Sacramento City Council
March 1, 2022

38 (5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

12.67 CATASTROPHIC LEAVE PLAN
a. A benefit-qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or comp ensating time off hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City-provided forms. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour -for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non -Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:

39 (1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated a nd accrued leave, are exhausted; or
(2) The employee returns to work at his/hertheir normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.

12.78 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of service shall be credited with twenty -four (24) hours of personal leave in January of each applicable year. Part -time career employees shall be credited with a prorated amount of time based on their regular schedule. b. Use of the personal leave shall not cause overtime.
c. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Dep artment may approve carry -over to the next year. In all other cases, the time shall be forfeited.

12.89 SUPERVISORY PERSONAL TIME OFF (PTO)

40 a. Full-time career employees shall be credited with twenty -four (24) hours of personal leave time on July 1 of each fi scal year. Employees appointed after July 1 shall be entitled to a pro rata share of the time based on the number of full months remaining in that fiscal year.
b. Personal time off shall not accumulate from fiscal year to fiscal year. If an employee is unable to use all of the time by the end of the fiscal year based on operational need, the department may approve carry-over to the next year.

In all other cases, the time shall be forfeited.

12.910 FAMILY MEDICAL LEAVE
a. The federal and state medical leave acts are applicable to career and non - career employees who have completed the required 1250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of FMLA leave, if applicable. b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent s chedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, federal and state FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employe es and may be obtained from the Department of Human Resources.

12.101 STATE DISABILITY INSURANCE (SDI
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi -weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as avai lable leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee - authorized deductions shall be deducted from the resultant net pay.

41 b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro- rata basis.

12.112 BEREAVEMENT LEAVE
An employee may receive up to three (3) daystwenty-four (24) hours of City- paid leave for bereavement based on the death of the employee ’s spouse, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Board Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement or funeral needs.

12.12 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification covered by this Agreement on January 1, 2022, shall receive a one-time leave bank contribution of thirty- five (35) hours of Paid City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contribution described in Section

12.12(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by No vember 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(1)(2) Upon separation from City service, employees with a balance of the Paid City Leave described in 12.1 2(a) shall receive a payment for the Paid City Leave balance at the st raight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

42 ARTICLE 13 – SPECIAL ALLOWANCES

13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. Temporary assignments to higher classifications shall be permitted only in those classifications where in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to perform the duties of a higher classification shall be compensated for the duration of the out -of- classification assignment by the payment of five percent (5%) of the regular salary the employee received prior to the out -of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification.

Departments may establish internal tracking and approval systems for out-of- classification pay administration.
b. Temporary work in a higher classification shall first be offered to career employees. If no career employee desires the temporary work in a higher classification said assignment may then be offered to a non-career employee. c. The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions.

13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuit ion, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year pursuant to the City's existing policy for such education reimbursement. This provision shall not apply to employees eligible for an educational incentive program.

In addition, the Department may authorize tuition reimbursement for training through other approved sources.

13.3 FORENSIC IDENTIFICATION CERTIFICATE PROGRAM
a. Career employees in the classification of Supervising Forensic Investigator who possess a Latent Print Examiner Certificate shall receive incentive compensation at the rate of fifteen percent (15.0%) of their base hourly rate of pay. incentive compensation calculated upon the base salary for possessing a Latent Print Examiner Certificate. The I.A.I. (Inte rnational Association for Identification) standards currently in effect or any revised standards shall apply to the Latent Print Examiner Certificate. The incentive rate is set forth in the current salary schedule.
b. Career employees in the classification of Supervising Forensic Investigator shall receive a five percent (5%) incentive compensation calculated upon the

43 base salary for possessing a Bachelor's Degree from an accredited college or university. The incentive rates are set forth in the current salary schedule. c.b. In order to be eligible To receive for the Incentive Compensation Program, eligible employees who possess the Latent Print Examiner Certificate and/or the Bachelor's Degree must place it the certificate on file with the Police Department for verification and process ing of the incentive compensation to be effective in the next bi-weekly pay period.

13.4 SUPERVISING PLANT OPERATOR CERTIFICATE PAY
Employees in the classification of Supervising Plant Operator shall receive certificate pay of sixty dollars ($60.00) per pay period for the possession of a T-5 certificate.

During the term of this Agreement, should the City agree to establish Water Treatment, Water Distribution and/or Waste Water Operat or Certificate Pay for classifications represented by Local 447, the same certificate pay(s) shall be provided to employees in the classification Utilities Operations and Maintenance Supervisor.

13.5 TOOL ALLOWANCE AND INSURANCE
a. Employees in the classification of Equipment Maintenance Supervisor will be paid a $10.00 per month tool allowance on a semi -annual basisshall receive a five dollar ($5.00) tool allowance on each of the first two (2) paychecks each month.
b. Employees in the classification of Equipment Maintenance Supervisor will be provided tool insurance against loss by fire or burglary where there is evidence of forced entry into the shop building (but not for loss by mysterious disappearance) provided the employee furnishes the City a list of his/hertheir tools on an inventory form and notifies the City when he/shethey removes his/hertheir tools from the City premises. This insurance will be on the basis of a fifty dollar ($50.00) deductible and it is understood the employee shall pay the deductiblefirst fifty dollars ($50.00) . Losses under this Section shall be reimbursed by replacement value of the tools, with a maximu m reimbursement of four thousand dollars ($4,000.00). It is understood that tool boxes shall be included in the coverage under this Section. Insurance reimbursement shall not be authorized in any event if a full and complete police report is not made regarding loss of tools under this Section.

