Roseville City Council
April 15, 2026

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 25
Memorandum of Understanding

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

ARTICLE V. DISABILITY LEAVE

Pursuant to Section 3.12.100 of the City's Personnel Rules, the following shall constitute the City's practice regarding disability leave:

Employees may be granted paid disability leave based on the following circumstances, terms, and conditions.

The purpose of providing these programs of paid disability leave is to insure ensure that regular employees have reasonable and equitable provisions concerning their job and economic security.

Work Related Temporary Disability:

A. If a regular employee is temporarily disabled by injury or illness arising out of and in the course of performing assigned job duties, the employee shall become entitled, regardless of length of service, to a leave of absence while so disabled without loss of wages salary, less workers' compensation disability payments, for up to seventy -five (75) calendar days, commencing upon the third (3rd) calendar day after the injured employee leaves work as a result of the injury. However, if the disability necessitates hospitalization or the disability continues more than three (3) calendar days, the aforesaid seventy-five (75) day leave of absence shall commence from the first day the injured employee leaves work or is hospitalized as a result of the injury. Employees injured on the job who are absent from work due to such disability for less than three (3) calendar days may utilize accrued sick leave during such absence.

B. Following the initial seventy-five (75) day period of temporary disability, an eligible employee may elect to receive either workers' compensation disability payments, or full wagessalary by supplementing their workers' compensation disability payment by use of accrued vacation, compensatory time off (CTO), or sick leave on a one-half (1/2) hour sick leave for one (1) hour pay basis. Upon utilization of all accrued leave credits, the employee injured in the performance of assigned duties and who is entitled to compensation under the Workers' Compensation Insurance Act shall be continued on the rolls of the City without pay until workers' compensation is discontinued, or the employee reaches a permanent and stationary status, provided that the disability was not the result of the employee's willful violation of safety rules or negligent behavior.

ARTICLE VI. MILITARY LEAVE

A. Paid Military Leave

Classified employees obligated to serve involuntary periods of active military duty shall be compensated for normal work hours and days or shifts during such absence from work, up to a maximum of thirty (30) calendar days (no more than 240 hours) in any calendar year.

B. Extended Military Leave

1. Compensation, Benefits.

Classified employees obligated to serve involuntary periods of active military duty for more than 30 calendar days shall be compensated, when City pay is more than the active- duty compensation. The employee will receive the difference between the employee’s military pay and the employee’s base hourly rate. Compensation shall begin on the 31st day after the employee is called to active service and the partial salary and health and welfare benefits shall not exceed one thousand forty (1,040) hours, representing the equivalent of six (6) months of full -time employment at eight (8) hours per day, or a total differential payment amount of up to $20,000 in any calendar year. Employees who remain on active duty beyond six months shall continue on unpaid military leave consistent with federal and state law.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 26
Memorandum of Understanding

2. Eligibility.

As a condition to receive such benefits, the employee must be involuntarily called into active duty for a period greater than 30 consecutive days; duty may not include scheduled training, drills, and unit training assemblies or similar events; and benefi ts shall terminate if the employee is dishonorably discharged for conduct occurring during the compensation period.

3. Application.

Eligible classified employees shall be transitioned to a standard eight (8) hour per day, five (5) day per week work schedule (40 hours per week) for purposes of leave accounting and compensation. This section shall not apply to any active duty served voluntarily after the time that the employee is called to active service.

4. Conditions.

The amounts authorized under section B.1, shall be offset by amounts required to be paid pursuant to any other law, so there are no double payments to the employee. The employee shall be required to provide their earning statement each applicable pay period.

C. Compensation and City contribution toward benefits received under this section shall be in the form of a loan, payable with interest at the rate for money invested by the City in a local agency investment fund. The loan to an employee returning to work with the City within 30 days of being released from active duty shall be forgiven. Any employee who does not return to City service within 30 days, unless unable to return due to disability, shall repay the loan in equal monthly installments over a period not to exceed five years, commencing 90 days after the employee’s release from active service.

BD. Employees exercising these is provisions of military leave will be required to submit properly documented evidence of their call to active duty within ten (10) calendar days prior to such military duty. Such documentation must be submitted through the department head to the Human Resources Director.

ARTICLE VII. JURY DUTY LEAVE

A. Classified 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.

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.

C. 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.

D. If an employee normally assigned to any shift except days is summoned to jury duty and ordered to report, the employee’s shift shall be changed to days until the jury obligation has been fulfilled provided there is a period of 12 hours preceding the employee’s normally assigned shift. Any day that the employee is released from service having served fewer hours than normally scheduled, the employee shall report to work for the remainder of the shift.

ARTICLE VIII. COMPENSATORY TIME

Compensatory time shall be governed as follows:

A. An employee may use up to eighty (80) hours per calendar year of accrued compensatory time on conditions the same as those for the use of vacation. Approval by the employee's superintendent or first-line manager is sufficient for use.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 27
Memorandum of Understanding

B. Superintendents and first-line managers will grant an employee, at the employee's request, accrual of overtime as compensatory time, in accordance with Chapter 2, Article II.

C. Employee requests to use CTO will either be (1) granted within a reasonable time period or (2) at employee option, be paid off if use of CTO hours cannot be accommodated by the department.

D. The use of CTO must be a mutual agreement between the employee and the City.

D.E. An employee may also request to use up to an additional eighty (80) hours of accrued CTO due to the birth of a child of the employee or placement of a child with an employee in connection with adoption or foster care of that child by the employee, which may be used at the same time as leave which qualifies as baby/child bonding under City of Roseville Personnel Rule 3.12.095 Family Medical Leave Act (FMLA) and California Family Rights Act (CFRA).

1. Non-intermittent usage of CTO for baby/child bonding shall be approved.

2. In accordance with CFRA, intermittent leave requests for use of CTO for baby/child bonding shall be approved when usage is requested for less than two weeks in duration on any two occasions, where noticing requirements under CFRA are met and other leave balances were not used for this purpose.

3. Department Head approval is required for additional intermittent use of CTO, which may not be approved where it negatively impacts efficient and effective operations.

4. Nothing herein is intended to expand any right, entitlement, or practice concerning CTO, but for the application of an additional 80 hours of CTO for baby/child bonding.

ARTICLE IX. PERSONAL LEAVE TIME

Each full-time regular employee who is eligible for Personal Leave time (PLT) shall be provided a bank of forty-five (45) hours of PLT on the first pay periodJanuary 1st of each calendar year.

A. Eligibility:

1. Initial Six Months of Employment

a. Personal leave time shall not accrue during the initial six months of employment in the bargaining unit and as such, employees who separate service prior to the completion of the initial six months of employment shall be ineligible to receive a PLT payoff.

b. Upon completion of the initial six months of employment, employees shall receive 22.5 hours of PLT for use in accordance with Section B. For the remainder of the respective calendar year, the PLT bank shall be prorated at the accrual rate of 0.8654 hours per week.

2. Annual Leave Bank

a. Employees who have completed the eligibility requirements in Sections A, subdivisions 1(a) and 1(b) above shall be provided a bank of forty-five (45) hours of PLT on January 1 st of each calendar year. Part-time employees shall receive a pro-rated bank.

B. Usage:

Use of PLT time shall be subject to the following:

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 28
Memorandum of Understanding

1. PLT may be used by employees for time off on an hour-for-hour basis until the employee has exhausted the bank.

a. Use of PLT shall be subject to the operating needs of the City. The City may deny an employee time off on PLT if such release time will adversely impact the operating or staffing needs of a City department.

2. PLT shall have cash value and may be cashed out by the employee on an hour-for-hour basis at the employee's regular straight-timebase hourly rate of pay. Employees may cash out unused PLT in any regular pay period pursuant to procedures established by the City Human Resources Department. Pursuant to Chapter 5, Article II, item A of this memorandum of understanding, employees may defer some or all cashed out PLT into the City's deferred compensation plan.

3. Any PLT time remaining in an employee's PLT bank on the last pay period of the calendar year shall not roll over into the next calendar year. Such PLT time shall be cashed out by the City on an hour-for-hour basis at the employee's regular straight-timebase hourly rate of pay.

4. Employees who terminate after six months of initial employment with the City or leave the bargaining unit shall be cashed out at the rate of 0.8654 hours per week up to the balance of the employee’s PLT bank. If an employee terminates and has taken more PLT in advance than 0.86538 hours per week, the City shall deduct an equivalent amount of pay for the PLT. Any time cashed out will be paid on an hour-for-hour basis at the employee’s regular straight-timebase hourly rate of pay. For example, if an employee terminates employment on March 31, the employee shall receive payment for thirteen (13) weeks of PLT, or 11.2502 hours of PLT time. Part-time employees will be receive a pro-rated cash out of their bank.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 29
Memorandum of Understanding

CHAPTER 4. INSURANCE BENEFITS

ARTICLE I. MEDICAL AND DENTAL 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 and currently authorized by the IBEW Local 1245 bargaining unit. 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 hoursfull-time the employee worksis scheduled to work in a pay period. For example, employees scheduled forworking twentyforty (4020) hours in a pay periodper week will receive fifty percent (50%) of the full-time contribution; employees scheduled forworking thirty sixty (6030) hours perin a pay period week will receive seventy-five percent (75%) of the full-time contribution, etc.

B. Medical Insurance Benefits

The City agrees to contract with the California Public Employees’ Retirement System (CalPERS) for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first of the month after approval by the City Council 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, long-term disability insurance (LTD) 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 per month (less the direct PEMHCA payment provided in paragraph B).

3. Effective April 18, 2026, the City provides a flex plan credit to be used by active employees based on medical plan tier election (EE only, EE+1, Family), for any benefit covered under the Cafeteria Plan, as follows:

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

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

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

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

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 30
Memorandum of Understanding

2. Effective May 1, 2022, 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:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $200/month $273/month $598/month

4. 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:

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

5. 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:

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

6. 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:

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

37. Effective January 1, 2026, 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:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $230/month $453/month $898/month

Effective January 1, 2027, 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:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $230/month $/month $/month

Effective January 1, 2028, 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:

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 31
Memorandum of Understanding

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $230/month $/month $1,/month

Effective January 1, 2029, 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:

Active Employee
Medical Election Tier
Employee Only
(EE Only)
Employee Plus One
Dependent (EE+1)
Employee Plus
Family (Family)
Flex Plan Credit $230/month $/month $1,/month

48. Employees who elect not to participate in any of the medical, dental, LTD, 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 cash in lieu when on unpaid leave.

59. 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, LTD and vision insurance benefits for the employee and any eligible dependents.

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

E. The City agrees to provide a dental benefit as described in the evidence of coverage document.

The City reserves the right to select any dental carrier. The City will provide two (2) cleanings per year (except for periodontal patients who will continue to have four (4) cleanings). Open enrollment will be as described in the evidence of coverage document, but may be changed at the City's discretion in order to better manage the dental benefit.

F. The City agrees to provide a vision benefit. Details of the City’s vision benefit are described in the evidence of coverage document. The City reserves the right to select any vision carrier.

Open enrollment will be as described in the evidence of coverage document.

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 insofar as is possible, benefits and language will be matched.

ARTICLE II. RETIREE HEALTH BENEFITS

A. Medical Insurance Benefits

The City agrees to contract with the California Public Employees’ Retirement System (CalPERS) for the purpose of providing employees and their eligible dependents with medical insurance benefits. Effective the first of the month after approval by the City Council 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).

The parties agreement to move from the CalPERS equal contribution method to the PEMHCA minimum employer contribution method does not modify retiree health benefits for employees in Tiers I and II pursuant to Article II B and C below.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 32
Memorandum of Understanding

B. For Employees Hired Prior To January 1, 2004 (Tier 1)

Employees hired prior to January 1, 2004 that qualify for post-retirement health benefits shall qualify for such benefits based on rules in effect prior to January 1, 2004, i.e. an employee that retires from the City of Roseville and is eligible for CalPERS service retirement shall receive a City contribution towards their post-retirement medical insurance benefit at the same level as full- time regular employees covered by this agreement. (See benefit level Chapter 4, Article I(C), Cafeteria Plan, subsection 2.

C. For Employees Hired On Or After January 1, 2004 And Prior To January 1, 2014 (Tier 2)

Employees hired on or after January 1, 2004 and prior to January 1, 2014, to be eligible to receive post-retirement health benefits, an employee must complete at least five (5) years of CalPERS-credited service with the City of Roseville. Employees who retire from the City of Roseville after meeting the service requirement stated above and who have at least ten (10) years of CalPERS-credited service will receive a City contribution towards their post-retirement health benefits as follows:

Total Credited % of
Years of Service City Contribution per current CalPERS Resolution for IBEW Local 1245

10 50 %
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100

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.

The vesting requirements for post-retirement health benefits will become effective January 1, 2004. Employees hired on or after January 1, 2004 shall be subject to the above post-retirement vesting schedule for health benefits (see benefit level Chapter 4, Article I(C), Cafeteria Plan, subsection 2).

D. If City withdraws from the PEHMCA program through the life of this contract, employees hired after January 1, 2004 must have five (5) years of continuous service with the City of Roseville before becoming eligible for City-paid retiree health insurance.

Employees under this scenario will be subject to the following schedule:

Total Credited % of
Years of Service City Contribution

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 33
Memorandum of Understanding

5 25
6 30
7 35
8 40
9 45
10 50
11 55
12 60
13 65
14 70
15 75
16 80
17 85
18 90
19 95
20 + 100

E. For Employees Hired On Or After January 1, 2014 (Tier 3).

1. Employees hired on or after January 1, 2014, have no vested right in any post-employment medical benefits provided by the City of Roseville. Instead, upon hire, those employees shall contribute one percent (1%) of their base salary each pay period to a City sponsored Retirement Health Savings (RHS) account and shall contribute an additional one percent (1%) per pay period per year annually, up to a maximum of five percent (5%) 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 cumulativecontinuous 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 C 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, employees may draw from the 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. LONG TERM DISABILITY

A. The City agrees to provide a Long Term Disability (LTD) Program with a waiting period of sixty (60) calendar days; whereupon an eligible employee shall be entitled to receive up to sixty percent (60%) of their gross monthly salary (a minimum of $100) until age sixty-seven (67) in accordance with the LTD plan.

B. After own occupation disability benefits have been payable for thirty-six (36) months, employee is disabled if the injury or sickness makes him/her unable to perform all the material duties of any occupation for which he/she may reasonably become qualified based on education, training or experience.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 34
Memorandum of Understanding

C. Other details of the City’s LTD Plan are described in the plan booklet. The City reserves the right to select any LTD carrier.

D. 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.

E. After five (5) years as a regular employee of the City, the City agrees to pay one hundred percent (100%) of the premium for the LTD plan.

F. A program of voluntary group Supplemental LTD is available to those employees assigned to the classifications in Appendix “A” and “A2”. The City does not guarantee any minimum level of benefit provided to any Supplemental LTD program. The City reserves the right to select the insurance provider. The employee accepts sole responsibility for payment of any and all costs under this program. All premiums will be collected via payroll deduction.

ARTICLE IV. LIFE INSURANCE

A. The City agrees to provide eligible employees with a fully paid life insurance program in the amount of twice the employee’s annual salary 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 administration, 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. EMPLOYEE ASSISTANCE PROGRAM

A. The City agrees to provide an Employee Assistance Program (EAP) for employees that includes up to six (6) visits a calendar year for each employee and each dependent family member and spouse.

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.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 35
Memorandum of Understanding

CHAPTER 5. RETIREMENT.

ARTICLE I. PUBLIC EMPLOYEES' RETIREMENT SYSTEM

A. Retirement System. Unit members are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Article.

B Tier One: 2.7% at 55 Retirement Program – Bargaining Unit Members Hired On or Before December 31, 2012 and Unit Members Qualified for Reciprocity (Classic Member)

This Section B, including subsections, shall apply to bargaining unit members hired on or before December 31, 2012. In addition, this Section B shall apply to bargaining unit members hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Government Code Section 7522.02(c) and related CalPERS reciprocity requirements (Classic Member):

1. 2.7% at 55 Pension Formula

The “2.7% @ 55” retirement program will be available to bargaining unit members covered by this Section.

2. Final Compensation Based On 12-Month Period

For the purposes of determining a retirement benefit, final compensation for bargaining unit members covered by this Section B shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 20042.

3. Required Contributions

Bargaining unit members covered by this Section B shall continue to pay, through payroll deduction, 8.0% of compensation earnable contribution to CalPERS. 6.197% shall be contributed toward the City’s pension costs, and 1.803% shall be contributed toward the employees’ pension contribution.

The City shall pay 6.197% of compensation earnable as EPMC (Employer Paid Member Contribution) and shall report the same percent (value) of compensation earnable as special compensation pursuant to Government Code Section 20636(c)(4).

C. Tier Two: PEPRA Retirement Tier Required For Bargaining Unit Members Hired On or After January 1, 2013 and Not Qualified For Reciprocity

This Section C, including subsections, shall apply to bargaining unit members who were hired on or after January 1, 2013, and who do not qualify for pension reciprocity as stated in Government Code Section 7522.02(c).

1. 2% at 62 Pension Formula

The “2% @ 62” retirement program will be available to bargaining unit members covered by this Section C.

2. Final Compensation Based On 36-Months

Effective January 1, 2013, for the purposes of determining a retirement benefit, final compensation for bargaining unit members covered by this Section C shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 36
Memorandum of Understanding

3. Required Bargaining Unit Member Contributions

As required by Government Code Section 7522.04(g), effective January 1, 2013, bargaining unit members covered by this Section C shall pay, through payroll deduction, fifty percent (50%) of normal costs as determined by CalPERS.

D. Other Options Included In CalPERS Contract

Unit members continue to be eligible for the following options included in the City’s contract with CalPERS:
• Government Code Section 20965 (Conversion of unused sick leave balance to service credit.)
• Government Code Section 21573 (Third Level of 1959 Survivor Benefits). • Government Code Section 21548 (Pre-Retirement Option 2W Death Benefit).

ARTICLE II. DEFERRED COMPENSATION

A. The City agrees to maintain a deferred compensation plan, the choice of which shall be at the sole discretion of the City, wherein City employees can defer a portion of their earnings from State and Federal Income Tax as provided by applicable laws.

B. The City agrees to contribute one hundred dollars ($100) monthly into all employees’ deferred compensation plan. Employees may choose to contribute this allocation toward their health and welfare package. The election to place the contribution into their health and welfare package or deferred compensation must be made during a health open enrollment period.

C. The City agrees to contribute three percent (3%) of the employee’s base hourly ratewages into the deferred compensation plan as a replacement benefit to the City’s withdrawal from the Social Security System for employees who have completed five (5) continuous years of classified employment with the City of Roseville.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 37
Memorandum of Understanding

CHAPTER 6. HOURS, SCHEDULES, MEALS

ARTICLE I. GENERAL HOURS OF WORK

A. The following shall constitute the City's Hours of Service Policy except as otherwise provided herein.

The Department Head or his/her designated authority may waive these provisions in emergency situations as determined by the Department Head.

B. Except for part-time employees, eight (8) hours, ten (10) hours, or twelve (12) hours shall constitute a day's work, depending on the employees assigned schedule. Additionally, employees may work a 9/80 schedule. For example, Ffive (5) days of eight (8) hours or forty (40) hours shall constitute a workweek for all employees assigned that schedule. Employees will be subject to call twenty -four (24) hours per day and shall respond to such calls unless unable to perform required work.

C. All full-time employees shall have two (2) specified consecutive days off per week, Saturdays and Sundays, if possible, without deduction from pay. In case of emergency, and if the position must be continuously filled, an employee may be required by the employing officer, with the approval of the Human Resources Director, to work on weekly days off.

D. The appointing authority of each department shall draw up a schedule of days off for all full -time monthly employees under the department's jurisdiction.

E. Change of Schedule: Any employee involved in a mandatory change of schedule which involves a modification in an employee’s starting time or days off will be given a minimum of five (5) working days’ notice. Refer to Appendix B for 12 hour employees.

E.F. Employees may be assigned to work Saturdays, Sundays, holidays or regular days off and take days off during the week. Each such employee shall report for duty at the assigned duty station at the regular starting time and shall remain on duty eight (8) hours for the length of their assigned shift , performing all regular duties of the position and other duties in connection with the maintenance and operation of the department. During the other sixteen (16) hours of Saturdays, Sundays, holidays or regular days off, such employee will be available for call, but shall not be required to remain at home.

F.G. Troubleshooters may be assigned a rotational work schedule to include Saturdays and Sundays.

G.H. For purposes of defining the workweek in compliance with the Fair Labor Standards Act, the workweek begins at 12:01 a.m. on Saturday and ends at 12:00 midnight on Friday, unless assigned to a 9/80, which the work week start and end will depend on the authorized schedule.

H.I. The City and IBEW Local 1245 agree that the Electric Utility Director and/or his/her designee will meet with IBEW Local 1245’s principals for purposes of discussing potential changes in shift schedules.

ARTICLE II. INCLEMENT WEATHER SCHEDULE

A. The City agrees that regular or probationary employees who are unable to work in the field because of inclement weather will receive pay for the full day, provided they have reported for duty. During such day they may be held pending emergency calls, may be given first aid, safety or other instruction or they may be assigned to perform miscellaneous duties in sheltered locations.

B. Temporary personnel who have reported to work but are unable to work in the field because of inclement weather will be paid only for the time they work or are held by the City, except, however, that they will be paid for not less than two (2) hours.

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C. The Utility Director, or a delegated subordinate, will be responsible for determining if weather conditions warrant commencement or cessation of outside work in inclement weather. In arriving at a decision with respect to weather conditions, the Utility Director or delegated subordinate shall take into account such factors as: (a) employee health and safety, (b) undue hazards, (c) operating requirements, (d) service to the public, (e) job site working conditions, (f) anticipated duration of time required to leave unfinished job in a safe condition, (g) anticipated duration of inclement weather, and (h) distance from job site to operating headquarters.

ARTICLE III. REST PERIODS

It is the intent of this Article to provide for and insure ensure a reasonable amount of rest for employees who may be required to work an extraordinary number of overtime hours between workdays or on a continuous emergency work schedule. In such circumstances, the City agrees to the following provisions as a means of assuring adequate rest, and the prevention of fatigue and safety hazards.

A. Rest Period Between Workdays

1. If an employee has worked for four (4) or more hours during the eight (8) hour period immediately preceding the beginning of his/her regular work shift, he/she is entitled to a five (5) hour rest period upon the completion of such overtime work.

2. If an employee has worked for six (6) or more hours during the twelve (12) hour period immediately preceding the beginning of his/her regular work shift, he/she is entitled to a seven (7) hour rest period upon the completion of such overtime work.

3. If an employee has worked for eight (8) or more hours during the sixteen (16) hour period immediately preceding the beginning of his/her regular work shift, he/she is entitled to a nine (9) hour rest period upon the completion of such overtime work.

4. Rest periods are to begin immediately upon employee’s release from overtime workIf the rest period in whole or in part overlaps the employee’s regular work hours he/she will receive pay at the base hourly straight time rate plus applicable supplemental pays and longevity for the extent of the overlap. The rest period must be taken before starting the next shift, unless approved by a supervisor to delay the rest period due to operational needs.

5. If the rest period overlaps his/her regular work hours but does not extend into the second half of his/her workday, the employee may be excused from reporting for work until the beginning of the second half of his/her workday. Employee, in advance, will notify supervisor if he/she intends to exercise this option. The employee may request vacation, personal leave time, floating holiday, or comp time to make up hours.

6. If the rest period extends into the second half of his/her regular day, the employee may be excused from reporting for work until the beginning of the following workday.

Employee, in advance, will notify supervisor if he/she intends to exercise this option. The employee may request vacation, personal leave time, floating holiday, or comp time to make up hours.

7. At the discretion of the department head or designee, additional rest periods of up to 4 hours may be assigned in unusual or emergency circumstances. With supervisor/manager approval, these hours may be used in combination with the employee’s existing time-off banks, in combination with scenarios 1-3 above or the additional rest period hours used by themselves.

B. Continuous or Emergency Work Schedule. When, in circumstances of emergencies or other business necessity, it becomes necessary for the City to require a continuous work schedule of

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twenty-four (24) or more hours of work, employees shall work under close supervision and will be released for rest at the discretion of the department head or designee. In such circumstances, the employee shall be entitled to the prevailing rate of overtime pay, and shall remain at such rate of pay until released from the work schedule for a minimum of eight (8) hours.

ARTICLE IV. MODIFIED/ALTERNATIVE DUTYSPECIAL DUTY ASSIGNMENTS

Refer to Administrative Regulation on Modified/Alternative DutySpecial Duty for the current policy on Modified/Alternative Special Duty Assignments.

When an employee is assigned a modified/alternativespecial duty assignment, the employee shall be compensated for hours worked at the regular rate of base hourly pay 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/alternative special duty assignment of less than full time, compensation for hours worked may be supplemented by either accrued sick leave, or other available leave.

ARTICLE V. MEALS

All regular employees will be eligible for a $3020.00 meal allowance as provided below:

A. OVERTIME WORKED CONTIGUOUSLY TO A REGULAR SHIFT.

1. All Overtime (emergency or scheduled) worked contiguously (before or after) to an employee’s regularly scheduled shift for a minimum of two (2) hours shall entitle the employee to one (1) meal allowance. Employees will be eligible for one (1) additional meal allowance for each additional four (4) hours of contiguous overtime worked.

2. Employees are entitled to a paid thirty (30) minute meal break for every four (4) contiguous hours of overtime worked at the base hourly rate.

Overtime hrs worked Total # of $3020 meal allowances Total # of ½ hr paid breaks
>2 hrs < 4 hrs 1 = $3020 0
>4 hrs < 6 hrs 1 = $3020 1
>6 hrs < 8 hrs 2 = $6040 1
>8 hrs < 10 hrs 2 = $6040 2
>10 hrs < 12 hrs 3 = $9060 2
>12 hrs < 16 hrs 3 max meals in 24 hours 3 >16 hrs 3 max meals in 24 hours 4

B. OVERTIME WORKED NON CONTIGUOUS TO A REGULAR SHIFT.

All overtime (emergency or pre-arrangedscheduled) worked that is not contiguous with a normally scheduled shift shall entitle the employee to one (1) meal allowance for every four (4) hours of overtime worked. This scenario does not provide for the meal break to be compensated.

C. Under certain circumstances the City may provide a meal by bringing food to the worksite in lieu of “A1” or “B”.

D. In no event shall an employee be entitled to more than three (3) meal allowances in a twenty-four (24) hour period from the beginning of the overtime shift.

