Roseville City Council
March 18, 2026

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 38 Memorandum of Understanding
time worked for overtime, retirement, or any other benefit purpose. However, any donated hours will be subject to applicable state and federal payroll taxes.

ARTICLE V. SAFETY
A. The City shall continue to provide for the safety of employees during the hours of their employment. In this regard, the City agrees that it will receive and consider written recommendations with respect to unsafe working conditions or other safety ideas in the area of working conditions from any employee or the Union; and the employees and the Union agree that they will forward their safety recommendations and ideas to the City.

B. The City shall take all reasonable and readily available precautions when employees' assigned duties are performed under generally known extraordinarily life endangering conditions not normally associated with fire fighting and fire safety and prevention activities.

C. To the extent reasonably ascertainable by the City, fire fighting equipment provided and maintained by the City shall be reasonably safe and adequate for its normal and intended use.

Provided however that nothing herein is to be construed to mean that the City assumes the liability of any other party, or waives any rights, defenses to liability or causes of action that it may have in law or equity.

ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS
A. The Association shall be entitled to have membership dues and other lawful deductions of its members deducted from their paychecks in accordance with the procedures required by law and set forth herein. To the extent required by Government Code Sections 1157.3 and 1157.12, the City shall honor employees’ voluntary authorizations for Association dues deductions from employee paychecks. Such authorized deductions shall be remitted monthly to Association along with an adequate itemized record of deductions. The City shall make every reasonable effort to remit the amounts deducted within ten (10) working days following the payday on which the deductions were made.

B. In making such authorized membership dues deductions, the City shall rely on written certification from the Association confirming that the Association has and will maintain authorizations signed by each individual employee from whose paychecks the deduction is to be made that the individual affirmatively consents to the dues deduction in a manner that meets the requirements of state and federal law, including but not limited to applicable provisions of Government Code Sections 1150-1157.12 and the First Amendment of the United States Constitution. After providing the required certification, the Association shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization. To the extent required by law, the City will rely on information provided by the Association in writing regarding whether dues deductions were properly cancelled or changed.

Any requests from the Association that the City change dues deductions shall include a certification that the changes are requested with the affirmative consent of the individual employee(s) and otherwise comply with all requirements of state and federal law.

C. The amount of membership dues shall be set by the Association. All changes in dues deductions shall become effective the first of the month following written notification to the City Chief Financial Officer.

D. The City agrees to direct all employees to the Association with regard to any questions or concerns related to membership dues or any other mutually agreed payroll deduction. The City agrees to send requests to cancel or change dues deductions to the Association.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 39 Memorandum of Understanding
E. The City agrees to provide to Association on a monthly basis a payroll dues deduction report.

F. The employee's earnings must be regularly sufficient, after other legal and required deductions are made, to cover the amount of the dues check-off authorized. When an employee, in good standing in the Association, is in a non-pay status, for the full pay period when his/her dues would normally be withheld, no dues deduction will be made to cover that withholding from the current or future earnings; nor will the employee deposit the amount with the City which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a non-pay status during only a part of the pay period and their wages are not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over Association dues..

G. The Association shall indemnify, defend, protect and hold harmless the City and its elected and appointed officials, officers, employees, officers and agents (collectively hereafter the “Indemnitees”) from and against any and all claims, liabilities, losses, damages, fines, penalties, claims, demands, suits, actions, causes of action, judgments, costs and expenses (including, but not limited to, reasonable attorneys’ fees and court costs) arising from the application of any provisions under this Article, including, but not limited to, any claims made by any member employees for the membership dues deductions the City made in reliance on the Association’s certification, and any claims made by any member employees for any deduction cancellation or modification the City made in reliance on the information provided by the Association, provided that the City promptly notify the Association of any such matter for which it is seeking indemnification after the City has knowledge of the occurrence of such matter.

H. In the event any such action or proceeding is brought against the City by reason of any such claim, the Association, upon notice from the City, covenants to defend such action or proceeding by counsel reasonably satisfactory to the City. Further, the Association agrees to indemnify and hold harmless the Indemnitees for any loss or damage arising from the Association’s actions or inactions under this Article.

ARTICLE VII. CAUSES FOR DISCIPLINE (Refer to Section 3.16.020, Personnel Rules) The Fire Department uses The City of Roseville Fire Department Administrative Investigation Manual as a guideline.

The discipline of City of Roseville employees, including Roseville Firefighters (RFF) members, may be by written reprimand, suspension, demotion, discharge, transfer for purposes of corrective measures or other actions not inconsistent with the provisions of the City Charter, and is governed by Article VIII of the City Charter, Section 8.04 Personnel Rules, Subsection (i), and Roseville Municipal Code Chapter 3.16 and applicable law including Government Code Section 3250 et. seq.

Roseville Municipal Code Section 3.16.020 provides details regarding the Causes for Discipline and Section 3.16.030 outlines the Types of Discipline available. Should the performance of an RFF member warrant some form of discipline, the type and imposition of discipline will be governed by the Roseville Municipal Code and applicable law including Government Code Section 3250 et. seq.

Additionally, pursuant to the Firefighter Bill of Rights, if applicable, sworn personnel have the right to an administrative appeal. To file an administrative appeal, you must submit a written request for administrative appeal in writing to the Human Resources Director within 5 business days of being issued a written reprimand. For discipline issued by the Fire Chief, the City Manager will be the designated appeal hearing officer.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 40 Memorandum of Understanding
ARTICLE VIII. (Intentionally left blank)
ARTICLE IX. NO STRIKE (CONCERTED ACTION)
Union agrees that for the term of this Agreement, the Union and its members shall not call or engage in any strike, slowdown, suspension or stoppage of work activity, or sanction any such conduct by unit employees, and the City agrees that it shall not cause or engage in any lockout.

ARTICLE X. MINIMUM SCORES AND COMPUTATIONS
Refer to Municipal Code Section 3.05.070 for selection process applicant scoring.

ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS Refer to Municipal Code Section 3.050.110 (B) and 3.06.030 Appointments.

ARTICLE XII. HEALTH MAINTENANCE PHYSICALS
When, in the opinion of the City Manager, Human Resources Director, or department head, it would be in the best interest of the City or a specific function of City service to evaluate the medical or psychological condition of any candidate or employee, the Human Resources Director may schedule such employee(s) for an examination with a physician, or other appropriate licensed health professional, selected by the City and at City expense. The results of such examination shall be available to the Human Resources Director, City Manager, and the department head as may be appropriate in the same manner as new employee examinations. Each employee is independently responsible for compliance with the advice and suggestions made by the physician/licensed health professional as a result of such examination. All nonindustrial care, treatment, or other requirements recommended by the physician/licensed health professional shall be at the expense of the employee. The City shall receive from the City-selected physician/licensed health professional a notice of examination completion, whether or not further treatment or specialized diagnosis is required, and a certification that the employee is able to continue job performance. In the event an employee is certified by the City physician/licensed health professional as unable to continue performance of the duties assigned to the position, that employee shall not return to the active service until such time as the employee is determined by the City physician/licensed health professional to be permanently able to continue job performance.

ARTICLE XIII. TOWELS/LINENS
The City agrees to provide towels, sheets, linens and pillow cases (linens) at each fire station.

Employees will be responsible for washing and drying linens in conjunction with other station housekeeping duties.

ARTICLE XIV. STATION ASSIGNMENTS
The City agrees to maintain a Standard Procedure Manual Policy regarding a method by which employees may express their preference for station assignments.

ARTICLE XV. NO SMOKING
Employees hired on/after January 1, 2004 must be tobacco free and cannot use tobacco products on or off duty.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 41 Memorandum of Understanding
ARTICLE XVI. ALCOHOL AND DRUG POLICY
City and Union agree to continue to enforce the current Alcohol and Drug Abuse Policy.

In addition to the above-mentioned policy, all employees will be required to notify the City in writing of any criminal drug statute conviction for a violation occurring in the workplace not later than five (5) calendar days after such conviction.

ARTICLE XVII. REMOTE EMAIL ACCESS
Employees will be allowed to enter into a remote email access agreement with the City of Roseville as described in the Administrative Regulations. Employees understand that this voluntary policy is being adopted for their convenience and no compensation will be provided as a result of incidental access to the City’s email system.

ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH
A. Temporary layoff under this section is defined as the City’s temporary reduction or abolition of an employee’s allocated position. Temporary layoffs shall not exceed twelve (12) working days per a twelve (12) month notice period. The reduction in employee salary will be equalized over the twelve (12) month period following the first day of furlough.

B. The City Manager may exempt employees from one (1) or more furlough days based on the operating needs of the City.

C. Employees may request specific furlough days off in eight (8) hour increments, subject to management approval.

D. There shall be no reduction in the City’s contribution to retirement, health, dental, vision, life, and LTD as a result of employees being furloughed.

E. Furlough days shall be counted as time worked for purposes of retirement credits.

F. Accrued furlough leave shall have no cash value.

NOTICE OF TEMPORARY LAYOFF/FURLOUGH
The Human Resources Director shall provide written notice to each department classified employee affected by a temporary layoff (furlough) at least fifteen (15) calendar days prior to the effective date of the action. Notice shall be personally delivered to the employee, or sent by U.S. first class mail to the employee’s last known address. The notice will state the duration of the temporary layoff. An employee may respond to the notice but shall not have a right to appeal such action.

BUMPING
Employees who are subject to a temporary layoff are not eligible to exercise bumping rights under this chapter.

ARTICLE XIX. EDUCATIONAL REIMBURSEMENT
Employees may be reimbursed for the tuition and fees connected with approved job related educational courses not to exceed $500 per year for Firefighter/Paramedic I/II, $400 per year for Fire Engineer and $300 per year for Fire Captain. The cost of books is not covered in this Agreement. The employee will submit the request for reimbursement to the Training Battalion Chief, who will accept or reject the

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 42 Memorandum of Understanding
request. The request must be made before the class has been completed. The request will then be forwarded with the Fire Chief’s recommendation to the Human Resources Department, who will make the final decision to accept or reject the request. No payment will be made until the final proof of a passing grade is submitted to the Human Resources Department. The City has established a $6,000 educational reimbursement fund to be administered by the Human Resources Department. Once the fund balance is depleted, no further reimbursements will be approved.

ARTICLE XX. LIMITED TERM
Pursuant to Section 3.06.095 of the City’s Personnel Rules, the following shall apply to Firefighter Paramedic limited term appointments.

A. A limited term employee appointed from a certified hiring list to a Firefighter Paramedic limited term position shall have their service in the limited term position counted toward their probationary period in classified service should they be transferred, in accordance with Personnel Rule 3.07.030, to a regular Firefighter Paramedic position without a break in City service.

B. At the conclusion of at least every three months the limited term Firefighter Paramedic’s performance shall be evaluated in the manner described in Personnel Rule Section 3.06.150.

C. A limited term Firefighter Paramedic who is transferred from a limited-term position to a regular Firefighter Paramedic position, at the sole discretion of the Fire Chief, having the same salary range and substantially similar duties, shall be compensated at the same step in the salary range as previously received without a change in the anniversary date.

D. Salary Step Advancement. A merit step increase may be granted to a limited term Firefighter Paramedic employee pursuant to City’s Personnel Rules 3.11.030, subject, but not limited, to the following:

1. “Anniversary date” means the date upon which an employee first appears on the City payroll due to original appointment to the Firefighter Paramedic limited-term position, and in which the employee becomes eligible for salary step advancement consideration.

2. A limited term Firefighter Paramedic shall be provided with an employee evaluation in accordance with Chapter 3.14 of the Personnel Rules.

E. Limited term Firefighter Paramedic employees shall be at-will employees and shall be entitled to health insurance, CalPERS retirement, retiree health savings account, long term disability, holiday pay, vacation and sick leave and other benefits, on the same terms and conditions as a newly hired regular status employee.

F. The length of service and service credit shall start from the initial date of hire as a limited term Firefighter Paramedic and be deemed continuous service upon the transfer to a regular Firefighter Paramedic position without a break in service.

G. Nothing in this Article shall change the at-will, temporary status of a limited term appointment.

H. In all circumstances, appointments made based on this provision or into regular service are at the sole discretion of the Fire Chief.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 43 Memorandum of Understanding
The terms and conditions of this Memorandum of Understanding are executed this 18 day of March 2026 by the Employer-Employee representatives whose signatures appear below on behalf of their respective organizations.

