Roseville City Council
March 18, 2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9521 Parks and Facility Maintenance
Worker
Step A 19.5000
Step B 20.5000
Step C 21.5000
Step D 22.5000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
1011 Parks and Facility Maintenance
Worker-Commercial Driver
Step A 21.0000
Step B 22.0000
Step C 23.0000
Step D 24.0000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9523 Parks and Open Space Equipment
Operator
Step A 27.0000
Step B 28.0000
Step C 29.0000
Step D 30.0000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
1012 Parks and Open Space Equipment
Operator-Commerical Driver
Step A 29.0000
Step B 30.0000
Step C 31.0000
Step D 32.0000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
3749 Personal Trainer I Step A 37.0000
1070 Personal Trainer II Step A 40.0000
1071 Personal Trainer III Step A 45.0000
1072 Personal Trainer IV Step A 50.0000
9525 Police Cadet Step A 23.4058
Step B 24.5062
Step C 25.2414
Step D 25.9986
Step E 26.7787
Step F 27.5820
Step G 28.4094
Step H 29.2617
Step I 30.1396
Step J 31.0438
Step K 31.9751
Step L 32.9343
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9527 Pool Manager I Step A 22.9731
Step B 0.0000
Step C 0.0000
Step D 0.0000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
1078 Pool Manager II Step A 24.1217
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9528 Preschool Teacher Step A 21.5265
Step B 22.0581
Step C 22.6028
Step D 23.1610
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
6110 Recreation Aide Step A 14.3650
Step B 0.0000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9532 Recreation Program Leader Step A 20.0000
Step B 21.0000
Step C 22.0000
Step D 23.0000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
9533 Recreation Specialist I Step A 16.9000
Step B 17.5000
Step C 18.5000
Step D 19.5000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9534 Recreation Specialist II Step A 17.5000
Step B 18.5000
Step C 19.5000
Step D 20.5000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
9535 Recreation Specialist III Step A 18.5000
Step B 19.5000
Step C 20.5000
Step D 21.5000
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1157 Refuse Maintenance Assistant Step A 23.6173
Step B 24.2005
Step C 24.7982
Step D 25.4106
Step E 26.0381
Step F 26.6811
Step G 27.3400
Step H 28.0151
Step I 28.7070
6252 Reserve Police Officer I Step A 47.4060
Step B 48.8685
Step C 50.3762
Step D 51.9301
Step E 53.5326
Step F 55.1840
Step G 56.8863
Step H 58.6414
Step I 60.4506
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
6250 Reserve Police Officer II (Unpaid) Step A 0.0000
6248 Reserve Police Officer III (Unpaid) Step A 0.0000
9536 School Crossing Guard Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9538 Senior Child Care Teacher Step A 18.7425
Step B 19.2053
Step C 19.6796
Step D 20.1656
Step E 0.0000
Step F 0.0000
Step G 0.0000
Step H 0.0000
Step I 0.0000
1075 Senior Lifeguard I Step A 18.9000
1076 Senior Lifeguard II Step A 19.8450
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Step Name Hourly
9537 Step A 18.1500
Step B 18.5982
Step C 19.0575
Step D 19.5281
Step E 20.0104
Step F 20.5045
Step G 21.0109
Step H
Step I
7005 Step A
7207 Step A
7208 Step A
9552 Step A
9553 Step A
9554
Grade Name
Senior School Crossing Guard
Soccer Official I
Sports Official/Scorer I
Sports Official/Scorer II
Swim Instructor Aide
Swim Instructor I
Swim Instructor II Step A

21.5298

22.0614

40.0000

55.0000

80.0000

18.5000

20.5000

18.0000

19.0000

20.0000
1188 Soccer Official II Step A
1189 Soccer Official III Step A
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
1149 Therapeutic Recreation Program
Leader
Step A 26.0000
Step B 26.6421
Step C 27.3000
Step D 27.9742
Step E 28.6650
Step F 29.3729
Step G 30.0983
Step H 30.8416
Step I 31.6032
1165 Therapeutic Recreation Specialist Step A 21.5000
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9539 Video Technician Step A 22.5676
Step B 23.1250
Step C 23.6962
Step D 24.2815
Step E 24.8813
Step F 25.4958
Step G 26.1256
Step H 26.7709
Step I 27.4321
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
8941 Vocational Intern Step A 16.9000
Step B 17.7450
Step C 18.6323
Step D 19.5639
Step E 20.5421
Step F 21.5692
Step G 22.6476
Step H 23.7800
Step I 24.9690
Step J 26.2174
Step K 27.5283
Step L 28.9047
Step M 30.3500
Step N 31.8675
Step O 33.4608
Appendix:B
Effective Date:03/21/2026

TEMP Temporary
City of Roseville
Salary Schedule: Temporary--
Grade Code Grade Name Step Name Hourly
9540 Water Conservation Helper Step A 16.9000
Step B 17.3173
Step C 17.7450
Step D 18.1832
Step E 18.6323
Step F 19.0924
Step G 19.5639
Step H 20.0470
Step I 20.5421
Appendix:B
Effective Date:03/21/2026

Position Allocation Control Report
Report as of Date: 3/21/2026
Position Code Position Title Allocated FTE
CAO220245001 Assistant City Attorney 1.00
CAO221200001 City Attorney 1.00
CAO221658003 Deputy City Attorney I/II 1.00
CAO221658001 Deputy City Attorney I/II 1.00
CAO221132002 Legal Assistant I/II 1.00
CAO221132001 Legal Assistant I/II 1.00
CAO225015001 Paralegal 1.00
CAO227123005 Senior Deputy City Attorney 1.00
CAO227123003 Senior Deputy City Attorney 1.00
CAO227123002 Senior Deputy City Attorney 1.00
CAO227123001 Senior Deputy City Attorney 1.00
Total for Department: CAO City Attorney 11.00
Position Code Position Title Allocated FTE
CCD360250001 Assistant City Clerk 1.00
CCD361220001 City Clerk 1.00
CCD361227005 City Clerk Technician I/II 1.00
CCD361227004 City Clerk Technician I/II 1.00
CCD361227003 City Clerk Technician I/II 1.00
CCD361227002 City Clerk Technician I/II 1.00
CCD361227001 City Clerk Technician I/II 1.00
CCD361665002 Deputy City Clerk I/ll 1.00
CCD361665001 Deputy City Clerk I/ll 1.00
CCD369548006 Passport Agent 0.50
CCD369548004 Passport Agent 0.50
CCD369548002 Passport Agent 1.00
CCD369548001 Passport Agent 1.00
Total for Department: CCD City Clerk Department 12.00
Position Code Position Title Allocated FTE
CMO140325001 Assistant City Manager 1.00
CMO141021001 Assistant City Manager/Chief Financial Officer 1.00

CMO141240001 City Manager 1.00
CMO142551001 Executive Assistant 1.00
CMO1414449001 Management Analyst - City Manager 1.00
CMO144457001 Management Assistant I/II 1.00
CMO141156001 Organizational Performance Program Administrator 1.00 CMO141171001 Senior Executive Assistant 1.00
Total for Department: CMO City Manager 8.00
Position Code Position Title Allocated FTE
DSD660071001 Administrative Assistant 1.00
DSD660084001 Administrative Technician 1.00
DSD661017001 Assistant Building Official 1.00
DSD661179001 Assistant Development Services Director 1.00 DSD661005006 Associate (PE)/Assistant/Junior Engineer 1.00 DSD661005005 Associate (PE)/Assistant/Junior Engineer 1.00 DSD661005004 Associate (PE)/Assistant/Junior Engineer 1.00 DSD661005003 Associate (PE)/Assistant/Junior Engineer 1.00 DSD661005002 Associate (PE)/Assistant/Junior Engineer 1.00 DSD661005001 Associate (PE)/Assistant/Junior Engineer 1.00 DSD660820001 Associate Engineer 1.00
DSD660900005 Associate/Assistant Planner 1.00
DSD660900004 Associate/Assistant Planner 1.00
DSD660900003 Associate/Assistant Planner 1.00
DSD660900002 Associate/Assistant Planner 1.00
DSD660900001 Associate/Assistant Planner 1.00
DSD661019008 Building Inspector I/II 1.00
DSD661019007 Building Inspector I/II 1.00
DSD661019006 Building Inspector I/II 1.00
DSD661019005 Building Inspector I/II 1.00
DSD661019004 Building Inspector I/II 1.00
DSD661019003 Building Inspector I/II 1.00
DSD661019002 Building Inspector I/II 1.00
DSD661043001 Building Official 1.00
DSD661047005 Building Plans Examiner I/II 1.00
DSD661047004 Building Plans Examiner I/II 1.00
DSD661047003 Building Plans Examiner I/II 1.00
DSD661047002 Building Plans Examiner I/II 1.00

DSD661047001 Building Plans Examiner I/II 1.00
DSD661141001 Building Plans Examiner Supervisor 1.00
DSD661181001 City Engineer 1.00
DSD661369005 Code Enforcement Inspector I/II 1.00
DSD661369004 Code Enforcement Inspector I/II 1.00
DSD661369003 Code Enforcement Inspector I/II 1.00
DSD661369002 Code Enforcement Inspector I/II 1.00
DSD661369001 Code Enforcement Inspector I/II 1.00
DSD661368001 Code Enforcement Supervisor 1.00
DSD661027001 Construction Inspection Superintendent 1.00 DSD661248001 Construction Inspection Supervisor 1.00
DSD661434005 Construction Inspector I/II 1.00
DSD661434004 Construction Inspector I/II 1.00
DSD661434003 Construction Inspector I/II 1.00
DSD661434002 Construction Inspector I/II 1.00
DSD661434001 Construction Inspector I/II 1.00
DSD661096002 Development Services Business Analyst I/II 1.00 DSD661096001 Development Services Business Analyst I/II 1.00 DSD661280001 Development Services Business Systems Administrator 1.00 DSD661676001 Development Services Director 1.00
DSD661695001 Development Services Manager 1.00
DSD661672005 Development Technician I/II 1.00
DSD661672004 Development Technician I/II 1.00
DSD661672003 Development Technician I/II 1.00
DSD661672002 Development Technician I/II 1.00
DSD661672001 Development Technician I/II 1.00
DSD662540001 Environmental Coordinator 1.00
DSD663412001 GIS Analyst I/II 1.00
DSD662214001 GIS Technician I/II 1.00
DSD660050001 Management Analyst I/II 1.00
DSD664957002 Office Assistant I/II 1.00
DSD664957001 Office Assistant I/II 1.00
DSD665279004 Permit Technician I/II 1.00
DSD665279003 Permit Technician I/II 1.00
DSD665279002 Permit Technician I/II 1.00
DSD665279001 Permit Technician I/II 1.00
DSD661501001 Permits Supervisor 1.00

DSD665309001 Planning Manager 1.00
DSD665514001 Principal Engineer 1.00
DSD667117001 Senior Building Inspector 1.00
DSD661017002 Senior Building Inspector 1.00
DSD667195002 Senior Building Plans Examiner 1.00
DSD667121002 Senior Construction Inspector 1.00
DSD667121001 Senior Construction Inspector 1.00
DSD661097001 Senior Development Services Business Analyst 1.00 DSD667142003 Senior Engineer 1.00
DSD667142002 Senior Engineer 1.00
DSD661502001 Senior Permits Technician 1.00
DSD667180002 Senior Planner 1.00
DSD667180001 Senior Planner 1.00
Total for Department: DSD Development Services Department 78.00 Position Code Position Title Allocated FTE
EDD541675001 Economic Development Analyst I/II 1.00
EDD541710001 Economic Development Director 1.00
EDD541118001 Economic Development Manager 1.00
EDD541001002 Economic Development Project Manager 1.00
EDD543402004 Housing Analyst I/II 1.00
EDD543402003 Housing Analyst I/II 1.00
EDD543402002 Housing Analyst I/II 1.00
EDD543402001 Housing Analyst I/II 1.00
EDD543589001 Housing Manager 1.00
EDD543590001 Housing Supervisor 1.00
EDD543592004 Housing Technician I/II 1.00
EDD543592003 Housing Technician I/II 1.00
EDD543592002 Housing Technician I/II 1.00
EDD543592001 Housing Technician I/II 1.00
EDD540050001 Management Analyst I/II 1.00
EDD544957001 Office Assistant I/II 1.00
EDD547148001 Senior Housing Technician 1.00
Total for Department: EDD Economic Development Department 17.00 Position Code Position Title Allocated FTE
ELE700071001 Administrative Assistant 1.00

ELE700084005 Administrative Technician 1.00
ELE700084003 Administrative Technician 1.00
ELE700084002 Administrative Technician 1.00
ELE700395004 Assistant Electric Utility Director 1.00
ELE700395003 Assistant Electric Utility Director 1.00
ELE700395002 Assistant Electric Utility Director 1.00
ELE700395001 Assistant Electric Utility Director 1.00
ELE701067009 Associate/Assistant Electric Analyst 1.00
ELE701067008 Associate/Assistant Electric Analyst 1.00
ELE701067007 Associate/Assistant Electric Analyst 1.00
ELE701067006 Associate/Assistant Electric Analyst 1.00
ELE701067005 Associate/Assistant Electric Analyst 1.00
ELE701067004 Associate/Assistant Electric Analyst 1.00
ELE701067010 Associate/Assistant Electric Analyst 1.00
ELE701067002 Associate/Assistant Electric Analyst 1.00
ELE701067001 Associate/Assistant Electric Analyst 1.00
ELE700084010 Associate/Assistant Electric Analyst 1.00
ELE701150001 Customer Care Manager 1.00
ELE701645001 Department Public Information Officer 1.00 ELE701312009 Electric Business Analyst I/II 1.00
ELE701312008 Electric Business Analyst I/II 1.00
ELE701312006 Electric Business Analyst I/II 1.00
ELE701312005 Electric Business Analyst I/II 1.00
ELE701312004 Electric Business Analyst I/II 1.00
ELE701312003 Electric Business Analyst I/II 1.00
ELE701312002 Electric Business Analyst I/II 1.00
ELE701312001 Electric Business Analyst I/II 1.00
ELE701312007 Electric Business Analyst I/II 1.00
ELE702335002 Electric Compliance Analyst I/II 1.00
ELE702335001 Electric Compliance Analyst I/II 1.00
ELE701151001 Electric Customer Programs and Public Affairs Supervisor 1.00 ELE702330002 Electric Drafting Technician I/II 1.00
ELE701117001 Electric Economic Development and Partnership Manager 1.00 ELE702345005 Electric Engineering Technician I/II 1.00
ELE702345004 Electric Engineering Technician I/II 1.00
ELE702345003 Electric Engineering Technician I/II 1.00
ELE702345001 Electric Engineering Technician I/II 1.00

ELE702284001 Electric Engineering Technician Supervisor 1.00 ELE701152001 Electric Line General Foreperson 1.00
ELE702286004 Electric Line Troubleshooter 1.00
ELE702286003 Electric Line Troubleshooter 1.00
ELE702286002 Electric Line Troubleshooter 1.00
ELE702286001 Electric Line Troubleshooter 1.00
ELE702212004 Electric Materials Technician I/II 1.00
ELE702212003 Electric Materials Technician I/II 1.00
ELE702212002 Electric Materials Technician I/II 1.00
ELE702212001 Electric Materials Technician I/II 1.00
ELE702338001 Electric Operations Manager 1.00
ELE701130001 Electric Operations Safety Technician 1.00 ELE702339002 Electric Operations Supervisor 1.00
ELE702339001 Electric Operations Supervisor 1.00
ELE702254001 Electric Preventive Data System Technician 1.00 ELE702316005 Electric Resources Planner I/II 1.00
ELE702316003 Electric Resources Planner I/II 1.00
ELE702316002 Electric Resources Planner I/II 1.00
ELE702316001 Electric Resources Planner I/II 1.00
ELE702216001 Electric Risk and Compliance Supervisor 1.00 ELE702319001 Electric Substation Supervisor 1.00
ELE702350003 Electric System Dispatcher 1.00
ELE702350002 Electric System Dispatcher 1.00
ELE702350001 Electric System Dispatcher 1.00
ELE702359004 Electric Technology System Technician 1.00 ELE702359003 Electric Technology System Technician 1.00 ELE702359002 Electric Technology System Technician 1.00 ELE702359001 Electric Technology System Technician 1.00 ELE709560001 Electric Technology Systems Administrator 1.00 ELE701116001 Electric Utility Chief Operating Officer 1.00 ELE702320001 Electric Utility Director 1.00
ELE702215001 Electric Utility Financial Administrator 1.00 ELE709250003 Electric Utility Inspection Technician 1.00 ELE709250002 Electric Utility Inspection Technician 1.00 ELE709250001 Electric Utility Inspection Technician 1.00 ELE702285015 Electric/Apprentice Line Technician 1.00
ELE702285014 Electric/Apprentice Line Technician 1.00

ELE702285013 Electric/Apprentice Line Technician 1.00
ELE702285012 Electric/Apprentice Line Technician 1.00
ELE702285011 Electric/Apprentice Line Technician 1.00
ELE702285010 Electric/Apprentice Line Technician 1.00
ELE702285009 Electric/Apprentice Line Technician 1.00
ELE702285008 Electric/Apprentice Line Technician 1.00
ELE702285007 Electric/Apprentice Line Technician 1.00
ELE702285006 Electric/Apprentice Line Technician 1.00
ELE702285005 Electric/Apprentice Line Technician 1.00
ELE702285004 Electric/Apprentice Line Technician 1.00
ELE702285003 Electric/Apprentice Line Technician 1.00
ELE701085006 Electric/Apprentice Metering System Technician 1.00 ELE701085005 Electric/Apprentice Metering System Technician 1.00 ELE701085004 Electric/Apprentice Metering System Technician 1.00 ELE701085003 Electric/Apprentice Metering System Technician 1.00 ELE701085002 Electric/Apprentice Metering System Technician 1.00 ELE701085001 Electric/Apprentice Metering System Technician 1.00 ELE701083012 Electric/Apprentice Substation Technician 1.00 ELE701083011 Electric/Apprentice Substation Technician 1.00 ELE701083010 Electric/Apprentice Substation Technician 1.00 ELE701083009 Electric/Apprentice Substation Technician 1.00 ELE701083008 Electric/Apprentice Substation Technician 1.00 ELE701083007 Electric/Apprentice Substation Technician 1.00 ELE701083006 Electric/Apprentice Substation Technician 1.00 ELE701083005 Electric/Apprentice Substation Technician 1.00 ELE701083004 Electric/Apprentice Substation Technician 1.00 ELE701083003 Electric/Apprentice Substation Technician 1.00 ELE701083002 Electric/Apprentice Substation Technician 1.00 ELE701083001 Electric/Apprentice Substation Technician 1.00 ELE702466003 Energy Program Technician 1.00
ELE702466002 Energy Program Technician 1.00
ELE702501003 Energy Services Account Representative I/II 1.00 ELE702501002 Energy Services Account Representative I/II 1.00 ELE702501001 Energy Services Account Representative I/II 1.00 ELE701082001 Generation Maintenance Scheduler-Coordinator 1.00 ELE701648001 Government Relations Representative I/II 1.00 ELE703608004 Instrument and Control Technician 1.00

ELE703608003 Instrument and Control Technician 1.00
ELE703608002 Instrument and Control Technician 1.00
ELE703608001 Instrument and Control Technician 1.00
ELE704517002 Marketing and Communication Analyst I/II 1.00 ELE704517001 Marketing and Communication Analyst I/II 1.00 ELE704957004 Office Assistant I/II 1.00
ELE704957003 Office Assistant I/II 1.00
ELE704957002 Office Assistant I/II 1.00
ELE705596004 Power Engineer I/II 1.00
ELE705596003 Power Engineer I/II 1.00
ELE705596001 Power Engineer I/II 1.00
ELE701182001 Power Generation Safety Technician 1.00
ELE705600001 Power Generation Superintendent 1.00
ELE705591002 Power Plant Engineer I/II 1.00
ELE705591001 Power Plant Engineer I/II 1.00
ELE705526003 Power Plant Mechanic 1.00
ELE705526002 Power Plant Mechanic 1.00
ELE705526001 Power Plant Mechanic 1.00
ELE705530002 Power Plant Operations and Maintenance Supervisor 1.00 ELE705530001 Power Plant Operations and Maintenance Supervisor 1.00 ELE705523009 Power Plant Operator Technician I/II 1.00
ELE705523008 Power Plant Operator Technician I/II 1.00
ELE705523007 Power Plant Operator Technician I/II 1.00
ELE705523006 Power Plant Operator Technician I/II 1.00
ELE705523005 Power Plant Operator Technician I/II 1.00
ELE705523004 Power Plant Operator Technician I/II 1.00
ELE705523003 Power Plant Operator Technician I/II 1.00
ELE705523002 Power Plant Operator Technician I/II 1.00
ELE705523001 Power Plant Operator Technician I/II 1.00
ELE705535001 Power Supply and Portfolio Administrator 1.00 ELE701114002 Principal Power Engineer 1.00
ELE701114001 Principal Power Engineer 1.00
ELE707128004 Senior Electric Business Analyst 1.00
ELE707128003 Senior Electric Business Analyst 1.00
ELE707128002 Senior Electric Business Analyst 1.00
ELE707128001 Senior Electric Business Analyst 1.00
ELE707118004 Senior Electric Line Technician 1.00

ELE707118003 Senior Electric Line Technician 1.00
ELE707118001 Senior Electric Line Technician 1.00
ELE701153001 Senior Electric Line Troubleshooter 1.00
ELE707169001 Senior Electric Materials Technician 1.00
ELE701036001 Senior Electric Metering Systems Technician 1.00 ELE707126003 Senior Electric Substation Technician 1.00 ELE707126002 Senior Electric Substation Technician 1.00 ELE707126001 Senior Electric Substation Technician 1.00 ELE707168001 Senior Electric System Dispatcher 1.00
ELE701023001 Senior Electric Technology Systems Analyst 1.00 ELE707163002 Senior Energy Services Account Representative 1.00 ELE707163001 Senior Energy Services Account Representative 1.00 ELE707151001 Senior Power Engineer 1.00
ELE705555001 Senior Power Plant Engineer 1.00
ELE707152004 Senior Power Plant Operator Technician 1.00 ELE707152003 Senior Power Plant Operator Technician 1.00 ELE707152002 Senior Power Plant Operator Technician 1.00 ELE707152001 Senior Power Plant Operator Technician 1.00 ELE701029002 Senior Utility Billing Analyst 1.00
ELE701029001 Senior Utility Billing Analyst 1.00
ELE701044003 Senior Utility Customer Service Specialist 1.00 ELE701044002 Senior Utility Customer Service Specialist 1.00 ELE701044001 Senior Utility Customer Service Specialist 1.00 ELE703315005 Utility Billing Analyst I/II 1.00
ELE703315004 Utility Billing Analyst I/II 1.00
ELE703315003 Utility Billing Analyst I/II 1.00
ELE703315002 Utility Billing Analyst I/II 1.00
ELE703315001 Utility Billing Analyst I/II 1.00
ELE701041001 Utility Billing and Field Services Supervisor 1.00 ELE701154001 Utility Business Systems Administrator 1.00 ELE701049015 Utility Customer Service Representative I/II 1.00 ELE701049014 Utility Customer Service Representative I/II 1.00 ELE701049013 Utility Customer Service Representative I/II 1.00 ELE701049012 Utility Customer Service Representative I/II 1.00 ELE701049011 Utility Customer Service Representative I/II 0.75 ELE701049010 Utility Customer Service Representative I/II 0.50 ELE701049009 Utility Customer Service Representative I/II 1.00

ELE701049008 Utility Customer Service Representative I/II 0.50 ELE701049007 Utility Customer Service Representative I/II 1.00 ELE701049006 Utility Customer Service Representative I/II 1.00 ELE701049005 Utility Customer Service Representative I/II 1.00 ELE701049004 Utility Customer Service Representative I/II 1.00 ELE701049001 Utility Customer Service Representative I/II 1.00 ELE701046005 Utility Customer Service Specialist I/II 1.00 ELE701046004 Utility Customer Service Specialist I/II 1.00 ELE701046003 Utility Customer Service Specialist I/II 1.00 ELE701046002 Utility Customer Service Specialist I/II 1.00 ELE701046001 Utility Customer Service Specialist I/II 1.00 ELE701042001 Utility Customer Service Supervisor 1.00
Total for Department: ELE Electric Department 196.75
Position Code Position Title Allocated FTE
EUD740071001 Administrative Assistant 1.00
EUD740084005 Administrative Technician 1.00
EUD740084004 Administrative Technician 1.00
EUD740084003 Administrative Technician 1.00
EUD740084002 Administrative Technician 1.00
EUD740084001 Administrative Technician 1.00
EUD740411003 Assistant Environmental Utilities Director 1.00 EUD741172001 Assistant Environmental Utilities Director of Operations 1.00 EUD741005003 Associate (PE)/Assistant/Junior Engineer 1.00 EUD741005002 Associate (PE)/Assistant/Junior Engineer 1.00 EUD741005001 Associate (PE)/Assistant/Junior Engineer 1.00 EUD740820003 Associate Engineer 1.00
EUD740820002 Associate Engineer 1.00
EUD740820001 Associate Engineer 1.00
EUD741548003 Data Management Specialist I/II 1.00
EUD741548002 Data Management Specialist I/II 1.00
EUD741548001 Data Management Specialist I/II 1.00
EUD741645001 Department Public Information Officer 1.00 EUD749550001 ERP Business Analyst I/II 1.00
EUD741277001 Engineering Manager 1.00
EUD741350001 Engineering Technician I/II 1.00
EUD742544002 Environmental Compliance Specialist I/II 1.00

EUD742544001 Environmental Compliance Specialist I/II 1.00 EUD742547005 Environmental Utilities Business Analyst I/II 1.00 EUD742547004 Environmental Utilities Business Analyst I/II 1.00 EUD742547003 Environmental Utilities Business Analyst I/II 1.00 EUD742547002 Environmental Utilities Business Analyst I/II 1.00 EUD742547001 Environmental Utilities Business Analyst I/II 1.00 EUD742548002 Environmental Utilities Business Services Manager 1.00 EUD742541004 Environmental Utilities Compliance Administrator 1.00 EUD742541003 Environmental Utilities Compliance Administrator 1.00 EUD742541002 Environmental Utilities Compliance Administrator 1.00 EUD742541001 Environmental Utilities Compliance Administrator 1.00 EUD741684001 Environmental Utilities Director 1.00
EUD741038006 Environmental Utilities Instrument and Control Technician I/II 1.00 EUD741038005 Environmental Utilities Instrument and Control Technician I/II 1.00 EUD741038004 Environmental Utilities Instrument and Control Technician I/II 1.00 EUD741038003 Environmental Utilities Instrument and Control Technician I/II 1.00 EUD741038002 Environmental Utilities Instrument and Control Technician I/II 1.00 EUD741024001 Environmental Utilities Maintenance Superintendent 1.00 EUD741147002 Environmental Utilities Operations Superintendent 1.00 EUD741147001 Environmental Utilities Operations Superintendent 1.00 EUD741173001 Environmental Utilities Policy and Compliance Manager 1.00 EUD743412003 GIS Analyst I/II 1.00
EUD743412002 GIS Analyst I/II 1.00
EUD743412001 GIS Analyst I/II 1.00
EUD741648001 Government Relations Representative I/II 1.00 EUD741136001 Industrial Waste Analyst 1.00
EUD741178001 Industrial Waste Supervisor 1.00
EUD741174001 Industrial Waste Technician I/II 1.00
EUD743732002 Interpretive Services Specialist I/II 1.00 EUD743732001 Interpretive Services Specialist I/II 1.00 EUD741135004 Laboratory Analyst I/II 1.00
EUD741135003 Laboratory Analyst I/II 1.00
EUD741135002 Laboratory Analyst I/II 1.00
EUD741135001 Laboratory Analyst I/II 1.00
EUD740050002 Management Analyst I/II 1.00
EUD740050001 Management Analyst I/II 1.00
EUD744517003 Marketing and Communication Analyst I/II 1.00

EUD744517002 Marketing and Communication Analyst I/II 1.00 EUD744520002 Materials Technician 1.00
EUD744520001 Materials Technician 1.00
EUD744957012 Office Assistant I/II 1.00
EUD744957011 Office Assistant I/II 1.00
EUD744957010 Office Assistant I/II 1.00
EUD744957009 Office Assistant I/II 1.00
EUD744957008 Office Assistant I/II 1.00
EUD744957006 Office Assistant I/II 1.00
EUD744957005 Office Assistant I/II 1.00
EUD744957004 Office Assistant I/II 1.00
EUD744957003 Office Assistant I/II 1.00
EUD741175001 Operational Technology and Security Administrator 1.00 EUD741028001 Organics Truck Driver 1.00
EUD745319003 Plant and Equipment Maintenance Worker I/II 1.00 EUD745319002 Plant and Equipment Maintenance Worker I/II 1.00 EUD745319001 Plant and Equipment Maintenance Worker I/II 1.00 EUD745328006 Plant and Equipment Mechanic I/II 1.00
EUD745328005 Plant and Equipment Mechanic I/II 1.00
EUD745328004 Plant and Equipment Mechanic I/II 1.00
EUD745328003 Plant and Equipment Mechanic I/II 1.00
EUD745328002 Plant and Equipment Mechanic I/II 1.00
EUD745328001 Plant and Equipment Mechanic I/II 1.00
EUD745402001 Predictive Maintenance Technician I/II 1.00 EUD745533002 Preventative Maintenance Coordinator 1.00
EUD745533001 Preventative Maintenance Coordinator 1.00
EUD745519003 Preventative Maintenance Supervisor 1.00
EUD745519002 Preventative Maintenance Supervisor 1.00
EUD745502005 Preventative Maintenance Technician I/II 1.00 EUD745502004 Preventative Maintenance Technician I/II 1.00 EUD745502003 Preventative Maintenance Technician I/II 1.00 EUD745502002 Preventative Maintenance Technician I/II 1.00 EUD745502001 Preventative Maintenance Technician I/II 1.00 EUD745514002 Principal Engineer 1.00
EUD745514001 Principal Engineer 1.00
EUD741004001 Process Engineer 1.00
EUD746150001 Recycling and Organics Coordinator 1.00