E. The meal allowance will be recorded each eligible day in timekeeping to be paid with normal payroll periods.

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CHAPTER 7. MISCELLANEOUS ISSUES

ARTICLE I. UNIFORMS AND SAFETY EQUIPMENT

A. Uniforms (Non-Fire Retardant (FR) Clothing) Required To Be Worn Daily When an employee is required to wear a uniform on a daily basis, as determined by the department head, the employee may elect one of the following two options by January 1 of each year:

1. An employee will receive an annual jean allowance of $235.00 and eleven (11) shirts selected by the City. The employee is responsible for cleaning the jeans, and must report to work in clean, well-maintained and repaired jeans. The jean allowance shall be payable in January of each year. The annual jean allowance shall be prorated for new employees by date of hire. The value of the uniform allowance is reported to CalPERS as special compensation subject to retirement contributions for employees in the classic retirement tier (not PEPRA). This is capturing and inclusive of prior City reported special compensation, related to uniforms, to CalPERS for Classic members, effective at least as early as May 1, 2022, (or earlier, including as far back as 1994) on the belief and understanding that CalPERS regulations did not require specified amounts to be delineated in publicly approved MOUs prior to this date.

OR

2. The City will provide and maintain for an employee annually eleven (11) shirts and eleven (pants) selected by the City to wear during working hours. The rental and maintenance of the uniform will be up to $500 each fiscal year based on the cost of renting and laundering of the uniform. The value of the uniform provided, cleaned and maintained, is reported to CalPERS as special compensation subject to retirement contributions for employees in classic retirement tiers (not PEPRA).This excludes the monetary value for personal health and safety equipment. This is capturing and inclusive of prior City reported special compensation, related to uniforms, to CalPERS for Classic members, effective at least as early as May 1, 2022 (or earlier, including as far back as 1994) on the belief and understanding that CalPERS regulations did not require specified amounts to be delineated in publicly approved MOUs prior to this date.

B. Uniform (Non-FR Clothing) Not Required
If an employee, with the director’s approval, does not wear a City uniform, the employee will not be eligible for a uniform allowance.

C. Rain Gear
As needed, the City shall provide an employee with rain gear consisting of one (1) each coat and pants.

D. Uniform Apparel – General Requirements
Employees who receive a jean allowance and employees who are provided with uniform apparel pursuant to this Article, including FR uniform apparel, are required to wear the provided clothing during all duty hours and to maintain a clothing standard consistent with representing the Cit y to the public.

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E. Safety Clothing and Equipment

1. Fire Retardant (FR) Clothing Required To Be Worn Daily If by law or regulation, due to hazard evaluation or CAL-OSHA requirements, an employee is required to wear FR clothing on a daily basis, the City shall provide all required FR clothing/uniform items, and the employee is not permitted to provide the employ ee’s own work clothing or to receive a jean allowance. The City shall provide eleven (11) FR pants and eleven (11) FR shirts annually, and shall provide other FR clothing items as needed as determined by the department head or designee.

2. Safety Boots/Shoes and Climbing Boots
a. Safety Boots/Shoes. As needed as determined by the department head or designee, the City shall provide an employee who is required to wear safety boots/shoes on a daily or intermittent basis with safety boots/shoes with a cost that does not exceed $ 250325.00. The $325.00 250 may include maintenance and repair costs of the safety boot/shoe including but not limited to: shoe laces, toe guards and insoles and shall not exceed the $325.00250 annual cost. At the City’s discretion, the City may provide safety boots/shoes through any method that allows an employee to choose safety boots/shoes that do not cost more than $325250.00 and meet applicable safety requirements. Examples of methods the City could elect to use to provide safety boots/shoes, depending on the circumstances, include, but are not limited to the following:

1. The City could authorize an employee to purchase safety shoes/boots and submit the original receipt for reimbursement. The reimbursement method requires the supervisor’s advance written authorization.

2. Or, an employee could select appropriate safety shoes/boots, and the City would order and pay for the selected boots.

3. Or, a supervisor could accompany an employee to a retail store and pay for the selected safety shoes/boots.

4. Or, the City could arrange for a vendor to provide a selection of appropriate safety shoes/boots from which employees may select/order safety shoes/boots at City expense.

The Safety Boot/Shoe allowance will be increased each year as follows:

Year 1: $325.00
Year 2: $334.75
Year 3: $344.79
Year 4: $355.14
b. Climbing Boots. As needed as determined by the department head or designee, the City shall provide an employee who is required to wear clim bing boots with climbing boots with a cost that does not exceed $550 400.00. The $550.00 400 may include maintenance and repair costs of the safety boot/shoe including but not limited to: shoe laces, toe guards and insoles and shall not exceed the $550.00400 annual cost. At the City’s discretion, the City may provide climbing boots through any method that allows an employee to choose climbing boots that

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do not cost more than $ 550400.00 and meet applicable safety requirements.

Examples of methods the City could elect to use to provide climbing boots, depending on the circumstances, include, but are not limited to the following:

1. The City could authorize an employee to purchase climbing boots and submit the original receipt for reimbursement. The reimbursement method requires the supervisor’s advance written authorization.

2. Or, an employee could select appropriate climbing boots, and the City would order and pay for the selected boots.

3. Or, a supervisor could accompany an employee to a retail store and pay for the selected climbing boots.

4. Or, the City could arrange for a vendor to provide a selection of appropriate climbing boots from which employees may select/order at City expense.

The Climbing Boot allowance will be increased each year as follows:

Year 1: $550.00
Year 2: $566.50
Year 3: $583.50
Year 4: $601.00
c. General Requirements.

1. Employees who are required to wear safety boots/shoes and/or climbing boots while performing their job duties must wear boots/shoes that are appropriate for their job classification and meet any CAL- OSHA requirements. The City reserves the right to determine if a boot or shoe is appropriate to the employee’s job classification in conformance with any applicable CAL-OSHA regulations.

2. To assure compliance with prescribed safe working practices or common sense, an employee who performs job duties without wearing appropriate safety boots/shoes or climbing boots whenever required by conditions and assigned duties will be subject to discipline.

3. Additional Safety Equipment
In addition to providing FR clothing, safety boots/shoes and climbing boots described above and as required by an employee’s job duties, the City shall provide employees with the following additional safety equipment and personal protective wear as needed, including, but not limited to: jackets, sweatshirts, hard hats, gloves, one (1) pair of insulated rubber boots with reinforced arches, and other materials and equipment required by CAL- OHSA to guard against potential on-the-job hazards to employees’ health and welfare. The City provides safety glasses in accordance with Administrative Regulation 2.02.

4. Safety Equipment – General Provisions
During their duty hours while performing their job duties, employees are required to use safety equipment and additional personal protective wear provided by the City as appropriate for the particular task. To assure compliance with prescribed safe workin g

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practices and common sense to protect against potential hazards to the health and welfare of employees, an employee who fails to use the appropriate safety equipment and personal protective wear shall be subject to discipline.

F. The parties agree to convene a labor management committee to evaluate options and meet and confer on the application and utilization of a new uniform service to address employees concerns on fire retardant clothing.

ARTICLE II. UNION SECURITY AND MEMBERSHIP

A. The Union is the sole and exclusive representative for all the employees covered by this agreement without regard to membership in the Union, with respect to all matters relating to hours, rates, terms and conditions of employment, and all other negotiable items.

B. Employees may authorize membership dues and other lawful deductions to be made from their salaries, wages, or retirement allowances for the payment of dues 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 Union dues deductions from employee paychecks. Such authorized deductions shall be remitted monthly to the Union along with an adequate itemized record of deductions. After providing the required certification, the Union 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 Union in writing regarding whether dues deductions were properly cancelled or changed. Any requests from the Union 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. 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.

C. Upon receiving notification from the Union, the City shall deduct the amount of regular and periodic Union dues, service fees, or insurance premiums as may be specified by the Union under the authority of written notification by the Union certifying that the employee has provided written affirmed consent for deduction of union membership dues or fair share service fees. Such authorized deductions shall be remitted monthly to the Union along with an adequate itemized record of deductions.

D. The Union 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 Union’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 Union, provided that the City promptly notify the Union of any such matter for which it is seeking indemnification after the City has knowledge of the occurrence of such matter.

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

E. The employee’s earnings must be sufficient, after other legal and required deductions are made, to cover the amount of the membership dues deductions or any other deductions. When an employee

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is in a non-pay status for the full pay period when his/her deductions would normally be withheld, no deductions will be made to cover that withholding from the earnings. In the case of an employee who is in a non-pay status during only a part of the pay period and the salary is not sufficient to cover the full withholding, no deduction shall be made.

F. The City shall furnish the Union, on a monthly basis, the name, date of hire, salary, classification and work location of all newly-hired employees subject to this Agreement. The City agrees to provide the Union on a monthly basis a payroll dues deduction report.

ARTICLE III. CERTIFICATION OF ELIGIBLES AND APPOINTMENTS

Pursuant to City Personnel Rules Section 3.05.110 and Chapter 3.06, Appointments.

ARTICLE IV. CAUSES FOR DISCIPLINE

The following may be causes for the City to initiate disciplinary action including demotion, reduction in pay, suspension, or dismissal of any employee, pursuant to these rules and regulation. The causes cited below are for both specific and exemplary reasons to alert employees to the more commonplace types of disciplinary issues. There are some serious acts of misconduct that by their nature are not appropriate for progressive discipline. Behavior of this type should be disciplined by suspension, or, if warranted, discharge on the first occasion. The rules governing discipline shall prevail as if the unlisted issue or infraction were listed as follows:

A. Attendance.

1. Improper or unauthorized use or abuse of sick leave;

2. Excessive absenteeism regardless of reason;

3. Being absent without authorized leave; repeated tardiness to assigned workstation, or leaving assigned work without authorization.

B. Behavior.

1. Willful or negligent violation of the Personnel Rules and Regulations, resolutions, and other related ordinances including departmental rules, regulations, and policies;

2. Insubordination (failure to carry out a direct order from a supervisor);

3. Acceptance of gifts or gratuities in connection with or relating to the employee's duties, except as provided in Section 3.15.030;

4. Conduct that is unbecoming a City officer or employee which tends to discredit the City or City service, including the wearing of City-identified uniforms off duty into a public or private establishment; the nature of which may adversely reflect upon the City; willful misrepresentation of the City;

5. Conviction of a crime, the nature of which reflects a possibility of serious consequences related to the continued assignment or employment of the employee;

6. Falsifying information related to employment application, payroll, or any work related record or report;

7. Soliciting outside work for personal gain during the conduct of City business engaging in outside employment for any business under contract by the City, participating in any outside employment that adversely affects the employee's City work performance, and engaging in unauthorized outside employment;

8. Discourteous treatment of the public or City employees;

9. Conduct interfering with the reasonable management and discipline of the City or any of its department or divisions;

10. Engaging in political activities while on duty;

11. Violation or neglect of safety rules;

12. Theft;

13. Physical altercations;

14. Any act or conduct that is discriminatory in nature towards another person's race, color, religion, ancestry, national origin, age, sex (including sexual harassment), sexual orientation,

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marital status, political affiliation, family care leave status, pregnancy, physical or mental disability, medical condition, or legally protected characteristic.

C. Work Performance.

1. Inefficiency, incompetence, or negligence in the performance of duties, including failure to perform assigned tasks of training, or failure to discharge duties in a prompt, competent, and reasonable manner;

2. Refusal or inability to improve job performance in accordance with written or verbal direction after reasonable trial period;

3. Refusal to accept reasonable and proper assignment from an authorized supervisor;

4. Possession of, or intoxication, or incapacity on duty due to the use of, alcohol or drugs;

5. Driving under the influence of alcohol or drugs while on duty; suspension of driver's license where job duties require driving;

6. Careless, negligent, or improper use of City property, equipment or funds, including unauthorized removal, or use for private purpose, or use involving damage or unreasonable risk of damage to property;

7. Unauthorized release of confidential information or official records;

8. Participation in a strike, work stoppage, slowdown, or other job action against the City.

ARTICLE V. GRIEVANCES - GENERAL AND PROCEDURES

Any represented employee who wishes to call his or her Union business representative regarding employment related matters, may do so on City paid time at his or her own expense, provided such telephone calls do not represent or create any unreasonable disruption of work.

A. Grievances in General. An employee, individually or in representation of a group of employees, may complain to the City management through the grievance procedure in this Article regarding any non- disciplinary matter relating to that employee's wages, hours, or conditions of employment. A grievance may be either formal or informal. However, an informal grievance is a prerequisite to filing a formal grievance.

B. Informal Grievances. An employee, individually or in representation of a group of employees, with a grievance shall first discuss the matter with his or her immediate supervisor within ten (10) calendar days of the matter complained of. The supervisor and the employee shall attempt to informally resolve the dispute. If this is not accomplished, the employee shall next discuss the matter with the next level of supervision within ten (10) calendar days of the matter complained of. The supervisor and the employee shall attempt to informally resolve the dispute. If this is not accomplished, the employee shall next discuss the matter with the next level of supervision within ten (10) calendar days of the unsuccessful discussion and so on, until the empl oyee reaches the department head. The decision of the department head regarding an informal grievance shall be final unless the employee files a formal grievance.

C. Formal Grievances.

1. An employee, individually or in representation of a group of employees, who has a grievance which remains unresolved after utilizing the informal grievance procedure may file a formal grievance in writing. The employee shall file a formal written grievanc e with the Human Resources Director or their designeeCity Manager within ten (10) calendar days after the final decision on the informal grievance. The formal grievance shall contain all relevant information relating to the grievance, which the employee wishes the Human Resources Director or their designeeCity Manager to consider. The Human Resources Director or their designeeCity Manager shall meet with and respond in writing to the employee within ten (10) calendar days of the receipt of the grievance. If the grievance remains unresolved and/or the aggrieved employee is not agreeable of the Human Resources’ or their designee’s decision, the employee shall file a formal written grievance with the City Manager within ten

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(10) calendar days after the final decision of the Human Resources Director or their designee.

The City Manager shall meet with and respond in writing to the employee within ten (10) calendar days of the receipt of the grievance.

2. Except in those cases where the grievance is subject to Administrative Appeal to the Personnel Board pursuant to Roseville Municipal Code, Chapter 3.23, the decision of the City Manager regarding a formal grievance is final.

ARTICLE VI. MINIMUM SCORES AND COMPUTATIONS

Pursuant to City Personnel Rules Section 3.05.070.

ARTICLE VII. CITY MANAGEMENT RIGHTS

Pursuant to Section 3.17.030 of the City's Personnel Rules, the following shall constitute the City's management rights:

A. To ensure that the City is able to carry out its statutory functions and responsibilities, nothing contained in this Article shall be construed to require the City to negotiate on matters, which are solely a function of management, including 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 workforce 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.

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13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, and job classifications, and to reclassify employees.

14. To hire, transfer, promote, and demote employees for nondisciplinary reasons.

15. To determine policies, procedures, and standards for selection, training, and promotion of employees.

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 with these Regulations or the Personnel Rules.

19. To restrict the activity of an employee organization on the municipal property and on municipal time except as set forth in these regulations.

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

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

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

ARTICLE VIII. NON-DISCRIMINATION

The Union is obligated to comply fully with Titles VI and VII of the 1964 Civil Rights Act (as amended), such that employee organizations and labor unions shall not discriminate against any member o r prospective member on the basis of such person's race, creed, color, national origin, sex, age (over 40), or religious affiliation, physical handicap (except where indicated by requirements of the position), medical condition, marital status and all other applicable State and Federal statutes relating to non-discrimination.

ARTICLE IX. ADMINISTRATION OF APPRENTICESHIP PROGRAMS IN ELECTRIC

UTILITY DEPARTMENT

The City of Roseville, desirous of establishing apprenticeship programs in the Electric Department , does hereby adopt the following rules for the administration of said programs in cooperation with the recognized majority representative of employees in this department, the International Brotherhood of Electrical Workers, AFL-CIO, Local #1245:

A. Committee.

An Apprenticeship Committee will be established and shall be composed of two (2) voting members appointed by the International Brotherhood of Electrical Workers, Local #1245 (Union), and two (2) members appointed by the City. Additional parties (Union and City) may attend monthly Apprentice Committee meetings upon mutual agreement of both parties (Union and City). This committee will prepare, review and revise training standards as necessary. Decisions of this committee are subject to the approval of the Union Business Manager (or designee) and the City Manager.

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B. Training Standards.

A training standard of progress will be developed for each apprenticeship program and will be formalized in the Apprentice Training Program specific to each program. This standard will indicate the training time for each phase of training or work process. The training time indicated will not be restrictive, but rather will be indicative of the emphasis or amount of time that should be spent on each phase. Although the total time spent on any one phase during any one progression period may vary with the individual, work load and amount of related instructions, minimum assignments shall be met during the term of the apprenticeship as outlined in the City of Roseville Apprentice Line Technician, Apprentice Substation Technician and Apprentice Metering Systems Technician Training Programs.

C. Nondiscrimination Provision.

Selection of apprentices under the program shall be made from qualified applicants pursuant to the Personnel Rules of the City of Roseville and without regard to race, creed, color, national origin or ancestry, physical or mental disability, medical condition, denial of family and medical care leave, gender, gender identity and gender expression, sex, sexual orientation, marital status, age, or religious affiliation, military and veteran status, genetic information, and all other applicable state and federal statutes relating to discrimination.

D. Entrance Requirements.

To be eligible to enter an apprenticeship program, a candidate must pass an appropriate entrance examination and meet whatever other minimum requirements may be established for that classification. Employees will be given an opportunity to indicate their desires and intentions with regard to entering apprenticeship training programs. Vacancies in apprenticeship training programs will be announced in accordance with normal procedure.

E. Progression Tests.

To progress through the apprentice program will require passing a progression test for each step of the program. These tests and the manner in which they will be scored will be prepared and agreed to by the Joint Apprenticeship and Training Committee and outlined in the City of Roseville Apprentice Line Technician Training Program dated 08/2016, and Apprentice Substation Technician and Apprentice Metering Systems Technician Training Program dated 02/16/22.

F. Review and Evaluation.

The Electric Utility Director shall appoint staff who shall review and evaluate the progress of each Apprentice during the program. Employees in the Apprentice classification shall receive a performance report for each six months of training. The completed performance review will be administered through the normal City process.

G. Instruction.

Related classroom instruction as agreed to by the Joint Apprenticeship and Training Committee will be given the apprentices during regular working hours. The instructors will be selected from personnel qualified to instruct.

Each apprentice shall pursue related and supplemental theoretical studies of not less than approximately eighty (80) hours per year. This outside training shall be approved by the Joint Apprenticeship and Training Committee and shall be pursued on the apprentice's own time and without pay from the City.

H. Salary Step Increases.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 49
Memorandum of Understanding

Employees are eligible for a salary merit increase based on successful (70%) completion of the required testing for each step as outlined in the City of Roseville Apprentice Line Technician, Apprentice Substation Technician and Apprentice Metering Systems Technician Training Programs.

I. Probationary Period.

Employees in the Apprentice Line Technician and Apprentice Electric Metering Systems Technician classification remain on a probationary status that is in effect throughout their entire Apprenticeship Program, which shall not exceed forty two (42) months. Employees in the Apprentice Electric Substation Technician classification shall remain on a probation status throughout their entire Apprentice program, which shall not exceed fifty-four (54) months. In any case where the Apprentice fails to adhere to standards outlined in the Apprentice Line Technician Program, the employee will be rejected on probation and removed from the program. The City retains its sole discretion to determine whether an Apprentice completes probation.

The Union and City acknowledge and agree that the length of the probationary period under this Apprenticeship Program reflects the unique nature and required training and evaluation time for the classifications contemplated herein. As described in Roseville Municipal Code, Section

3.06.130, the probationary period is an intrinsic part and extension of the employee selection process during which the employee shall be considered in training and under careful observation and evaluation by supervisory personnel. Generally, this period will be utilized to train and evaluate the employee’s effective adjustment to work tasks, conduct, observance of rules, attendance and job responsibilities, and to provide for the release of any probationary employee whose performance does not meet required standards of job progress or adaptation.

J. Reinstatement Rights.

Employees rejected on probation within the first year of the Apprenticeship Program shall be reinstated to the classification from which the employee was promoted if the employee held regular status in the lower level position with the exception of those employees promoted from the Electric Pre-Apprentice position. Employees who were promoted from an Electric Pre-Apprentice position to the Apprentice position or employees who were rejected on probation from the Apprenticeship program in year two or three will be considered to be released from City service without cause at the sole discretion of the City and do not have reinstatement rights to a previously held position within the City. Such release shall not be subject to any appeal. Written notification of release shall be provided to the probationer, and a copy filed with the Human Resources Director or a designee thereof. As negotiated between the Union and City, the provisions of this Amendment #1 to the parties’ Memorandum of Understanding control, notwithstanding any other language contained in the City’s Personnel Rules, including, but not limited to, Roseville Municipal Code, Title 3, Sections 3.06.140, 3.06.170, and 3.06.180.

K. Demotion.

Employees wishing to voluntarily withdraw from the Apprenticeship Program may request a voluntary demotion pursuant to City’s Personnel Rules, Roseville Municipal Code, Title 3, Section

3.07.040.

ARTICLE X. UNION ORIENTATION

The City shall provide thirty minutes for the union’s business representative to attend new hire orientation to meet with all new IBEW Local 1245 bargaining unit employees for the purpose of explaining union contract orientation and enrollment. The City will provide IBEW Local 1245 one week notice of new hire orientations that include IBEW Local 1245 employees.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 50
Memorandum of Understanding

City agrees to meet with IBEW Local 1245 during the term of the MOU to further explore alternate release time procedures.

ARTICLE XI. EDUCATIONAL REIMBURSEMENT

Employees may be reimbursed for the tuition and fees connected with job -related educational courses up to $150.00 per course, not to exceed $300.00 per year. The cost of books is not covered in this Agreement.

The employee will submit the request for reimbursement to the supervisor, who will accept or reject the request. The request must be made before the class has been completed. The request will then be forwarded 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 passing grade is submitted to the Human Resources Department. The City will maintain a maximum fund of $6,000 to be administered by the Human Resources Department for educational reimbursement. Once the fund balance is depleted, no further reimbursements will be approved.

ARTICLE XII. ALCOHOL AND DRUG POLICY

The City and IBEW Local 1245 agree to continue enforcement of the Alcohol and Drug Policy as referenced in Appendix "Y".

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 no later than five (5) calendar days after such conviction.

ARTICLE XIII. UNION RELEASE TIME REIMBURSEMENT

At the written request of the Union and upon approval by the applicable department head, designated union stewards may be granted up to four (4) days off per calendar year per steward of reimbursable leave time off to perform union business. Employees shall elect to utilize their accumulated leave time off bank, excluding sick leave, to receive their full regular base wages for the duration of the union leave time off. The leave time off is subject to approval by the employee’s supervisor and shall not disrupt operations. The union may request to utilize an additional allotment of a total of 18 hours of reimbursable release time per calendar year for a steward(s) to attend union training sessions. The additional 18 hours may be designated for use to one steward or spread among multiple stewards.

Subsequently, upon written verification from the Union of the amount of time off taken by the employee for union business, the City shall invoice the Union for the total compensation cost of the employee’s time off.

Within thirty (30) calendar days of receiving the reimbursement payment from the Union for the employee’s time off, the City shall reinstate all hours of accumulated leave used for union business to the employee’s respective leave bank. While on union release time, the employee shall not be considered to be on City time and accordingly the City shall not incur any liability, including but not limited to workers’ compensation and tort liability, arising out of the employee’s performance of union business. The Union shall indemnify and hold harmless the City, its officers, agents, employees, and volunteers, individually and collectively, from and against any and all claims, cost, suits, losses, demands, actions, judgments, damages, fees, liabilities, and proceeding of any nature whatsoever arising of, or related to, its adherence to this Article.

ARTICLE XIV. LIMITED TERM

Pursuant to Section 3.06.095 of the City’s Personnel Rules, the following shall apply to limited term appointments.

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

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 51
Memorandum of Understanding

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

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

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 52
Memorandum of Understanding

The terms and conditions of this Memorandum of Understanding are effective May 1, 2022April 18, 2026, by the Employer-Employee representatives whose signatures appear below on behalf of their respective organizations.