CITY OF ROSEVILLE: ROSEVILLE FIREFIGHTERS’:
________________________________ _____________________________

DOMINICK CASEY TREVOR HARTMAN
City Manager President
_________________________________ ______________________________

TIM DAVIS LARRY MENTH
Chief Negotiator Chief Negotiator
_________________________________ ______________________________

STACEY PETERSON ABRAM NEITLING
Member, Negotiating Team Member, Negotiating Team
_________________________________ ______________________________

DENNIS KAUFFMAN AUSTIN MERRITT
Member, Negotiating Team Member, Negotiating Team
_______________________________

MATT LAUCHNER MATT WALLING
Member, Negotiating Team Member, Negotiating Team

EVELYN BOWERS
Member, Negotiating Team

SAMANTHA JOHNSON
Member, Negotiating Team

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 44 Memorandum of Understanding
APPENDIX “A”

ROSEVILLE FIREFIGHTERS CLASSES
3375 FIRE & ENVIR SAFETY INSPEC I
3377 FIRE & ENVIR SAFETY INSPEC II
3320 FIRE CAPTAIN
3340 FIRE ENGINEER
1022 FIRE & ENVIR INSPECTION SUPERVISOR
3350 FIREFIGHTER-EMT I
3353 FIREFIGHTER-PARAMEDIC I
3355 FIREFIGHTER-PARAMEDIC II
1174 FIRE PLANS EXAMINER

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/26-12/31/29 Page 45 Memorandum of Understanding
APPENDIX “B”

SURVEY AGENCIES
City of Sacramento
Davis
Fairfield
Folsom
Lodi
Rocklin
Sacramento Metropolitan Fire Protection District
Vacaville
City of West Sacramento
El Dorado Hills Fire Department
Consumnes Community Services District Fire Department

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

January 1, 20262 – December 31, 20295

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.............................................................................................................................. 7 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ............................................10 ARTICLE IV. MEAL BREAK .....................................................................................................................10 ARTICLE V. WORKING OUT OF CLASS ................................................................................................11 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................12 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................15 ARTICLE VIII. LONGEVITY PAY..............................................................................................................17 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................18 ARTICLE XII. STRIKE TEAM....................................................................................................................19 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................20 ARTICLE XV. COMFORT CANINE HANDLER ASSIGNMENT................................................................21 CHAPTER 3. LEAVES ..............................................................................................................................21 ARTICLE I. VACATION LEAVE................................................................................................................21 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................23 ARTICLE III. SICK LEAVE........................................................................................................................25 ARTICLE IV. JURY DUTY LEAVE............................................................................................................26 ARTICLE V. MILITARY LEAVE................................................................................................................26 ARTICLE VI. MATERNITY LEAVE...........................................................................................................27 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................27 CHAPTER 4. INSURANCES.....................................................................................................................28 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................28 ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................30 ARTICLE III. LIFE INSURANCE ...............................................................................................................31

ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................32 ARTICLE V. DEFERRED COMPENSATION.............................................................................................32 CHAPTER 5. RETIREMENT .....................................................................................................................33 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................33 CHAPTER 6. HOURS & SCHEDULES.....................................................................................................35 ARTICLE I. HOURS OF SERVICE............................................................................................................35 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................36 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................36 ARTICLE IV. LONG TERM VACANCIES .................................................................................................37 ARTICLE V. MODIFIED DUTY..................................................................................................................37 ARTICLE VI. SPECIAL ASSIGNMENTS...................................................................................................37 ARTICLE VII. TEMPORARY ASSIGNMENTS...........................................................................................38 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................39 ARTICLE I. NON-DISCRIMINATION ........................................................................................................39 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................39 ARTICLE III. SENIORITY ..........................................................................................................................39 ARTICLE IV. UNION ACTIVITIES.............................................................................................................40 ARTICLE V. SAFETY................................................................................................................................41 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................41 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................42 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................43 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................43 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................43 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................43 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................43 ARTICLE XIII. TOWELS/LINENS .............................................................................................................43 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................43 ARTICLE XV. NO SMOKING ....................................................................................................................44 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................44 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................44 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................44 ARTICLE XIX. EDUCATIONAL REIMBURSEMENT ................................................................................45 ARTICLE XX. LIMITED TERM ...................................................................................................................45 APPENDIX “A”...........................................................................................................................................47 APPENDIX “B”...........................................................................................................................................48 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.............................................................................................................................. 7 ARTICLE III. EMERGENCY WORK HOURS AND DUTY ASSIGNMENTS ..............................................9 ARTICLE IV. MEAL BREAK .....................................................................................................................10 ARTICLE V. WORKING OUT OF CLASS ................................................................................................10 ARTICLE VI. EDUCATIONAL INCENTIVE...............................................................................................11 ARTICLE VII. UNIFORM ALLOWANCE...................................................................................................13 ARTICLE VIII. LONGEVITY PAY..............................................................................................................14 ARTICLE X. EMERGENCY MEDICAL TECHNICIAN/PARAMEDIC .......................................................15 ARTICLE XI. STRIKE TEAM.....................................................................................................................16 ARTICLE XII. PAY PERIOD - FLSA .......................................................................................................16 ARTICLE XIII. PAYROLL ERRORS ..........................................................................................................16 ARTICLE XV. SPECIAL COMPENSATION..............................................................................................17 CHAPTER 3. LEAVES ..............................................................................................................................18 ARTICLE I. VACATION LEAVE................................................................................................................18 ARTICLE II. HOLIDAYS/SCHEDULING TIME OFF .................................................................................19 ARTICLE III. SICK LEAVE........................................................................................................................21 ARTICLE IV. JURY DUTY LEAVE............................................................................................................22 ARTICLE V. MILITARY LEAVE................................................................................................................22 ARTICLE VI. MATERNITY LEAVE...........................................................................................................23 ARTICLE VII. CATASTROPHIC LEAVE ..................................................................................................23 CHAPTER 4. INSURANCES.....................................................................................................................24 ARTICLE I. HEALTH AND WELFARE BENEFITS ..................................................................................24 ARTICLE II. RETIREE HEALTH BENEFITS ............................................................................................25 ARTICLE III. LIFE INSURANCE ...............................................................................................................27 ARTICLE IV. EMPLOYEE ASSISTANCE PROGRAM.............................................................................28 ARTICLE V. DEFERRED COMPENSATION.............................................................................................28 CHAPTER 5. RETIREMENT .....................................................................................................................29 ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM .................................................................29

CHAPTER 6. HOURS & SCHEDULES.....................................................................................................31 ARTICLE I. HOURS OF SERVICE............................................................................................................31 ARTICLE II. DAYLIGHT/STANDARD TIME CHANGES..........................................................................32 ARTICLE III. MODIFIED DUTY ASSIGNMENT.......................................................................................32 ARTICLE IV. LONG TERM VACANCIES .................................................................................................33 ARTICLE V. MODIFIED DUTY..................................................................................................................33 CHAPTER 7. MISCELLANEOUS ISSUES ...............................................................................................34 ARTICLE I. NON-DISCRIMINATION ........................................................................................................34 ARTICLE II. UNFAIR LABOR PRACTICES .............................................................................................34 ARTICLE III. SENIORITY ..........................................................................................................................34 ARTICLE IV. UNION ACTIVITIES.............................................................................................................35 ARTICLE V. SAFETY................................................................................................................................36 ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS...............................................36 ARTICLE VII. CAUSES FOR DISCIPLINE ...............................................................................................37 ARTICLE VIII. (INTENTIONALLY LEFT BLANK) ....................................................................................38 ARTICLE IX. NO STRIKE (CONCERTED ACTION) ................................................................................38 ARTICLE X. MINIMUM SCORES AND COMPUTATIONS ......................................................................38 ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS ................................................38 ARTICLE XII. HEALTH MAINTENANCE PHYSICALS............................................................................38 ARTICLE XIII. TOWELS/LINENS .............................................................................................................38 ARTICLE XIV. STATION ASSIGNMENTS ...............................................................................................38 ARTICLE XV. NO SMOKING ....................................................................................................................38 ARTICLE XVI. ALCOHOL AND DRUG POLICY......................................................................................39 ARTICLE XVII. REMOTE EMAIL ACCESS...............................................................................................39 ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH..............................................................................39 ARTICLE XIX. EDUCATIONAL REIMBURSEMENT ................................................................................39 ARTICLE XX. LIMITED TERM ...................................................................................................................40 APPENDIX “A”...........................................................................................................................................42 APPENDIX “B”...........................................................................................................................................43

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 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, 20262, and shall expire December 31, 20295.

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: 1/1/262-12/31/295 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 perogatives 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: 1/1/262-12/31/295 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: 1/1/262-12/31/295 Page 4 Memorandum of Understanding
CHAPTER 2. COMPENSATION
ARTICLE I. SALARIES
A. Salaries
1) Labor Market Adjustments -
Effective March 21, 2026, January 15, 2022, the following salary increases to base hourly rate shall be implemented for employees in the classifications listed below:

Classification A Schedule B Schedule
Fire Engineer 6.5%5.93% 6.55.93%
Firefighter Paramedic II 6.55.93% 6.55.93%
Firefighter Paramedic I 6.53.0% 6.53.0%
Firefighter EMT I 10.05.93% 10.05.93%
Fire Captain 6.53.0% 6.5%412%
Fire and Environmental Safety Inspector II 2.00%3.0% 3.064.96% Fire and Environmental Safety Inspector I 2.00%3.0% 3.064.96% Fire Plans Examiner 3.06% 3.06%
Fire and Environmental Inspection Supervisor 3.063.0% 3.064.96% Labor Market Adjustments2)
Effective the first full pay period in January 2023, the same benchmark job classifications used in the 2020 Total Compensation Study will be studied in 2022, except the Firefighter Paramedic will be the benchmark job classification for the safety classes and the parties agree to review the percentage differential between the Fire and Environmental Inspection Supervisor and the Fire and Environmental Safety Inspector II salary range. The effective date of the Total Compensation Study survey data is July 1, 2022. In addition, the parties agree to internally align the base pay of the Fire Engineer Classification at 2.5% above the base pay of the Firefighter Paramedic and the Fire Captain at 5% above the base pay of the Fire Engineer.

Except as stated in the paragraph above and included with the language change for Article VI Education Incentive, Special Pay Section E, the Total Compensation Study will use the agencies provided in Appendix “B” for comparison and will be based on the same salary, benefit elements and methodology used in the 2020 Total Compensation Study for each classification, which include:

Minimum Base Salary
Maximum Base Salary
Employee’s Portion of PERS Paid by the Employer (%)
Employee’s Portion of PERS Paid by the Employer
Deferred Compensation
Longevity Pay (Year 10)
Maximum Education/Certification Pay
Education/Certification Pay Notes
Cafeteria Plan
Health (Most Expensive Plan)
Dental
Vision
Life Insurance
Long-Term Disability Insurance
Retiree Health Savings Account (RHSA)

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 5 Memorandum of Understanding
Social Security/Medi-Care
Employee Contributions Towards RHSEmployer 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 14, 2022. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 28, 2022.

The City will provide a Salary Increase for each classification falling below the total compensation 55th percentile by an amount to match the market 55th percentile. Salary increases, if applicable, for the surveyed classifications that are behind the market 55th percentile, and their related internal relationships, will be implemented in the first full pay period in January 2023 for Salary Schedule B and Salary Schedule A. 3)2)General Wage Increase and Rank Separation –
Effective the first full pay period in January 2027 2024, 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 listed in Appendix “A” shall be increased by two and one half percent (2.5%) of “base” hourly rate salary 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 7.510% 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.
4)3)Labor Market Adjustments –
Effective the first full pay period in January 20285, the same Firefighter Paramedic (PEPRA) benchmark job classifications used in the 20245 Total Compensation Study will be studied in 20274. The effective date of the Total Compensation Study survey data is July September 1, 20274. In addition, the parties agree to maintain the internal alignment of the base pay of the Fire Engineer Classification at 2.510% above the base pay of the Firefighter Paramedic and adjust the Fire Captain base pay at 910% 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 typessalary, benefit elements and methodology used in the 20252 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
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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 6 Memorandum of Understanding
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 154, 20274. The RFF will provide any comments regarding the accuracy of the Total Compensation Survey no later than October 298, 20274. The City will provide a Salarybase hourly rate Iincrease in the first full pay period in January 20285 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, 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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 7 Memorandum of Understanding
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 workweek) shift extensions (see subsection EF)

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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 8 Memorandum of Understanding
CD. 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 "FE" 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.

DF. 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 normal 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. Regular Contract Overtime. Regular Contract overtime shall be compensated at one and one-half (1 ½) the employee's normal 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 regular contract overtime (one and onehalf) 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. Holidays, sick leave, compensatory time off, vacation leave and floating holidays are considered time worked for the purposes of computing 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.

45. 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.

56. 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;

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 9 Memorandum of Understanding
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 straight time 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. at straight time.

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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 10 Memorandum of Understanding
HF. 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.

IG. 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 of regular pay plus 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. Under this option, the employee must be given another scheduled work day off within the period of five (5) working days before to five (5) working days after the worked holiday with corresponding notations upon appropriate payroll reports.

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:

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 11 Memorandum of Understanding
A. Employees required to work between two (2) to four (4) extra hours shall be entitled to one (1) meal break.

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

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:

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 12 Memorandum of Understanding
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 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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 13 Memorandum of Understanding
5% of base hourly ratepay
Bachelor of Arts or Science Degree from an accredited college or university 10% of base hourly ratepay
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
if 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 AssociatesAssociate’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%).

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 14 Memorandum of Understanding
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.

D. Education incentive pay shall not be computed for contract overtime, which only includes base hourly rate, plus applicable longevity. payroll purposes such that the payment results in a supplement to base salary compensation, particularly where it would have a compounding wage effect upon overtime and acting assignments. 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 are assigned to the Hazardous Material Response Team (HMRT) who possessing a valid California State hazardous materials technician or specialist certificate regularly and routinely train for the Hazardous Material Response Team and and shall receive no more than two and one-half (2.5%) of base hourly ratesalary bi-weekly.

1. 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 ratepay bi-weekly.

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

3. 4.

5.4.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.

6. The City has a goal of maintaining the HMRT at ten (10) qualified Team members per shift.

However, this agreement in no way diminishes the City’s right to determine the appropriate number of HMRT members.

7. 8.5. In order to qualify for the hazardous materials certificate compensation, those employees assigned to the HMRT agree to:
a. Maintain the appropriate certification, training and Team 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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 15 Memorandum of Understanding

1. All Eemployees possessing all requisite training and certificates regularly and routinely prepare and train assigned to serve on the Rescue Response TeamTask Force and shall receive no more than two and one half five percent (2.5%) of base hourly ratesalary biweekly.

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 to serve on the Rescueon the Rescue Task Force but not currently assigned shall receive no more than two and one-half no more than five percent (2.5%) of base hourly ratesalary bi-weekly.

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.

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
Operations
A. The City shall provide an annual uniform allowance of $10001,300 per year (pro-rated for a new hire an advanced allowance payment). . Such allowance shall be spread through the calendar year, to be paid in the bi-weekly payroll check, effective March 21, 2026.included in the bi-weekly payroll check and paid semi-annually with the first payment being paid with the last biweekly payroll check in July and the second with the last biweekly payroll check in December of each year. 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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 16 Memorandum of Understanding
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 advance of the $500 semi-annual uniform allowance 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 receive have a bi-weekly payment start the next semi-annual payment until 6 months after receipt of the $500 advance (e.g. an employee is hired in the last bi-weekly payroll for on August 28th, the employee submits a request and receives a $500 uniform allowance advance payment in the first bi-weekly payroll for September. on the next pay check; Tthe employee will not start receiving the bi-weekly e a $500 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 advanceincluded in the last check in December, but will receive a semiannual uniform allowance payment in July.).