EUD746226005 Refuse Maintenance Worker I/II 1.00
EUD746226004 Refuse Maintenance Worker I/II 1.00
EUD746226003 Refuse Maintenance Worker I/II 1.00
EUD746226002 Refuse Maintenance Worker I/II 1.00
EUD746226001 Refuse Maintenance Worker I/II 1.00
EUD746231001 Refuse Superintendent 1.00
EUD746235004 Refuse Supervisor 1.00
EUD746235003 Refuse Supervisor 1.00
EUD746235002 Refuse Supervisor 1.00
EUD746235001 Refuse Supervisor 1.00
EUD746304042 Refuse Truck Driver I/II 1.00
EUD746304040 Refuse Truck Driver I/II 1.00
EUD746304039 Refuse Truck Driver I/II 1.00
EUD746304036 Refuse Truck Driver I/II 1.00
EUD746304035 Refuse Truck Driver I/II 1.00
EUD746304034 Refuse Truck Driver I/II 1.00
EUD746304031 Refuse Truck Driver I/II 1.00
EUD746304030 Refuse Truck Driver I/II 1.00
EUD746304029 Refuse Truck Driver I/II 1.00
EUD746304028 Refuse Truck Driver I/II 1.00
EUD746304027 Refuse Truck Driver I/II 1.00
EUD746304026 Refuse Truck Driver I/II 1.00
EUD746304025 Refuse Truck Driver I/II 1.00
EUD746304024 Refuse Truck Driver I/II 1.00
EUD746304023 Refuse Truck Driver I/II 1.00
EUD746304022 Refuse Truck Driver I/II 1.00
EUD746304021 Refuse Truck Driver I/II 1.00
EUD746304020 Refuse Truck Driver I/II 1.00
EUD746304019 Refuse Truck Driver I/II 1.00
EUD746304018 Refuse Truck Driver I/II 1.00
EUD746304017 Refuse Truck Driver I/II 1.00
EUD746304016 Refuse Truck Driver I/II 1.00
EUD746304015 Refuse Truck Driver I/II 1.00
EUD746304014 Refuse Truck Driver I/II 1.00
EUD746304013 Refuse Truck Driver I/II 1.00
EUD746304012 Refuse Truck Driver I/II 1.00
EUD746304011 Refuse Truck Driver I/II 1.00

EUD746304010 Refuse Truck Driver I/II 1.00
EUD746304009 Refuse Truck Driver I/II 1.00
EUD746304008 Refuse Truck Driver I/II 1.00
EUD746304007 Refuse Truck Driver I/II 1.00
EUD746304006 Refuse Truck Driver I/II 1.00
EUD746304005 Refuse Truck Driver I/II 1.00
EUD746304004 Refuse Truck Driver I/II 1.00
EUD746304003 Refuse Truck Driver I/II 1.00
EUD746304002 Refuse Truck Driver I/II 1.00
EUD746304001 Refuse Truck Driver I/II 1.00
EUD746244001 Refuse and Stormwater Manager 1.00
EUD747020002 SCADA System Technician 1.00
EUD747020001 SCADA System Technician 1.00
EUD746500002 Safety Coordinator 1.00
EUD746500001 Safety Coordinator 1.00
EUD747142005 Senior Engineer 1.00
EUD747142004 Senior Engineer 1.00
EUD747142003 Senior Engineer 1.00
EUD747142002 Senior Engineer 1.00
EUD747142001 Senior Engineer 1.00
EUD747162001 Senior Engineering Technician 1.00
EUD741065001 Senior Environmental Utilities Business Analyst 1.00 EUD741123001 Senior Environmental Utilities Instrument & Control Technician 1.00 EUD747161001 Senior GIS Analyst 1.00
EUD743733001 Senior Interpretive Services Specialist 1.00 EUD741133002 Senior Laboratory Analyst 1.00
EUD741133001 Senior Laboratory Analyst 1.00
EUD747284003 Senior Preventative Maintenance Technician 1.00 EUD747284002 Senior Preventative Maintenance Technician 1.00 EUD747284001 Senior Preventative Maintenance Technician 1.00 EUD747129007 Senior Refuse Truck Driver 1.00
EUD747129006 Senior Refuse Truck Driver 1.00
EUD747129005 Senior Refuse Truck Driver 1.00
EUD747129004 Senior Refuse Truck Driver 1.00
EUD747129003 Senior Refuse Truck Driver 1.00
EUD747129002 Senior Refuse Truck Driver 1.00

EUD747129001 Senior Refuse Truck Driver 1.00
EUD749559001 Senior SCADA System Technician 1.00
EUD741279001 Senior Solid Waste Billing Technician 1.00 EUD747202006 Senior Wastewater Utility Maintenance Worker 1.00 EUD747202004 Senior Wastewater Utility Maintenance Worker 1.00 EUD747202003 Senior Wastewater Utility Maintenance Worker 1.00 EUD747202002 Senior Wastewater Utility Maintenance Worker 1.00 EUD747202001 Senior Wastewater Utility Maintenance Worker 1.00 EUD747202005 Senior Wastewater Utility Maintenance Worker 1.00 EUD747204008 Senior Water Distribution Worker 1.00
EUD747204007 Senior Water Distribution Worker 1.00
EUD747204006 Senior Water Distribution Worker 1.00
EUD747204005 Senior Water Distribution Worker 1.00
EUD747204004 Senior Water Distribution Worker 1.00
EUD747204003 Senior Water Distribution Worker 1.00
EUD747204002 Senior Water Distribution Worker 1.00
EUD747204001 Senior Water Distribution Worker 1.00
EUD747324001 Solid Waste Billing Technician 1.00
EUD741102001 Utility Exploration Center Supervisor 1.00 EUD741646001 Utility Government Relations Administrator 1.00 EUD741099002 Waste Services Clerk I/II 1.00
EUD741099001 Waste Services Clerk I/II 1.00
EUD741128001 Waste Services Field Enforcement Inspector 1.00 EUD748980001 Wastewater Collection Superintendent 1.00
EUD748978003 Wastewater Collection Supervisor 1.00
EUD748978002 Wastewater Collection Supervisor 1.00
EUD748978001 Wastewater Collection Supervisor 1.00
EUD749040002 Wastewater Treatment Plant Chief Operator 1.00 EUD749040001 Wastewater Treatment Plant Chief Operator 1.00 EUD749025009 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025008 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025006 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025005 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025004 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025003 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025002 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00 EUD749025001 Wastewater Treatment Plant Operator Grade I/II/III 8Hr 1.00

EUD749025010 Wastewater Treatment Plant Operator Grade III 24Hr 1.00 EUD749025007 Wastewater Treatment Plant Operator Grade III 24Hr 1.00 EUD749020004 Wastewater Treatment Plant Operator Grade III 24Hr 1.00 EUD749020003 Wastewater Treatment Plant Operator Grade III 24Hr 1.00 EUD749020001 Wastewater Treatment Plant Operator Grade III 24Hr 1.00 EUD749030002 Wastewater Treatment Plant Operator Grade IV 1.00 EUD749030001 Wastewater Treatment Plant Operator Grade IV 1.00 EUD749029027 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029026 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029025 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029024 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029022 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029021 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029020 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029019 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029018 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029017 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029016 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029015 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029014 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029013 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029012 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029011 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029010 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029009 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029008 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029007 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029006 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029005 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029004 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029003 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029002 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029001 Wastewater Utility Maintenance Worker I/II 1.00 EUD749029023 Wastewater Utility Maintenance Worker I/II 1.00 EUD749045001 Wastewater Utility Manager 1.00
EUD749047001 Water Conservation Administrator 1.00
EUD749078001 Water Conservation Specialist 1.00

EUD749051006 Water Conservation Worker I/II 1.00
EUD749051005 Water Conservation Worker I/II 1.00
EUD749051004 Water Conservation Worker I/II 1.00
EUD749051003 Water Conservation Worker I/II 1.00
EUD749051002 Water Conservation Worker I/II 1.00
EUD749051001 Water Conservation Worker I/II 1.00
EUD749085001 Water Distribution Superintendent 1.00
EUD749084004 Water Distribution Supervisor 1.00
EUD749084003 Water Distribution Supervisor 1.00
EUD749084002 Water Distribution Supervisor 1.00
EUD749084001 Water Distribution Supervisor 1.00
EUD749248028 Water Distribution Worker I/II 1.00
EUD749248027 Water Distribution Worker I/II 1.00
EUD749248026 Water Distribution Worker I/II 1.00
EUD749248025 Water Distribution Worker I/II 1.00
EUD749248024 Water Distribution Worker I/II 1.00
EUD749248023 Water Distribution Worker I/II 1.00
EUD749248022 Water Distribution Worker I/II 1.00
EUD749248021 Water Distribution Worker I/II 1.00
EUD749248020 Water Distribution Worker I/II 1.00
EUD749248019 Water Distribution Worker I/II 1.00
EUD749248018 Water Distribution Worker I/II 1.00
EUD749248017 Water Distribution Worker I/II 1.00
EUD749248016 Water Distribution Worker I/II 1.00
EUD749248015 Water Distribution Worker I/II 1.00
EUD749248014 Water Distribution Worker I/II 1.00
EUD749248013 Water Distribution Worker I/II 1.00
EUD749248012 Water Distribution Worker I/II 1.00
EUD749248011 Water Distribution Worker I/II 1.00
EUD749248010 Water Distribution Worker I/II 1.00
EUD749248009 Water Distribution Worker I/II 1.00
EUD749248008 Water Distribution Worker I/II 1.00
EUD749248007 Water Distribution Worker I/II 1.00
EUD749248006 Water Distribution Worker I/II 1.00
EUD749248005 Water Distribution Worker I/II 1.00
EUD749248004 Water Distribution Worker I/II 1.00
EUD749248003 Water Distribution Worker I/II 1.00

EUD749248002 Water Distribution Worker I/II 1.00
EUD749248001 Water Distribution Worker I/II 1.00
EUD749101001 Water Quality Lab Supervisor 1.00
EUD749101002 Water Quality Lab Supervisor 1.00
EUD741053001 Water Quality Technician 1.00
EUD749175001 Water Treatment Plant Chief Operator 1.00
EUD749230006 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749230005 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749230004 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749230003 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749230002 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749230001 Water Treatment Plant Operator Grade I/II/III 24Hr 1.00 EUD749244001 Water Utility Manager 1.00
Total for Department: EUD Environmental Utilities Department 293.00 Position Code Position Title Allocated FTE
FIN240040003 Accountant I/II 1.00
FIN240040002 Accountant I/II 1.00
FIN240040001 Accountant I/II 1.00
FIN241370001 Accounting Manager 1.00
FIN240043001 Accounting Supervisor 1.00
FIN249427001 Accounts Payable Supervisor 1.00
FIN240071001 Administrative Assistant 1.00
FIN240084002 Administrative Technician 1.00
FIN240084001 Administrative Technician 1.00
FIN241026001 Assistant Finance Director 1.00
FIN240915004 Budget Analyst I/II 1.00
FIN240915003 Budget Analyst I/II 1.00
FIN240915002 Budget Analyst I/II 1.00
FIN240915001 Budget Analyst I/II 1.00
FIN240930001 Budget Manager 1.00
FIN241060004 Buyer I/II 1.00
FIN241060003 Buyer I/II 1.00
FIN241060002 Buyer I/II 1.00
FIN241060001 Buyer I/II 1.00
FIN249550005 ERP Business Analyst I/II 1.00
FIN249550004 ERP Business Analyst I/II 1.00

FIN249550003 ERP Business Analyst I/II 1.00
FIN249550002 ERP Business Analyst I/II 1.00
FIN249550001 ERP Business Analyst I/II 1.00
FIN246520001 ERP Program Manager 1.00
FIN241155001 Finance Director 1.00
FIN242900001 Finance Manager 1.00
FIN243326006 Finance Technician I/II 1.00
FIN243326005 Finance Technician I/II 1.00
FIN243326004 Finance Technician I/II 1.00
FIN243326003 Finance Technician I/II 1.00
FIN243326002 Finance Technician I/II 1.00
FIN243326001 Finance Technician I/II 1.00
FIN247203001 Inventory Control and Supply Technician 1.00 FIN248952002 Inventory Control and Supply Worker I/II 1.00 FIN248952001 Inventory Control and Supply Worker I/II 1.00 FIN240050002 Management Analyst I/II 1.00
FIN240050001 Management Analyst I/II 1.00
FIN241124002 Payroll Analyst I/II 1.00
FIN241124001 Payroll Analyst I/II 1.00
FIN249428001 Payroll Supervisor 1.00
FIN245101004 Payroll Technician I/II 0.60
FIN245101003 Payroll Technician I/II 1.00
FIN245101002 Payroll Technician I/II 1.00
FIN245101001 Payroll Technician I/II 1.00
FIN241129004 Purchasing Supervisor 1.00
FIN245652001 Purchasing and Warehouse Manager 1.00
FIN241051003 Senior Accountant 1.00
FIN241051002 Senior Accountant 1.00
FIN241051001 Senior Accountant 1.00
FIN247139001 Senior Buyer 1.00
FIN247147001 Senior Finance Technician 1.00
FIN247141001 Senior Payroll Technician 1.00
Total for Department: FIN Finance Department 52.60
Position Code Position Title Allocated FTE
FIR480071001 Administrative Assistant 1.00
FIR480084001 Administrative Technician 1.00

FIR480480001 Assistant Fire Chief 1.00
FIR481645001 Department Public Information Officer 1.00 FIR482415001 EMS Quality Assurance Coordinator 1.00
FIR480905007 Fire Battalion Chief 1.00
FIR480905006 Fire Battalion Chief 1.00
FIR480905004 Fire Battalion Chief 1.00
FIR480905003 Fire Battalion Chief 1.00
FIR480905002 Fire Battalion Chief 1.00
FIR480905001 Fire Battalion Chief 1.00
FIR480905005 Fire Battalion Chief 1.00
FIR483320034 Fire Captain 1.00
FIR483320033 Fire Captain 1.00
FIR483320032 Fire Captain 1.00
FIR483320030 Fire Captain 1.00
FIR483320029 Fire Captain 1.00
FIR483320028 Fire Captain 1.00
FIR483320027 Fire Captain 1.00
FIR483320026 Fire Captain 1.00
FIR483320025 Fire Captain 1.00
FIR483320024 Fire Captain 1.00
FIR483320023 Fire Captain 1.00
FIR483320022 Fire Captain 1.00
FIR483320021 Fire Captain 1.00
FIR483320020 Fire Captain 1.00
FIR483320019 Fire Captain 1.00
FIR483320018 Fire Captain 1.00
FIR483320017 Fire Captain 1.00
FIR483320016 Fire Captain 1.00
FIR483320015 Fire Captain 1.00
FIR483320014 Fire Captain 1.00
FIR483320013 Fire Captain 1.00
FIR483320012 Fire Captain 1.00
FIR483320011 Fire Captain 1.00
FIR483320010 Fire Captain 1.00
FIR483320009 Fire Captain 1.00
FIR483320008 Fire Captain 1.00
FIR483320007 Fire Captain 1.00

FIR483320006 Fire Captain 1.00
FIR483320005 Fire Captain 1.00
FIR483320004 Fire Captain 1.00
FIR483320003 Fire Captain 1.00
FIR483320002 Fire Captain 1.00
FIR483320001 Fire Captain 1.00
FIR483320031 Fire Captain (8 Hr) 1.00
FIR483330001 Fire Chief 1.00
FIR483332002 Fire Division Chief 1.00
FIR483332001 Fire Division Chief 1.00
FIR483340033 Fire Engineer 1.00
FIR483340032 Fire Engineer 1.00
FIR483340031 Fire Engineer 1.00
FIR483340030 Fire Engineer 1.00
FIR483340029 Fire Engineer 1.00
FIR483340028 Fire Engineer 1.00
FIR483340027 Fire Engineer 1.00
FIR483340026 Fire Engineer 1.00
FIR483340025 Fire Engineer 1.00
FIR483340024 Fire Engineer 1.00
FIR483340023 Fire Engineer 1.00
FIR483340022 Fire Engineer 1.00
FIR483340021 Fire Engineer 1.00
FIR483340020 Fire Engineer 1.00
FIR483340019 Fire Engineer 1.00
FIR483340018 Fire Engineer 1.00
FIR483340017 Fire Engineer 1.00
FIR483340016 Fire Engineer 1.00
FIR483340015 Fire Engineer 1.00
FIR483340014 Fire Engineer 1.00
FIR483340013 Fire Engineer 1.00
FIR483340012 Fire Engineer 1.00
FIR483340011 Fire Engineer 1.00
FIR483340010 Fire Engineer 1.00
FIR483340009 Fire Engineer 1.00
FIR483340008 Fire Engineer 1.00
FIR483340007 Fire Engineer 1.00

FIR483340006 Fire Engineer 1.00
FIR483340005 Fire Engineer 1.00
FIR483340004 Fire Engineer 1.00
FIR483340003 Fire Engineer 1.00
FIR483340002 Fire Engineer 1.00
FIR483340001 Fire Engineer 1.00
FIR481174001 Fire Plans Examiner 1.00
FIR481022001 Fire and Environmental Inspection Supervisor 1.00 FIR483377005 Fire and Environmental Safety Inspector I/II 1.00 FIR483377004 Fire and Environmental Safety Inspector I/II 1.00 FIR483377003 Fire and Environmental Safety Inspector I/II 1.00 FIR483377002 Fire and Environmental Safety Inspector I/II 1.00 FIR483377001 Fire and Environmental Safety Inspector I/II 1.00 FIR483355039 Firefighter Paramedic I/II 1.00
FIR483355038 Firefighter Paramedic I/II 1.00
FIR483355037 Firefighter Paramedic I/II 1.00
FIR483355036 Firefighter Paramedic I/II 1.00
FIR483355035 Firefighter Paramedic I/II 1.00
FIR483355034 Firefighter Paramedic I/II 1.00
FIR483355033 Firefighter Paramedic I/II 1.00
FIR483355032 Firefighter Paramedic I/II 1.00
FIR483355031 Firefighter Paramedic I/II 1.00
FIR483355030 Firefighter Paramedic I/II 1.00
FIR483355029 Firefighter Paramedic I/II 1.00
FIR483355028 Firefighter Paramedic I/II 1.00
FIR483355027 Firefighter Paramedic I/II 1.00
FIR483355026 Firefighter Paramedic I/II 1.00
FIR483355025 Firefighter Paramedic I/II 1.00
FIR483355024 Firefighter Paramedic I/II 1.00
FIR483355023 Firefighter Paramedic I/II 1.00
FIR483355022 Firefighter Paramedic I/II 1.00
FIR483355021 Firefighter Paramedic I/II 1.00
FIR483355020 Firefighter Paramedic I/II 1.00
FIR483355019 Firefighter Paramedic I/II 1.00
FIR483355018 Firefighter Paramedic I/II 1.00
FIR483355017 Firefighter Paramedic I/II 1.00
FIR483355016 Firefighter Paramedic I/II 1.00

FIR483355015 Firefighter Paramedic I/II 1.00
FIR483355014 Firefighter Paramedic I/II 1.00
FIR483355013 Firefighter Paramedic I/II 1.00
FIR483355012 Firefighter Paramedic I/II 1.00
FIR483355011 Firefighter Paramedic I/II 1.00
FIR483355010 Firefighter Paramedic I/II 1.00
FIR483355009 Firefighter Paramedic I/II 1.00
FIR483355008 Firefighter Paramedic I/II 1.00
FIR483355007 Firefighter Paramedic I/II 1.00
FIR483355006 Firefighter Paramedic I/II 1.00
FIR483355005 Firefighter Paramedic I/II 1.00
FIR483355004 Firefighter Paramedic I/II 1.00
FIR483355003 Firefighter Paramedic I/II 1.00
FIR483355002 Firefighter Paramedic I/II 1.00
FIR483355001 Firefighter Paramedic I/II 1.00
FIR483412001 GIS Analyst I/II 1.00
FIR480050001 Management Analyst I/II 1.00
FIR484957001 Office Assistant I/II 1.00
Total for Department: FIR Fire Department 131.00
Position Code Position Title Allocated FTE
HRD280071001 Administrative Assistant 1.00
HRD280484001 Assistant Human Resources Director 1.00
HRD283596005 Human Resources Analyst I/II 1.00
HRD283596004 Human Resources Analyst I/II 1.00
HRD283596003 Human Resources Analyst I/II 1.00
HRD283596002 Human Resources Analyst I/II 1.00
HRD283596001 Human Resources Analyst I/II 1.00
HRD283598001 Human Resources Director 1.00
HRD283599001 Human Resources Manager 1.00
HRD285235008 Human Resources Technician 1.00
HRD285235007 Human Resources Technician 1.00
HRD285235006 Human Resources Technician 1.00
HRD285235005 Human Resources Technician 1.00
HRD285235004 Human Resources Technician 1.00
HRD285235003 Human Resources Technician 1.00
HRD285235002 Human Resources Technician 1.00

HRD285235001 Human Resources Technician 1.00
HRD286450001 Risk Manager 1.00
HRD287178002 Senior Human Resources Technician 1.00
HRD287178001 Senior Human Resources Technician 1.00
Total for Department: HRD Human Resources Department 20.00 Position Code Position Title Allocated FTE
ITD320084001 Administrative Technician 1.00
ITD329558002 Assistant Information Technology Director 1.00 ITD329558001 Assistant Information Technology Director 1.00 ITD321362013 Business Systems Analyst I/II 1.00
ITD321362012 Business Systems Analyst I/II 1.00
ITD321362011 Business Systems Analyst I/II 1.00
ITD321362010 Business Systems Analyst I/II 1.00
ITD321362009 Business Systems Analyst I/II 1.00
ITD321362007 Business Systems Analyst I/II 1.00
ITD321362006 Business Systems Analyst I/II 1.00
ITD321362005 Business Systems Analyst I/II 1.00
ITD321362004 Business Systems Analyst I/II 1.00
ITD321362003 Business Systems Analyst I/II 1.00
ITD321362002 Business Systems Analyst I/II 1.00
ITD321362001 Business Systems Analyst I/II 1.00
ITD321166003 Business Systems Supervisor 1.00
ITD321166002 Business Systems Supervisor 1.00
ITD321166001 Business Systems Supervisor 1.00
ITD321180001 Chief Information Officer 1.00
ITD321552007 Database Analyst I/II 1.00
ITD321552006 Database Analyst I/II 1.00
ITD321552004 Database Analyst I/II 1.00
ITD321552003 Database Analyst I/II 1.00
ITD321552002 Database Analyst I/II 1.00
ITD321552001 Database Analyst I/II 1.00
ITD321168001 Database Supervisor 1.00
ITD323625001 Information Security Administrator 1.00
ITD323794012 Information Technology Analyst I/II 1.00
ITD323794010 Information Technology Analyst I/II 1.00
ITD323794009 Information Technology Analyst I/II 1.00

ITD323794007 Information Technology Analyst I/II 1.00
ITD323794006 Information Technology Analyst I/II 1.00
ITD323794003 Information Technology Analyst I/II 1.00
ITD323794002 Information Technology Analyst I/II 1.00
ITD323794001 Information Technology Analyst I/II 1.00
ITD329542001 Information Technology Client Services Supervisor 1.00 ITD323602005 Information Technology Program Manager 1.00 ITD323602004 Information Technology Program Manager 1.00 ITD323602003 Information Technology Program Manager 1.00 ITD323602002 Information Technology Program Manager 1.00 ITD323602001 Information Technology Program Manager 1.00 ITD321167001 Information Technology Supervisor 1.00
ITD323618004 Information Technology Technician I/II 1.00 ITD323618003 Information Technology Technician I/II 1.00 ITD320050001 Management Analyst I/II 1.00
ITD324956001 Office Assistant I/II 1.00
ITD321089003 Security Analyst I/II 1.00
ITD321089002 Security Analyst I/II 1.00
ITD321090001 Security Architect 1.00
ITD327149003 Senior Information Technology Technician 1.00 ITD327149001 Senior Information Technology Technician 1.00 ITD321091008 Systems Architect 1.00
ITD321091007 Systems Architect 1.00
ITD321091006 Systems Architect 1.00
ITD321091005 Systems Architect 1.00
ITD321091004 Systems Architect 1.00
ITD321091003 Systems Architect 1.00
ITD321091002 Systems Architect 1.00
ITD321091001 Systems Architect 1.00
Total for Department: ITD Information Technology Department 59.00 Position Code Position Title Allocated FTE
PAC181645002 Department Public Information Officer 1.00 PAC181645001 Department Public Information Officer 1.00 PAC181659001 Deputy City Manager 1.00
PAC181109001 Digital Content Analyst 1.00
CMO143451001 Government Relations Administrator 1.00

PAC184517002 Marketing and Communication Analyst I/II 1.00 PAC184517001 Marketing and Communication Analyst I/II 1.00 PAC181108001 Public Affairs and Communication Manager 1.00 PAC188426001 Video and Multimedia Technician 1.00
Total for Department: PAC Public Affairs and Communications 9.00 Position Code Position Title Allocated FTE
POL440071001 Administrative Assistant 1.00
POL440100003 Animal Control Officer 1.00
POL440100002 Animal Control Officer 1.00
POL440100001 Animal Control Officer 1.00
POL440110001 Animal Control Supervisor 1.00
POL441430004 Communications Supervisor 1.00
POL441430003 Communications Supervisor 1.00
POL441430002 Communications Supervisor 1.00
POL441430001 Communications Supervisor 1.00
POL441380011 Community Services Officer I/II 1.00
POL441380010 Community Services Officer I/II 1.00
POL441380009 Community Services Officer I/II 1.00
POL441380008 Community Services Officer I/II 1.00
POL441380007 Community Services Officer I/II 1.00
POL441380006 Community Services Officer I/II 1.00
POL441380005 Community Services Officer I/II 1.00
POL441380002 Community Services Officer I/II 1.00
POL441380001 Community Services Officer I/II 1.00
POL441146001 Crime Analysis Supervisor 1.00
POL441475002 Crime Analyst 1.00
POL441700021 Dispatcher I/II 1.00
POL441700020 Dispatcher I/II 1.00
POL441700019 Dispatcher I/II 1.00
POL441700018 Dispatcher I/II 1.00
POL441700017 Dispatcher I/II 1.00
POL441700016 Dispatcher I/II 1.00
POL441700015 Dispatcher I/II 1.00
POL441700014 Dispatcher I/II 1.00
POL441700013 Dispatcher I/II 1.00
POL441700012 Dispatcher I/II 1.00

POL441700011 Dispatcher I/II 1.00
POL441700010 Dispatcher I/II 1.00
POL441700009 Dispatcher I/II 1.00
POL441700008 Dispatcher I/II 1.00
POL441700007 Dispatcher I/II 1.00
POL441700006 Dispatcher I/II 1.00
POL441700005 Dispatcher I/II 1.00
POL441700004 Dispatcher I/II 1.00
POL441700003 Dispatcher I/II 1.00
POL441700002 Dispatcher I/II 1.00
POL441700001 Dispatcher I/II 1.00
POL440050001 Management Analyst I/II 1.00
POL445400003 Police Captain 1.00
POL445400002 Police Captain 1.00
POL445400001 Police Captain 1.00
POL445410001 Police Chief 1.00
POL441163001 Police Community Outreach Specialist 1.00
POL445420009 Police Lieutenant 1.00
POL445420008 Police Lieutenant 1.00
POL445420007 Police Lieutenant 1.00
POL445420006 Police Lieutenant 1.00
POL445420005 Police Lieutenant 1.00
POL445420004 Police Lieutenant 1.00
POL445420003 Police Lieutenant 1.00
POL445420002 Police Lieutenant 1.00
POL445420001 Police Lieutenant 1.00
POL445430130 Police Officer/Police Trainee 1.00
POL445430129 Police Officer/Police Trainee 1.00
POL445430128 Police Officer/Police Trainee 1.00
POL445430127 Police Officer/Police Trainee 1.00
POL445430126 Police Officer/Police Trainee 1.00
POL445430125 Police Officer/Police Trainee 1.00
POL445430124 Police Officer/Police Trainee 1.00
POL445430123 Police Officer/Police Trainee 1.00
POL445430122 Police Officer/Police Trainee 1.00
POL445430121 Police Officer/Police Trainee 1.00
POL445430120 Police Officer/Police Trainee 1.00