City of Roseville: IBEW, Local 1245:

________________________ ___________________________
Dominick Casey Gerald Williams
City Manager Chief Negotiator

_________________________ __________________________
Timothy L. Davis Greg Damitz
Chief Negotiator Member, Negotiation Committee

_________________________ ___________________________ Stacey Peterson Gregg Judd
Member, Negotiation Committee Member, Negotiation Committee

_________________________ ____________________________ Ryan Devore Jose Gutierrez
Member, Negotiation Committee Member, Negotiation Committee

__________________________ __________________________ Shawn Matchim Clinton Castle
Member, Negotiation Committee Member, Negotiation Committee

_________________________ ____________________________ Tom Pontes Brendan Gossic
Member, Negotiation Committee Member, Negotiation Committee

_________________________ ____________________________ Bill Forsythe Shawn Murphy
Member, Negotiation Committee Member, Negotiation Committee

_________________________ ____________________________ Arashdeep Singh Matthew Russell

Member, Negotiation Committee Member, Negotiation Committee

_________________________
Bob Strebel
Member, Negotiation Committee

_________________________
Andy Schiltz
Member, Negotiation Committee

_________________________
Samantha Johnson
Member, Negotiation Committee

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 53
Memorandum of Understanding

APPENDIX “A” “A2” IBEW LOCAL 1245 CLASSES

150 ELECTRIC APPRENTICE LINE TECHNICIAN
1086 ELECTRIC APPRENTICE METERING SYSTEM TECHNICIAN
1084 ELECTRIC APPRENTICE SUBSTATION TECHNICIAN
2328 ELECTRIC DRAFTING TECHNICIAN I
2330 ELECTRIC DRAFTING TECHNICIAN II
2340 ELECTRIC ENGINEERING TECHNICIAN I
2345 ELECTRIC ENGINEERING TECHNICIAN II
1152 ELECTRIC LINE GENERAL FOREPERSON
2285 ELECTRIC LINE TECHNICIAN
2286 ELECTRIC LINE TROUBLESHOOTER
2210 ELECTRIC MATERIALS TECHNICIAN I
2212 ELECTRIC MATERIALS TECHNICIAN II
1085 ELECTRIC METERING SYSTEM TECHNICIAN
1130 ELECTRIC OPERATIONS SAFETY TECHNICIAN
2421 ELECTRIC PRE-APPRENTICE
2254 ELECTRIC PREVENTIVE DATA SYSTEM TECHNICIAN
1083 ELECTRIC SUBSTATION TECHNICIAN
2350 ELECTRIC SYSTEM DISPATCHER
2359 ELECTRIC TECHNOLOGY SYSTS TECHNICIAN
9250 ELECTRIC UTILITY INSPECTION TECHNICIAN
2360 ELECTRIC UTILITY TECHNICIAN I
2362 ELECTRIC UTILITY TECHNICIAN II
2380 ELECTRONICS TECHNICIAN I
2385 ELECTRONICS TECHNICIAN II
1120 ELECTRONICS TECHNICIAN III
1037 ENVIRONMENTAL UTILITIES INSTRUMENT AND CONTROL TECHNICIAN I 1038 ENVIRONMENTAL UTILITIES INSTRUMENT AND CONTROL TECHNICIAN II 1082 GENERATION MAINTENANCE SCHEDULER-COORDINATOR
3608 INSTRUMENT & CONTROL TECHNICIAN
4520 MATERIALS TECHNICIAN
5319 PLANT & EQUIPMENT MAINTENANCE WORKER II
5316 PLANT & EQUIPMENT MAINTENANCE WORKER I
5327 PLANT & EQUIPMENT MECHANIC I
5328 PLANT & EQUIPMENT MECHANIC II
1182 POWER GENERATION SAFETY TECHNICIAN
5401 PREDICTIVE MAINTENANCE TECHNICIAN I
5402 PREDICTIVE MAINTENANCE TECHNICIAN II
5500 PREVENTATIVE MAINTENANCE TECHNICIAN I
5502 PREVENTATIVE MAINTENANCE TECHNICIAN II
5533 PREVENTATIVE MAINTENANCE COORDINATOR
5595 POWER ENGINEER I
5596 POWER ENGINEER II

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 54
Memorandum of Understanding

5590 POWER PLANT ENGINEER I
5591 POWER PLANT ENGINEER II
5526 POWER PLANT MECHANIC
5522 POWER PLANT OPERATOR TECHNICIAN I
5523 POWER PLANT OPERATOR TECHNICIAN II
7020 SCADA SYSTEM TECHNICIAN
7118 SR ELECTRIC LINE TECHNICIAN
1153 SR ELECTRIC LINE TROUBLESHOOTER
7169 SR ELECTRIC MATERIALS TECHNICIAN
7124 SR ELECTRIC METERING SYSTEMS TECHNICIAN
7126 SR ELECTRIC SUBSTATION TECHNICIAN
7168 SR ELECTRIC SYSTEM DISPATCHER
7170 SR ELECTRONIC TECHNICIAN
1123 SR ENVIRONMENTAL UTILITIES INSTRUMENT AND CONTROL TECHNICIAN 7205 SR PLANT & EQUIPMENT MECHANIC
7152 SR POWER PLANT OPERATOR/TECHNICIAN
7284 SR PREVENTATIVE MAINTENANCE TECHNICIAN
9559 SR SCADA SYSTEM TECHNICIAN
7204 SR WATER DISTRIBUTION WORKER
7202 SR WASTEWATER UTILITY MAINTENANCE WORKER
2375 TRAFFIC SIGNAL MAINTENANCE WORKER I
2376 TRAFFIC SIGNAL MAINTENANCE WORKER II
9078 WATER CONSERVATION SPECIALIST
9049 WATER CONSERVATION WORKER I
9051 WATER CONSERVATION WORKER II
9246 WATER DISTRIBUTION WORKER I
9248 WATER DISTRIBUTION WORKER II
9027 WASTEWATER UTILITY MAINTENANCE WORKER I
9029 WASTEWATER UTILITY MAINTENANCE WORKER II

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 55
Memorandum of Understanding

APPENDIX “B” TWELVE HOUR SHIFT- SPECIFIC PROVISIONS

In addition to the applicable sections of the MOU, the following shall govern twelve (12) hour shift personnel:

1. Shift work. “Shift work is defined as a position that is staffed with rotating shifts, allowing for twenty-four (24) hour per day coverage, on a seven (7) day per week basis, including holidays.”

2. Lunch and breaks. Lunch Periods: All personnel assigned to twelve (12) hour shifts receive a thirty (30) minute paid lunch. Employees assigned to this shift will not be allowed to leave the work premises and may be required to report to their work station during their meal break.

3. Relief Operator– Overtime – Relief employees will be utilized within the 12-hour shift schedule only when relieving for the Operators on shift. When not relieving, they will work five (5) eight- hour shifts. Overtime is compensable in increments of fifteen (15) minutes. Overtime will be calculated in accordance with the existing MOU (over 8 and over 40) shall be compensable at the rate of one and one-half (1.5x) the employee's base hourly rate, except for Overtime between the hours of 8:00 p.m. to 6:00 a.m. which shall be compensated at two times (2.0x) the employee’s base hourly rate.

4. Paid Leave. A shift work employee who does not work for an entire regularly scheduled shift, shall use paid leave (vacation, CTO, sick, etc.) to supplement the hours worked to provide up to twelve (12) hours of paid time for that day.

5. FLSA work period: For purposes of defining the workweek in compliance with the Fair Labor Standards Act, the workweek for all staff except 12-hour shift employees begins at 12:01 a.m. on Saturday and ends at 12:00 midnight on Friday. The City of Roseville reserves the right to change start times of each work week within a period as appropriate to the selected shift. [The City and IBEW Local 1245 agree that the Electric Utility Director and/or his/her designee will meet with IBEW Local 1245’s principals for purposes of discussing twelve (12) hour shift schedules.]

6. Overtime for twelve (12) hour shifts:

Overtime work may be required of any employees in order to meet special or unusual needs of service beneficial to the City and community. Overtime shall be compensable in increments of fifteen (15) minutes. Overtime shall be compensable at the rate of one and one-half (1.5x) times the employee’s base hourly rate. 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

Twelve hours per day Over twelve hours per day
and forty hours per week

7. Holidays - Employees scheduled to a twelve (12) hour shifts are not allowed to take holidays off as they fall and shall receive one hundred ten (110) hours of holiday hours per year (the equivalent of 9 City designated holidays), in advance on January 1 of each year, earned in approximately nine (9) hour increments for each one (1) month of continuous employment.

Employees must request time off in full shift increments, except for one time use of 2 holidayuse a minimum of eight (8) hours of holiday with additional hours requested in one (1) hour increments up to twelve (12) hours.

A shift employee who works on a holiday shall be compensated at the rate of one and one-half times (1.5x) the employee’s base hourly rate, plus applicable supplemental pays and longevity.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 56
Memorandum of Understanding

a. In lieu of holiday time off, twelve (12) hour shift employees may elect to receive straight salary for up to one half (1/2) of earned and unused holiday credit within each calendar year. All holiday time to be converted to pay by an employee shall be in twelve (12) hour increments. Employees who are interested in cashing out their holiday hours must sell the holiday leave time by the last business day in January of the year the hours are earned.
b. All holiday time off is subject to advance approval of the department head. c. Holiday hours which are not used by December 31 of the year they are earned will be forfeited by the employee. [If employee is denied use of his/her holiday hours due to operational necessity then leave balances may be cashed out] d. 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.

8. General hours of work – Chapter 6. Article 1. Plant Operators/Technicians and Leadworkers may have week days off.

9. The following shall constitute the City's Hours of Service Policy except as otherwise provided herein:
a. Except for part- time employees, eight (8) or twelve (12) hours (depending on assignment) shall constitute a day's work. Forty (40) hours shall constitute a workweek for employees. Employees will be subject to call twenty four (24) hours per day and shall respond to such calls unless unable to report for required work. Shift work is defined as a position that is staffed with rotating shifts, allowing for twenty-four (24) hour per day coverage on a seven (7) day a week basis, including holidays.

b. All full time employees shall have two (2) specified consecutive days off per week, Saturdays and Sundays, if possible, without deduction from pay. As a result of a shift change, an employee may not have two (2) consecutive days off in a given week. In case of emergency, and if the position must be continuously filled, an employee may be required to work on weekly days off.

c. The appointing authority of each department shall draw up a schedule of days off for all full time employees under the department's jurisdiction.

d. Change of Schedule: Employees involved in a mandatory change of schedule which involves a modification in an employee’s starting time or days off will be given a minimum of ten (10) working days’ notice. Relief shift personnel may have their schedule changes with little or no notice. Twelve (12) hour shift workers will be given a minimum of fourteen (14) calendar days notice.

e. The Department Head or his/her designated authority may waive the above-stated provisions in emergency situations as determined.

f. Employees may be assigned to work Saturdays, Sundays, holidays or regular days off and take days off during the week. Each such employee shall report for duty at the assigned duty station at the regular starting time and shall remain on duty eight (8) hours (twelve (12) hours of Power Plant staff), performing all regular duties of the position and other duties in connection with the maintenance and operation of the department. During the other sixteen (16) hours of Saturdays, Sundays, holidays or regular days off, such employee will be available for call, but shall not be required to remain at home.

g. Employees who report for work or extend their shift for turnover transition must have prior supervisory approval and will be compensated for the actual time worked.

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 57
Memorandum of Understanding

APPENDIX “C” SURVEY AGENCIES

Environmental Utilities Survey Agencies

City of Davis
City of Fairfield
City of Folsom
City of Sacramento
City of Vacaville
City of West Sacramento
City of Woodland
Placer County
Sacramento County
South Placer Municipal Utility District
Placer County Water Agency
El Dorado Irrigation District
San Juan Water District

Electric Survey Agencies

City of Alameda
City of Lodi
City of Palo Alto
City of Redding
City of Santa Clara
Modesto Irrigation District
Northern California Power Agency
Sacramento Municipal Utilities District
Turlock Irrigation District

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 58
Memorandum of Understanding

APPENDIX “D” BENCHMARK CLASSES

Electric Drafting Technician II
Electric Engineering Technician II
Electric Line Technician
Electric Metering Systems Technician
Electric Substation Technician
Electronics Technician II
Environmental Utilities Instrument and Control Technician Instrument and Control Technician
Plant and Equipment Mechanic II
Power Engineer II
Wastewater Utility Maintenance Worker II

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 59
Memorandum of Understanding

APPENDIX “X” MAP

22 Mile Radius

Take Home Vehicles
Distance Map

International Brotherhood of Electrical Workers, Local 1245 –Term of Agreement 05/01/2022-04/30/202604/18/2026 – 04/30/2030 Page 60
Memorandum of Understanding

APPENDIX “Y” DRUG AND ALCOHOL POLICY

ORDINANCE NO. 7065

ORDINANCE OF THE COUNCIL OF THE CITY OF ROSEVILLE AMENDING ORDINANCE 7020, THE SALARY ORDINANCE FOR PERSONNEL REPRESENTED BY THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 1245, AS AMENDED BY APPENDIX “A” TO BE EFFECTIVE APRIL 18, 2026,

AS AN URGENCY MEASURE

THE CITY OF ROSEVILLE ORDAINS:

SECTION 1. Title and Purpose.

Ordinance 7020, the Salary Ordinance for employees represented by the International Brotherhood of Electrical Workers, Local 1245, is hereby amended as shown on Appendix “A” for salary schedules A & B attached hereto, reflecting salary changes, effective April 18, 2026.

SECTION 2. Salary Plan Effective Date.

This Ordinance shall be effective April 18, 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 April 18, 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: COUNCILMEMERS

NOES COUNCILMEMBERS:

ABSENT COUNCILMEMBERS:

2 _____________________________
MAYOR
ATTEST:

________________________
City Clerk

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 0150A Electric Apprentice Line Technician-A Step A 66.7549 5340.39 11570.85 138850.19

Step B 71.8900 5751.20 12460.93 149531.20

Step C 77.0250 6162.00 13351.00 160212.00

Step D 82.1600 6572.80 14241.07 170892.80

Step E 87.2950 6983.60 15131.13 181573.60

Step F 92.4300 7394.40 16021.20 192254.40

1086A Electric Apprentice Metering System
Technician-A
Step A 58.7168 4697.34 10177.58 122130.94

Step B 63.2336 5058.69 10960.49 131525.89

Step C 67.7502 5420.02 11743.37 140920.42

Step D 72.2669 5781.35 12526.26 150315.15

Step E 76.7835 6142.68 13309.14 159709.68

Step F 81.3003 6504.02 14092.05 169104.62

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1084A Electric Apprentice Substation
Technician-A
Step A 53.8797 4310.38 9339.15 112069.78

Step B 58.7777 4702.22 10188.13 122257.62

Step C 63.6758 5094.06 11037.14 132445.66

Step D 68.5739 5485.91 11886.14 142633.71

Step E 73.4721 5877.77 12735.16 152821.97

Step F 78.3703 6269.62 13584.19 163010.22

Step G 83.2684 6661.47 14433.19 173198.27

Step H 88.1666 7053.33 15282.21 183386.53

2328A Electric Drafting Technician I-A Step A 43.4543 3476.34 7532.08 90384.94

Step B 45.6268 3650.14 7908.65 94903.74

Step C 47.9083 3832.66 8304.11 99649.26

Step D 50.3037 4024.30 8719.31 104631.70

Step E 52.8189 4225.51 9155.28 109863.31

Step F 55.4598 4436.78 9613.03 115356.38

Step G 58.2328 4658.62 10093.69 121124.22

Step H 61.1445 4891.56 10598.38 127180.56

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2330A Electric Drafting Technician II-A Step A 47.7997 3823.98 8285.28 99423.38

Step B 50.1898 4015.18 8699.57 104394.78

Step C 52.6993 4215.94 9134.55 109614.54

Step D 55.3341 4426.73 9591.24 115094.93

Step E 58.1009 4648.07 10070.82 120849.87

Step F 61.0060 4880.48 10574.37 126892.48

Step G 64.0564 5124.51 11103.11 133237.31

Step H 67.2591 5380.73 11658.24 139898.93

2340A Electric Engineering Technician I-A Step A 54.1045 4328.36 9378.11 112537.36

Step B 56.8096 4544.77 9847.00 118163.97

Step C 59.6504 4772.03 10339.40 124072.83

Step D 62.6329 5010.63 10856.37 130276.43

Step E 65.7644 5261.15 11399.16 136789.95

Step F 69.0527 5524.22 11969.13 143629.62

Step G 72.5052 5800.42 12567.57 150810.82

Step H 76.1304 6090.43 13195.94 158351.23

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2345A Electric Engineering Technician II-A Step A 59.5147 4761.18 10315.88 123790.58

Step B 62.4905 4999.24 10831.69 129980.24

Step C 65.6152 5249.22 11373.30 136479.62

Step D 68.8959 5511.67 11941.96 143303.47

Step E 72.3406 5787.25 12539.04 150468.45

Step F 75.9577 6076.62 13166.00 157992.02

Step G 79.7555 6380.44 13824.29 165891.44

Step H 83.7434 6699.47 14515.52 174186.27

1152A Electric Line General Foreperson-A Step A 82.2928 6583.42 14264.09 171169.02

Step B 86.4074 6912.59 14977.28 179727.39

Step C 90.7278 7258.22 15726.15 188713.82

Step D 95.2642 7621.14 16512.46 198149.54

Step E 100.0274 8002.19 17338.08 208056.99

Step F 105.0287 8402.30 18204.97 218459.70

Step G 110.2802 8822.42 19115.23 229382.82

Step H 115.7942 9263.54 20070.99 240851.94

2285A Electric Line Technician-A Step A 102.7000 8216.00 17801.33 213616.00

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2286A Electric Line Troubleshooter-A Step A 78.4609 6276.87 13599.89 163198.67

Step B 82.3841 6590.73 14279.91 171358.93

Step C 86.5032 6920.26 14993.89 179926.66

Step D 90.8284 7266.27 15743.59 188923.07

Step E 95.3698 7629.58 16530.77 198369.18

Step F 100.1382 8011.06 17357.29 208287.46

Step G 105.1452 8411.62 18225.17 218702.02

Step H 110.4024 8832.19 19136.42 229636.99

2210A Electric Materials Technician I-A Step A 42.6974 3415.79 7400.88 88810.59

Step B 44.8323 3586.58 7770.93 93251.18

Step C 47.0739 3765.91 8159.48 97913.71

Step D 49.4274 3954.19 8567.42 102808.99

Step E 51.8991 4151.93 8995.84 107950.13

Step F 54.4938 4359.50 9445.59 113347.10

Step G 57.2186 4577.49 9917.89 119014.69

Step H 60.0795 4806.36 10413.78 124965.36

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2212A Electric Materials Technician II-A Step A 46.9669 3757.35 8140.93 97691.15

Step B 49.3155 3945.24 8548.02 102576.24

Step C 51.7813 4142.50 8975.43 107705.10

Step D 54.3703 4349.62 9424.19 113090.22

Step E 57.0888 4567.10 9895.39 118744.70

Step F 59.9432 4795.46 10390.15 124681.86

Step G 62.9405 5035.24 10909.69 130916.24

Step H 66.0874 5286.99 11455.15 137461.79

1085A Electric Metering System Technician-
A
Step A 90.3336 7226.69 15657.82 187893.89

1130A Electric Operations Safety
Technician-A
Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.3000 6744.00 14612.00 175344.00

Step C 88.5150 7081.20 15342.60 184111.20

Step D 92.9408 7435.26 16109.74 193316.86

Step E 97.5878 7807.02 16915.22 202982.62

Step F 102.4674 8197.39 17761.02 213132.19

Step G 107.5906 8607.25 18649.04 223788.45

Step H 112.9700 9037.60 19581.47 234977.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2421A Electric Pre-Apprentice-A Step A 43.3907 3471.26 7521.05 90252.66

Step B 46.7283 3738.26 8099.57 97194.86

Step C 50.0661 4005.29 8678.12 104137.49

Step D 53.4040 4272.32 9256.69 111080.32

Step E 56.7418 4539.34 9835.25 118022.94

Step F 60.0795 4806.36 10413.78 124965.36

2254A Electric Preventive Data System
Technician-A
Step A 38.8159 3105.27 6728.09 80737.07

Step B 40.7566 3260.53 7064.48 84773.73

Step C 42.7943 3423.54 7417.68 89012.14

Step D 44.9341 3594.73 7788.58 93462.93

Step E 47.1808 3774.46 8178.01 98136.06

Step F 49.5399 3963.19 8586.92 103042.99

Step G 52.0170 4161.36 9016.28 108195.36

Step H 54.6177 4369.42 9467.07 113604.82

1083A Electric Substation Technician-A Step A 97.9628 7837.02 16980.22 203762.62

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2350A Electric System Dispatcher-A Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.3000 6744.00 14612.00 175344.00

Step C 88.5150 7081.20 15342.60 184111.20

Step D 92.9408 7435.26 16109.74 193316.86

Step E 97.5878 7807.02 16915.22 202982.62

Step F 102.4674 8197.39 17761.02 213132.19

Step G 107.5906 8607.25 18649.04 223788.45

Step H 112.9700 9037.60 19581.47 234977.60

2359A Electric Technology System
Technician-A
Step A 62.9596 5036.77 10913.00 130955.97

Step B 66.1075 5288.60 11458.63 137503.60

Step C 69.4130 5553.04 12031.59 144379.04

Step D 72.8833 5830.66 12633.11 151597.26

Step E 76.5277 6122.22 13264.80 159177.62

Step F 80.3541 6428.33 13928.04 167136.53

Step G 84.3717 6749.74 14624.43 175493.14

Step H 88.5903 7087.22 15355.65 184267.82

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9250A Electric Utility Inspection Technician-
A
Step A 66.3517 5308.14 11500.96 138011.54

Step B 69.6691 5573.53 12075.98 144911.73

Step C 73.1527 5852.22 12679.80 152157.62

Step D 76.8104 6144.83 13313.80 159765.63

Step E 80.6511 6452.09 13979.52 167754.29

Step F 84.6834 6774.67 14678.46 176141.47

Step G 88.9177 7113.42 15412.40 184948.82

Step H 93.3636 7469.09 16183.02 194196.29

2380A Electronics Technician I-A Step A 41.8559 3348.47 7255.02 87060.27

Step B 43.9488 3515.90 7617.79 91413.50

Step C 46.1462 3691.70 7998.67 95984.10

Step D 48.4535 3876.28 8398.61 100783.28

Step E 50.8761 4070.09 8818.52 105822.29

Step F 53.4199 4273.59 9259.45 111113.39

Step G 56.0909 4487.27 9722.42 116669.07

Step H 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2385A Electronics Technician II-A Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.3436 3867.49 8379.56 100554.69

Step C 50.7609 4060.87 8798.56 105582.67

Step D 53.2988 4263.90 9238.46 110861.50

Step E 55.9637 4477.10 9700.37 116404.50

Step F 58.7619 4700.95 10185.40 122224.75

Step G 61.7000 4936.00 10694.67 128336.00

Step H 64.7851 5182.81 11229.42 134753.01

1120A Electronics Technician III-A Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.1780 4254.24 9217.52 110610.24

Step C 55.8369 4466.95 9678.40 116140.75

Step D 58.6288 4690.30 10162.33 121947.90

Step E 61.5602 4924.82 10670.43 128045.22

Step F 64.6382 5171.06 11203.95 134447.46

Step G 67.8701 5429.61 11764.15 141169.81

Step H 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1037A Environmental Utilities Instrument
and Control Technician I - A
Step A 41.8559 3348.47 7255.02 87060.27

Step B 43.9488 3515.90 7617.79 91413.50

Step C 46.1462 3691.70 7998.67 95984.10

Step D 48.4535 3876.28 8398.61 100783.28

Step E 50.8761 4070.09 8818.52 105822.29

Step F 53.4199 4273.59 9259.45 111113.39

Step G 56.0909 4487.27 9722.42 116669.07

Step H 58.8956 4711.65 10208.57 122502.85

1038A Environmental Utilities Instrument
and Control Technician II - A
Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.3436 3867.49 8379.56 100554.69

Step C 50.7609 4060.87 8798.56 105582.67

Step D 53.2988 4263.90 9238.46 110861.50

Step E 55.9637 4477.10 9700.37 116404.50

Step F 58.7619 4700.95 10185.40 122224.75

Step G 61.7000 4936.00 10694.67 128336.00

Step H 64.7851 5182.81 11229.42 134753.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1082A Generation Maintenance Scheduler-
Coordinator-A
Step A 72.7181 5817.45 12604.47 151253.65

Step B 76.3541 6108.33 13234.71 158816.53

Step C 80.1718 6413.74 13896.45 166757.34

Step D 84.1802 6734.42 14591.23 175094.82

Step E 88.3895 7071.16 15320.85 183850.16

Step F 92.8089 7424.71 16086.88 193042.51

Step G 97.4493 7795.94 16891.21 202694.54

Step H 102.3218 8185.74 17735.78 212829.34

3608A Instrument and Control Technician-A Step A 66.1073 5288.58 11458.60 137503.18

Step B 69.4127 5553.02 12031.53 144378.42

Step C 72.8834 5830.67 12633.12 151597.47

Step D 76.5277 6122.22 13264.80 159177.62

Step E 80.3540 6428.32 13928.03 167136.32

Step F 84.3717 6749.74 14624.43 175493.14

Step G 88.5903 7087.22 15355.65 184267.82

Step H 93.0198 7441.58 16123.43 193481.18

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 4520A Materials Technician-A Step A 41.7130 3337.04 7230.25 86763.04

Step B 43.7983 3503.86 7591.71 91100.46

Step C 45.9886 3679.09 7971.36 95656.29

Step D 48.2881 3863.05 8369.94 100439.25

Step E 50.7022 4056.18 8788.38 105460.58

Step F 53.2374 4258.99 9227.82 110733.79

Step G 55.8993 4471.94 9689.21 116270.54

Step H 58.6942 4695.54 10173.66 122083.94

5316A Plant and Equipment Maintenance
Worker I-A
Step A 28.4905 2279.24 4938.35 59260.24

Step B 29.9151 2393.21 5185.28 62223.41

Step C 31.4107 2512.86 5444.52 65334.26

Step D 32.9815 2638.52 5716.79 68601.52

Step E 34.6302 2770.42 6002.57 72030.82

Step F 36.3618 2908.94 6302.71 75632.54

Step G 38.1798 3054.38 6617.83 79413.98

Step H 40.0889 3207.11 6948.74 83384.91

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5319A Plant and Equipment Maintenance
Worker II-A
Step A 31.3393 2507.14 5432.15 65185.74

Step B 32.9065 2632.52 5703.79 68445.52

Step C 34.5517 2764.14 5988.96 71867.54

Step D 36.2794 2902.35 6288.43 75461.15

Step E 38.0933 3047.46 6602.84 79234.06

Step F 39.9979 3199.83 6932.97 83195.63

Step G 41.9978 3359.82 7279.62 87355.42

Step H 44.0978 3527.82 7643.62 91723.42

5327A Plant and Equipment Mechanic I-A Step A 34.4737 2757.90 5975.44 71705.30

Step B 36.1972 2895.78 6274.18 75290.18

Step C 38.0070 3040.56 6587.88 79054.56

Step D 39.9073 3192.58 6917.27 83007.18

Step E 41.9027 3352.22 7263.13 87157.62

Step F 43.9977 3519.82 7626.27 91515.22

Step G 46.1976 3695.81 8007.58 96091.01

Step H 48.5075 3880.60 8407.97 100895.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5328A Plant and Equipment Mechanic II-A Step A 37.9207 3033.66 6572.92 78875.06

Step B 39.8167 3185.34 6901.56 82818.74

Step C 41.8076 3344.61 7246.65 86959.81

Step D 43.8981 3511.85 7609.00 91308.05

Step E 46.0929 3687.43 7989.44 95873.23

Step F 48.3976 3871.81 8388.92 100667.01

Step G 50.8175 4065.40 8808.37 105700.40

Step H 53.3584 4268.67 9248.79 110985.47

5595A Power Engineer I-A Step A 59.5633 4765.06 10324.31 123891.66

Step B 62.5413 5003.30 10840.49 130085.90

Step C 65.6684 5253.47 11382.52 136590.27

Step D 68.9518 5516.14 11951.65 143419.74

Step E 72.3995 5791.96 12549.25 150590.96

Step F 76.0196 6081.57 13176.73 158120.77

Step G 79.8205 6385.64 13835.55 166026.64

Step H 83.8117 6704.94 14527.36 174328.34

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5596A Power Engineer II-A Step A 65.5198 5241.58 11356.77 136281.18

Step B 68.7958 5503.66 11924.61 143095.26

Step C 72.2356 5778.85 12520.84 150250.05

Step D 75.8474 6067.79 13146.88 157762.59

Step E 79.6398 6371.18 13804.23 165650.78

Step F 83.6218 6689.74 14494.45 173933.34

Step G 87.8028 7024.22 15219.15 182629.82

Step H 92.1929 7375.43 15980.10 191761.23

1182A Power Generation Safety Technician-
A
Step A 76.1810 6094.48 13204.71 158456.48

Step B 79.9899 6399.19 13864.92 166378.99

Step C 83.9895 6719.16 14558.18 174698.16

Step D 88.1889 7055.11 15286.08 183432.91

Step E 92.5984 7407.87 16050.39 192604.67

Step F 97.2284 7778.27 16852.92 202235.07

Step G 102.0898 8167.18 17695.57 212346.78

Step H 107.1942 8575.54 18580.33 222963.94

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5590A Power Plant Engineer I-A Step A 59.5633 4765.06 10324.31 123891.66