13.6 PROFESSIONAL ENRICHMENT
Supervisors who are members of work -related professional organizations or subscribe to periodicals related to their field may request that the costs attached to these be reimbursed by the Department. Such request shall not be unreasonably denied.

44 13.7 REQUIRED LICENSES AND CERTIFICATIONS
a. Where the City requires that employees maintain licenses and/or certifications, the Department Head or designee may consider, on a classification-by-classification basis, reimbursing employees for costs associated with the renewal of such licenses and/or certifications. This Section shall not apply to driver licenses.
b. Building Inspector Certificate Pay
(1) Employees in the classifications of Supervising Building Inspector, and Senior Supervising Building Inspector will receive a monthly certificate pay for the possession of one or more of the certificates listed below:
(a) ICC Commercial Building Inspector or NFPA
Certified Building Inspector or Building Inspector (C ombination Inspector)
(b) ICC Commercial Electrical Inspector or NFPA
Certified Electrical Inspector -Master or Electrical Inspector (Combination Inspector)
(c) ICC Commercial Plumbing Inspector or IAPMO
Plumbing Inspector or Plumbing Inspector (Combination
Inspector)
(d) ICC Permit Technician
(e) ICC Accessibility Inspector/Plans Examiner
(f) ICC Residential Combination Inspector
(g) ICC Building Plans Examiner or NFPA Certified Building Plans Examiner
(h) ICC Fire Inspector I & II or NFPA Certified Fire Inspector I & II or NFPA Certified Fire Protection Specialist
(i) AACE Housing and Property Maintenance Inspector or ICC Property Maintenance and Housing Inspector
(j) PC 832, Arrest Search and Seizure
(k) CACE Code Enforcement Officer

45 (l) ICC Zoning Inspector or AACE Zoning Officer
(m) ICC Commercial Energy Inspector
(n) ICC Commercial Energy Plans Examiner
(o) ICC Residential Energy Inspector/Plans Examiner
(p) ICC Structural Masonry Inspector
(q) ICC Steel and Welding Special Inspector
(r) ICC Pre-stressed Concrete Special Inspector
(s) ICC Certified Building Official
(t) AA degree in Building Inspector Technology
(u) ICC Commercial Mechanical Inspector or
IAPMO Mechanical Inspector or
ICC Mechanical Inspector
(v) ICC Housing Code Official or
AACE Code Enforcement Administrator
(w) ICC Property Maintenance and Housing Inspector
(x) ICC Electrical Plans Examiner
(y) ICC Plumbing Plans Examiner
(z) ICC Building Code Official
(aa) ICC Electrical Code Official
(bb) ICC Mechanical Code Official
(cc) ICC Plumbing Code Official
(dd) ICC Master Code Professional
(ee) ICC Reinforced Concrete Special Inspector
(ff) NFPA Certified Fire Plan Examiner I

46 (gg) Construction Technology Certificate from an accredited College (minimum of 30 Units of Construction Technology curriculum) (2) Employees shall receive thirty dollars ($30.00) for each certificate they possess up to a maximum of $300.00 for ten (10) certificates. c. Code Enforcement Certificate Pay
(1) Employees in the classification of Senior Code Enforcement Officer who are required to maintain, or who obtain for City benefit, shall receive a monthly certificate pay for the possession of one or mo re of the certificates listed below:
(a) ICC Zoning Inspector or AACE
(b) ICC Property Maintenance & Housing Inspector or AACE (c) Public Health Vector Control Certification
(2) Employees shall receive thirty dollars ($30.00) for each certificate they possess up to a maxi mum of ninety dollars ($90 .00) per month for possession of a maximum of three (3) certifications.
d. Water Treatment Grade 2 Certification
Employees in the Department of Utilities in the classification of Instrumentation Supervisor shall receive a one hundred twenty -five dollar ($125.00) per month incentive for maintaining a valid Water Treatment Grade 2 (T-2 water) or higher certification. The employee will begin receiving the incentive within thirty (30) days after providing a valid copy of their T -2 water certification to the department. The City will pay the cost of certification for an employee to receive a T-2 water certification.
e. Professional Land Surveyor License
Employees in the classification of Survey Party Chief shall receive incentive pay at the rate of a five percent (5%) of their increase above base salary for obtaining and maintaining the Professional Land Surveyor License.

13.8 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate which mandates continuing education units (CEUs) to maintain the license or certificate, the employee shall be responsible for obtaining the CEUs. Where feasible, the City will provide the needed CEUs on-duty.

47 When the City provides such training, CEU credit not received through the City shall be the responsibility of the employee. When the City does not provide required CEU training, the employee may request that the Department approve and pay for the training and allow the employee to attend on City time. Such request shall not be unreasonably denied.