1. Theis 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
Wildland bootsForestry or logger type wildland boots (Operations Only-optional) Class B station cCoatt and /jacket
Class B station cCoat/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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 17 Memorandum of Understanding
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 ratesalary
Beginning of 15th year to 5.0% of base hourly rate salary completion of 19th year
Beginning of 20th year and 7.5% of base hourly rate salary every year thereafter
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 receive a performance bonus as follows:

Service Term Performance Bonus
Beginning of 10th year to
completion of 14th year 2.5% of the annual base hourly ratesalary Beginning of 15th year and
every year thereafter 5.0% of the annual base hourly ratesalary

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 18 Memorandum of Understanding
The annual lump sum performance bonus shall be paid with the first full pay checkin January each year based upon the base salary paid during the first full pay period in the previous November of each year.

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, 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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 19 Memorandum of Understanding
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.

3. Fire Captains and Fire Engineers receiving this incentive pay will be expected to possess perform paramedic skills and perform paramedic tasks.
as necessary and in accordance with local EMS agency and Fire Department policy.

ARTICLE XIV. SPECIAL COMPENSATION
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, while in the course of their employment and away from their official duty station and assigned to an emergency incident, in support of an emergency incident, or prepositioned for emergency response in Aapproved strike team/overhead assignments, single resource engine, or overhead assignments (i.e.e.g., Strike Team Leader, Line EMT, Heavy

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 20 Memorandum of Understanding
Equipment Boss, Safety Officer, Overhead or other recognized positions), shall receive a ten percent (10%) differential differential for any reimbursable incident. The differential shall apply from the time of deployment to the employee's return from the deployment (i.e., portal to portal).

B.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.

Deployments through the Nevada-Yuba-Placer (NEU) Assistance by Hire agreement, FEMA, and other entities in which the 5% differential is not reimbursed as part of the employee’s pay are not subject to the 5% incentive.

ARTICLE XII. PAY PERIOD - FLSA
The City will maintain a twenty-four (24) day FLSA pay period to coincide with the 48/96 work schedule.

Salaries will continue to be paid bi-weekly. All regularly scheduled overtime shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

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 wagessalary, 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
1 Engineer
2 Firefighter/Paramedics
Engine: 1 Captain
1 Engineer
1 Firefighter/Paramedic

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 21 Memorandum of Understanding
ARTICLE XV. SPECIAL COMPENSATION
All special compensation listed in Articles VI through X of this chapter shall be reported to CalPERS as special compensation under C.C.R § 571, pursuant to the Public Employee Retirement Law.

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.

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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 22 Memorandum of Understanding
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, Eeach 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

6.4625.538 hr 76 shifts (168144
hours)
288
Start of 5th yr to completion
of 9th year

8.3087.385 hr 98 shifts (216192
hours)
384
Start of 10th yr to
completion of 14th yr

9.2318.308 hr 109 shifts (24016
hours)
432
Start of 15th yr to
completion of 19th yr

10.1549.231 hr 1110 shifts (264240
hours)
480
Start of 20th yr and
succeeding years

11.07710.154 hr 1211 shifts (28864
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.

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 Firefightersshift employees] prior to the anniversary date or, if operational necessity will not permit taking such time, the employee may be paid the base straight time hourly rate, plus applicable longevity pay, equivalent for up to twenty (20) hours [thirty (30) hours for Firefightersshift employees].

All hours in excess of twenty (20) hours [thirty (30) hours for Firefightersshift 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 allowedforfeited by the employee. Additionally, when excess vacation accrues during an employee's disability leave, jury duty, or military leave as provided in these rules, the

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 23 Memorandum of Understanding
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 Firefightersshift employees] or receiving the base hourly rate, plus applicable longevity pay, straight time hourly equivalent 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
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)

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 24 Memorandum of Understanding
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 a minimum of eight (8) hours of holiday with additional hours requested in one (1) hour full shift increments up to twenty-four (24) hours.

C.B.

C. In lieu of holiday time off, shift employees may elect to receive base hourly pay rate, plus applicable longevity pay, straight salary 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 onehalffull 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.

D.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.

E.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 regular rate of pay.

F.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.

G.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 paystraight time rate.

H.I. SCHEDULING TIME OFF

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 25 Memorandum of Understanding

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.

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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 26 Memorandum of Understanding
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.

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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 27 Memorandum of Understanding
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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 28 Memorandum of Understanding
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 January 1, 2022, or upon Council approval, whichever is later, the City provides a flex plan credit to be used by active employees based on medical plan tier election (EE only, EE+1, Family), to be used by active employees 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.

Effective January 1, 2023, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 29 Memorandum of Understanding

3. Effective January 1, 2024, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

Effective January 1, 2025, the City agrees to provide a flex plan credit based on medical plan tier election (EE only, EE+1 or Family) to be used by active employees for any benefit covered under the Cafeteria Plan, as follows:

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.

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.

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $318/month $673/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $363/month $748/month
Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $408/month $823/month

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 30 Memorandum of Understanding
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.

Employees will contribute one percent (1%) of their annual (or yearly) base hourly ratesalary 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 rateannual salary.

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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 31 Memorandum of Understanding
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 ratesalary 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.

2. After five (5) years of continuous 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 accruing ten (10) cumulative years of service with the City and pursuant to the vesting schedule in Section E of this Article, employees may draw from the City contribution to this account upon retirement .

3. 4. Employees who terminate City service for reasons other than retirement prior to twenty (20) years of cumulative service with the City will forfeit any City contributions.

5. 6.2. Employees must retire from the City of Roseville and be enrolled in the City of Roseville’s health plan in order to utilize City contributions to the employee’s RHS accounts. After ten (10) years of cumulative service with the City of Roseville, City contributions to the employee’s RHS account may be used for all covered medical expenses pursuant to Section 213 of the IRS Code including participation in non-City sponsored plans.

ARTICLE III. LIFE INSURANCE

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 32 Memorandum of Understanding
A. The City agrees to provide eligible employees with a fully paid life insurance program in the amount of twice the annual wagessalary 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 salary into the city sponsored deferred compensation plan for employees who have completed five (5) continuous years of regular employment with the City of Roseville.

B.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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 33 Memorandum of Understanding
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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 34 Memorandum of Understanding
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 October 21, 2015 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 August 15, 2015December 16, 2016, or as soon as administratively possible whichever date is later, 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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 35 Memorandum of Understanding
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 City will maintain a twenty-four (24) hour day FLSA pay period to coincide with the 48/96 work schedule. Salaries will be paid bi-weekly.

D.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.

E.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. The hours worked will be compensated at their regular overtime rate.

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 hours worked will be counted to them as SOD (overtime) hours. 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.be counted to them as SOD (overtime) hours. The employee working down will be compensated at their regular overtime rate.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 36 Memorandum of Understanding

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 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 dutyModified 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 dutymodified 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 dutymodified 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 dutya 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 dutymodified 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 statementprovider’s statement of work restriction(s) and approval of the City Manager concerning whether or not a modified dutymodified duty assignment can be accommodated.

F. If a modified dutymodified 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 dutymodified duty.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 37 Memorandum of Understanding
H. Modified dutyModified 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 dutymodified duty assignments. In no case will a modified dutymodified duty assignment be continued once an employee has reached a permanent and stationary status.

I. Modified dutyModified 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 dutymodified duty assignment, the employee shall be compensated for hours worked at the regular rate of base hourly rate pay, plus applicable supplemental pays,salary 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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 38 Memorandum of Understanding
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.

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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 39 Memorandum of Understanding
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.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 40 Memorandum of Understanding
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.

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

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 41 Memorandum of Understanding
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 time worked for overtime, retirement, or any other benefit purpose. However, any donated hours will be subject to applicable state and federal payroll taxes.

ARTICLE V. SAFETY
A. The City shall continue to provide for the safety of employees during the hours of their employment. In this regard, the City agrees that it will receive and consider written recommendations with respect to unsafe working conditions or other safety ideas in the area of working conditions from any employee or the Union; and the employees and the Union agree that they will forward their safety recommendations and ideas to the City.

B. The City shall take all reasonable and readily available precautions when employees' assigned duties are performed under generally known extraordinarily life endangering conditions not normally associated with fire fighting and fire safety and prevention activities.

C. To the extent reasonably ascertainable by the City, fire fighting equipment provided and maintained by the City shall be reasonably safe and adequate for its normal and intended use.

Provided however that nothing herein is to be construed to mean that the City assumes the liability of any other party, or waives any rights, defenses to liability or causes of action that it may have in law or equity.

ARTICLE VI. MEMBERSHIP DUES AND AUTHORIZED DEDUCTIONS
A. The Association shall be entitled to have membership dues and other lawful deductions of its members deducted from their paychecks in accordance with the procedures required by law and set forth herein. To the extent required by Government Code Sections 1157.3 and 1157.12, the City shall honor employees’ voluntary authorizations for Association dues deductions from employee paychecks. Such authorized deductions shall be remitted monthly to Association along with an adequate itemized record of deductions. The City shall make every reasonable effort to remit the amounts deducted within ten (10) working days following the payday on which the deductions were made.

B. In making such authorized membership dues deductions, the City shall rely on written certification from the Association confirming that the Association has and will maintain authorizations signed by each individual employee from whose paychecks the deduction is to be made that the individual affirmatively consents to the dues deduction in a manner that meets the requirements of state and federal law, including but not limited to applicable provisions of Government Code Sections 1150-1157.12 and the First Amendment of the United States Constitution. After providing the required certification, the Association shall not be required to provide a copy of individual authorizations to the City unless a dispute arises about the existence or terms of the authorization. To the extent required by law, the City will rely on information provided by the Association in writing regarding whether dues deductions were properly cancelled or changed.

Any requests from the Association that the City change dues deductions shall include a certification that the changes are requested with the affirmative consent of the individual employee(s) and otherwise comply with all requirements of state and federal law.

C. The amount of membership dues shall be set by the Association. All changes in dues deductions shall become effective the first of the month following written notification to the City Chief Financial Officer.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 42 Memorandum of Understanding
D. The City agrees to direct all employees to the Association with regard to any questions or concerns related to membership dues or any other mutually agreed payroll deduction. The City agrees to send requests to cancel or change dues deductions to the Association.

E. The City agrees to provide to Association on a monthly basis a payroll dues deduction report.

F. The employee's earnings must be regularly sufficient, after other legal and required deductions are made, to cover the amount of the dues check-off authorized. When an employee, in good standing in the Association, is in a non-pay status, for the full pay period when his/her dues would normally be withheld, no dues deduction will be made to cover that withholding from the current or future earnings; nor will the employee deposit the amount with the City which would have been withheld if the employee had been in a pay status during that period. In the case of an employee who is in a non-pay status during only a part of the pay period and their wagessalary is are not sufficient to cover the full withholding, no deduction shall be made. In this connection, all other legal and required deductions have priority over Association dues..

G. The Association shall indemnify, defend, protect and hold harmless the City and its elected and appointed officials, officers, employees, officers and agents (collectively hereafter the “Indemnitees”) from and against any and all claims, liabilities, losses, damages, fines, penalties, claims, demands, suits, actions, causes of action, judgments, costs and expenses (including, but not limited to, reasonable attorneys’ fees and court costs) arising from the application of any provisions under this Article, including, but not limited to, any claims made by any member employees for the membership dues deductions the City made in reliance on the Association’s certification, and any claims made by any member employees for any deduction cancellation or modification the City made in reliance on the information provided by the Association, provided that the City promptly notify the Association of any such matter for which it is seeking indemnification after the City has knowledge of the occurrence of such matter.

H. In the event any such action or proceeding is brought against the City by reason of any such claim, the Association, upon notice from the City, covenants to defend such action or proceeding by counsel reasonably satisfactory to the City. Further, the Association agrees to indemnify and hold harmless the Indemnitees for any loss or damage arising from the Association’s actions or inactions under this Article.

ARTICLE VII. CAUSES FOR DISCIPLINE (Refer to Section 3.16.020, Personnel Rules) The Fire Department uses The City of Roseville Fire Department Administrative Investigation Manual as a guideline.

The discipline of City of Roseville employees, including Roseville Firefighters (RFF) members, may be by written reprimand, suspension, demotion, discharge, transfer for purposes of corrective measures or other actions not inconsistent with the provisions of the City Charter, and is governed by Article VIII of the City Charter, Section 8.04 Personnel Rules, Subsection (i), and Roseville Municipal Code Chapter 3.16 and applicable law including Government Code Section 3250 et. seq.

Roseville Municipal Code Section 3.16.020 provides details regarding the Causes for Discipline and Section 3.16.030 outlines the Types of Discipline available. Should the performance of an RFF member warrant some form of discipline, the type and imposition of discipline will be governed by the Roseville Municipal Code and applicable law including Government Code Section 3250 et. seq.

Additionally, pursuant to the Firefighter Bill of Rights, if applicable, sworn personnel have the right to an administrative appeal. To file an administrative appeal, you must submit a written request for administrative appeal in writing to the Human Resources Director within 5 business days of being issued

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 43 Memorandum of Understanding
a written reprimand. For discipline issued by the Fire Chief, the City Manager will be the designated appeal hearing officer.

ARTICLE VIII. (Intentionally left blank)
ARTICLE IX. NO STRIKE (CONCERTED ACTION)
Union agrees that for the term of this Agreement, the Union and its members shall not call or engage in any strike, slowdown, suspension or stoppage of work activity, or sanction any such conduct by unit employees, and the City agrees that it shall not cause or engage in any lockout.

ARTICLE X. MINIMUM SCORES AND COMPUTATIONS
Refer to Municipal Code Section 3.05.070 for selection process applicant scoring.

ARTICLE XI. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS Refer to Municipal Code Section 3.050.110 (B) and 3.06.030 Appointments.

