciplinary actions in the twelve (12) months prior to the request.

2. Terms and conditions of the leave shall be specified in writing.

B. Duration
An unpaid leave of absence may be granted for a period not to exceed ninety (90) days.

At the request of the employee, the City Manager may extend a leave of absence up to an additional ninety (90) days. The City Manager will consider the employee’s circumstances and balance those needs against the impacts to the City created by the employee’s continued absence.

C. Revocation of Leave of Absence
A leave of absence may be revoked by the department director upon evidence that the cause for granting the leave of absence was misrepresented or has ceased to exist.

D. Return Upon Expiration of Leave of Absence
Upon return to work from a leave of absence, the employee shall be returned to his/her former position, if available, or an equivalent position, if available. If neither the former 764
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position nor an equivalent position is available, the employee will be reassigned to a vacant position for which he/she is qualified.

E. Non-Qualifying Service
An unpaid leave of absence shall not be counted as qualifying service for the purposes of accruing vacation and sick leave. A leave of absence of thirty (30) days or more is not counted as qualifying service for merit salary adjustments. An employee on leave who has exhausted his/her maintenance of benefits extension granted under FMLA and CFRA may maintain medical, dental, vision, LTD, and life insurance policies by remitting full monthly premium payments to the City or CalPERS, if so directed by the City. The City will pay no portion of such premium while the employee is on unpaid leave after CFRA and FMLA are exhausted.

F. Leave Usage
All accrued vacation, management leave, and CTO must be used prior to the effective date of leave of absence without pay.

ARTICLE 26. JURY DUTY
When an employee is required to serve on jury duty, the employee shall be compensated for all regularly scheduled hours not worked as a result of jury service. Each employee shall pay the City the amount received as juror fees but shall retain any fees received for mileage reimbursement. 765
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Exhibit A for Reso. No. 2024-xxx
SECTION V – MISCELLANEOUS TERMS AND CONDITIONS
ARTICLE 27. PROBATIONARY PERIODS
A. Probationary Periods

1. Unless otherwise specified upon employment, all other management, confidential, and full-time unrepresented employees are subject to appointment by the City Manager.

2. Management employees serve at the will and pleasure of the City Manager, are exempt from competitive service, and do not serve a probationary period.

3. Upon appointment or promotion, confidential and unrepresented employees shall serve a twelve (12) months probationary period, except for promotion of an employee who has completed probation in the lower class to the next higher class in a flexibly staffed position.

4. Reclassifications and job title changes shall be exempt from serving a new probationary period.

5. The probationary period is an integral part of the selection process and shall be utilized as an opportunity to observe the employee’s work, to provide training, and to assist the employee in adjusting to the new position. At any time during the probationary period, an employee may be released with or without cause, and shall be without the right of review of any kind.

B. An employee shall receive no less than three (3) performance evaluations during the initial twelve (12) month probationary period. An employee promoted into a new classification will receive no less than two (2) performance evaluations during his/her six (6) month probationary period. Such evaluations will be conducted at reasonable intervals.

C. Extension of Probationary Periods

1. The probationary period may be extended commensurately by each hour an employee is on authorized leave for more than five (5) consecutive workdays.

Leaves include, but are not limited to, vacation, sick leave, CTO, and leaves without pay, including leaves granted under FMLA, CFRA, Pregnancy Disability Leave, Americans with Disabilities Act, and workers' compensation laws.

Employees who request and receive a temporary modified duty assignment due to medical conditions such that they are not performing the essential job functions of their position shall have their probationary period extended for each hour of such modified duty assignment.

2. Outside an authorized leave, a probationary period may be extended one (1) time at the City’s sole discretion, for a period not to exceed six (6) months, to 766
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ensure that an employee has demonstrated all of the necessary skills and traits to successfully pass probation for the job classification.

3. A probationary employee may, at the discretion of the department director, receive a salary step increase effective the beginning of the pay period, which includes the employee’s salary anniversary date if they meet the following criteria:
a. Received a satisfactory evaluation; and
b. Completed an extended probationary period.

The employee’s salary anniversary date will be adjusted to the date the merit increase is granted.

ARTICLE 28. NEPOTISM
The purpose of a nepotism policy is to regulate, restrict, or prohibit power or influence in personnel matters in favor of relatives, friends, or associates, as it may have a detrimental effect on supervision and morale.

A. A relative is defined as an individual who is related by blood, marriage, domestic partnership, or adoption in any of the following ways: spouse, child, step-child, parent, step-parent, grandparent, grandchild, brother, sister, half-brother, half-sister, aunt, uncle, niece, nephew, parent-in-law, daughter-in-law, son-in-law, brother-in-law, and sister-in-law, or any other situation that the Director of Administrative Services determines creates the possibility of a conflict of interest.

B. No relative of a City employee may serve in or be appointed, promoted, demoted, or transferred to a position within the same department or division in which the employee’s’ relative or spouse/domestic partner already holds a position if any of the following would result:

1. Direct line of supervision, including any situation in which one employee would be in a position to affect the terms and conditions of the other’s employment, including making decisions about work assignments, compensation, grievances, advancement, or performance evaluation. The department director is considered in the direct line of supervision in that department.

2. Both employees have the same supervisor.

3. A potential for creating an adverse impact on supervision, safety, security, morale, or efficiency.

C. Employees in lead or supervisory positions are prohibited from entering into romantic relationships with subordinates. Employees who become relatives or when existing employees enter into a relationship and/or who work in the same direct line of supervision within a City department shall notify the d epartment director and Human Resources within thirty (30) days.
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Exhibit A for Reso. No. 2024-xxx

1. The City shall initially allow the affected employees to determine which employee will remain in their current position. If the affected employees have no preference, the department director, in consultation with the Director of Administrative Services and City Manager, shall determine which of the employees will remain in their current position, giving consideration to the business needs, work history with the City, and seniority of the affected employees.

As to the other employee, the Director Administrative Services , in consultation with the City Manager, will attempt to make a mutually acceptable transfer or demotion in another supervisory unit or department. If a mutually acceptable transfer or demotion cannot be made, that employee shall be subject to separation.

ARTICLE 29. HOLIDAY FURLOUGH
The City may schedule a mandatory work furlough between the Christmas and New Year’s holidays each year. The establishment of such a furlough will be at the City’s sole discretion.

A. Employees will be notified by July 1 of each year if and when the furlough is scheduled.

B. Supervisors will notify those employees who will be required to work during the furlough by November 1.

C. During the furlough period, employees may use accrued vacation, management leave, or CTO, or they may take the time off without pay. The furlough will not affect health benefits, and leaves and seniority will continue to accrue.

Any new full-time confidential or other full-time unrepresented employee hired on or after pay period 20 of each year, who does not have sufficient time to accrue vacation to use during the furlough, may be advanced vacation time to cover the non-holiday time during the furlough.

Employees may request an advance using the prescribed form. If requesting such an advance of vacation leave, following the furlough period, the employee’s vacation will reflect a negative balance and any future vacation accruals shall be deducted until the vacation advance is fully repaid. The employee shall not take vacation leave until a positive leave balance is restored.

ARTICLE 30. EMPLOYEE PERFORMANCE EVALUATIONS
The City shall conduct employee performance evaluations on City ‐issued evaluation forms.

Performance evaluations are to be conducted at least annually, regardless of whether or not an employee is eligible for a salary step increase. Employees will be eligible for any appropriate annual step increase in the pay period which includes their anniversary date unless the Human Resources Division has received an employee's overall performance evaluation that is less than "meets expectations" (or equivalent language), or the employee has reached the top step of his/her classification.
768
Management, Confidential, and Other Unrepresented Employees Rules, Regulations, Benefits, and Policies Page 44
Exhibit A for Reso. No. 2024-xxx
ARTICLE 31. EXTRA STEP (MERIT) INCREASE
A department director may recommend to the City Manager for his/her approval that an eligible employee may receive one extra step increase during their annual evaluation. The department director shall submit written justification to the City Manager demonstrating the following:
 The employee has made significant achievements of City-wide importance, and the amount of the additional salary and benefit costs are available in the department’s budget for the balance of the fiscal year (department’s calculations to accompany the estimate).

The City Manager shall report all extra merit step increases to the City Council annually.

ARTICLE 32. CITY MANAGER ADDITIONAL AUTHORITY
Notwithstanding any of the provisions above, the City Manager may negotiate employment agreements for directors outside of the terms of this Document, provided that the employment agreement is brought to City Council for ratification at the earliest opportunity. 769
City Council
Staff Report

Subject:

Special Assessments for Delinquent Weed Abatement Charges Date:

June 25, 2024
Submitted By:

Angela Doyle, Senior Accountant
Department:

Administrative Services - Finance
Recommendation:

Conduct a Public Hearing and Consider the Following Actions:

A
.

Adopt a Resolution of the City Council of the City of Rocklin Imposing Special Assessments Against Certain Parcels for Delinquent Weed Abatement Charges.

B
.

Adopt a Resolution of the City Council of the City of Rocklin Requesting the Collection of Taxes, Assessments on the 2024/25 Tax Roll (Weed Abatement Charges).

Background:

Each year, the City notifies land owners of vacant properties that they must maintain their properties to minimize fire risk. If the properties are not properly abated by the land owners, the City has the right, under California Government Code Section 39501, California Government Code section 39560 et seq., and Rocklin Municipal Code section 8.12.010 to abate the properties and seek reimbursements for these costs.

On April 11, 2023, the City Council adopted Resolution No. 2023-43, which identified parcels requiring abatement, ordered that such abatement be completed by June 1, 2023, and set a public hearing for May 4, 2023, to hear any protests. This Resolution also indicated the City may perform abatement on properties that were not properly abated by the owners and indicated that the City would bill the responsible land owner for any costs incurred by the City.

Land owners of affected parcels were notified by mail of the public hearing and abatement requirements.

On May 4, 2023, the City Council held a public hearing and ordered the nuisance be abated.

During the summer of 2023, Northern State Contractors Inc, performed abatement on properties that had not been abated by the owners and billed the City for its costs. The City then billed the property owners for fees associated with abating their land on October 4, 2023, and the City sent second notices in December 2023 to those property owners with unpaid invoices.

On May 28, 2024, the City Council adopted Resolution No. 2024-122, accepting a report on the costs of abatement attributed to each delinquent parcel and set a public hearing on June Item Number 5B.