13.9 EDUCATIONAL INCENTIVE
a. Effective June 24, 2006, an Eemployees with a bachelor’s degree (BA or BS) from an accredited college or university and five (5) years of City service shall receive an educational incentive in the amount of five percent (5 .0%) above base salaryof their base rate of pay.
b. Effective June 24, 2006, an Eemployee with an associate’s degree (AA or AS) from an accredited colleg e or university and seven (7) years of City service shall receive an educational incentive in the amount of three percent (3 .0%) above base salaryof their base rate of pay.
c. An employee is eligible to only one of the above incentives. d. The incentive shall be effective the start of the pay period following presentation of the degree to the department.

13.10 PLAYGROUND INSPECTOR INCENTIVE
a. Effective November 15, 2014 , Eemployees in the classification of Park Supervisor who are regularly assigned playgrou nd inspector duties and who possess a valid Certified Playground Safety Inspector (CPSI) Certificate shall receive an additional five percent (5.0%) of their base rate of pay during each full pay period when so assigned.
b. Any fees or other costs related to obtaining or renewing the Certificate are at employee expense. Training or examination time spent in obtaining the Certificate shall either be during non -working hours or while on approved personal leave, including vacation, CTO, or holiday time. c. The incentive is payable only during those pay periods when a current valid certificate is on file in the Department of Parks and RecreationYouth, Parks, & Community Enrichment during the entire pay period.

13.11 TECHNOLOGY ALLOWANCE
a. Employees in the classifications of Supervising Dispatcher who, in their capacity as line supervisors, have Dispatcher IIIs reporting to them, Supervising Surveyor, and Survey Party Chief shall receive a monthly technology allowance of fifty dollars ($50.00).

48 b. Use of City-provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the monthly technology allowance the employee shall provide and maintain a personal cellular phone and service tha t is available to conduct City -related business. The employee shall provide the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.

13.12 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for the bilingual pay, the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate o f twenty dollars ($20.00) bi-weekly for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operation.

13.13 CERTIFICED ACCESS SPECIALIST (CASp)P CERTIFICATION PAY a. Human Resources, in coordination with the Department, The City shall determine the number of employees authorized to receive CASp Certification Pay.
b. Authorized employees in the classification(s) of Supervising Building Inspector and Senio r Supervising Building Inspector who obtain a Certified Access Specialist (CASp) certification from the California Division of the State Architect shall be paid five percent (5 .0%) of their base rate of pay for such certification. This incentive is additive and does not compound with any other incentive(s).
c. Authorized employees who obtain CASp certification will be reimbursed for the receipted pre -approved costs and fees associated with obtaining and maintaining the certification. Authorized training for this certification shall be on City-time.
d. Employees already receiving CASp certification pay who promote into the Supervising Building Inspector or Senior Supervising Building Inspector classifications shall continue to receive said pay as provided in subsection (b), above.

49 13.14 INSTRUMENTATION SUPERVISOR INCENTIVE PAY
Effective November 19, 2019 Ccareer employees in the classification of Instrumentation Supervisor who obtain/maintain the California Water Environment Association (CWEA) certification o f Electrical/Instrumentation Technologist shall receive incentive pay as follows:

Grade 2 - $25.00 per month
Grade 3 - $50.00 per month
The employee will begin receiving the incentive within thirty (30) days after providing a valid copy of their certificate.

13.15 DRONE CERTIFICATION PAY
a. The City shall determine the number of employees authorized to be drone certified.
b. Authorized employees in the classification of Supervising Building Inspector who obtain certification to operate drones from the Federal Av iation Administration (FAA) shall receive fifteen dollars ($15 .00) per pay period for Drone Certification Pay.
c. Employees who receive prior authorization from their supervisor will be reimbursed for the cost of obtaining and maintaining certification. d. Certification coursework shall be on paid City time with prior authorization. e. This incentive is additive and does not compound with any other incentive.

ARTICLE 14 – TRANSPORTATION

14.1 GENERAL
It is the understanding of the parties that the City retains the right to eliminate, at any time, the overnight retention of City vehicles for employees in the Units represented by the Union upon fifteen (15) days’ notice to the employee.

14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE a. The City has the right to offer one of the following mileage reimbursements to individual employees who use their personal vehicles for City business:
(1) The Internal Revenue Service (IRS) rate established by the City f or general mileage reimbursement; or

50 (2) Monthly vehicle allowance at one of the following rates:

Average Miles Per Month Monthly Vehicle Allowance
400 $160
200 $100
100 $50

b. If a personal vehicle was not a condition of employment, individual employees have the right to refuse to use their personal vehicles for City business.

14.3 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home-to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part-time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Effective December 1, 2005, eligible full-time career employees as described above, who regularly utilize other bus or mass transp ortation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home-to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass. Eligible part-time employees, as described above, shall be e ligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Revenue Division by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120). c. Downtown Parking Subsidy
The City shall provide a one-hundred twenty dollar ($120) per month parking subsidy to eligible full -time career employees who are regularly assigned to work in the downtown area. Eligible part -time career employees who are regularly assigned to work in the downtown area will receive a ninety dollar ($90) per month parking subsidy. The subsidy will be included in the employee’s bi-weekly paycheck, subject to applicable state and federal taxes.