ARTICLE XII. HEALTH MAINTENANCE PHYSICALS
When, in the opinion of the City Manager, Human Resources Director, or department head, it would be in the best interest of the City or a specific function of City service to evaluate the medical or psychological condition of any candidate or employee, the Human Resources Director may schedule such employee(s) for an examination with a physician, or other appropriate licensed health professional, selected by the City and at City expense. The results of such examination shall be available to the Human Resources Director, City Manager, and the department head as may be appropriate in the same manner as new employee examinations. Each employee is independently responsible for compliance with the advice and suggestions made by the physician/licensed health professional as a result of such examination. All nonindustrial care, treatment, or other requirements recommended by the physician/licensed health professional shall be at the expense of the employee. The City shall receive from the City-selected physician/licensed health professional a notice of examination completion, whether or not further treatment or specialized diagnosis is required, and a certification that the employee is able to continue job performance. In the event an employee is certified by the City physician/licensed health professional as unable to continue performance of the duties assigned to the position, that employee shall not return to the active service until such time as the employee is determined by the City physician/licensed health professional to be permanently able to continue job performance.

ARTICLE XIII. TOWELS/LINENS
The City agrees to provide towels, sheets, linens and pillow cases (linens) at each fire station.

Employees will be responsible for washing and drying linens in conjunction with other station housekeeping duties.

ARTICLE XIV. STATION ASSIGNMENTS
The City agrees to maintain a Standard Procedure Manual Policy regarding a method by which employees may express their preference for station assignments.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 44 Memorandum of Understanding
ARTICLE XV. NO SMOKING
Employees hired on/after January 1, 2004 must be tobacco free and cannot use tobacco products on or off duty.

ARTICLE XVI. ALCOHOL AND DRUG POLICY
City and Union agree to continue to enforce the current Alcohol and Drug Abuse Policy.

In addition to the above-mentioned policy, all employees will be required to notify the City in writing of any criminal drug statute conviction for a violation occurring in the workplace not later than five (5) calendar days after such conviction.

ARTICLE XVII. REMOTE EMAIL ACCESS
Employees will be allowed to enter into a remote email access agreement with the City of Roseville as described in the Administrative Regulations. Employees understand that this voluntary policy is being adopted for their convenience and no compensation will be provided as a result of incidental access to the City’s email system.

ARTICLE XVIII. TEMPORARY LAYOFF/FURLOUGH
A. Temporary layoff under this section is defined as the City’s temporary reduction or abolition of an employee’s allocated position. Temporary layoffs shall not exceed twelve (12) working days per a twelve (12) month notice period. The reduction in employee salary will be equalized over the twelve (12) month period following the first day of furlough.

B. The City Manager may exempt employees from one (1) or more furlough days based on the operating needs of the City.

C. Employees may request specific furlough days off in eight (8) hour increments, subject to management approval.

D. There shall be no reduction in the City’s contribution to retirement, health, dental, vision, life, and LTD as a result of employees being furloughed.

E. Furlough days shall be counted as time worked for purposes of retirement credits.

F. Accrued furlough leave shall have no cash value.

NOTICE OF TEMPORARY LAYOFF/FURLOUGH
The Human Resources Director shall provide written notice to each department classified employee affected by a temporary layoff (furlough) at least fifteen (15) calendar days prior to the effective date of the action. Notice shall be personally delivered to the employee, or sent by U.S. first class mail to the employee’s last known address. The notice will state the duration of the temporary layoff. An employee may respond to the notice but shall not have a right to appeal such action.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 45 Memorandum of Understanding

BUMPING
Employees who are subject to a temporary layoff are not eligible to exercise bumping rights under this chapter.

ARTICLE XIX. EDUCATIONAL REIMBURSEMENT
Employees may be reimbursed for the tuition and fees connected with approved job related educational courses not to exceed $500 per year for Firefighter/Paramedic I/II, $400 per year for Fire Engineer and $300 per year for Fire Captain. The cost of books is not covered in this Agreement. The employee will submit the request for reimbursement to the Training Battalion Chief, who will accept or reject the request. The request must be made before the class has been completed. The request will then be forwarded with the Fire Chief’s recommendation to the Human Resources Department, who will make the final decision to accept or reject the request. No payment will be made until the final proof of a passing grade is submitted to the Human Resources Department. The City has established a $6,000 educational reimbursement fund to be administered by the Human Resources Department. Once the fund balance is depleted, no further reimbursements will be approved.

ARTICLE XX. LIMITED TERM
Pursuant to Section 3.06.095 of the City’s Personnel Rules, the following shall apply to Firefighter Paramedic limited term appointments.

A. A limited term employee appointed from a certified hiring list to a Firefighter Paramedic limited term position shall have their service in the limited term position counted toward their probationary period in classified service should they be transferred, in accordance with Personnel Rule 3.07.030, to a regular Firefighter Paramedic position without a break in City service.

B. At the conclusion of at least every three months the limited term Firefighter Paramedic’s performance shall be evaluated in the manner described in Personnel Rule Section 3.06.150.

C. A limited term Firefighter Paramedic who is transferred from a limited-term position to a regular Firefighter Paramedic position, at the sole discretion of the Fire Chief, having the same salary range and substantially similar duties, shall be compensated at the same step in the salary range as previously received without a change in the anniversary date.

D. Salary Step Advancement. A merit step increase may be granted to a limited term Firefighter Paramedic employee pursuant to City’s Personnel Rules 3.11.030, subject, but not limited, to the following:

1. “Anniversary date” means the date upon which an employee first appears on the City payroll due to original appointment to the Firefighter Paramedic limited-term position, and in which the employee becomes eligible for salary step advancement consideration.

2. A limited term Firefighter Paramedic shall be provided with an employee evaluation in accordance with Chapter 3.14 of the Personnel Rules.

E. Limited term Firefighter Paramedic employees shall be at-will employees and shall be entitled to health insurance, CalPERS retirement, retiree health savings account, long term disability, holiday pay, vacation and sick leave and other benefits, on the same terms and conditions as a newly hired regular status employee.

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 46 Memorandum of Understanding
F. The length of service and service credit shall start from the initial date of hire as a limited term Firefighter Paramedic and be deemed continuous service upon the transfer to a regular Firefighter Paramedic position without a break in service.

G. Nothing in this Article shall change the at-will, temporary status of a limited term appointment.

H. In all circumstances, appointments made based on this provision or into regular service are at the sole discretion of the Fire Chief.

The terms and conditions of this Memorandum of Understanding are executed this 18 day of March 2026 by the Employer-Employee representatives whose signatures appear below on behalf of their respective organizations.

CITY OF ROSEVILLE: ROSEVILLE FIREFIGHTERS’:
________________________________ _____________________________

DOMINICK CASEY TREVOR HARTMAN
City Manager President
_________________________________ ______________________________

TIM DAVIS LARRY MENTH
Chief Negotiator Chief Negotiator
_________________________________ ______________________________

STACEY PETERSON ABRAM NEITLING
Member, Negotiating Team Member, Negotiating Team
_________________________________ ______________________________

DENNIS KAUFFMAN AUSTIN MERRITT
Member, Negotiating Team Member, Negotiating Team
_______________________________

MATT LAUCHNER MATT WALLING
Member, Negotiating Team Member, Negotiating Team

EVELYN BOWERS
Member, Negotiating Team

SAMANTHA JOHNSON
Member, Negotiating Team

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 47 Memorandum of Understanding
APPENDIX “A”

ROSEVILLE FIREFIGHTERS CLASSES
3375 FIRE & ENVIR SAFETY INSPEC I
3377 FIRE & ENVIR SAFETY INSPEC II
3320 FIRE CAPTAIN
3340 FIRE ENGINEER
1022 FIRE & ENVIR INSPECTION SUPERVISOR
3350 FIREFIGHTER-EMT I
3353 FIREFIGHTER-PARAMEDIC I
3355 FIREFIGHTER-PARAMEDIC II
1174 FIRE PLANS EXAMINER

Roseville Firefighters, Local 1592 - Term of Agreement: 1/1/262-12/31/295 Page 48 Memorandum of Understanding
APPENDIX “B”

SURVEY AGENCIES
City of Sacramento
Davis
Fairfield
Folsom
Lodi
Rocklin
Sacramento Metropolitan Fire Protection District
South Placer Fire Protection District
Vacaville
City of West Sacramento
El Dorado Hills Fire Department
Consumnes Community Services District Fire Department

ORDINANCE NO. 7055

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING ORDINANCE NO. 6982, THE SALARY ORDINANCE FOR EMPLOYEES REPRESENTED BY ROSEVILLE FIREFIGHTERS, LOCAL 1592, AS AMENDED BY APPENDIX “A”, TO BE EFFECTIVE MARCH 21, 2026 AS AN URGENCY MEASURE
THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. Title and Purpose.

Ordinance No. 6982, the Salary Ordinance for Roseville Firefighters, Local 1592, is hereby amended as shown on Appendix “A” for salary schedules A & B attached hereto reflecting labor market adjustments.

SECTION 2. Salary Schedule Effective Date.

A Classification Salary Plan adopted by this Ordinance shall be effective March 21, 2026 as an urgency measure.

SECTION 3. Urgency Ordinance.

This ordinance is hereby declared to be an urgency measure, immediately necessary for the public peace, health and safety and shall take effect March 21, 2026. A statement of urgency is as follows:

It is necessary to amend the Salary Ordinance to comply with recently approved changes for the orderly and necessary continuance of operations of the City.

SECTION 4. Posting.

The City Clerk is hereby authorized and directed to post a true copy of the foregoing ordinance in each of three (3) conspicuous locations in the City and she shall immediately after such posting enter in the Ordinance Book under the record of the ordinance a certificate under her hand 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

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3320ZA Fire Captain 8Hr-ZA Step A 50.4105 4032.84 8737.82 104853.84 Step B 52.9307 4234.46 9174.65 110095.86
Step C 55.5772 4446.18 9633.38 115600.58
Step D 58.3564 4668.51 10115.11 121381.31
Step E 61.2740 4901.92 10620.83 127449.92
Step F 64.3378 5147.02 11151.89 133822.62
Step G 67.5545 5404.36 11709.45 140513.36
Step H 70.9326 5674.61 12294.98 147539.81
3320A Fire Captain-A Step A 36.0070 4032.78 8737.70 104852.38 Step B 37.8075 4234.44 9174.62 110095.44
Step C 39.6982 4446.20 9633.43 115601.16
Step D 41.6828 4668.47 10115.03 121380.31
Step E 43.7673 4901.94 10620.86 127450.38
Step F 45.9555 5147.02 11151.87 133822.42
Step G 48.2532 5404.36 11709.44 140513.32
Step H 50.6660 5674.59 12294.95 147539.39

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3340ZA Fire Engineer 8Hr-ZA Step A 46.2487 3699.90 8016.44 96197.30 Step B 48.5616 3884.93 8417.34 101008.13
Step C 50.9898 4079.18 8838.23 106058.78
Step D 53.5391 4283.13 9280.11 111361.33
Step E 56.2159 4497.27 9744.09 116929.07
Step F 59.0270 4722.16 10231.35 122776.16
Step G 61.9781 4958.25 10742.87 128914.45
Step H 65.0781 5206.25 11280.20 135362.45
3340A Fire Engineer-A Step A 33.0347 3699.89 8016.42 96197.05 Step B 34.6866 3884.90 8417.28 101007.38
Step C 36.4211 4079.16 8838.19 106058.24
Step D 38.2418 4283.08 9280.01 111360.12
Step E 40.1539 4497.24 9744.01 116928.16
Step F 42.1616 4722.10 10231.21 122774.58
Step G 44.2697 4958.21 10742.78 128913.37
Step H 46.4842 5206.23 11280.17 135361.99

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1174A Fire Plans Examiner-A Step A 40.9927 3279.42 7105.40 85264.82 Step B 43.0424 3443.39 7460.68 89528.19
Step C 45.1945 3615.56 7833.71 94004.56
Step D 47.4542 3796.34 8225.39 98704.74
Step E 49.8269 3986.15 8636.66 103639.95
Step F 52.3182 4185.46 9068.49 108821.86
Step G 54.9342 4394.74 9521.93 114263.14
Step H 57.6808 4614.46 9998.01 119976.06
1022A Fire and Environmental Inspection
Supervisor-A
Step A 46.8504 3748.03 8120.74 97448.83
Step B 49.1928 3935.42 8526.75 102321.02
Step C 51.6524 4132.19 8953.08 107436.99
Step D 54.2351 4338.81 9400.75 112809.01
Step E 56.9469 4555.75 9870.80 118449.55
Step F 59.7942 4783.54 10364.33 124371.94
Step G 62.7839 5022.71 10882.54 130590.51
Step H 65.9233 5273.86 11426.71 137120.46

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3375A Fire and Environmental Safety
Inspector I-A
Step A 35.4904 2839.23 6151.67 73820.03
Step B 37.2653 2981.22 6459.32 77511.82
Step C 39.1284 3130.27 6782.26 81387.07
Step D 41.0848 3286.78 7121.37 85456.38
Step E 43.1391 3451.13 7477.44 89729.33
Step F 45.2962 3623.70 7851.34 94216.10
Step G 47.5607 3804.86 8243.85 98926.26
Step H 49.9390 3995.12 8656.09 103873.12
3377A Fire and Environmental Safety
Inspector II-A
Step A 39.0393 3123.14 6766.81 81201.74
Step B 40.9915 3279.32 7105.19 85262.32
Step C 43.0411 3443.29 7460.46 89525.49
Step D 45.1931 3615.45 7833.47 94001.65
Step E 47.4525 3796.20 8225.10 98701.20
Step F 49.8252 3986.02 8636.37 103636.42
Step G 52.3165 4185.32 9068.19 108818.32
Step H 54.9327 4394.62 9521.67 114260.02

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3350A Firefighter EMT I-A Step A 27.9015 3124.97 6770.76 81249.17 Step B 29.2966 3281.22 7109.31 85311.70
Step C 30.7615 3445.29 7464.79 89577.49
Step D 32.2996 3617.56 7838.04 94056.44
Step E 33.9149 3798.47 8230.02 98760.19
Step F 35.6103 3988.35 8641.43 103697.19
Step G 37.3911 4187.80 9073.57 108882.88
Step H 39.2624 4397.39 9527.68 114332.11
3353ZA Firefighter Paramedic I 8Hr-ZA Step A 45.1198 3609.58 7820.77 93849.18 Step B 47.3761 3790.09 8211.86 98542.29
Step C 49.7451 3979.61 8622.48 103469.81
Step D 52.2322 4178.58 9053.58 108642.98
Step E 54.8438 4387.50 9506.26 114075.10
Step F 57.5861 4606.89 9981.59 119779.09
Step G 60.4653 4837.22 10480.65 125767.82
Step H 63.4894 5079.15 11004.83 132057.95