POL445430119 Police Officer/Police Trainee 1.00
POL445430118 Police Officer/Police Trainee 1.00
POL445430117 Police Officer/Police Trainee 1.00
POL445430116 Police Officer/Police Trainee 1.00
POL445430115 Police Officer/Police Trainee 1.00
POL445430114 Police Officer/Police Trainee 1.00
POL445430113 Police Officer/Police Trainee 1.00
POL445430112 Police Officer/Police Trainee 1.00
POL445430111 Police Officer/Police Trainee 1.00
POL445430110 Police Officer/Police Trainee 1.00
POL445430109 Police Officer/Police Trainee 1.00
POL445430108 Police Officer/Police Trainee 1.00
POL445430107 Police Officer/Police Trainee 1.00
POL445430106 Police Officer/Police Trainee 1.00
POL445430105 Police Officer/Police Trainee 1.00
POL445430104 Police Officer/Police Trainee 1.00
POL445430103 Police Officer/Police Trainee 1.00
POL445430102 Police Officer/Police Trainee 1.00
POL445430101 Police Officer/Police Trainee 1.00
POL445430100 Police Officer/Police Trainee 1.00
POL445430099 Police Officer/Police Trainee 1.00
POL445430098 Police Officer/Police Trainee 1.00
POL445430097 Police Officer/Police Trainee 1.00
POL445430096 Police Officer/Police Trainee 1.00
POL445430095 Police Officer/Police Trainee 1.00
POL445430094 Police Officer/Police Trainee 1.00
POL445430093 Police Officer/Police Trainee 1.00
POL445430092 Police Officer/Police Trainee 1.00
POL445430091 Police Officer/Police Trainee 1.00
POL445430090 Police Officer/Police Trainee 1.00
POL445430089 Police Officer/Police Trainee 1.00
POL445430088 Police Officer/Police Trainee 1.00
POL445430087 Police Officer/Police Trainee 1.00
POL445430086 Police Officer/Police Trainee 1.00
POL445430085 Police Officer/Police Trainee 1.00
POL445430084 Police Officer/Police Trainee 1.00
POL445430083 Police Officer/Police Trainee 1.00

POL445430082 Police Officer/Police Trainee 1.00
POL445430081 Police Officer/Police Trainee 1.00
POL445430080 Police Officer/Police Trainee 1.00
POL445430079 Police Officer/Police Trainee 1.00
POL445430078 Police Officer/Police Trainee 1.00
POL445430077 Police Officer/Police Trainee 1.00
POL445430076 Police Officer/Police Trainee 1.00
POL445430075 Police Officer/Police Trainee 1.00
POL445430074 Police Officer/Police Trainee 1.00
POL445430073 Police Officer/Police Trainee 1.00
POL445430072 Police Officer/Police Trainee 1.00
POL445430071 Police Officer/Police Trainee 1.00
POL445430070 Police Officer/Police Trainee 1.00
POL445430069 Police Officer/Police Trainee 1.00
POL445430068 Police Officer/Police Trainee 1.00
POL445430067 Police Officer/Police Trainee 1.00
POL445430066 Police Officer/Police Trainee 1.00
POL445430065 Police Officer/Police Trainee 1.00
POL445430064 Police Officer/Police Trainee 1.00
POL445430063 Police Officer/Police Trainee 1.00
POL445430062 Police Officer/Police Trainee 1.00
POL445430061 Police Officer/Police Trainee 1.00
POL445430060 Police Officer/Police Trainee 1.00
POL445430059 Police Officer/Police Trainee 1.00
POL445430058 Police Officer/Police Trainee 1.00
POL445430057 Police Officer/Police Trainee 1.00
POL445430056 Police Officer/Police Trainee 1.00
POL445430055 Police Officer/Police Trainee 1.00
POL445430054 Police Officer/Police Trainee 1.00
POL445430053 Police Officer/Police Trainee 1.00
POL445430052 Police Officer/Police Trainee 1.00
POL445430051 Police Officer/Police Trainee 1.00
POL445430050 Police Officer/Police Trainee 1.00
POL445430049 Police Officer/Police Trainee 1.00
POL445430048 Police Officer/Police Trainee 1.00
POL445430047 Police Officer/Police Trainee 1.00
POL445430046 Police Officer/Police Trainee 1.00

POL445430045 Police Officer/Police Trainee 1.00
POL445430044 Police Officer/Police Trainee 1.00
POL445430043 Police Officer/Police Trainee 1.00
POL445430042 Police Officer/Police Trainee 1.00
POL445430041 Police Officer/Police Trainee 1.00
POL445430040 Police Officer/Police Trainee 1.00
POL445430039 Police Officer/Police Trainee 1.00
POL445430038 Police Officer/Police Trainee 1.00
POL445430037 Police Officer/Police Trainee 1.00
POL445430036 Police Officer/Police Trainee 1.00
POL445430035 Police Officer/Police Trainee 1.00
POL445430034 Police Officer/Police Trainee 1.00
POL445430033 Police Officer/Police Trainee 1.00
POL445430032 Police Officer/Police Trainee 1.00
POL445430031 Police Officer/Police Trainee 1.00
POL445430030 Police Officer/Police Trainee 1.00
POL445430029 Police Officer/Police Trainee 1.00
POL445430028 Police Officer/Police Trainee 1.00
POL445430027 Police Officer/Police Trainee 1.00
POL445430026 Police Officer/Police Trainee 1.00
POL445430025 Police Officer/Police Trainee 1.00
POL445430024 Police Officer/Police Trainee 1.00
POL445430023 Police Officer/Police Trainee 1.00
POL445430022 Police Officer/Police Trainee 1.00
POL445430021 Police Officer/Police Trainee 1.00
POL445430020 Police Officer/Police Trainee 1.00
POL445430019 Police Officer/Police Trainee 1.00
POL445430018 Police Officer/Police Trainee 1.00
POL445430017 Police Officer/Police Trainee 1.00
POL445430016 Police Officer/Police Trainee 1.00
POL445430015 Police Officer/Police Trainee 1.00
POL445430014 Police Officer/Police Trainee 1.00
POL445430013 Police Officer/Police Trainee 1.00
POL445430012 Police Officer/Police Trainee 1.00
POL445430011 Police Officer/Police Trainee 1.00
POL445430010 Police Officer/Police Trainee 1.00
POL445430009 Police Officer/Police Trainee 1.00

POL445430008 Police Officer/Police Trainee 1.00
POL445430007 Police Officer/Police Trainee 1.00
POL445430006 Police Officer/Police Trainee 1.00
POL445430005 Police Officer/Police Trainee 1.00
POL445430004 Police Officer/Police Trainee 1.00
POL445430003 Police Officer/Police Trainee 1.00
POL445430002 Police Officer/Police Trainee 1.00
POL445430001 Police Officer/Police Trainee 1.00
POL445429001 Police Property and Evidence Supervisor 1.00 POL441094004 Police Property and Evidence Technician I/II 1.00 POL441094003 Police Property and Evidence Technician I/II 1.00 POL441094002 Police Property and Evidence Technician I/II 1.00 POL441094001 Police Property and Evidence Technician I/II 1.00 POL445440010 Police Records Clerk I/II 1.00
POL445440009 Police Records Clerk I/II 1.00
POL445440008 Police Records Clerk I/II 1.00
POL445440007 Police Records Clerk I/II 1.00
POL445440005 Police Records Clerk I/II 1.00
POL445440004 Police Records Clerk I/II 1.00
POL445440003 Police Records Clerk I/II 1.00
POL445440002 Police Records Clerk I/II 1.00
POL445440001 Police Records Clerk I/II 1.00
POL445494004 Police Scene Technician I/II 1.00
POL445494003 Police Scene Technician I/II 1.00
POL445494002 Police Scene Technician I/II 1.00
POL445494001 Police Scene Technician I/II 1.00
POL445470017 Police Sergeant 1.00
POL445470016 Police Sergeant 1.00
POL445470015 Police Sergeant 1.00
POL445470014 Police Sergeant 1.00
POL445470013 Police Sergeant 1.00
POL445470012 Police Sergeant 1.00
POL445470011 Police Sergeant 1.00
POL445470010 Police Sergeant 1.00
POL445470009 Police Sergeant 1.00
POL445470008 Police Sergeant 1.00
POL445470007 Police Sergeant 1.00

POL445470006 Police Sergeant 1.00
POL445470005 Police Sergeant 1.00
POL445470004 Police Sergeant 1.00
POL445470003 Police Sergeant 1.00
POL445470002 Police Sergeant 1.00
POL445470001 Police Sergeant 1.00
POL445489002 Police Services Administrator 1.00
POL445489001 Police Services Administrator 1.00
POL441139001 Police Social Services Practitioner I/II 1.00 POL441126001 Police Social Services Supervisor 1.00
POL44117001 Police Systems Security and Compliance Technician 1.00 POL445657001 Public Safety Program Coordinator 1.00
POL441169002 Real Time Crime Center Specialist 1.00
POL441169001 Real Time Crime Center Specialist 1.00
POL445748002 Records Supervisor 1.00
POL445748001 Records Supervisor 1.00
POL441092003 Senior Police Records Clerk 1.00
POL441092002 Senior Police Records Clerk 1.00
Total for Department: POL Police Department 233.00
Position Code Position Title Allocated FTE
PRL580071001 Administrative Assistant 1.00
PRL580084008 Administrative Technician 1.00
PRL580084007 Administrative Technician 1.00
PRL580084006 Administrative Technician 1.00
PRL580084005 Administrative Technician 1.00
PRL580084004 Administrative Technician 1.00
PRL580084003 Administrative Technician 1.00
PRL580084002 Administrative Technician 1.00
PRL580084001 Administrative Technician 1.00
PRL588302002 Aquatics Maintenance Technician 1.00
PRL588302001 Aquatics Maintenance Technician 1.00
PRL588300001 Arborist Technician 1.00
PRL581225015 Child Care Site Coordinator 0.75
PRL581225014 Child Care Site Coordinator 1.00
PRL581225013 Child Care Site Coordinator 0.75
PRL581225012 Child Care Site Coordinator 1.00

PRL581225011 Child Care Site Coordinator 1.00
PRL581225010 Child Care Site Coordinator 1.00
PRL581225009 Child Care Site Coordinator 1.00
PRL581225008 Child Care Site Coordinator 0.75
PRL581225007 Child Care Site Coordinator 1.00
PRL581225006 Child Care Site Coordinator 1.00
PRL581225005 Child Care Site Coordinator 1.00
PRL581225004 Child Care Site Coordinator 0.75
PRL581225003 Child Care Site Coordinator 1.00
PRL581225002 Child Care Site Coordinator 1.00
PRL581225001 Child Care Site Coordinator 1.00
PRL581142001 City Librarian 1.00
PRL583740001 Cultural Arts Supervisor 1.00
PRL581645002 Department Public Information Officer 1.00 PRL581101001 Graphic Designer 1.00
PRL585075002 Irrigation Technician 1.00
PRL584152007 Librarian I/II 0.50
PRL584152005 Librarian I/II 1.00
PRL584152004 Librarian I/II 1.00
PRL584152003 Librarian I/II 1.00
PRL584152002 Librarian I/II 1.00
PRL584152001 Librarian I/II 1.00
PRL584210005 Library Assistant I/II 1.00
PRL584210003 Library Assistant I/II 1.00
PRL584210002 Library Assistant I/II 1.00
PRL584210001 Library Assistant I/II 1.00
PRL589544009 Library Supervisor 1.00
PRL589544005 Library Supervisor 1.00
PRL589544001 Library Supervisor 1.00
PRL584250003 Library Technician 1.00
PRL584250002 Library Technician 1.00
PRL584250001 Library Technician 1.00
PRL580050003 Management Analyst I/II 1.00
PRL580050002 Management Analyst I/II 1.00
PRL580050001 Management Analyst I/II 1.00
PRL584517002 Marketing and Communication Analyst I/II 1.00 PRL584517001 Marketing and Communication Analyst I/II 1.00

PRL581121001 Museum Assistant 1.00
PRL589545001 Natural Resources Specialist I/II 1.00
PRL584872003 Natural Resources Worker I/II 1.00
PRL584872002 Natural Resources Worker I/II 1.00
PRL584872001 Natural Resources Worker I/II 1.00
PRL584872006 Natural Resources Worker I/II 1.00
PRL584872005 Natural Resources Worker I/II 1.00
PRL584872004 Natural Resources Worker I/II 1.00
PRL584957009 Office Assistant I/II 1.00
PRL584957006 Office Assistant I/II 1.00
PRL584957003 Office Assistant I/II 1.00
PRL584957002 Office Assistant I/II 1.00
PRL585022002 Park Development Project Manager I/II 1.00 PRL585022001 Park Development Project Manager I/II 1.00 PRL581106001 Park Planning and Development Manager 1.00 PRL581160003 Parks Contract Compliance Technician 1.00
PRL581160002 Parks Contract Compliance Technician 1.00
PRL581160001 Parks Contract Compliance Technician 1.00
PRL581162002 Parks Inspector 1.00
PRL581162001 Parks Inspector 1.00
PRL585080032 Parks Maintenance Worker I/II 1.00
PRL585080031 Parks Maintenance Worker I/II 1.00
PRL585080030 Parks Maintenance Worker I/II 1.00
PRL585080029 Parks Maintenance Worker I/II 1.00
PRL585080028 Parks Maintenance Worker I/II 1.00
PRL585080027 Parks Maintenance Worker I/II 1.00
PRL585080026 Parks Maintenance Worker I/II 1.00
PRL585080025 Parks Maintenance Worker I/II 1.00
PRL585080024 Parks Maintenance Worker I/II 1.00
PRL585080023 Parks Maintenance Worker I/II 1.00
PRL585080022 Parks Maintenance Worker I/II 1.00
PRL585080021 Parks Maintenance Worker I/II 1.00
PRL585080020 Parks Maintenance Worker I/II 1.00
PRL585080019 Parks Maintenance Worker I/II 1.00
PRL585080018 Parks Maintenance Worker I/II 1.00
PRL585080017 Parks Maintenance Worker I/II 1.00
PRL585080016 Parks Maintenance Worker I/II 1.00

PRL585080015 Parks Maintenance Worker I/II 1.00
PRL585080014 Parks Maintenance Worker I/II 1.00
PRL585080013 Parks Maintenance Worker I/II 1.00
PRL585080012 Parks Maintenance Worker I/II 1.00
PRL585080011 Parks Maintenance Worker I/II 1.00
PRL585080010 Parks Maintenance Worker I/II 1.00
PRL585080009 Parks Maintenance Worker I/II 1.00
PRL585080008 Parks Maintenance Worker I/II 1.00
PRL585080007 Parks Maintenance Worker I/II 1.00
PRL585080006 Parks Maintenance Worker I/II 1.00
PRL585080005 Parks Maintenance Worker I/II 1.00
PRL585080004 Parks Maintenance Worker I/II 1.00
PRL585080003 Parks Maintenance Worker I/II 1.00
PRL585080002 Parks Maintenance Worker I/II 1.00
PRL585080001 Parks Maintenance Worker I/II 1.00
PRL581161001 Parks Maintenance and Construction Technician 1.00 PRL585082001 Parks Recreation and Libraries Director 1.00 PRL589547004 Parks Recreation and Libraries Manager 1.00 PRL589547003 Parks Recreation and Libraries Manager 1.00 PRL589547002 Parks Recreation and Libraries Manager 1.00 PRL589546003 Parks and Open Space Superintendent 1.00
PRL589546001 Parks and Open Space Superintendent 1.00
PRL585069005 Parks and Open Space Supervisor 1.00
PRL585069004 Parks and Open Space Supervisor 1.00
PRL585069003 Parks and Open Space Supervisor 1.00
PRL585069002 Parks and Open Space Supervisor 1.00
PRL585069001 Parks and Open Space Supervisor 1.00
PRL589543011 Recreation Coordinator I/II 1.00
PRL589543010 Recreation Coordinator I/II 1.00
PRL589543009 Recreation Coordinator I/II 1.00
PRL589543007 Recreation Coordinator I/II 1.00
PRL589543006 Recreation Coordinator I/II 1.00
PRL589543005 Recreation Coordinator I/II 1.00
PRL589543004 Recreation Coordinator I/II 1.00
PRL589543003 Recreation Coordinator I/II 1.00
PRL589543002 Recreation Coordinator I/II 1.00
PRL589543001 Recreation Coordinator I/II 1.00

PRL589543008 Recreation Coordinator I/II 1.00
PRL588304005 Recreation Leader 1.00
PRL588304004 Recreation Leader 1.00
PRL588304003 Recreation Leader 1.00
PRL588304002 Recreation Leader 1.00
PRL588304001 Recreation Leader 1.00
PRL581143005 Recreation Superintendent 1.00
PRL581143004 Recreation Superintendent 1.00
PRL581143002 Recreation Superintendent 1.00
PRL581144008 Recreation Supervisor 1.00
PRL581144007 Recreation Supervisor 1.00
PRL581144006 Recreation Supervisor 1.00
PRL581144004 Recreation Supervisor 1.00
PRL581144003 Recreation Supervisor 1.00
PRL581144002 Recreation Supervisor 1.00
PRL581144001 Recreation Supervisor 1.00
PRL583733001 Senior Interpretive Services Specialist 1.00 PRL587154001 Senior Natural Resources Worker 1.00
PRL581119001 Senior Park Development Project Manager 1.00 PRL587192006 Senior Parks Maintenance Worker 1.00
PRL587192005 Senior Parks Maintenance Worker 1.00
PRL587192004 Senior Parks Maintenance Worker 1.00
PRL587192003 Senior Parks Maintenance Worker 1.00
PRL587192002 Senior Parks Maintenance Worker 1.00
PRL587192001 Senior Parks Maintenance Worker 1.00
PRL587201001 Senior Tree Trimmer 1.00
PRL581504002 Tree Trimmer I/II 1.00
PRL581504001 Tree Trimmer I/II 1.00
PRL581107001 Turf and Sports Field Technician 1.00
PRL588762001 Urban Forester 1.00
PRL581641004 Youth Development Program Coordinator 1.00 PRL581641003 Youth Development Program Coordinator 1.00 PRL581641001 Youth Development Program Coordinator 1.00 Total for Department: PRL Parks Recreation and Libraries 158.50 Position Code Position Title Allocated FTE
PWD620088001 Associate/Assistant Transportation Planner 1.00

PWD620071001 Administrative Assistant 1.00
PWD620084007 Administrative Technician 1.00
PWD620084006 Administrative Technician 0.75
PWD620084005 Administrative Technician 1.00
PWD620084004 Administrative Technician 1.00
PWD620084003 Administrative Technician 1.00
PWD620084002 Administrative Technician 1.00
PWD620084001 Administrative Technician 1.00
PWD620090001 Alternative Transportation Manager 1.00
PWD621148001 Assistant Public Works Director 1.00
PWD621005012 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005011 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005010 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005009 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005008 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005007 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005006 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005005 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005004 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005003 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005002 Associate (PE)/Assistant/Junior Engineer 1.00 PWD621005001 Associate (PE)/Assistant/Junior Engineer 1.00 PWD620088003 Associate/Assistant Transportation Planner 1.00 PWD621032007 Building Maintenance Worker I/II 1.00
PWD621032006 Building Maintenance Worker I/II 1.00
PWD621032005 Building Maintenance Worker I/II 1.00
PWD621032004 Building Maintenance Worker I/II 1.00
PWD621032003 Building Maintenance Worker I/II 1.00
PWD621032002 Building Maintenance Worker I/II 1.00
PWD621032001 Building Maintenance Worker I/II 1.00
PWD621401001 Community Relations Analyst 1.00
PWD621485006 Custodian 1.00
PWD621485005 Custodian 1.00
PWD621485004 Custodian 1.00
PWD621485003 Custodian 1.00
PWD621485002 Custodian 1.00
PWD621485001 Custodian 1.00

PWD621025001 Custodian Supervisor 1.00
PWD622385005 Electronics Technician I/II/III 1.00
PWD622385004 Electronics Technician I/II/III 1.00
PWD622385003 Electronics Technician I/II/III 1.00
PWD622385002 Electronics Technician I/II/III 1.00
PWD622385001 Electronics Technician I/II/III 1.00
PWD621350001 Engineering Technician I/II 1.00
PWD621300002 Engineering Technician I/II 1.00
PWD622560005 Equipment Serviceworker 1.00
PWD622560004 Equipment Serviceworker 1.00
PWD622560003 Equipment Serviceworker 1.00
PWD622560002 Equipment Serviceworker 1.00
PWD622560001 Equipment Serviceworker 1.00
PWD624321001 Facilities Supervisor 1.00
PWD623319001 Fleet Management Technician 1.00
PWD621113001 Fleet Services Parts Buyer 1.00
PWD622565002 Fleet Services Supervisor 1.00
PWD622565001 Fleet Services Supervisor 1.00
PWD622214001 GIS Technician I/II 1.00
PWD621140001 Intelligent Transportation Systems Maintenance Supervisor 1.00 PWD628952002 Inventory Control and Supply Worker I/II 1.00 PWD628952001 Inventory Control and Supply Worker I/II 1.00 PWD620050002 Management Analyst I/II 1.00
PWD620050001 Management Analyst I/II 1.00
PWD624501011 Mechanic I/II 1.00
PWD624501010 Mechanic I/II 1.00
PWD624501009 Mechanic I/II 1.00
PWD624501008 Mechanic I/II 1.00
PWD624501007 Mechanic I/II 1.00
PWD624501006 Mechanic I/II 1.00
PWD624501005 Mechanic I/II 1.00
PWD624501004 Mechanic I/II 1.00
PWD624501003 Mechanic I/II 1.00
PWD624501002 Mechanic I/II 1.00
PWD624501001 Mechanic I/II 1.00
PWD624957008 Office Assistant I/II 1.00
PWD624957007 Office Assistant I/II 0.50

PWD624957006 Office Assistant I/II 1.00
PWD624957005 Office Assistant I/II 1.00
PWD624957003 Office Assistant I/II 1.00
PWD624957002 Office Assistant I/II 1.00
PWD625514001 Principal Engineer 1.00
PWD625560004 Project Coordinator 1.00
PWD625560003 Project Coordinator 1.00
PWD625560002 Project Coordinator 1.00
PWD625560001 Project Coordinator 1.00
PWD621069001 Project Supervisor 1.00
PWD625635001 Public Works Director 1.00
PWD621087002 Public Works Manager 1.00
PWD621087001 Public Works Manager 1.00
PWD627119001 Senior Building Maintenance Worker 1.00
PWD627144001 Senior Custodian 1.00
PWD627170001 Senior Electronic Technician 1.00
PWD627142004 Senior Engineer 1.00
PWD627142003 Senior Engineer 1.00
PWD627142002 Senior Engineer 1.00
PWD627142001 Senior Engineer 1.00
PWD627189002 Senior Mechanic 1.00
PWD627189001 Senior Mechanic 1.00
PWD627187006 Senior Street Maintenance Worker 1.00
PWD627187005 Senior Street Maintenance Worker 1.00
PWD627187003 Senior Street Maintenance Worker 1.00
PWD627187002 Senior Street Maintenance Worker 1.00
PWD627187001 Senior Street Maintenance Worker 1.00
PWD621183001 Senior Street Sweeper Operator 1.00
PWD621073001 Street Maintenance Manager 1.00
PWD627522003 Street Maintenance Supervisor 1.00
PWD627522002 Street Maintenance Supervisor 1.00
PWD627522001 Street Maintenance Supervisor 1.00
PWD627530020 Street Maintenance Worker I/II 1.00
PWD627530019 Street Maintenance Worker I/II 1.00
PWD627530018 Street Maintenance Worker I/II 1.00
PWD627530017 Street Maintenance Worker I/II 1.00
PWD627530016 Street Maintenance Worker I/II 1.00

PWD627530015 Street Maintenance Worker I/II 1.00
PWD627530014 Street Maintenance Worker I/II 1.00
PWD627530013 Street Maintenance Worker I/II 1.00
PWD627530012 Street Maintenance Worker I/II 1.00
PWD627530011 Street Maintenance Worker I/II 1.00
PWD627530010 Street Maintenance Worker I/II 1.00
PWD627530009 Street Maintenance Worker I/II 1.00
PWD627530008 Street Maintenance Worker I/II 1.00
PWD627530007 Street Maintenance Worker I/II 1.00
PWD627530006 Street Maintenance Worker I/II 1.00
PWD627530005 Street Maintenance Worker I/II 1.00
PWD627530004 Street Maintenance Worker I/II 1.00
PWD627530003 Street Maintenance Worker I/II 1.00
PWD627530002 Street Maintenance Worker I/II 1.00
PWD627530001 Street Maintenance Worker I/II 1.00
PWD27530021 Street Maintenance Worker I/II 1.00
PWD627540005 Street Sweeper Operator 1.00
PWD627540004 Street Sweeper Operator 1.00
PWD627540003 Street Sweeper Operator 1.00
PWD627540002 Street Sweeper Operator 1.00
PWD627540001 Street Sweeper Operator 1.00
PWD622376003 Traffic Signal Maintenance Worker 1.00
PWD622376002 Traffic Signal Maintenance Worker I/II 1.00 PWD622376001 Traffic Signal Maintenance Worker I/II 1.00 PWD621110001 Transit Operations Supervisor 1.00
PWD621052001 Transportation Grants Analyst 1.00
PWD621111001 Transportation Technician I/II 1.00
Total for Department: PWD Public Works 138.25
Total for All Departments 1417.10
Report : Position Allocation by Department , No Names

City Council
Communication
Meeting Date: 3/18/2026
Item #: VI.14
File #: 0323
Item ID: 2026-146
Title: Second Reading - Roseville Municipal Code Ordinance - Military Equipment Policy Contact: Scott Blynn 916-774-5079 [email protected]

SUMMARY
Staff recommends approval of an ordinance for second reading renewing Ordinance 6463 and readopting and continuing Roseville Police Department Policy No. 706, titled “Military Equipment”, thereby authorizing the Roseville Police Department’s continued use of “military equipment”, as defined by Government Code Section 7070.

RECOMMENDATION
Staff recommends approval of an ordinance for second reading renewing Ordinance 6463 and readopting and continuing Roseville Police Department Policy No. 706, titled “Military Equipment”, thereby authorizing the Roseville Police Department’s continued use of “military equipment”, as defined by Government Code Section 7070.

BACKGROUND
Brief History of AB 481
Assembly Bill 481 (“AB 481”), signed by Governor Newsom in September 2021, required that law enforcement agencies obtain approval from the agency’s governing body (here, the City Council) prior to purchasing or acquiring military equipment, using military equipment, and/or collaborating with other law enforcement agencies in the deployment or use of military equipment within the governing body’s territorial jurisdiction.

Such approval by the City Council was required to be in the form of an Ordinance, adopting a publicly released, written military equipment policy. AB 481 also required that the military equipment policy address a number of specific topics, including the type, quantity, capabilities, purposes, and authorized uses of each type of military equipment, the fiscal impact of their acquisition and use, the legal and procedural rules that govern their use, the training required by any officer allowed to use the equipment, the mechanisms in place to ensure policy compliance, and the procedures by which the public may submit complaints. To adopt such an Ordinance, the City Council was also required to make the following findings:

1. The military equipment is necessary because there is no reasonable alternative that can achieve the same objective of officer and civilian safety.

2. The proposed military equipment use policy will safeguard the public’s welfare, safety, civil rights, and civil liberties.

3. If purchasing the equipment, the equipment is reasonably cost effective compared to

available alternatives that can achieve the same objective of officer and civilian safety.

4. Prior military equipment use complied with the military equipment use policy that was in effect at the time, or if prior uses did not comply with the accompanying military equipment use policy, corrective action has been taken to remedy nonconforming uses and ensure future compliance.

City’s Original Adoption of Military Equipment Policy
At its March 1, 2022 meeting, the City Council was presented with Ordinance 6463, which included the findings required by AB 481 and, if adopted, would approve and adopt a Military Equipment policy for the Roseville Police Department. The City Council elected to move forward with the Military Equipment Policy and introduced Ordinance 6463 for first reading that evening. At its March 15, 2022 meeting, the City Council completed the second reading and adopted Ordinance 6463, thereby approving and adopting Roseville Police Department Policy No. 706, titled “Military Equipment”.

Annual Review and Renewal of Military Equipment Policy
AB 481 further requires that the City Council review any ordinance adopted pursuant to AB 481 at least annually, and to vote on whether to “renew” the ordinance. In making this decision, the City Council is required to determine whether each type of military equipment owned by the City complied with the findings originally made during adoption of the ordinance. This determination is to be based on an annual “report” prepared by the Police Department that includes at least the following information for each type of military equipment approved for use:

1. A summary of how the military equipment was used and the purpose of its use.

2. A summary of any complaints or concerns received concerning the military equipment.

3. The results of any internal audits, any information about violations of the military equipment use policy, and any actions taken in response.

4. The total annual cost for each type of military equipment, including acquisition, personnel, training, transportation, maintenance, storage, upgrade, and other ongoing costs, and from what source funds will be provided for the military equipment in the calendar year following submission of the annual military equipment report.

5. The quantity possessed for each type of military equipment.

6. If the law enforcement agency intends to acquire additional military equipment in the next year, the quantity sought for each type of military equipment.

This annual report must also be made publicly available on the Police Department’s website, and the Department must hold at least one well-publicized and conveniently located community engagement meeting at which the general public may discuss and ask questions

regarding the annual military equipment report and the Department’s funding, acquisition, or use of military equipment.

Prior Renewals
The City’s Military Equipment policy for the Roseville Police Department was renewed for the first time in 2023. The Roseville Police Department prepared an Annual Report that covered the initial reporting period of April 16, 2022 (the day the Department’s Military Equipment Policy first became effective) to December 31, 2022. The Report included all of the information required by AB 481, was published on the Department’s webpage, and the Roseville Police Department held the requisite community engagement meeting. In March 2023, the City Council introduced and thereafter approved an uncodified ordinance readopting and continuing the Roseville Police Department’s Military Equipment Policy. The Military Equipment Policy has been renewed in the same manner each year since.

Roseville Police Department Annual Report & Current Renewal of the Military Equipment Policy The Roseville Police Department has prepared an Annual Report that covers the reporting period of January 1, 2025 to December 31, 2025. The Report, attached herewith, includes all of the information required by AB 481 and was published on the Department’s webpage on February 5, 2026. The Roseville Police Department also held a community engagement meeting on February 10, 2025, at 5:00 p.m. at the Roseville Police Department. The general public was invited to attend the meeting to discuss and ask questions regarding the annual military equipment report and the Department’s funding, acquisition, or use of military equipment. Notice of the meeting was published on the City’s main webpage, the City events calendar, and the City’s and Police Department’s social media pages. Approximately 4 members of the community attended the meeting, and no community members expressed any opposition to or concern with the Annual Report or the Department’s Military Equipment Policy.