14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS
a. In those classifications which require a commercial driver license, employees hired on or after October 20, 1990 , shall be required to possess the

51 appropriate valid commercial California driver license and endorsements as a condition of continued employment.
b. An employee who was hired prior to October 20, 1990, who is unable to qualify for the required commercial license but is able to maintain a Class "C" license shall be transferred to an alternate assignment and shal l have his/hertheir salary reduced by 2.5% until such time as he/shethey obtains the required license. Such reassignment and reduction in salary shall not be subject to the grievance procedure nor be disciplinary action as defined by Rule 12 of the Rules and Regulations of the Civil Service Board. In the event the employee obtains the required license, such employee shall be transferred back to his/hertheir previous assignment and shall have his/hertheir salary restored to the same step in the salary range that he/shethey occupied prior to the transfer and salary reduction.
c. An employee who is unable to qualify for the required commercial license for medical reasons, but is able to maintain a Class "C" lic ense, shall not have his/hertheir salary reduced by 2.5%. The City shall attempt to make reasonable accommodation for such employee.

14.5 DISCOUNTED PARKING RATES
Discounted parking will be available to employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage, located at 14th and H Streets, at seventy percent (70%) of the regular monthly Memorial Garage rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. This provision will remain in effect until further notice by the City.

ARTICLE 15 – LAYOFF

15.1 PURPOSE
This Article provides the procedure to be followe d when an employee is to be displaced/laid off from his/hertheir position.

15.2 DEFINITIONS
a. Layoff A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee. b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification,

52 but less any time spent in a lower job classification due to a downgrade.

The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee who has not served a probationary period in his/hertheir present job classification, or any employee whose position has been reallocated in accord with applicable Civil Service Board Rules and Regulations, classification seniority shall be mutually established by the City and the Union. For an emplo yee who has downgraded, computation of classification seniority for a job classification lower than that of which the employee holds permanent status, the following seniority shall be counted:
(a) classification seniority in any higher classifications, and (b) previous classification seniority in the job classification in which the employee is currently working, and
(c) present time spent in the job classification in which the employee is currently working.

For a part -time career employee, classification seniority shal l be prorated.
(2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position, or as the effective date of appointment to the employee's first full-time position (or po sitions) which immediately preceded an appointment to a permanent career position, whichever is greater.

For a part-time career employee, City seniority shall be prorated. (3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved unpaid leave of absence.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and c ompletes a probationary period, if any, in the position to which he/shethey was were reemployed may count the seniority which he/shethey accumulated prior to resignation.

53 (b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 15.3(b)(4) of this Article. d. Regression Ladder A regression ladder shall be defined as a classification series through which an employee may downgrade. The regression ladders are as set forth in Exhibit A to this Agreement.
e. Permanent Status For the purposes of this layoff procedure, permanent status is attained in a job classification when an employee has successfully completed his/hertheir probationary period in that job classification. An employee in an exempt classification represented by the Union shall be considered a permanent employee under this Article.
f. Leave of Absence Employees on an approved unpaid leave of absence shall accrue seniority.
g. Department The application of the term "department" for the sole purpose of layoff and/or downgrade of career employees shall mean:
(1) The Departments of Public Works shall be considered a single department.
(2) The Department of Utilities shall be considered a single department. (3) The Departments of Youth, Parks and & Community
EnrichmentRecreation; Community Development; Economic
Development; and Convention & , Cultural Services shall be considered a single department.
(4) The Departments of Police, Fire, Information Technology, Finance and Human Resources shall be considered a single department.

54 (5) The Charter Offices of the City Attorney, City Clerk, City Manager and City Treasurer shall each be considered a single, separate department.

A function that is assigned to work in a different department as part of an inter- departmental project, but continues to be funded from the original department (op-conned), remains a part of the original department for the purpose of layoff.

Any future departmental reorganization shall be effective for purposes of layoff only after one year from implementation. At the request of the Union, the City agrees to discuss such reorganization at the time of implementation to review the placement of the reorganized function, and the application and impact of this Section, if any.

15.3 PROCEDURE
a. Non-Career Employees
(1) When a layoff is to occur within a job classification within a department, all non -career employees in the regression ladder in which that job classification is found shall be laid off first, except in the Solid Waste and Parking functions. In these functions, the City may continue working non-career Parking Lot Attendants and up to twenty -five (25) non-career Sanitation WorkersIntegrated Waste Equipment Operators regardless of any career employees who may be laid off in the regression ladder in which these job classifications fall. Career Integrated Waste Equipment Operators Sanitation Workers subject to layoff shall have the right to bump into the non-career classifications. (2) Non-career employees shall be laid off in the order provided by established department procedures. If such procedures have not been established on the effective date of this Agreement, non -career employees shall be laid off in such order as the Department Head shall provide. In no event shall a career employee suffer a layoff until all non- career employees in the affected regression ladder in the Department have been laid off.
b. Career Employees
(1) Within each job classification in each Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority.