Step B 62.5413 5003.30 10840.49 130085.90

Step C 65.6684 5253.47 11382.52 136590.27

Step D 68.9518 5516.14 11951.65 143419.74

Step E 72.3995 5791.96 12549.25 150590.96

Step F 76.0196 6081.57 13176.73 158120.77

Step G 79.8205 6385.64 13835.55 166026.64

Step H 83.8117 6704.94 14527.36 174328.34

5591A Power Plant Engineer II-A Step A 65.5198 5241.58 11356.77 136281.18

Step B 68.7958 5503.66 11924.61 143095.26

Step C 72.2355 5778.84 12520.82 150249.84

Step D 75.8472 6067.78 13146.85 157762.18

Step E 79.6396 6371.17 13804.20 165650.37

Step F 83.6217 6689.74 14494.43 173933.14

Step G 87.8027 7024.22 15219.13 182629.62

Step H 92.1929 7375.43 15980.10 191761.23

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5526A Power Plant Mechanic-A Step A 60.0976 4807.81 10416.92 125003.01

Step B 63.1026 5048.21 10937.78 131253.41

Step C 66.2577 5300.62 11484.67 137816.02

Step D 69.5706 5565.65 12058.90 144706.85

Step E 73.0490 5843.92 12661.83 151941.92

Step F 76.7013 6136.10 13294.89 159538.70

Step G 80.5366 6442.93 13959.68 167516.13

Step H 84.5635 6765.08 14657.67 175892.08

5522A Power Plant Operator Technician I-A Step A 57.2358 4578.86 9920.87 119050.46

Step B 60.0977 4807.82 10416.93 125003.22

Step C 63.1025 5048.20 10937.77 131253.20

Step D 66.2577 5300.62 11484.67 137816.02

Step E 69.5704 5565.63 12058.87 144706.43

Step F 73.0491 5843.93 12661.84 151942.13

Step G 76.7015 6136.12 13294.93 159539.12

Step H 80.5366 6442.93 13959.68 167516.13

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5523A Power Plant Operator Technician II-A Step A 62.9596 5036.77 10913.00 130955.97

Step B 66.1075 5288.60 11458.63 137503.60

Step C 69.4130 5553.04 12031.59 144379.04

Step D 72.8833 5830.66 12633.11 151597.26

Step E 76.5277 6122.22 13264.80 159177.62

Step F 80.3541 6428.33 13928.04 167136.53

Step G 84.3719 6749.75 14624.46 175493.55

Step H 88.5903 7087.22 15355.65 184267.82

5401A Predictive Maintenance Technician I-
A
Step A 41.8560 3348.48 7255.04 87060.48

Step B 43.9488 3515.90 7617.79 91413.50

Step C 46.1462 3691.70 7998.67 95984.10

Step D 48.4535 3876.28 8398.61 100783.28

Step E 50.8761 4070.09 8818.52 105822.29

Step F 53.4200 4273.60 9259.47 111113.60

Step G 56.0909 4487.27 9722.42 116669.07

Step H 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5402A Predictive Maintenance Technician II-
A
Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.3436 3867.49 8379.56 100554.69

Step C 50.7607 4060.86 8798.52 105582.26

Step D 53.2989 4263.91 9238.48 110861.71

Step E 55.9637 4477.10 9700.37 116404.50

Step F 58.7620 4700.96 10185.41 122224.96

Step G 61.7000 4936.00 10694.67 128336.00

Step H 64.7851 5182.81 11229.42 134753.01

5533A Preventative Maintenance
Coordinator-A
Step A 45.8840 3670.72 7953.23 95438.72

Step B 48.1785 3854.28 8350.94 100211.28

Step C 50.5873 4046.98 8768.47 105221.58

Step D 53.1167 4249.34 9206.89 110482.74

Step E 55.7725 4461.80 9667.23 116006.80

Step F 58.5610 4684.88 10150.57 121806.88

Step G 61.4891 4919.13 10658.11 127897.33

Step H 64.5636 5165.09 11191.02 134292.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5500A Preventative Maintenance Technician
I-A
Step A 38.0508 3044.06 6595.47 79145.66

Step B 39.9533 3196.26 6925.24 83102.86

Step C 41.9511 3356.09 7271.52 87258.29

Step D 44.0486 3523.89 7635.09 91621.09

Step E 46.2510 3700.08 8016.84 96202.08

Step F 48.5636 3885.09 8417.69 101012.29

Step G 50.9918 4079.34 8838.58 106062.94

Step H 53.5414 4283.31 9280.51 111366.11

5502A Preventative Maintenance Technician
II-A
Step A 41.8560 3348.48 7255.04 87060.48

Step B 43.9488 3515.90 7617.79 91413.50

Step C 46.1462 3691.70 7998.67 95984.10

Step D 48.4535 3876.28 8398.61 100783.28

Step E 50.8761 4070.09 8818.52 105822.29

Step F 53.4199 4273.59 9259.45 111113.39

Step G 56.0910 4487.28 9722.44 116669.28

Step H 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7020A SCADA System Technician-A Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.3436 3867.49 8379.56 100554.69

Step C 50.7609 4060.87 8798.56 105582.67

Step D 53.2988 4263.90 9238.46 110861.50

Step E 55.9637 4477.10 9700.37 116404.50

Step F 58.7619 4700.95 10185.40 122224.75

Step G 61.7000 4936.00 10694.67 128336.00

Step H 64.7851 5182.81 11229.42 134753.01

7118A Senior Electric Line Technician-A Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.3000 6744.00 14612.00 175344.00

Step C 88.5150 7081.20 15342.60 184111.20

Step D 92.9408 7435.26 16109.74 193316.86

Step E 97.5878 7807.02 16915.22 202982.62

Step F 102.4674 8197.39 17761.02 213132.19

Step G 107.5906 8607.25 18649.04 223788.45

Step H 112.9700 9037.60 19581.47 234977.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1153A Senior Electric Line Troubleshooter-A Step A 82.3840 6590.72 14279.89 171358.72

Step B 86.5032 6920.26 14993.89 179926.66

Step C 90.8284 7266.27 15743.59 188923.07

Step D 95.3697 7629.58 16530.75 198368.98

Step E 100.1383 8011.06 17357.31 208287.66

Step F 105.1452 8411.62 18225.17 218702.02

Step G 110.4023 8832.18 19136.40 229636.78

Step H 115.9226 9273.81 20093.25 241119.01

7169A Senior Electric Materials Technician-
A
Step A 51.6640 4133.12 8955.09 107461.12

Step B 54.2471 4339.77 9402.83 112833.97

Step C 56.9594 4556.75 9872.96 118475.55

Step D 59.8074 4784.59 10366.62 124399.39

Step E 62.7979 5023.83 10884.97 130619.63

Step F 65.9375 5275.00 11429.17 137150.00

Step G 69.2345 5538.76 12000.65 144007.76

Step H 72.6962 5815.70 12600.67 151208.10

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1036A Senior Electric Metering Systems
Technician - A
Step A 70.6183 5649.46 12240.51 146886.06

Step B 74.1493 5931.94 12852.55 154230.54

Step C 77.8567 6228.54 13495.16 161941.94

Step D 81.7495 6539.96 14169.91 170038.96

Step E 85.8370 6866.96 14878.41 178540.96

Step F 90.1290 7210.32 15622.36 187468.32

Step G 94.6353 7570.82 16403.45 196841.42

Step H 99.3670 7949.36 17223.61 206683.36

7126A Senior Electric Substation
Technician-A
Step A 76.5823 6126.58 13274.27 159291.18

Step B 80.4117 6432.94 13938.03 167256.34

Step C 84.4319 6754.55 14634.86 175618.35

Step D 88.6537 7092.30 15366.64 184399.70

Step E 93.0865 7446.92 16134.99 193619.92

Step F 97.7407 7819.26 16941.72 203300.66

Step G 102.6279 8210.23 17788.84 213466.03

Step H 107.7591 8620.73 18678.24 224138.93

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7168A Senior Electric System Dispatcher-A Step A 88.3143 7065.14 15307.81 183693.74

Step B 92.7300 7418.40 16073.20 192878.40

Step C 97.3664 7789.31 16876.84 202522.11

Step D 102.2348 8178.78 17720.70 212648.38

Step E 107.3465 8587.72 18606.73 223280.72

Step F 112.7138 9017.10 19537.06 234444.70

Step G 118.3495 9467.96 20513.91 246166.96

Step H 124.2669 9941.35 21539.60 258475.15

7170A Senior Electronic Technician-A Step A 55.7102 4456.82 9656.43 115877.22

Step B 58.4958 4679.66 10139.27 121671.26

Step C 61.4207 4913.66 10646.25 127755.06

Step D 64.4916 5159.33 11178.54 134142.53

Step E 67.7162 5417.30 11737.47 140849.70

Step F 71.1019 5688.15 12324.33 147891.95

Step G 74.6571 5972.57 12940.56 155286.77

Step H 78.3899 6271.19 13587.58 163050.99

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1123A Senior Environmental Utilities
Instrument & Control Technician-A
Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.1780 4254.24 9217.52 110610.24

Step C 55.8369 4466.95 9678.40 116140.75

Step D 58.6287 4690.30 10162.31 121947.70

Step E 61.5602 4924.82 10670.43 128045.22

Step F 64.6382 5171.06 11203.95 134447.46

Step G 67.8702 5429.62 11764.17 141170.02

Step H 71.2636 5701.09 12352.36 148228.29

7205A Senior Plant and Equipment
Mechanic-A
Step A 41.7130 3337.04 7230.25 86763.04

Step B 43.7983 3503.86 7591.71 91100.46

Step C 45.9886 3679.09 7971.36 95656.29

Step D 48.2881 3863.05 8369.94 100439.25

Step E 50.7022 4056.18 8788.38 105460.58

Step F 53.2374 4258.99 9227.82 110733.79

Step G 55.8993 4471.94 9689.21 116270.54

Step H 58.6942 4695.54 10173.66 122083.94

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7152A Senior Power Plant Operator
Technician-A
Step A 69.2554 5540.43 12004.27 144051.23

Step B 72.7181 5817.45 12604.47 151253.65

Step C 76.3540 6108.32 13234.69 158816.32

Step D 80.1717 6413.74 13896.43 166757.14

Step E 84.1802 6734.42 14591.23 175094.82

Step F 88.3894 7071.15 15320.83 183849.95

Step G 92.8090 7424.72 16086.89 193042.72

Step H 97.4494 7795.95 16891.23 202694.75

7284A Senior Preventative Maintenance
Technician-A
Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.1780 4254.24 9217.52 110610.24

Step C 55.8369 4466.95 9678.40 116140.75

Step D 58.6287 4690.30 10162.31 121947.70

Step E 61.5602 4924.82 10670.43 128045.22

Step F 64.6381 5171.05 11203.94 134447.25

Step G 67.8707 5429.66 11764.25 141171.06

Step H 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9559A Senior SCADA System Technician-A Step A 50.6458 4051.66 8778.61 105343.26

Step B 53.1780 4254.24 9217.52 110610.24

Step C 55.8369 4466.95 9678.40 116140.75

Step D 58.6288 4690.30 10162.33 121947.90

Step E 61.5602 4924.82 10670.43 128045.22

Step F 64.6381 5171.05 11203.94 134447.25

Step G 67.8701 5429.61 11764.15 141169.81

Step H 71.2636 5701.09 12352.36 148228.29

7202A Senior Wastewater Utility
Maintenance Worker-A
Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.8720 3029.76 6564.48 78773.76

Step C 39.7653 3181.22 6892.65 82711.82

Step D 41.7537 3340.30 7237.31 86847.70

Step E 43.8413 3507.30 7599.16 91189.90

Step F 46.0333 3682.66 7979.11 95749.26

Step G 48.3349 3866.79 8378.05 100536.59

Step H 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7204A Senior Water Distribution Worker-A Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.8720 3029.76 6564.48 78773.76

Step C 39.7653 3181.22 6892.65 82711.82

Step D 41.7537 3340.30 7237.31 86847.70

Step E 43.8413 3507.30 7599.16 91189.90

Step F 46.0333 3682.66 7979.11 95749.26

Step G 48.3349 3866.79 8378.05 100536.59

Step H 50.7518 4060.14 8796.98 105563.74

2375A Traffic Signal Maintenance Worker I-
A
Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.4290 2754.32 5967.69 71612.32

Step C 36.1503 2892.02 6266.05 75192.62

Step D 37.9579 3036.63 6579.37 78952.43

Step E 39.8558 3188.46 6908.34 82900.06

Step F 41.8484 3347.87 7253.72 87044.67

Step G 43.9410 3515.28 7616.44 91397.28

Step H 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2376A Traffic Signal Maintenance Worker II-
A
Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.8720 3029.76 6564.48 78773.76

Step C 39.7655 3181.24 6892.69 82712.24

Step D 41.7536 3340.29 7237.29 86847.49

Step E 43.8414 3507.31 7599.18 91190.11

Step F 46.0334 3682.67 7979.12 95749.47

Step G 48.3349 3866.79 8378.05 100536.59

Step H 50.7518 4060.14 8796.98 105563.74

9027A Wastewater Utility Maintenance
Worker I-A
Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2989 2503.91 5425.14 65101.71

Step C 32.8639 2629.11 5696.41 68356.91

Step D 34.5069 2760.55 5981.20 71774.35

Step E 36.2323 2898.58 6280.27 75363.18

Step F 38.0441 3043.53 6594.31 79131.73

Step G 39.9461 3195.69 6923.99 83087.89

Step H 41.9437 3355.50 7270.24 87242.90

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9029A Wastewater Utility Maintenance
Worker II-A
Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.4290 2754.32 5967.69 71612.32

Step C 36.1503 2892.02 6266.05 75192.62

Step D 37.9578 3036.62 6579.35 78952.22

Step E 39.8558 3188.46 6908.34 82900.06

Step F 41.8485 3347.88 7253.74 87044.88

Step G 43.9410 3515.28 7616.44 91397.28

Step H 46.1380 3691.04 7997.25 95967.04

9078A Water Conservation Specialist-A Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.8720 3029.76 6564.48 78773.76

Step C 39.7653 3181.22 6892.65 82711.82

Step D 41.7537 3340.30 7237.31 86847.70

Step E 43.8413 3507.30 7599.16 91189.90

Step F 46.0333 3682.66 7979.11 95749.26

Step G 48.3349 3866.79 8378.05 100536.59

Step H 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9049A Water Conservation Worker I-A Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2989 2503.91 5425.14 65101.71

Step C 32.8639 2629.11 5696.41 68356.91

Step D 34.5069 2760.55 5981.20 71774.35

Step E 36.2323 2898.58 6280.27 75363.18

Step F 38.0441 3043.53 6594.31 79131.73

Step G 39.9461 3195.69 6923.99 83087.89

Step H 41.9437 3355.50 7270.24 87242.90

9051A Water Conservation Worker II-A Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.4290 2754.32 5967.69 71612.32

Step C 36.1503 2892.02 6266.05 75192.62

Step D 37.9578 3036.62 6579.35 78952.22

Step E 39.8558 3188.46 6908.34 82900.06

Step F 41.8485 3347.88 7253.74 87044.88

Step G 43.9410 3515.28 7616.44 91397.28

Step H 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-A
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9246A Water Distribution Worker I-A Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2989 2503.91 5425.14 65101.71

Step C 32.8639 2629.11 5696.41 68356.91

Step D 34.5069 2760.55 5981.20 71774.35

Step E 36.2323 2898.58 6280.27 75363.18

Step F 38.0441 3043.53 6594.31 79131.73

Step G 39.9461 3195.69 6923.99 83087.89

Step H 41.9437 3355.50 7270.24 87242.90

9248A Water Distribution Worker II-A Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.4290 2754.32 5967.69 71612.32

Step C 36.1503 2892.02 6266.05 75192.62

Step D 37.9578 3036.62 6579.35 78952.22

Step E 39.8558 3188.46 6908.34 82900.06

Step F 41.8485 3347.88 7253.74 87044.88

Step G 43.9410 3515.28 7616.44 91397.28

Step H 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 0150B Electric Apprentice Line Technician-B Step A 66.7549 5340.39 11570.85 138850.19

Step B 71.8900 5751.20 12460.93 149531.20

Step C 77.0250 6162.00 13351.00 160212.00

Step D 82.1600 6572.80 14241.07 170892.80

Step E 87.2950 6983.60 15131.13 181573.60

Step F 92.4300 7394.40 16021.20 192254.40

1086B Electric Apprentice Metering System
Technician-B
Step A 58.7168 4697.34 10177.58 122130.94

Step B 63.2336 5058.69 10960.49 131525.89

Step C 67.7502 5420.02 11743.37 140920.42

Step D 72.2669 5781.35 12526.26 150315.15

Step E 76.7835 6142.68 13309.14 159709.68

Step F 81.3003 6504.02 14092.05 169104.62

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1084B Electric Apprentice Substation
Technician-B
Step A 53.8797 4310.38 9339.15 112069.78

Step B 58.7777 4702.22 10188.13 122257.62

Step C 63.6758 5094.06 11037.14 132445.66

Step D 68.5739 5485.91 11886.14 142633.71

Step E 73.4721 5877.77 12735.16 152821.97

Step F 78.3703 6269.62 13584.19 163010.22

Step G 83.2684 6661.47 14433.19 173198.27

Step H 88.1666 7053.33 15282.21 183386.53

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2328B Electric Drafting Technician I-B Step A 43.4543 3476.34 7532.08 90384.94

Step B 45.4972 3639.78 7886.18 94634.18

Step C 46.8621 3748.97 8122.76 97473.17

Step D 48.2681 3861.45 8366.47 100397.65

Step E 49.7161 3977.29 8617.46 103409.49

Step F 51.2076 4096.61 8875.98 106511.81

Step G 52.7437 4219.50 9142.24 109706.90

Step H 54.3261 4346.09 9416.52 112998.29

Step I 55.9559 4476.47 9699.02 116388.27

Step J 57.6345 4610.76 9989.98 119879.76

Step K 59.3635 4749.08 10289.67 123476.08

Step L 61.1445 4891.56 10598.38 127180.56

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2330B Electric Drafting Technician II-B Step A 47.7997 3823.98 8285.28 99423.38

Step B 50.0470 4003.76 8674.81 104097.76

Step C 51.5484 4123.87 8935.06 107220.67

Step D 53.0948 4247.58 9203.10 110437.18

Step E 54.6877 4375.02 9479.20 113750.42

Step F 56.3284 4506.27 9763.59 117163.07

Step G 58.0183 4641.46 10056.51 120678.06

Step H 59.7588 4780.70 10358.19 124298.30

Step I 61.5516 4924.13 10668.94 128027.33

Step J 63.3981 5071.85 10989.00 131868.05

Step K 65.3001 5224.01 11318.68 135824.21

Step L 67.2591 5380.73 11658.24 139898.93

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2340B Electric Engineering Technician I-B Step A 54.1045 4328.36 9378.11 112537.36

Step B 56.6482 4531.86 9819.02 117828.26

Step C 58.3477 4667.82 10113.60 121363.22

Step D 60.0981 4807.85 10417.00 125004.05

Step E 61.9010 4952.08 10729.51 128754.08

Step F 63.7579 5100.63 11051.37 132616.43

Step G 65.6709 5253.67 11382.96 136595.47

Step H 67.6411 5411.29 11724.46 140693.49

Step I 69.6702 5573.62 12076.17 144914.02

Step J 71.7602 5740.82 12438.43 149261.22

Step K 73.9132 5913.06 12811.62 153739.46

Step L 76.1304 6090.43 13195.94 158351.23

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2345B Electric Engineering Technician II-B Step A 59.5147 4761.18 10315.88 123790.58

Step B 62.3129 4985.03 10800.90 129610.83

Step C 64.1823 5134.58 11124.93 133499.18

Step D 66.1079 5288.63 11458.70 137504.43

Step E 68.0911 5447.29 11802.46 141629.49

Step F 70.1350 5610.80 12156.73 145880.80

Step G 72.2378 5779.02 12521.22 150254.62

Step H 74.4050 5952.40 12896.87 154762.40

Step I 76.6371 6130.97 13283.76 159405.17

Step J 78.9363 6314.90 13682.29 164187.50

Step K 81.3042 6504.34 14092.73 169112.74

Step L 83.7434 6699.47 14515.52 174186.27

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1152B Electric Line General Foreperson-B Step A 82.2928 6583.42 14264.09 171169.02

Step B 86.1618 6892.94 14934.71 179216.54

Step C 88.7466 7099.73 15382.74 184592.93

Step D 91.4091 7312.73 15844.24 190130.93

Step E 94.1512 7532.10 16319.54 195834.50

Step F 96.9757 7758.06 16809.12 201709.46

Step G 99.8851 7990.81 17313.42 207761.01

Step H 102.8816 8230.53 17832.81 213993.73

Step I 105.9681 8477.45 18367.80 220413.65

Step J 109.1471 8731.77 18918.83 227025.97

Step K 112.4216 8993.73 19486.41 233836.93

Step L 115.7942 9263.54 20070.99 240851.94

2285B Electric Line Technician-B Step A 102.7000 8216.00 17801.33 213616.00

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2286B Electric Line Troubleshooter-B Step A 78.4609 6276.87 13599.89 163198.67

Step B 82.1497 6571.98 14239.28 170871.38

Step C 84.6143 6769.14 14666.48 175997.74

Step D 87.1527 6972.22 15106.47 181277.62

Step E 89.7673 7181.38 15559.67 186715.98

Step F 92.4603 7396.82 16026.45 192317.42

Step G 95.2341 7618.73 16507.24 198086.93

Step H 98.0912 7847.30 17002.47 204029.70

Step I 101.0339 8082.71 17512.54 210150.51

Step J 104.0649 8325.19 18037.92 216454.99

Step K 107.1869 8574.95 18579.06 222948.75

Step L 110.4024 8832.19 19136.42 229636.99

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2210B Electric Materials Technician I-B Step A 42.6974 3415.79 7400.88 88810.59

Step B 44.7047 3576.38 7748.81 92985.78

Step C 46.0460 3683.68 7981.31 95775.68

Step D 47.4273 3794.18 8220.73 98648.78

Step E 48.8501 3908.01 8467.35 101608.21

Step F 50.3156 4025.25 8721.37 104656.45

Step G 51.8251 4146.01 8983.02 107796.21

Step H 53.3798 4270.38 9252.50 111029.98

Step I 54.9810 4398.48 9530.04 114360.48

Step J 56.6306 4530.45 9815.97 117791.65

Step K 58.3294 4666.35 10110.43 121325.15

Step L 60.0795 4806.36 10413.78 124965.36

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2212B Electric Materials Technician II-B Step A 46.9669 3757.35 8140.93 97691.15

Step B 49.1752 3934.02 8523.70 102284.42

Step C 50.6507 4052.06 8779.45 105353.46

Step D 52.1701 4173.61 9042.82 108513.81

Step E 53.7352 4298.82 9314.10 111769.22

Step F 55.3472 4427.78 9593.51 115122.18

Step G 57.0076 4560.61 9881.32 118575.81

Step H 58.7179 4697.43 10177.77 122133.23

Step I 60.4795 4838.36 10483.11 125797.36

Step J 62.2937 4983.50 10797.57 129570.90

Step K 64.1626 5133.01 11121.52 133458.21

Step L 66.0874 5286.99 11455.15 137461.79

1085B Electric Metering System Technician-
B
Step A 90.3336 7226.69 15657.82 187893.89

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1130B Electric Operations Safety
Technician-B
Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.0603 6724.82 14570.45 174845.42

Step C 86.5821 6926.57 15007.56 180090.77

Step D 89.1796 7134.37 15457.80 185493.57

Step E 91.8550 7348.40 15921.53 191058.40

Step F 94.6106 7568.85 16399.17 196790.05

Step G 97.4489 7795.91 16891.14 202693.71

Step H 100.3724 8029.79 17397.88 208774.59

Step I 103.3836 8270.69 17919.82 215037.89

Step J 106.4850 8518.80 18457.40 221488.80

Step K 109.6797 8774.38 19011.15 228133.78

Step L 112.9700 9037.60 19581.47 234977.60

2421B Electric Pre-Apprentice-B Step A 43.3907 3471.26 7521.05 90252.66

Step B 46.7283 3738.26 8099.57 97194.86

Step C 50.0661 4005.29 8678.12 104137.49

Step D 53.4040 4272.32 9256.69 111080.32

Step E 56.7418 4539.34 9835.25 118022.94

Step F 60.0795 4806.36 10413.78 124965.36

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2254B Electric Preventive Data System
Technician-B
Step A 38.8159 3105.27 6728.09 80737.07

Step B 40.6408 3251.26 7044.41 84532.86

Step C 41.8600 3348.80 7255.73 87068.80

Step D 43.1156 3449.25 7473.37 89680.45

Step E 44.4092 3552.74 7697.59 92371.14

Step F 45.7415 3659.32 7928.53 95142.32

Step G 47.1138 3769.10 8166.39 97996.70

Step H 48.5272 3882.18 8411.38 100936.58

Step I 49.9829 3998.63 8663.70 103964.43

Step J 51.4823 4118.58 8923.60 107083.18

Step K 53.0268 4242.14 9191.31 110295.74

Step L 54.6177 4369.42 9467.07 113604.82

1083B Electric Substation Technician-B Step A 97.9628 7837.02 16980.22 203762.62

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2350B Electric System Dispatcher-B Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.0603 6724.82 14570.45 174845.42

Step C 86.5821 6926.57 15007.56 180090.77

Step D 89.1804 7134.43 15457.94 185495.23

Step E 91.8550 7348.40 15921.53 191058.40

Step F 94.6106 7568.85 16399.17 196790.05

Step G 97.4489 7795.91 16891.14 202693.71

Step H 100.3724 8029.79 17397.88 208774.59

Step I 103.3836 8270.69 17919.82 215037.89

Step J 106.4850 8518.80 18457.40 221488.80

Step K 109.6797 8774.38 19011.15 228133.78

Step L 112.9700 9037.60 19581.47 234977.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2359B Electric Technology System
Technician-B
Step A 62.9596 5036.77 10913.00 130955.97

Step B 65.9196 5273.57 11426.06 137112.77

Step C 67.8971 5431.77 11768.83 141225.97

Step D 69.9341 5594.73 12121.91 145462.93

Step E 72.0321 5762.57 12485.56 149826.77

Step F 74.1928 5935.42 12860.09 154321.02

Step G 76.4188 6113.50 13245.93 158951.10

Step H 78.7114 6296.91 13643.31 163719.71

Step I 81.0727 6485.82 14052.60 168631.22

Step J 83.5098 6680.78 14475.03 173700.38

Step K 86.0100 6880.80 14908.40 178900.80

Step L 88.5903 7087.22 15355.65 184267.82

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9250B Electric Utility Inspection Technician-
B
Step A 66.3517 5308.14 11500.96 138011.54