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3353A Firefighter Paramedic I-A Step A 32.2283 3609.57 7820.73 93848.81 Step B 33.8398 3790.06 8211.79 98541.50
Step C 35.5319 3979.57 8622.41 103468.89
Step D 37.3083 4178.53 9053.48 108641.77
Step E 39.1738 4387.47 9506.18 114074.11
Step F 41.1325 4606.84 9981.49 119777.84
Step G 43.1893 4837.20 10480.60 125767.24
Step H 45.3495 5079.14 11004.81 132057.74
3355ZA Firefighter Paramedic II 8Hr-ZA Step A 45.1198 3609.58 7820.77 93849.18 Step B 47.3761 3790.09 8211.86 98542.29
Step C 49.7451 3979.61 8622.48 103469.81
Step D 52.2322 4178.58 9053.58 108642.98
Step E 54.8438 4387.50 9506.26 114075.10
Step F 57.5861 4606.89 9981.59 119779.09
Step G 60.4653 4837.22 10480.65 125767.82
Step H 63.4894 5079.15 11004.83 132057.95

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3355A Firefighter Paramedic II-A Step A 32.2283 3609.57 7820.73 93848.81 Step B 33.8398 3790.06 8211.79 98541.50
Step C 35.5319 3979.57 8622.41 103468.89
Step D 37.3083 4178.53 9053.48 108641.77
Step E 39.1738 4387.47 9506.18 114074.11
Step F 41.1325 4606.84 9981.49 119777.84
Step G 43.1893 4837.20 10480.60 125767.24
Step H 45.3495 5079.14 11004.81 132057.74

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3320ZB Fire Captain 8Hr-ZB Step A 55.0850 4406.80 9548.07 114576.80 Step B 57.6739 4613.91 9996.81 119961.71
Step C 59.4042 4752.34 10296.73 123560.74
Step D 61.1861 4894.89 10605.59 127267.09
Step E 63.0218 5041.74 10923.78 131085.34
Step F 64.9125 5193.00 11251.50 135018.00
Step G 66.8597 5348.78 11589.01 139068.18
Step H 68.8656 5509.25 11936.70 143240.45
Step I 70.9316 5674.53 12294.81 147537.73
3320B Fire Captain-B Step A 39.3464 4406.80 9548.06 114576.72 Step B 41.1956 4613.91 9996.80 119961.59
Step C 42.4315 4752.33 10296.71 123560.53
Step D 43.7044 4894.89 10605.60 127267.21
Step E 45.0155 5041.74 10923.76 131085.14
Step F 46.3661 5193.00 11251.51 135018.08
Step G 47.7570 5348.78 11589.03 139068.38
Step H 49.1897 5509.25 11936.70 143240.41
Step I 50.6660 5674.59 12294.95 147539.39

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3340ZB Fire Engineer 8Hr-ZB Step A 50.5391 4043.13 8760.11 105121.33 Step B 52.9143 4233.14 9171.81 110061.74
Step C 54.5019 4360.15 9447.00 113363.95
Step D 56.1368 4490.94 9730.38 116764.54
Step E 57.8210 4625.68 10022.31 120267.68
Step F 59.5558 4764.46 10323.01 123876.06
Step G 61.3423 4907.38 10632.67 127591.98
Step H 63.1826 5054.61 10951.65 131419.81
Step I 65.0781 5206.25 11280.20 135362.45
3340B Fire Engineer-B Step A 36.0993 4043.12 8760.10 105121.16 Step B 37.7958 4233.13 9171.78 110061.37
Step C 38.9298 4360.14 9446.96 113363.58
Step D 40.0978 4490.95 9730.40 116764.79
Step E 41.3005 4625.66 10022.25 120267.06
Step F 42.5396 4764.44 10322.94 123875.32
Step G 43.8158 4907.37 10632.63 127591.61
Step H 45.1303 5054.59 10951.62 131419.43
Step I 46.4842 5206.23 11280.17 135361.99

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1174B Fire Plans Examiner-B Step A 44.7945 3583.56 7764.38 93172.56 Step B 46.8998 3751.98 8129.30 97551.58
Step C 48.3068 3864.54 8373.18 100478.14
Step D 49.7560 3980.48 8624.37 103492.48
Step E 51.2486 4099.89 8883.09 106597.09
Step F 52.7862 4222.90 9149.61 109795.30
Step G 54.3697 4349.58 9424.08 113088.98
Step H 56.0008 4480.06 9706.81 116481.66
Step I 57.6808 4614.46 9998.01 119976.06
1022B Fire and Environmental Inspection
Supervisor-B
Step A 51.1930 4095.44 8873.45 106481.44
Step B 53.5990 4287.92 9290.49 111485.92
Step C 55.2072 4416.58 9569.25 114830.98
Step D 56.8634 4549.07 9856.32 118275.87
Step E 58.5692 4685.54 10151.99 121823.94
Step F 60.3263 4826.10 10456.56 125478.70
Step G 62.1360 4970.88 10770.24 129242.88
Step H 64.0002 5120.02 11093.37 133120.42
Step I 65.9233 5273.86 11426.71 137120.46

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3375B Fire and Environmental Safety
Inspector I-B
Step A 38.7831 3102.65 6722.40 80668.85
Step B 40.6058 3248.46 7038.34 84460.06
Step C 41.8240 3345.92 7249.49 86993.92
Step D 43.0787 3446.30 7466.97 89603.70
Step E 44.3711 3549.69 7690.99 92291.89
Step F 45.7023 3656.18 7921.73 95060.78
Step G 47.0733 3765.86 8159.37 97912.46
Step H 48.4856 3878.85 8404.17 100850.05
Step I 49.9401 3995.21 8656.28 103875.41
3377B Fire and Environmental Safety
Inspector II-B
Step A 42.6614 3412.91 7394.64 88735.71
Step B 44.6664 3573.31 7742.18 92906.11
Step C 46.0065 3680.52 7974.46 95693.52
Step D 47.3867 3790.94 8213.69 98564.34
Step E 48.8082 3904.66 8460.09 101521.06
Step F 50.2725 4021.80 8713.90 104566.80
Step G 51.7806 4142.45 8975.30 107703.65
Step H 53.3342 4266.74 9244.59 110935.14
Step I 54.9342 4394.74 9521.93 114263.14

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3350B Firefighter EMT I-B Step A 32.2246 3609.16 7819.84 93838.04 Step B 33.0304 3699.40 8015.38 96184.52
Step C 33.8560 3791.87 8215.72 98588.67
Step D 34.7025 3886.68 8421.14 101053.68
Step E 35.5699 3983.83 8631.63 103579.55
Step F 36.4593 4083.44 8847.46 106169.48
Step G 37.3706 4185.51 9068.60 108823.19
Step H 38.3050 4290.16 9295.35 111544.16
Step I 39.2624 4397.39 9527.68 114332.11
3353ZB Firefighter Paramedic I 8Hr-ZB Step A 49.3053 3944.42 8546.25 102555.02 Step B 51.6228 4129.82 8947.95 107375.42
Step C 53.1714 4253.71 9216.38 110596.51
Step D 54.7666 4381.33 9492.88 113914.53
Step E 56.4095 4512.76 9777.65 117331.76
Step F 58.1019 4648.15 10071.00 120851.95
Step G 59.8449 4787.59 10373.12 124477.39
Step H 61.6402 4931.22 10684.30 128211.62
Step I 63.4894 5079.15 11004.83 132057.95

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3353B Firefighter Paramedic I-B Step A 35.2181 3944.43 8546.26 102555.11 Step B 36.8733 4129.81 8947.92 107375.05
Step C 37.9795 4253.70 9216.36 110596.30
Step D 39.1189 4381.32 9492.85 113914.24
Step E 40.2924 4512.75 9777.62 117331.47
Step F 41.5011 4648.12 10070.93 120851.20
Step G 42.7462 4787.57 10373.08 124476.93
Step H 44.0287 4931.21 10684.30 128211.57
Step I 45.3495 5079.14 11004.81 132057.74
3355ZB Firefighter Paramedic II 8Hr-ZB Step A 49.3053 3944.42 8546.25 102555.02 Step B 51.6228 4129.82 8947.95 107375.42
Step C 53.1714 4253.71 9216.38 110596.51
Step D 54.7666 4381.33 9492.88 113914.53
Step E 56.4095 4512.76 9777.65 117331.76
Step F 58.1019 4648.15 10071.00 120851.95
Step G 59.8449 4787.59 10373.12 124477.39
Step H 61.6402 4931.22 10684.30 128211.62
Step I 63.4894 5079.15 11004.83 132057.95

RFF Roseville Fire Fighters
Association

City of Roseville

Appendix:A
Effective Date:03/21/2026
Salary Schedule: Roseville Fire Fighters
Association-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3355B Firefighter Paramedic II-B Step A 35.2181 3944.43 8546.26 102555.11 Step B 36.8733 4129.81 8947.92 107375.05
Step C 37.9795 4253.70 9216.36 110596.30
Step D 39.1189 4381.32 9492.85 113914.24
Step E 40.2924 4512.75 9777.62 117331.47
Step F 41.5011 4648.12 10070.93 120851.20
Step G 42.7462 4787.57 10373.08 124476.93
Step H 44.0287 4931.21 10684.30 128211.57
Step I 45.3495 5079.14 11004.81 132057.74

City Council
Communication
Meeting Date: 3/18/2026
Item #: VII.19
File #: 0709
Item ID: 2025-998
Title: Affordable Housing In-Lieu Fees
Contact: Kristine Faelz 916-774-5451 [email protected]

SUMMARY
Staff recommends approval and establishment of an Affordable Housing In-Lieu Fee for required affordable rental units and for affordable for-sale units. These fees will apply when a housing development opts not to construct the required affordable units on-site and instead contributes a fee per unit as an alternative. No General Fund resources will be used.

RECOMMENDATION
Staff recommends that City Council adopt a resolution establishing the Affordable Housing In-Lieu Fees and incorporating them into the City's current Schedule of User and Regulatory Fees, for required affordable rental units and for affordable for-sale units.

BACKGROUND
Since 1988, the City’s General Plan and subsequent Housing Elements have included policies requiring that ten percent (10%) of all new housing units be affordable to very low-, low-, and moderate-income households. While the City has not adopted a formal Inclusionary Zoning Ordinance, this long-standing policy has been consistently implemented through Specific Plans and Development Agreements for residential projects seeking City permits. Historically, developers have been required to construct affordable units within the applicable Specific Plan area rather than pay an in-lieu fee. Although certain plans and agreements have allowed an in-lieu payment option if a developer opts not to construct the required affordable units on-site, the City has not previously established a standardized fee structure or clear framework governing how such fees are calculated, applied, or adjusted over time.

To establish a consistent and transparent approach, the City retained Housing Tools, Inc. to prepare a policy analysis. The analysis evaluated the City’s long-standing policy objectives and examined the financial feasibility of requiring development of on-site affordable units versus allowing an in-lieu fee alternative. Housing Tools conducted a comprehensive market analysis and prepared detailed pro formas for both rental and for-sale development. The market analysis also reviewed key factors including household incomes, market rents, home sale prices, construction costs, financing assumptions, and prevailing interest rates. Using these inputs, the rental and for-sale pro formas assessed development feasibility under various inclusionary scenarios, estimating likely developer returns and identifying fee levels that would remain economically viable while achieving the City’s affordable housing objectives. The resulting recommendations reflect a reasonable link between the cost of residential development and the cost of replacing required affordable units.

Affordable Rental In Lieu Fee
Based on the findings of the analysis, it is recommended that rental housing developments be permitted to satisfy the inclusionary requirement through payment of an in-lieu fee of $450,000 per required affordable

unit. The $450,000 rental in-lieu fee was intentionally calibrated to result in a lower developer return than providing affordable units on-site, consistent with the City’s long-standing policy preference for on-site inclusionary housing. The fee is not punitive; rather, it is strategically structured to discourage opting out of on-site production while maintaining overall project feasibility and avoiding unintended constraints on housing supply.

The parcels listed below are specific plans and residential sites that are required to provide affordable rental units and have not yet executed Affordable Rental Housing Agreements. Each of these parcels allows satisfaction of the affordable housing requirement through payment of a fee in lieu of on-site construction:

Plan Area Parcel/Units
Amoruso Ranch AR-19 – 170 units
AR-44 – 113 units
Sierra Vista CG-31 – 100 units
FD-34 – 256 units
KT-30 – 155 units
WB-30 – 351 units
West Roseville W-27 – 150 units
Affordable Purchase In Lieu Fee
Based on the analysis of for-sale housing developments, it is recommended that these projects be allowed to satisfy the requirement by paying $300,000 per required affordable unit. The specific plans and parcels listed below represent the remaining residential sites that are currently required to be developed as forsale units and have not yet executed Affordable Purchase Housing Agreements. Accordingly, establishment of a standardized in-lieu fee at this time will directly apply to the following parcels:

Plan Area Parcel/Units
Sierra Vista CG-20 – 20 units
FD-32B – 43 units
Collectively, both rental and purchase parcels represent approximately 1,358 residential units that are required to be developed as affordable and are eligible to satisfy that obligation through either construction of affordable units or payment of an in-lieu fee.

Importantly, the analysis demonstrates that the recommended in-lieu amounts do not represent the full public subsidy required to produce an affordable unit. Affordable housing developments typically require layering multiple funding sources, including local trust funds, Low-Income Housing Tax Credits, and state and federal financing programs, to close a substantially larger financing gap. Accordingly, the in-lieu fee is based on the estimated cost to replace the affordable unit that would otherwise have been constructed onsite, rather than the City’s average per-unit subsidy contribution. This approach ensures the fee adequately mitigates the impact of residential development without resulting in under-mitigation or creating feasibility barriers for affordable housing production.