55 (2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, he/shethey shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules and Regulations. If the employee does hold permanent status in another job classification, he/shethey shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the Department, in descending order, to job classifications within his/hertheir regression ladder, provided that the employee meets the qualifications of the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seni ority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, he/shethey shall be laid off.
(4) A career employee in a n unrepresented classification contained in classification group 47 36 who is to be laid off, displaced, or demoted shall have the right to downgrade, within the Department and in descending order, to represented classifications in which the employee previously held permanent status provided a vacancy exists. (5) Any permanent employee currently working in a classification contained within classification group 46 35 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which permanent status was held, if any, provided such classification is contained within regression ladder 1 through 4534, or classification group 4635. If such a downgrade is not possible, the employee shall be laid off. If such a downgrade is possible, the employee shall then in the future have the right to downgrade through that new regression ladder only.
(6) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within five (5) working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a

56 downgrade, said employees shall forfeit all reca ll rights except to a vacancy within the same classification from which the employee was laid off.
(7) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service s eniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
(8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.
c. Notice of Layoff
In the event of a layoff, the City shall send by certified mail a layoff notice to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address currently in the City’s payroll system, and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees.

15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to downgrade providing there is no increase in pay.
b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.2 "Advancement in Rate of Compensation" with time served in the classification from which the downgrade occurred counting toward salary step advancement. c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the employee was down graded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher. The anniversary date for future in -grade salary adjustments shall be the date of recall to the permanent classification.

57 d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the current salary schedule.

15.5 FRINGE BENEFITS
a. Upon layoff, e mployees shall be paid for accrued leave balances, including but not limited to: vacation, sick, holiday, longevity, and similar benefits per applicable ordinances and rules . Employees being recalled, shall have the uncompensated portion of their sick leave balance restored . However, if eligible, only those sick leave hours accrued after recall shall be applied to any subsequent sick leave payoff.
b. Employees enrolled in City insurance programs may continue elected coverage limited to the City's medical, dental, vision, and life insurance plans for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliat ion Act (COBRA), whichever is greater, by advanced personal remittance for each month's premium for the cost of such coverage, at the time of layoff.
c. Assistance with this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by the Benefits Division, Department of Human Resources, at the request of laid-off employees.

15.6 RECALL
a. When a vacancy occurs in a job classification, the laid off or downgraded employee(s) eligible to return to that job classification shall be recalled in the order of City service seniority, beginning with the employee with the greatest City service seniority. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, or to lower classifications within the same regression ladder, but shall have no recall rights to any job classification in which provisional status was held at the time of layoff or downgrade. Permanent employees who h eld probationary status in another job classification on the date of layoff shall be eligible to return to the job classification in which probationary status was held for a period of five (5) years from the date of layoff; but upon such return must serve the complete probationary period for such job classification.
b. Career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee' s last day of work. The effective date of

58 downgrade shall be the employee's last day of work in the classification from which he/shethey is downgraded. If, however, a permanent employee has been recalled or downgraded but has not been recalled to the classification in which permanent status is held within the five (5) year period, said employee shall continue to possess recall rights back to the classification in which permanent status is held, and to any other classifications in the employee's regression ladder which are lower than the classification in which permanent status is held and higher than the classification in which the employee was working at the expiration of the five (5) year period. If said employee is recalled to a classification higher in his/hertheir regression ladder than the employee was working at the expiration of the five (5) year period, the employee shall serve the complete probationary period in such higher classification. If said employee fails to satisfactorily complete the p robationary period he/shethey shall return to the next highest classification in the applicable regression ladder in which a vacancy exists and shall gain permanent status in such classification. In no event shall the employee be required to return to a classification lower than that from which he/shethey left to take the probationary appointment. Said employee shall then continue to possess recall rights to any higher classification in his/hertheir regression ladder which is lower than the classification i n which the employee failed to complete the probationary period but higher than the classification to which the employee returned after failing probation, subject to all provisions stated above. c. When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/downgraded employee. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, he/shethey will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other minimum qualifications of the classification to which he/shethey is are recalled. Any add itional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. An employee who accepts recall shall receive all seniority to which he/she isthey are entitled under Section 15.2(b) of this Article.
d. Career employees holding recall rights may be offered a non -career job of less than 1,040 hours annually, and if said career employee accepts or refuses such non-career jobs of less than 1,040 h ours it shall have no effect on said career employee's normal recall rights.

15.7 GENERAL

59 a. A seniority list shall be made available to the Union on the first working day in September of each year, and after review with the Union, said list shall be posted by each department and copies made available for ready inspection.

A copy shall be furnished free of cost to the Union each September. b. The City shall immediately after effecting a layoff provide the Union a list of those employees who have been laid off. Said list shall be known as a Recall List and shall be updated as necessary.
c. The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. The parties shall have the further right, at any time during the term of this Agreement, to initiate discussions on possible alternatives to layoff to correct any adverse impact a proposed layoff would have on minorities and women employees in the Unit represented by the Union. If such discussions are initiated but the parties fail to reach agreement, the present layoff procedure shall continue in full force and effect.
e. Any grievance filed regarding this Article shall be submitted directly to the third step of the grievance procedure as set forth in Article 5.

ARTICLE 16 – UNIFORMS AND COVERALLS

16.1 UNIFORMS
a. City Provided Uniforms
(1) The City agrees to provide uniforms for employees who are required to wear uniforms.
(2) All employees covered by this Agreement and required by the City to wear a uniform shall have a clean uniform provided five days a week (5-5-1), at no cost to the employee , with the exception of Supervising Forensic Investigators.
(3) The value of uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) biweekly to the Public Employees Retirement System (PERS).