770
25, 2024, so that the City Council could consider placing special assessments for reimbursement of delinquent weed abatement charges on the 2024/25 tax roll. Notice of the public meeting was sent to all owners of record, was posted on the City’s web page, posted near the Council Chambers at least three (3) days prior to the hearing, and was published in the Placer Herald on June 14, 2024.

The first resolution (Attachment 1) authorizes the imposition of special assessments on properties that have delinquent weed abatement fees, and requests the County collect such assessments. The second resolution (Attachment 2) is required by Placer County for all direct charges the County collected on the City’s behalf. It serves to indemnify the County for any errors in those tax rolls submitted by the City.

Fiscal Impact:

Placement of special assessments on the tax rolls would result in the City being reimbursed $25,797.83 of weed abatement expenses and collecting $3,869.78 of administrative fees.

ATTACHMENTS:

1. Resolution A - Weed Abatement Charges
2 Resolution B - Weed Abatement Collection
771
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN

IMPOSING SPECIAL ASSESSMENTS AGAINST CERTAIN PARCELS FOR

DELINQUENT WEED ABATEMENT CHARGES
WHEREAS, pursuant to the provisions of California Government Code sections 39501 and 39560 et seq., and Rocklin Municipal Code section 8.12.010, on April 11, 2023, Council adopted Resolution 2023-43, which identified parcels in the City of Rocklin that required weed abatement, ordered such abatement to be completed by June 1, 2023, and set a public hearing for any protests on May 4, 2023; WHEREAS, on May 4, 2023, Council held a public hearing and thereafter ordered the nuisance abated (Resolution No. 2023-64), and during the summer of 2023, a City contractor performed the weed abatement of properties that had not been abated, and billed the City for the weed abatement costs; and
WHEREAS, on May 28, 2024, Council accepted a report on the unreimbursed costs of weed abatement and set June 25, 2024, as the date for a public hearing to consider the imposition of special assessments to be placed on the tax roll (Resolution No. 2024-122); and
WHEREAS, notice of the public hearing on June 25, 2024 was duly sent to all owners of record of affected properties as required by law, and was posted as required by law; and
WHEREAS, on June 25, 2024 public hearings were held and any objections to the imposition of special assessments on the parcels were heard and considered.

NOW THEREFORE, BE IT RESOLVED BY the City Council for the City of Rocklin as follows:

Section 1. The recitals set forth above are true and correct.

Section 2. The charges in the report on the cost of abatement set forth in Exhibit “A,” attached hereto and incorporated herein by reference, are those charges expended for abatement of nuisance plus City and County special assessment processing fees, and are confirmed.
772

Reso. No. 2024-
Section 3. As provided in California Government Code section 39577, the costs of abatement shall constitute a special assessment against the properties at which the services were rendered, and shall be collectible at the same time and in the same manner as secured property taxes are collected, and subject to the same penalties, priorities and procedures in the event of delinquency.

Section 4. As provided in California Government Code section 39577, a special assessment shall attach on the described properties upon recordation of this Resolution in the office of the Placer County Clerk-Recorder.

Section 5. The City Clerk shall file a certified copy of this Resolution in the office of the Placer County Auditor-Controller, and record a copy of this Resolution in the office of the Placer County-Clerk Recorder.

Section 6. The Auditor-Controller of Placer County is requested to attach for collection on the County tax rolls those fees attached hereto.

PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta Singh, City Clerk
773

to Reso. No. 2024-

EXHIBIT A
Delinquent Weed Abatement Charges

APN AMOUNT

PAST DUE

CITY ADMIN
FEE
COUNTY

COLLECTION
FEE
TOTAL

ASSESSMENT
AMOUNT
030-140-024-000 5,054.00 758.10 58.12 5,870.22
045-011-012-000 416.50 62.48 4.79 483.77
371-040-024-000 1,066.50 159.98 12.26 1,238.74
045-390-020-000 1,810.50 271.58 20.82 2,102.90
045-013-005-000 440.50 66.08 5.07 511.65
045-013-022-000 440.50 66.08 5.07 511.65
010-230-008-000 804.00 120.60 9.25 933.85
376-020-004-000 554.00 83.10 6.37 643.47
017-171-039-000 1,560.50 234.08 17.95 1,812.53
045-031-001-000 434.90 65.24 5.00 505.14
045-031-003-000 434.90 65.24 5.00 505.14
045-031-004-000 434.90 65.24 5.00 505.14
045-031-005-510 434.90 65.24 5.00 505.14
045-031-047-000 434.90 65.24 5.00 505.14
010-010-016-000 224.30 33.65 2.58 260.53
010-010-017-000 276.30 41.45 3.18 320.93
010-010-028-000 399.80 59.97 4.60 464.37
010-010-029-000 68.30 10.25 0.79 79.34
010-040-040-000 74.80 11.22 0.86 86.88
017-086-013-000 3,623.50 543.53 41.67 4,208.70
045-610-001-000 372.17 55.83 4.28 432.28
045-610-003-000 372.17 55.83 4.28 432.28
017-284-015-000 1,488.00 223.20 17.11 1,728.31
010-023-002-000 856.50 128.48 9.85 994.83
010-024-002-000 609.50 91.43 7.01 707.94
046-010-007-000 377.00 56.55 4.34 437.89
046-020-003-000 1,672.50 250.88 19.23 1,942.61
010-480-011-000 466.50 69.98 5.36 541.84
045-021-045-000 595.00 89.25 6.84 691.09
25,797.83 3,869.78 296.68 29,964.29
774
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN
REQUESTING THE COLLECTION OF TAXES, ASSESSMENTS ON THE 2024/25 TAX ROLL (WEED ABATEMENT ASSESSMENTS)
WHEREAS, the City of Rocklin has imposed charges for weed abatement pursuant to California Government Code sections 39560 et seq. and section 8.12.010 of the Rocklin Municipal Code, for which unpaid charges are collected on behalf of the City by the County of Placer on the annual property tax roll; and WHEREAS, the County of Placer has required, as a condition of the collection of taxes, assessments, liens and other charges on behalf of the City that the City warrant the legality of said charges and defend and indemnify the County from any challenge to the legality thereof.

NOW, THEREFORE, BE IT RESOLVED by City Council of the City of Rocklin as follows:

Section 1. The Auditor-Controller of Placer County is requested to attach for collection on the County 2024/25 tax rolls special assessments against certain parcels for delinquent weed abatement charges as set forth in Rocklin City Council Resolution No. 2024-__.

Section 2. The City warrants and represents that the special assessments comply with all requirements of state law, including but not limited to Articles XIIIC and XIIID of the California Constitution (Proposition 218).

Section 3. The City releases and discharges County, and its officers, agents and employees from any and all claims, demands, liabilities, costs and expenses, damages, causes of action, and judgments in any manner arising out of the collection by County of any of the special assessments on behalf of City.

Section 4. The City agrees to and shall defend, indemnify and hold harmless the County, its officers, agents and employees (the “Indemnified Parties”) from any and all claims, demands, liabilities, costs and expenses, damages, causes of action, and judgments in any manner arising out of the collection by County of any of the special assessments requested to be collected by the County for the City, or in any manner arising out of City establishment and imposition thereof. City agrees that, in the event a judgment is entered in a court of law against any of the Indemnified Parties as a result of the collection of one of the special assessments, the County may offset the amount of the judgment from any other monies collected by the County on behalf of the City, including property taxes.
775

Reso. No. 2024-
Section 5. The City agrees that its officers, agents, and employees will cooperate with the County in answering questions referred to the City by the County from any person concerning the City’s special assessments, and that City will not refer such persons to County officers and employees for response.

Section 6. The City agrees to pay such reasonable and ordinary charges as the County may prescribe to recoup its costs in placing on the tax rolls and collecting the assessments, as provided by Government Code sections 29304 and 51800.

PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta Singh, City Clerk
776
City Council
Staff Report

Subject:

Solid Waste Rate Increase Public Hearing
Date:

June 25, 2024
Submitted By:

Justin Nartker, Director of Public Services
Department:

Public Services
Recommendation:

Conduct a Public Hearing and, if there is No Majority Protest, Consider the Following Action:

Adopt a Resolution of the City Council of the City of Rocklin Amending Solid Waste Collection Service Rates within the Incorporated Limits of the City of Rocklin and Rescinding Resolution No. 2023-110.

Background:

On May 14, 2024, the City Council adopted Resolution No. 2024-109, which established Tuesday, June 25, 2024, as a Public Hearing to allow an opportunity for owners of property and customers serviced by Recology Auburn Placer to appear and protest the proposed increase in fees. The rate adjustment request consists of a Cost-of-Living (COLA) Increase of

2.1%, which is less than the 4.0% maximum yearly increase allowed in the Franchise Agreement with the City of Rocklin. In addition, Western Placer Waste Management Authority is increasing the Landfill Rate by 2.65%, which is passed through the City’s solid waste hauler.

Resolution No. 2024-109 also authorized the City Clerk to give additional notice of the proposed increase and Public Hearing as required by law. Written notice of the proposed rates and public hearing was provided by Recology Auburn Placer to its customers as required by law (Attachment 4). Written protest and comment letters received prior to the posting of the agenda are included in Attachment 3. To date, two protests have been received.

Recology Auburn Placer continues to perform their obligations as outlined in the Franchise Agreement. They are responsive to citizen concerns and requests from the City. Beyond the normal weekly service, Rocklin residents also receive green waste pickup, street sweeping, curbside e-waste recycling, spring cleanup, cardboard recycling and dead (large) animal pickup. The current and proposed collection rates for common items are reflected in Attachment 5.

Item Number 5C.

777

Staff recommends as follows:
1 .

Open the public hearing and receive any further protests and comments. 2 .

Close the public hearing and have the City Clerk tally the protests and consider the results.
3 .

If there is a majority protest (50% plus 1 of all customers), no further action will be taken. 4 .

If there is not a majority protest, then Staff recommends that City Council approve the attached resolution to adopt the solid waste fees as proposed.

Fiscal Impact:

The COLA Adjustment and the Landfill Increase Pass Through total is 4.75%, the impact to the average residential end user approximately 2.01%.