In-lieu fees collected will be deposited into the City’s Local Housing Trust Fund, where they will accrue

interest and be strategically deployed to support affordable housing developments. These funds can be leveraged to attract competitive state and federal resources, thereby maximizing the number of affordable units ultimately produced. Implementation of the recommended fee structure is expected to support continued housing production in Roseville while strengthening the City’s ability to deliver affordable housing consistent with its General Plan policies.

If adopted, the new in-lieu fee structure will be incorporated into the City’s fee schedule and subject to annual inflationary adjustments in accordance with standard City fee update practices. Establishing a standardized, data-driven, and transparent in-lieu fee policy provides clarity and predictability to the development community, ensures equitable and consistent application across projects and parcels, and reinforces the City’s commitment to producing affordable housing in a financially sustainable and legally defensible manner.

FISCAL IMPACT
The established In-Lieu Fees may generate additional revenue for the City’s Local Housing Trust Fund to support affordable housing initiatives. This item does not impact the City's General Fund.

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 adoption of an In-Lieu Fee 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
Respectfully Submitted,
Kristine Faelz, Housing Analyst
Melissa Anguiano, Economic Development Director
ATTACHMENTS:

1. Resolution 26-055

2. Inclusionary Housing Policy Analysis
REVIEWERS:

Kristine Faelz, Economic Development Department - Housing Created/Initiated - 2/10/2026 Trisha Isom, Economic Development Department - Housing Approved - 2/13/2026 Melissa Anguiano, Economic Development Department Approved - 2/13/2026 Kelly Aye, City Attorney Department Approved - 2/18/2026 Katrina Six, City Clerk Department Approved - 2/24/2026 Ryan DeVore, City Manager Department - Assistant City Manager Approved - 3/3/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 3/3/2026 Michelle Sheidenberger, City Attorney Department Approved - 3/4/2026

Dominick Casey, City Manager Department - City Manager Approved - 3/4/2026 Katrina Six, City Clerk Department Final Approval - 3/4/2026

RESOLUTION NO. 26-055

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEVILLE

ADOPTING THE AFFORDABLE HOUSING IN LIEU FEES AND INCORPORATING THE

FEES INTO THE SCHEDULE OF USER AND REGULATORY FEES
WHEREAS, since 1988, the City’s General Plan and subsequent Housing Elements have included policies requiring that ten percent (10%) of all new housing units be affordable to very low-, low-, and moderate-income households; and
WHEREAS, certain plans and agreements have allowed an in-lieu payment option if a developer opts not to construct the required affordable units on site, the City has not established a standardized fee structure or clear framework governing how such fees are calculated, applied, or adjusted over time; and
WHEREAS, to establish a consistent and transparent approach, the City retained Housing Tools, Inc. to prepare a policy analysis to evaluate the City’s long-standing policy objectives and examine the financial feasibility of requiring development of on-site affordable units versus allowing an in-lieu fee alternative; and
WHEREAS, Housing Tools, Inc. conducted a comprehensive market analysis and prepared detailed pro formas for both rental and for-sale development reviewing key factors including household incomes, market rents, home sale prices, construction costs, financing assumptions, and prevailing interest rates; and
WHEREAS, the resulting recommendations reflect a reasonable link between the cost of residential development and the cost of replacing required affordable units.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of Roseville hereby finds, determines, and orders as follows:

1. An in-lieu fee of $450,000 per required affordable unit shall be permitted to satisfy the inclusionary requirement for affordable rental units; and

2. An in-lieu fee of $300,000 per affordable unit shall be permitted to satisfy the inclusionary requirement for affordable purchase units; and BE IT FURTHER RESOLVED that these fees are incorporated into the City’s current master Schedule of User and Regulatory Fees.

PASSED AND ADOPTED by the Council of the City of Roseville this ___ day of ______________, 2026, by the following vote on roll call:

AYES COUNCILMEMBERS:

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:
______________________________
MAYOR
ATTEST:
________________________
City Clerk

Inclusionary Housing
Policy Analysis
June 27, 2025
Prepared for
By

Inclusionary Housing Policy Analysis
Table of Contents
Table of Contents
Page
Introduction 1
Background and Overview 2
Report Data and Proformas 2
Market Analysis 3
Inclusionary Rental Analysis 5
Inclusionary Rental Proforma 5
Inclusionary Rental Feasibility 7
Inclusionary For-Sale Analysis 10
Inclusionary For-Sale Proforma 10
Inclusionary For-Sale Feasibility 13
Recommendations 15

Inclusionary Housing Policy Analysis
Introduction 1
Introduction
This document describes an Inclusionary Housing Fee Policy Analysis conducted for the City of Roseville (City). The purpose of the Inclusionary Housing Policy analysis is to determine the financial feasibility of requiring developers to build various levels of affordable housing set-asides, as well as pay various levels of fees in lieu of building affordable housing set-asides. The financial feasibility analysis will help determine the appropriate level of set-aside requirements and fees.

In 1988, the City of Roseville adopted a 10% Affordable Housing Goal, as incorporated into the current 2035 General Plan as Land Use Policy LU-5.5 and incorporated into the Current 2021-2029 Housing Element Policies H2.1, H2.2, and H2.3. This policy establishes a target of 10% of all new housing units to cost no more than 30% of the total monthly income of Very Low-, Low-, and Moderate-Income households. The minimum breakdown of the affordable units for rental projects is 40% Very Low Income (50% of Area Median Income (AMI)), 40% Low Income (80% AMI), and 20% Moderate Income (100% AMI). This is not a formal Inclusionary Zoning Ordinance, but rather a policy that is incorporated into Development Agreements with the developer for each new construction residential project that applies for permits from the City. Affordability breakdowns vary by Development Agreement. The City has historically preferred to require developers to construct affordable units within the project rather than accepting in-lieu fees. Appropriate levels of in-lieu fees for this analysis have been set with this policy goal in mind.

This report provides an overview of the data collection and development proformas used in this analysis, initial findings, and initial recommendations for setting policy based on these findings.

Inclusionary housing development
Paseo del Norte, Roseville
Inclusionary housing development
Woodlake Village, Roseville

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 2
Background and Overview
An “Inclusionary Housing Policy” or “Inclusionary Zoning” is a policy strategy where a local government requires new housing developments to set-aside a certain percentage of units as affordable to various income levels. For the City’s affordable housing policy, the income level is typically set at 10% of units as affordable to Very Low, Low, and Moderate Incomes. Of the affordable units, 40% are typically set as affordable to Very Low Income households (50% of AMI), 40% affordable to Low Income households (80% of AMI), and 20% to Moderate Income households (100% of AMI). For for-sale housing projects, the income level is typically set at 80%-120% of AMI, and predominantly 100% of AMI.

The purpose of an Inclusionary Housing Policy is twofold:

1. Partner with market-rate housing developers to produce affordable units that are not publicly subsidized and address the needs of the local population; and

2. Provide for a range of affordability levels within a single housing development in order to promote mixed-income communities.

In this way, an Inclusionary Housing Policy can help provide residents with more affordable housing choices than what the market would typically provide. It is a flexible tool that can be customized to local conditions.

Inclusionary Housing Policies have been successfully implemented across the country, producing an estimated 173,707 affordable housing units across 886 jurisdictions as of 2016. 1 In California, over 170
local governments have adopted inclusionary policies.2
According to the City’s recently adopted 2021-2029 Housing Element and Annual Performance Reports for 2022, 2023, and 2024, Roseville has a remaining need from its 2021-2029 planning period to produce 4,103 units affordable to Low and Very Low Income households, and 503 units affordable to Moderate Income households.3 An inclusionary housing ordinance is a strategy to harness the private market to address the City’s housing goals, since the City has limited local funding for affordable housing. The effectiveness of this strategy has been demonstrated by implementation of the City’s 10% Affordable Housing Policy, which produced 2,075 units affordable to Very Low and Low Income households and 1,243 units affordable to Moderate Income households, in 2022, 2023, and 2024.4 Report Data and Proformas
Housing Tools developed three Excel files to collect data and conduct financial feasibility analyses. These Excel files are summarized below.
• Market Analysis— used to collect and analyze market data that informed the development of the development proformas, including incomes, rents, home prices, multifamily sale prices, financing costs, and multifamily costs (land, construction, soft costs, operating costs). • Inclusionary Rental Proforma— a financial feasibility analysis for developing market rate rental housing in Roseville with an affordable inclusionary set-aside. It includes variable inputs for number of units, inclusionary set-asides, rental rates, costs, inclusionary fee, and interest rates, and outputs for average annual Return On Investment (ROI) for the developer.

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 3
• Inclusionary For-Sale Proforma— a financial feasibility analysis for developing market rate forsale homes in Roseville with an affordable inclusionary set-aside. It includes variable inputs for number of units, inclusionary set-asides, home sale prices, costs, inclusionary fee, interest rates, and homebuyer insurance and tax rates, and output for Return On Investment (ROI) for the developer.

Market Analysis
Below is a description of the tabs that make up the Market Analysis Excel file.

Incomes: This tab shows a breakdown of the number of households by income category within the City of Roseville, as estimated by the U.S. Census 2019-2023 American Community Survey. It also shows the median and mean income as of 2023. This helps to understand the demand for housing at various affordability levels. It shows that there were 11,816 households earning less than $50,000 and a current supply of 1,277 units with rents restricted to levels affordable to Very Low Income households (Very Low Income for a Roseville household in 2023 was $58,677). It also shows that there were 12,974 households earning $50,000 to $99,000 and a current supply of 2,984 units with rents restricted to levels affordable to Low Income households (Low Income for a Roseville household in 2023 was $93,883).

HUD Rents: This tab shows Fair Market Rents by number of bedrooms per unit as published by the U.S.

Department of Housing and Urban Development (HUD) for three zip codes within Roseville— 95747, 95678, and 95661. The Fair Market Rent (FMR) is HUD’s estimate of market rents by zip code and jurisdiction for 2025. FMR is used by HUD to set contract levels for landlords participating in its Section 8 rental assistance program. This tab also shows affordable rent levels by number of bedrooms per unit for incomes at 50%-120% AMI as of June 1, 2024, as published by the California Department of Housing and Community Development (HCD). The affordable rent levels are based on income levels by household size where the household is paying 30% of income to rent. Finally, this tab shows the results of the rent survey by number of bedrooms per unit that was completed for this analysis, as described below.

Rent Survey: This tab shows a survey of units listed for rent on Zillow and Apartments.com and located in Roseville and Rocklin. These websites were researched June 16, 2025. A total of 55 units were surveyed, including 3 studios, 21 one-bedrooms, 22 two-bedrooms, 7 three-bedrooms, and 2 four-bedrooms. All units surveyed were constructed within the last 40 years. Average monthly rents for all units surveyed ranged from $1,973 for studios to $3,495 for four-bedrooms. Average monthly rents per square foot ranged from $2.05 for four-bedrooms to $3.56 for studios.

Home Prices: Sales of single-family homes built in 2025 and located in Roseville were surveyed as listed on Zillow. The sales were dated from April 23 through June 6, 2025. The survey included 49 home sales, including 14 three-bedrooms, 19 four-bedrooms, and 16 five-bedrooms. The average sale price of homes surveyed was $637,052 and $305.50 per square foot for three-bedrooms, $689,040 and $302.35 per square foot for four-bedrooms, and $825,059 and $260.48 per square foot for five-bedrooms.

MF Sales: Multi-family residential property sales and listings in Roseville, Rocklin, and Sacramento were surveyed in order to gauge the market for reselling a developed apartment complex in the Return On Investment (ROI) analysis in the Inclusionary Rental Proforma. A total of three sales dated July 24, 2024 and March 4, 2025, and three listings posted March 6 to April 1, 2025, were surveyed. The properties

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 4
surveyed ranged from 46 to 248 units, built from 1960 to 2002. The average price per unit of the properties surveyed was $152,084, the average price per square foot of improvements was $168.56, and the average capitalization rate was 6.16% The capitalization rate is the property’s annual net operating income divided by its listing price. This sheet also shows average estimated capitalization rates for multifamily properties in each of the Roseville zip codes according to CapRate Index, which are similar to the average capitalization rate of properties surveyed.

Land Values: Vacant land listings were surveyed in order to assess the market for property acquisition in the Inclusionary Rental Proforma and the Inclusionary For-Sale Proforma. A total of six multifamily zoned properties were surveyed, including two sales in contract and two sales that closed June 6, 2024 to June 11, 2025, and two listings posted January 22 and May 22, 2025. Surveyed multifamily properties were located in Roseville, Rocklin, and Lincoln. The surveyed multifamily properties averaged $426,233 per acre and $9.78 per square foot. A total of four single-family zoned properties were surveyed that were sold between February 15, 2024 and March 17, 2025 and located in Roseville and Antelope. The sale price of the surveyed single-family properties averaged $224,647 per acre and $5.16 per square foot.

Costs: This tab shows development costs for single-family homes and affordable multi-family apartments.

Rows 1-10 show estimated single-family home construction costs per square foot for different house types in Sacramento and statewide. Data sources included Cost To Build, HomeGuide, Today’s Homeowner, and Stellar Estimates. Rows 14-27 show estimated development costs for 10 affordable multifamily rental projects located in Sacramento, Placer, and Sutter Counties, with data collected from Sacramento Housing and Redevelopment Agency (SHRA) and the California Tax Credit Allocation Committee (CTCAC). The surveyed projects are currently in development. The Hard Cost/Unit and Hard Cost/SF columns show the costs of construction, including hard cost contingency, general contractor overhead, profit, and general conditions. The average Hard Cost per square foot for all surveyed projects was $440. Hard Costs for a market rate apartment complex that is not required to pay State Prevailing Wages was estimated by taking 80% of the $440 figure to calculate $352 per square foot. The average property acquisition cost for projects that showed a purchase price was $279,692 per acre and $6.42 per square foot. The average annual operating cost per unit was $7,822.