60 (4) All employees who are provided a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.
b. Uniform Allowance
(1) New and/or promoted employees, excluding Supervising Property Assistant, hired into the classifications for which the City requires a uniform which the employee must provide, shall receive an initial allowance of two hundred fifty dollars ($250) for the purchase of the necessary uniform, including but not limited to appropriate footwear. (2) Thereafter, employees shall receive a uniform allowance of twenty-two dollars ($22.00) for uniform maintenance and replacement cost bi - weekly.
(3) All employees who receive a uniform allowance shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

16.2 FOUL WEATHER JACKET
a. Employees in the classification of Senior Animal Control Officer and Solid Integrated Waste Supervisor shall be supplied with one foul weather jacket.

Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.
b. Supervisory employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket.
c. Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.

16.3 SUMMER WEAR
a. Employees in the classifications of Parking Meter Collection Supervisor and Parking Enforcement Supervisor shall have the option to wear summer shorts and shoes between May 1 and September 30.
b. Employees will adhere to the appropriate departmental uniform policy and will be responsible for the purchase and maintenance of the shorts and shoes, and other uniform articles if required.

61 16.4 SENIOR ANIMAL CARE TECHNICIAN AND SENIOR ANI MAL CONTROL

OFFICER
a. Employees in the classification of Senior Animal Care Technician shall be provided six (6) tops/shirts and five (5) pair of pants for each employee. b. Employees in the classification of Senior Animal Control Officer shall be provided with six (6) tops/shirts and six (6) pair of pants for each employee. c. The City shall provide employees in the Animal Care Technician series, on an as-needed basis, up to two (2) pair of rubber boots per fiscal year. d. Employees who are provided unif orms pursuant to this section shall be required to maintain the uniform in a clean, presentable, professional condition. When necessary, the department shall replace uniform tops and/or pants via the selected vendors(s) at Department expense. e. Employees provided uniforms pursuant to this section shall not be eligible for uniform allowance provided in Section 16.1(b).

16.5 SUPERVISING FORENSIC INVESTIGATORS
a. The City shall provide the following uniforms to the Supervising Forensic Investigators:

Long-Sleeve
Shirt
Short-Sleeve
Shirt Pants
Supervising Forensic
Investigator 2 2 2

b. The City shall provide laundry service twice per week. c. The City shall be responsible for the replacement of unserviceable uniforms. c.d. Employees in this classification series are authorized, at their sole expense, including cleaning and replacement of unserviceable items, to wear the following load bearing vests: Safar iland #DN6700 & #DN6701; or the Point Blank #BP2256, each of which must bear a black 6x10 inch patch with the words “CSI” affixed to the center back of the load bearing vest. Employees in this classification are also authorized, at their sole expense, including cleaning and replacement of unservic eable items, to wear the following uniform shirts: Blauer #8471; Flying Cross Hybrid Shirt (long sleeve) #05VS8486; or Hybrid Base Shirt (short sleeve) #55VS8486 with appropriate SPD forensic shoulder patches.

16.6 TREE PRUNER SUPERVISOR

62 a. In lieu of laundered trousers provided through the City ’s uniform vendor, employees in the classification of Tree Pruner Supervisor shall be provided with six (6) pairs of Levi jeans per fiscal year.
b. Employees who are provided jeans pursuant to this Section shall be required to maintain the uniform in a clean, presentable, and professional condition.

The Department shall replace the jeans only when the damage is caused by circumstances which arise out of employment, and not from ordinary wear incidental to normal use and employment.

16.7 SOLID WASTE UNIFORMS
The Policies and Procedures Manual for the Solid Waste Division (which shall be incorporated by reference) shall be amended to give employees in the classification of Solid Integrated Waste Supervisor the choice of collared shirts or t-shirts and pants or jeans, or any combination thereof.

ARTICLE 17 – SAFETY SHOES AND SAFETY GLASSES

17.1 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe, inserts, and/or repairs for safety shoes up to a maximum of $200 per pair, or up to a maximum of $250 if special order of the safety shoes is required, and generally no more than two (2) pair per fiscal year. Employees may initially request two (2) pair of shoes at the same time.

To be eligible for this reimbursement, the employee must obtain prior authorization from his/hertheir supervisor before purchasing safety shoes, and must submit the receipt to the supervisor to veri fy the cost and substantiate the reimbursement. Safety shoes shall normally be authorized for a single pair, and the second pair in the fiscal year shall only be approved if replacement is necessary.
b. The City maintains the right to specify the type of required safety shoes.

17.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescri ption safety glasses.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum of $125 per pair of glasses.