Council Action to Renew the Ordinance and Military Equipment Policy As noted above, AB 481 requires that the City Council “review” the military equipment ordinance, annual report, and policy, and make a determination as to whether the type of military equipment included in the policy has complied with the standards of approval originally adopted by Council. If determined to comply, the governing body can “vote to renew the ordinance” and the corresponding Military Equipment Policy. Because “renewal” of an ordinance is not a traditional City action, it is recommended that Council adopt a new uncodified ordinance making all relevant findings, renewing Ordinance 6463, and readopting and continuing the Roseville Police Department’s Military Equipment Policy. No substantive changes are being made to the Military Equipment Policy. Copies of the proposed ordinance and Roseville Police Department Policy No. 706, titled “Military Equipment”, are attached.

It is recommended that Council introduce for first reading an uncodified ordinance renewing Ordinance 6463 and readopting and continuing Roseville Police Department Policy No. 706, titled “Military Equipment”, which will allow for the continued use of “military equipment” as defined by Government Code section 7070.

FISCAL IMPACT
There is no fiscal impact associated with the proposed policy as the equipment identified in the “Military Equipment” policy has already been acquired and budgeted for. Any future equipment would be subject to approved budgets at the time of acquisition and approval.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute Section 21065 and CEQA State Guidelines Section 15060(c)(3) and Section 15378. The proposed Ordinance meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

1. Ensure a safe and healthy community

6. Deliver exceptional City services

5. Support community engagement and advocacy
Respectfully Submitted,
Scott Blynn, Police Lieutenant
Troy Bergstrom, Police Chief
ATTACHMENTS:

1. Ordinance 7052
REVIEWERS:

Arleta Wagenhals, City Clerk Department Created/Initiated - 3/5/2026 Katrina Six, City Clerk Department Approved - 3/5/2026
Michelle Sheidenberger, City Attorney Department Final Approval - 3/5/2026

1 ORDINANCE NO. 7052
RENEWING CITY OF ROSEVILLE ORDINANCE 6463 AND READOPTING AND CONTINUING ROSEVILLE POLICE DEPARTMENT POLICY NO. 706, TITLED “MILITARY EQUIPMENT”
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1.

A. On September 30, 2021, Governor Gavin Newsom signed into law Assembly Bill 481, relating to the use of military equipment by law enforcement agencies.

Assembly Bill 481, codified at California Government Code sections 7070 through 7075, requires law enforcement agencies to obtain approval of the applicable governing body, by an ordinance adopting a “military equipment” use policy, at a regular meeting held pursuant to open meeting laws, prior to taking certain actions relating to the funding, acquisition, or use of military equipment.

The term “military equipment” is defined in California Government Code section 7070(c). Assembly Bill 481 allows the governing body of a city to approve the funding, acquisition, and/or use of military equipment within its jurisdiction only if it makes specified findings.

B. At its March 1, 2022 meeting, the City Council was presented with Ordinance 6463, which included the findings required by AB 481 and, if adopted, would approve and adopt a Roseville Police Department Policy No. 706, titled “Military Equipment”. The proposed Military Equipment Policy was consistent with AB 481 and based on a model policy utilized by many other law enforcement agencies in California. The City Council elected to move forward with the Military Equipment Policy and introduced Ordinance 6463 for first reading that evening.

C. At its March 15, 2022 meeting, the City Council completed the second reading and adopted Ordinance 6463, thereby approving and adopting Roseville Police Department Policy No. 706, titled “Military Equipment”. Through adoption of Ordinance 6463, the City Council also made the following findings:

1. The “military equipment” (as defined by California Government Code section 7070(c)) is necessary because there is no reasonable alternative that can achieve the same objective of officer and civilian safety;

2. The “Military Equipment” Policy No. 706 will safeguard the public’s welfare, safety, civil rights, and civil liberties;

3. The current “military equipment” identified in “Military Equipment” Policy No. 706 and purchasing any future “military equipment” on the list of “military equipment” (as defined by California Government Code section 7070(c)) is reasonably cost effective compared to available

2 alternatives that can achieve the same objective of officer and civilian safety; and

4. Prior “military equipment” use complied with the military equipment use policy that was in effect at the time.

D. AB 481 further requires that the City Council review any ordinance adopted pursuant to AB 481 at least annually, and to vote on whether to “renew” the ordinance. In making this decision, the City Council is required to determine whether each type of military equipment owned by the City complied with the findings originally made during adoption of the ordinance. This determination is to be based on an annual report prepared by the Police Department that includes at least the following information for each type of military equipment approved for use:

1. A summary of how the military equipment was used and the purpose of its use;

2. A summary of any complaints or concerns received concerning the military equipment;

3. The results of any internal audits, any information about violations of the military equipment use policy, and any actions taken in response;

4. The total annual cost for each type of military equipment, including acquisition, personnel, training, transportation, maintenance, storage, upgrade, and other ongoing costs, and from what source funds will be provided for the military equipment in the calendar year following submission of the annual military equipment report;

5. The quantity possessed for each type of military equipment; and

6. If the law enforcement agency intends to acquire additional military equipment in the next year, the quantity sought for each type of military equipment.

The annual report must also be made publicly available on the Roseville Police Department’s webpage, and the Department must also hold at least one wellpublicized and conveniently located community engagement meeting at which the general public may discuss and ask questions regarding the annual military equipment report and the Department’s funding, acquisition, or use of military equipment.

E. On February 5, 2026, the Roseville Police Department published its Annual Report regarding AB 481 and the Military Equipment Policy to the Department’s webpage. The Report covers the reporting period of January 1,

3 2025, through December 31, 2025, and includes all information required by AB 481. The Roseville Police Department also held a community engagement meeting on February 10, 2026, at 5:00 p.m. at the Roseville Police Department.

The meeting was well-publicized, and the general public was invited to attend to discuss and ask questions regarding the annual military equipment report and the Department’s funding, acquisition, or use of military equipment.

F. On March 4, 2026, the Annual Report for the period of January 1, 2025 through December 31, 2025, regarding AB 481 and the City of Roseville Police Department’s Military Equipment Police was submitted to the City Council pursuant to Government Code section 7072.

SECTION 2. The City Council of the City of Roseville makes the following findings:

A. The City Council has reviewed Ordinance 6461, which was adopted pursuant to AB 481 and approved the funding, acquisition, or use of “military equipment” and approved and adopted Roseville Police Department Policy No. 706, titled “Military Equipment”.

B. The City Council was presented with the Annual Report, covering the period of January 1, 2025 through December 31, 2025, prepared by the Roseville Police Department pursuant to Government Code sections 7071 and 7072.

C. Based on the Annual Report prepared by the Roseville Police Department and submitted to the City Council, the City Council determines that each type of “military equipment” identified in the Report has complied with the standards of approval set forth in Government Code section 7071, subsection (d), and adopted by the City Council through Ordinance 6463.

D. The Roseville Police Department Policy No. 706, titled “Military Equipment”, meets all requirements of Government Code sections 7070 – 7075.

E. Ordinance 6463 is renewed and Roseville Police Department Policy No. 706, titled “Military Equipment”, is approved and readopted.

SECTION 3. This ordinance shall be effective at the expiration of thirty (30) days from the date of its adoption.

SECTION 4. The City Clerk is hereby directed to cause this ordinance to be published in full at least once within fourteen (14) days after it is adopted in a newspaper of general circulation in the City, or shall within fourteen (14) days after its adoption cause this ordinance to be posted in full in at least three (3) public places in the City and enter in the Ordinance Book a certificate stating the time and place of said publication by posting.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 20 , by the following vote on roll call:

4 AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

MAYOR
ATTEST:

City Clerk

City Council
Communication
Meeting Date: 3/18/2026
Item #: VI.15
File #: 0800-03
Item ID: 2026-151
Title: Second Reading - Roseville Municipal Code Updates - Electric General Service 5 Rate Contact: Kerri Crosby 916-746-1263 [email protected]

SUMMARY
Staff recommends approval of an ordinance for second reading amending sections 14.24.020 and

14.24.050 of Chapter 14.24 of the Roseville Municipal Code in regards to establishing a new General Service 5 rate class for Roseville Electric customers with recorded demand greater than 7,500 kW and a load factor of 85 percent or higher. The rate is designed to more accurately reflect the cost of service for extra-large customers with highly efficient usage patterns and maintain alignment with Roseville’s costbased rate policy.

RECOMMENDATION
Staff recommends approval of an ordinance for second reading amending sections 14.24.020 and

14.24.050 of Chapter 14.24 of the Roseville Municipal Code in regards to the Electric General Service 5 Rate.

BACKGROUND
Roseville Municipal Code Section 14.24.020 establishes rate classifications to ensure fairness, equity, and alignment with cost of service. Customers with both high load factors and high peak demand generally incur lower per-kilowatt-hour costs because they utilize the electric distribution system more efficiently and spread fixed system costs over greater levels of consumption.

In June 2025, Roseville Electric and EES Consulting completed a comprehensive cost-of-service analysis across all customer classes. The analysis identified that customers with demand exceeding 7.5 MW and load factors of 85 percent or greater represent a distinct usage profile within the Very Large General Service category. As large-load characteristics evolve, establishing a separate classification enhances precision in aligning rates with the cost to serve these customers.

Creating an Extra-Large General Service (GS-5) rate for customers exceeding 7.5 MW with load factors of 85 percent or greater reinforces the City Council’s adopted Rate Policies:
• Cost-Based Policy: Revenues match the cost to provide service. • Adequacy Policy: Rates generate sufficient revenues to operate the utility and maintain a balanced budget.
• Fair and Equitable Policy: Customers pay in proportion to the cost to serve their class. • Stability Policy: Rate structures support predictable and incremental adjustments over time.

The proposed GS-5 rate also aligns with the City Council Strategic Plan goal to remain fiscally responsible in a changing world and supports the strategy to balance utility operating costs to maintain competitive rates. Proactively refining rate classifications ensures the City continues to maintain financial integrity, competitive rates, and equitable treatment across all customer classes.

Based on these findings, staff recommends establishing a General Service 5 (GS-5) rate classification applicable to customers exceeding 7.5 MW in demand with a load factor of 85 percent or higher.

FISCAL IMPACT
The proposed General Service 5 (GS-5) rate reflects the distinct load characteristics of customers exceeding 7.5 MW with load factors of 85 percent or greater and is approximately 5 percent lower than the existing General Service 4 (GS-4) rate. This adjustment is consistent with the City Council’s adopted CostBased, Adequacy, Fair and Equitable, and Stability Policies.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378.

Approval of amendments to the Roseville Municipal Code meet the above criteria and are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

2. Remain fiscally responsible in a changing world
Respectfully Submitted,
Kerri Crosby, Electric Business Analyst
Daniel Beans, Electric Utility Director
ATTACHMENTS:

1. Ordinance 7053
REVIEWERS:

Arleta Wagenhals, City Clerk Department Created/Initiated - 3/5/2026 Michelle Sheidenberger, City Attorney Department Approved - 3/5/2026 Katrina Six, City Clerk Department Final Approval - 3/9/2026

ORDINANCE NO. 7053

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING SECTIONS 14.24.020 AND 14.24.050 OF CHAPTER 14.24 OF TITLE 14 OF THE

ROSEVILLE MUNICIPAL CODE REGARDING ELECTRICAL ENERGY
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. The section of the Roseville Municipal Code listed above is hereby amended to read as shown on Attachment “A”.

SECTION 2. This ordinance shall be effective at the expiration of thirty (30) days from the date of adoption.

SECTION 3. The City Clerk is hereby directed to cause this ordinance to be published in full at least once within fourteen (14) days after it is adopted in a newspaper of general circulation in the City, or shall within fourteen (14) days after its adoption cause this ordinance to be posted in full in at least three (3) public places in the City and enter in the Ordinance Book a certificate stating the time and place of said publication by posting.

PASSED AND ADOPTED by the Council of the City of Roseville this day of , 20 , by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:
______________________________
MAYOR
ATTEST:
________________________
City Clerk

ATTACHMENT "A"

§ 14.24.020. Rate classification.

Rate classifications for sale of service to customers are as follows:

A. The residential rate is the rate charged for service to customers in single-family and multiplefamily dwellings for noncommercial use.

B. The general service rates are the rates charged for service to customers engaged in all general service non-residential activities, whether commercial or noncommercial in nature, and the general service rate classifications are described as follows:

1. Small General Service (GS-1). The GS-1 rate applies to service to customers with metered monthly energy usage less than 8,000 kWh and with metered demand not exceeding 20 kW in a monthly billing period for six or more separate monthly billing periods in the prior calendar year.

2. Medium General Service (GS-2). The GS-2 rate applies to customers with metered monthly energy usage greater than 8,000 kWh or with metered demand greater than 20 kW during six or more monthly billing periods in the prior calendar year, and not greater than 500 kW in six or more separate monthly billing periods in the prior calendar year.

3. Large General Service (GS-3). The GS-3 rate applies to customers with metered demand greater than 500 kW during six or more monthly billing periods in the prior calendar year, and not greater than 1,000 kW in six or more separate monthly billing periods in the prior calendar year.

4. Very Large General Service (GS-4). The GS-4 rate applies to customers with metered demand greater than 1,000 kW during six or more monthly billing periods in the prior calendar year, and not greater than 7,500 kW in six or more separate monthly billing periods in the prior calendar year.

5. Extra Large General Service (GS-5). The GS-5 rate applies to customers with metered demand greater than 7,500 kW and load factor of 85 percent or higher during six or more separate monthly billing periods in the prior calendar year.

C. Solar, Wind, and/or Solar/Wind Hybrid Net Metering Rates. These rates shall apply to all eligible solar, wind, and/or solar/wind hybrid electric generation interconnected in parallel to the city distribution system, meeting all of Roseville Electric's Rule 21 terms and conditions.

Failure to satisfy Roseville Electric's Rule 21 terms and conditions will result in the solar, wind, and/or solar/wind hybrid electric generation being deemed ineligible for these rates and may cause the solar, wind, and/or solar/wind hybrid electric generation to be prevented from parallel operation by Roseville Electric. Net metering rates are available on a first come, first served basis until that time when the total installed solar, wind, and/or solar/wind hybrid electric generation net metered generating capacity within the Roseville Electric service territory exceeds the maximum installed kW amount allowable as established by the city pursuant to its policies and state laws.

1. Net Metering Rate 1 (NM-1). The NM-1 rate applies to eligible residential customergenerators and small nonresidential solar customer-generators with a maximum annual demand (kW) of 10 kW or less. The NM-1 rate is available to customers until the total customer net meter installations exceed a five percent capacity cap, as stated herein.

Roseville Electric's five percent capacity cap will be reached when the total kilowatt (kW) demand of customer installed net meter installations reach five percent of Roseville Electric's distribution system historical peak demand. Effective October 1, 2018, the NM-1 rate will be closed to new customers without an active solar building

permit.
a. NM-1 Transition Period. Customers eligible for the NM-1 rate shall remain on the NM-1 rate until October 1, 2028, or through a period of 20 years from the last date of interconnection of the eligible renewable energy generation facility, whichever is later. After the NM-1 rate is closed, existing NM-1 customers can expand their existing system by up to 10 percent and remain on the NM-1 rate.

2. Standard Net Metering. Nonresidential customer-generators with a maximum annual demand greater than 10 kW are not eligible for the NM-1 rate. These customergenerators default to the standard net metering procedures as outlined in the Municipal Code and Roseville Electric Rule 21. Standard net metering is available to customers until the total customer net meter installations exceed a five percent capacity cap, as stated herein. Roseville Electric's five percent capacity cap will be reached when the total kilowatt (kW) demand of customer installed net meter installations reach five percent of Roseville Electric's distribution system historical peak demand. Effective October 1, 2018, the standard net metering rate will be closed to new customers without an active solar building permit.
a. Standard Net Metering Transition Period. Customers eligible for standard net metering shall remain on the standard net metering rate until October 1, 2028 or through a period of 20 years from the last date of interconnection of the eligible renewable energy generation facility, whichever is later. After the standard net metering rate is closed, existing standard net metering customers can expand their existing system by up to 10 percent and remain on the standard net metering rate.

3. Roseville solar 2.0 rate (RS-2) is applicable to customer-generators with eligible renewable generation such as solar, wind, and/or solar/wind hybrid electric system interconnections of less than one megawatt (1 MW) once the NM-1 rate and standard net metering are closed to new customers as noted above.

D. The outdoor lighting rate is the rate charged to customers for service provided to unmetered outdoor lighting facilities, other than facilities for lighting of public streets.

E. The street lighting rate is the rate charged to customers for service provided to unmetered city-owned lights for lighting public streets.

F. The traffic signal rate is the rate charged to customers for service provided to all city-owned traffic signals and associated equipment.

G. Determination of the applicable rate classification as described herein for new customers will be determined by Roseville Electric in accordance with generally accepted engineering standards. If a customer experiences a significant operational change that materially alters load characteristics, service requirements, or system impacts, Roseville Electric may review and revise the customer’s rate classification. Such changes must be supported by engineering analysis and shall be subject to review and written approval by the Electric Utility Director. § 14.24.050. General service rates.

A. Effective June 1, 2024, the general service rates applied to service within a monthly billing period and charged to general service customers shall be as follows:

1. Small General Services (GS-1) Rate. The GS-1 monthly rates on monthly billings will be as follows:

Basic Service Charge $44.00 per meter, per month
Energy Charge
Winter $0.1150 per kWh
Summer $0.1330 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh

Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052
Energy Cost Surcharge Effective February 1, 2023 to December 31, 2024 an energy cost surcharge of $0.01235 per
kWh

2. Medium General Service (GS-2) Rate. The GS-2 monthly rates on monthly billings will be as follows:

Basic Service Charge $65.00 per meter, per month
Demand Charge $6.16 per kW
Energy Charge
Winter $0.1186 per kWh
Summer $0.1427 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052
Energy Cost Surcharge Effective February 1, 2023 to December 31, 2024 an energy cost surcharge of $0.01143 per
kWh

3. Large General Service (GS-3) Rate. TOU rates are mandatory for all customers receiving service in the GS-3 rate classification. Customers not having the necessary equipment to meter consumption on a TOU basis will be charged at the GS-2 rate until the necessary equipment is installed. Customers with facilities where the necessary TOU equipment is infeasible or impractical to employ, as determined by Roseville Electric, will be billed at the GS-2 rate. Discounts for primary services are provided pursuant to Section

14.24.050(D).

The GS-3 monthly rates on monthly billings will be as follows:

Basic Service Charge $561.00 per meter, per month
Demand Charge
Winter $6.60 per kW

Summer $11.57 per kW
Energy Charge
Winter
Off Peak $0.0801 per kWh
On Peak $0.1045 per kWh
Super Peak $0.1045 per kWh
Summer
Off Peak $0.1045 per kWh
On Peak $0.1287 per kWh
Super Peak $0.1652 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052
Energy Cost Surcharge Effective February 1, 2023 to December 31, 2024 an energy cost surcharge of $0.00992 per
kWh

4. Very Large General Service (GS-4) Rate. TOU rates are mandatory for all customers receiving service in the GS-4 rate classification. Discounts for primary services are defined in Section 14.24.050(D).

The GS-4 TOU monthly rates on monthly billings will be as follows:

Basic Service Charge $641.00 per meter, per month
Demand Charge
Winter $6.71 per kW
Summer $11.51 per kW
Energy Charge
Winter
Off Peak $0.0789 per kWh
On Peak $0.1009 per kWh
Super Peak $0.1009 per kWh

Summer
Off Peak $0.1028 per kWh
On Peak $0.1249 per kWh
Super Peak $0.1635 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052
Energy Cost Surcharge Effective February 1, 2023 to December 31, 2024 an energy cost surcharge of $0.00843 per
kWh
B. Effective January 1, 2025, the general service rates applied to service within a monthly billing period and charged to general service customers shall be as follows:

1. Small General Service (GS-1) Rate. The GS-1 monthly rates on monthly billings will be as follows:

Basic Service Charge $44.00 per meter, per month
Energy Charge
Winter $0.1422 per kWh
Summer $0.1642 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052

2. Medium General Service (GS-2) Rate. The GS-2 monthly rates on monthly billings will be as follows:

Basic Service Charge $65.00 per meter, per month
Demand Charge $6.16 per kW
Energy Charge
Winter $0.1433 per kWh
Summer $0.1724 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052

3. Large General Service (GS-3) Rate. TOU rates are mandatory for all customers receiving service in the GS-3 rate classification. Customers not having the necessary equipment to meter consumption on a TOU basis will be charged at the GS-2 rate until the necessary equipment is installed. Customers with facilities where the necessary TOU equipment is infeasible or impractical to employ, as determined by Roseville Electric, will be billed at the GS-2 rate. Discounts for primary services are provided pursuant to Section

14.24.050(D).

The GS-3 monthly rates on monthly billings will be as follows:

Basic Service Charge $561.00 per meter, per month
Demand Charge
Winter $6.60 per kW
Summer $11.57 per kW
Energy Charge
Winter
Off Peak $0.0975 per kWh
On Peak $0.1272 per kWh
Super Peak $0.1272 per kWh
Summer
Off Peak $0.1272 per kWh
On Peak $0.1566 per kWh
Super Peak $0.2010 per kWh

California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052

4. Very Large General Service (GS-4) Rate. TOU rates are mandatory for all customers receiving service in the GS-4 rate classification. Discounts for primary services are defined in Section 14.24.050(D).

The GS-4 TOU monthly rates on monthly billings will be as follows:

Basic Service Charge $641.00 per meter, per month
Demand Charge
Winter $6.71 per kW
Summer $11.51 per kW
Energy Charge
Winter
Off Peak $0.0950 per kWh
On Peak $0.1215 per kWh
Super Peak $0.1215 per kWh
Summer
Off Peak $0.1238 per kWh
On Peak $0.1504 per kWh
Super Peak $0.1969 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052

5. Effective April 19, 2026 , Extra Large General Service (GS-5) Rate.

TOU rates are mandatory for all customers receiving service in the GS-5 rate classification. Discounts for primary services are defined in Section 14.24.050 (D).

The GS-5 TOU monthly rates on monthly billing will be as follows:

Basic Service Charge $641.00 per meter, per month
Demand Charge $7.90 per kW
Energy Charge
Off Peak $0.1120 per kWh
On Peak $0.1120 per kWh
Super Peak $0.1120 per kWh
California Renewable Energy Requirement
Surcharge
$0.0056 per kWh
California Greenhouse Gas Emission
Reduction Requirement Surcharge
$0.0002 per kWh
Hydroelectric Adjustment Annually adjusted charge or credit on billings that will be applied from July 1 to June 30
each fiscal year, as prescribed in Section

14.24.052
C. Aggregation of Demand. Accounts with multiple GS-3 service, or a combination of GS-3 and GS-4 service that combine to exceed 1,000 kW of billed demand in any six months of

the prior calendar year will receive a discount of $0.003 per kWh on the GS-3 service total monthly billed energy.

D. Primary Service. Service provided at 12,000 volts or higher under delivery arrangements approved by Roseville Electric shall receive a discount of two percent of the energy and demand charges.

E. Contract Rates. The city reserves the right to negotiate and provide, by contract, service at rates other than those specified in the municipal code.

F. Standby Service Rate.

1. Applicability. This service is applicable to any general service customer who utilizes, in whole or in part, generating facilities, as defined in Roseville Electric Rule 21 standards for interconnection, other than solar, wind or solar/wind hybrid customer-owned generating facilities, to supply all or part of such customer's power requirements, and where:
a. Based upon the manufacturer's nameplate rating the generating facilities do not exceed 100 percent of their projected demand as determined by Roseville Electric. b. Pursuant to Rule 21 standards for interconnection, generating facilities are connected to the city's electrical distribution system. The customer shall not operate such customer-owned generating facilities in parallel with the city's electrical system unless otherwise approved in advance by Roseville Electric.

An interconnection agreement between the city and customer is required for service under this rate, when the customer-owned generating facilities are interconnected with the city's electrical system.

2. Effective January 1, 2017 the standby service charge ($/kW of "rated capacity" per month) shall be as follows:

Secondary voltage $6.71
Primary voltage $6.58
"Rated capacity" is a fixed kilowatts value determined by the manufacturer's rating of the generator unit. In addition to the auxiliary or standby service rate, the city will continue to bill for all applicable charges under the appropriate rate schedule, including, but not limited to, basic service, energy and demand charges.

G. Demand/kWh Criteria. Service provided under general service rates shall be periodically evaluated for compliance with rate classification monthly demand and/or kWh criteria. If the monthly demand and/or kWh criteria are not satisfied, the service may be transferred to the appropriate general service rate effective with the next available billing cycle. Exceptions are at the discretion of Roseville Electric or by a customized customer contract (if applicable).

Compliance with monthly demand/kWh criteria shall be determined in accordance with Section 14.24.020 rate classification.

H. Advanced Metering Service Charge. The advanced metering service charge is required for all GS-2 customers who have access to the city's online energy profiler system. GS-2 service, whose maximum demand is equal to or greater than 250 kW in two or more summer months (as defined in Section 14.24.021) in the prior calendar year, will receive a special load profile meter, and the ability to remotely access usage data. Customers with facilities where the necessary metering equipment is infeasible or impractical to employ, as determined by Roseville Electric, will be exempted from this charge. The city will charge a monthly service fee of $42.00 to cover maintenance, software support and related expenses.

City Council
Communication
Meeting Date: 3/18/2026
Item #: VI.16
File #: 0102-06
Item ID: 2026-158
Title: Proclamation - Government Finance Professionals Week Contact: Arleta Wagenhals 916-774-5200 [email protected]

SUMMARY
Proclaim March 23-27, 2026 as Government Finance Professionals Week and encourage all citizens to join the City of Roseville in recognizing the contribution and importance of our Government Finance Professionals and their impact within government.

RECOMMENDATION
Proclaim March 23-27, 2026 as Government Finance Professionals Week and encourage all citizens to join the City of Roseville in recognizing the contribution and importance of our Government Finance Professionals and their impact within government.

BACKGROUND
Not Applicable

FISCAL IMPACT
Not Applicable

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378.

Council approval of a proclamation meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

6. Deliver exceptional City services

2. Remain fiscally responsible in a changing world
Respectfully Submitted,
Arleta Wagenhals, City Clerk Technician
Carmen Avalos, City Clerk
ATTACHMENTS:

1. Proclamation - Govt Finance Professionals Week
REVIEWERS:

Arleta Wagenhals, City Clerk Department Created/Initiated - 2/19/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 3/3/2026 Michelle Sheidenberger, City Attorney Department Approved - 3/3/2026 Katrina Six, City Clerk Department Final Approval - 3/3/2026

City Council
Communication
Meeting Date: 3/18/2026
Item #: VI.17
File #: 0102-03
Item ID: 2026-197
Title: Minutes of Prior Meetings
Contact: Christine Mesaros 916-774-5287 [email protected]

SUMMARY
Staff recommends approval of the minutes of the March 4, 2026, Closed Session Meeting and March 4, 2026, City Council Meeting.

RECOMMENDATION
Approve the minutes of the March 4, 2026, Closed Session Meeting and March 4, 2026, City Council Meeting.

BACKGROUND
Not applicable.

FISCAL IMPACT
There is no fiscal impact associated with this request.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment, or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378. The City Council minutes are not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

6. Deliver exceptional City services
Respectfully Submitted,
Christine Mesaros, City Clerk Technician
Carmen Avalos, City Clerk
ATTACHMENTS:

1. March 4, 2026 City Council Closed Session Meeting_Minutes_Preview

2. March 4, 2026 City Council Meeting_Minutes_Preview
REVIEWERS:

Christine Mesaros, City Clerk Department Created -
Katrina Six, City Clerk Department

Krista Bernasconi, Mayor
Karen Alvord, Vice Mayor
Bruce Houdesheldt, Councilmember
Tracy Mendonsa, Councilmember
Pauline Roccucci, Councilmember
Dominick Casey, City Manager
Michelle Sheidenberger, City Attorney
Carmen Avalos, City Clerk

MINUTES
City Council Closed Session Meeting
March 4, 2026
5:15 PM
Roseville Electric Building,
116 S. Grant Street, 1st Floor
I. CALL TO ORDER
Mayor Bernasconi called the meeting to order at 5:15 P.M.

II. ROLL CALL

Present: Vice Mayor Alvord, Councilmember Houdesheldt, Councilmember Mendonsa, Councilmember Roccucci, Mayor Bernasconi.

III. PUBLIC COMMENTS
No public comments received.

IV. CLOSED SESSION

1. Conference with Legal Counsel – Existing Litigation
Pursuant to Government Code Section 54956.9(d)(1)
Nancy Bronte v. City of Roseville
Placer County Superior Court, Case Number S-CV-0055025
CONTACT: Michelle Sheidenberger 916-774-5325 [email protected] Closed Session Disclosure: No reportable action taken.

2. Conference with Legal Counsel – Anticipated Litigation Pursuant to Government Code Section 54956.9(d)(4)
Initiation of litigation: One potential case
CONTACT: Michelle Sheidenberger 916-774-5325 [email protected] Closed Session Disclosure: Council directed staff not to initiate litigation at this time and to engage in settlement negotiations.