Step B 69.4712 5557.70 12041.67 144500.10

Step C 71.5553 5724.42 12402.92 148835.02

Step D 73.7020 5896.16 12775.01 153300.16

Step E 75.9131 6073.05 13158.27 157899.25

Step F 78.1904 6255.23 13553.00 162636.03

Step G 80.5362 6442.90 13959.61 167515.30

Step H 82.9522 6636.18 14378.38 172540.58

Step I 85.4408 6835.26 14809.74 177716.86

Step J 88.0041 7040.33 15254.04 183048.53

Step K 90.6443 7251.54 15711.68 188540.14

Step L 93.3636 7469.09 16183.02 194196.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2380B Electronics Technician I-B Step A 41.8559 3348.47 7255.02 87060.27

Step B 43.8238 3505.90 7596.13 91153.50

Step C 45.1385 3611.08 7824.01 93888.08

Step D 46.4926 3719.41 8058.72 96704.61

Step E 47.8874 3830.99 8300.48 99605.79

Step F 49.3241 3945.93 8549.51 102594.13

Step G 50.8038 4064.30 8805.99 105671.90

Step H 52.3278 4186.22 9070.15 108841.82

Step I 53.8977 4311.82 9342.27 112107.22

Step J 55.5146 4441.17 9622.53 115470.37

Step K 57.1801 4574.41 9911.22 118934.61

Step L 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2385B Electronics Technician II-B Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.2061 3856.49 8355.72 100268.69

Step C 49.6524 3972.19 8606.42 103276.99

Step D 51.1419 4091.35 8864.60 106375.15

Step E 52.6762 4214.10 9130.54 109566.50

Step F 54.2565 4340.52 9404.46 112853.52

Step G 55.8841 4470.73 9686.58 116238.93

Step H 57.5607 4604.86 9977.19 119726.26

Step I 59.2875 4743.00 10276.50 123318.00

Step J 61.0662 4885.30 10584.81 127017.70

Step K 62.8982 5031.86 10902.35 130828.26

Step L 64.7851 5182.81 11229.42 134753.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1120B Electronics Technician III-B Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.0268 4242.14 9191.31 110295.74

Step C 54.6176 4369.41 9467.05 113604.61

Step D 56.2562 4500.50 9751.07 117012.90

Step E 57.9437 4635.50 10043.57 120522.90

Step F 59.6821 4774.57 10344.90 124138.77

Step G 61.4727 4917.82 10655.27 127863.22

Step H 63.3167 5065.34 10974.89 131698.74

Step I 65.2162 5217.30 11304.14 135649.70

Step J 67.1728 5373.82 11643.29 139719.42

Step K 69.1879 5535.03 11992.57 143910.83

Step L 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1037B Environmental Utilities Instrument
and Control Technician I - B
Step A 41.8559 3348.47 7255.02 87060.27

Step B 43.8238 3505.90 7596.13 91153.50

Step C 45.1385 3611.08 7824.01 93888.08

Step D 46.4926 3719.41 8058.72 96704.61

Step E 47.8874 3830.99 8300.48 99605.79

Step F 49.3241 3945.93 8549.51 102594.13

Step G 50.8038 4064.30 8805.99 105671.90

Step H 52.3278 4186.22 9070.15 108841.82

Step I 53.8977 4311.82 9342.27 112107.22

Step J 55.5146 4441.17 9622.53 115470.37

Step K 57.1801 4574.41 9911.22 118934.61

Step L 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1038B Environmental Utilities Instrument
and Control Technician II - B
Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.2061 3856.49 8355.72 100268.69

Step C 49.6524 3972.19 8606.42 103276.99

Step D 51.1419 4091.35 8864.60 106375.15

Step E 52.6762 4214.10 9130.54 109566.50

Step F 54.2565 4340.52 9404.46 112853.52

Step G 55.8841 4470.73 9686.58 116238.93

Step H 57.5607 4604.86 9977.19 119726.26

Step I 59.2875 4743.00 10276.50 123318.00

Step J 61.0662 4885.30 10584.81 127017.70

Step K 62.8982 5031.86 10902.35 130828.26

Step L 64.7851 5182.81 11229.42 134753.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1082B Generation Maintenance Scheduler-
Coordinator-B
Step A 72.7181 5817.45 12604.47 151253.65

Step B 76.1369 6090.95 13197.06 158364.75

Step C 78.4212 6273.70 13593.01 163116.10

Step D 80.7739 6461.91 14000.81 168009.71

Step E 83.1969 6655.75 14420.80 173049.55

Step F 85.6929 6855.43 14853.44 178241.23

Step G 88.2637 7061.10 15299.04 183588.50

Step H 90.9118 7272.94 15758.05 189096.54

Step I 93.6389 7491.11 16230.74 194768.91

Step J 96.4482 7715.86 16717.69 200612.26

Step K 99.3414 7947.31 17219.18 206630.11

Step L 102.3218 8185.74 17735.78 212829.34

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 3608B Instrument and Control Technician-B Step A 66.1073 5288.58 11458.60 137503.18

Step B 69.2155 5537.24 11997.35 143968.24

Step C 71.2919 5703.35 12357.26 148287.15

Step D 73.4307 5874.46 12727.99 152735.86

Step E 75.6337 6050.70 13109.84 157318.10

Step F 77.9026 6232.21 13503.12 162037.41

Step G 80.2396 6419.17 13908.20 166898.37

Step H 82.6469 6611.75 14325.46 171905.55

Step I 85.1264 6810.11 14755.24 177062.91

Step J 87.6801 7014.41 15197.88 182374.61

Step K 90.3103 7224.82 15653.79 187845.42

Step L 93.0198 7441.58 16123.43 193481.18

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 4520B Materials Technician-B Step A 41.7130 3337.04 7230.25 86763.04

Step B 43.6741 3493.93 7570.18 90842.13

Step C 44.9842 3598.74 7797.26 93567.14

Step D 46.3340 3706.72 8031.23 96374.72

Step E 47.7237 3817.90 8272.11 99265.30

Step F 49.1555 3932.44 8520.29 102243.44

Step G 50.6301 4050.41 8775.88 105310.61

Step H 52.1492 4171.94 9039.19 108470.34

Step I 53.7136 4297.09 9310.36 111724.29

Step J 55.3250 4426.00 9589.67 115076.00

Step K 56.9847 4558.78 9877.35 118528.18

Step L 58.6942 4695.54 10173.66 122083.94

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5316B Plant and Equipment Maintenance
Worker I-B
Step A 28.4905 2279.24 4938.35 59260.24

Step B 29.8298 2386.38 5170.50 62045.98

Step C 30.7248 2457.98 5325.63 63907.58

Step D 31.6466 2531.73 5485.41 65824.93

Step E 32.5959 2607.67 5649.96 67799.47

Step F 33.5739 2685.91 5819.48 69833.71

Step G 34.5811 2766.49 5994.06 71928.69

Step H 35.6186 2849.49 6173.89 74086.69

Step I 36.6871 2934.97 6359.10 76309.17

Step J 37.7877 3023.02 6549.87 78598.42

Step K 38.9213 3113.70 6746.36 80956.30

Step L 40.0889 3207.11 6948.74 83384.91

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5319B Plant and Equipment Maintenance
Worker II-B
Step A 31.3393 2507.14 5432.15 65185.74

Step B 32.8130 2625.04 5687.59 68251.04

Step C 33.7974 2703.79 5858.22 70298.59

Step D 34.8112 2784.90 6033.94 72407.30

Step E 35.8556 2868.45 6214.97 74579.65

Step F 36.9311 2954.49 6401.39 76816.69

Step G 38.0392 3043.14 6593.46 79121.54

Step H 39.1803 3134.42 6791.25 81495.02

Step I 40.3557 3228.46 6994.99 83939.86

Step J 41.5664 3325.31 7204.84 86458.11

Step K 42.8135 3425.08 7421.01 89052.08

Step L 44.0978 3527.82 7643.62 91723.42

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5327B Plant and Equipment Mechanic I-B Step A 34.4737 2757.90 5975.44 71705.30

Step B 36.0943 2887.54 6256.35 75076.14

Step C 37.1772 2974.18 6444.05 77328.58

Step D 38.2924 3063.39 6637.35 79648.19

Step E 39.4411 3155.29 6836.46 82037.49

Step F 40.6245 3249.96 7041.58 84498.96

Step G 41.8432 3347.46 7252.82 87033.86

Step H 43.0984 3447.87 7470.39 89644.67

Step I 44.3914 3551.31 7694.51 92334.11

Step J 45.7232 3657.86 7925.35 95104.26

Step K 47.0948 3767.58 8163.10 97957.18

Step L 48.5075 3880.60 8407.97 100895.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5328B Plant and Equipment Mechanic II-B Step A 37.9207 3033.66 6572.92 78875.06

Step B 39.7035 3176.28 6881.94 82583.28

Step C 40.8948 3271.58 7088.43 85061.18

Step D 42.1216 3369.73 7301.08 87612.93

Step E 43.3851 3470.81 7520.08 90241.01

Step F 44.6868 3574.94 7745.71 92948.54

Step G 46.0272 3682.18 7978.05 95736.58

Step H 47.4082 3792.66 8217.42 98609.06

Step I 48.8304 3906.43 8463.94 101567.23

Step J 50.2954 4023.63 8717.87 104614.43

Step K 51.8041 4144.33 8979.38 107752.53

Step L 53.3584 4268.67 9248.79 110985.47

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5595B Power Engineer I-B Step A 59.5633 4765.06 10324.31 123891.66

Step B 62.3636 4989.09 10809.69 129716.29

Step C 64.2346 5138.77 11134.00 133607.97

Step D 66.1615 5292.92 11467.99 137615.92

Step E 68.1465 5451.72 11812.06 141744.72

Step F 70.1909 5615.27 12166.42 145997.07

Step G 72.2967 5783.74 12531.43 150377.14

Step H 74.4654 5957.23 12907.34 154888.03

Step I 76.6994 6135.95 13294.56 159534.75

Step J 79.0004 6320.03 13693.40 164320.83

Step K 81.3704 6509.63 14104.20 169250.43

Step L 83.8117 6704.94 14527.36 174328.34

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5596B Power Engineer II-B Step A 65.5198 5241.58 11356.77 136281.18

Step B 68.6002 5488.02 11890.70 142688.42

Step C 70.6583 5652.66 12247.44 146969.26

Step D 72.7778 5822.22 12614.82 151377.82

Step E 74.9612 5996.90 12993.27 155919.30

Step F 77.2101 6176.81 13383.08 160597.01

Step G 79.5263 6362.10 13784.56 165414.70

Step H 81.9123 6552.98 14198.13 170377.58

Step I 84.3695 6749.56 14624.05 175488.56

Step J 86.9007 6952.06 15062.79 180753.46

Step K 89.5077 7160.62 15514.67 186176.02

Step L 92.1929 7375.43 15980.10 191761.23

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1182B Power Generation Safety Technician-
B
Step A 76.1810 6094.48 13204.71 158456.48

Step B 79.7626 6381.01 13825.52 165906.21

Step C 82.1555 6572.44 14240.29 170883.44

Step D 84.6201 6769.61 14667.48 176009.81

Step E 87.1587 6972.70 15107.51 181290.10

Step F 89.7734 7181.87 15560.72 186728.67

Step G 92.4667 7397.34 16027.56 192330.74

Step H 95.2407 7619.26 16508.39 198100.66

Step I 98.0979 7847.83 17003.64 204043.63

Step J 101.0409 8083.27 17513.76 210165.07

Step K 104.0721 8325.77 18039.16 216469.97

Step L 107.1942 8575.54 18580.33 222963.94

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5590B Power Plant Engineer I-B Step A 59.5633 4765.06 10324.31 123891.66

Step B 62.3636 4989.09 10809.69 129716.29

Step C 64.2346 5138.77 11134.00 133607.97

Step D 66.1615 5292.92 11467.99 137615.92

Step E 68.1465 5451.72 11812.06 141744.72

Step F 70.1909 5615.27 12166.42 145997.07

Step G 72.2967 5783.74 12531.43 150377.14

Step H 74.4654 5957.23 12907.34 154888.03

Step I 76.6994 6135.95 13294.56 159534.75

Step J 79.0004 6320.03 13693.40 164320.83

Step K 81.3704 6509.63 14104.20 169250.43

Step L 83.8117 6704.94 14527.36 174328.34

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5591B Power Plant Engineer II-B Step A 65.5198 5241.58 11356.77 136281.18

Step B 68.6002 5488.02 11890.70 142688.42

Step C 70.6582 5652.66 12247.42 146969.06

Step D 72.7778 5822.22 12614.82 151377.82

Step E 74.9612 5996.90 12993.27 155919.30

Step F 77.2100 6176.80 13383.07 160596.80

Step G 79.5263 6362.10 13784.56 165414.70

Step H 81.9122 6552.98 14198.11 170377.38

Step I 84.3695 6749.56 14624.05 175488.56

Step J 86.9007 6952.06 15062.79 180753.46

Step K 89.5075 7160.60 15514.63 186175.60

Step L 92.1929 7375.43 15980.10 191761.23

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5526B Power Plant Mechanic-B Step A 60.0976 4807.81 10416.92 125003.01

Step B 62.9231 5033.85 10906.67 130880.05

Step C 64.8108 5184.86 11233.87 134806.46

Step D 66.7551 5340.41 11570.88 138850.61

Step E 68.7578 5500.62 11918.02 143016.22

Step F 70.8205 5665.64 12275.55 147306.64

Step G 72.9452 5835.62 12643.83 151726.02

Step H 75.1335 6010.68 13023.14 156277.68

Step I 77.3874 6190.99 13413.82 160965.79

Step J 79.7091 6376.73 13816.24 165794.93

Step K 82.1004 6568.03 14230.74 170768.83

Step L 84.5635 6765.08 14657.67 175892.08

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5522B Power Plant Operator Technician I-B Step A 57.2358 4578.86 9920.87 119050.46

Step B 59.9269 4794.15 10387.33 124647.95

Step C 61.7247 4937.98 10698.95 128387.38

Step D 63.5763 5086.10 11019.89 132238.70

Step E 65.4836 5238.69 11350.49 136205.89

Step F 67.4482 5395.86 11691.02 140292.26

Step G 69.4715 5557.72 12041.73 144500.72

Step H 71.5558 5724.46 12403.01 148836.06

Step I 73.7025 5896.20 12775.10 153301.20

Step J 75.9135 6073.08 13158.34 157900.08

Step K 78.1910 6255.28 13553.11 162637.28

Step L 80.5366 6442.93 13959.68 167516.13

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5523B Power Plant Operator Technician II-B Step A 62.9596 5036.77 10913.00 130955.97

Step B 65.9196 5273.57 11426.06 137112.77

Step C 67.8971 5431.77 11768.83 141225.97

Step D 69.9341 5594.73 12121.91 145462.93

Step E 72.0321 5762.57 12485.56 149826.77

Step F 74.1928 5935.42 12860.09 154321.02

Step G 76.4188 6113.50 13245.93 158951.10

Step H 78.7114 6296.91 13643.31 163719.71

Step I 81.0727 6485.82 14052.60 168631.22

Step J 83.5049 6680.39 14474.18 173690.19

Step K 86.0100 6880.80 14908.40 178900.80

Step L 88.5903 7087.22 15355.65 184267.82

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5401B Predictive Maintenance Technician I-
B
Step A 41.8560 3348.48 7255.04 87060.48

Step B 43.8238 3505.90 7596.13 91153.50

Step C 45.1386 3611.09 7824.02 93888.29

Step D 46.4926 3719.41 8058.72 96704.61

Step E 47.8875 3831.00 8300.50 99606.00

Step F 49.3242 3945.94 8549.53 102594.34

Step G 50.8038 4064.30 8805.99 105671.90

Step H 52.3278 4186.22 9070.15 108841.82

Step I 53.8977 4311.82 9342.27 112107.22

Step J 55.5147 4441.18 9622.55 115470.58

Step K 57.1801 4574.41 9911.22 118934.61

Step L 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5402B Predictive Maintenance Technician II-
B
Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.2061 3856.49 8355.72 100268.69

Step C 49.6523 3972.18 8606.40 103276.78

Step D 51.1419 4091.35 8864.60 106375.15

Step E 52.6762 4214.10 9130.54 109566.50

Step F 54.2565 4340.52 9404.46 112853.52

Step G 55.8841 4470.73 9686.58 116238.93

Step H 57.5607 4604.86 9977.19 119726.26

Step I 59.2875 4743.00 10276.50 123318.00

Step J 61.0661 4885.29 10584.79 127017.49

Step K 62.8981 5031.85 10902.34 130828.05

Step L 64.7851 5182.81 11229.42 134753.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5533B Preventative Maintenance
Coordinator-B
Step A 45.8840 3670.72 7953.23 95438.72

Step B 48.0415 3843.32 8327.19 99926.32

Step C 49.4826 3958.61 8576.98 102923.81

Step D 50.9670 4077.36 8834.28 106011.36

Step E 52.4963 4199.70 9099.36 109192.30

Step F 54.0710 4325.68 9372.31 112467.68

Step G 55.6932 4455.46 9653.49 115841.86

Step H 57.3638 4589.10 9943.06 119316.70

Step I 59.0849 4726.79 10241.38 122896.59

Step J 60.8574 4868.59 10548.62 126583.39

Step K 62.6830 5014.64 10865.05 130380.64

Step L 64.5636 5165.09 11191.02 134292.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5500B Preventative Maintenance Technician
I-B
Step A 38.0508 3044.06 6595.47 79145.66

Step B 39.8399 3187.19 6905.58 82866.99

Step C 41.0349 3282.79 7112.72 85352.59

Step D 42.2660 3381.28 7326.11 87913.28

Step E 43.5341 3482.73 7545.91 90550.93

Step F 44.8401 3587.21 7772.28 93267.41

Step G 46.1852 3694.82 8005.43 96065.22

Step H 47.5708 3805.66 8245.61 98947.26

Step I 48.9979 3919.83 8492.97 101915.63

Step J 50.4679 4037.43 8747.77 104973.23

Step K 51.9820 4158.56 9010.21 108122.56

Step L 53.5414 4283.31 9280.51 111366.11

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 5502B Preventative Maintenance Technician
II-B
Step A 41.8560 3348.48 7255.04 87060.48

Step B 43.8238 3505.90 7596.13 91153.50

Step C 45.1385 3611.08 7824.01 93888.08

Step D 46.4927 3719.42 8058.73 96704.82

Step E 47.8874 3830.99 8300.48 99605.79

Step F 49.3241 3945.93 8549.51 102594.13

Step G 50.8038 4064.30 8805.99 105671.90

Step H 52.3279 4186.23 9070.17 108842.03

Step I 53.8977 4311.82 9342.27 112107.22

Step J 55.5147 4441.18 9622.55 115470.58

Step K 57.1802 4574.42 9911.23 118934.82

Step L 58.8956 4711.65 10208.57 122502.85

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7020B SCADA System Technician-B Step A 46.0415 3683.32 7980.53 95766.32

Step B 48.2061 3856.49 8355.72 100268.69

Step C 49.6524 3972.19 8606.42 103276.99

Step D 51.1419 4091.35 8864.60 106375.15

Step E 52.6762 4214.10 9130.54 109566.50

Step F 54.2565 4340.52 9404.46 112853.52

Step G 55.8841 4470.73 9686.58 116238.93

Step H 57.5607 4604.86 9977.19 119726.26

Step I 59.2875 4743.00 10276.50 123318.00

Step J 61.0662 4885.30 10584.81 127017.70

Step K 62.8982 5031.86 10902.35 130828.26

Step L 64.7851 5182.81 11229.42 134753.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7118B Senior Electric Line Technician-B Step A 80.2858 6422.86 13916.21 166994.46

Step B 84.0603 6724.82 14570.45 174845.42

Step C 86.5821 6926.57 15007.56 180090.77

Step D 89.1796 7134.37 15457.80 185493.57

Step E 91.8550 7348.40 15921.53 191058.40

Step F 94.6106 7568.85 16399.17 196790.05

Step G 97.4489 7795.91 16891.14 202693.71

Step H 100.3724 8029.79 17397.88 208774.59

Step I 103.3836 8270.69 17919.82 215037.89

Step J 106.4850 8518.80 18457.40 221488.80

Step K 109.6797 8774.38 19011.15 228133.78

Step L 112.9700 9037.60 19581.47 234977.60

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1153B Senior Electric Line Troubleshooter-B Step A 82.3840 6590.72 14279.89 171358.72

Step B 86.2573 6900.58 14951.27 179415.18

Step C 88.8450 7107.60 15399.80 184797.60

Step D 91.5104 7320.83 15861.80 190341.63

Step E 94.2557 7540.46 16337.65 196051.86

Step F 97.0833 7766.66 16827.77 201933.26

Step G 99.9958 7999.66 17332.61 207991.26

Step H 102.9957 8239.66 17852.59 214231.06

Step I 106.0856 8486.85 18388.17 220658.05

Step J 109.2681 8741.45 18939.80 227277.65

Step K 112.5462 9003.70 19508.01 234096.10

Step L 115.9226 9273.81 20093.25 241119.01

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7169B Senior Electric Materials Technician-
B
Step A 51.6640 4133.12 8955.09 107461.12

Step B 54.0929 4327.43 9376.10 112513.23

Step C 55.7157 4457.26 9657.39 115888.66

Step D 57.3871 4590.97 9947.10 119365.17

Step E 59.1086 4728.69 10245.49 122945.89

Step F 60.8818 4870.54 10552.85 126634.14

Step G 62.7084 5016.67 10869.46 130433.47

Step H 64.5896 5167.17 11195.53 134346.37

Step I 66.5274 5322.19 11531.42 138376.99

Step J 68.5232 5481.86 11877.35 142528.26

Step K 70.5788 5646.30 12233.66 146803.90

Step L 72.6962 5815.70 12600.67 151208.10

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1036B Senior Electric Metering Systems
Technician - B
Step A 70.6183 5649.46 12240.51 146886.06

Step B 73.9385 5915.08 12816.01 153792.08

Step C 76.1567 6092.54 13200.49 158405.94

Step D 78.4414 6275.31 13596.51 163158.11

Step E 80.7945 6463.56 14004.38 168052.56

Step F 83.2184 6657.47 14424.52 173094.27

Step G 85.7150 6857.20 14857.27 178287.20

Step H 88.2864 7062.91 15302.98 183635.71

Step I 90.9351 7274.81 15762.08 189145.01

Step J 93.6630 7493.04 16234.92 194819.04

Step K 96.4730 7717.84 16721.99 200663.84

Step L 99.3670 7949.36 17223.61 206683.36

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7126B Senior Electric Substation
Technician-B
Step A 76.5823 6126.58 13274.27 159291.18

Step B 80.1830 6414.64 13898.39 166780.64

Step C 82.5886 6607.09 14315.36 171784.29

Step D 85.0661 6805.29 14744.79 176937.49

Step E 87.6180 7009.44 15187.12 182245.44

Step F 90.2449 7219.59 15642.45 187709.39

Step G 92.9540 7436.32 16112.03 193344.32

Step H 95.7425 7659.40 16595.37 199144.40

Step I 98.6150 7889.20 17093.27 205119.20

Step J 101.5733 8125.86 17606.04 211272.46

Step K 104.6206 8369.65 18134.24 217610.85

Step L 107.7591 8620.73 18678.24 224138.93

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7168B Senior Electric System Dispatcher-B Step A 88.3143 7065.14 15307.81 183693.74

Step B 92.4663 7397.30 16027.49 192329.90

Step C 95.2403 7619.22 16508.32 198099.82

Step D 98.0976 7847.81 17003.58 204043.01

Step E 101.0406 8083.25 17513.70 210164.45

Step F 104.0718 8325.74 18039.11 216469.34

Step G 107.1938 8575.50 18580.26 222963.10

Step H 110.4097 8832.78 19137.68 229652.18

Step I 113.7219 9097.75 19711.80 236541.55

Step J 117.1336 9370.69 20303.16 243637.89

Step K 120.6476 9651.81 20912.25 250947.01

Step L 124.2669 9941.35 21539.60 258475.15

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7170B Senior Electronic Technician-B Step A 55.7102 4456.82 9656.43 115877.22

Step B 58.3295 4666.36 10110.45 121325.36

Step C 60.0794 4806.35 10413.76 124965.15

Step D 61.8818 4950.54 10726.18 128714.14

Step E 63.7382 5099.06 11047.95 132575.46

Step F 65.6504 5252.03 11379.40 136552.83

Step G 67.6198 5409.58 11720.77 140649.18

Step H 69.6485 5571.88 12072.41 144868.88

Step I 71.7379 5739.03 12434.57 149214.83

Step J 73.8901 5911.21 12807.62 153691.41

Step K 76.1068 6088.54 13191.85 158302.14

Step L 78.3899 6271.19 13587.58 163050.99

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 1123B Senior Environmental Utilities
Instrument & Control Technician-B
Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.0268 4242.14 9191.31 110295.74

Step C 54.6176 4369.41 9467.05 113604.61

Step D 56.2561 4500.49 9751.06 117012.69

Step E 57.9437 4635.50 10043.57 120522.90

Step F 59.6821 4774.57 10344.90 124138.77

Step G 61.4727 4917.82 10655.27 127863.22

Step H 63.3169 5065.35 10974.93 131699.15

Step I 65.2163 5217.30 11304.16 135649.90

Step J 67.1728 5373.82 11643.29 139719.42

Step K 69.1879 5535.03 11992.57 143910.83

Step L 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7205B Senior Plant and Equipment
Mechanic-B
Step A 41.7130 3337.04 7230.25 86763.04

Step B 43.6741 3493.93 7570.18 90842.13

Step C 44.9842 3598.74 7797.26 93567.14

Step D 46.3340 3706.72 8031.23 96374.72

Step E 47.7237 3817.90 8272.11 99265.30

Step F 49.1555 3932.44 8520.29 102243.44

Step G 50.6301 4050.41 8775.88 105310.61

Step H 52.1492 4171.94 9039.19 108470.34

Step I 53.7136 4297.09 9310.36 111724.29

Step J 55.3250 4426.00 9589.67 115076.00

Step K 56.9847 4558.78 9877.35 118528.18

Step L 58.6942 4695.54 10173.66 122083.94

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7152B Senior Power Plant Operator
Technician-B
Step A 69.2554 5540.43 12004.27 144051.23

Step B 72.5116 5800.93 12568.68 150824.13

Step C 74.6869 5974.95 12945.73 155348.75

Step D 76.9273 6154.18 13334.07 160008.78

Step E 79.2352 6338.82 13734.10 164809.22

Step F 81.6123 6528.98 14146.13 169753.58

Step G 84.0607 6724.86 14570.52 174846.26

Step H 86.5824 6926.59 15007.62 180091.39

Step I 89.1799 7134.39 15457.85 185494.19

Step J 91.8554 7348.43 15921.60 191059.23

Step K 94.6111 7568.89 16399.26 196791.09

Step L 97.4494 7795.95 16891.23 202694.75

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7284B Senior Preventative Maintenance
Technician-B
Step A 50.6457 4051.66 8778.59 105343.06