63 c. To be eligible for the above reimbursement, the employee must obtain prior authorization from his/hertheir supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursemen t. The City maintains the right to specify the standards for non-prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription s hall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

ARTICLE 18 – CLASSIFICATION AND PAY

18.1 NEW OR REVISED JOB CLASSIFICATIONS
a. It is recognized that the establish ment of new or revised job classifications within the Unit covered by this Agreement may be warranted because of changes in job content or services offered by the City. Under such circumstances, the City shall prepare and submit to the Union the proposed descriptions and proposed appropriate rate ranges for such job classifications as will have been determined to be within the Unit covered by this Agreement not less than fifteen (15) days prior to submission of the job classification to the Civil Service Board. Upon request of the Union, the fifteen (15) day period will be extended by an additional ten (10) days.
b. The Union and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board. The Union and the City shall follow provisions of applicable state law and the City's Employer-Employee Relations Policy regarding negotiations of an appropriate salary range for any revi sed entry or revised promotional classification covered by this Agreement.
c. The Union shall have the right to file an appeal to the Civil Service Board regarding job classification.
d. The City shall submit all job announcements for positions covered under thi s Agreement to the Union not less than five (5) days prior to publication by the City.
e. In the event the Employer-Employee Relations Policy is revised in respect to the assignment of classifications to representation units, either party may reopen this Sect ion for the purpose of reaching mutual agreement on the procedural changes which may need to be made under this Section.

64 ARTICLE 19 – DISCIPLINE

19.1 LETTER OF REPRIMAND
a. A letter of reprimand issued on or after October 20, 1990, shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Director of Human ResourcesManager of Labor Relations . The Director Manager or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision by the Director or designee will be rendered within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure.
b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, includi ng but not limited to, fact-finding transcripts and written complaints filed. The City is not required to prepare transcriptions of audio -taped interviews to meet this obligation. However, if a transcript of audio -taped interviews is prepared, the City shall provide the transcript.

19.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed at the conclusion of the appeal process, the City shall reinstate the forfeited credits.

This provision shall not be subject to the grievance procedure.

19.3 DISCIPLINE TOLLING PERIOD
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. This time limitation shall be extended if any of the conditions referenced in the California Peace Officers’ Bill of Rights Act, as amended, (California Government Code sections §§3300 et seq.) 3304(d)(2) or 3304 (g) exist during the 365 day period.

19.4 MEDIATION
The Parties may participate in mediation in an attempt to settle the disciplinary matters before a hearing with the Administrative Law Judge. Mediation shall be required if requested by either party and the parties will request a mediator from the State Mediation and Conciliation Service. All mediation proceedings shall be private.

The mediator shall make no public recommendations, nor take any public position at

65 any time concerning the issues. All costs of the mediation shall be borne by the requesting party.

19.54 DISCIPLINE APPEAL HEARING PROCEDURE
Disciplinary appeals above a letter of reprimand shall be conducted pursuant to Rule 12 of the Rules and Regulations of the Civil Service Board.

An employee’s appeal of discipline shall be heard by an Administrative Law Judge at the California Office of Administrative Hearings (OAH). a. This arbitration process shall be the exclusive procedure applicable to all employees in the classified service who hav e completed the probationary period and non-career employees who have passed the trial period. b. The term "parties" as used in this agreement are the City and the Union. If an individual employee covered by this agreement files an appeal of discipline to the Civil Service Board, and the Union does not pursue such appeal, the employee may pursue such appeal and shall assume all of the rights and responsibilities of the Union in the appeal process pursuant to this agreement, including but not limited to the cost of the arbitrator. c.a. The hearing shall be transcribed by a certified shorthand reporter. The appearance fees of the reporter will be borne equally by the City and the Union. If only one party orders a transcript, that party shall pay for the cost of the tr anscription. If both parties elect to order a transcript, the parties will equally bear the cost of the original transcript and any necessary copies. fees of the arbitrator and the court reporter, if used, will be borne equally by the City and the Union.
d. The parties may participate in mediation in an attempt to settle the case before a hearing is scheduled with the arbitrator. Mediation shall be required if requested by either party and the parties will request a mediator from the State Mediation and Conciliation Service (SMCS). All mediation proceedings shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the issues.
e. After a disciplin ary appeal has been filed with the Board, the part ies shall mutually select a qualified arbitrator. If the parties fail to select an arbitrator within ten (10) days after the appeal is filed with the Board, the parties shall prepare a joint request to the SMCS for a list of five (5) qualified arbitrators.

The parties shall each strike two (2) names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin.
f. The hearing shall be scheduled as expeditiously as possible upon the request of either party. If the accepted arbitrator cannot hear the case within a mutually

66 accepted time, but no later than ninety (90) days of selection, the parties may jointly request another list from the SMCS.
g. The hearing shall be held at a mutually agreeable location which shall be determined by the parties. The City shall make available appropriate facilities for such hearings.
h. The hearing shall be recorded or, at the option of and with the agreement of the parties, reported by a court repo rter. If one party requests a copy of the transcript, the requesting party shall pay the full cost. If the parties jointly request the transcript, the cost shall be shared equally. i.b. The hearing shall be conducted pursuant to the procedures of Rule 12 of the Rules of the Civil Service Board. On issues of procedure where the CSB Rules are silent, the California Administrative Procedures Act shall govern the proceedings.
j.c. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline arbitration hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.
k. The arbitrator shall prepare a written proposed decision on the matter which shall be sent to the parties.
l. The parties shall have ten (10) days from the mailing of the proposed decision to file exceptions thereto with the arbitrator. Such exceptions shall be based solely on material errors in the determination of facts or conclusions of law, and shall be submitted simultaneously to the arbitrator and the opposing party.