V. ADJOURNMENT
Mayor Bernasconi adjourned the meeting at 6:00 P.M.

Krista Bernasconi, Mayor
Karen Alvord, Vice Mayor
Bruce Houdesheldt, Councilmember
Tracy Mendonsa, Councilmember
Pauline Roccucci, Councilmember
Dominick Casey, City Manager
Michelle Sheidenberger, City Attorney
Carmen Avalos, City Clerk

MINUTES
City Council Regular Meeting
March 4, 2026
6:00 PM
Roseville Electric Building,
116 S. Grant Street, 1st Floor
I. CALL TO ORDER
Mayor Bernasconi called the meeting to order at 6:06 P.M.

II. ROLL CALL

Present: Vice Mayor Alvord, Councilmember Houdesheldt, Councilmember Mendonsa, Councilmember Roccucci, Mayor Bernasconi.

III. PLEDGE OF ALLEGIANCE
Shelby Her from Center High School led the Pledge of Allegiance.

IV. MEETING PROCEDURES
City Clerk Carmen Avalos announced the procedures for addressing the City Council.

V. PRESENTATIONS

1. Proclamation - California Arbor Week
Summary: Proclaim March 7-14, 2026 as California Arbor Week and urge all residents to observe and celebrate the week by planting trees for our benefit and for the benefit of future generations.

CONTACT: Arleta Wagenhals 916-774-5200 [email protected] The City Council made the presentation to Parks, Recreation and Libraries Natural Resources Superintendent Eric Dexter, who responded.

Eric Dexter introduced Jo Neeley of Roseville Urban Forestry Foundation, who responded.

VI. PUBLIC COMMENTS
This is the first opportunity to make a public comment on non-agenda items.

No public comment received.

VII. CONSENT CALENDAR
Motion by Roccucci, seconded by Alvord, to drop items 8 and 13 to be relisted on March 18, 2026 and approve the remaining items as recommended. The motion passed.

Ayes: Vice Mayor Alvord, Councilmember Houdesheldt, Councilmember Mendonsa, Counclmember Roccucci, Mayor Bernasconi.

2. Resolution Declaring Public Weeds and Rubbish a Public Nuisance - Setting a Public Hearing Date (FIRE DEPARTMENT)
Summary: Staff recommends approval of a resolution declaring weeds, rubbish, dirt, and/or rank growth within the City to be a public nuisance, as well as ordering the Fire Chief to give notice of the passage and setting a time and place for the required public hearing. The public hearing will be scheduled for the City Council meeting on Wednesday, April 15, 2026. Owners of private parcels that are abated by the City are responsible for the costs associated with providing abatement services. This item has no fiscal impact on the General Fund.

CONTACT: Jordan Paul 916-774-5802 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-045 declaring all weeds, dirt, rubbish, and/or rank growths within the City of Roseville to be a nuisance; ordering the Fire Chief to give notice of the passage of this resolution; and setting a time and place for hearing any objections to the proposed destruction or removal of such weeds, dirt, rubbish, or rank growths.

3. Aquifer Storage Recovery Well and Pump Station Design Project - Professional Design Services Agreement Amendment and Budget Adjustment (ENVIRONMENTAL UTILITIES DEPARTMENT - WATER)
Summary: Staff recommends approval of a third amendment to the professional design services agreement with Carollo Engineers, Inc. for the Aquifer Storage Recovery Well and Pump Station Design Project in the amount of $1,028,656. The third amendment will increase the total not-to exceed contract amount from $6,369,033 to $7,397,689. This item also requests approval of a budget adjustment of $1,028,656 from the Water Construction Fund to fund the amendment.

CONTACT: Janice Gainey 916-774-5535 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-041 approving a third amendment to professional design services agreement, by and between the City of Roseville and Carollo Engineers, Inc., and authorizing the City Manager to execute it on behalf of the City of Roseville. b. Adopt Ordinance No. 7048 authorizing certain amendments to the fiscal year 2025-26 budget and declaring this ordinance to be immediately effective as an appropriation measure.

4. Roseville Municipal Code Ordinance - Military Equipment Policy (POLICE DEPARTMENT)

Summary: Staff recommends adoption of findings pursuant to California Government Code Section 7071 and 7072, and introduce for first reading an ordinance renewing Ordinance 6463 and readopting and continuing Roseville Police Department Policy No. 706, titled “Military Equipment”, thereby authorizing the Roseville Police Department’s continued use of “military equipment”, as defined by Government Code Section 7070.

CONTACT: Scott Blynn 916-774-5079 [email protected] The City Council will consider the recommendation to:
a. Adopt the findings and introduce for first reading an ordinance renewing Ordinance 6463 and readopting and continuing Roseville Police Department Policy No. 706, titled “Military Equipment”, thereby authorizing the Roseville Police Department’s continued use of “military equipment”, as defined by Government Code Section 7070.

5. Infill PCL 13 1028 Main Street Subdivision Project — Notice of Completion (DEVELOPMENT

SERVICES DEPARTMENT - ENGINEERING DIVISION)
Summary: Staff recommends approval of the Notice of Completion for the Infill PCL 13 1028 Main Street Subdivision Project as complete. The Engineering Division has made a final inspection of the project and has found the roadway infrastructure work complete in accordance with the improvement plans and City specifications. This action has no impact to the City's General Fund. Construction costs were paid by the developer.

CONTACT: Jeremy Knuthson 916-774-5252 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-042 accepting the public work known as Infill PCL 13 1028 Main Street Subdivision Project, approving the "Notice of Completion", and authorizing and directing the City Engineer to execute said notice on behalf of the City of Roseville, therefore, and accepting all dedications offered on the recorded map of the subdivision.

6. Parking Lot at the Maidu Soccer Fields — Notice of Completion (PUBLIC WORKS DEPARTMENT -

ENGINEERING - CITY PROJECTS)
Summary: Staff recommends approval of the Notice of Completion for the Parking Lot at the Maidu Soccer Fields. The project included the construction of 84 parking spaces, including accessible spaces, and installation of two drainage facilities to support the improvements. The total cost of the construction contract with BRCO Constructors, Inc. was $633,900. The project was funded by General Fund resources.

CONTACT: Nick Bumb 916-746-1313 [email protected]
The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-044 accepting the public work known as Parking Lot at the Maidu Soccer Fields, approving the “Notice of Completion”, and authorizing the Public Works Director to execute said notice on behalf of the City of Roseville.

7. Federal Emergency Management Agency Fiscal Year 2025 Hazard Mitigation Grant Program – Application (PUBLIC WORKS DEPARTMENT – ENGINEERING – FLOODPLAIN MANAGEMENT) Summary: Staff recommends authorization to submit a grant application to the Federal Emergency Management Agency (FEMA) through the California Office of Emergency Services (CalOES) for the Fiscal Year 2025 Hazard Mitigation Grant Program (HMGP) and authorizing the City Manager or his designee to execute all related forms and agreements on behalf of the City.

If awarded, funds would be applied to the Pleasant Grove Stormwater Retention Basin Project.

The project is funded by the Pleasant Grove/Curry Creek Watershed Drainage Mitigation Fee Fund. No General Fund resources are included for this project.

CONTACT: Brian Walker 916-746-1349 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-046 approving a grant application to the California Office of Emergency Services for the Federal Emergency Management Agency fiscal year 2025 Hazard Mitigation Grant Program, and authorizing the Assistant City Manager or Public Works Director to execute all related forms and agreements on behalf of the City of Roseville.

8. Fiscal Year 2024-25 Transporation Development Act Claim Revision (PUBLIC WORKS

DEPARTMENT - TRANSPORTATION)
Summary: Staff recommends approval of the revised Fiscal Year 2024-25 Transportation Development Act claim in the amount of $12,563,878 for the City’s transit and transportation funding, and authorization for the City Manager or his designee to execute the claim on behalf of the City. Included in this approval is a payment of $59,547 to Placer County Transportation Planning Agency for Roseville’s share of the Funding Strategy Outreach program.

CONTACT: Kimberly Goulet 916-746-1320 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-053 approving and authorizing execution of the 2024/25 Transportation Development Act claims revision to the Placer County Transportation Planning Agency; and
b. Approve payment of FY2024-25 Local Transportation Fund funds to Placer County Transportation Planning Agency in the amount of $59,547 for the Placer County Transportation Planning Agency Funding Strategy Outreach program.

9. Reservation of Affordable Housing Funds for Development of the Pleasant Grove Apartments Phase II (ECONOMIC DEVELOPMENT DEPARTMENT - HOUSING)
Summary: Staff recommends approval to reserve $3,000,000 in affordable housing funds for an affordable housing project to be developed in Roseville. The request is to reserve $1,500,000 from the City Local Housing Trust Fund and $1,500,000 from the State Local Housing Trust Fund for construction of Mercy Housing's affordable housing project, Pleasant Grove Apartments

Phase II. The City's Local Housing Trust Fund receives funding from developer in-lieu fees and payoffs from developer subsidized affordable purchase loans. The Housing Division has funding available in the Local Housing Trust Fund (LHTF), which will be used to match available stateawarded LHTFs. No General Fund resources will be used.

CONTACT: Kristine Faelz 916-774-5451 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-052 approving the reservation of $3,000,000 in affordable housing funds for the development of the Pleasant Grove Apartments Phase II.

10. Western Systems Power Pool Agreement Collateral Annex and Cover Sheet (ELECTRIC

DEPARTMENT - FINANCIAL & ADMINISTRATIVE)
Summary: Staff recommends approval of the Western Systems Power Pool (WSPP) Collateral Annex, including the Cover Sheet Elections, with NRG Business Marketing LLC (NRG) and Triolith Energy Fund, LP (Triolith). The documents supplement the WSPP Agreement previously executed by the City and establish industry-standard credit and collateral provisions that would apply to any future wholesale physical power transactions with NRG and Triolith under the WSPP framework. There is no cost associated with the execution of these documents.

CONTACT: Patrick Zanardelli 916-774-5673 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-049 approving the Western Systems Power Pool Collateral Annex and Cover Sheet Elections, by and between the City of Roseville and NRG Business Marketing LLC, and authorizing the City Manager to execute them on behalf of the City of Roseville. b. Adopt Resolution No. 26-050 approving the Western Systems Power Pool Collateral Annex and Cover Sheet Elections, by and between the City of Roseville and Triolith Energy Fund, LP, and authorizing the City Manager to execute them on behalf of the City of Roseville.

11. Substation Transformer Civil Construction - Approval of Plans and Specifications and Authorization to Call for Bids (ELECTRIC DEPARTMENT - ENGINEERING) Summary: Staff recommends approval of plans and specifications of the Substation Transformer Civil Construction project and authorization for staff to call for bids. Construction work will occur at two locations: a new concrete foundation at Fiddyment Substation is required to site a spare 46MVA substation transformer, and construction work at Sierra Vista Substation is required to meet oil containment requirements. The cost of the project is estimated at $300,000. Funds are available in the Electric Department's FY2025-26 budget in the Electric Fund.

CONTACT: David Angel Jimenez 916-774-5698 [email protected] The City Council will consider the recommendation to:

a. Approve the plans and specifications for the SubstationTransformer Civil Construction project and authorize staff to call for bids.

12. Renewable Energy Transaction Confirmation and Credit Support Addendum - Amendments (ELECTRIC DEPARTMENT - RESOURCE PLANNING & GENERATION)
Summary: Staff recommends approval of an amendment to the existing renewable agreement with Shell Energy North America, L.P. and to execute an updated Credit Support Annex. The contract amendment will increase the contract term by one year for a new term totaling 11.5 years, and increase the cost of the contract by $6,951,000, up to a total of $84,125,000 over the amended term of the contract. The updated Credit Support Annex with Shell Energy North America, L.P. will increase credit limits for both parties from $25,000,000 to $35,000,000, for high investment grade ratings, to reflect the higher total control authority. Funding for the cost of the amendment will be included in the Electric Department's proposed FY2026-27 budget and contingent on the City Council's approval.

CONTACT: Petra Wallace 916-774-5510 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-047 approving a first amendment to transaction confirmation, by and between the City of Roseville and Carollo Engineers, Inc., and authorizing the City Manager to execute it on behalf of the City of Roseville.
b. Adopt Resolution No. 26-048 approving a second amendment to WSPP Agreement Credit Support Addendum, by and between the City of Roseville and Carollo Engineers, Inc., and authorizing the City Manager to execute it on behalf of the City of Roseville.

13. Main Gas Supplier - Agreement Confirmation (ELECTRIC DEPARTMENT - RESOURCE PLANNING & GENERATION)
Summary: Staff recommends approval of a three-year main gas supplier agreement with ConocoPhillips Company to provide natural gas balancing services to the City. The agreement supports the Electric Department's operation of its natural gas generating facilities by scheduling the daily natural gas deliveries for planned electricity production. The annual cost of the agreement is estimated to be approximately $30,000. Funding is included in the Electric Department's FY2025-26 budget in the Electric Fund.

CONTACT: Petra Wallace 916-774-5510 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-043 approving a main gas supplier agreement confirmation, by and between the City of Roseville and Conocophillips Company, and authorizing the City Manager to execute it on behalf of the City of Roseville.

14. JM-51 Park Project - Approve Plans and Specifications and Authorize Staff to Call for Bids (PARKS, RECREATION, AND LIBRARIES DEPARTMENT - PARK DEVELOPMENT)

Summary: Staff recommends City Council approval of the plans and specifications for the JM-51 Park Project and authorize staff to call for bids. The project scope includes grading and utilities, a playground, shaded picnic area, walking paths, turf area, planting and irrigation. The project is estimated to cost $715,000 for the base bid and will be funded by the JM-51 Neighborhood Park project budget in the Neighborhood Park - Sierra Vista Fund.

CONTACT: Joel De Jong 916-774-5924 [email protected] The City Council will consider the recommendation to:
a. Approve plans and specifications for the JM-51 Park Project and authorize staff to call for bids.

15. JM-52 Park Project - Approval of Plans and Specifications and Authorize Staff to Call for Bids (PARKS, RECREATION, AND LIBRARIES DEPARTMENT - PARK DEVELOPMENT) Summary: Staff recommends City Council approval of plans and specifications for the JM-52 Park Project and authorize staff to call for bids. The project scope includes a playground, paved and natural walking paths, picnic area and seating, turf area, planting and irrigation. The project is estimated to cost $475,000 for the base bid and will be funded by the JM-52 Neighborhood Park project budget in the Sierra Vista Neighborhood Park Fund.

CONTACT: Josh Cervantes 916-746-1233 [email protected] The City Council will consider the recommendation to:
a. Approve the plans and specifications for the JM-52 Park Project and authorize staff to call for bids.

16. CO-61 Park Project - Approval of Plans and Specifications and Authorize Staff to Call for Bids (PARKS, RECREATION, AND LIBRARIES DEPARTMENT - PARK DEVELOPMENT) Summary: Staff recommends approval of plans and specifications for the CO-61 Park Project and authorize staff to call for bids. The project scope includes grading and utilities, a playground, picnic area, walking paths, turf area, planting and irrigation. The project is estimated to cost $1,395,000 and will be funded by the Campus Oaks Neighborhood Park Fund.

CONTACT: Joel De Jong 916-774-5924 [email protected] The City Council will consider the recommendation to:
a. Approve plans and specifications for the CO-61 Park Project and authorize staff to call for bids.

17. Property Tax Revenue Consulting Services - Professional Services Agreement (FINANCE

DEPARTMENT)
Summary: Staff recommends approval of a professional services agreement with HdL Coren & Cone to provide property tax revenue consulting services for an amount not to exceed $88,500 and a term of three years, with two optional one-year renewals. There are adequate funds available in the FY2025-26 adopted budget to fund this agreement.

CONTACT: Jeannine Thrash 916-774-5473 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-051 approving a professional services agreement, by and between the City of Roseville and HdL Coren & Cone, and authorizing the City Manager to execute it on behalf of the City of Roseville.

18. Resolution - Deneen Blair
Summary: Commend Deneen Blair, who is retiring from the Environmental Utilities Department, for more than thirty-one years of outstanding service and dedication to the City of Roseville, congratulate her for her many accomplishments, and wish her a long, healthy, and fulfilling retirement.

CONTACT: Arleta Wagenhals 916-774-5200 [email protected]

19. Minutes of Prior Meetings (CITY CLERK DEPARTMENT)
Summary: Staff recommends approval of the minutes of the February 4, 2026, Special Closed Session Meeting and minutes of the February 18, 2026, City Council Meeting.

CONTACT: Adilia Keller 916-774-5265 [email protected] The City Council will consider the recommendation to:
a. Approve the minutes of the February 4, 2026, Special Closed Session Meeting and minutes of the February 18, 2026, City Council Meeting.

END OF CONSENT CALENDAR
VIII. PRESENTATIONS/REPORTS

20. Council Discretionary Funds Request - Volunteers of America, Northern California & Northern Nevada (CITY MANAGER DEPARTMENT - ASSISTANT CITY MANAGER) Summary: Memo from Executive Assistant Heather Blanco and City Clerk Carmen Avalos requesting the City Council consider a request for a $3,000 sponsorship from Council Discretionary Funds for Volunteers of America, Northern California & Northern Nevada (VOA, NCNN) in support of the Voices of Hope fundraising event on April 30, 2026, from 8:00 a.m. to 10:00 a.m. at the DoubleTree Hilton Hotel. The money raised for the Voices of Hope fundraising event will serve individuals experiencing homelessness, including in Roseville. The event features a program presentation with speakers who share their life experiences and the impact of VOA’s services on their path to stability and independence. All attendees will be provided with a full breakfast. The sponsorship funds will be used to cover the costs of venue rental, catering, event marketing materials, etc. to ensure 100% of the event donations go towards program needs.

CONTACT: Heather Blanco 916-746-1171 [email protected]

The City Council will consider the recommendation to:
a. Consider a request for $3,000 sponsorship from Council Discretionary Funds for Volunteers of America, Northern California & Northern Nevada (VOA, NCNN) in support of the Voices of Hope fundraising event.

Councilmember Houdesheldt declared a conflict of interest and left the dais at 6:17 P.M.

City Clerk Carmen Avalos made the presentation to the City Council.

Volunteers of America Development Officer Victoria Monroe spoke on the organizations efforts.

Motion by Alvord, seconded by Roccucci to award $2,500 sponsorship from Council Discretionary Funds for Volunteers of America, Northern California & Northern Nevada (VOA, NCNN) in support of the Voices of Hope fundraising event. The motion passed.

Ayes: Vice Mayor Alvord, Councilmember Mendonsa, Counclmember Roccucci, Mayor Bernasconi.

Absent: Councilmember Houdesheldt.

Councilmember Houdesheldt returned to the dais at 6:25 P.M.

IX. PUBLIC HEARINGS
NOTICE TO THE PUBLIC: Public Hearing Process
City Council, when considering the matter, will take the following actions:

1. Open the Public Hearing

2. Presentation by staff

3. Presentation by applicant or appellant

4. Accept public testimony

5. Appellant or applicant rebuttal period

6. Close the Public Hearing

7. City Council comments and questions

8. City Council action
Any challenges in court about public hearing matters noticed on this agenda may be limited to only those issues, that were raised orally at the public hearing or in written form received by the City on or before the hearing.

Public Hearings listed for continuance will be continued and posting of this agenda will serve as notice of continuation.

21. Tax Equity and Fiscal Responsibility Act Hearing for Siena Apartments (FINANCE DEPARTMENT)

Summary: Staff recommends Council conduct a Tax Equity and Fiscal Responsibility Act (TEFRA) Hearing to consider approval of the issuance of bonds by the California Statewide Communities Development Authority (CSCDA) in an amount not to exceed $17,000,000, for the benefit of Siena Roseville, L.P., to refinance the acquisition, rehabilitation, improvement and equipping of a 156-unit multifamily rental housing project generally known as Siena Apartments. Siena Roseville, L.P. has requested that CSCDA serve as the municipal issuer of tax-exempt multifamily housing revenue bonds. In order for all or a portion of the bonds to qualify as tax-exempt, the City must conduct a public hearing providing members of the community an opportunity to speak in favor of or against the use of tax-exempt bonds for the financing of the Project.

Adoption of the resolution is solely for the purpose of satisfying the requirements of TEFRA, the Internal Revenue Code, and California Government Code Section 6500. There is no fiscal impact to the City.

CONTACT: Jeannine Thrash 916-774-5473 [email protected] The City Council will consider the recommendation to:
a. Adopt Resolution No. 26-054 approving the issuance by the California Statewide Communities Development Authority of exempt facility bonds for the Siena Apartments.

Mayor Bernasconi opened the public hearing at 6:23 P.M.

Finance Director Scott Pettingell made the presentation.

No public comment received.

Mayor Benasconi closed the public hearing at 6:24 P.M.

Motion by Councilmember Mendonsa, seconded by Councilmember Roccucci, to adopt Resolution No. 26-054 approving the issuance by the California Statewide Communities Development Authority of exempt facility bonds for the Siena Apartments. The motion passed.

Ayes: Vice Mayor Alvord, Councilmember Houdesheldt, Councilmember Mendonsa, Counclmember Roccucci, Mayor Bernasconi.

22. Roseville Municipal Code Updates - Electric General Service 5 Rate (ELECTRIC DEPARTMENT -

FINANCIAL & ADMINISTRATIVE)
Summary: Staff recommends City Council introduce for first reading an ordinance amending sections 14.24.020 and 14.24.050 of Chapter 14.24 of the Roseville Municipal Code in regards to establishing a new General Service 5 rate class for Roseville Electric customers with recorded demand greater than 7,500 kW and a load factor of 85 percent or higher. The rate is designed to more accurately reflect the cost of service for extra-large customers with highly efficient usage patterns and maintain alignment with Roseville’s cost-based rate policy.

CONTACT: Kerri Crosby 916-746-1263 [email protected]

The City Council will consider the recommendation to:
a. Introduce for first reading an Ordinance amending sections 14.24.020 and 14.24.050 of Chapter 14.24 of the Roseville Municipal Code in regards to the Electric General Service 5 Rate.

Mayor Bernasconi opened the public hearing at 6:25 P.M.

Electric Utility Director Daniel Beans made the presentation.

Assistant Electric Utility Director Joanna Cucchi continued the presentation.

Senior Electric Business Analyst Matt Nelson continued the presentation.

No public comment received.

Mayor Benasconi closed the public hearing at 6:33 P.M.

Motion by Vice Mayor Alvord, seconded by Councilmember Mendonsa, to introduce for first reading an Ordinance amending sections 14.24.020 and 14.24.050 of Chapter 14.24 of the Roseville Municipal Code in regard to the Electric General Service 5 Rate. The motion passed.

Ayes: Vice Mayor Alvord, Councilmember Houdesheldt, Councilmember Mendonsa, Counclmember Roccucci, Mayor Bernasconi.

X. PUBLIC COMMENTS
This is the second opportunity to make a public comment on non-agenda items.

No public comment received.

XI. STAFF/COUNCIL REPORTS
Placer Cities / County Officials Association Dinner - Councilmember Roccucci reported on attendance.

Vice Mayor Alvord reported on upcoming community events.

Pride Industries 60th Anniversary Gala - Councilmember Houdesheldt reported on attendance.

Councilmember Houdesheldt announced upcoming Community Coffee with Council event to be held March 7, 2026 from 1 - 2:30 P.M.

City Council Strategic Planning Workshop - Mayor Bernasconi reported on attendance.

XII. ADJOURNMENT
Mayor Bernasconi adjourned the meeting at 6:38 P.M.

City Council
Communication
Meeting Date: 3/18/2026
Item #: VII.18
File #: 0600-01
Item ID: 2026-217
Title: Roseville Firefighters, Local 1592 - Successor Memorandum of Understanding and Labor Market Adjustments
Contact: Stacey Peterson 916-774-5374 [email protected]

SUMMARY
Staff recommends the City Council approve a successor Memorandum of Understanding (MOU) with the Roseville Firefighters (RFF), Local 1592, for a term beginning January 1, 2026, to December 31, 2029.

The additional costs to the Fiscal Year (FY) 2025-2026 General Fund budget will be $351,100. These costs will be covered by appropriations included in the FY 2025-26 budget. The overall ongoing projected costs of salary and benefit increases to the General Fund over the MOU four-year term is $9,421,700. The total contract cost accounts for labor market adjustments in year 1 and a general wage increase of two and one-half percent in year 2 for the fire prevention team only. To address compaction and internal alignment, the contract costing includes rank separation adjustments in year 2 and 3 for the Fire Engineer and Fire Captain base wages, offset by a 5% reduction in certification pay for both job classes in year 2. In year 4, a general wage increase of 1.75% for the Firefighter Paramedic I/II and Firefighter EMT salary ranges and

3.0% general wage increase for the fire prevention team is included. The costing does not account for labor market adjustments to maintain salaries at the 55th percentile of the market in year 3, which will be presented to the City Council in December 2027.

RECOMMENDATION
It is recommended that the City Council take the following actions:

1. Adopt a resolution approving the attached successor Roseville Firefighters, Local 1592 (RFF) Memorandum of Understanding effective January 1, 2026, to December 31, 2029; and

2. Adopt an ordinance to approve the attached RFF Salary Schedule A and Salary Schedule B (Appendix A) reflecting Labor Market Adjustments effective March 21, 2026.

BACKGROUND
The current Memorandum of Understanding (MOU) for the Roseville Firefighters, Local 1592 (RFF) represented employees expired on December 31, 2025. During negotiations in the last and current cycles with the City of Roseville employee bargaining units, the City’s goal has been to ensure it is competitive in the marketplace on recruitment and retention among comparable agencies while remaining fiscally responsible.

As a service organization, labor is the City’s biggest expense, and the City has taken steps to control costs in this area. In the past twelve years, the City has implemented policies to slow payroll growth, reduce retirement benefits, set total compensation (salaries and benefit packages) at the 55th percentile in the labor market (except for most Electric Department positions), and control pension costs by transferring the responsibility to employees to fund 100 percent of the employees’ share of pension costs. During the time the City was implementing these cost-control measures, services were expanded to meet the needs of the City's growing

population.

Maintaining the quality of services along with the integrity of the City’s more than $4 billion worth of infrastructure requires balancing our ability to attract and retain a high-performing workforce while living within our means. To this end, the City has strived during this and the last two rounds of bargaining to recognize the exceptional efforts of City staff by providing outstanding service to the community, which has been substantiated by recent community surveys. The City will continue the salary philosophy from four years ago to align to the 55th percentile of the market to recruit and retain highly engaged employees to continue exceptional service to the community. The City also continues the tiered benefits structure it adopted several years ago to provide a different City contribution at the Employee Only, Employee Plus One, and Employee Plus Family benefit levels to be used by active employees to remain competitive and cost-effective in the market. Ultimately, the City’s compensation philosophy seeks to maintain internal equity among employee safety groups’ medical benefits for current employees and to compare its total compensation with jurisdictions that are similar in size, services, and geographical location.

After numerous bargaining sessions since September 19, 2025, RFF membership ratification of the Tentative Agreement is pending. The significant provisions of the agreement are as follows:

Term
The term covers four years from January 1, 2026, to December 31, 2029.

Salaries and Benefits
Adjustments to salaries fall into two categories: those that address general wage increases across the group and labor market adjustments to remain competitive in the labor market.

1. Labor Market Adjustments (LMAs)
A total compensation study was conducted in 2025 to determine the job classifications in the bargaining group behind the labor market 55th percentile based on the City salary philosophy. For the LMAs, the City will increase the base pay for each classification by the percentage the classification benchmark is below the 55th percentile of the market total compensation. There is a 10% cap applied, when applicable. The percentage identified in the table below represents the percentage added to the classification salary range in the attached updated salary schedules, effective March 21, 2026. The average increase for RFF is 6.33 percent. The recommended percentage increases for each job classification are identified below for the applicable Salary Schedule:

Classification Title
Salary
Schedule A
% Change
Salary
Schedule B
% Change
Fire Engineer 6.5% 6.5%
Firefighter Paramedic II 6.5% 6.5%
Firefighter Paramedic I 6.5% 6.5%
Firefighter EMT I 10.0% 10.0%
Fire Captain 6.5% 6.5%
Fire and Environmental Safety Inspector II 2.00% 3.06%

Fire and Environmental Safety Inspector I 2.00% 3.06%
Fire Plans Examiner 3.06% 3.06%
Fire and Environmental Inspection Supervisor 3.06% 3.06%

2. General Wage Increase:

A 0% general base wage increase is recommended for the safety classifications in the bargaining group (both Salary Schedule A and Salary Schedule B) in 2027. The fire prevention classifications, including Fire and Environmental Safety Inspector I, Fire and Environmental Safety Inspector II, Fire Plans Examiner, and Fire and Environmental Inspection Supervisor, are recommended to receive a 2.5% base hourly rate increase on both Salary Schedule A and Salary Schedule B, effective the first full pay period in January 2027.

3. Labor Market Adjustments
A total compensation study is recommended to be conducted in 2027 to determine the job classifications in the bargaining group which are behind the labor market. The City would then provide a base wage increase for each classification by the percentage the benchmark falls below the 55th percentile of the market total compensation. There is a 10% cap applied in the methodology. Staff will present the results of the study to Council for review, and for the approval of the updated salary schedules to be effective the first full pay period in January 2028.

4. General Wage Increase:

A 1.75% base wage increase is recommended for the safety classifications, including the Firefighter Paramedic I, Firefighter Paramedic II and Firefighter EMT I classifications in the bargaining group (both Salary Schedule A and Salary Schedule B) effective the first full pay period in January 2029. Also effective the first full pay period in January 2029, the Roseville Firefighters fire prevention job classes, including Fire and Environmental Safety Inspector I, Fire and Environmental Safety Inspector II, Fire Plans Examiner, and Fire and Environmental Inspection Supervisor shall be increased by three percent (3.0%) of base hourly rate on both Salary Schedule A and Salary Schedule B.