ATTACHMENTS:

1. Resolution

2. Resolution Exhibit A - Rates

3. Protest Letters

4. Public Hearing Notice

5. Common Collection Rate
778
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN

AMENDING SOLID WASTE COLLECTION SERVICE RATES WITHIN THE INCORPORATED LIMITS OF THE CITY OF ROCKLIN AND RESCINDING RESOLUTION NO. 2023-110 WHEREAS, the City of Rocklin has entered into a franchise agreement with Recology Auburn Placer to provide solid waste collection services within the City of Rocklin; and WHEREAS, pursuant to the franchise agreement, Recology Auburn Placer has requested a Cost of Living Rate Adjustment to the solid waste collection service rates charged to its customers within the City of Rocklin, and has demonstrated the rate adjustment reasonably relates to the cost of providing the services; and
WHEREAS, on May 14, 2024, the City Council approved Resolution 2024-109, a Resolution of Intent to Amend the Solid Waste Collection Services Rates and setting a public hearing for June 25, 2024; and
WHEREAS, the duly noticed public hearing for the proposed solid waste collection service rates was held before the City Council on Jun 25, 2024; and WHEREAS, at the conclusion of the public hearing, the City Clerk tabulated the number of written protests received and reported that there was not a majority protest of the proposed solid waste collection service rates by owners or authorized representative of the identified and affected properties; and
WHEREAS, after the public testimony and staff’s report and recommendations, the City Council has determined that the solid waste collection service rates are appropriate, lawful and fair, and should be adopted.

NOW, THEREFORE, the City Council of the City of Rocklin does resolve as follows:

Section 1. Findings. The above recitals are true and correct, and incorporated herein by reference.

Section 2. Adoption of solid waste collection service rates. The updated solid waste collection service rates set forth in Exhibit “A” attached hereto, are hereby approved and adopted, to be effective July 1, 2024.

779

Reso. No. 2024-
PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta, City Clerk
780

to Reso. No. 2024-

EXHIBIT A
781
Recology Auburn Placer
CITY of ROCKLIN
Rate Components
For Rate Year July 1, 2024 through June 30, 2025
Annual Increase - Rate Year 2023-2024
Cost of Living Increase 0.400%
Other - Carry forward from 2022 - 2023 1.700%
Other 0.000%
TOTAL INCREASE (Cap at 4%) 2.100%
* * Old Landfill Rate (See Note 1) 103.75 $
* * New Landfill Rate (See Note 1) 106.50 $ 69.00
Landfill Increase $2.75
% Increase 2.65%
Street Sweeping 0.00%
* * Note 1 Landfill Rates Applicable to Debris Boxes and C&D:
1 of 12
782

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

RESIDENTIAL RATES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL
** 1 - 32-Gallon Can 8.24 $ 7.87 $ 1.79 $ 17.90$ Toter Only 14.21$ 15.74$ 3.33$ 33.28$ Unlimited Toters 19.45 20.23$ 4.41 44.09
Senior Citizen
** 1 - 32-Gallon Can 4.02$ 7.87$ 1.32$ 13.21$ Toter Only 9.29$ 15.74$ 2.78 27.81
Unlimited Toter 10.24 20.23$ 3.39 33.86
Extra Charge
Bag 2.50$ 0.93$ 0.38$ 3.81$
Can 3.20 1.82 0.56 5.58
Toter 7.46 3.63 1.23 12.32
Extra Toter Rental 3.53 0.39 3.92
(Unlimited Svc.)
Backyard Gate Fee 1.56 0.17 1.73
PROPOSED - EFFECTIVE JULY 1, 2024

RESIDENTIAL RATES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL
** 1 - 32-Gallon Can 8.41$ 8.08$ 1.83$ 18.32$ Toter Only 14.51$ 16.15$ 3.41$ 34.07$ Unlimited Toters 19.86 20.77 4.51 45.14
Senior Citizen
** 1 - 32-Gallon Can 4.10$ 8.08$ 1.35$ 13.53$ Toter Only 9.49$ 16.15 2.85$ 28.49$
Unlimited Toter 10.46 20.77 3.47 34.70
Extra Charge
Bag 2.55$ 0.96$ 0.39$ 3.90$
Can 3.27 1.86 0.57 5.70
Toter 7.62 3.73 1.26 12.61
Extra Toter Rental 3.60 0.40 4.00
(Unlimited Svc.)
Backyard Gate Fee 1.59 0.18 1.77
** Existing Customers only. Service is not available to new customers. 2 of 12
783

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES
Frequency (Pickups per Week)
S I Z E 12 3 4 56
1 Cu Yd 71.64 $ 118.60 $ 165.34 $ 212.62 $ 259.92 $ 324.88 $ Disposal 33.72 67.44 101.16 134.88 168.59 202.31
105.36$ 186.04$ 266.50$ 347.50$ 428.51$ 527.19$ Fran Fee 11.71 20.67 29.61 38.61 47.61 58.58
TOTAL 117.07$ 206.71$ 296.11$ 386.11$ 476.12$ 585.77$ 2 Cu Yd 118.41$ 212.88$ 307.11$ 401.55$ 495.73$ 619.68$ Disposal 67.44 134.88 202.31 269.75 337.19 404.63
185.85$ 347.76$ 509.42$ 671.30$ 832.92$ 1,024.31$ Fran Fee 20.65 38.64 56.60 74.59 92.55 113.81
TOTAL 206.50$ 386.40$ 566.02$ 745.89$ 925.47$ 1,138.12$ 3 Cu Yd 165.52$ 306.99$ 448.44$ 589.83$ 731.21$ 914.02$ Disposal 101.16 202.31 303.47 404.63 505.78 606.94
266.68$ 509.30$ 751.91$ 994.46$ 1,236.99$ 1,520.96$ Fran Fee 29.63 56.59 83.55 110.50 137.44 169.00
TOTAL 296.31$ 565.89$ 835.46$ 1,104.96$ 1,374.43$ 1,689.96$ 4 Cu Yd 212.62$ 401.28$ 589.72$ 778.02$ 966.66$ 1,208.34$ Disposal 134.88 269.75 404.63 539.50 674.38 809.25
347.50$ 671.03$ 994.35$ 1,317.52$ 1,641.04$ 2,017.59$ Fran Fee 38.61 74.56 110.48 146.39 182.34 224.18
TOTAL 386.11$ 745.59$ 1,104.83$ 1,463.91$ 1,823.38$ 2,241.77$ 5 Cu Yd 259.92$ 437.27$ 614.65$ 791.82$ 969.46$ 1,211.84$ Dis
posal 168.59 337.19 505.78 674.38 842.97 1,011.56
428.51$ 774.46$ 1,120.43$ 1,466.20$ 1,812.43$ 2,223.40$ Fran Fee 47.61 86.05 124.49 162.91 201.38 247.04
TOTAL 476.12$ 860.51$ 1,244.92$ 1,629.11$ 2,013.81$ 2,470.44$ 6 Cu Yd 294.69$ 500.24$ 756.01$ 911.01$ 1,164.65$ 1,455.82$ Disposal 202.31 404.63 606.94 809.25 1,011.56 1,213.88
497.00$ 904.87$ 1,362.95$ 1,720.26$ 2,176.21$ 2,669.70$ Fran Fee 55.22 100.54 151.44 191.14 241.80 296.63
TOTAL 552.22$ 1,005.41$ 1,514.39$ 1,911.40$ 2,418.01$ 2,966.33$ 7 Cu Yd 329.54$ 563.24$ 897.42$ 1,030.16$ 1,359.84$ 1,699.78$ Disposal 236.03 472.06 708.09 944.13 1,180.16 1,416.19
565.57$ 1,035.30$ 1,605.51$ 1,974.29$ 2,540.00$ 3,115.97$ Fran Fee 62.84 115.03 178.39 219.37 282.22 346.22
TOTAL 628.41$ 1,150.33$ 1,783.90$ 2,193.66$ 2,822.22$ 3,462.19$ 3 of 12
784

CITY OF ROCKLIN
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES
Frequency (Pickups per Week)
SIZE 12 3 4 56
1C u Y d 73.14$ 121.09 $ 168.81 $ 217.09 $ 265.38 $ 331.70 $ Disposal 34.61 69.23 103.84 138.45 173.06 207.68
107.75$ 190.32$ 272.65$ 355.54$ 438.44$ 539.38$ Fran Fee 11.97 21.15 30.29 39.50 48.72 59.93
TOTAL 119.72$ 211.47$ 302.94$ 395.04$ 487.16$ 599.31$ 2C u Y d 120.90$ 217.35$ 313.56$ 409.98$ 506.14$ 632.69$ Disposal 69.23 138.45 207.68 276.90 346.13 415.35
190.13$ 355.80$ 521.24$ 686.88$ 852.27$ 1,048.04$ Fran Fee 21.13 39.53 57.92 76.32 94.70 116.45
TOTAL 211.26$ 395.33$ 579.16$ 763.20$ 946.97$ 1,164.49$ 3C u Y d 169.00$ 313.44$ 457.86$ 602.22$ 746.57$ 933.21$ Disposal 103.84 207.68 311.51 415.35 519.19 623.03
272.84$ 521.12$ 769.37$ 1,017.57$ 1,265.76$ 1,556.24$ Fran Fee 30.32 57.90 85.49 113.06 140.64 172.92
TOTAL 303.16$ 579.02$ 854.86$ 1,130.63$ 1,406.40$ 1,729.16$ 4C u Y d 217.09$ 409.71$ 602.10$ 794.36$ 986.96$ 1,233.72$ Disposal 138.45 276.90 415.35 553.80 692.25 830.70
355.54$ 686.61$ 1,017.45$ 1,348.16$ 1,679.21$ 2,064.42$ Fran Fee 39.50 76.29 113.05 149.80 186.58 229.38
TOTAL 395.04$ 762.90$ 1,130.50$ 1,497.96$ 1,865.79$ 2,293.80$ 5C u Y d 265.38$ 446.45$ 627.56$ 808.45$ 989.82$ 1,237.29$ Disposal 173.06 346.13 519.19 692.25 865.31 1,038.38
438.44$ 792.58$ 1,146.75$ 1,500.70$ 1,855.13$ 2,275.67$ Fran Fee 48.72 88.06 127.42 166.74 206.13 252.85
TOTAL 487.16$ 880.64$ 1,274.17$ 1,667.44$ 2,061.26$ 2,528.52$ 6C u Y d 300.88$ 510.75$ 771.89$ 930.14$ 1,189.11$ 1,486.39$ Disposal 207.68 415.35 623.03 830.70 1,038.38 1,246.05
508.56$ 926.10$ 1,394.92$ 1,760.84$ 2,227.49$ 2,732.44$ Fran Fee 56.51 102.90 154.99 195.65 247.50 303.60
TOTAL 565.07$ 1,029.00$ 1,549.91$ 1,956.49$ 2,474.99$ 3,036.04$ 7C u Y d 336.46$ 575.07$ 916.27$ 1,051.79$ 1,388.40$ 1,735.48$ Disposal 242.29 484.58 726.86 969.15 1,211.44 1,453.73
578.75$ 1,059.65$ 1,643.13$ 2,020.94$ 2,599.84$ 3,189.21$ Fran Fee 64.31 117.74 182.57 224.55 288.87 354.36
TOTAL 643.06$ 1,177.39$ 1,825.70$ 2,245.49$ 2,888.71$ 3,543.57$ 4 of 12
785