Step B 53.0268 4242.14 9191.31 110295.74

Step C 54.6176 4369.41 9467.05 113604.61

Step D 56.2562 4500.50 9751.07 117012.90

Step E 57.9438 4635.50 10043.59 120523.10

Step F 59.6821 4774.57 10344.90 124138.77

Step G 61.4726 4917.81 10655.25 127863.01

Step H 63.3167 5065.34 10974.89 131698.74

Step I 65.2163 5217.30 11304.16 135649.90

Step J 67.1728 5373.82 11643.29 139719.42

Step K 69.1880 5535.04 11992.59 143911.04

Step L 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9559B Senior SCADA System Technician-B Step A 50.6458 4051.66 8778.61 105343.26

Step B 53.0268 4242.14 9191.31 110295.74

Step C 54.6176 4369.41 9467.05 113604.61

Step D 56.2562 4500.50 9751.07 117012.90

Step E 57.9437 4635.50 10043.57 120522.90

Step F 59.6821 4774.57 10344.90 124138.77

Step G 61.4726 4917.81 10655.25 127863.01

Step H 63.3167 5065.34 10974.89 131698.74

Step I 65.2163 5217.30 11304.16 135649.90

Step J 67.1727 5373.82 11643.27 139719.22

Step K 69.1880 5535.04 11992.59 143911.04

Step L 71.2636 5701.09 12352.36 148228.29

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7202B Senior Wastewater Utility
Maintenance Worker-B
Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.7640 3021.12 6545.76 78549.12

Step C 38.8970 3111.76 6742.15 80905.76

Step D 40.0640 3205.12 6944.43 83333.12

Step E 41.2658 3301.26 7152.74 85832.86

Step F 42.5038 3400.30 7367.33 88407.90

Step G 43.7790 3502.32 7588.36 91060.32

Step H 45.0922 3607.38 7815.98 93791.78

Step I 46.4451 3715.61 8050.48 96605.81

Step J 47.8384 3827.07 8291.99 99503.87

Step K 49.2736 3941.89 8540.76 102489.09

Step L 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 7204B Senior Water Distribution Worker-B Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.7640 3021.12 6545.76 78549.12

Step C 38.8970 3111.76 6742.15 80905.76

Step D 40.0640 3205.12 6944.43 83333.12

Step E 41.2658 3301.26 7152.74 85832.86

Step F 42.5038 3400.30 7367.33 88407.90

Step G 43.7790 3502.32 7588.36 91060.32

Step H 45.0922 3607.38 7815.98 93791.78

Step I 46.4451 3715.61 8050.48 96605.81

Step J 47.8384 3827.07 8291.99 99503.87

Step K 49.2736 3941.89 8540.76 102489.09

Step L 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2375B Traffic Signal Maintenance Worker I-
B
Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.3308 2746.46 5950.67 71408.06

Step C 35.3610 2828.88 6129.24 73550.88

Step D 36.4218 2913.74 6313.11 75757.34

Step E 37.5144 3001.15 6502.50 78029.95

Step F 38.6399 3091.19 6697.58 80370.99

Step G 39.7992 3183.94 6898.53 82782.34

Step H 40.9929 3279.43 7105.44 85265.23

Step I 42.2230 3377.84 7318.65 87823.84

Step J 43.4895 3479.16 7538.18 90458.16

Step K 44.7942 3583.54 7764.33 93171.94

Step L 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 2376B Traffic Signal Maintenance Worker II-
B
Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.7640 3021.12 6545.76 78549.12

Step C 38.8971 3111.77 6742.16 80905.97

Step D 40.0640 3205.12 6944.43 83333.12

Step E 41.2658 3301.26 7152.74 85832.86

Step F 42.5039 3400.31 7367.34 88408.11

Step G 43.7791 3502.33 7588.38 91060.53

Step H 45.0923 3607.38 7816.00 93791.98

Step I 46.4451 3715.61 8050.48 96605.81

Step J 47.8385 3827.08 8292.01 99504.08

Step K 49.2736 3941.89 8540.76 102489.09

Step L 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9027B Wastewater Utility Maintenance
Worker I-B
Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2099 2496.79 5409.72 64916.59

Step C 32.1463 2571.70 5572.03 66864.30

Step D 33.1106 2648.85 5739.17 68870.05

Step E 34.1040 2728.32 5911.36 70936.32

Step F 35.1270 2810.16 6088.68 73064.16

Step G 36.1810 2894.48 6271.37 75256.48

Step H 37.2663 2981.30 6459.49 77513.90

Step I 38.3843 3070.74 6653.28 79839.34

Step J 39.5358 3162.86 6852.87 82234.46

Step K 40.7219 3257.75 7058.46 84701.55

Step L 41.9437 3355.50 7270.24 87242.90

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9029B Wastewater Utility Maintenance
Worker II-B
Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.3310 2746.48 5950.71 71408.48

Step C 35.3611 2828.89 6129.26 73551.09

Step D 36.4219 2913.75 6313.13 75757.55

Step E 37.5144 3001.15 6502.50 78029.95

Step F 38.6399 3091.19 6697.58 80370.99

Step G 39.7992 3183.94 6898.53 82782.34

Step H 40.9932 3279.46 7105.49 85265.86

Step I 42.2229 3377.83 7318.64 87823.63

Step J 43.4896 3479.17 7538.20 90458.37

Step K 44.7943 3583.54 7764.35 93172.14

Step L 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9078B Water Conservation Specialist-B Step A 36.0684 2885.47 6251.86 75022.27

Step B 37.7640 3021.12 6545.76 78549.12

Step C 38.8970 3111.76 6742.15 80905.76

Step D 40.0640 3205.12 6944.43 83333.12

Step E 41.2658 3301.26 7152.74 85832.86

Step F 42.5038 3400.30 7367.33 88407.90

Step G 43.7790 3502.32 7588.36 91060.32

Step H 45.0922 3607.38 7815.98 93791.78

Step I 46.4451 3715.61 8050.48 96605.81

Step J 47.8384 3827.07 8291.99 99503.87

Step K 49.2736 3941.89 8540.76 102489.09

Step L 50.7518 4060.14 8796.98 105563.74

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9049B Water Conservation Worker I-B Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2099 2496.79 5409.72 64916.59

Step C 32.1463 2571.70 5572.03 66864.30

Step D 33.1106 2648.85 5739.17 68870.05

Step E 34.1040 2728.32 5911.36 70936.32

Step F 35.1270 2810.16 6088.68 73064.16

Step G 36.1810 2894.48 6271.37 75256.48

Step H 37.2663 2981.30 6459.49 77513.90

Step I 38.3843 3070.74 6653.28 79839.34

Step J 39.5358 3162.86 6852.87 82234.46

Step K 40.7219 3257.75 7058.46 84701.55

Step L 41.9437 3355.50 7270.24 87242.90

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9051B Water Conservation Worker II-B Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.3310 2746.48 5950.71 71408.48

Step C 35.3611 2828.89 6129.26 73551.09

Step D 36.4219 2913.75 6313.13 75757.55

Step E 37.5144 3001.15 6502.50 78029.95

Step F 38.6399 3091.19 6697.58 80370.99

Step G 39.7992 3183.94 6898.53 82782.34

Step H 40.9932 3279.46 7105.49 85265.86

Step I 42.2229 3377.83 7318.64 87823.63

Step J 43.4896 3479.17 7538.20 90458.37

Step K 44.7943 3583.54 7764.35 93172.14

Step L 46.1380 3691.04 7997.25 95967.04

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9246B Water Distribution Worker I-B Step A 29.8084 2384.67 5166.79 62001.47

Step B 31.2099 2496.79 5409.72 64916.59

Step C 32.1463 2571.70 5572.03 66864.30

Step D 33.1106 2648.85 5739.17 68870.05

Step E 34.1040 2728.32 5911.36 70936.32

Step F 35.1270 2810.16 6088.68 73064.16

Step G 36.1810 2894.48 6271.37 75256.48

Step H 37.2663 2981.30 6459.49 77513.90

Step I 38.3843 3070.74 6653.28 79839.34

Step J 39.5358 3162.86 6852.87 82234.46

Step K 40.7219 3257.75 7058.46 84701.55

Step L 41.9437 3355.50 7270.24 87242.90

IBEW International Brotherhood of
Electrical Workers

City of Roseville

Appendix:A
Effective Date:04/18/2026
Salary Schedule: International Brotherhood of
Electrical Workers-B
Grade Code Grade Name Step Name Hourly Bi-Weekly Monthly Annual 9248B Water Distribution Worker II-B Step A 32.7895 2623.16 5683.51 68202.16

Step B 34.3310 2746.48 5950.71 71408.48

Step C 35.3611 2828.89 6129.26 73551.09

Step D 36.4219 2913.75 6313.13 75757.55

Step E 37.5144 3001.15 6502.50 78029.95

Step F 38.6399 3091.19 6697.58 80370.99

Step G 39.7992 3183.94 6898.53 82782.34

Step H 40.9932 3279.46 7105.49 85265.86

Step I 42.2229 3377.83 7318.64 87823.63

Step J 43.4896 3479.17 7538.20 90458.37

Step K 44.7943 3583.54 7764.35 93172.14

Step L 46.1380 3691.04 7997.25 95967.04

City Council
Communication
Meeting Date: 4/15/2026
Item #: VII.22
File #: 0103-22
Item ID: 2026-229

Title: Local Sales Tax Citizens' Oversight Committee - Report to the City Council Contact: Scott Pettingell 916-746-1306 [email protected]

SUMMARY
Staff recommends Council receive an informational report and presentation from the Local Sales Tax Citizens’ Oversight Committee on the FY2024-25 revenue and expenditures of the Measure B sales and use tax.

RECOMMENDATION
Staff recommends the City Council receive an informational report and presentation on FY2024-25 Measure B revenue and expenditures from the Local Sales Tax Citizens’ Oversight Committee.

BACKGROUND
The Local Sales Tax Citizens' Oversight Committee (Committee) was created when Roseville voters passed Measure B in the November 6, 2018, election. The Committee is charged with annually reviewing and reporting to the City Council on the revenue and expenditures of the Measure B sales and use tax.

As part of the EngageRoseville effort that led to Measure B, the City asked the community about its priorities for city services to help guide the City in developing future budgets.

Those priorities, along with Council priorities, were reflected in the FY2024-25 budget as follows:

Maintained essential services
• Increases to cover the rising general cost of doing business • Specialized police and fire services
• Fire engine company
• Recreation and library programs
• Street maintenance levels
• Job-creation and business-recruitment initiatives
• One additional dispatcher
• Unsheltered camp cleanup
• Library, parks, and events stabilization
• Maintenance at citywide park (Crabb Park, Central Park, Pistachio Park) • Street paving

Restored services that had been reduced prior to Measure B • Library hours

• 4th of July fireworks
• Fire training and investigations
• Goat grazing for thatch management in open space
• Park maintenance standards
• Industry training and development

Examples of Services Added
• Fully staff the new police beat in West Roseville
• Increase Animal Control staffing to enhance community safety • Increase police traffic officer staffing for improved traffic control • Allocate resources for staff and equipment to implement a body-worn camera (BWC) program • Establish a Real-Time Crime Center (RTCC) to enhance crime monitoring and response • Provide maintenance support for the growing park system • Increase staffing for tree trimming to enhance customer response and safety • Expand programs and operating hours at Maidu Museum & Historic Site • Extend library hours at Riley Library for increased community access • Expand graffiti abatement program
• Increase investment in facility rehabilitation, equipment replacement, and street maintenance • Support increased initiatives addressing homelessness in the community

Fiscal Health Investments
• Fully fund General Fund Stabilization Reserve Fund at 15% of General Fund operations budget • Pay down CalPERS pension obligation
• Pay down retiree health liability
• Continue to build Pension Reserve Trust Fund

The Committee met on February 11, 2026, and received a presentation from staff. The presentation summarized the information provided to the Committee, including the following documents:
• FY2024-25 Measure B Scorecard
• 2025 City of Roseville Annual Comprehensive Financial Report (ACFR) • FY2024-25 Fourth Quarter Report and Budget Adjustment • General Ledger Detail
• General Fund Reserves Policy
• FY2024-25 Annual Budget
• FY2025-26 Adopted Budget – City Manager Message
• Roseville Citizens' Oversight Committee Memo (March 20, 2025)

The Committee met again on March 9, 2026, to finalize its annual review and report to the City Council on Measure B sales and use tax revenues and expenditures.

FISCAL IMPACT
There is no fiscal impact related to receiving this report.

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 report to the City Council from the Local Sales Tax Citizens' Oversight Committee meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

2. Remain fiscally responsible in a changing world

Respectfully Submitted,
Scott Pettingell, Finance Director

ATTACHMENTS:

1. LSTCOC Memo to Council March 2026

2. Measure B Scorecard FY25

REVIEWERS:

Phoebe Schueler, Finance Department Created/Initiated - 3/13/2026 Scott Pettingell, Finance Department Approved - 3/27/2026 Kelly Aye, City Attorney Department Approved - 3/27/2026 Katrina Six, City Clerk Department Approved - 3/27/2026 Ryan DeVore, City Manager Department - Assistant City Manager Approved - 3/30/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 3/30/2026 Michelle Sheidenberger, City Attorney Department Approved - 3/31/2026 Dominick Casey, City Manager Department - City Manager Approved - 3/31/2026 Katrina Six, City Clerk Department Final Approval - 3/31/2026

Roseville Local Sales Tax Citizens’ Oversight Committee

Memorandum
To: Roseville City Council
From: Local Sales Tax Citizens’ Oversight Committee
Date: March 9, 2026
Subject: Citizens’ Oversight Committee update for April 15, 2026, Roseville City Council Meeting
History of Measure B
• Measure B is a half-cent local sales and use tax to protect Roseville’s essential services and was approved by voters in the November 6, 2018, election, with the expected annual revenue of $16 to $19 million.
• On April 1, 2019, the sales and use tax rate in Roseville increased from 7.25% to 7.75%.

Role of the Citizen Oversight Committee
• The Citizens’ Oversight Committee (Committee) was proposed as an independent citizen oversight on the Measure B funds.
• The Committee was created when Measure B passed in the November 6, 2018, election. • The Committee is charged with the annual review and report to the City Council on the revenue and expenditures of the Measure B sales and use tax.

Current Members Term End
Bob Bettencourt 6/30/2027
Jordan Bunnell 6/30/2027
Stephanie Hill 6/30/2025
Kathryn Kitchell 6/30/2027
Lori Benitez 6/30/2029
Measure B is a General Tax and the monies collected are appropriated to the Genera l Fund where revenues are not allocated and tracked for a specific purpose. The Measure B ballot information stated that “the City may use the funds for any municipal purpose, including but not limited to essential services such as neighborhood police patrols, fire protection, 9-1 -1 emergency response; crime suppression/investigati on; street and pothole repair; libraries, parks and recreation; and job creation and economic improvement programs.” It is not possible for the Committee to determine the exact programs/services supported by Measure B revenues.

Roseville Local Sales Tax Citizens’ Oversight Committee

Review of Committee Meetings
The February 11, 2026, meeting consisted of the following:
o Appointment of Chair and Vice Chair
o Review of the Brown Act by Joe Mandell, Senior Deputy City Attorney o Presentation by Dennis Kauffman, Assistant City M anager/Chief Financial Officer, Scott Pettingell, Finance Director and Nancy Rothlisberger, Assistant Finance Director. The presentation was a summary of information provided to the Committee as exhibits:

• Committee Overview
• Year-end Report: Discussion of Fiscal Year July 1, 2024, to June 30, 2025 General Fund revenues and expenditures :
 FY 24-25 Fourth Quarter Report
 General Ledger Detail
 General Fund Reserves Policy
 FY 24-25 Annual Budget
• Measure B Scorecard

o Recommendation by City staff that the Committee designate one or two Committee members to prepare the Committee’s report to the City Council.

The Measure B Scorecard (Scorecard) was originally prepared by staff, in conjunction with a consultant, as an additional resource for the Committee in its review of compliance of the use of Measure B Funds with the original purpose for Measure B as stated in the ballot.

Citizens’ Oversight Committee Report of the Funds from FY 24-25 • Measure B revenue in FY 24-25 was $29.9M, $680K more than budgeted. Actual Measure B revenues exceeded budget primarily due to the conservative approach in budgeting for major tax revenues to compensate for impacts of the general economic recovery.
• The Committee notes that because Meas ure B revenue is a general tax commingled with other General Fund revenue and pooled for General Fund expenditures, it is not possible to trace specific expenditures back to Measure B revenue. • The General Fund concluded FY 24 -25 with a $11.6M surplus ($5.4M additional revenues, $6.2M in expenditure savings).
• General Fund expenditures are $6.2.M less than budgeted. Operational budget savings were mainly in Public Works ($1.48M), Parks, Recreation and Libraries ($1.97M), General Government ($1.01M), and Development Services ($1.72M). The reduction in General Fund department operating expenditures is primarily attributed to vacant positions, and lower than anticipated professional service costs and utility charges. • The Police and Fire Departments spent virtually all of their budgets.

Roseville Local Sales Tax Citizens’ Oversight Committee

• The Scorecard (attached ) provided the Committee with additional information in determining the level of services in comparison to the base year ( FY18-19 when Measure B was adopted). The Scorecard indicates that budgeted expenditures , staffing levels, and Economic Stabilization, Emergency, and Capital Reserve balances for FY 24-25 were comparable to or increased from those in the base year
• The Scorecard indicates staffing for the Police Department in creased by 5 from FY 2023- 24 to FY 2024-25. Staffing increases were in the Social Services and Threat Assessment Units, and a Senior Records Clerk.
• Fire Department expenditures increased by $4.6M primarily due to labor cost increases, new handheld radios, and new fire and EMS reporting software. • The Scorecard does not include the results of the National Community Survey, a City- wide effort that gathers information from the community on satisfaction with City services. The City plans to participate in this survey every five years. The most recent survey was completed in 2023. The City plans to participate in the survey again in 2028 and the results will be incorporated into a future report. • The Committee concludes that , based on the data provided by City staff and our analysis as described above, police, fire, public works and parks, recreation and library services were all maintained as evidenced by an increase in expenditures . The Committee also concludes FY 24-25 Measure B funds were used for their intended purpose , with the following condition: the Council Priorities Workshop and determination of the use of the $11.2M remaining surplus was not known by the Committee at the time of this report preparation. The Committee suggests the report for FY 25-26 include a section addressing how the surplus was utilized.

CC: Dennis Kauffman, Assistant City Manager/Chief Financial Officer Phoebe Schueler, Recording Secretary

Attachments: Measure B Scorecard

1 Measure B Scorecard
Fiscal Year 2024-25

Measure B is a half-cent local sales and use general purpose tax passed by voters on November 6, 2018, to protect Roseville’s essential services.

The primary function of Measure B is to maintain essential services. Prior to its passage, the City of Roseville faced significant service reductions, under-funding of long-term obligations, and growing expenses. Revenue generated by Measure B allows the City to provide continuity of services by restoring and maintaining priority service levels and building and maintaining the General Fund Stabilization Reserve as a safeguard for the future.

Roseville’s Measure B scorecard uses a green, yellow, red scoring method to present how Measure B funds have impacted services.

• Green indicates restored or enhanced level of resources. • Yellow indicates maintained level of resources.
• Red indicates diminished level of resources.

Below is a dashboard snapshot of ratings for Fiscal Year 2024-25 (FY2024-25) or the fiscal year that started on July 1, 2024, and ended on June 30, 2025; additional details follow.

Category Rating
Fiscal Investment Snapshot
Police

Fire

Parks, Recreation and Libraries

Public Works

Development Services

All other General Fund departments and transfers

Investment in Reserves

In summary, during FY2024-25 Measure B revenues continued to allow the City to maintain current service levels, restore services, and strategically invest in high-priority areas while still achieving a balanced budget.

2 Measure B Priorities
Measure B was passed by voters with the commitment to maintain service levels, invest in high-priority service areas, and build and maintain the City’s General Fund Stabilization Reserve. Measure B sales tax revenue has helped stabilize General Fund services, protect Roseville’s quality of life, and increase reserves to weather future economic downturns.

Measure B-related investments continued into Fiscal Year 2024-25 Maintained essential services
• Increases to cover the rising general cost of doing business • Specialized police and fire services
• Fire engine company
• Recreation and library programs
• Street maintenance levels
• Job-creation and business-recruitment initiatives
• One additional dispatcher
• Unsheltered camp cleanup
• Library, parks, and events stabilization
• Maintenance at citywide parks
- Crabb Park
- Central Park
- Pistachio Park
• Street paving

Restored services that had been reduced prior to Measure B • Library hours
• 4th of July fireworks
• Fire training and investigations
• Goat grazing for thatch management in open space
• Park maintenance standards
• Industry training and development

Examples of Services Added
• Fully staff the new police beat in West Roseville
• Increase Animal Control staffing to enhance community safety • Increase police traffic officer staffing for improved traffic control • Allocate resources for staff and equipment to implement a body-worn camera (BWC) program • Establish a Real-Time Crime Center (RTCC) to enhance crime monitoring and response • Provide maintenance support for the growing park system • Increase staffing for tree trimming to enhance customer response and safety • Expand programs and operating hours at Maidu Museum & Historic Site • Extend library hours at Riley Library for increased community access • Expand graffiti abatement program
• Increase investment in facility rehabilitation, equipment replacement, and street maintenance • Support increased initiatives addressing homelessness in the community

Fiscal Health Investments
• Fully fund General Fun Stabilization Reserve Fund at 15% of General Fund operations budget

3 • Pay down CalPERS pension obligation
• Pay down retiree health liability
• Continue to build Pension Reserve Trust Fund

General Fund Department Data
The primary objective of Measure B is to ensure the continuity of services for residents. This is demonstrated by the level of investment in General Fund operating departments. The City seeks to keep pace with growth while maintaining a high level of service and meeting the needs of the community. This scorecard uses a green, yellow, red scoring method to present how Measure B funds have impacted services.
• Green indicates restored or enhanced level of resources. • Yellow indicates maintained level of resources.
• Red indicates diminished level of resources.

*Staffing information shown above includes departments primarily funded by the General Fund. Some positions within these departments are supported by other funding sources.

** All other General Fund departments include the City Council, City Manager, Public Affairs & Communications, City Attorney, Human Resources, City Clerk, Finance, and Economic Development. The Utility Billing Services (UBS) division, funded by Electric and Environmental Utilities, was Police $ 40,870,243 $ 44,518,481 $ 46,426,362 $ 48,983,125 $ 54,633,440 $ 58,809,842 $ 63,500,328 55% 8% Fire $ 32,117,397 $ 34,178,936 $ 34,649,868 $ 37,628,398 $ 41,649,320 $ 45,195,561 $ 49,806,217 55% 10% Parks, Recreation and
Library $ 22,911,376 $ 24,677,839 $ 26,412,290 $ 27,428,050 $ 31,139,772 $ 35,000,441 $ 38,577,321 68% 10% Public Works $ 7,871,233 $ 7,204,894 $ 8,016,401 $ 8,438,406 $ 10,262,544 $ 10,507,798 $ 11,510,668 46% 10% Development Services $ 9,624,423 $ 9,371,317 $ 10,125,452 $ 10,293,117 $ 11,278,002 $ 11,935,083 $ 13,302,110 38% 11% All other General Fund
departments* $ 9,246,986 $ 12,528,084 $ 13,623,554 $ 12,052,990 $ 13,120,449 $ 14,870,504 $ 16,769,506 81% 13% Other
expenditures/transfer
s/non-operating
$ 26,097,120 $ 28,249,084 $ 27,041,153 $ 37,666,775 $ 66,578,013 $ 52,942,513 $ 54,117,903 107% 2% Total $ 148,738,778 $ 160,728,635 $ 166,295,080 $ 182,490,861 $ 228,661,540 $ 229,261,742 $ 247,584,053 66% 8% Rating
FY2019 to
FY2025
% Change
FY2024 to
FY2025
% Change
FY 2022-23FY 2018-19
(Baseline)
General Fund
Categories
Adopted Expenditures
FY 2019-20 FY 2020-21 FY 2021-22 FY2023-24 FY2024-25

4 overseen by the Finance Department from FY2018-19 to FY 2020-21. Effective FY2021-22, the UBS division was moved to the Electric Department.

Staffing figures for FY2018-19 - FY2021-22 were adjusted to exclude the UBS division to reflect General Fund staffing accurately.

Notable Changes
Police
The Police Department’s FY2024-25 General Fund budget totals $63.5 million and provides funding to support 228 position allocations. The PD budget increased by 7.5 percent over the prior fiscal year primarily due to increased labor costs and expenses for materials, supplies, and services as detailed below. This budget included the following highlights:
• Police Officer (Social Services Unit)
The Social Services Unit (SSU) continues to be the primary resource for the PD in addressing homeless issues in the City. The budget includes the addition of a third Problem Oriented Policing Officer to SSU, with the specific task of outreach and assistance for homeless veterans. SSU has been working on this detail one day a week via overtime, yielding significant results. The addition of this position creates an opportunity to end veteran homelessness in Roseville. This position will also balance the Police Officer to Practitioner staffing in SSU, allowing the Department to pair Officers with Practitioners for safety in the field.

• Police Officer (Threat Assessment Unit)
The PD’s Threat Assessment Unit (TAU) is responsible for managing threats, posed by individuals via a case management effort. TAU assists the Investigations Unit with specific threat-related cases, which reduces the overall Detective caseload. TAU also works extensively with the Department’s School Resource Officers on threat cases on school campuses. The program was initiated with one Detective three years ago, but the workload has significantly increased, necessitating the addition of the Unit’s second Detective.

• Senior Police Records Clerk
A Senior Police Records Clerk position is being added to the department’s Police Records Unit. The Police Records Unit has seen a 162 percent increase in police-specific public records requests over the last five years.

The Police Records supervisors have historically handled and processed the Public Records Act (PRA) requests due to the technical expertise to retrieve the data, apply and interpret laws governing the police records because of confidentiality requirements and potential liability if records are released inappropriately. Digital records are more frequently being requested, which requires additional technical skills and knowledge to access and retrieve records for Closed Circuit Television (CCTV) City Security Camera, Body Worn Camera, and soon In- car Camera footage. The increased workload has resulted in the need for a dedicated staff with the technical skills and unique knowledge and skillset to take on the PRA requests as a primary task.

• Property Management System - Equipment Upgrade
The PD’s current property management system’s hand-held scanners and label printers are approaching end of life. The equipment upgrade will provide new hand-held scanners and printer devices, and each property technician will be assigned a scanner.