Financing: This tab shows the most interest rates as of June 17, 2025 for projecting permanent and construction loan interest rates in the Inclusionary Rental and For-Sale Proformas. Lenders tie their loan rates to different instruments such as those listed in Rows 1-7. Loan terms for commitments to affordable multifamily projects currently in development are shown in Rows 24-36.

Home Price Determination: This tab shows how market sale prices used in the Inclusionary For-Sale Proforma were determined. The columns B, D, and F show the average square feet, price per square foot, and sale price, by unit size, from the survey of new construction sale price listings in the Home Prices tab.

The columns C, E, and G show the projected square feet, price per square foot, and sale price by unit size used in the Inclusionary For-Sale Proforma.

Rent Determination: This tab shows how market rents used in the Inclusionary Rental Proforma were determined. Column B shows the average by unit size of the HUD FMR for Roseville. Columns C-F show rents affordable to households earning 50%-120% of AMI. Column G shows the rent averages from the Rent Survey detailed in the Rent Survey tab. Columns H and I show Rent Survey averages for square footage and rent per square foot. Columns J and K show the unit square footages and market rents used in the Inclusionary Rental Proforma.

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 5
Inclusionary Rental Analysis
Inclusionary Rental Proforma
The Inclusionary Rental Proforma is a financial feasibility analysis for developing market rate rental housing in Roseville with an affordable inclusionary set-aside. It includes the following tabs as described below: Inputs & Outputs, Summary, Sources & Uses, Unit Mix & Rents, Cashflow, and Fees.

Inputs & Outputs
This tab includes variable inputs to the proforma as highlighted in grey. Each of these inputs affects the outputs that are highlighted in blue. Below is a list and brief description of the inputs:
• Total Units: The mix of unit types is calculated by formula based on the Total Units, with 40% of Total Units one-bedroom, 40% two-bedroom, and 20% three-bedroom. • LI 80% AMI Set-aside: This is the percentage of Total Units that are set aside for an inclusionary requirement of restricting rents to levels affordable to Low Income (LI) Households who are earning 80% of the Area Median Income (AMI). The affordable set-aside percentage was applied to each unit size, as well as the total number of units. • VLI 50% AMI Set-aside: This is the percentage of Total Units that are set aside for an inclusionary requirement of restricting rents to levels affordable to Very Low Income (VLI) Households who are earning 50% of the Area Median Income (AMI). The affordable set-aside percentage was applied to each unit size, as well as the total number of units. • Percent of Market Rents: This is the percent of Market Rents as determined in the Market Analysis Rent Determination tab described above. The Baseline Model in the proforma shows this at 100%.
• Percent of Market Hard Costs: This is the percent of Hard Costs as determined in the Market Analysis Costs tab described above. The Baseline Model in the proforma shows this at 105%, assuming an increase of 5% to account for inflation over the next two years. • Percent of Market Operating Costs: This is the percent of Operating Costs as determined in the Market Analysis Costs tab described above for affordable rent-restricted projects. The Baseline Model in the proforma shows this at 80% since market rate projects typically have lower operating costs than rent-restricted affordable housing projects. • Inclusionary In-lieu Fee: This is the fee charged per required affordable set-aside unit if the project does not build its affordable inclusionary set-aside on-site. • Site Characteristics: This includes Site Acreage, Density, Site Zoning, and Land Price per acre that would be typical for a multifamily rental project in Roseville. The assumed land purchase price is $425,000 per acre, which is rounded from the $426,233 average price per acre of the six properties surveyed and listed in the Market Analysis Land Values tab.

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 6
• Permanent Loan Terms: These are loan terms as determined by the Market Analysis Financing tab as described above.
• Construction Loan Terms: These are loan terms as determined by the Market Analysis Financing tab as described above.
• Capitalization Rate: This is the rate for determining sale price of the property after Years 5, 10, 15, and 20 of operations. The Sale Price is calculated by dividing the Net Operating Income by the Capitalization Rate.

The Outputs are the Average Annual Return on Investment (ROI) for the developer/owner if the property is sold in Years 5, 10, 15, and 20 of operations. The ROI is calculated using the following formula:
(Accumulated Cash Flow + Projected Sale Price – Mortgage Repayment) Divided by
(Owner Equity – 1.00)
Divided by
(Number of Years of Operation)
It is assumed that the developer/owner will need to realize at least a 5% average annual ROI by Year 15 to make the project financially feasible.

Sources & Uses
The Sources & Uses tab lists the capital development sources and costs necessary to build the project.

Development Sources are shown on Rows 8-13. The two permanent sources shown are a Permanent Loan and Owner Equity. The permanent loan is calculated by underwriting the principal amount at what is affordable in Year 1 of operations with a 1.20 Debt Coverage Ratio (DCR). The DCR is the annual Net Operating Income divided by Debt Service. Owner Equity fills in the remainder of sources needed to cover the Development Costs. Owner Equity covers costs during the Predevelopment, Construction, and Permanent phases of development, while the Permanent Loan is only available to fund the project after occupancy is achieved during the Permanent phase. The Construction Loan is sized at a 90% Loan to Value ratio, calculated by taking 90% of the Hard Costs in cell H29, and covers most of the construction period costs.

Development Costs are shown on Rows 21-75. These costs are informed by the Market Analysis Costs tab and the Inputs & Outputs tab. The building type is assumed to be wood frame on a concrete slab on grade in walk-up style two-story buildings and a pitched composition shingle roof, with no interior improved circulation. It assumes that there will be a 5,100 square foot clubhouse and 2,040 square feet for maintenance and storage. The Permit & Impact Fees rates were provided by the City of Roseville, as shown in the Fees tab. Construction loan interest is estimated with a 7.0% interest rate for a 24-month construction period with six months for lease-up of units after construction is complete. Other costs use standard rules of thumb that are typical for multi-family new construction budgets. Total development costs per unit is estimated at $550,288 without inclusionary in-lieu fees.

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 7
Unit Mix & Rents
This tab shows the number of units, rents, and income by unit type and affordability level. The unit mix is tied to inputs from the Inputs & Outputs tab. The Household Income levels needed to afford the rents shown are listed in Column L, which assume payment of 30% of household income toward rent and utility allowance per HUD standards, and 1.5 persons per bedroom for household size. The Annual Income figure in cell K22 is linked to the income shown in Year 1 of the Cashflow tab.

Cashflow
This tab shows income and expenses for project operations in Years 1-20. Assumptions for the spreadsheet are listed in Rows 6-12, including the Vacancy Rate; the annual escalation rates for Restricted Rents, Market Rents, Expenses, and Taxes; and the Mortgage Interest Rate. The Restricted and Market Rents are linked to the Unit Mix & Rents tab. The Operating Expenses are linked to the Inputs & Outputs tab. The Property Taxes are assumed at 1.2% of the tax assessed value (20% of Total Development Costs shown in the Sources & Uses). Replacement Reserve deposits are set at $300 per unit per year, which is a multi-family development standard. Net Operating Income is calculated by subtracting Total Expense from Total Income. Debt service is calculated by dividing Net Operating Income by the standard underwriting DCR of 1.20 in Year 1. Cash Flow is calculated by subtracting Debt Service from Net Operating Income. The ROI calculation in Years 5, 10, 15, and 20 is shown in Rows 43-50. Combined income is calculated by adding accumulated cash flow and projected sale price, and subtracting mortgage principal repayment.

Fees
Calculation of Planning, Building, and Impact Fees is shown in the Fees tab. The estimates shown were provided by the City of Roseville Permit Center and represent an average of fees for the ARSP and SVSP Special Planning Areas. School fees vary by location within the city, so a median per unit amount of $8,105 was used as an estimate for a typical project.

Summary
Key facts and budget totals for the project are shown in the Summary tab, including costs and sources totals per unit, per square foot, and by percent of Total Development Costs.

Inclusionary Rental Feasibility
Financial Feasibility
Three different scenarios with associated Inputs were analyzed to determine the feasibility of developing a market rate multi-family rental project with affordable inclusionary requirements. A set-aside for median or moderate income households was not analyzed since rents affordable to those income levels exceed the projected market-rate rents as determined by the rent survey conducted for the Market Analysis. The scenarios included:

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 8
• No Inclusionary— 100% market rate units with no affordable units. • 5% LI & 5% VLI Set-aside— 90% market rate units, 5% LI units affordable to 80% AMI households, and 5% VLI units affordable to 50% AMI households • Inclusionary In-lieu Fee- Payment of a fee of $450,000 per affordable unit in-lieu of setting aside any affordable units on-site
For all scenarios, the following Inputs remained the same.

Total Units 100
Percent of Market Rate Rents 100%
Percent of Market Hard Costs 105%
Percent of Affordable Hsg Op Costs 80%
Site Acreage 4.00
Density 25 units per acre
Site Zoning R3-30
Land Purchase Price $425,000 per acre
Permanent Loan Interest Rate 6.90%
Construction Loan Interest Rate 7.00%
Capitalization Rate 6.00%
No Inclusionary Scenario
In this scenario, all units were set at market rate rents with no affordable inclusionary requirement and no inclusionary in-lieu fee. The average annual ROI for this scenario is 8.34% with a $42.5 million net profit in Year 15, and 12.49% with a $84.9 million net profit in Year 20. An average annual ROI of at least

5.0% is considered an advantageous return in comparison to some other investments. 5% LI & 5% VLI Set-aside Scenario
This scenario sets aside 5% of units as rent restricted affordable to Low Income (LI) households earning 80% of AMI, and 5% of units as rent restricted affordable to Very Low Income (VLI) households earning 50% of AMI. The average annual ROI for this scenario is 6.71% with a $35.4 million net profit in Year 15, and 10.55% with a $74.2 million net profit in Year 20.

Inclusionary In-lieu Fee Scenario
This scenario shows a $450,000 per unit inclusionary in-lieu fee in place of the units required to meet the 10% affordable housing set-aside. For example, if 10% of units were required to be set-aside for LI and VLI units, the in-lieu fee would be $4,500,000 for a 100-unit project (100 x 0.10 x $450,000). This also works out to $45,000 per unit for all 100 units. The average annual ROI for this scenario is 6.44% with a $37.5 million net profit in Year 15, and 10.28% with a $79.9 million net profit in Year 20. The In-Lieu Fee

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 9
Scenario would require a larger Owner Equity investment than the other scenarios, which is why the ROI rates are lower than the affordable set-aside scenario even though the net profit amounts are higher.

The table below compares the average annual ROIs for each of the four scenarios described above.

No Inclusionary
Scenario
5% LI & 5% VLI Setaside ScenarioInclusionary In-lieu
Fee Scenario
LI 80% AMI Set-aside 0% 5% 0%
VLI 50% AMI Set-aside 0% 5% 0%
Inclusionary In-lieu Fee $0 $0 $450,000
Average Annual ROI (Year 5) -5.49% -6.90% -7.35%
Average Annual ROI (Year 10) 3.53% 2.12% 1.81%
Average Annual ROI (Year 15) 8.34% 6.71% 6.44%
Average Annual ROI (Year 20) 12.49% 10.55% 10.28%
The analysis found that developers can realize a reasonable return on their investment in all three scenarios. In order to further the City’s policy priority to incentivize the construction of inclusionary units within market rate developments, the in-lieu fee of $450,000 was set to realize a lower developer profit margin than the affordable set-aside scenario. An in-lieu fee of $400,000 would yield a roughly equivalent profit margin to the affordable set-aside scenario, and is close to the estimated construction cost per unit (Hard Costs line item in the Sources & Uses) of $403,381. An in-lieu fee of $500,000 could also be charged and still allow an average annual ROI of 6.26% in Year 15 and 10.07% in Year 20. In-lieu fees have not been charged to new construction rental developments in Roseville up to this point.

Scenarios were also run for different numbers of total units in the Inclusionary Rental Proforma. The ROI calculations for the 5% LI & 5% VLI Set-aside Scenario, and the Inclusionary In-lieu Fee Scenario, are shown below. The City may want to consider lowering affordable set-aside and in-lieu fee requirements for projects with less than 40 units.
5% LI & 5% VLI Set-aside Scenario, 40-80 Total Units
80 Units 60 Units 40 Units
Average Annual ROI (Year 5) -7.38% -8.25% -9.51%
Average Annual ROI (Year 10) 1.68% 0.89% -0.27%
Average Annual ROI (Year 15) 6.23% 5.36% 4.08%
Average Annual ROI (Year 20) 9.99% 8.98% 7.50%
Inclusionary In-lieu Fee Scenario, 40-80 Total Units
80 Units 60 Units 40 Units
Average Annual ROI (Year 5) -7.77% -8.53% -9.67%
Average Annual ROI (Year 10) 1.42% 0.71% -0.34%
Average Annual ROI (Year 15) 6.01% 5.22% 4.06%
Average Annual ROI (Year 20) 9.78% 8.87% 7.52%

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 10
Land Availability
The City of Roseville 2021-2029 Housing Element Site Inventory identifies 214 acres of vacant land that can be improved with High Density Residential (HDR) housing at 13 units per acre and above. The Inclusionary Rental Proforma modeled 40-100 units for a development, with a minimum 60 units usually required by developers for financial feasibility, and optimally a minimum of 100 units. A 60-unit development would typically require at least three acres at 20 units per acre. A 100-unit development would require at least five acres at 20 units per acre. The Housing Element Site Inventory identifies 27 HDR sites with at least five acres of developable land, and 4 HDR sites with 3-5 acres of developable land.

In addition, Housing Program 14 is a rezone program to address a shortfall in vacant land capacity for Lower Income affordable housing. This Program includes plans to rezone substantial portions of three key Commercial Corridor Areas from Low and Medium Density Residential to High Density Residential, resulting in additional capacity for about 400 HDR units. In addition, four Opportunity Sites were identified that have capacity for about 600 HDR units.

Inclusionary For-Sale Analysis
Inclusionary For-Sale Proforma
The Inclusionary For-Sale Proforma is a financial feasibility analysis for developing market rate for-sale homes in Roseville with an inclusionary set-aside for median income households. It includes the following tabs as described below: Inputs & Outputs, Summary, Construction Costs, Sources & Uses, Sales, and Fees.