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES

COMMERCIAL CAN
Frequency (Pickups per Week)
12 3 4 5
1 Can 12.02 $ 24.44 $ 36.69 $ 48.97 $ 61.19 $ Disposal 7.87 15.74 23.60 31.47 39.34

19.89$ 40.18 $ 60.29 $ 80.44 $ 100.53 $ Fran Fee 2.21 4.46 6.70 8.94 11.17
TOTAL 22.10$ 44.64 $ 66.99 $ 89.38 $ 111.70 $ 2 Cans 14.04 $ 28.23 $ 42.48 $ 56.70 $ 70.80 $ Disposal 15.74 31.47 47.21 62.94 78.68

29.78$ 59.70 $ 89.69 $ 119.64 $ 149.48 $ Fran Fee 3.31 6.63 9.97 13.29 16.61
TOTAL 33.09$ 66.33 $ 99.66 $ 132.93 $ 166.09 $ 3 Cans 15.87 $ 32.18 $ 48.12 $ 64.28 $ 80.38 $ Disposal 23.60 47.21 70.81 94.41 118.02

39.47$ 79.39 $ 118.93 $ 158.69 $ 198.40 $ Fran Fee 4.39 8.82 13.21 17.63 22.04
TOTAL 43.86$ 88.21 $ 132.14 $ 176.32 $ 220.44 $ 4 Cans 17.66 $ 34.80 $ 79.97 $ 71.33 $ 89.26 $ Disposal 31.47 62.94 94.41 125.88 157.35

49.13$ 97.74 $ 174.38 $ 197.21 $ 246.61 $ Fran Fee 5.46 10.86 19.38 21.91 27.40
TOTAL 54.59$ 108.60 $ 193.76 $ 219.12 $ 274.01 $ 5 Cans 19.55 $ 39.60 $ 59.74 $ 79.68 $ 99.69 $ Disposal 39.34 78.68 118.02 157.35 196.69

58.89$ 118.28 $ 177.76 $ 237.03 $ 296.38 $ Fran Fee 6.54 13.14 19.75 26.34 32.93
TOTAL 65.43$ 131.42 $ 197.51 $ 263.37$ 329.31$
6 Cans 21.42$ 43.42$ 65.49$ 87.54$ 109.30$ Disposal 47.21 94.41 141.62 188.83 236.03

68.63$ 137.83$ 207.11$ 276.37$ 345.33$ Fran Fee 7.63 15.31 23.01 30.71 38.37
TOTAL 76.26$ 153.14$ 230.12$ 307.08$ 383.70$ 5 of 12
786

CITY OF ROCKLIN
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES

COMMERCIAL CAN
Frequency (Pickups per Week)
12 3 4 5
1C a n 12.27$ 24.95 $ 37.46 $ 50.00 $ 62.47 $ Disposal 8.08 16.15 24.23 32.31 40.38

20.35$ 41.10 $ 61.69 $ 82.31 $ 102.85 $ Fran Fee 2.26 4.57 6.85 9.15 11.43
TOTAL 22.61$ 45.67 $ 68.54 $ 91.46 $ 114.28 $ 2C a n s 14.33$ 28.82 $ 43.37 $ 57.89 $ 72.29 $ Disposal 16.15 32.31 48.46 64.61 80.76

30.48$ 61.13 $ 91.83 $ 122.50 $ 153.05 $ Fran Fee 3.39 6.79 10.20 13.61 17.01
TOTAL 33.87$ 67.92 $ 102.03 $ 136.11 $ 170.06 $ 3C a n s 16.20$ 32.86 $ 49.13 $ 65.63 $ 82.07 $ Disposal 24.23 48.46 72.69 96.92 121.14

40.43$ 81.32 $ 121.82 $ 162.55 $ 203.21 $ Fran Fee 4.49 9.04 13.54 18.06 22.58
TOTAL 44.92$ 90.36 $ 135.36 $ 180.61 $ 225.79 $ 4C a n s 18.03$ 35.53 $ 81.65 $ 72.83 $ 91.13 $ Disposal 32.31 64.61 96.92 129.22 161.53

50.34$ 100.14 $ 178.57 $ 202.05 $ 252.66 $ Fran Fee 5.59 11.13 19.84 22.45 28.07
TOTAL 55.93$ 111.27 $ 198.41 $ 224.50 $ 280.73 $ 5C a n s 19.96$ 40.43 $ 60.99 $ 81.35 $ 101.78 $ Disposal 40.38 80.76 121.14 161.53 201.91

60.34$ 121.19 $ 182.13$
242.88$ 303.69$
Fran Fee 6.70 13.47 20.24 26.99 33.74
TOTAL 67.04$ 134.66$ 202.37$ 269.87$ 337.43$ 6C a n s 21.87$ 44.33$ 66.87$ 89.38$ 111.60$ Disposal 48.46 96.92 145.37 193.83 242.29

70.33$ 141.25$ 212.24$ 283.21$ 353.89$ Fran Fee 7.81 15.69 23.58 31.47 39.32
TOTAL 78.14$ 156.94$ 235.82$ 314.68$ 393.21$ 6 of 12
787

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES

COMMERCIAL TOTERS
Frequency (Pickups per Week)
12 3
1 Toter 25.00 $ 50.00 $ 75.00 $
Disposal 15.74 31.47 47.21

40.74$ 81.47 $ 122.21 $
Fran Fee 4.53 9.05 13.58
TOTAL 45.27$ 90.52 $ 135.79 $
2 Toters 43.53 $ 87.08 $ 130.60 $
Disposal 31.47 62.94 94.41

75.00$ 150.02 $ 225.01 $
Fran Fee 8.33 16.67 25.00
TOTAL 83.33$ 166.69 $ 250.01 $
3 Toters 62.08 $ 124.16 $ 186.25 $
Disposal 47.21 94.41 141.62
109.29$ 218.57$ 327.87$
Fran Fee 12.14 24.29 36.43
TOTAL 121.43$ 242.86$ 364.30$
4 Toters 80.61$ 161.22$ 241.84$
Disposal 62.94 125.88 188.83
143.55$ 287.10$ 430.67$
Fran Fee 15.95 31.90 47.85
TOTAL 159.50$ 319.00$ 478.52$
5 Toters 99.14$ 198.24$ 297.41$
Disposal 78.68 157.35 236.03
177.82$ 355.59$ 533.44$
Fran Fee 19.76 39.51 59.27
TOTAL 197.58$ 395.10$ 592.71$
7 of 12
788

CITY OF ROCKLIN
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES

COMMERCIAL TOTERS
Frequency (Pickups per Week)
12 3
1T o t e r 25.53$ 51.05 $ 76.58 $
Disposal 16.15 32.31 48.46

41.68$ 83.36 $ 125.04 $
Fran Fee 4.63 9.26 13.89
TOTAL 46.31$ 92.62 $ 138.93 $
2T o t e r s 44.44$ 88.91 $ 133.34 $ Disposal 32.31 64.61 96.92

76.75$ 153.52 $ 230.26 $
Fran Fee 8.53 17.06 25.58
TOTAL 85.28$ 170.58 $ 255.84 $
3T o t e r s 63.38$ 126.77 $ 190.16 $
Disposal 48.46 96.92 145.37
111.84$ 223.69$ 335.53$
Fran Fee 12.43 24.85 37.28
TOTAL 124.27$ 248.54$ 372.81$
4T o t e r s 82.30$ 164.61$ 246.92$
Disposal 64.61 129.22 193.83
146.91$ 293.83$ 440.75$
Fran Fee 16.32 32.65 48.97
TOTAL 163.23$ 326.48$ 489.72$
5T o t e r s 101.22$ 202.40$ 303.66$
Disposal 80.76 161.53 242.29
181.98$ 363.93$ 545.95$
Fran Fee 20.22 40.44 60.66
TOTAL 202.20$ 404.37$ 606.61$
8 of 12
789

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL

EXTRA EMPTIES
1 Cu Yd 17.49 $ 7.78 $ 2.81 $

28.08$
2 Cu Yd 28.96 15.56 4.95 49.47
3 Cu Yd 40.38 23.34 7.08 70.80
4 Cu Yd 51.93 31.13 9.23 92.29
5 Cu Yd 63.50 38.91 11.38 113.79
6 Cu Yd 78.38 46.69 13.90 138.97
7 Cu Yd 93.28 54.47 16.42 164.17

BIN RENTAL
1 Cu Yd 18.96$ 2.11$

21.07$
2 Cu Yd 23.55 2.62 26.17
3 Cu Yd 28.33 3.15 31.48
4 Cu Yd 33.01 3.67 36.68
5 Cu Yd 37.69 4.19 41.88
6 Cu Yd 42.49 4.72 47.21
7 Cu Yd 47.26 5.25 52.51
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL

EXTRA EMPTIES
1C u Y d 17.86$ 7.99$ 2.87
$ 28.72$
2C
u Y d 29.57 15.98 5.06 50.61
3C u Y d 41.23 23.96 7.24 72.43
4C u Y d 53.02 31.95 9.44 94.41
5C u Y d 64.83 39.94 11.64 116.41
6C u Y d 80.03 47.93 14.22 142.18
7C u Y d 95.24 55.91 16.79 167.94

BIN RENTAL
1C u Y d 19.36$ 2.15$ 21.51$
2C
u Y d 24.04 2.67 26.71
3C u Y d 28.92 3.21 32.13
4C u Y d 33.70 3.74 37.44
5C u Y d 38.48 4.28 42.76
6C u Y d 43.38 4.82 48.20
7C u Y d 48.25 5.36 53.61
9 of 12
790