• Stop Sticks for Pursuit Interventions
Patrol officers and supervisors use stop sticks as a pursuit intervention tactic to slow or stop a pursuit. Currently, the PD does not have stop sticks in every patrol vehicle, and this addition would allow the department to outfit all patrol vehicles with the device. The device ultimately deflates the suspect vehicle’s tire(s) to stop the pursuit or slow the vehicle down, allowing pursuits to end safer, prevent property damage, reduce liability, and potentially save lives.

5 • Outreach Case Management Tool Software
The PD’s Social Services Unit (SSU) requires a case management tool designed for first responder social workers to provide the capability to create and manage clinical notes that document the facilitation and delivery of mental health services. The software serves several crucial purposes: ensuring continuity of care, safeguarding client privacy, and aiding social workers in managing client records, evaluations, treatment plans, prognoses, collateral contact, and contact dates. This case management tool will increase efficiency as the PD expands the SSU and its capabilities.

• In-Ear Communication Device and Microphone
The in-ear communication device and microphone equipment will equip members of the Roseville/Rocklin SWAT Team, Rapid Containment Team (RCT), and members of the Department’s Tactical Dispatch Unit. These teams are called on to respond to critical incidents within the City of Roseville and the greater Sacramento region.

During these critical incidents, communication is a key factor that directly contributes to the success or failure of an operation. The communication device and microphone package includes a Kevlar reinforced earpiece, a braided fiber waterproof wired push-to-talk microphone, and a waterproof wireless push-to-talk microphone.

The equipment upgrade will provide durable, weather-resistant communication devices to ensure clear and reliable communication during operations.

• Unmanned Aircraft System (UAS) Batteries
The PD’s UAS program relies on lithium battery technology for power. Batteries are an added expense and do not come with the purchase of each drone. A single UAS battery typically lasts for a flight time of 20-30 minutes depending on conditions. A typical call-out or response for a UAS may last hours. Having multiple batteries per platform will allow the UAS Team greater flight time with drones during operations.

• Crime Scene Investigation (CSI) Camera Lenses and Batteries New macro camera lenses are needed for the department’s CSI cameras, as the current macro lenses are outdated. Additionally, the CSI cameras’ batteries are draining quicker than expected and require additional battery packs that hold two batteries at once to ensure a fresh battery is always available.

• 40mm Multi-Shot Less Lethal Tactical Launcher
The 40mm Multi-Shot Less Lethal Tactical Launcher is designed to fire all 40mm less lethal round and gas munitions. The launcher can be used in riot control, crowd control, and breaching operations. The Roseville/Rocklin SWAT Team will utilize the launcher to deploy tear gas munitions during critical incidents and emergency situations. The multi-shot capability of the tactical launcher has a distinct advantage over the single- shot variants currently deployed by the PD. The Multi-shot launcher can be loaded mission-specific with a variety of 40mm less lethal munitions, allowing the operator to select the desired round given each unique situation, without having to waste seconds with reloading or switching munition types.

• Training
The PD’s training budget includes an increase of $31,000. Department personnel will attend the annual California Association of Tactical Officers Conference, Women Leaders in Law Enforcement Training Symposium, and Real-Time Crime Center technology training.

Fire
The Fire Department’s FY2024-25 General Fund budget totals $49.8 million (up 10 percent over the prior fiscal year) and supports 130 position allocations. This increase is primarily due to labor cost increases and increased Internal Service

6 Fund (ISF) charges related to fleet replacement, information technology, and general liability insurance. The budget also includes funding for the Department to conduct a 10-person fire academy to maintain minimum staffing requirements. • Very High Frequency (VHF) Handheld Radios
The FY2024-25 Capital Improvement Program budget allocates funds for the replacement of VHF handheld radios that are obsolete and unavailable to purchase. This is essential to ensure compliance with regulations requiring the maintenance of programmable VHF radios for participation in the statewide mutual aid system. • Fire/Emergency Medical Services (EMS) Reporting Software Included in the budget is funding for the acquisition of new fire and EMS reporting software. This software satisfies all state and federal reporting standards and streamlines current systems to reduce redundancy.

Parks, Recreation, and Libraries
PRL’s FY2024-25 General Fund budget totals $38.6 million (up 10 percent over the prior fiscal year) and supports 153.5 position allocations (up 7.25 positions). The PRL Department budget increase is primarily due to increased labor and costs for materials, services, and supplies associated with maintaining current service levels and additional funding to support the new positions and programs highlighted below.

PRL has attained accreditation through the National Recreation and Park Association’s (NRPA) Commission for Accreditation of Park and Recreation Agencies (CAPRA). This accreditation provides quality assurance and quality improvement for accredited park and recreation agencies throughout the United States by establishing a best-practice management system. CAPRA is the only national accreditation of park and recreation agencies and is a valuable measure of an agency’s overall quality of operation, management, and service to the community. Achieving CAPRA accreditation is the best way to demonstrate that the department provides the community with the highest level of service.

The PRL Department completed a comprehensive strategic plan in 2022, accompanied by an action plan, to establish clear and attainable goals, objectives, and implementation strategies to guide the department for the next ten years.

The department is making great progress on this plan, having completed 25 percent of recommendations in its first year.

In alignment with the plan, funding has been included in the FY2024-25 budget to maintain existing parks and facilities, and offer new parks and recreational opportunities to residents.

PRL is continually challenged with recruiting and retaining quality staff to conduct its many programs/events and to ensure its parks/facilities are adequately maintained. Ongoing efforts have been made to re-align department staffing resources to find the right balance of full-time and part-time employees and contractor resources to deliver programs and services effectively and efficiently. As evidenced by the new park maintenance positions funded by the reallocation of contract dollars, these efforts will continue in FY2024-25.

A Sports Supervisor was added to the Recreation Division in the PRL Department. With the construction of the Soccer Complex, this position will be critical to overseeing operations, recruiting tournaments and anchor tenants, and managing scheduling at this facility. The position is expected to be fully funded by complex revenues in year three.

Five Park Maintenance Worker positions were added to the budget, with funding from the reallocation of contract dollars. Greater ownership, flexibility, efficiencies, and long-term savings will result from staff assuming the overall maintenance of 22 school parks as well as the landscaping at Maidu and Mahany. This work was previously completed by contract workers.

PRL operates five pools and four splash pads. Some of the pools are open year-round and require coverage from 6 a.m.- 10 p.m., seven days per week. To ensure their safe operation, an Aquatics Maintenance Technician will be converted from limited term to regular status. This expertise is needed on an ongoing basis.

7 PRL conducts extensive public outreach. Marketing of recreation programs is paramount to their success. A Graphic Designer position is being changed from 0.75 to 1.0 FTE in the FY2024-25 budget to meet increased demands. This position enhances our communication with residents and supports the City Council’s priority related to community engagement and advocacy.

To continue investment in existing parks and streetscapes, funding is included in the FY2024-25 budget to implement cycles to replenish landscape bark and replace irrigation controllers. Additional funding has been allocated for the maintenance of new parks and landscapes and the improvement of aging streetscapes and greenways. This includes the new $4 million Rocky Ridge/Cirby Streetscape and Sunrise Greenway Improvements project, funded by FY2022-23 General Fund year-end surplus.

Public Works
The Public Works Department’s FY2024-25 General Fund budget totals $11.5 million (up 10 percent over the prior fiscal year) The Public Works budget includes the resources necessary to support the following:
• Staffing for Engineering
The budget includes funding to reclassify the Engineering Division Manager position to Assistant Director. This change strengthens the department’s organizational structure by providing oversight of the Engineering and Streets Divisions, which currently report directly to the Public Works Director.

With this reclassification, the budget also includes a new Principal Engineer position to provide managerial oversight of engineering disciplines, including Floodplain Management, City Projects, Maintenance Projects, and Traffic Engineering.

Development Services
The Development Services FY2024-25 General Fund budget totals $13.3 million and supports 77 full-time position allocations. This year’s budget represents an 11 percent increase over the prior fiscal year, including a $1.3 million increase in General Fund operating expenses, mainly attributed to increased labor and benefits costs, and internal service fund charges including general liability insurance and worker’s compensation costs. Additionally, the FY2024-25 budget includes funding to add two positions, a Plans Examiner and a Senior Plans Examiner, partially offset by deleting one vacant Associate Planner position. These position changes result in an operating expense budget increase of approximately $172,000. The department will offset a significant portion of this through increased permit fee revenue and developer reimbursements.

All Other General Fund Departments
This category includes the City Council, City Manager, Public Affairs & Communications, City Attorney, Human Resources, City Clerk, Finance, and Economic Development Departments. Department budgets were adjusted for increased labor costs and costs for materials, supplies, and services.

• The City Council’s FY2024-25 budget totals approximately $253,000. This budget increased by more than $89,000 from the prior year due to increased membership costs for the Local Agency Formation Commission (LAFCO), Sacramento Area Council of Governments (SACOG), and National League of Cities (NLC). This is partially offset by increased internal citywide cost plan reimbursements.

• The City Manager’s FY2024-25 budget totals approximately $1.6 million (up 4 percent over the prior year) and provides funding to support seven position allocations. The increase in materials, supplies and services is

8 primarily due to higher citywide General Liability costs. The City Manager’s budget also includes increased citywide indirect cost allocation plan reimbursements, offset by slight increases in salaries, wages, and benefits.

• The Public Affairs & Communications (PAC) Department’s FY2024-25 budget totals approximately $2.0 million and provides funding to support nine position allocations. PAC’s budget increased by 31 percent over the prior year. The budget increases for materials, supplies, and services are due to increased internal service fund costs, including general liability insurance and information technology. Salaries, wages, and benefits expenses increased due to adjusting the budget to align with current staffing organization within PAC. The realignment also contributed to increased internal reimbursements associated with the citywide indirect cost allocation plan, which reimburses the General Fund for support PAC provides to other City departments and funds.

• The City Attorney’s FY2024-25 budget totals approximately $2.7 million and provides funding to support ten position allocations. The budget saw 14 percent growth, primarily driven by increases in salaries, wages, and benefits, as well as in materials, supplies, and services. A primary contributor to the increase in materials, supplies, and services costs is rising General Liability Insurance costs. These costs are partially offset by increased citywide indirect cost plan internal reimbursements.

• The Human Resource Department’s FY2024-25 budget totals approximately $21.1 million (up 30 percent over the prior fiscal year) and funds 19 position allocations. This budget increase is primarily due to rising insurance premiums in the General Liability Fund and claims in the Workers Compensation Fund. In addition, the Human Resources Budget includes funding to continue work on projects budgeted for in the current year, including the document digitization project and hiring consultants to assist in creating a fiduciary committee for deferred compensation retirement plan oversight and succession planning.

• The City Clerk Department’s FY2024-25 budget totals $1.7 million, an increase of 18 percent from the prior year due to scheduled elections. This budget supports 12 allocated positions. Funding for technology projects, including the replacement of the citywide compliance software, the implementation of the agenda management software, and a public records request management software/portal is included in the Capital Improvement Program.

• The Finance Department’s FY2024-25 budget totals approximately $5.9 million and provides funding to support 53 position allocations. The department budget increased by approximately 14 percent over the prior fiscal year, from $5.2 million to $5.9 million. This change is primarily due to increased salaries, wages, and benefits costs.

Another contributing factor was increased service costs associated with professional services, technology, banking fees, and armored car costs, which are offset by increased interest income revenues. The budget also includes one-time equipment replacement funding to replace the mailing machine at the warehouse.

• The Economic Development Department’s FY2024-25 budget totals $4.6 million (up 21 percent from the prior fiscal year) due to decreases in Housing Division fund expenses. The Housing Successor Low Mod Fund budget decreased by nearly $900,000 because it does not have a major affordable housing project this year and the Community Development Block Grant (CDBG) Fund budget decreased by more than $400,000 but will be re- aligned later in the fiscal year. Economic Development has 18 position allocations, an increase of one allocation from the prior year due to the addition of an Economic Development Manager position. However, when that position is filled, the department will eliminate a vacant position, and its total allocation will be back to 17 positions.

Other Expenditures/Transfers
The other expenditures category represents expenditures that do not align directly with any department and benefit the entire organization. This category also includes transfers between funds.

9 Below is a summary of the significant items included in this category in the FY2024-25 budget:
• Pay down of CalPERS obligations by an Additional Discretionary Payment ($1.8 million) • Unemployment, vision and dental insurance ($2.5 million) • Leave payoffs for General Fund employees that retire during FY2024-25 ($750,000) • Retiree medical benefits ($10 million)
• Annexation tax-sharing agreement payments to Placer County ($12.9 million) • Contingency budgets for the General Fund ($2 million of which $540,000 was estimated for negotiated labor increases during the year)
• Fees charged by the State and County for the collection and disbursement of sales and property taxes ($1.7 million)
General Fund transfers between funds:
• $1.8 million to General Fund Emergency Reserve Fund
• $2.7 million to General Fund Stabilization Reserve Fund • $2.9 million to Pension Reserve Trust Fund (FY2022-23 General Fund year-end surplus) FY2024-25 Year End Results
General Fund revenues for FY2024-25 exceeded budget estimates by 2 percent. While Bradley Burns sales tax grew, Measure B sales tax revenues remained in-line with FY2023-24 revenues, resulting in a sales tax surplus of approximately $1.4 million. The rise in property values and new construction led to property tax collections exceeding budget estimates through the end of the fiscal year by 2 percent. Development activity in the City continued with an upward trend during FY2024-25, resulting in higher-than-expected building permit, plan check, and engineering and inspection fee revenues. While the City experienced a slight decrease in single-family residential construction, this decrease was offset by a substantial increase in multi-family residential construction. In total, year-end results show an overall revenue surplus of $5.5 million.

Expenditure savings, including labor and materials, supplies, and services, totaled $6.2 million in the General Fund. The combined surplus for FY2024-25 amounted to $11.6 million, as presented below:

General Fund FY2024-25 Year-End Results
(Operating and Non-Operating)
Variance from Budget
($)
Sales and Use Tax - Bradley Burns $ 747,000 Sales and Use Tax - Measure B 680,000 Property Tax 1,574,000
Other Revenues 2,447,000
Revenue surplus 5,448,000

Expenditure savings 6,193,000

Total General Fund Year-End Surplus $ 11,641,000

On February 4, 2026, the City Council appropriated $671,274 of the year-end surplus to the Youth Development Fund related to ongoing program expenses and capital improvements previously approved by the City Council. Staff are developing recommendations for the use of the surplus on one-time, not ongoing, initiatives, and will present them to Council at a later date.

10 Investment in Reserves
Through June 30, 2025, the General Fund
Stabilization Reserve, funded by Measure B,
has grown to $34.3 million. These funds
strengthen the City’s financial position and
will help maintain essential services during a
future economic downturn.

The Government Finance Officers
Association (GFOA) recommends a minimum
reserve equal to 17 percent of the General
Fund operating budget. As of June 30, 2025,
the City’s total reserves (Economic
Stabilization + Emergency) are approximately
$57.2 million, meeting the Council-adopted
policy target of 25 percent of operating
expenditures.

Sales Tax Revenue

Measure B Sales and Use Tax (Red) revenues closed the year at $29.9 million, exceeding the budget by 2 percent ($0.68 million) and remained consistent with the prior year. These results were largely anticipated, as revenue data throughout the year indicated a slight recovery in sales tax growth. As mentioned previously, the slowing revenue growth is attributed to the ongoing impact of high interest rates and a shift in consumer spending towards service-related purchases, which are not taxable.

56.9 53.2 64.2 71.1

71.2 70.1 71.1

4.3 19.9 24.7 28.5 29.1 29.9 29.9
FY 2018- 19
ACTUAL
FY 2019- 20
ACTUAL
FY 2020- 21
ACTUAL
FY 2021- 22
ACTUAL
FY 2022- 23
ACTUAL
FY 2023- 24
ACTUAL
FY 2024- 25
ACTUAL

DOLLARS (IN MILLIONS)

FISCAL YEAR

SALES TAX REVENUE
Bradley-Burns Measure BRevenue amounts shown reflect gross sales tax receipts before California Department of Tax and Fee Administration (CDTFA) administrative charges. In prior-year scorecards, revenues for FY2018-19 through FY2022-23 shown in this graph were net of CDTFA administrative charges. $0
$10,000,000
$20,000,000
$30,000,000
$40,000,000
$50,000,000
$60,000,000
$70,000,000
FY 2019-
20 FY 2020-
21 FY 2021-
22 FY 2022-
23 FY 2023-
24 FY 2024-
25 INVESTMENT IN RESERVES
General Fund Stabilization Reserve
General Fund Emergency Reserve
GFOA Recommended Minimum

City Council
Communication
Meeting Date: 4/15/2026
Item #: VIII.23
File #: 0600-01
Item ID: 2026-255

Title: Compliance with Assembly Bill 2561/Government Code Section 3502.3 Regarding Vacancies and Recruitment and Retention Efforts
Contact: Macy Dippert 916-774-5215 [email protected]

SUMMARY
Staff recommends Council receive a presentation on AB 2561 which requires public agencies to hold at least one (1) public hearing per fiscal year to discuss vacancies, recruitment, and retention efforts. The presentation discusses the City's legal obligations under the law, which took effect January 1, 2025. This presentation is for informational purposes only regarding the status of the City’s vacancies and recruitment and retention efforts.

RECOMMENDATION
Staff recommends that the City Council receive a presentation, for information purposes only, during a public hearing at which time the City will report on workforce vacancies and recruitment and retention efforts. The City's recognized employee organizations will be provided an opportunity to make a presentation on these subjects.

BACKGROUND
AB 2561 was introduced to address the issue of job vacancies in local government, which adversely affects the delivery of public services and employee workload. Among other requirements, the bill mandates that public agencies conduct a public hearing to present the status of vacancies and recruitment and retention efforts, before the agency’s governing body at least once per fiscal year, prior to the adoption of the next fiscal year’s budget and identify any necessary changes to policies, procedures, and recruitment activities that may lead to obstacles in the hiring process. The bill was enacted into law and is codified as Government Code section 3502.3, effective January 1, 2025.

The Human Resources (HR) Department gave a presentation on the status of vacancies last year on April 16, 2025, for the 2024 calendar year, which reported a seven percent (7%) annual average vacancy rate. Again, the analysis for 2025 yields an average annual vacancy rate of seven percent (7%). Departments partner with the HR Employment Services team to ensure the prompt filling of positions as retirements and separations occur to ensure continuity of operations and services to the community.

In accordance with AB 2561, the Human Resources Department notified the five (5) represented bargaining units at the City of the opportunity to present (Gov. Code § 3502.3(b)). None of the bargaining units meet or exceed 20% of authorized full-time positions in that bargaining unit. If that had occurred, upon request of the recognized employee organization for that bargaining unit, the City would be required to provide additional information during the public hearing, including the following: (1) the total number of vacancies within the bargaining unit; (2) the number of applicants; (3) the average number of days to fill positions; and (4) opportunities to improve compensation and working conditions for employees in the bargaining unit. (Gov. Code § 3502.3(c).)

For the calendar year 2025, all of the City’s bargaining units with recognized employee organizations and the unrepresented labor groups, were under the 20% vacancy rate, which is

summarized below:

2025 Annual Average Vacancy Rate
Represented Labor Groups Percentage
International Brotherhood of Electrical Workers, Local 1245 (IBEW) 6% Local 39 9%
Roseville Fire Firefighters, Local 1592 (RFF) 1%
Roseville Police Association (RPA) 8%
Roseville Police Officers Association (RPOA) 3%
Unrepresented Labor Groups Percentage
Confidential 2%
Management 7%

FISCAL IMPACT
There is no direct fiscal impact associated with conducting the public hearing required under Government Code section 3502.3.

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 public hearing and reporting on vacancy rates and recruitment and retention efforts meets the above criteria and is not subject to CEQA. No additional environmental review is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

6. Deliver exceptional City services

Respectfully Submitted,
Macy Dippert, Human Resources Manager

Stacey Peterson, Human Resources Director

ATTACHMENTS:

1. Notice of Public Hearing

REVIEWERS:

Stacey Peterson, Human Resources Department Created/Initiated - 3/26/2026 Macy Dippert, Human Resources Department Approved - 3/28/2026

Stacey Peterson, Human Resources Department Approved - 3/29/2026 Kelly Aye, City Attorney Department Approved - 3/30/2026 Katrina Six, City Clerk Department Approved - 4/2/2026
Ryan DeVore, City Manager Department - Assistant City Manager Approved - 4/6/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 4/6/2026 Michelle Sheidenberger, City Attorney Department Approved - 4/6/2026 Dominick Casey, City Manager Department - City Manager Approved - 4/6/2026 Katrina Six, City Clerk Department Final Approval - 4/7/2026

1 NOTICE OF PUBLIC HEARING
NOTICE IS HERBY GIVEN that, at 6:00 p.m., or as soon thereafter as the matter can be heard, on Wednesday, April 15, 2026, at the City Council Chambers, Roseville Electric Building, First Floor, 116 S. Grant Street, Roseville, California, the City Council of the City of Roseville (the “City”) will conduct a public hearing as required pursuant to Government Code section 3502.3, at which the City will present information on the status of vacancies at the City and the City’s recruitment and retention efforts. The City will also present on challenges related to recruitment and retention of City employees and efforts being made to address these challenges.

Those wishing to comment on the status of vacancies, recruitment and retention at the City may either appear in person at the public hearing or submit written comments, which must be received by the City prior to the hearing. Written comments should be sent to City of Roseville at 311 Vernon Street, Roseville, California 95678 Attention: City Clerk or email to [email protected].

CITY CLERK, CITY OF ROSEVILLE
Dated: March 25, 2026 Published April 3, 2026

City Council
Communication
Meeting Date: 4/15/2026
Item #: VIII.24
File #: 0324
Item ID: 2026-38

Title: 2026 Weed Abatement - Public Hearing
Contact: Jordan Paul 916-774-5802 [email protected]

SUMMARY
Staff recommends Council adopt a resolution overruling all objections to the proposed abatement of all weeds, rubbish, dirt and/or rank growth, as well as ordering the Fire Chief to abate, or cause to be abated, the subject nuisances within the City of Roseville in accordance with the law. This item is the second and final step necessary to initiate the 2026 Weed Abatement Program. Owners of private parcels that are abated by the City are responsible for the costs associated with providing abatement services. A bill is sent to each property owner detailing the abatement costs, as well as an administrative fee. If the property owner fails to pay the bill, the City places a lien on the subject property and the monies owed are reimbursed through the property tax collection process.

RECOMMENDATION
To initiate the 2026 Weed Abatement Program, staff recommends that the City Council adopt a resolution overruling all objections to the proposed abatement of all weeds, rubbish, dirt and/or rank growth, as well as ordering the Fire Chief to abate, or cause to be abated, the subject nuisances within the City of Roseville in accordance with the law.

BACKGROUND
On March 4th, 2026, the City Council approved Resolution No. 26-045 declaring all weeds, rubbish, dirt and/or rank growths a public nuisance. It also set the date, time and place for the required public hearing.

The attached resolution is the second and final step necessary to initiate the 2026 Weed Abatement Program.

FISCAL IMPACT
Owners of private parcels that are abated by the City are responsible for the costs associated with providing abatement services. A bill is sent to each property owner detailing the abatement costs, as well as an administrative fee. If the property owner fails to pay the bill, the City places a lien on the subject property and the monies owed are reimbursed through the property tax collection process.

ENVIRONMENTAL REVIEW
The Weed Abatement Program involves minor alteration in the condition of the land, water, and or vegetation which will not remove healthy, mature scenic trees. This activity is categorically exempt from CEQA as a Class 4 Exemption (State CEQA Guidelines Section 15304). The Exemption has been prepared and no further CEQA action is required.

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

1. Ensure a safe and healthy community

Respectfully Submitted,
Jordan Paul, Division Chief

Ryan Harrigan, Fire Chief

ATTACHMENTS:

1. Resolution 26-095

2. List of Parcels - Alpha Numeric by Street (1)

3. List of Parcels - By APN (1)

4. Sample Letter

5. Public Notice

6. CEQA Exemption (1)

REVIEWERS:

Jordan Paul, Fire Department Created/Initiated - 2/17/2026 Deanna Schondelmayer, Fire Department Approved - 2/17/2026 Ryan Harrigan, Fire Department Approved - 3/9/2026
Kelly Aye, City Attorney Department Approved - 3/30/2026 Katrina Six, City Clerk Department Approved - 4/2/2026
Ryan DeVore, City Manager Department - Assistant City Manager Approved - 4/6/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 4/6/2026 Michelle Sheidenberger, City Attorney Department Approved - 4/6/2026 Dominick Casey, City Manager Department - City Manager Approved - 4/6/2026 Katrina Six, City Clerk Department Final Approval - 4/7/2026

RESOLUTION NO. 26-095

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ROSEVILLE ORDERING THE

DESTRUCTION OR REMOVAL OF ALL WEEDS, DIRT, RUBBISH, AND/OR RANK

GROWTHS WITHIN THE CITY OF ROSEVILLE AND OVERRULING

ANY AND ALL OBJECTIONS THERETO

WHEREAS, on March 4, 2026, the City Council of the City of Roseville adopted Resolution No. 26-045 declaring all weeds, dirt, rubbish and/or rank growths within the City of Roseville to be a public nuisance and setting a time and place for hearing any objections to the proposed destruction or removal of such weeds, dirt, rubbish and/or rank growths; and

WHEREAS, said public hearing was held on April 15, 2026, at which time all property owners having objections to the proposed abatement of the nuisance were given an opportunity to be heard.

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

1. Any and all objections to the proposed abatement of the nuisance in Resolution No. 26-045 adopted March 4, 2026, are hereby overruled.

2. The Fire Chief is hereby ordered to abate, or cause to be abated, the nuisance by having all weeds, dirt, rubbish and/or rank growths within the City of Roseville removed in accordance with the law.

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

Our Mission… Protect and enhance the safety and well-being of residents, businesses, customers and partners We will accomplish this by…Delivering exceptional service and compassionate solutions as a cohesive team with dedication, pride and vigilance.

City of Roseville Fire Department • 316 Vernon St., #480 • Roseville, California 95678-2618 (916) 774-5800 • (916) 774-5810 FAX • (916) 774-5220 TDD • www.roseville.ca.us

April 1, 2026

NOTICE TO ABATE FIRE HAZARD

This letter is intended for parcels that are undeveloped.

If the property has been developed or sold, please disregard the following and complete the information on the following page(s) and return it to the Roseville Fire Department, 316 Vernon Street, Suite 480, Roseville, CA 95678.

This letter is to notify you that a fire hazard may exist on the undeveloped parcel(s) listed on the following page(s). The law requires that all cut or uncut weeds, grass, vines, vegetation, or other combustible materials be removed when determined to be a fire hazard. Roseville Fire Code (RFC) 304.1.3; H&S Code, Division 12, Part 5.