5. Health and Welfare Benefits
To address significantly increasing medical premium costs, the Flex Credit benefit, when added to the Cafeteria Plan benefit amount of $1,347 per month, will automatically be adjusted to cover up to eighty percent (80%) of the premium cost for Kaiser premium, eighty-five percent (85%) of the Kaiser premium cost at the employee plus one dependent level, and one hundred percent (100%) of the cost for the employee only level. An amount of $180 per month is also added to the Flex Credit for dental and vision benefits.

6. Rank Separation
Effective the first full pay period in 2027, to address compaction, the Fire Captain base pay will be internally aligned at 10% above the Fire Engineer base pay and for rank separation the Fire Engineer base pay shall be aligned to 7.5% above the Firefighter

Paramedic II base pay on both Salary Schedule A and Salary Schedule B. In exchange, the 5% Fire Apparatus Driver/Operator Pump Apparatus Certificate pay will cease to be paid on Fire Engineer base hourly rate, and the 5% Engine Boss and Paramedic License will cease to be paid on the Fire Captain base hourly rate.

Effective the first full pay period in 2028, the parties agree to adjust the internal alignment of the base pay of the Fire Engineer to 10% above the base pay of the Firefighter Paramedic II and maintain the Fire Captain base pay at 10% above the Fire Engineer base pay.

7. Uniform Allowance
Due to the higher cost of uniforms, the uniform allowance was increased by $300 per year. In addition, the City agreed to buy the first two uniforms for new employees.

8. Vacation Day Accrual
The market showed that the City’s safety classification benchmark was behind in vacation hour accruals by a full vacation day in the RFF comparable agencies. A vacation day was added to the safety accrual schedule.

9. Fire Investigation Special Assignment
To assume this role from the Police Department, management negotiated a 2.5%-5% pay differential for up to three (3) Fire Investigation Team members (1 per shift) and six (6) Fire Investigation Leads (2 per shift) to investigate the causes of destructive burning (e.g., arson). Due to the extensive training required, employees assigned must agree to a five-year commitment.

FISCAL IMPACT
The current total annual salary and benefit cost to the City for the 122 full-time positions in the RFF bargaining group is $23,780,100, which is fully funded by the General Fund. The additional ongoing incremental cost for each calendar year of the 4-year term of the successor MOU is as follows:

Incremental
Calendar
Year 1
(prorated)
(LMA)
Incremental
Calendar
Year 2
(GWI %)
Incremental
Calendar Year 3
(LMA)
Incremental
Calendar Year
4 (GWI %)
Wages:

Labor Market Adjustment/
General Wage Increase
$941,800 $19,900 TBD $386,000
Rank Separation (minus 5%
certification pays)
$181,100 $308,900
Other costs:

Health (Effective Jan. 1, 2026) $103,800 $147,000 $130,000 $137,000 Uniforms $34,300
Vacation Day $57,000
Pension* $209,100 $35,800 $69,000 $83,700
Taxes (Medicare, SUI) $15,200 $2,700 $5,000 $6,200

*This incremental pension cost results only from the negotiated wage increase and does not include the cost of anticipated PERS rate changes. The terms and conditions of the pension benefit plan remain unchanged.
**The value of 1% of total compensation is $237,801
While the known incremental cost of the negotiated agreement for calendar year 2026 is projected to be $1,304,200 (5.48% of total compensation), and $443,500 (1.77% of total compensation) in 2027, and $612,900 (2.35% of total compensation) in 2029, the increases are compounding and therefore the projected total salary and benefit cost increase for the items specified above is $9,421,700 to the General Fund, pending the total compensation study to maintain salaries at the 55th percentile of the market consistent with the City’s compensation philosophy. Prior to implementation of the labor market adjustments in year 3, the cost to maintain salaries at the 55th percentile will be presented to Council with the updated salary schedules.

The cost of the successor RFF MOU salary and benefit adjustments for FY 2025-26 is $351,100 to the General Fund based on 7 pay periods remaining. The cost to the General Fund for the current fiscal year will be covered by appropriations included in the FY 2025-26 budget. In addition, Fire Management will need to work with RFF to develop a policy for the new Fire Investigation Team, and the cost of shifting this work from the Police Department to the Fire Department will range between $73,000-$96,000 depending on the staff assigned to the Fire Investigation Team.

Total Incremental Cost to the
General Fund
$1,304,200 $443,500 $512,900 $612,900

ENVIRONMENTAL REVIEW
The California Environmental Quality Act (CEQA) does not apply to activities that will not result in a direct or reasonably foreseeable indirect physical change in the environment or is otherwise not considered a project as defined by CEQA Statute §21065 and CEQA State Guidelines §15060(c)(3) and §15378.

Adoption of a Memorandum of Understanding meets the above criteria and therefore is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

1. Ensure a safe and healthy community

2. Remain fiscally responsible in a changing world

6. Deliver exceptional City services
Respectfully Submitted,
Stacey Peterson, Human Resources Director
ATTACHMENTS:

1. Resolution 26-062

2. RFF MOU Final 1.1.26-12.31.29

3. RFF Redline MOU Final 1.1.26-12.31.29

4. Ordinance 7055

5. Roseville Fire Fighters Salary Schedule-A

6. Roseville Fire Fighters Salary Schedule-B
REVIEWERS:

Katrina Six, City Clerk Department Created/Initiated - 3/10/2026 Stacey Peterson, Human Resources Department Approved - 3/10/2026 Kelly Aye, City Attorney Department Approved - 3/11/2026 Katrina Six, City Clerk Department Approved - 3/11/2026 Ryan DeVore, City Manager Department - Assistant City Manager Approved - 3/11/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 3/11/2026 Michelle Sheidenberger, City Attorney Department Approved - 3/11/2026 Dominick Casey, City Manager Department - City Manager Approved - 3/11/2026 Katrina Six, City Clerk Department Final Approval - 3/12/2026

RESOLUTION NO. 26-062

APPROVING A SUCCESSOR MEMORANDUM OF UNDERSTANDING FOR
EMPLOYEES REPRESENTED BY ROSEVILLE FIREFIGHTERS, LOCAL 1592, AND

AUTHORIZING THE CITY MANAGER TO EXECUTE IT

ON BEHALF OF THE CITY OF ROSEVILLE
WHEREAS, a Successor Memorandum of Understanding for Employees Represented by Roseville Firefighters, Local 1592, for a term beginning January 1, 2026 and expiring December 31, 2029, has been reviewed by the City Council;
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said Successor Memorandum of Understanding for Employees represented by the Roseville Firefighters, Local 1592, is approved and that the City Manager is authorized to execute it on behalf of the City of Roseville and administer, interpret, and apply its terms, intent, and spirit, over the term of the MOU, including the authorization to enter into side letter agreements as determined necessary by the City Manager to effectuate the purposes hereof.

PASSED AND ADOPTED by the City Council of the City of Roseville this _______ day of __________________, 20___, by the following vote on roll call:

AYES COUNCIL MEMBER:

NOES COUNCIL MEMBER:

ABSENT COUNCIL MEMBER:
___________________________
Mayor
ATTEST:
________________________
City Clerk

Memorandum of Understanding
Roseville Firefighters, Local 1592 and City of Roseville Term of Agreement:

January 1, 2026 – December 31, 2029

TABLE OF CONTENTS
CHAPTER 1. ADMINISTRATION ............................................................................................................... 1 ARTICLE I. PARTIES TO UNDERSTANDING ........................................................................................... 1 ARTICLE II. STATE LAW COMPLIANCE .................................................................................................. 1 ARTICLE III. RECOGNITION ...................................................................................................................... 1 ARTICLE IV. CITY COUNCIL APPROVAL ................................................................................................ 1 ARTICLE V. CONTINUATION OF BENEFITS............................................................................................ 1 ARTICLE VI. TERMS OF UNDERSTANDING............................................................................................ 1 ARTICLE VII. VALIDITY OF MOU .............................................................................................................. 2 ARTICLE VIII. MANAGEMENT RIGHTS .................................................................................................... 2 CHAPTER 2. COMPENSATION ................................................................................................................. 4 ARTICLE I. SALARIES ............................................................................................................................... 4 ARTICLE II. OVERTIME.............................................................................................................................. 6 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ..............................................9 ARTICLE IV. MEAL BREAK ....................................................................................................................... 9 ARTICLE V. WORKING OUT OF CLASS ................................................................................................10 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................11 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................14 ARTICLE VIII. LONGEVITY PAY..............................................................................................................15 ARTICLE IX. SERVICE TERM BONUS....................................................................................................16 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................16 ARTICLE XI. SPECIAL COMPENSATION................................................................................................17 ARTICLE XII. STRIKE TEAM....................................................................................................................18 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................18 ARTICLE XIV. MINIMUM STAFFING .......................................................................................................18 ARTICLE XV. COMFORT CANINE HANDLER ASSIGNMENT................................................................19 CHAPTER 3. LEAVES ..............................................................................................................................20 ARTICLE I. VACATION LEAVE................................................................................................................20 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................22 ARTICLE III. SICK LEAVE........................................................................................................................24 ARTICLE IV. JURY DUTY LEAVE............................................................................................................24 ARTICLE V. MILITARY LEAVE................................................................................................................25 ARTICLE VI. MATERNITY LEAVE...........................................................................................................25 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................25 CHAPTER 4. INSURANCES.....................................................................................................................26 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................26

ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................27 ARTICLE III. LIFE INSURANCE ...............................................................................................................29 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................29 ARTICLE V. DEFERRED COMPENSATION.............................................................................................29 CHAPTER 5. RETIREMENT .....................................................................................................................30 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................30 CHAPTER 6. HOURS & SCHEDULES.....................................................................................................32 ARTICLE I. HOURS OF SERVICE............................................................................................................32 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................33 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................33 ARTICLE IV. LONG TERM VACANCIES .................................................................................................34 ARTICLE V. MODIFIED DUTY..................................................................................................................34 ARTICLE VI. SPECIAL ASSIGNMENTS...................................................................................................34 ARTICLE VII. TEMPORARY ASSIGNMENTS...........................................................................................35 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................36 ARTICLE I. NON-DISCRIMINATION ........................................................................................................36 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................36 ARTICLE III. SENIORITY ..........................................................................................................................36 ARTICLE IV. UNION ACTIVITIES.............................................................................................................36 ARTICLE V. SAFETY................................................................................................................................38 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................38 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................39 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................40 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................40 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................40 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................40 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................40 ARTICLE XIII. TOWELS/LINENS .............................................................................................................40 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................40 ARTICLE XV. NO SMOKING ....................................................................................................................40 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................41 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................41 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................41 ARTICLE XIX. EDUCATIONAL REIMBURSEMENT ................................................................................41 ARTICLE XX. LIMITED TERM ...................................................................................................................42 APPENDIX “A”...........................................................................................................................................44 APPENDIX “B”...........................................................................................................................................45

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 1 Memorandum of Understanding

MEMORANDUM OF UNDERSTANDING
CHAPTER 1. ADMINISTRATION
ARTICLE I. PARTIES TO UNDERSTANDING
This Memorandum of Understanding (MOU) relates to issues within the scope of representation existing between the CITY OF ROSEVILLE, CALIFORNIA, (City) and the ROSEVILLE FIREFIGHTERS, LOCAL 1592, (Union or RFF) and those employees occupying the classes listed in Appendix "A", attached hereto and incorporated herein by this reference.

ARTICLE II. STATE LAW COMPLIANCE
This MOU complies with the provisions of Section 3500 et seq. of the Government Code of the State of California, and Chapter 3.17 of Roseville Municipal Code in that the Employer and Employee representatives who have executed this MOU did meet and confer in good faith and did reach agreement on those matters within the scope of representation.

ARTICLE III. RECOGNITION
The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Fire Department Unit, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law.

ARTICLE IV. CITY COUNCIL APPROVAL
It is the mutual understanding of the parties that this MOU is of no force or effect until submitted to, and approved by, the City Council.

ARTICLE V. CONTINUATION OF BENEFITS
Except as otherwise provided herein, this MOU does not modify existing benefits contained in the current salary resolution and other compensation benefits, or in the Personnel Rules (Roseville Municipal Code Title 3). Such benefits remain unmodified and shall continue in full force and effect throughout the term of this MOU.

ARTICLE VI. TERMS OF UNDERSTANDING
This MOU incorporates all modifications regarding wages, hours, and other terms and conditions of employment. This MOU shall be effective as of January 1, 2026, and shall expire December 31, 2029.

Should either party desire to commence the Meet and Confer process for the next subsequent MOU, they shall notify the other in writing no earlier than one hundred and twenty (120) calendar days prior to the expiration date of this MOU, and the Meet and Confer process shall begin no later than ninety (90) calendar days prior to the expiration date of this MOU.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 2 Memorandum of Understanding
ARTICLE VII. VALIDITY OF MOU
Should any article, section, or portion thereof of this MOU be held unlawful or unenforceable by any court of competent jurisdiction, including the California Public Employment Relations Board (PERB) such decision of the court shall only apply to the specific article, section, or portion thereof directly specified in the decision, and the remainder of this MOU shall not be affected thereby and shall continue in full force and effect.

ARTICLE VIII. MANAGEMENT RIGHTS
A. To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this MOU shall be construed to require the City to negotiate on matters which are solely a function of management, or are discretionary management decisions and/or prerogatives as defined by applicable decisional law, including but not limited to the following:

1. To manage the City generally and to determine the issues of policy.

2. To determine the existence of facts which are the basis of management decisions.

3. To determine the necessity for and organization of any service or activity conducted by the City, and to expand or diminish services.

4. To determine the nature, manner, means, technology, and extent of services to be provided to the public.

5. To determine methods of financing.

6. To determine types of equipment or technology to be used.

7. To determine and/or change the facilities, methods, technology, means, organizational structure, and size and composition of the work force, and to allocate and assign the work by which City operations are to be conducted.

8. To determine and change the number of locations, relocations, and types of operations, processes, and materials to be used in carrying out all City functions, including, but not limited to, the right to contract for or subcontract any work or operation of the City, except where such contracts for service would be for the purpose of work force reductions.

9. To assign work to and schedule employees in accordance with requirements as determined by the City, and to establish and change work schedules and assignments upon reasonable notice and good faith consultation.

10. To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.

11. To establish and modify productivity and performance programs and standards.

12. To dismiss, suspend without pay, demote, reprimand, withhold salary step increases, or otherwise discipline employees for cause.

13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees in accordance with applicable policies and codes of the City.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 3 Memorandum of Understanding

14. To hire, transfer, promote, and demote employees for nondisciplinary reasons in accordance with applicable policies and codes of the City.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees in accordance with applicable policies and codes of the City.

16. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.

17. To maintain order and efficiency in City facilities and operations.

18. To establish, publish, and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention of the Personnel Rules and Regulations or this MOU.

19. To restrict the activity of an employee organization on City facilities not accessible to the public or on paid time except as set forth in this MOU.

20. To take any and all necessary action to carry out the mission of the City in emergencies.

21. To take any and all necessary actions to comply with the law.

B. Management agrees to utilize the Labor-Management Alliance Committee to discuss operational issues not bound by the meet and confer process.

C. No neutral third party, including the Personnel Board, shall have the authority to add, delete or otherwise modify any provision of these management rights, authorities, or functions, but shall be limited to matters of interpretation only.

D. Nothing in this Article is intended to limit the scope of bargaining as between the City and RFF in accordance with the MMBA, nor shall this Article limit the right of the RFF under the MMBA to bargain over the impacts of any changes made by the City if those changes impact the terms and conditions of employment.

E. The management rights shall not remove or limit the right of any classified employee to exercise grievance procedures.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 4 Memorandum of Understanding
CHAPTER 2. COMPENSATION
ARTICLE I. SALARIES
A. Salaries
1) Labor Market Adjustments -
Effective March 21, 2026, the following increases to base hourly rate shall be implemented for employees in the classifications listed below:

Classification A Schedule B Schedule
Fire Engineer 6.5% 6.5%
Firefighter Paramedic II 6.5% 6.5%
Firefighter Paramedic I 6.5% 6.5%
Firefighter EMT I 10.0% 10.0%
Fire Captain 6.5% 6.5%
Fire and Environmental Safety Inspector II 2.00% 3.06%
Fire and Environmental Safety Inspector I 2.00% 3.06%
Fire Plans Examiner 3.06% 3.06%
Fire and Environmental Inspection Supervisor 3.06% 3.06% 2) General Wage Increase and Rank Separation –
Effective the first full pay period in January 2027, the Roseville Firefighters’ prevention job classes, including Fire and Environmental Safety Inspector I, Fire and Environmental Safety Inspector II, Fire Plans Examiner, and Fire and Environmental Inspection Supervisor shall be increased by two and one half percent (2.5%) of base hourly rate on both Salary Schedule A and Salary Schedule B. To address compaction, the parties agree to also internally align the base pay of the Fire Captain at 10% above the Fire Engineer base pay and for rank separation the Fire Engineer base pay shall be aligned to 7.5% above the Firefighter Paramedic II base pay on both Salary Schedule A and Salary Schedule B. The Firefighter Paramedic I, Firefighter Paramedic II and Firefighter EMT I job classes shall receive zero (0%) general wage increase.
3) Labor Market Adjustments –
Effective the first full pay period in January 2028, the same Firefighter Paramedic (PEPRA) benchmark job classification used in the 2025 Total Compensation Study will be studied in 2027. The effective date of the Total Compensation Study survey data is September 1, 2027.

In addition, the parties agree to maintain the internal alignment of the base pay of the Fire Engineer Classification at 10% above the base pay of the Firefighter Paramedic and the Fire Captain base pay at 10% above the Fire Engineer base pay.

Except as stated in the paragraph above, the Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same wage types, benefit elements and methodology used in the 2025 Total Compensation Study for each classification, which include:

Minimum Base Salary Step
Maximum Base Salary Step
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 5 Memorandum of Understanding
Longevity Pay (Year 10)
Maximum Education/Certification Pay Available to All Employees (including Hazmat and Rescue)
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)
Social Security/Medi-Care
Employee Contributions Towards RHSA
Employee PERS Contribution Rates Towards PEPRA
Employer Portion of Retirement Paid by the Employee
The Total Compensation Study will be prepared at the City’s expense and the City will provide a draft of the result of the Total Compensation Study to RFF for comments and to review for accuracy no later than October 15, 2027. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 29, 2027. The City will provide a base hourly rate increase in the first full pay period in January 2028 for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile for Salary Schedule B and Salary Schedule A.
4) General Wage Increase – Effective the first full pay period in January 2029, the Firefighter Paramedic I, Firefighter Paramedic II and Firefighter EMT I classification shall be increased by one and three-quarters percent (1.75%) of base hourly rate on both Salary Schedule A and Salary Schedule B. The parties agree to maintain the internal alignment of the base pay of the Fire Captain at 10% above the Fire Engineer base pay and Fire Engineer base pay at 10% above the Firefighter Paramedic II base pay on both Salary Schedule A and Salary Schedule B. The Roseville Firefighters fire prevention job classes, including Fire and Environmental Safety Inspector I, Fire and Environmental Safety Inspector II, Fire Plans Examiner, and Fire and Environmental Inspection Supervisor shall be increased by three percent (3.0%) of base hourly rate on both Salary Schedule A and Salary Schedule B.

B. Salary Schedule B Salary Ranges – Reduce from 10 steps to 9 steps Effective January 15, 2022, the Schedule B salary ranges will be reduced from 10 steps to 9 steps, using the same top salary step, establishing 3 percent between salary steps, except creating a new entry salary step that is 4.7% below the new step B.

C. Annual Merit Step Increases
Effective January 7, 2017, the City created a second salary schedule (B) which will apply to new hires for all listed classifications in the bargaining unit. For purposes of this provision, any employee who was initially hired before January 7, 2017, that had a break in City service and was rehired after January 7, 2017, will be deemed a newly hired employee under this provision.

D. Merit Step Increase When Hired at Step A
Effective the first full pay period in January or upon City Council approval, whichever is sooner, this section supersedes Personnel Rule 3.11.030 C (1) only where salary Step A is paid upon initial employment, the employee shall become eligible for advancement to Step B upon their anniversary date,

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based on demonstrated satisfactory job progress and normal increased productivity. No salary step advancement shall be granted unless recommended by the department head and approved by the City Manager.

E. All Employees Hired prior to January 1, 2017
Effective the first full pay period in January 2017, all employees hired before January 1, 2017 will remain on the current salary schedule (A) for all listed classifications in the bargaining unit. All such employees will continue on this salary schedule when promoted or transferred to other classifications within the bargaining unit.

F. City may reopen the economic terms and conditions of the MOU if any of the following occur:

1. General Fund revenue declines, or is projected to decline, by two percent (2%) or more in one year or one percent (1%) per year over two years. The contact can be reopened only after: a) closing out the previous fiscal year, b) receiving County property tax projections for the current fiscal year, and c) the Finance Department revising revenue projections for the current fiscal year based on a) and b).

2. General Fund expenses increase by two percent (2%) or more, with no offsetting increase in revenue, based on an unfunded mandate of the State of California or an agency of the State.

3. The Roseville electorate, by local ballot initiative, approves a limitation to the salaries of Roseville management employees.

G. Any employee who is promoted to a position in a class with a higher salary range shall be placed in the step in the new higher range which is at least a ten percent (10%) increase over the employee’s current salary step. In the event that the top step in the new range is less than ten percent (10%) the employee will then be assigned to the top step in the new salary range.

ARTICLE II. OVERTIME
A. FLSA Overtime: The City will maintain a twenty-four (24) day FLSA work period (182 hours worked) to coincide with the 48/96 work schedule. The City will maintain a 7 day FLSA work period for prevention and administrative staff (40 hour work week) to coincide with the 40 hour work schedule. Wages will continue to be paid bi-weekly. All regularly scheduled overtime, plus applicable longevity pay, shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

The City will implement an FLSA compliant dual calculation formula for calculating City overtime liability as soon as administratively feasible. An FLSA compliant dual calculation formula permits an employer to meet its FLSA overtime obligations by paying nonexempt employees the greater of any overtime owed under the FLSA or any overtime owed under the parties’ MOU during each work period.

B. Overtime work may be required of any employee in order to meet special or unusual service needs that are beneficial to the City and community. Overtime is defined as the number of hours worked in excess, and as an extension, of the normal schedule of work hours as illustrated below:

Employee Work Schedule Overtime

1. Eight hours per day, Over eight hours per day five days per week and forty hours per week (5/8 plan)

2. Ten hours per day, Over ten hours per day and forty
four days per week (4/l0 plan) hours/week

3. Twenty-four hours per shift Over twenty-four hours per shift. For (56 hour

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workweek) shift extensions (see subsection F)

4. A flex-time schedule approved Over the prescribed hours per by the City manager in writing day and forty hours/week C. Overtime in excess of eight (8) minutes or more shall be compensable and shall be rounded to the nearest fifteen (15) minutes.

D. Overtime shall be compensable at the rate of one and one-half (1 ½) times the employee's base hourly rate except as noted in Subsection "F" of this section.

E. Holidays, sick leave, compensatory time off, vacation leave and floating holidays are considered time worked for the purposes of computing contract overtime. Fair Labor Standards Act (FLSA) computations (for 24 day work cycle) will not include holiday, sick leave, compensatory time off (CTO), vacation and/or floating holidays as time worked.

F. Employees in the Fire Service who work a twenty-four (24) hour shift shall be compensated as follows for overtime worked:

1. Emergency Overtime. Emergency overtime shall be compensated at double the employee's base hourly rate. "Emergency Overtime" is defined as those calls in which the employee is called back to work on their normal day off to fight a fire, assist in a hazardous spill, assist at a major accident scene, or any emergency classified as an “All-Call.”

2. Contract Overtime. Contract overtime shall be compensated at one and one-half (1 ½) the employee's base hourly rate. Contract overtime or "Regular Overtime" is defined to include all extra shift assignments, special assignments and other assignments not specifically mentioned in Subdivision 1 of this subsection.

Emergency calls during an extra shift assignment shall be compensated at the contract overtime (one and one-half) rate.

3. Shift Extension. If an employee is called to work early or is worked beyond the employee’s normal work shift, compensation for overtime shall be calculated in accordance with Subsection "C" of this section.

4. Workers' Compensation leave, leave without pay requested by the employee, suspension or disciplinary action and a short week worked by a new employee shall not be considered as time worked for the purpose of computing overtime.

5. No employee may be required to work overtime during any scheduled work week in which that employee is on an unpaid status due to disciplinary action.

G. Compensatory Time. Compensatory Time shall be governed as follows:

Operations Staff

1. Subject to FLSA regulations, regular and probationary operations employees may, with the prior approval of their supervisor, accrue up to one hundred and forty-four (144) hours of compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be at one and one-half (1½ ) times the base hourly rate for each hour of compensatory time worked.

2. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twelve (112) hours;

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b. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.

3. Once an employee has been credited with compensatory time, one (1) time per year the employee may request to receive a lump sum payment at the base hourly rate, plus applicable longevity pay, for the hours accrued.

4. Compensatory time off hours which are not used by December 31 of each year will be cashed out.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

Prevention Staff

1. Regular and probationary prevention employees may, with the prior approval of their supervisor, accrue compensatory time off in lieu of overtime pay. The accrual rate of compensatory time shall be one- and one-half hour (1 ½) for each hour of compensatory time worked. Prevention staff are entitled to the annual lump sum cash out of a maximum of one hundred and forty-four (144) hours multiplied by the base hourly rate, plus applicable longevity pay.

2. Upon separation the employee will be paid at the employee's current base hourly rate or average of last three (3) years, whichever is higher, plus applicable longevity pay, for the remaining compensatory time off hours balance.

3. Fire prevention employees may not exceed two hundred and forty (240) hours of CTO accumulation at any one time on the City's payroll system.

4. Maximum accumulation of compensatory time shall be reduced as follows:
a. Effective March 16, 2019, the maximum accumulation of CTO shall be one hundred twenty (120) hours;
b. Effective January 1, 2020, the maximum accumulation of CTO shall be one hundred (100) hours; and
c. Effective January 1, 2021, the maximum accumulation of CTO shall be eighty (80) hours.
d. Employees with CTO balances above the maximum cap on March 16, 2019 shall be allowed to maintain said balances but shall not be allowed to accrue additional CTO hours until their balance drops below the cap identified above that respective year.
e. Employees at or below a CTO balance of 100 on March 16, 2019 shall be covered under subsection 9b of this Article and shall be capped at 100 hours. Employees at or below a CTO balance of 80 hours on March 16, 2019 shall be covered under subsection 9c of this Article and shall be capped at 80 hours.

5. The employee's immediate supervisor shall determine whether an employee shall accrue compensatory time or be paid overtime. However, the supervisor shall not deny the request for compensatory time for arbitrary or capricious reasons.

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H. Employees assigned to shift work in the Fire Department whose regular work schedule requires work on a holiday shall be compensated at their straight time hourly base rate of pay for performance of work on holidays.

I. Employees who are entitled to take holidays off work as holidays occur, and who are required to work on a holiday when they would otherwise observe the holiday off, shall be compensated by either of the following methods, the choice of which shall be made by the employee's supervisor in advance of such work:

1. If an employee works the holiday and does not receive any other scheduled work day off in lieu of working the holiday, the employee shall be compensated at the base hourly rate, plus applicable supplemental pays, and time and one-half the employee's base hourly rate (for the actual number of hours worked on the holiday).

2. If an employee works the holiday and receives another scheduled work day off in lieu of working the holiday, the employee shall be compensated at the rate of time and one-half the employee's base hourly rate for the actual number of hours worked on the holiday.

ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS
(Refer to Section 3.12.040, Personnel Rules)
A. Many classes of employment in City service are subject to routine or periodic emergency callback work as an inherent and integral part of their assigned job responsibilities in order to provide continuous public services deemed to be necessary and appropriate by the City manager.

Classes and positions in City service subject to emergency work hours shall be designated by the City manager.

B. Employees who occupy positions designated for emergency work hours, including callback, shall be required to keep the City apprised of a current telephone number where they can normally be reached during off-duty hours, and such employees shall be required to respond to such emergency work calls by the City within a reasonable amount of time, unless the employee is incapacitated or can give other just cause for not responding.

Employees may receive callback pay if fifteen (15) minutes have passed after the employee has been officially released from duty; anything less than fifteen (15) minutes shall be considered as a continuation of the previous call.

C. All regular employees are entitled to a minimum call-back pay of two (2) hours at the appropriate overtime rate when said employee is required to return to work after leaving the worksite at the end of their scheduled work day or required to return to work on their scheduled day off. This provision does not apply when employees are required to work beyond their normal work day/shift without having been called to return to work.

ARTICLE IV. MEAL BREAK
The City agrees that any employee required to work at least two (2) hours beyond or prior to the employee’s normal workshift shall be eligible for meals as provided below:

A. Employees required to work between two (2) to four (4) extra hours shall be entitled to one (1) meal break.

B. Employees required to work at least eight (8) extra hours shall be entitled to two (2) meal breaks.

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C. Employees required to work at least twelve (12) extra hours shall be entitled to three (3) meal breaks.

D. In no event shall an employee be entitled to more than three (3) meal breaks in a given twentyfour (24) hour period.

Arrangements for meals shall be as follows:

A. City may provide a meal by bringing food to the work site.

B. City may allow the employee to go to a restaurant within district of the employee’s own choice, during which time the employee shall be on paid time.

C. If circumstance permit, the supervisor, in lieu of the options contained in paragraphs A and B, may authorize the employee to go home and consume a meal at no cost to the City for a period not to exceed one (1) hour.