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES

DEBRIS BOXES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL
15 Cu Yd 202.95 $ 211.65 $ 46.07 $ 460.67 $ 20 Cu Yd 221.77 282.20 56.00 559.97
30 Cu Yd 189.31 423.30 68.07 680.68
33 Cu Yd 174.73 465.63 71.15 711.51
40 Cu Yd 145.39 564.40 78.87 788.66
50 Cu Yd 207.41 705.50 101.43 1,014.34
Temporary Bins
5 Cu Yd 104.00 $ 38.91 $ 15.88 $ 158.79 $ 6 Cu Yd 117.87 46.69 18.28 182.84
7 Cu Yd 131.83 54.47 20.70 207.00
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES

DEBRIS BOXES

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL
15 Cu Yd 207.21$ 217.26 $ 47.16 $ 471.63$ 20 Cu Yd 226.43 289.68 57.35 573.46
30 Cu Yd 193.29 434.52 69.76 697.57
33 Cu Yd 178.40 477.97 72.93 729.30
40 Cu Yd 148.44 579.36 80.87 808.67
50 Cu Yd 211.77 724.20 104.00 1,039.97
Temporary Bins
5C u Y d 106.18$ 39.94 $ 16.24 $ 162.36$ 6C u Y d 120.35 47.93 18.70 186.98
7C u Y d 134.60 55.91 21.17 211.68
10 of 12
791

CITY OF ROCKLIN
CURRENT-EFFECTIVE JULY 1, 2023

COMMERCIAL RATES

C & D BINS

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL

C & D BINS
5 Cu Yd 91.50 $ 38.91 $ 14.49 $ 144.90 $ 6 Cu Yd 103.75 46.69 16.72 167.16
7 Cu Yd 131.83 54.47 20.70 207.00
PROPOSED - EFFECTIVE JULY 1, 2024

COMMERCIAL RATES

C & D BINS

BASE RATE DISPOSAL FRANCHISE

FEE TOTAL

C & D BINS
5C u Y d 93.42$ 39.94 $ 14.82 148.18$ 6C u Y d 105.93 47.93 17.10 170.96
7C u Y d Subject to Note 134.60 55.91 21.17 211.68
NOTE: Rate subject to a minimum of three (3) containers per service 11 of 12
792
Recology Auburn Placer
City of Rocklin
Cost of Living Increase
For Rate Year July 1, 2024 through June 30, 2025
City of Rocklin Format
C:\Users\ACorneliuz\Documents\

BASIC FORMULA
COLA = 0.1 Fixed Cos t + .45 x (ECIv1 / ECIv0) + .45 x (PPIv1 / PPIv0) Rounding: To 3 decimal places per basic agreement 0.0010 CALCULATION:

Fixed / Non-escalating Costs
No index used
Factor (per cent of total cost) 0.10
Index None
Index None
Labor Cost
Factor (percent of total cost) 0.45
Index: 4th Quarter 2023 163.40
Base Index: 4th Quarter 2022 157.00
Change in Index: 6.40

4.10%
Goods & Services
Producer Price Index for All Commodities (WPU00000000)
Factor (percent of total cost) 0.45
Index: December 2023 249.89
Base Index: December 2022 258.01
Change in Index: (8.12)
-3.10%
Calculation 1 = 1.0040
NET RATE CHANGE (percent) 0.40%
Employment Cost Index - Wages & Salaries, Private Industry, Manufacturing; production, transportation and material moving (Series ID: CIU2023000500000I) 12 of 12
793
794
795
The City Council of the City of Rocklin will
hold a public hearing on Tuesday, June 25,
2024, at the Rocklin Administration 2nd Floor
Council Chambers, 3970 Rocklin Road, Rocklin,
beginning at 6:00 p.m. to consider a garbage
collection service rate increase as proposed by
Recology Auburn Placer, the City of Rocklin’s
franchised solid waste hauler. The proposed
rate changes reflect a 2.1% cost of living
expense increase and a 2.65% disposal expense
increase resulting in an average increase to the
customer for the monthly garbage rate of

2.01%. A rate increase comparison report will
be available at the office of the City Clerk, 3970
Rocklin Road, and on the City website at
www.rocklin.ca.us.

NOTICE OF PUBLIC HEARING ON PROPOSED FEE INCREASES
If approved, the new rates become effective on
July 1, 202

4. Owners of property and customers served by
Recology Auburn Placer may protest the proposed
increase in fees by addressing the City Council at
the public hearing or by filing a written protest with
the City Clerk at the address to the left. The written
protest must identify the parcel served by address
or APN (assessor’s parcel number) and be actually
received (not postmarked) by the City Clerk, before
or during the public hearing. Only one protest per
parcel shall be counted for purposes of establishing
a majority protest to the proposed fee increase. For
further information contact the Office of the City
Clerk at (916) 625-5560 or Recology Auburn Placer
at (530) 885-3735 during regular business hours.

Auburn Placer 796
12305 Shale Ridge Road
Auburn, CA 95604
530-885-3735
recology.com
ESOPProudly Employee Owned!
Jul 2023 RateJul 2024 Rate$Change%Change
Unlimited Toter $44.09 $45.14 $1.05 2%
Toter Only $33.29 $34.07 $.79 2%
2023 Rate 2024 Rate $Change %Change
1x1 Cubic Yard $117.07 $119.72 $2.65 2%
1x4 Cubic Yard $386.11 $395.04 $8.93 2%
1x20 Cubic Yard $559.97 $573.46 $13.49 2%
The Rocklin City Council will hold a public hearing
on proposed fee increases for Recology Auburn
Placer customers. The rate increase changes for
selected residential services are as follows:

The rate increase for selected commercial services
are as follows (collected 1 time per week):

See the other side of this postcard for more
information and details of the public meeting.

Printed on recycled paper.

Please recycle after reading.

PRE-SORT FIRST CLASS

US POSTAGE
PAID NO. 25

AUBURN CA
Auburn Placer
797

COMMON COLLECTION RATES
Container
Base Rate
(Monthly) Disposal
Franchise
Fee Total + or -
Current Rate 1 - 32 Gallon Can 8.24 7.87 1.79 17.90
Proposed Rate* 8.41 8.08 1.83 18.32 +.42
Current Rate Toter Total 14.21 15.74 3.33 33.28
Proposed Rate* 14.51 16.15 3.41 34.07 +.79
Current Rate Unlimited Toter 19.45 20.23 4.41 44.09
Proposed Rate* 19.86 20.77 4.51 45.14 +1.05
Current Rate Sr. Unlimited Toter 10.24 20.23 3.39 33.86 Proposed Rate* 10.46 20.77 3.47 34.70 +.84
Current Rate 1 Yd - 1 x Week 71.64 33.72 11.71 117.07
Proposed Rate* 73.14 34.61 11.97 119.72 +2.65
Current Rate 1 Yd - 4 x Week 212.62 134.88 38.61 386.11 Proposed Rate* 217.09 138.45 39.50 395.04 +8.93
Current Rate 4 Yd - 1 x Week 212.62 134.88 38.61 386.11 Proposed Rate* 217.09 138.45 39.50 395.04 +8.93
798
City Council
Staff Report

Subject:

Special Assessments for Delinquent Refuse Collection Fees Date:

June 25, 2024
Submitted By:

Angela Doyle, Senior Accountant
Department:

Administrative Services - Finance
Recommendation:

Conduct a Public Hearing and Consider the Following Actions:

A
.

Adopt a Resolution of the City Council of the City of Rocklin Imposing Special Assessments Against Certain Parcels for Delinquent Refuse Collection Fees.

B
.

Adopt a Resolution of the City Council of the City of Rocklin Requesting the Collection of Taxes, Assessments on the 2024/25 Tax Roll (Delinquent Refuse Collection Fees).

Background:

Effective April 1, 2009, the City entered into a Franchise Agreement with Recology Auburn Placer, the refuse collection services contractor. This agreement specifies that the City shall assist with the collection of refuse collection fees bills for services provided to customers on accounts that are more than 180 days delinquent. The City has the right under California Government Code sections 25831 and 38790.1, and Rocklin Municipal Code 13.08, to impose a special assessment on the property through the County property tax roll.

On May 28, 2024, the City Council accepted a report regarding delinquent refuse collection charges and adopted Resolution No. 2024-123, which set the public hearing for June 25, 2024, to hear objections to the imposition of special assessments for delinquent refuse collection charges. Notice of the public hearing was sent to all owners of record, was posted on the City’s website, and was published in the Placer Herald on June 14, 2024.

The first resolution (Attachment 1) would authorize imposition of special assessments against specific properties with delinquent refuse collection charges in excess of 180 days. The second resolution (Attachment 2) is required by Placer County for all direct charges the County collected on the City’s behalf. It serves to indemnify the County for any errors in those tax rolls submitted by the City.

Fiscal Impact:

The City applies a 15% administrative charge to each parcel that requires the processing of a property tax lien. This will result in fees received in the amount of $12,586.36 to the General Fund.

Item Number 5D.

799

ATTACHMENTS:

1. Resolution Refuse Assessments

2. Resolution Refuse Collection
800
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN

IMPOSING SPECIAL ASSESSMENTS AGAINST CERTAIN PARCELS FOR

DELINQUENT REFUSE COLLECTION FEES
WHEREAS, pursuant to California Government Code sections 25831 and 38790.1 and Rocklin Municipal Code Chapter 13.08, on May 28, 2024, the Council accepted a report on delinquent refuse collection fees and set June 25, 2024 as the date on which a public hearing would be held to consider the imposition of special assessments on those properties with delinquent refuse collection fees (Resolution No. 2024-123); and WHEREAS, notice of such public hearing was duly sent to all owners of record of affected properties as required by law; and
WHEREAS, on June 25, 2024, a public hearing was held and any objections to the imposition of special assessments on parcels for delinquent refuse collection fees were heard and considered.

NOW THEREFORE, BE IT RESOLVED BY the City Council of the City of Rocklin, as follows:

Section 1. The recitals set forth above are true and correct.

Section 2. The charges for delinquent refuse collection fees set forth in Exhibit “A,” attached hereto and incorporated herein by reference, are those charges incurred for refuse collection plus City and County lien processing fees, and are confirmed.