If applicable, all necessary work shall be completed no later than July 1, 2026. If the property owner does not comply with this notice, the required firebreaks will be made by the City of Roseville. All costs incurred by the City, including a $356.00 per parcel administration fee, shall be billed directly to the property owner.

WEED ABATEMENT GUIDELINES

A clear firebreak of a minimum 30-foot width shall be created and maintained in all areas designated by the City of Roseville. Clear firebreaks shall be provided around all combustible buildings, fences, vehicles, structures, or storage on this parcel or on adjacent properties. We ask that you adhere to the following abatement requirements:

1. The preferred method of weed abatement shall be accomplished by discing and completed so that all weeds, grass, other vegetation or organic material which can be expected to burn are completely removed or turned under so there is insufficient fuel to sustain or allow the spread of fire.
• Discing does not negate the requirement for weed removal up to the structure.

2. Where discing is not practical, mowing is permitted where the material is mulched and the remaining weeds do not exceed two inches in height.

3. Spark arrestors shall be installed on all outdoor equipment with internal combustion engines.

4. Parcels that are one acre or less shall be completely abated.

Prior to abating weeds, seasonal rains should be considered. Late rains will produce late growing weeds.

Weeds once mowed, may require additional mowing. The weed abatement program’s intent is to reduce the fire hazard during fire season.

Our Mission… Protect and enhance the safety and well-being of residents, businesses, customers and partners We will accomplish this by…Delivering exceptional service and compassionate solutions as a cohesive team with dedication, pride and vigilance.

Notice to Abate Fire Hazard

Owner Name: Sample
Owner Address: 333 Sample Way
SACRAMENTO, CA 956XX

Assessor Parcel Number: 000-000-000-000
Site Address: 203 SAMPLE ST
Roseville, CA 956XX

Please check the box below depicting the current status of the property listed above.

This property has been developed.

This property has been sold.

If the property listed above has been sold, please provide the date of sale and contact information of the new owner below.

Date Sold: _______________________________________________________________

New Owner Name and Address: _____________________________________________ _____________________________________________
_____________________________________________

Return to: Roseville Fire Department
316 Vernon St, Suite 480
Roseville, CA 95678

Please remember: If applicable, all necessary work shall be completed by July 1, 2026

PUBLIC NOTICE

Public Notice is hereby given that a public hearing will be held before the City Council of the City of Roseville for the purpose of considering the following:

WEED ABATEMENT HEARING

On March 4, 2026 pursuant to the provisions of Chapter 9.20 of the Roseville Municipal Code, the City Council of the City of Roseville adopted Resolution No. 26-045 declaring that all weeds as defined in Section 9.20.010 (C) (1) of said chapter and all dirt, rubbish and/or rank growth, as defined in Section 9.20.010 (C) (2,3,4) of said chapter, of any kind on private property, or in any street or alley abutting any property, constitute a public nuisance which must be abated by the destruction or removal thereof.

All property owners, lessees or occupants of buildings, grounds or lots shall, without delay, destroy or remove all such weeds, dirt, rubbish and/or rank growths from their property and half of the abutting street and alley, if any, between the lot lines, as extended, or such weeds, dirt, rubbish and/or rank growths will be destroyed or removed and such nuisance abated by the city authorities, in which case the cost of destruction or removal will be assessed upon the lots and lands from or on which, or abutting the streets and alleys from or on which, such nuisance was abated, and such costs will constitute a lien upon the lots or parcels until paid and will be collected on the next tax roll upon which municipal taxes are collected.

All property owners having objections to the proposed abatement of the nuisances are hereby notified to attend a meeting of the Council of the City of Roseville to be held on April 15, 2026 at 6:00 o’clock p.m., or as soon thereafter as may be heard, in the Roseville Electric Building, 116 S. Grant Street, First Floor, Roseville, CA, where and when all objections will be heard and given due consideration.

FIRE CHIEF OF THE CITY OF ROSEVILLE

RYAN HARRIGAN

ROSEVILLE CITY COUNCIL

CARMEN AVALOS, CITY CLERK

DATED: March 26, 2026

PUBLISH: FRIDAY, April 3, 2026

Notice of Exemption

To: Placer County Clerk From: City of Roseville
Recorder’s Office Community Development Dept.
3091 County Center Dr. 311 Vernon Street
Auburn, CA 95603 Roseville, CA 95678

Project Title: 2026 Weed Abatement Project
(Resolution Declaring Weeds and Rubbish a Public Nuisance)

Project Location(s): City-wide throughout Roseville

Project Description: The City of Roseville Fire Department proposes to notify property owners of vacant parcels , within the City , that a potential fire hazard exists on these parcels. If corrective action is not taken by the property owner the City’s Fire Department will proceed with weed abatement activities including, mechanical mowing, trimming, and other methods of weed removal.

Public Agency Approving Project: Roseville City Council

Agency/Individual Carrying Out Project: City of Roseville Fire Department

Reason why this Project is Exempt: This project is applicable to Class 4 Categorical Exemption as described in Section 15304 (i) of the California Environmental Quality Act (CEQA) guidelines which states:

“Class 4 consists of…minor public...alterations in the conditions of land which do not involve removal of healthy, mature, scenic trees…including but not limited to…fuel management activities…”

Lead Agency Contact Person: Jordan Paul, Fire Division Chief, Fire Department (916-774-5806) 316 Vernon Street, Roseville, CA 95678.

Signature:

Date:

2/10/2026
Jessica Lynch, Environmental Coordinator
City of Roseville

City Council
Communication
Meeting Date: 4/15/2026
Item #: VIII.25
File #: 0215
Item ID: 2026-236

Title: Adoption of User and Regulatory Fees
Contact: Jeannine Thrash 916-774-5473 [email protected]

SUMMARY
Staff recommends adopting the Schedule of User and Regulatory Fees, effective July 1, 2026. The City's Schedule of User and Regulatory Fees identifies fees for services and activities provided at the request of, or on behalf of, a single party, as opposed to the public at large. The Fee Schedule is intended to be reviewed annually, with staff conducting biennial studies to identify the City’s cost of providing fee-related services based on current labor rates and service delivery methods. The proposed fee schedule, effective July 1, 2026, through June 30, 2027, is based on the results of a User and Regulatory Fee Study completed in March 2026. The anticipated annual revenue impact of the proposed changes included in the Fee Schedule update is approximately $485,000 citywide. It is important to note that while adjusting fees will provide a fiscal impact in the form of additional revenue, the revenue is not intended to fund new services; rather, it is intended to offset the costs of providing existing services that are recoverable from fees.

RECOMMENDATION
Staff recommends that the City Council approve a resolution adopting the Schedule of User and Regulatory Fees, effective July 1, 2026, and authorizing the Finance Director to implement automatic annual inflationary adjustments for certain fees identified in the schedule.

BACKGROUND
The City's Schedule of user and regulatory fees identifies fees for services and activities provided at the request of, or on behalf of, a single party as opposed to the public at large. The Fee Schedule is reviewed annually, with staff conducting biennial studies to evaluate the City’s cost of providing fee-related services based on current labor rates and service delivery methods.

The proposed fee schedule, effective July 1, 2026, is based on a User and Regulatory Fee Study completed in March 2026. The study is included as an attachment to this report. In interim years, fees may be adjusted based on the change in the Consumer Price Index (CPI) from October to October of the immediately preceding year. User and regulatory fees are established by the City Council. The current adopted fee schedule is effective July 1, 2025, through June 30, 2026.

PUBLIC HEARING
This item and staff’s recommendations are intended to be considered following a public hearing.

The public hearing provides interested parties an opportunity to comment on or request clarification regarding the proposed fee updates. Prior to the hearing, the City publishes a newspaper notice and notifies interested parties who have requested to receive updates on proposed fee changes.

PROPOSED ADJUSTMENTS
The following provides a summary of the primary changes proposed:

Table 1 — Summary of Changes to Fees Examined
Description Count Percentage
Fees Proposed to Remain Unchanged, Decrease, or
Minor Increases Up to 10% or $10 365 91.5%
Fees Proposed to Increase by More than 10% 21 5.2%
Fee Structure Modifications
(May Result in an Increase or Decrease) 7 1.8%
New Fees 6 1.5%
Total Fees Examined 399 100.0%

Fees Proposed to Remain Unchanged, Decrease, or Minor Increases up to 10% or $10

Approximately 91% percent of user and regulatory fees are proposed to remain unchanged, decrease, or be adjusted by an amount not to exceed 10% or $10. Modifications to fees are meant to avoid degradation of existing cost recovery levels for City services provided.

Fees Proposed to Increase by More than Ten Percent (10%)

21 fees are proposed to increase by more than ten percent. A summary of these changes are provided below:

Table 2 – Summary of Fees Proposed to Increase by More than 10% Description Count Overview
Building Fees 15
Changes are all between $10 and $30 (e.g.,
adjusted fee from the current amount of $152 to
the proposed amount of $173). Changes linked to
adjustment of fees from one minor permit
threshold to the next available threshold.

Environmental Utilities Fees 1 The change is linked to a new contract service agreement for backflow inspections.

Fire & Life Safety Fees 1 Adjustment to a fee collected on behalf of the State of California. Not a City fee.

Police Fees 1 Adjustment to rental rate for PD shooting range.

Private sector alternatives are available.

Utilities Customer Care Billing,
Accounting, and Service Fees 3 Change linked to recalibration of fees to reflect remote activation versus field activation.

Total 21

New Fees

Six (6) new fees are proposed. A summary of these changes is provided below:

Table 3 – New Fees

Description Count Overview
Environmental Utilities Fees 5

1. Water Pre-final Re-inspection
fee: Service currently provided
without a corresponding fee
for service.

2. Sewer Pre-final Re-inspection
fee: Service currently provided
without a corresponding fee
for service.

3. Backflow Inspection Fee
(annual): Service currently
provided without a
corresponding fee for service.

4. High-strength waste tipping
fee at PGWWTP: Service
currently provided without a
corresponding fee for service.

5. Credit card transaction
processing fee: allow the City
to pass-through vendor
processing fees associated with
credit card transactions.

Police Fees 1

1. Solicitor Permit fee: Service
currently provided without a
corresponding fee for service.

Total 6

FISCAL IMPACT
The anticipated revenue impact of the proposed changes included in the fee schedule update is approximately $485,000. It is important to note that while adjusting fees and billing rates will result in additional revenue, this revenue is not intended to fund new services; rather, it is intended to offset the costs of providing existing services that are recoverable from fees. Consequently, while fees may increase annually, labor costs (the primary driver of fee-related costs) also typically increase. Recalibrating these fees provides an offset to existing costs and service demands, rather than a source of funding for expanded service levels.

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

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

CITY COUNCIL STRATEGIC PLAN/OVERARCHING GOALS

2. Remain fiscally responsible in a changing world

Respectfully Submitted,
Jeannine Thrash, Management Analyst

Scott Pettingell, Finance Director

ATTACHMENTS:

1. Resolution 26-096

2. User and Regulatory Fee Study

REVIEWERS:

Jeannine Thrash, Finance Department Created/Initiated - 3/26/2026 Scott Pettingell, Finance Department Approved - 3/27/2026 Kelly Aye, City Attorney Department Approved - 3/30/2026 Katrina Six, City Clerk Department Approved - 4/2/2026
Ryan DeVore, City Manager Department - Assistant City Manager Approved - 4/6/2026 Dennis Kauffman, City Manager Department - Assistant City Manager Approved - 4/6/2026 Michelle Sheidenberger, City Attorney Department Approved - 4/6/2026 Dominick Casey, City Manager Department - City Manager Approved - 4/6/2026 Katrina Six, City Clerk Department Final Approval - 4/7/2026

RESOLUTION NO. 26-096

ADOPTING A MASTER SCHEDULE OF USER AND REGULATORY FEES, EFFECTIVE JULY 1, 2026
WHEREAS, user and regulatory fees are established by the City Council; and WHEREAS, the City recently completed a study to identify the cost of providing various user and regulatory fee-related services; and
WHEREAS, the majority of the City’s fees have been adjuste d during the last several years; and
WHEREAS, adopting a master schedule of user and regulatory fees allows for consolidation of the schedule of fees and helps formally continue a pattern on annual review and update, including annual inflationary adjustments; and
WHEREAS, staff recommends adopting the Schedule of User and Regulatory Fees, effective July 1, 2026, attached hereto as Exhibit “A;” and WHEREAS, staff further recommends authorizing the Finance Director to make annual inflationary adjustments for various fees identified in the Schedule of User and Regulatory Fees based on all -urban Consumer Price Index (CPI) for the San Francisco -Oakland-Hayward area; and
WHEREAS, inflationary adjustments will be based on the CPI change from October to October of the immediately preceding year; and
WHEREAS, if the CPI does not change or goes down, no change shall be made to the fee schedule for that year unless an adjustment is made to targeted cost recovery levels or fee study findings indicate that an adjustment is appropriate; and NOW THEREFORE, BE IT RESOLVED by the Council of the City of Roseville that said schedule of User and Regulatory Fees, effective July 1, 2026 is hereby adopted.

BE IT FURTHER RESOLVED, the Finance Director has authority to make annual inflationary adjustments for various fees identified in the Schedule of User and Regulatory Fees based on the all -urban Consumer Price Index (CPI) for the San Francisco -Oakland-Hayward area.

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

Exhibit “A”

Schedule of User and Regulatory Fees
Effective July 1, 2026

Description Page
Administrative Fees / City Clerk / Passport Processing Fees 1 Revenue and Finance Fees 2
Utilities Customer Care Billing, Accounting, and Service Fees 3 Planning Fees 4
Development Services Engineering Fees 10
Trench Cut Recovery Fees 11
Building Fees 12
Development Impact Fee Deferral Fees 26
Housing Fees 27
Electric Fees 28
Environmental Utilities Fees 29
Fire & Life Safety Fees 32
Fire Emergency Medical Services First Responder Fee 42
Police Fees 43
Animal Licensing and Permit Fees 47
Parking Permit / Oversized Vehicle Permit Fees 48
Special Event and Commercial Filming / Photography Fees 49 Parks, Recreation, & Libraries Department Fees 50
City of Roseville
Schedule of User and Regulatory Fees

City of Roseville

ADMINISTRATIVE FEES / CITY CLERK / PASSPORT PROCESSING FEES Fee Charge Basis Note
Yearly
CPI
City-Wide Records
1 Documents
a) 8.5 x 11 - Black and White
i) 0 - 9 Copies No Charge N
ii) 10+ Copies $0.10 per page N
b) 8.5 x 14 and 11 x 17 - Black and White $0.20 per page N c) Color Copies
i) 8.5 x 11 $0.50 per page N
ii) 11 x 17 $1 per page N
iii) 18 x 24 $2 per page N
iv) 24 x 36 $3 per page N
2 Digital Media (e.g. USB Flash Drive) $8 each N
3 Agenda Subscription
a) 6 Months $20 N
b) 12 Months $40 N
4 Requests Requiring Special Programming or Formatting Actual cost [a] N Passport
5 Passport Processing Fee $35 [b] N
6 Passport Photo Fee $12 N
7 Passport Express Postage Actual postage cost N
Subpoena
8 Subpoena Fees See Note [b] N
Election
9 Candidate Nomination Filing Fee $25 per filing [b] N
10 Fee for Late Filing of Reports of Campaign Contributions and Expenditures
See Note [b] N
Activity Description
[a] Fee for preparation of reports/formats that need to be generated by the City because they are not typically maintained. Amounts charged will include a pass-through of any vendor costs incurred. [b] Maximum fees established by State/Federal agencies. 1

City of Roseville

REVENUE AND FINANCE FEES
Fee Charge Basis Note
Yearly
CPI
1 Short Term Rental Permit Fee
a) New $185 Fixed Fee N
b) Renewal $85 Fixed Fee N
c) Delinquent fee (percentage of renewal fee) 60% (or $51) Fixed Fee N 2 Finance Administrative Fee - Special Financing District Formation or Annexation
$2,500 T&M with Initial Deposit [a] N
3 Budget Book
a) Available on City website No charge Fixed Fee N
b) Hardcopy Actual cost
or per page fee
Fixed Fee N
4 Franchise Application Fee
a) Refuse Hauler $520 Fixed Fee; Two-Year Term N
b) Community Antenna Television System $100 Fixed Fee N c) All Others $150 Fixed Fee N
Activity Description
[a] Amount represents initial, upfront fee amount collected. Additional fees will apply depending on district type and requested action. 2

City of Roseville

UTILITIES CUSTOMER CARE BILLING, ACCOUNTING, AND SERVICE FEES Fee Note
Yearly
CPI
Electric
1 Reestablishment Fee - Residential Electric
a) Advanced Meter $25 N
b) Truck Roll
i) Business Hours $275 N
ii) After Hours $480 N
2 Reestablishment Fee - Commercial Electric
a) Truck Roll
i) Business Hours $275 N
ii) After Hours $480 N
3 Unauthorized Service Reconnect Fee $275 N
4 Same Day Service Fee - Residential Electric
a) Advanced Meter No Charge N
b) Truck Roll
i) Business Hours $275 N
ii) After Hours $480 N
5 Same Day Service Fee - Commercial Electric
a) Truck Roll
i) Business Hours $275 N
ii) After Hours $480 N
Water
6 Reestablishment Fee - Water
a) Business Hours $50 [a] N
b) After Hours $150 [a] N
7 Same Day Service Fee - Water
a) Business Hours $50 [a] N
b) After Hours $150 [a] N
General Fees
8 Returned Check/ABD/ACH Fee
a) First Dishonored Check or EFT $25 N
b) Each Additional Dishonored Check or EFT $35 N
9 Late Payment Fee 5% of late balance N
10 Utility Bill Reprint Fee $1 N
11 Access Fee $50 N
Activity Description
[a] Fees not to exceed amounts authorized by State of California Health and Safety Code Section 66019. 3

City of Roseville

PLANNING FEES
Fixed Fee Deposit
Fixed Fee /
Deposit Note
Yearly
CPI
Appeals
1 Planning Director's Decision $1,898 Fixed [a] Y
2 PC/DC Decision to City Council $1,750 Fixed [a] Y
Annexations
3 Annex/PZ/Detach/SOI $20,000 Deposit N
Development Agreements (DA)
4 Adoption of DA $20,000 Deposit N
5 Amendment of DA $20,000 Deposit N
6 Associated with Affordable Housing $3,458 Fixed Y
7 Associated with Single Topic Item $7,825 Fixed Y
8 Development Agreement Review/Compliance Fee $2,217 Fixed [b] Y Environmental Review
9 Exemption Without Initial Study $480 Fixed Y
10 Exemption With Initial Study $1,170 Fixed Y
11 Negative Declaration with No Mitigation $1,805 Fixed Y 12 Tiered Negative Declaration with Mitigation $3,595 Fixed Y 13 EIR Deposit $20,000 Deposit N
14 Environmental Review Fee for an Addendum $1,630 Fixed Y General Plan Amendment (GPA)
15 GPA 10 Acres or Less, Map/Text $10,000 Deposit N
16 GPA 10+ Acres, Map/Text $17,000 Deposit N
17 GPA - Text Policy Amend $15,000 Deposit N
Public Utility Easement Abandonment
18 Summary Vacation $3,978 Fixed Y
19 General Vacation $5,965 Fixed Y
Activity Description
4

City of Roseville

PLANNING FEES
Fixed Fee Deposit
Fixed Fee /
Deposit Note
Yearly
CPIActivity Description
Signs
20 Standard Sign Permit $331 Fixed Y
21 Planned Sign Permit Program $1,348 Fixed Y
22 Sign Permit/Program - Public Hearing Required $2,900 Fixed Y 23 Administrative Permit for Sign Exception (Variance) $2,671 Fixed Y 24 PSP Minor Modification $379 Fixed Y
Specific Plan Amendment (SPA)
25 SPA Adoption, Map/Text $30,000 Deposit N
26 SPA 10 Acres or Less, Map/Text $10,000 Deposit N
27 SPA 10+ Acres, Map/Text $20,000 Deposit N
28 SPA Text/Policy Deposit $15,000 Deposit N
Subdivisions/Condominiums
29 Grading Plan - Minor $4,165 Fixed Y
30 Grading Plan - Major $8,000 Deposit N
31 Lot Line Adjustment $4,165 Fixed Y
32 Extension to a Tentative Map $4,165 Fixed Y
33 Voluntary Merger $4,165 Fixed Y
34 Reversion to Acreage $6,081 Fixed Y
35 Minor Modification to a Tentative Map $2,000 Deposit N 36 Major Modification to a Tentative Map $10,000 Deposit N 37 Tentative Parcel Map, 4 or Fewer Lots $6,000 Deposit N 38 Tentative Parcel Map, 5 - 99 Lots $11,000 Deposit N
39 Tentative Parcel Map, 100 - 499 Lots $16,000 Deposit N 40 Tentative Parcel Map, 500+ Lots $24,000 Deposit N
5

City of Roseville

PLANNING FEES
Fixed Fee Deposit
Fixed Fee /
Deposit Note
Yearly
CPIActivity Description
41 Ministerial Two-Lot Map $190 Fixed Y
42 Ministerial Multifamily Map $190 Fixed Y
43 Ministerial Lot Line Adjustment $190 Fixed Y
44 Ministerial Voluntary Merger $190 Fixed Y
Zoning Ordinance Entitlements
45 Administrative Permit $1,663 Fixed Y
46 Conditional Use Permit $9,000 Deposit N
47 CUP Modification $5,000 Deposit N
48 CUP Extension $7,392 Fixed Y
49 Design Review Permit (DRP) $8,000 Deposit N
50 DRP - Modification $5,000 Deposit N
51 DRP - Extension $6,683 Fixed Y
52 DRP - Minor $281 Fixed Y
53 DRP - Additions or New Construction (DTSP Only) $281 Fixed Y 54 DRP - Façade Improvements (DTSP Only) $281 Fixed Y
55 DRP - Predesign (DTSP Only) $281 Fixed Y
56 DRP - Residential Subdivision with Other Permit $7,392 Fixed Y 57 DRP - Residential Subdivision without Other Permit $8,000 Deposit N 58 Objective Design Standards $190 Fixed Y
59 Flood Encroachment Permit $8,000 Deposit N
60 MPP Stage 1 or Stages 1 & 2 $20,000 Deposit N
61 MPP Modification $7,000 Deposit [c] N
62 MPP Stage 2, Extend of Stage 1 and/or 2 $7,000 Deposit N 63 Planned Development Permit $11,000 Deposit N
6

City of Roseville

PLANNING FEES
Fixed Fee Deposit
Fixed Fee /
Deposit Note
Yearly
CPIActivity Description
64 TP Admin - Approved at Public Counter $274 Fixed Y
65 TP - Req. Public Hearing for SFD or 10 Trees or Less $4,989 Fixed Y 66 TP - Req. Public Hearing for DRP/TM or 11+ Trees $7,682 Fixed Y 67 Administrative Variance $1,662 Fixed Y
68 Variance to Develop Standards - Req. Public Hearing $5,566 Fixed Y 69 Variance to Parking Standards $7,001 Fixed Y
70 Wireless Telecommunications Facilities Permit $1,200 Deposit N 71 Zoning Clearance $190 Fixed Y
72 Zoning Interpretation - Hearing Required $4,413 Fixed Y 73 Zoning Interpretation - Non Hearing Item $172 Fixed Y Zoning Ordinance Amendments
74 Ordinance Text Amend (Zoning, Subdivision, Sign) $10,000 Deposit N 75 Zoning Map Change (RZ) 10 Acres or Less $10,000 Deposit N 76 Zoning Map Change (RZ) 10+ Acres $17,000 Deposit N
Other
77 Pre-Application Meetings $4,000 Deposit [d] N
78 New Non-Residential Plan Check 15% of Bldg PC Fixed [e] N 79 Commercial Plan Check - TI $212 Fixed [e] Y
80 Change of Address Fee $530 Fixed Y
81 Street Name Change Fee $953 Fixed Y
82 Planning Department Plot Plan Review (Bundles of 10) $212 Fixed Y 83 Radius List Prep-Previously Developed Area $175 Fixed Y 84 Preparation Undeveloped Area/Mailing $451 Fixed Y
7

City of Roseville

PLANNING FEES
Fixed Fee Deposit
Fixed Fee /
Deposit Note
Yearly
CPIActivity Description
85 Farmer's Market Permit $662 Fixed Y
86 Home Occupation Permit $53 Fixed Y
87 Parking In-Lieu Fee (DTSP Only) $9,680 Fixed [f] N
88 In-Lieu Tree Mitigation Fee (Per Inch) $118 Fixed [g] N 89 CUP - Vernon St. and Historical District Only $1,893 Fixed Y 90 Technology Fee 3.00% Fixed N
91 ICR for Full Cost Recovery Billings 3.62 Fixed N
Full Cost Deposits and Deposit Replenishment
Applicants for Full Cost Entitlement Applications shall pay for all City staff time required to process the application. A full cost reimbursement agreement shall be included with the project application submittal package. Projects outside the scope of this fee schedule (as determined by the Development Services Director) will be subject to a full cost reimbursement agreement to be approved by the City Council. This reimbursement agreement will include the identification of a work program and will include cost estimates for both City staff time and consultant services based on a defined scope of work.

Initial deposits as shown on the fee schedule will be collected and held by the City in a deposit account at the time the application is submitted.

The cost of staff time will be drawn from the deposit account. A positive account balance shall be maintained at all times during the review process. No work will be performed on a project with a negative fund balance. If the deposit is reduced to below 20% of the initial deposit amount, the applicant will be notified and required to supplement the deposit account with an additional amount no less than 50% of the original deposit.

When more than one Full Cost application is submitted, the sum total of the initial full cost deposit amount can be reduced by 20%.

Funds expended for staff time shall not be dependent upon the City’s approval or disapproval of the application request. The deposit account will be held open for 90 days after project approval for City to complete any miscellaneous clean up items and to account for all project related costs.

Any deposit amounts remaining after final project close out will be returned to applicant. In the event that the deposit account is exhausted prior to final close out, the balance owed to the City will be credited against the plan check and inspection fee deposit at time of improvement plan review.

As may be required by the Development Services Department for project evaluation or environmental review, all payment for consultant work shall be the responsibility of the applicant.

B. If an applicant requests to withdraw a fixed fee application prior to the PEM, refund of 50% of the applicable fee shall be refunded.

C. No refund of application fees shall be made after a Project Evaluation Meeting has been held, unless a fee waiver is approved by the Roseville City Council.

Refund Policy
Application fees are not refundable except as follows:

A. Refund of 100% shall be made if a determination is made by the Development Services Director that the permit and associated fee are not required by the City of Roseville Municipal Code or adopted City Resolution. 8