D. An employee may purchase food at a grocery store on the way to, or during, the overtime work shift.

ARTICLE V. WORKING OUT OF CLASS
The principle for paying employees for performing higher level job responsibilities due to operational necessity is based on such considerations as: the employee’s ability and qualifications to perform at a higher level, whether the employee would be required to perform only routine or a significant range of the higher job responsibilities, and the length of time necessary for an employee to perform in a higher class.

The purpose of compensating employees for performing work in a higher class is to establish a system by which employees will continuously receive a pay rate comparable to those job factors that establish pay for each class of work in City service. Authorization for an assignment to work in a higher class requires approval by the employee’s supervisor and the Operations Chief, except under emergency conditions.

The following conditions shall prevail as the definition and standards of compensation:

A. In order to receive out of class pay, the employee must be formally assigned to the higher classification and such employee must have successfully passed a promotional/eligibility list process within the last two years in the absence of an active eligible list for the higher class with the following exception:

To meet the requirements of an emergency condition that threatens life, property, or the general welfare of the City, the City Manager may authorize the employment of such persons that meet the minimum qualifications, as may be needed for the period of the emergency, without regard to examination or appointment regulations in this MOU or the Personnel Rules.

B. Employees are required to work at least one (1) hour in the higher class to receive the higher class pay and then for the nearest one-half (1/2) hour thereafter.

C. Employees assigned to work in a higher class shall be compensated for the actual number of hours worked in the higher class as follows:

Pursuant to Roseville Municipal Code Section 3.07.080, no employee shall be required to perform duties which are not closely related both in kind of work and in level of responsibility to duties formerly assigned to positions in the class, except on a short-term, temporary, or emergency basis. However, if a supervisor assigns an employee to work out-of-class the employee shall be

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paid out of class pay equal to ten percent (10%) of base hourly rate or top step of the higher class where there is not ten percent (10%) differential between the two classes.

Work periods in higher class assignments shall not apply toward seniority or time-in-class considerations for promotional or lay-off purposes as regards the higher class.

D. Out-of-Class assignments are available for a limited duration, but no more than one year.

E. Employee’s working out-of-class must be performing duties and responsibilities of the higher-level position. Duties that are appropriately assigned to employees in their current classification are not out-of-class work.

Requirements to be reported to CalPERS as special compensation:

For Classic members, the position the employee is temporarily upgraded to must be vacant with an active recruitment and/or business need; the employee must meet the minimum position qualifications and perform all duties of the higher classification without performing duties of their current classification.

Assignments where there is an active recruitment must be for a limited duration and is only reportable to CalPERS for up to 960 (nine-hundred, sixty) hours in a fiscal year.

ARTICLE VI. EDUCATIONAL INCENTIVE
A. Objectives:

1. Maximum participation in educational programs, both occupational and academic.

2. Enhance the Fire Service Profession:
a. Upgrade minimum standards.
b. Upgrade professional standards.
c. Upgrade competency.

3. Encourage college graduates to enter the Fire Service.

4. Recognize prior and future academic achievement.

5. Recognize and remunerate for education.

6. Create the ability to cope with unique social problems through education.

7. Meet the challenges of today and tomorrow within the Fire Service.

B. Employees shall receive the following monthly educational incentive payments in consideration of the prescribed standards of educational achievement as indicated below:

Associate of Arts or Science Degree from an accredited college or university 5% of base hourly rate
Bachelor of Arts or Science Degree from an accredited college or university 10% of base hourly rate

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 12 Memorandum of Understanding
California State Fire Marshal Educational Incentives
Job classification Current CSFM
Certification
% applied
to base
hourly rate
CSFM Historical Certification
Track that continues to qualify for
incentive pay
Captain Company Officer
Certificate
5% Fire Officer Certificate if obtained
prior to 12/31/16.

Fire Engineer Effective 1/9/2027,
completion of the training
required for the Fire
Apparatus Driver/Operator
Pump Apparatus
certificate by date of
application and
certification within 12
months of appointment will
become a minimum
qualification, and this 5%
Fire Apparatus
Driver/Operator Pump
Apparatus Certificate pay
will cease to be paid in
exchange for rank
separation in Chapter 2,
Article I A. (2).
5% Effective 1/9/2027, the Fire
Apparatus Driver/Operator I
Certificate or Fire Officer Certificate
obtained prior to 12/31/16 pay of 5%
will cease to be paid in exchange for
rank separation in Chapter 2, Article
I A. (2).

Fire
Fighter/Paramedic
Fire Fighter II Certificate 5% Fire Officer Certificate if obtained prior to 12/31/16.

Fire and
Environmental
Inspection Supervisor
Fire Inspector I Certificate 5% Fire Prevention Officer Certificate prior to 12/31/16.

Fire & Environmental
Safety Inspector I/II
Fire Inspector I Certificate 5% Fire Prevention Officer Certificate prior to 12/31/16.

Captains Chief Fire Officer* 10% Chief Officer Certification prior to 12/31/18.
*Chief Fire Officer incentive shall be allowed upon completion of required classes, task books and possession of an Associate’s Degree. The required “in seat time” found in the task books for Chief Fire Officer will be waived if a member completes all other tasks. The task books shall be signed by a qualified evaluator designated by the member’s fire chief and holds an equivalent or higher-level certification. If no such evaluator is present, the fire chief shall designate an individual with more experience than the candidate and a demonstrated ability to execute the job performance requirements. It is the candidate’s responsibility to routinely check the State Fire Training website for updates to an initiated task book. Any State Fire Training issued update or addendum is required for task book completion. A certification task book may have more than one evaluator.

Note: AA/AS and BA/BS degrees are not cumulative. College degrees can be combined with CSFM certificates to a maximum of fifteen percent (15%).

Upon promotion, a member will retain CSFM incentive pay from their prior rank during the probationary period. CSFM certificates listed above are not cumulative.

C. Employees may not receive educational pay for both an AA degree and a BA/BS degree; only one qualifies for payment.

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D. Education incentive pay shall not be computed for contract overtime, which only includes base hourly rate, plus applicable longevity. Pursuant to the FLSA, education incentive pay shall be included in the regular rate of pay.

Special Pays
E. Hazardous Materials Certification and Special Assignment

1. All employees possessing a valid California State hazardous materials technician or specialist certificate regularly and routinely train for the Hazardous Material Response Team and shall receive no more than two and one-half (2.5%) of base hourly rate.

2. Employees possessing a valid California State hazardous materials technician or specialist certificate who are assigned to the Hazardous Materials Task Force and routinely and consistently train and perform the duties related to Hazmat Technicians and Specialists shall receive no more than five percent (5%) of base hourly rate.

3. Hazardous Material pay is at the Team or Task Force level and may not be compounded.

4. The City shall pay direct continuing education and recertification costs including annual training, fees, physical examinations and overtime for off-duty attendance up to a maximum of sixteen (16) hours annually. All expenses must be approved in advance by the employee’s battalion chief. Assignments to the Task Force or Team will be at the discretion of fire management personnel in accordance with unit bidding policy.

5. In order to qualify for the hazardous materials certificate compensation, employees agree to:
a. Maintain the appropriate certification, training and Task Force membership until such time as replaced by another qualified technician/specialist; and, b. Maintain requirements of hazardous materials physical as set forth by state law.

F. Rescue Response Certification and Special Assignment

1. All employees possessing all requisite training and certificates regularly and routinely prepare and train to serve on the Rescue Response Team and shall receive no more than two and one half percent (2.5%) of base hourly rate.

2. Employees possessing all requisite training and certificates and assigned to the Rescue Task Force to routinely and consistently perform the duties related to Rescue Technicians on the Rescue Task Force shall receive no more than five percent (5%) of base hourly rate.

3. Rescue pay is at the Team or Task Force level and may not be compounded.

4. In order to qualify for the rescue compensation, employees agree to maintain the appropriate certification, training and Task Force membership until such time as replaced by another qualified technician.

G. Fire Investigation Special Assignment

1. Up to 3 employees (one per shift) possessing all requisite fire investigation training and certificates with a minimum commitment of 5 years assigned to regularly and routinely prepare, train and serve on the Fire Investigations Team to investigate causes of destructive burning shall receive two and one-half percent (2.5%) of base hourly rate.

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2. Up to 6 employees (two per shift) possessing all requisite training and certificates with a minimum commitment of 5 years who are assigned as a Fire Investigations Team Lead and routinely and consistently perform fire investigation duties to investigate causes of destructive burning shall receive five percent (5%) of base hourly rate.

3. Investigations pay is at the Team or Lead level and may not be compounded.

4. The City shall pay direct continuing education and recertification costs including annual training, fees, and overtime for off-duty attendance up to a maximum of sixteen (16) hours annually. All expenses must be approved in advance by the employee’s battalion chief.

Assignments to the Team or Lead will be at the discretion of fire management personnel in accordance with unit bidding policy.

5. In order to qualify for the Investigation compensation, employees agree to maintain the appropriate certification and Team or Lead designation until such time as replaced by another qualified investigator.

The City and Union agree to meet and confer to develop a policy specific to the implementation of the Fire Investigations Team.

ARTICLE VII. UNIFORM ALLOWANCE
A. The City shall provide an annual uniform allowance of $1,300 per year (pro-rated for a new hire).

Such allowance shall be spread through the calendar year, to be paid in the bi-weekly payroll check, effective March 21, 2026. For new employees, in the first year of employment, the Fire Department will purchase new uniforms (specified below). For Classic employees, the City will report special compensation earned in an amount not to exceed $1,300 per calendar year for the cost of the uniform, in addition to the uniform allowance of up to $1,300. For new employees, the biweekly payment will begin the first full pay period after their start date. This excludes the monetary value for personal health and safety equipment. This is capturing and inclusive of prior City reported special compensation up to $2,600, related to uniform costs, to CalPERS for Classic members, effective at least as early as January 1, 2013, (or earlier, including as far back as 1994) on the belief and understanding that CalPERS regulations did not require specified amounts be delineated in publicly approved MOUs prior to this date.

Upon hire, new employees may request a one-time $500 uniform advance payment. The advance shall be paid in the first bi-weekly payroll check after a written request from the employee has been received by the Human Resources Department. An employee who has received an advanced uniform allowance payment shall not have a bi-weekly payment start until 6 months after receipt of the $500 advance (e.g. an employee is hired in the last bi-weekly payroll for August, the employee submits a request and receives a $500 uniform allowance advance payment in the first bi-weekly payroll for September. The employee will start receiving the biweekly uniform allowance payment twelve (12) pay periods after the pay period in which the $500 advance payment is received, in other words, the biweekly payment will start in the 13th pay period after receiving the advance).

1. The allowance will require the purchase, cleaning and maintenance of the following uniform items:

Pants
Short sleeve shirts
Long sleeve shirts
T-shirts with department logo
Forestry or logger type wildland boots (Operations Only-optional) Class B station coat/jacket

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Class B station coat/jacket liner
Belt
Class A uniform
The department will provide one (1) Class A hat and tie upon hire, and one (1) Class A hat upon promotion to a supervisory position.

2. Each new hire shall be issued the following complete sets of all uniform items in accordance with the above:
a. Class B Nomex Short Sleeve Shirts 2
b. Class B Nomex Pants 2
c. Short sleeve t-shirts 5
d. Gym shorts 2
B. The Fire Chief, at his/her discretion, may change the uniform specifications of the department consistent with changing times, conditions, availability, and legal requirements. Uniform specifications will be on file in the Fire Department Administrative Office.

C. Uniforms which are damaged in the line of duty shall be replaced by the department. Employees must report any uniform damaged in the line of duty to their supervisor immediately. The final determination as to the replacement of any uniforms damaged in the line of duty, is left to the sole discretion of the Fire Chief.

D. The City shall provide all safety equipment including, steel tip duty boots, protective turnout clothing including turnout boots, wildland protective clothing, and badges.

Fire Prevention
(Fire and Environmental Inspection Supervisor, Fire and Environmental Safety Inspector I/II, Fire Plans Examiner)
Clothing used by fire prevention staff (both Classic and PEPRA employees) in the performance of their duties shall be cleaned as part of the City’s existing dry-cleaning service. For Classic employees, the monetary value of the City’s cost of cleaning clothing used in their assignment shall be reported as special compensation to CalPERS, up to a maximum value of $300 per calendar year.

ARTICLE VIII. LONGEVITY PAY
In recognition of the substantial contribution to the community made by employees as a result of the length of their continuous City service, effective February 25, 2012, for employees hired prior to January 1, 2017, the City shall annually award each applicable employee longevity pay as indicated below.

Length of Service Longevity Pay
Beginning of 10th year to
completion of 14th year 2.5% of base hourly rate
Beginning of 15th year to 5.0% of base hourly rate
completion of 19th year
Beginning of 20th year and 7.5% of base hourly rate
every year thereafter

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Longevity pay is not compounded and shall be included on each eligible employee's bi-weekly payroll.

The longevity pay is to be considered as part of an employee's total compensation.

Longevity pay shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law. Effective February 25, 2012, for Classic shift employees hired before January 1, 2017, longevity pay will be calculated on holiday pay and reported to CalPERS as special compensation. Holiday pay includes the base pay rate plus the hourly pay rate equivalent of longevity pay which is calculated on holiday hours at straight time (i.e., base pay rate plus applicable longevity pav rate multiplied by the number of applicable holiday hours to equal holiday pay).

ARTICLE IX. SERVICE TERM BONUS
Employees hired on or after January 1, 2017, who receive a satisfactory or above annual performance review shall be paid a bi-weekly lump sum performance bonus as follows:

Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the base hourly rate
Beginning of 15th year and
every year thereafter 5.0% of the base hourly rate
The lump sum performance bonus shall be paid with the first full paycheck following an employee’s anniversary date as long as the employee maintains at least satisfactory or above annual performance review and does not receive a Performance Improvement Plan (PIP).

ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC
A. EMT

1. All employees in the unit hired after January 1, 1987, are required to maintain at a minimum a valid SSV EMT Certification Card as a condition of continued employment.

2. All employees in the unit who have a valid E.M.T. I certificate as of January 1, 1987, are required to maintain a valid SSV EMT Certification Card as a condition of continued employment. This provision does not apply to fire prevention employees.

3. As of January 1, 1987, all classification specifications in the unit were amended to require at a minimum a valid SSV EMT Certification Card. All applicants for promotion to a higher class must possess at a minimum a valid SSV EMT Certification Card to be eligible to compete in the examination process.

4. All truck qualified personnel and those at the rank of firefighter will possess at a minimum a valid SSV EMT Certification Card.

5. The City will provide SSV EMT recertification training as needed.

Recertification training will be scheduled, as much as possible, during working hours.

However, if an employee cannot attend the training, the employee will arrange to make up the training either by shift trade or on the employee’s time off. If training is made up on scheduled time off, no compensation whatsoever will be provided.

6. Regularly scheduled training, such as Self Contained Breathing Apparatus equipment, will be scheduled during working hours. If an employee is unable to attend the training,

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the employee is responsible for scheduling make up training either by shift trade or attendance at the next available session.

B. Paramedic

1. All employees in the Paramedic unit are required to maintain a valid Paramedic license as a condition of continued employment. The City shall pay for paramedics to attend up to two (2) CQI meetings, as well as direct continuing education and recertification costs including tuition and fees and overtime for off-duty attendance up to a maximum of twenty-four (24) hours annually. All expenses must be approved in advance by the employee’s Battalion Chief and substantiated by a certificate of completion. Overtime compensation shall be for actual classroom hours only.

2. Employees in the classification of Fire Captain who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for four percent (4%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Effective the first full pay period in January 2023, Fire Captains who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required.
a) Effective the first full pay period in January 2016, regular employees in the classification of Fire Captain are eligible for a four percent (4%) NWCG Engine Boss Certification Incentive pay. Effective the first full pay period in January 2023, regular employees in the classification of Fire Captain are eligible for a five percent (5%) NWCG Engine Boss Certification Incentive pay. Proof of a valid certification is required. However, any Fire Captain who receives the Paramedic Incentive pay is ineligible for the Engine Boss Certification Incentive pay. b) Effective the first full pay period in October 2016, new or promoted regular employees in the classification of Fire Captain and Fire Captains not receiving Paramedic Incentive pay by this same date will not be eligible for the four percent (4%) Paramedic Incentive pay. Additionally, any Fire Captain who is receiving the Paramedic Incentive pay after the first full pay period in October 2016 and fails to maintain the license will no longer be eligible for it. c) Effective January 9, 2027, this full provision and certification pay (both Paramedic license and Engine Boss certification pay) will both cease to be paid in exchange for rank separation in Chapter 2, Article I A.(2). The Engine Boss certification requirement will be included in the minimum qualification for Fire Captain.

3. Employees in the classification of Fire Engineer who possess a California paramedic license and who are accredited through the local EMS agency will be eligible for five percent (5%) paramedic incentive pay paid out in bi-weekly payments on the employee’s regular paycheck. Proof of a valid license and accreditation will be required. Fire Engineers receiving this incentive pay will be expected to possess paramedic skills and perform paramedic tasks.

ARTICLE XI. SPECIAL COMPENSATION

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All special compensation listed in Articles VI through X, excluding Article IX, of this chapter shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law. In order to earn the special compensation, employees are required to possess and maintain skills, knowledge, abilities, and proficiency to perform specialized requirements or work assignments for which management has reviewed and approved all requirements are met, including but not limited to the management evaluated and designated coursework/training/licensure program(s) to be completed.

ARTICLE XII. STRIKE TEAM
A. At the discretion of the Fire Chief, or on-duty Battalion Chief, individuals may be released for a minimum 12 hour paid rest period, as listed below:
– Return 0700 – 1900 – released and return to work at 0700 – Return 1900 or later – released and return to work at 1900 the following day B. Operations staff on an approved strike team, single resource engine, or overhead assignments (e.g., Strike Team Leader, Line EMT, Heavy Equipment Boss, Safety Officer), shall receive a ten percent (10%) differential. The differential shall apply from the time of deployment to the employee's return from the deployment (i.e., portal to portal).

C. Deployments through mutual aid (i.e., neighbor helping neighbor) as part of California’s Fire and Rescue Mutual Aid System do not qualify for the 10% differential.

ARTICLE XIII. PAYROLL ERRORS
A. In the event an error has been made in the payment of an employee’s compensation (which may include, but is not limited to wages, overtime, payment or leave accruals), balances, or usages, City shall, for purposes of future compensation adjust such compensation to the correct amount, giving written notice to employee.

B. In the event an employee received an overpayment or underpayment of wages, the City will provide documentation to the employee on the amount of overpayment or underpayment. Upon the written mutual agreement, between the City and the employee, one of the following repayment methods may be selected:

1. Lump sum payment by employee or employer;

2. One-time deduction from usable vacation, compensatory time off (CTO), or holiday leave balances equivalent to the overpayment at the employee’s current base hourly rate, plus applicable longevity pay;

3. A reasonable repayment schedule through payroll adjustment; and/or

4. Other means, as may be mutually agreed to between the parties.

C. Action to enforce repayment of an overpayment, or to correct an underpayment, shall be limited to a period beginning on the first day of the city pay period three (3) years prior to the date that either the City or the employee gives written notice to the other that a payment error has occurred.

ARTICLE XIV. MINIMUM STAFFING
Staffing shall be maintained at the following levels:

Truck: 1 Captain

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1 Engineer
2 Firefighter/Paramedics
Engine: 1 Captain
1 Engineer
1 Firefighter/Paramedic
ARTICLE XV. COMFORT CANINE HANDLER ASSIGNMENT
A. For a City owned or contracted comfort canine, the City or contractor shall provide food, special food supplements and equipment.

B. The lead comfort canine handler will receive seven (7) hours of overtime pay, based on the employee's normal hourly rate, per pay period, for the care and training of the dog, except during pay periods when the secondary handler cares for the canine. For partial pay periods, the lead handler shall be compensated for a half (½) hour of overtime pay, at the employee's normal hourly rate, for each day during the pay period, when not working a 24- hour shift, when caring for the canine a majority of the day. Time in excess of seven (7) hours per pay period shall not be compensated.

The secondary comfort canine handler will receive a half (½} hour of overtime pay, at the employee's normal hourly rate, for each day the secondary handler cares for the dog when not working a 24-hour shift, when the lead handler is not available to care for the canine due to being on vacation, leave, or otherwise not available. While not caring for the canine due to being off on vacation, leave, or otherwise not available during the pay period, the lead handler shall not receive handler compensation. Both the lead and secondary handler shall not be compensated for the same day in the pay period. For pay periods where the lead and secondary handler both care for the canine, the handler who possesses the canine for the majority of a non-shift day, shall receive the compensation.

Compensation for time worked pursuant to the handler assignment may be taken in pay or CTO.

C. This assignment will initially be for a one-year pilot period. The continuation of the Comfort Canine Program and Comfort Canine Handler Assignment is subject to the City Manager's sole discretion, to continue offering and providing for a Comfort Canine Handling Assignment. This assignment may be terminated at any time, at the sole discretion of the Fire Chief or the City Manager, including during the first-year pilot. The termination of the program and the canine handler assignment is not subject to grievance.

D. The lead comfort canine handler is required to be part of the Peer Support Team and will be selected from volunteers by the Fire Chief. The selection of the lead and secondary canine handlers is at the sole discretion of the Fire Chief and is not subject to grievance.

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CHAPTER 3. LEAVES
ARTICLE I. VACATION LEAVE
The purpose of vacation leave is to provide eligible employees the opportunity to take paid time off from their job responsibilities in order to maintain a high standard of mental, emotional and physical conditioning.

A. Eligibility. All employees in the classified service shall be entitled to annual vacation leave with pay Each employee shall earn and accrue vacation hours pursuant to the accrual schedule as noted in subsection B. Exceptions to this provision shall only be granted in unusual circumstances substantiated by the department head in a recommendation to the City manager who may approve or disapprove such variances.

B. Accrual. Except as noted below, each full-time classified employee shall earn and accrue vacation leave with pay as follows:

Service Category Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion of
4th year

3.693 hr 12 days (96 hours) 192
Start of 5th yr to completion of 9th
year

4.615 hr 15 days (120 hours) 240
Start of 10th yr to completion of
14th yr

5.231 hr 17 days (135 hours) 272
Start of 15th yr to completion of
19th yr

5.846 hr 19 days (152 hours) 304
Start of 20th yr and succeeding
years

6.462 hr 21 days (168 hours) 336
Effective March 21, 2026, each full-time classified employee in the Fire Department working a twenty-four (24) hour shift shall accrue vacation leave with pay on average (based on regular scheduled hours paid in the pay period) as follows:

Service Category Average Bi-weekly
Accrual
Days/Year
Equivalent
Maximum
Hours
New employee to completion
of 4th year

6.462 hr 7 shifts (168
hours)
288
Start of 5th yr to completion of
9th year

8.308 hr 9 shifts (216
hours)
384
Start of 10th yr to completion
of 14th yr

9.231 hr 10 shifts (240
hours)
432
Start of 15th yr to completion
of 19th yr

10.154 hr 11 shifts (264
hours)
480
Start of 20th yr and
succeeding years

11.077 hr 12 shifts (288
hours)
528

1. As noted in subsection A, new employees shall earn vacation at the bi-weekly rate shown above from the hire date. Eligible employees shall advance to the next higher rate of accrual upon completion of the maximum number of years at the lower accrual rate and shall begin to accrue at the higher rate at the start of their qualifying year. Part-time employees shall receive a pro-rated accrual.

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2. Maximum accrual of vacation hours may not exceed twice the employee's annual accrual rate as specified above, and an employee will stop earning and accruing vacation hours while the employee’s accrual remains at the maximum allowed under this Section B.

3. One (1) month prior to the employee’s anniversary date, the department head shall review the number of hours accrued by the employee. If the amount exceeds specified limits in Section B, the employee shall take the excess number of vacation hours up to a maximum of twenty (20) hours [thirty (30) hours for shift employees] prior to the anniversary date or, if operational necessity will not permit taking such time, the employee may be paid the base hourly rate, plus applicable longevity pay, for up to twenty (20) hours [thirty (30) hours for shift employees]. All hours in excess of twenty (20) hours [thirty (30) hours for shift employees] shall be held in a “vacation rollover” bank and the employee will stop earning and accruing vacation hours while the employee’s accrual balance remains at the maximum allowed. Additionally, when excess vacation accrues during an employee's disability leave, jury duty, or military leave as provided in these rules, the employee shall be allowed to liquidate such excess accrual within thirty (30) calendar days following return to duty, by means of taking such time up to a maximum of twenty (20) hours [thirty (30) hours for shift employees] or receiving the base hourly rate, plus applicable longevity pay, in compensation.

C. Use. An employee may elect to take all or part of earned vacation, or may carry over to the next service year all or part of earned vacation as approved by the department head and consistent with the provisions of subsection B. The dates and amount of vacation selected by the employee shall be subject to approval of the department head. Vacation leave shall generally be taken in minimum increments of one (1) full workday/work shift, except that unusual, emergency, necessary and infrequent use of vacation leave may be granted in one (1) hour increments. In the event it becomes necessary to call an employee back to work from a scheduled vacation, the employee shall be credited with the unused vacation hours and shall have the opportunity to take such remaining vacation leave at a time of the employee's choosing and the department head's approval.

Seniority shall prevail in selection of first choice vacation, however there will be no bumping of junior personnel once the first choice is made.

1. First choice of vacation shall be submitted no later than March 31 of each year beginning with senior person on that shift.

2. If an employee elects not to choose a time for a vacation by the deadline, the employee shall forfeit right of choice regardless of seniority.

3. Holidays and other days off will be governed on a first-come, first-served basis. There will be a thirty (30) day grace period, no bumping, prior to the choice of day, or days, off.

D. Holidays Within Vacation Leave. Except for shift personnel, holidays which occur during a scheduled vacation period shall be counted as a holiday. Employees may request in advance that they extend their vacation leave by the number of holidays occurring within their scheduled leave, or they may request fewer vacation hours which, together with the holiday(s), will comprise the total time period of their scheduled leave.

E. Probationary employees who are terminated during their probationary period shall receive compensation for accrued vacation

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ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF
A. The following holidays shall be observed by the City with respect to all employees, except shift employees. City offices shall be closed on these days except as otherwise provided herein:

January 1st (New Year's Day)
The third Monday in January (Martin Luther King’s Birthday) The third Monday in February (Washington's Birthday)
The last Monday in May (Memorial Day)
July 4th (Independence Day)
The first Monday in September (Labor Day)
November 11th (Veteran's Day)
The day in November appointed by the President of the United States as Thanksgiving Day
The day immediately following Thanksgiving Day
December 25th (Christmas)
Sixteen (16) hours (floating holiday) to be taken any time during the calendar year by employees who have completed at least six (6) months probationary service (pro-rated for part time permanent employees). The number of floating holiday hours to be credited to a new employee hired after January 1 shall be pro-rated based on the number of full months employed during that year. Employees unable to complete six (6) months of probationary service prior to December 31 shall not accrue or be eligible for any floating holidays that year. The employees and the employees’ supervisors shall jointly determine a convenient date to take such leave.

B. Fire Department Shift employees are not allowed to take holidays off as they fall and shall receive seven (7) full paid twenty-four (24) hour holiday shifts per year, in advance on January 1.

Employees must use holiday time off in full shift increments.

C. In lieu of holiday time off, shift employees may elect to receive base hourly pay rate, plus applicable longevity pay, for all shifts of earned and unused holiday credit within each calendar year. All holiday time to be converted to pay by an employee shall be in full shift increments.

Effective February 25, 2012, holiday pay includes the base pay rate plus the hourly pay rate equivalent of longevity pay which is calculated on holiday hours at straight time (i.e., base pay rate plus applicable longevity pav rate multiplied by the number of applicable holiday hours to equal holiday pay). Holiday pay (base pay compensation and applicable longevity pay compensation on holiday hours) will be reported to CalPERS as special compensation in accordance with C.C.R § 571, pursuant to the Public Employee Retirement Law.

D. All holiday time off is subject to advance approval of the department head.

E. Shift employees assigned to a 40-hour work week shall be required to use vacation time off or CTO when taking a scheduled holiday off, if they have converted their holiday hours to pay.

F. Holiday hours which are not used by December 31 will be cashed out and paid at the employee’s base hourly rate, plus applicable longevity pay.

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G. If an employee has taken more holidays in advance than have been earned at the time of separation from service, the City may deduct an equivalent amount of pay for the holidays taken in advance from the employee's final pay check.

H. If an employee is on disability leave, jury leave, or military leave as provided in the Personnel Rules or this MOU, and the employee is thus unable to liquidate holiday hours, employees will be allowed to carry over such hours to the next year until they return to work. Employees must submit a timely request upon their return to work so that the hours are liquidated within thirty (30) days of their return to work. If a request is not submitted or is submitted too late to be considered, the hours will be forfeited. If a request is submitted and denied by the department, the employee will be paid for the hours at the base hourly rate, plus applicable longevity pay.

I. SCHEDULING TIME OFF

1. The following policy and procedures shall continue to be followed by shift personnel when scheduling leave. Positions on the leave calendar are referred to as “slots.” The first, second, third, fourth, fifth, sixth, and seventh slots on the leave calendar are reserved for vacation (VAC), holiday (HOL), and compensatory time off (CTO). All other forms of leave start at the eighth slot and work down (seventh, etc.) from there. If there is a vacancy, or open position (OPN) on the shift due to promotions, retirements, or separations from the department, that vacancy will not occupy a slot. The Battalion Chief must authorize exceptions for unusual, emergency, necessary, or infrequent circumstances.

2. Notwithstanding paragraph 1 above, the number of slots (positions) on the leave calendar will be determined by the following:
a. Number of shift personnel per day x 20% = total number of slots per day b. Any resulting decimal portion will be adjusted to the next whole number c. For example, 22 shift personnel per day x 20% = 4.4; will be adjusted to 5 slots per day.