Section 3. As provided in California Government Code section 25831, the delinquent fees set forth in the report, Exhibit “A,” shall constitute special assessments against the respective parcels of land and are a special assessment on the property.

Section 4. The City Clerk shall file a certified copy of this Resolution in the office of the Placer County Auditor-Controller, and record a copy of this Resolution in the office of the Placer County-Clerk Recorder.

Section 5. The Auditor-Controller of Placer County is requested to attach for collection on the County tax rolls those fees attached hereto.

PASSED AND ADOPTED this 25th, day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
801

Reso. No. 2024-
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta Singh, City Clerk
802
Exhibit A
Delinquent Refuse Charges

APN AMOUNT

PAST DUE
CITY
ADMIN
FEE
COUNTY

COLLECTION
FEE
TOTAL

ASSESSMENT
AMOUNT
367-320-003-000 $321.01 48.15 3.69 372.85
367-320-024-000 $209.92 31.49 2.41 243.82
378-120-008-000 $231.65 34.75 2.66 269.06
369-150-009-000 $258.20 38.73 2.97 299.90
369-140-036-000 $254.39 38.16 2.93 295.48
010-420-039-000 $270.87 40.63 3.12 314.62
365-130-011-000 $254.47 38.17 2.93 295.57
046-202-005-000 $306.41 45.96 3.52 355.89
367-320-015-000 $314.40 47.16 3.62 365.18
365-030-016-000 $293.27 43.99 3.37 340.63
016-270-036-000 $241.01 36.15 2.77 279.93
016-240-013-000 $293.34 44.00 3.37 340.71
367-230-003-000 $300.65 45.10 3.46 349.21
365-150-002-000 $422.13 63.32 4.85 490.30
045-220-021-000 $313.08 46.96 3.60 363.64
016-382-011-000 $167.55 25.13 1.93 194.61
016-180-056-000 $267.49 40.12 3.08 310.69
046-163-004-000 $193.93 29.09 2.23 225.25
369-100-019-000 $343.90 51.59 3.95 399.44
367-230-001-000 $218.97 32.85 2.52 254.34
046-500-037-000 $493.12 73.97 5.67 572.76
373-150-012-000 $202.69 30.40 2.33 235.42
371-060-017-000 $150.00 22.50 1.73 174.23
369-020-002-000 $270.58 40.59 3.11 314.28
365-070-010-000 $207.92 31.19 2.39 241.50
400-080-022-000 $187.67 28.15 2.16 217.98
010-460-030-000 $508.44 76.27 5.85 590.56
045-141-072-000 $201.18 30.18 2.31 233.67
030-240-087-000 $290.22 43.53 3.34 337.09
046-172-002-000 $300.65 45.10 3.46 349.21
365-210-010-000 $406.66 61.00 4.68 472.34
016-290-010-000 $201.18 30.18 2.31 233.67
489-080-001-000 $204.14 30.62 2.35 237.11
377-040-058-000 $253.21 37.98 2.91 294.10
365-130-018-000 $208.65 31.30 2.40 242.35
369-060-058-000 $174.04 26.11 2.00 202.15
803
010-350-022-000 $190.75 28.61 2.19 221.55
046-262-008-000 $275.22 41.28 3.17 319.67
372-180-027-000 $303.53 45.53 3.49 352.55
378-040-031-000 $270.33 40.55 3.11 313.99
378-150-029-000 $160.64 24.10 1.85 186.59
370-050-005-000 $314.04 47.11 3.61 364.76
364-020-056-000 $211.33 31.70 2.43 245.46
046-010-004-000 $303.26 45.49 3.49 352.24
045-090-043-000 $250.54 37.58 2.88 291.00
373-110-008-000 $471.28 70.69 5.42 547.39
367-333-001-000 $219.70 32.96 2.53 255.19
016-520-012-000 $206.87 31.03 2.38 240.28
377-150-015-000 $213.03 31.95 2.45 247.43
366-110-049-000 $177.60 26.64 2.04 206.28
046-510-007-000 $300.65 45.10 3.46 349.21
373-040-008-000 $300.65 45.10 3.46 349.21
367-100-009-000 $203.76 30.56 2.34 236.66
373-020-010-000 $300.65 45.10 3.46 349.21
371-070-024-000 $292.35 43.85 3.36 339.56
016-060-001-000 $200.65 30.10 2.31 233.06
045-274-006-000 $201.18 30.18 2.31 233.67
030-250-052-000 $263.62 39.54 3.03 306.19
045-460-046-000 $215.04 32.26 2.47 249.77
489-090-029-000 $528.18 79.23 6.07 613.48
016-316-027-000 $203.02 30.45 2.33 235.80
453-090-003-000 $446.95 67.04 5.14 519.13
377-020-033-000 $201.18 30.18 2.31 233.67
365-230-032-000 $370.92 55.64 4.27 430.83
010-380-023-000 $202.77 30.42 2.33 235.52
367-140-027-000 $241.49 36.22 2.78 280.49
371-030-015-000 $300.65 45.10 3.46 349.21
373-040001-000 $208.00 31.20 2.39 241.59
370-100-029-000 $210.25 31.54 2.42 244.21
010-111-016-000 $208.89 31.33 2.40 242.62
369-070-068-000 $300.65 45.10 3.46 349.21
365-190-084-000 $286.70 43.01 3.30 333.01
010-072-006-000 $221.18 33.18 2.54 256.90
365-170-046-000 $208.34 31.25 2.40 241.99
371-060-040-000 $201.18 30.18 2.31 233.67
373-090-032-000 $212.69 31.90 2.45 247.04
489-010-039-000 $331.44 49.72 3.81 384.97
804
497-040-036-000 $201.18 30.18 2.31 233.67
377-160-017-000 $510.05 76.51 5.87 592.43
366-050-024-000 $298.56 44.78 3.43 346.77
489-360-002-000 $206.82 31.02 2.38 240.22
378-120-051-000 $294.81 44.22 3.39 342.42
010-460-035-000 $446.81 67.02 5.14 518.97
045-490-001-000 $307.99 46.20 3.54 357.73
016-320-006-000 $290.22 43.53 3.34 337.09
016-314-035-000 $434.13 65.12 4.99 504.24
016-040-011-000 $288.33 43.25 3.32 334.90
046-300-058-000 $201.18 30.18 2.31 233.67
045-490-026-000 $226.55 33.98 2.61 263.14
372-030-026-000 $250.67 37.60 2.88 291.15
045-430-039-000 $201.18 30.18 2.31 233.67
369-100-057-000 $201.18 30.18 2.31 233.67
373-100-015-000 $302.08 45.31 3.47 350.86
367-020-002-000 $327.61 49.14 3.77 380.52
365-040-005-000 $446.57 66.99 5.14 518.70
365-251-045-000 $263.19 39.48 3.03 305.70
016-170-035-000 $194.92 29.24 2.24 226.40
045-274-031-000 $303.53 45.53 3.49 352.55
045-440-050-000 $399.36 59.90 4.59 463.85
364-101-014-000 $200.80 30.12 2.31 233.23
453-050-029-000 $289.24 43.39 3.33 335.96
491-033-021-000 $270.56 40.58 3.11 314.25
365-240-007-000 $306.77 46.02 3.53 356.32
372-150-037-000 $300.65 45.10 3.46 349.21
045-540-005-000 $489.14 73.37 5.63 568.14
497-080-039-000 $303.53 45.53 3.49 352.55
370-060-062-000 $278.76 41.81 3.21 323.78
010-021-015-000 $204.04 30.61 2.35 237.00
489-170-012-000 $300.65 45.10 3.46 349.21
369-080-032-000 $279.19 41.88 3.21 324.28
377-030-010-000 $276.83 41.52 3.18 321.53
046-262-005-000 $204.38 30.66 2.35 237.39
374-320-024-000 $172.15 25.82 1.98 199.95
378-090-011-000 $508.02 76.20 5.84 590.06
368-240-027-000 $422.96 63.44 4.86 491.26
046-390-021-000 $204.02 30.60 2.35 236.97
369-020-016-000 $302.09 45.31 3.47 350.87
016-260-001-000 $307.28 46.09 3.53 356.90
805
010-112-024-000 $352.06 52.81 4.05 408.92
016-370-009-000 $291.92 43.79 3.36 339.07
364-102-029-000 $271.36 40.70 3.12 315.18
372-150-037-000 $201.18 30.18 2.31 233.67
010-243-009-000 $216.36 32.45 2.49 251.30
046-174-001-000 $150.65 22.60 1.73 174.98
016-290-009-000 $201.18 30.18 2.31 233.67
370-090-020-000 $270.32 40.55 3.11 313.98
016-382-006-000 $177.90 26.69 2.05 206.64
016-580-045-000 $306.60 45.99 3.53 356.12
045-190-006-000 $330.34 49.55 3.80 383.69
046-270-005-000 $206.01 30.90 2.37 239.28
374-020-026-000 $309.37 46.41 3.56 359.34
367-120-014-000 $400.34 60.05 4.60 464.99
497-080-013-000 $505.00 75.75 5.81 586.56
016-280-031-000 $319.77 47.97 3.68 371.42
378-060-034-000 $124.84 18.73 1.44 145.01
010-093-013-000 $604.83 90.72 6.96 702.51
046-270-016-000 $201.18 30.18 2.31 233.67
378-120-051-000 $152.21 22.83 1.75 176.79
365-130-004-000 $223.04 33.46 2.57 259.07
378-110-036-000 $300.65 45.10 3.46 349.21
010-022-005-000 $212.80 31.92 2.45 247.17
046-261-006-000 $201.18 30.18 2.31 233.67
046-261-006-000 $201.18 30.18 2.31 233.67
370-050-006-000 $306.41 45.96 3.52 355.89
016-316-013-000 $300.65 45.10 3.46 349.21
489-040-046-000 $224.53 33.68 2.58 260.79
366-070-010-000 $446.59 66.99 5.14 518.72
374-110-009-000 $300.65 45.10 3.46 349.21
370-010-009-000 $201.18 30.18 2.31 233.67
489-160-028-000 $303.53 45.53 3.49 352.55
369-040-039-000 $209.11 31.37 2.40 242.88
045-302-035-000 $302.52 45.38 3.48 351.38
046-530-014-000 $252.91 37.94 2.91 293.76
370-040-062-000 $201.18 30.18 2.31 233.67