Inputs & Outputs
This tab includes variable Inputs to the proforma as highlighted in grey. Each of these Inputs affects the Outputs that are highlighted in blue. Below is a list and brief description of the inputs:
• Total Units: The mix of unit types is calculated by formula based on the Total Units with 50% of Total Units three-bedroom and 50% of units four-bedroom. A total of 100 units is used in the Baseline Model of the proforma.
• Median Income 100% AMI Set-aside: This is the percentage of Total Units that are set aside for an inclusionary requirement of restricting sale prices to levels affordable to Median Income (MI) Households who are earning 100% of AMI. A Moderate Income Household set-aside was not included since the affordable sale price for this income level is about the same as the projected market sale price.
• Percent of Market Price: This is the percent of Market Prices as determined in the Market Analysis Sale Price Determination tab. The Baseline Model in the proforma shows this at 105% to incorporate price inflation over the two years it will take to build the homes from the last comparable home price survey sale date of March 27 2025. • Percent of Market Hard Costs: This is the percent of Hard Costs based on per square foot costs researched and listed in the Costs tab of the Market Analysis. The Baseline Model in the proforma shows this at 85%. The per square foot cost of $200.00 was used as estimated for a basic builderPage 974 of 981 Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 11
grade home in Sacramento by HomeGuide. This is higher than the per square foot average cost of $173 to build a home in California by Today’s Homeowner. The market per square foot cost of $200 is estimated for the proforma, with a 15% discount for homebuilder costs where materials and labor are contracted at an economy of scale rather than for a single home. This brings the estimated hard costs to $170 per square foot.
• Subdivision Infrastructure: This is the percent of unit construction Hard Costs allocated to infrastructure to support the subdivision, such as streets, sidewalks, curb and gutter, water, sewer, and landscaping. The Baseline Model shows this at 5% of Hard Costs. • Inclusionary In-lieu Fee: This is the fee charged per required set-aside unit if the project does not build its inclusionary set-aside on-site.
• Site Characteristics: This includes Site Acreage, Density (including streets and sidewalks), Site Zoning, and Land Purchase Price per acre. The average purchase price per acre of the four land sale comparable properties in the Market Analysis was $224,647, but since these were larger properties of 40-193 acres, the price per acre for the proforma was adjusted upward to $300,000.
• Mortgage Terms: These are loan terms as determined by the Market Analysis Financing tab. • Construction Loan Terms: These are loan terms as determined by the Market Analysis Financing tab.
• Home Insurance Rate: This is the percentage of the mortgage amount that is estimated as the monthly home insurance payment.
• Property Tax Rate: This is the percentage of the mortgage amount that is estimated as the monthly property tax payment.
• Mortgage Insurance Rate: This is the percentage of the mortgage amount that is estimated as the monthly mortgage insurance payment, applicable only to the Median Income affordable home sales.

The Output is the Return on Investment (ROI) for the developer/owner after all the homes are sold. The ROI is calculated using the following formula:
(Total Income from Sales – Owner Equity)
Divided by
(Owner Equity)
It is assumed that the developer/owner will need to realize at least a 5% ROI to make the project financially feasible.

Construction Costs

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 12
This tab shows costs of construction using the Hard Cost Per Square Foot and Subdivision Infrastructure Inputs from the Inputs & Outputs tab. The unit construction costs are estimated at $442,000 per unit, and the overall construction costs including subdivision infrastructure, site work, and landscaping is estimated at $464,100 per unit without inclusionary in-lieu fees.

Sources & Uses
The Sources & Uses tab lists the capital development sources and costs necessary to develop the project.

Development Sources are shown on Rows 8-12. The only permanent source shown is Owner Equity.

Owner Equity is available to cover costs during the Predevelopment, Construction, and Permanent phases of development. The Construction Loan covers most of the construction period costs and is sized at a 90% Loan to Value ratio, calculated by taking 90% of the Hard Costs in cell H29.

Development Costs are shown on Rows 20-73. These costs are informed by the Market Analysis Costs tab and the Inputs & Outputs tab. The home building type is assumed to be single-story wood frame on a concrete slab on grade with pitched composition shingle roof. The Permit & Impact Fees rates were provided by the City of Roseville, as shown in the Fees tab. Other costs use standard rules of thumb that are typical for single-family new construction budgets. The total development cost per unit is estimated to be $617,601, without inclusionary in-lieu fees.

Sales
This tab calculates sale prices based on income for the MI units. It calculates incomes based on sale prices for the market rate units. A housing payment ratio of 35% of income was used for all sale price and income calculations. The interest rate, amortization term, insurance, property taxes, mortgage insurance, and mortgage payment are linked to Inputs on the Inputs & Outputs tab. For Down Payment, 5% of the mortgage payment is assumed for the MI units, and a 20% of the mortgage payment is assumed for the Market Rate units. Based on the calculated sales prices and unit mix, the income from sales to the developer were calculated in Rows 26-35. The ROI based on the sales income is calculated in Rows 37-39.

Fees
Calculation of Planning, Building, and Impact Fees is shown in the Fees tab. The estimates shown were provided by the City of Roseville Permit Center and represent an average of fees for the ARSP and SVSP Special Planning Areas. School fees vary by location within the city, so a median per unit amount of $8,105 was used as an estimate for a typical project.

Summary
Key facts and budget totals for the project are shown in the Summary tab, including costs and sources totals per unit, per square foot, and by percent of Total Development Costs.

Inclusionary For-Sale Feasibility

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 13
Financial Feasibility
Three different scenarios with associated Inputs were analyzed to determine the feasibility of developing a market rate single-family for-sale project with affordable inclusionary requirements. These scenarios included:
• No Inclusionary— 100% market rate units with no affordable units. • 10% Median Income (Med) Set-aside— 90% market rate units and 10% Med units affordable to 100% AMI households
• Inclusionary In-lieu Fee- Payment of a fee of $300,000 per unit in-lieu of setting aside any affordable units on-site
For all scenarios, the following Inputs remained the same.

Total Units 100
Percent of Market Price 105%
Percent of Market Hard Costs 85%
Subdivision Infrastructure Percent of
Hard Costs 5%
Site Acreage 20.00
Density 5.00 units per acre
Site Zoning R-1
Land Purchase Price $300,000 per acre
Mortgage Interest Rate 6.75%
Construction Loan Interest Rate 6.90%
Home Insurance Rate Percent of
Mortgage Amount 0.40%
Property Tax Rate Percent of Mortgage
Amount 1.20%
Mortgage Insurance Rate Percent of
Mortgage Amount 0.70%
No Inclusionary Scenario
In this scenario, all units were set at market rate rents with no affordable inclusionary requirement and no inclusionary in-lieu fee. The ROI for this scenario is 14.29% with a $9.5 million net profit.

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 14
10% Median Income Set-aside Scenario
This scenario sets aside 10% of units as rent restricted affordable to households earning 100% of AMI.

The ROI for this scenario is 10.13% with a $6.7 million net profit.

Inclusionary In-lieu Fee Scenario
This scenario shows a $300,000 per unit inclusionary in-lieu fee in place of the units required to meet the 10% set-aside. For example, if 10% of units were required to be set-aside for Median Income units, the inlieu fee would be $3,000,000 for a 100-unit project (100 x 0.10 x $300,000). This also works out to $30,000 per unit for all 100 units. The ROI for this scenario is 9.13% with a $6.4 million net profit.

Recommendation
The table below compares the ROIs for each of the three scenarios described above.

No Inclusionary
Scenario
10% Median Income
Set-aside Scenario
Inclusionary In-lieu
Fee Scenario
Median Income 100% AMI Set-aside 0% 10% 0%
Inclusionary In-lieu Fee $0 $0 $300,000
ROI 23.26% 10.13% 9.13%
The analysis found that developers can realize a reasonable return on their investment in all three scenarios. In order to further the City’s policy priority to incentivize the construction of inclusionary units within market rate developments, the in-lieu fee of $300,000 was set to realize a lower developer profit margin than the affordable set-aside scenario. An in-lieu fee of $240,000 would yield a roughly equivalent profit margin to the affordable set-aside scenario. An in-lieu fee of $400,000 could also be charged and still allow a ROI of 7.51% and a net profit of $5.3 million. By comparison, the average in-lieu fee that has been charged to for-sale developments to date is $56,425 per affordable set-aside unit.

Scenarios were also run for different numbers of total units in the Inclusionary For-Sale Proforma.

The ROI calculations for the 10% Median Income Set-aside Scenario, and the Inclusionary In-lieu Fee Scenario, are shown below. It appears that either requirement is not unreasonably onerous on developers’ bottom line in subdivisions with 20-80 units. Compliance with either of the requirements become less financially feasible for subdivisions with fewer than 20 units. 10% Median Income Set-aside Scenario, 20-80 Total Units 80 Units 60 Units 40 Units 20 Units
ROI 9.88% 9.46% 8.62% 6.19%
Inclusionary In-lieu Fee Scenario, 20-80 Total Units

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 15
80 Units 60 Units 40 Units 20 Units
ROI 8.88% 8.49% 7.70% 5.39%
Land Availability
The City of Roseville 2021-2029 Housing Element Site Inventory identifies 870 acres of vacant land that can be improved with Low Density Residential (LDR) housing at up to 6.9 units per acre, and 351 acres of vacant land that can be improved with Medium Density Residential (MDR) housing at 7.0-12.9 units per acre. The Inclusionary For-Sale Proforma modeled 20-100 units for a development, with a minimum 60 units usually required by developers for financial feasibility, and optimally a minimum of 100 units. A 60- unit development would typically require at least 12 acres at 5 units per acre. A 100-unit development would require at least 20 acres at 5 units per acre. The Housing Element Site Inventory identifies 13 LDR and MDR sites with at least 20 acres of developable land, and 13 LDR and MDR sites with 12-20 acres of developable land. Most of the opportunities for single-family development are in the Sierra Vista Specific Plan Area, with 5 sites greater than 20 acres each, and 19 sites between 12 and 20 acres each. Within the Sierra Vista Specific Plan Area, there are currently 19 single-family subdivisions with 63 to 211 units each that are approved and in predevelopment, and there are currently 13 single-family subdivisions with 53- 187 units each that are in construction.

Recommendations
Based on the findings of this Inclusionary Housing Policy Analysis, the following policy structures are recommended:

Housing Type Affordability Set-Aside In-lieu Fee Minimum Total Units Rental
5% of total units at Low Income
(LI) 80% AMI; and 5% of total
units at Very Low Income (VLI)
50% AMI
$450,000 per affordable setaside unit 40
For-Sale 10% of total units at Median
Income (MI) 100% AMI
$300,000 per affordable setaside unit 20
Implementation of the policy structures recommended above are projected to maximize affordable housing production while maintaining financial incentive for developers to build housing in Roseville. The option of payment of the in-lieu fee in place of building the affordable units provides the flexibility for varying site and economic conditions at the time a developer applies for a permit, while also providing incentive to build affordable units on-site in most cases. The inclusionary set-aside would only apply to projects with the minimum number of total units shown. This will help maintain project financial viability by not placing these burdens on smaller projects with lower profit and overhead.

In-lieu fees could be deposited in a City housing trust fund account that earns interest. Those funds can then be committed to a 100% affordable project. For example, a developer may pay a $4,500,000 in-lieu fee instead of building 10 affordable units within a 100-unit project. The $4.5 million could then be committed to a 100% affordable housing project in which all of the units are restricted to affordable rents

Inclusionary Housing Policy Analysis
Inclusionary Housing Policy Analysis 16
to Low Income households for 55 years. The housing trust funds could leverage other non-local funds such as Low Income Housing Tax Credits, state and federal loans and grants, to provide financing and subsidize the rents to affordable levels.

The number of affordable units that could be produced with a $4.5 million local contribution vary greatly depending on the availability of state and federal subsidies, and project type, ranging from about 20 to 100 units. Depending on the project and amount of federal and state subsidies that may be leveraged, this may be a more efficient way to produce affordable housing than an inclusionary set-aside in some instances. The major drawback of 100% affordable tax credit projects is the length of time they take to develop, usually taking 5-8 years from initial concept to completion of construction. This is largely due to the competition for limited subsidies and the need to submit applications to different programs in multiple competitive funding rounds. The other drawback of the in-lieu fee is that the affordable units are in a separate project from the market-rate development, rather than having those units integrated.

The City’s 10% Affordable Housing Goal has been successfully implemented to address its affordable housing needs. This policy leverages the private market to produce affordable housing while integrating affordable and market-rate units. This Inclusionary Housing Policy Analysis has determined that this policy is economically feasible for developers.

This analysis has also determined that the City may focus the affordable set-aside on lower income targeting. For rental housing, a Low Income and Very Low Income target is recommended for the full 10% set-aside, rather than a Median Income or Moderate Income target. For for-sale homes, a Median Income target is recommended for the full 10% set-aside, rather than a Moderate Income target.

An in-lieu fee should be made available as a secondary, or alternative, option to building affordable setaside units. Building affordable units on-site is more efficient in terms of development timeline and City administrative burden. In addition, building affordable units on-site integrates housing types and household incomes, furthering fair housing goals. The recommended in-lieu fee rates incentivize on-site building of affordable units, while also providing an alternative for unique developer circumstances and variable site characteristics.

Inclusionary Housing Policy Analysis
End Notes
End Notes
1 Inclusionary Housing in the United States. Wang and Balachandran, Grounded Solutions Network, 2021. 2 Meeting California’s Housing Needs: Best Practices for Inclusionary Housing. Local Government Commission, California Rural Legal Assistance Foundation, Western Center on Law and Poverty, November 2018. 3 City of Roseville 2021-2029 Housing Element and 2022-2024 Housing Element Annual Progress Reports submitted to the California Housing and Community Development Department (https://data.ca.gov/dataset/housing-element-annual-progressreport-apr-data-by-jurisdiction-and-year). 4 2022-2024 Housing Element Annual Progress Reports submitted to the California Housing and Community Development Department (https://data.ca.gov/dataset/housing-element-annual-progress-report-apr-data-by-jurisdiction-and-year).