3. Shift personnel will not have any available slots on the calendar for the following holidays (including vacation or holiday leave):
a. Thanksgiving Day
b. Christmas Eve (December 24)
c. Christmas Day (December 25)
Shift employees listed in Appendix “A” who are scheduled to work on holidays will have the opportunity to find a replacement worker for the three (3) “special days” (Thanksgiving, Christmas Eve, and Christmas). It is the responsibility of the scheduled worker to fill his/her absence on the “special days”. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank-for-rank basis.

4. Employees who are scheduled to work will have the opportunity to find a replacement worker for short-term CTO, vacation or holiday leave defined as one continuous leave per employee per day with a minimum of two (2) hours and a maximum of seven and three quarters (7.75) hours. Such leave shall not disrupt training or other scheduled activities and shall be approved by the appropriate Company Officer. It is the responsibility of the scheduled worker to fill his/her absence on this type of short-term leave. The replacement worker will be allowed to voluntarily work for the scheduled employee on a rank for rank basis.

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ARTICLE III. SICK LEAVE (Refer to Section 3.12.070, Personnel Rules, except item J) A. Upon retirement from City service employees may receive a payoff and/or service credit for unused sick leave balances according to the table below Employees’ leave will be converted to eight hour days (i.e 1200 hours = 150 days) for purposes of converting sick leave for payoff or sick leave credit reported to the California Public Employees’ Retirement System (CalPERS) according to CalPERS procedures.

1. Effective the first full pay period in January of 2017, employees will receive payment for unused sick leave at the base hourly rate, plus applicable longevity pay, as follows:

Non-24-Hour Shift Number of
Sick Leave Hours Accumulated
24-Hour Shift Number of Sick
Leave Hours Accumulated Percent of Compensation
Given
Max Max
1200 to 1600 1800 to 2400 70%
956 to 1199.99 1434 to 1799.99 60%
764 to 955.99 1146 to 1433.99 50%
572 to 763.99 858 to 1145.99 40%
380 to 571.99 570 to 857.99 30%
188 to 379.99 282 to 569.99 20%
0 to 187.99 0 to 281.99 0%
B. Represented 24-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to convert forty-eight (48) hours of sick leave to vacation leave on July 1 of each year. Represented 8-hour shift employees who maintain a balance of four hundred and thirty-two (432) hours in sick leave accruals will be allowed to elect to convert sixteen (16) hours of sick leave accruals to vacation leave on July 1 of each year. If the conversion of these hours causes an employee to be over their vacation maximum, Article I. Vacation Leave, provision B., on their upcoming anniversary date, then the employee shall not be eligible for the twenty (20) or thirty (30) hour cash out of vacation.

ARTICLE IV. JURY DUTY LEAVE
A. Employees who have been summoned or subsequently selected to serve on a jury shall receive their regular rate of compensation by the City for normal work hours and days or shifts during such absence from work, provided the employee endorses to the City that compensation received by the employee for jury duty service. No compensation will be made for jury duty served on days off. Jury duty is not considered time worked for overtime purposes.

B. Employees will be allowed to retain any mileage compensation granted to them by the respective court jurisdiction to which they were summoned or selected for jury duty.

A. Employees summoned to jury duty must provide evidence of such summons and subsequent jury duty days away from work through their respective department heads to the Human Resources Director.

B. Employees compensated by the summoning court jurisdiction for jury duty shall endorse such payments to the City in the same pay period the payment is received by the employee, in order to receive full City compensation as prescribed in Subsection “A”. This payment endorsement is to be forwarded directly to the Finance Director by the employee.

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ARTICLE V. MILITARY LEAVE (Refer to Section 3.12.110, Personnel Rules) A. Employees obligated to serve periods of active military duty for training shall be compensated by the City at their regular rate of compensation for normal duty hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days in any calendar year. The number of calendar days used shall be the number of days on active duty as determined by the military orders, regardless of the employee's City duty schedule.

B. Employees exercising this provision of military leave will be required to submit properly documented evidence of their call to active duty prior to such duty if for regularly scheduled training or within thirty (30) days following the conclusion of duty ordered as the result of an emergency. Such documentation must be submitted through the chain of command to the Human Resources Director.

ARTICLE VI. MATERNITY LEAVE
A. Continuation of Employment. A pregnant employee may continue employment as long as her health, the health of the unborn fetus, or the employee's ability to adequately perform prescribed job responsibilities would not be adversely affected by continued employment.

B. Notification. Applicable employees shall notify the department head and Human Resources Director in writing upon notice by their treating physician that such pregnancy exists, including the anticipated date of childbirth or other related medical conditions and their anticipated date of return to full duty. At any time during the pregnancy, the Human Resources Director may require the employee to furnish medical evidence or information to support the employee's medical suitability for continued employment.

C. Term of Leave. Maternity leave shall be granted only for medical reasons arising out of and in the course of a pregnancy, the subsequent childbirth, or other related medical conditions, as provided below:

1. Sick Leave With Pay. A pregnant employee may take accrued sick leave with pay for reasons of medical necessity relating to the employee's physical condition resulting from the pregnancy, childbirth, or other related medical condition. However, under no circumstances shall such paid sick leave exceed the total of the employee's accumulated but unused sick leave, nor shall paid sick leave be granted beyond the date the employee is no longer considered medically disabled from normal work activities.

2. Other Paid Leave. A pregnant employee may elect to utilize accrued vacation, compensatory time off, or any other earned form of paid absence from work in lieu of, or in combination with, paid sick leave during the period of pregnancy-related leave, the combination of which may not exceed normal full pay.

3. Sick Leave Without Pay. Eligible employees may be granted sick leave without pay pursuant to Roseville Municipal Code Section 3.12.070 (H).

ARTICLE VII. CATASTROPHIC LEAVE
Employees may voluntarily donate accrued vacation and/or compensatory time off (CTO) for credit to another permanent employee who suffers a non-industrial related catastrophic illness or injury.

The parties have interest in making revisions to the catastrophic leave program/policy and will meet and confer over forthcoming City proposed revisions.

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CHAPTER 4. INSURANCES
ARTICLE I. HEALTH AND WELFARE BENEFITS
A. Eligibility
Any regular employee working fifty percent (50%) or more of a full-time schedule shall be eligible to enroll in any health and welfare benefit provided by this Article. Regular part-time employees who are hired into a position funded as regular part-time after January 1, 2004, or current employees who laterally transfer or promote into a regular part-time allocated position, will receive a pro-rated amount toward their health and welfare contribution based on actual hours worked. The contribution amount will be based on the percentage of full-time the employee works. For example, employees working twenty (20) hours per week will receive fifty percent (50%) of the full-time contribution; employees working thirty (30) hours per week will receive seventy-five percent (75%) of the full-time contribution, etc.

B. Medical Insurance Benefits
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly contribution for each eligible active employee shall be equal to the minimum employer contribution required under the Public Employees Medical and Hospital Care Act (PEMHCA).

C. Cafeteria Plan

1. The City agrees to maintain a Cafeteria Plan, pursuant to Section 125 of the Internal Revenue Code and any related regulations, for the purpose of providing employees with access to various health and welfare benefits. Benefits available through the Cafeteria Plan include medical insurance, dental insurance, and vision insurance.

2. The City provides a Cafeteria Plan Allowance to all employees eligible to participate in City sponsored health and welfare benefits under Section A of this Article of up to $1,347 monthly (less the direct PEMHCA payment provided in paragraph B).

3. Effective March 21, 2026, the City provides a flex plan credit to be used by active employees based on medical plan tier election (EE only, EE+1, Family), for any benefit covered under the Cafeteria Plan, as follows:

Active Employee Medical
Election Tier
City Flex Plan Credit (combined with the Cafeteria Plan Allowance) covers:

Employee Only Up to 100% of the Kaiser employee only premium, plus $180 for dental/vision.

Employee & 1 Dependent Up to 85% of the Kaiser employee plus one dependent premium, plus $180 for dental/vision.

Employee & 2+ Dependent Up to 80% of the Kaiser family premium, plus $180 for dental/vision.

4. Employees who elect not to participate in any of the medical, dental, and vision insurance benefits sponsored by the City and who provide proof of other medical coverage will not receive any Cafeteria Plan Allowance under Section C(2) of this Article. Instead, employees who opt out of these City sponsored benefits will receive $150 per month. Employees will not receive any cash in lieu when on unpaid leave.

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5. Any Cafeteria Plan Allowance provided for under Section C(2) of this Article can only be used by an employee to offset the cost of participation in City sponsored medical, dental, and vision insurance benefits for the employee and any eligible dependents.

D. The City agrees to provide a dental benefit to include two (2) preventative dental cleanings per year. Other details of the City’s dental benefit are described in the evidence of coverage document. The City reserves the right to select any dental carrier. Open enrollment will be as described in the evidence of coverage document.

E. The City agrees to continue its existing Section 125 program. The City reserves the right to select the provider or self-adminster this program and to set limits for medical reimbursement accounts.

F. The City agrees to continue the existing level of service of its current vision program.

G. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and will make reasonable efforts to ensure benefits and language will be matched.

ARTICLE II. RETIREE HEALTH BENEFITS
A. Medical Insurance Benefits
The City agrees to contract with CalPERS for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first day of the month following City Council approval or as soon as administratively possible, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees under the Public Employees Medical and Hospital Care Act (PEMHCA).

B. For Employees Hired Prior to January 1, 2004 (Tier 1) Employees hired prior to January 1, 2004 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13).

C. For Employees Hired on or after January 1, 2004 and Prior to January 1, 2012 (Tier 2) Employees hired on or after January 1, 2004 and prior to January 1, 2012 will receive access to a City-paid retiree health contribution of up to the $1200 each month with a two percent (2%) annual escalator each January 1 (beginning 1/1/13) subject to the vesting schedule set forth in Article II E. Employees who have CalPERS-credited service through other public agencies must complete at least five (5) years of service with the City of Roseville and retire from the City of Roseville to be eligible for post-retirement health benefits. However, once an employee has completed five (5) years of service with the City of Roseville, their eligibility for post-retirement health benefits will include all years of CalPERS-credited service. Employees who retire must have ten (10) years of CalPERS-credited service in order to be eligible for post-retirement health benefits.

D. For Employees Hired on or after January 1, 2012 (Tier 3) Employees hired on January 1, 2012 or thereafter will receive $720 per month with a two percent (2%) escalator City-paid retiree medical premium contribution upon their retirement subject to the vesting schedule set forth in Article II E. Employees must obtain normal age of retirement before they are eligible for a City contribution to their retiree medical benefit. Employees must retire with a minimum of ten (10) years of City of Roseville service to be eligible for the supplemental amount above the minimum PEMHCA contribution level.

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Employees will contribute one percent (1%) of their annual (or yearly) base hourly rate per year of employment each year for the first five (5) years of employment for their supplemental retiree health benefit above the minimum PEMHCA retiree medical benefit. After five (5) years of employment, the employee’s contribution to their retiree medical benefit will cap at five percent (5%) of their annual (or yearly) base hourly rate.

1. The City shall withhold the mandatory contribution in accordance with Article II D per pay period on a pre-tax basis, subject to applicable federal tax laws, from the pay of every active employee as set forth therein. These contributions will be irrevocable and deducted from an employee's bi-weekly paycheck and will end upon retirement. In addition, no employee will be entitled to receive a refund of the monies for any reason and any employee who leaves City employment prior to being vested in the benefit will forfeit any contributions. These funds may be used to reimburse postretirement qualified medical expenses of the employee as defined by federal tax law, and as otherwise permitted by applicable federal tax provisions and the trust.

2. Since the contribution is mandatory, the employee's obligation to make the contribution does not end when he or she is on a paid or unpaid leave of absence or in any status where there are insufficient funds available in his or her paycheck to cover this contribution after other mandatory deductions have been taken, subject to applicable federal tax laws. The employee will be required to make up all mandatory contributions by a lump sum pre-tax deduction from his or her paycheck within sixty (60) days after the date the employee has sufficient funds to pay the required contributions through payroll, or, if this lump sum payment is not made during this time frame, the City will deduct double the normal deduction amount from each paycheck on a pre-tax basis until all missed contributions have been paid in full.

E. Vesting Schedule
Total Credited % of
Years of Service City Contribution
10 50 %
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100 %
F. For employees hired on or after August 15, 2015 (Tier 4)

1. Employees hired on or after August 15, 2015 shall have no vested right in any postemployment medical benefits provided by the City of Roseville. Instead, upon hire, those employees shall contribute one percent (1%) of their annual (or yearly) base hourly rate each pay period to a City sponsored Retirement Health Savings (RHS) account and shall contribute an additional one percent (1%) annual (or yearly) base hourly rate per pay period per year annually, up to a maximum of five percent (5%) annual (or yearly) base hourly rate per pay period annually thereafter, to be used to fund the employee’s medical costs upon retirement or separation from the City.

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2. After five (5) years of cumulative service with the City of Roseville, and beginning on the first pay period of the sixth year of service, the City shall contribute a flat dollar amount equal to $100 per month to be deposited to the employee’s RHS account up until the employee’s retirement date or separation from the City. After retirement or separation from service with the City, employees may draw from the City contribution to this account for all covered medical expenses pursuant to Section 213 of the IRS Code including participation in non-City sponsored plans.

ARTICLE III. LIFE INSURANCE
A. The City agrees to provide eligible employees with a fully paid life insurance program in the amount of twice the annual wages in effect as of July 1 of each year. The City reserves the right to select the insurance provider.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM
A. The City agrees to provide an Employee Assistance Program (EAP) for employees pursuant to the current EAP Plan document. The plan will include no less than up to six (6) visits a calendar year. The plan document is available through the City’s Human Resources Office.

B. From time to time, the City will change benefit providers due to administrative, service, economic or other reasons. Due to carrier policies and procedures and Department of Insurance requirements, there can be no guarantee that one policy will exactly mirror the preceding one.

The City desires to provide a consistent benefit, and insofar as is possible benefits and language will be matched.

ARTICLE V. DEFERRED COMPENSATION
A. The City agrees to maintain a voluntary program of employee funded deferred compensation for regular full and part-time employees. The parties agree that it’s at the City’s sole discretion to select the deferred compensation plan and plan administrator(s).

B. Effective January 7, 2017, the City agrees to contribute three (3%) percent of base hourly rate into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.

C. Subject to the limitations of applicable law, the City and Union agree to meet and confer over increased deferred compensation for employees hired after January 1, 2017, when employee annual earnings exceed the CalPERS earnings limit.

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CHAPTER 5. RETIREMENT
ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM
A. The City agrees to provide and maintain membership in CalPERS for the benefit of eligible employees based on the following CalPERS contract provisions:

For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 3% at 50 retirement benefit for safety employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”. a. Effective the beginning of the first full pay period in January of 2018, CalPERS classic safety employees represented by RFF will pay nine (9%) of compensation earnable as the employee’s portion of the contribution to CalPERS.

2. CalPERS eligible safety employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2.7% at 57. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

3. For CalPERS eligible employees hired prior to January 1, 2013 or for eligible employees hired after January 1, 2013 who qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), the City agrees to continue its current Public Employees’ Retirement System contract to provide a 2.7% at 55 retirement benefit for miscellaneous retirement formula covered employees. The costs of this benefit will be included when calculating total compensation and the survey agencies used for the salary comparisons shall remain the same as listed in Appendix ”B”.
a. Effective January 28, 2012, miscellaneous employees represented by RFF will pay 8% of compensation earnable as the employees’ portion of CalPERS.

4. CalPERS eligible miscellaneous employees hired on or after January 1, 2013, who do not qualify for pension reciprocity pursuant to Government Code Section 7522.02(c), shall receive the retirement benefit formula of 2% at 62. As required by Government Code Section 7522.30, employees shall have an initial member pension contribution rate of 50% of the total normal cost rate.

B. The City agrees to maintain its current Public Employees’ Retirement System contract which provides 100% of an employee's accumulated sick leave to be credited to years of service, in accordance with Section 20862.8 of the Public Employees’ Retirement System contract options.

In addition to the above sick leave service credit, an employee may elect to receive a payoff of part or all of their accumulated sick leave in accordance with Personnel Rules Section

3.12.070(J) - Payment for Unused Sick Leave.

C. The City agrees to provide the 1959 Survivor Benefit highest level plan. Employee to contribute $2.00 per month and City to contribute $3.00 per month per employee.

D. The City agrees to continue the military buy-back PERS contract provision.

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E. Any tax liability created by this form of compensation shall be the sole responsibility of each employee for that amount henceforth reimbursed by the City of the employee's normal contribution.

Further, the City may include this form of compensation in future consideration of employee's total compensation.

F. For all employees hired before December 16, 2016, and for Classic employees hired on or after December 16, 2016, the City will provide a three percent (3%) annual cost of living allowance (COLA) increase to retirees. For PEPRA employees hired on or after December 16, 2016, the City will provide a two percent (2%) annual cost of living allowance (COLA) upon retirement from the City.

G. The City will continue the Section 21548 Pre-Retirement Optional Settlement 2 Death Benefit for safety employees.

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CHAPTER 6. HOURS & SCHEDULES
ARTICLE I. HOURS OF SERVICE
A. The Fire Department shall work on the basis of twenty-four (24) hours on duty. This shall average a total of fifty-six (56) hours per week. A shift shall begin at seven o'clock (7:00) a.m., and shall end at seven o'clock (7:00) a.m., the following morning.

B. The City agrees to maintain a 48/96 work schedule. The schedule will consist of two (2) consecutive twenty-four (24) hour shifts on duty followed by ninety-six (96) hours off (i.e. - X X O O O O X X O O O O X X ).

C. The Force Hire rotation will be structured so that a shift will be up for Force Hire on the first and fourth day of the four (4) day. All represented 24-hour shift employees will be subject to the Force Hire rotation.

D. Example:

Shift on duty: A A B B C C A A B B
Force List: C B A C B A C B A C
E. Working down:

1. At the discretion of the Fire Chief or Assistant Fire Chief of Operations, employees will be allowed to work down in a lower rank position to reduce Force Hires.

2. Employees working down in a lower rank position will only be utilized after all voluntary options for filling the vacancy have been exhausted. Available qualified actors from a lower rank will be used to fill the vacancy prior to employees at a higher rank being allowed to work down.

3. When a Force Hire occurs, the Forced employee may seek other qualified employees, starting with other employees in the same rank, and then including actors from current promotional lists, and then qualified employees from the rank above, to cover all or part of the Force Hire. Hours covered through this agreement will be counted as SOD (overtime) hours will paid in accordance with the Overtime article.

4. Engineer Paramedics can work down as Firefighter Paramedics to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through Fire Staffing that they are willing to work down and post availability through Telestaff. The employee working down will be paid in accordance with the Overtime article.

5. Captains can work down as Engineers to prevent a Force Hire. The employee working down to cover the Force Hire will do so by indicating through fire staffing that they are willing to work down and post availability through Telestaff. The hours worked will be paid in accordance with the Overtime article.

6. Engineers and Captains are prohibited from working down if a Force Hire exists at their normal assigned rank during the same time period.

7. The employee authorized to work down in the lower rank shall meet the minimum qualification for the job class. The Fire Chief or designee shall have the final determination for

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who meets the minimum competency requirements for personnel permitted to work down as Engineers and Firefighter Paramedics. This determination can be grieved to the Fire Chief or his designee. The decision of the Fire Chief is final.

ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES
Employees subject to work shifts during periods of time changes to Daylight Savings or Standard Time shall be paid for the actual number of hours worked.

ARTICLE III. MODIFIED DUTY ASSIGNMENT
A. Modified duty assignments may occur when an employee, who has been injured on or off the job, or who has some other condition, has been medically released for limited work based on specific medical work restrictions. The Risk Management Division will administer this policy.

B. In the case of a non-work-related disability, the City will require the disabled employee to provide the department head with a written request for a modified duty assignment and the treating health care provider’s statement of work restriction(s), or a status report specifying the employee’s anticipated date of return to full duty.

In the case of a work-related disability, the City may require that an employee return to a modified duty assignment, should an assignment be available that meets the medical work restrictions imposed by the employee’s treating health care provider .

C. The department head will determine whether there is a duty assignment available within the department that meets the work restrictions imposed by the treating health care provider . If such work is available, the department head will recommend approval of the assignment to the Human Resources Director. The Human Resources Director shall give input as to what constitutes reasonable accommodation for a modified duty assignment based on a case-by-case evaluation of such factors as the nature of the employee’s work restriction(s), length of disability, and the mutual welfare of the employee and City operations.

D. After receiving the recommendation of the department head and approval of Risk Management, the Human Resources Director may authorize a modified duty assignment for an injured employee who is restricted in ability to perform the full range of normal job duties.

E. The department head will notify the employee in writing after receipt of the treating health care provider’s statement of work restriction(s) and approval of the City Manager concerning whether or not a modified duty assignment can be accommodated.

F. If a modified duty assignment cannot be found within the employee’s regularly assigned department, a request to locate an assignment outside of the employee’s department may be made to the Human Resources Director.

G. Modified duty assignments will be approved in bi-weekly (5 shift) increments, which may be renewed depending on availability of work and the continued disability of the employee. The biweekly (5 shift) increment request is required regardless of the anticipated duration of modified duty.

H. Modified duty assignments are limited to ninety (90) days. Should an employee have a disability that requires accommodation beyond ninety (90) days, a new assignment must be located and approved by the Human Resources Director. The new assignment must involve job tasks/duties which are different from those performed in previous modified duty assignments. In no case will a modified duty assignment be continued once an employee has reached a permanent and stationary status.

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I. Modified duty shall be limited to three (3) ninety (90) day assignments. Upon completion of the third modified duty assignment the employee shall be removed from work until released to return to full duty or deemed permanent and stationary. The employee may use any benefits available to them at that time.

J. When an employee is assigned a modified duty assignment, the employee shall be compensated for hours worked at the base hourly rate, plus applicable supplemental pays, and benefits regardless of whether or not the employee performs work within the regular classified position or is assigned to the employee’s regularly assigned department. If an employee is assigned to a modified duty assignment of less than full time, compensation for hours worked may be supplemented by either accrued sick leave or other available leave.

ARTICLE IV. LONG TERM VACANCIES
All vacancies are filled on a rank-for-rank basis in accordance with existing department Call Back Procedures. This does not prohibit the Working Down provision in Article I above or the Temporary Assignments provision in Article VII. Effective July 01, 2014, when a vacancy becomes long term (greater than 30 days), the vacancy will become a “floating” vacancy. Floating vacancies are to be filled with NO preference given to unit or station assignment. NO “reset” of a floating vacancy will be applied if the vacancy is moved to a different unit or shift assignment.

ARTICLE V. MODIFIED DUTY

1. Employees who are on a 24 hour shift schedule and who are placed in a modified duty assignment which is expected to last more than one (1) full pay period shall be assigned to a 40-hour work schedule the first day of the pay period following the modified duty assignment. All payroll calculations, to include leave balances, holidays and CTO shall be transitioned to a 40-hour work week calculation. Holiday leave usage will be applied per the 40-hour work week holiday schedule.

2. Employees who have returned to full duty status by a health care provider during the first week of a pay period will be transitioned from the 40-hour work week to a 24 hour shift schedule at the beginning of that pay period. Employees who have returned to full duty status by a health care provider during the second week of a pay period will be transitioned from the 40-hour work week to a 24 hour shift schedule at the beginning of the following pay period. All payroll calculations, including leave balances, holidays and CTO shall be transitioned back to a 24 hour shift schedule.

ARTICLE VI. SPECIAL ASSIGNMENTS
A. Long-term administrative assignment: Operations employees may be assigned by the Fire Chief to serve on a 40-hour work schedule for assignments of more than 2 months. Employees who are on a 24-hour shift schedule and who are placed in this special assignment shall be assigned to a 40-hour work schedule the first day of a pay period. All payroll calculations, including leave balances, holidays, and CTO, shall be transitioned to a 40-hour work week calculation.

B. Short-term special assignment: Operations employees may be assigned by the Fire Chief to serve in special assignments on a 40-hour work schedule at the start of a pay period. These assignments include, but are not limited to, administrative support, logistics, training, EMS, special operations, fire academy and/or fire investigations. Special assignments shall have a minimum term of one (1) pay period a maximum of four (4) pay periods. When employees are assigned to these positions, they will remain on the twenty-four (24) day FLSA work period.

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C. Clothing used by employees in special assignments (both Classic and PEPRA employees) in the performance of their duties shall be cleaned as part of the City’s existing dry cleaning service. For Classic employees, the monetary value of the City’s cost of cleaning clothing used in their assignment shall be reported as special compensation to CalPERS, up to a maximum value of $300 per calendar year.

D. Employees may be removed from special assignments at the Chief’s discretion and this may not be grieved.

E. This article does not apply to temporary or modified duty assignments.

ARTICLE VII. TEMPORARY ASSIGNMENTS
Employees may be assigned by the Fire Chief, or designee, to serve in temporary assignments on a 56- hour schedule. These assignments utilize qualified actors and/or detail pool staffing to fill vacancies or absences that exceed sixty (60) calendar days up to 960 hours. The following conditions shall prevail when making temporary assignments:

A. Qualified actors and detail pool firefighters may be assigned to long term vacancies or absences when it is determined that the vacancy or absence will exceed sixty (60) days.

B. Chapter 2., Article VI. of this MOU shall apply to employees who are assigned to work out of class.

C. The Fire Chief will make every effort to fill vacancies through hiring and promotion when practical.

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CHAPTER 7. MISCELLANEOUS ISSUES
ARTICLE I. NON-DISCRIMINATION
The Union hereby certifies that it has no restrictions on membership based on race, color, creed, sex, national origin or political affiliation or any other status or basis prohibited by law.

ARTICLE II. UNFAIR LABOR PRACTICES
The parties hereto recognize the following as an unfair labor practice which violates the meet and confer process:

A. Discussion between employees and individual members of the City Council on matters or issues which are the subject of negotiations between employee representatives and representatives of the City Council.

B. Discussion between City Personnel Relations Committee members and individual members of the Union of matters or issues which are the subject of negotiations between City Personnel Relations Committee members and representatives of Local 1592, I.A.F.F.

ARTICLE III. SENIORITY
A. Employees shall be placed on the seniority list in accordance with the date they were first placed on the payroll of the Roseville Fire Department as regular or limited term employees. When two (2) or more employees are assigned to the payroll on the same date, preference in placement on the department seniority list shall be given based on relative standing on the Roseville Firefighter hiring list. The hiring list is defined as the candidate ranking based on a final examination process determined at the conclusion of the recruitment, which may be the certified employment list (as defined by Personnel Rule 3.05.110) or a list determined by further candidate testing following the establishment of the certified employment list. The hiring list, established by the Fire Chief or his designee, will be provided to the Human Resources Department for the official record.

B. Placement on the department seniority list shall not be affected by leaves of absence duly granted for medical reasons where such medical disability was incurred in the course and scope of the employee's official duties.

C. A correct copy of the seniority list as of January 1 of each year shall be provided to the Union in March of each year, and a currently correct copy made available for inspection at reasonable times to employees upon request.

D. For promotions, seniority at their respective ranks shall be determined by the date of promotion to the higher job class (rank). When two (2) or more employees are promoted on the same date to the same job class, preference in placement on the seniority list shall be given based on promotional list provided to Human Resources when established for the official record.

E. The department seniority list shall be maintained by the Fire Department.

ARTICLE IV. UNION ACTIVITIES
A. The Union may place one bulletin board in each fire station for the purpose of communicating normal and usual Union business to the membership.

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1. Specific placement of such boards within a station shall be subject to the approval of the Fire Chief.
a. The officially designated Union representative in each station shall be responsible for maintaining such board.
b. The Fire Chief reserves the right to prohibit the posting and order the removal of, material that the Chief reasonably concludes will be disruptive of the operation of the Fire Department.
c. Claims of arbitrariness on the part of the Fire Chief in this regard shall fall under the grievance procedure hereinafter provided.
d. The Union will keep the Fire Chief notified in writing of the names of its designated representatives in each station.

2. The Union may use the Training Room at the Fire Training Facility (Hilltop) for a meeting place for its membership once a month or for any special meetings necessary for completing Union business.

These membership meetings will be held after the normal work day.

B. Members of the Employee Affairs Committee shall be granted leave from duty with full benefits for the purpose of negotiating terms of an agreement when such meetings take place at a time during which such members are scheduled to be on duty. The Fire Chief shall make the final determination as to manpower availability.

C. Members of the Employee Affairs Committee shall be granted leave from duty with full benefits for all meetings and hearings between the City and the Union for the purpose of resolving a grievance when such meetings or hearings take place at a time during which such member is scheduled to be on duty.

D. The City and RFF agree to the establishment of an RFF Time Bank for use by employees for the sole purpose of performing or conducting association business subject to the following conditions:

1. RFF members may donate only vacation or compensation time off (CTO) hours from an association member’s accrued leave balance for such hours. Such donation shall be voluntary, non-revocable and not returnable to the employee. Donations will be allowed only during the first pay period in February of each year.

2. The maximum number of hours any member shall donate is eight (8) hours per year.

Any remaining unused hours in the time bank on December 31st shall be carried over into the next calendar year. The maximum number of hours that can be accrued is not to exceed eight (8) hours per represented employee per year.

3. Time bank hours shall not be used without prior approval of RFF representatives. All time submitted to payroll for reimbursement from the bank must have RFF and department approval. RFF will be responsible for circulating and collecting donation forms and submitting these forms to the Human Resources Department. The Human Resources and Finance Departments will be responsible for processing the appropriate donation forms and any payment(s).

4. RFF members assume any tax liability for being assessed vacation or CTO hours and/or using Time Bank hours. Hours donated to association members shall not be considered