045-560-011-000 $201.18 30.18 2.31 233.67
371-080-010-000 $328.90 49.34 3.78 382.02
489-390-019-000 $204.12 30.62 2.35 237.09
366-150-006-000 $169.24 25.39 1.95 196.58
367-220-048-000 $201.18 30.18 2.31 233.67
806
045-440-027-000 $539.35 80.90 6.20 626.45
370-100-028-000 $199.43 29.91 2.29 231.63
045-250-013-000 $286.88 43.03 3.30 333.21
045-440-039-000 $235.81 35.37 2.71 273.89
367-010-005-000 $490.02 73.50 5.64 569.16
045-274-016-000 $175.24 26.29 2.02 203.55
010-460-027-000 $201.18 30.18 2.31 233.67
373-020-021-000 $319.87 47.98 3.68 371.53
367-120-041-000 $337.16 50.57 3.88 391.61
369-050-046-000 $314.03 47.10 3.61 364.74
365-200-001-000 $234.53 35.18 2.70 272.41
368-270-015-000 $237.26 35.59 2.73 275.58
372-160-027-000 $300.65 45.10 3.46 349.21
377-170-037-000 $201.18 30.18 2.31 233.67
046-530-002-000 $300.65 45.10 3.46 349.21
364-040-013-000 $271.61 40.74 3.12 315.47
370-040-049-000 $303.63 45.54 3.49 352.66
045-190-006-000 $303.53 45.53 3.49 352.55
366-080-010-000 $308.27 46.24 3.55 358.06
046-264-003-000 $316.40 47.46 3.64 367.50
030-270-012-000 $290.22 43.53 3.34 337.09
045-101-007-000 $450.21 67.53 5.18 522.92
367-110-032-000 $201.18 30.18 2.31 233.67
016-060-021-000 $279.38 41.91 3.21 324.50
378-100-025-000 $169.21 25.38 1.95 196.54
370-060-052-000 $209.01 31.35 2.40 242.76
378-143-003-000 $294.92 44.24 3.39 342.55
010-340-009-000 $201.18 30.18 2.31 233.67
366-040-022-000 $274.10 41.12 3.15 318.37
010-144-019-000 $379.64 56.95 4.37 440.96
046-203-020-000 $239.39 35.91 2.75 278.05
045-303-028-000 $273.31 41.00 3.14 317.45
378-120-039-000 $282.03 42.30 3.24 327.57
045-310-033-000 $167.30 25.10 1.92 194.32
378-150-016-000 $324.96 48.74 3.74 377.44
373-150-078-000 $178.94 26.84 2.06 207.84
045-260-019-000 $250.71 37.61 2.88 291.20
489-040-043-000 $359.97 54.00 4.14 418.11
045-500-017-000 $300.65 45.10 3.46 349.21
365-210-056-000 $213.26 31.99 2.45 247.70
046-320-006-000 $230.05 34.51 2.65 267.21
807
030-250-037-000 $300.65 45.10 3.46 349.21
010-021-003-000 $198.90 29.84 2.29 231.03
010-122-004-000 $201.19 30.18 2.31 233.68
368-060-034-000 $201.18 30.18 2.31 233.67
016-150-003-000 $239.67 35.95 2.76 278.38
045-580-048-000 $231.32 34.70 2.66 268.68
366-050-035-000 $300.65 45.10 3.46 349.21
045-540-016-000 $201.18 30.18 2.31 233.67
045-560-012-000 $438.53 65.78 5.04 509.35
369-030-072-000 $229.84 34.48 2.64 266.96
378-050-050-000 $201.34 30.20 2.32 233.86
453-010-028-000 $434.13 65.12 4.99 504.24
367-333-002-000 $193.33 29.00 2.22 224.55
010-323-009-000 $202.63 30.39 2.33 235.35
016-381-002-000 $508.44 76.27 5.85 590.56
365-230-033-000 $323.66 48.55 3.72 375.93
010-181-017-000 $202.69 30.40 2.33 235.42
010-380-008-000 $192.73 28.91 2.22 223.86
368-050-044-000 $309.27 46.39 3.56 359.22
365-210-057-000 $211.95 31.79 2.44 246.18
045-141-090-000 $302.12 45.32 3.47 350.91
016-270-015-000 $242.27 36.34 2.79 281.40
378-060-040-000 $206.71 31.01 2.38 240.10
367-270-033-000 $240.22 36.03 2.76 279.01
373-140-041-000 $384.94 57.74 4.43 447.11
010-380-022-000 $184.29 27.64 2.12 214.05
010-420-045-000 $201.18 30.18 2.31 233.67
365-060-046-000 $648.63 97.29 7.46 753.38
010-122-002-000 $300.65 45.10 3.46 349.21
371-180-008-000 $154.58 23.19 1.78 179.55
369-100-049-000 $335.39 50.31 3.86 389.56
046-320-024-000 $294.54 44.18 3.39 342.11
016-580-050-000 $179.89 26.98 2.07 208.94
373-030-009-000 $377.23 56.58 4.34 438.15
010-142-009-000 $201.18 30.18 2.31 233.67
371-040-012-000 $201.18 30.18 2.31 233.67
366-010-004-000 $310.06 46.51 3.57 360.14
016-490-014-000 $300.65 45.10 3.46 349.21
046-202-002-000 $261.72 39.26 3.01 303.99
370-060-062-000 $298.98 44.85 3.44 347.27
365-340-017-000 $303.53 45.53 3.49 352.55
808
368-040-069-000 $201.18 30.18 2.31 233.67
400-080-003-000 $296.63 44.49 3.41 344.53
491-031-005-000 $192.53 28.88 2.21 223.62
373-030-052-000 $215.43 32.31 2.48 250.22
366-060-012-000 $266.79 40.02 3.07 309.88
010-133-005-000 $387.76 58.16 4.46 450.38
489-360-058-000 $303.82 45.57 3.49 352.88
371-030-019-000 $342.28 51.34 3.94 397.56
010-021-013-000 $132.27 19.84 1.52 153.63
010-132-016-000 $221.33 33.20 2.55 257.08
367-034-008-000 $319.16 47.87 3.67 370.70
016-540-017-000 $204.02 30.60 2.35 236.97
046-530-022-000 $264.82 39.72 3.05 307.59
364-070-006-000 $201.18 30.18 2.31 233.67
378-090-043-000 $354.73 53.21 4.08 412.02
400-050-037-000 $156.63 23.49 1.80 181.92
016-530-048-000 $311.15 46.67 3.58 361.40
453-063-016-000 $300.65 45.10 3.46 349.21
365-093-011-000 $309.91 46.49 3.56 359.96
367-020-058-000 $293.53 44.03 3.38 340.94
369-010-005-000 $155.46 23.32 1.79 180.57
010-242-007-000 $198.76 29.81 2.29 230.86
489-040-024-000 $223.12 33.47 2.57 259.16
365-050-005-000 $303.25 45.49 3.49 352.23
366-020-032-000 $153.18 22.98 1.76 177.92
365-230-019-000 $206.82 31.02 2.38 240.22
489-350-026-000 $306.41 45.96 3.52 355.89
016-303-009-000 $251.93 37.79 2.90 292.62
016-110-030-000 $209.92 31.49 2.41 243.82
489-090-033-000 $202.61 30.39 2.33 235.33
369-020-028-000 $157.09 23.56 1.81 182.46
489-110-004-000 $350.97 52.65 4.04 407.66
365-240-069-000 $303.27 45.49 3.49 352.25
373-080-005-000 $306.56 45.98 3.53 356.07
367-060-024-000 $201.18 30.18 2.31 233.67
045-210-024-000 $204.00 30.60 2.35 236.95
016-580-044-000 $234.33 35.15 2.69 272.17
372-190-023-000 $307.26 46.09 3.53 356.88
373-020-016-000 $368.64 55.30 4.24 428.18
045-250-015-000 $645.86 96.88 7.43 750.17
489-050-006-000 $278.07 41.71 3.20 322.98
809
365-060-048-000 $201.18 30.18 2.31 233.67
016-370-090-000 $298.10 44.72 3.43 346.25
365-040-001-000 $250.84 37.63 2.88 291.35
365-260-004-000 $199.36 29.90 2.29 231.55
016-270-011-000 $450.20 67.53 5.18 522.91
378-100-021-000 $196.31 29.45 2.26 228.02
365-050-063-000 $277.28 41.59 3.19 322.06
365-253-007-000 $261.91 39.29 3.01 304.21
030-153-012-000 $201.18 30.18 2.31 233.67
045-560-010-000 $312.08 46.81 3.59 362.48
046-261-004-000 $193.33 29.00 2.22 224.55
497-080-024-000 $300.65 45.10 3.46 349.21
016-370-017-000 $448.42 67.26 5.16 520.84
016-314-001-000 $212.60 31.89 2.44 246.93
373-090-027-000 $155.19 23.28 1.78 180.25
367-210-030-000 $219.82 32.97 2.53 255.32
497-030-019-000 $266.24 39.94 3.06 309.24
378-060-043-000 $290.11 43.52 3.34 336.97
046-203-014-000 $203.06 30.46 2.34 235.86
373-040-020-000 $536.11 80.42 6.17 622.70
365-170-033-000 $309.73 46.46 3.56 359.75
377-060-002-000 $275.95 41.39 3.17 320.51
045-190-048-000 $429.92 64.49 4.94 499.35
045-220-013-000 $302.10 45.32 3.47 350.89
$83,907.95 $12,586.36 $964.99 $97,459.30
810
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN
REQUESTING THE COLLECTION OF TAXES, ASSESSMENTS ON THE 2024/25 TAX ROLL (DELINQUENT REFUSE COLLECTION FEES)
WHEREAS, the City of Rocklin has awarded to Recology Auburn Placer Service (“Recology”) a franchise for collection of solid waste within the City of Rocklin under Rocklin Municipal Code Chapter 13.08 and under the terms of the franchise agreement, the City may at the request of Recology, assist in collecting delinquent refuse bills in accordance with Government Code sections 25831 and 38790.1, for which special assessments are collected on behalf of the City by the County of Placer on the annual property tax roll; and
WHEREAS, the County of Placer has required, as a condition of the collection of taxes, assessments, liens, and other charges on behalf of the City that the City warrant the legality of said charges and defend and indemnify the County from any challenge to the legality thereof.

NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Rocklin, as follows:

Section 1. The Auditor-Controller of Placer County is requested to attach for collection on the County 2024/25 tax rolls special assessments against certain parcels for delinquent refuse collection fees, as set forth in Rocklin City Council Resolution No. 2024-___.

Section 2. The City warrants and represents that the special assessments comply with all requirements of state law, including but not limited to Articles XIIIC and XIIID of the California Constitution (Proposition 218).

Section 3. The City releases and discharges County, and its officers, agents, and employees from any and all claims, demands, liabilities, costs and expenses, damages, causes of action, and judgments, in any manner arising out of the collection by County of any of the special assessments on behalf of City.

Section 4. The City agrees to and shall defend, indemnify, and hold harmless the County, its officers, agents and employees (the “Indemnified Parties”) from any and all claims, demands, liabilities, costs and expenses, damages, causes of action, and judgments in any manner arising out of the collection by County of any of the special assessments requested to be collected by the County for the City, or in any manner arising out of City establishment and imposition of said assessments. The City agrees that, in the event a judgment is entered in a court of law against any of the Indemnified 811

Reso. No. 2024-
Parties as a result of the collection of one of the assessments, the County may offset the amount of the judgment from any other monies collected by the County on behalf of the City, including property taxes.

Section 5. The City agrees that its officers, agents, and employees will cooperate with the County in answering questions referred to the City by the County from any person concerning the City’s special assessments, and that City will not refer such persons to County officers and employees for response.

Section 6. The City agrees to pay such reasonable and ordinary charges as the County may prescribe to recoup its costs of placing on the tax rolls and collecting the assessments at the agreed upon rate of 1% of the special assessment, as provided by Government Code sections 29304 and 51800.

PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta Singh, City Clerk
812
City Council
Staff Report

Subject:

Public Facilities Impact Fees Annual Inflation Adjustment Date:

June 25, 2024
Submitted By:

Megan Bressem, Management Analyst
Daniel Choe, Deputy Director of Administrative Services Department:

Administrative Services - Finance
Recommendation:

Conduct a Public Hearing and Consider the Following Action:

Adopt a Resolution of the City Council of the City of Rocklin Authorizing the Annual Inflation Adjustments to the Public Facilities Impact Fees.

Background:

City of Rocklin Ordinance No. 893 established a public facilities development impact fee on issuance of all building permits for development in the City to pay for public facility improvements pursuant to the Mitigation Fee Act (Government Code section 66000 et seq.).

On June 28, 2022, the City Council adopted Ordinance No. 1149, updating the City's impact fees including the Public Facilities Impact Fee to account for the impacts of new development and adopted Resolution No. 2022-144, setting the public facilities impact fee rates and current fee schedule, effective January 1, 2023.

Pursuant to Rocklin Municipal Code Sections 3.16.520 (C) and 3.16.530, the public facilities impact fees shall be annually adjusted for inflation by City Council resolution. The inflation adjustments must be based on the average of the Engineering News-Record’s Construction Cost Index for 20 cities and for San Francisco, as published in the Engineering News-Record Publication for the preceding twelve months ending in May. The resultant fees shall be rounded to the nearest dollar figure. The Engineering News-Record’s Construction Cost Index for the preceding twelve months ending in May 2024 is 1.84%.

The inflationary factor has been applied to the July 1, 2024 public facilities impact fee rates and is reflected in Exhibit A (Attachment 2). The adjusted fees will be effective July 1, 2024.

Staff recommends adoption of a resolution (Attachment 1) to adjust the public facilities fees, effective July 1, 2024, to account for inflation on construction costs.

Item Number 5E.

813
Fiscal Impact:

There is no direct fiscal impact to the General Fund from the staff recommendation. Adoption of the resolution will allow fees to be collected at a rate adjusted for inflation.

ATTACHMENTS:

1. Resolution

2. Resolution Exhibit A - Adjusted Public Facilities Impact Fees 814
RESOLUTION NO. 2024-

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROCKLIN

AUTHORIZING THE ANNUAL INFLATION ADJUSTMENTS

TO THE PUBLIC FACILITIES IMPACT FEES
WHEREAS, the City Council of the City of Rocklin adopted Ordinance No. 893 establishing a public facilities development impact fee on issuance of all building permits for development in the City to pay for public facility improvements pursuant to the Mitigation Fee Act (Government Code section 66000 et seq.); and WHEREAS, On June 28, 2022, the City Council of the City of Rocklin adopted Ordinance No. 1149 updating the City's impact fees including the Public Facilities Impact Fee to account for the impacts of new development and adopted Resolution No. 2022-144 setting the public facilities impact fee rates and current fee schedule, effective January 1, 2023; and
WHEREAS, pursuant to Rocklin Municipal Code Section 3.16.530, the public facilities impact fees shall be adjusted for inflation annually by City Council resolution; and
WHEREAS, pursuant to Rocklin Municipal Code Section 3.16.520 (C), the inflation adjustment must be based on the average of the Engineering News-Record’s Construction Cost Index for 20 cities and for San Francisco, as published in the Engineering News Record Publication for the preceding twelve months ending in May.

The resultant fees shall be rounded to the nearest dollar figure; and WHEREAS, the Engineering News-Record’s Construction Cost Index for the preceding twelve months ending in May 2024 is 1.84%.

NOW, THEREFORE, the City Council of the City of Rocklin does resolve as follows:

Section 1. The public facilities impact fees will be adjusted by the San Francisco Engineering News-Record’s Construction Cost Index as reflected in Exhibit A.

Section 2. The adjusted fees will be effective July 1, 2024.

PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:
815

Reso. No. 2024-
____________________________________
Greg Janda, Mayor
ATTEST:
____________________________
Avinta Singh, City Clerk
816
Exhibit A
Public Facilities Impact Fees Adjusted by 1.84% Inflationary Factor Rounded to the Nearest Dollar Figure Pursuant to Rocklin Municipal Code Section

3.16.520 (C)
Effective July 1, 2024
Development Type Unit
Unadjusted
Fee as of
7/1/2024
Adjusted Fee
Effective
7/1/2024
Residential <600 Sq. Ft. DU $ 835.43 $ 851.00
Residential 600‐1,000 Sq. Ft. DU $ 1,025.67 $ 1,045.00
Residential >1,000‐1,500 Sq. Ft. DU $ 1,637.77 $ 1,668.00 Residential >1,500‐2,500 Sq. Ft. DU $ 2,282.95 $ 2,325.00 Residential >2,501‐3,500 Sq. Ft. DU $ 2,679.98 $ 2,729.00 Residential 3,500+ Sq. Ft. DU $ 3,474.06 $ 3,538.00
Residential ‐ Age Restricted DU $ 1,199.37 $ 1,221.00
Convalescent Care DU $ 1,110.28 $ 1,131.00
Retail KSF $ 1,865.27 $ 1,900.00
Office KSF $ 1,498.87 $ 1,526.00
Office‐Medical KSF $ 1,199.10 $ 1,221.00
Industrial KSF $ 499.62 $ 509.00
Industrial‐High Tech KSF $ 999.25 $ 1,018.00
Church, Other Assembly KSF $ 133.23 $ 136.00
Hotel Room $ 466.32 $ 475.00
Community College Student $ 133.23 $ 136.00
817
City Council
Staff Report

Subject:

Public Financing Authority of the City of Rocklin Adopting a Budget for Fiscal Year 2024/25
Date:

June 25, 2024
Submitted By:

Angela Doyle, Senior Accountant
Megan Bressem, Management Analyst
Daniel Choe, Deputy Director of Administrative Services Department:

Administrative Services - Finance
Recommendation:

Adopt a Resolution of the Public Financing Authority of the City of Rocklin Adopting a Budget for Fiscal Year 2024/25.

Background:

On December 13, 1994, the City of Rocklin (City) and the former Rocklin Redevelopment Agency formed a joint powers authority known as the Rocklin Public Finance Authority (RPFA). In 1999, the RPFA issued revenue bonds in the amount of $14,910,000. The proceeds from the revenue bonds were used to purchase special tax bonds issued by the City on behalf of three Community Facilities Districts (CFD No. 6, CFD No. 8, and CFD No. 9).

Subsequently, in 2003, the RPFA issued revenue bonds to refinance the 1999 RPFA revenue bonds.

In 2017, the RPFA executed a special tax revenue refunding loan agreement in the amount of $5,000,077 to refund the remaining 2003 RPFA refunding revenue bonds. The RPFA currently maintains an investment in the debts of CFD No. 6, CFD No. 8 and CFD No. 9, with the investment balance at $1,029,183. The loan is scheduled to be fully paid in Fiscal Year 2025/26.

The RPFA's budget is annually prepared and presented to the RPFA Board (Board). Approval of the RPFA budget by the Board authorizes staff to disburse the RPFA’s expenses. The sole expenditures of the RPFA consist of annual debt service payments on the 2017 RPFA special tax revenue refunding loan agreement. These debt service payments are funded through receipts from CFD No. 6, CFD No. 8, and CFD No. 9. The principal source of revenue for the RPFA is interest earned from the investments in CFD No. 6, CFD No. 8 and CFD No. 9.

Item Number 7A.

ATTACHMENTS:

1. Resolution - RPFA Budget
818
RESOLUTION NO. 2024 - PFA

RESOLUTION OF THE PUBLIC FINANCING AUTHORITY OF THE CITY OF ROCKLIN ADOPTING A BUDGET FOR FISCAL YEAR 2024/25
The Rocklin Public Financing Authority does resolve as follows:

Section 1. The following budget is hereby adopted for fiscal year 2024/25 for the Rocklin Public Financing Authority.

FY 2024/25
Budget
Debt Service Fund:

Revenues $ 17,100
Expenditures
Principal Payment ($508,200)
Interest Payment ($ 17,100)
Total Expenditures: ($ 525,300)
Results of Operations: ($ 508,200)
Estimated Reserved Fund Balance 07/01/2024: $ 1,104,700 Estimated Reserved Fund Balance 06/30/2025: $ 596,500 PASSED AND ADOPTED this 25th day of June, 2024, by the following vote:

AYES: Members:

NOES: Members:

ABSENT: Members:

ABSTAIN: Members:
____________________________________
Greg Janda, Chair
ATTEST:
____________________________
Avinta Singh, Secretary
819