The arbitrator shall review the exceptions within ten (10) days of rec eipt and affirm or amend the proposed decision and file the jointly recommended proposed decision with the parties and the Civil Service Board for action. m. If no exceptions are filed by the parties, the arbitrator's proposed decision becomes the "jointly recommended proposed decision."
n.d. The parties agree that any dispute of the jointly recommended proposed decision to the Civil Service Board shall be limited to the grounds specified in Section 1286.2 of the California Code of Civil Procedure.

19.65 DECISION
The Administrative Law Ju dge shall issue a written decision within thirty (30) days.

The parties agree to jointly recommend the Administrative Law Judge ’s decision to the Civil Service Board, any dispute with the decision by a party shall be limit ed to the grounds specified in Section 1286.2 of the California Code of Civil Procedure.

67 19.75 WITHDRAWAL OF APPEAL
The employee may withdraw an appeal of discipline at any time prior to a decision by an Arbitrator, Administrative Law Judge or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) calendar days to a written request by the City to select a hearing procedure (arbitration hearing or administrative hearing), select an arbitr ator, schedule a hearing , or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.

19.86 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION
a. Suspensions and pay reductions issued after June 30, 2014, will not be permanently placed in an employee’s official personnel file. Suspensions and pay reductions will be withdrawn from the employee’s official personnel file five (5) years from the date of issue provided there has not been additional formal discipline imposed during the five-year period. All suspensions and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations. Should an employee have subsequ ent discipline, the earlier disciplines may be used for purposes of progressive discipline. b. A letter of reprimand issued after October 20, 1990, will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two -year period.
c. A letter of reprimand issued prior to October 20, 1990, may be pulled at the request of the employee provided there was no additional formal discipline imposed within five (5) years from the date of issue.
d. Documented counselings will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) -month period. Once removed, the documented counseling may not be used to enhance the subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

ARTICLE 20 – MISCELLANEOUS

20.1 CIVIL SERVICE RULES
In the event that any Civil Service Board Rules or Regulations are in conflict with this Agreement, the Agreement shall apply.

20.2 SELECTION OF VACANCIES

68 a. Whenever a vacancy occurs in a particular job assignment, and the manager elects to permanently fill said va cancy, the vacancy shall be posted for a period of ten (10) calendar days which shall include the duties of the position.

Employees holding career status in the classification allocated to that position, and who are assigned to the particular operation in which the vacancy arises, may request to be reassigned to fill said vacancy. The manager shall give first consideration to those employees making such requests before considering any other persons for the vacancy. The term “first consideration” does not mean that employees requesting transfer to the vacant position have first priority to the job or require the appointing authority to appoint an employee from such list to the vacancy, but only assures that such employees shall in fact be given consideration for the position prior to reviewing other candidates. b. In the event more than one qualified employee requests to fill said vacancy, the assignment shall be based on classification seniority (or in the case of a tie, highest position on the eligible list) pr ovided relative experience and capability in performing the required job functions and relative disruptive effect on the established work schedule are equal.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immed iate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational and personnel needs of the departments. f. This Section does not apply to non-career employees.

20.3 PROMOTION FROM WITHIN
In accord with Article VII, Section 84 of the Charter of the City of Sacramento, the City does hereby reaffirm its policy to promote from within whenever possible.

20.4 CONSOLIDATION
Prior to entering into an Agreement to consolidate any City function which includes employees represented by Local 39 as the recognized employee organization, the City shall meet with the Union in an attempt to resolve employee problems.

20.5 DAMAGE TO PRESCRIPTION GLASSES

69 a. The City agrees to repair or replace prescription glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the City of such loss.
b. The prescription shall not be more than twenty-four (24) months old to qualify for reimbursement under the Section. All costs to update the prescription shall be borne by the employee.

20.6 NON-DISCRIMINATION
The City and the Union agree not to discriminate against any employee for Union activity, race, creed, religion, sex, age, or handicap.

20.7 SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.

20.8 NON-FAULT VEHICULAR ACCIDENTS
At the request of an employee who was involved in a non -fault vehicular accident while performing City work, the City will provide a letter to the employee stating the accident was non-fault.

20.9 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) AND VEHICLE

STICKERS
Zonar and other GPS devices will be used for purposes of improving departmental efficiencies to include, but not limited to, preserving City resources and preventing idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings or confirm work performance issues for purposes of discipline. A list of vehicles which contain Zonar or other GPS devices will be maintained in the department and provided to employees. The City may place one (1) “safety sticker” on City vehicles which reads “How’s My Driving? Dial 311.” Safety stickers shall not exceed 200 square inches and will not be placed in an area which obscures the driver’s safe operation of the vehicle.

20.10 CONTRACTING-OUT
a. The City shall not contract out for goods and services performed by bargaining unit employees which will result in any career employee being laid off without prior consultation with the Union concerning the impact on the terms and conditions of employment of employees covered by this Agreement.

70 b. Any layoffs resulting from the City's action shall be made pursuant to the layoff provisions of this Agreement.

20.11 STRIKES AND LOCKOUTS
For the duration of this Agreement the Union and its members agree that it shall not call, sanction or engage in any strike, slowdown, suspension or stoppage of work activity, and the City agrees that it shall not cause or engage in any lockout.

20.12 BLOOD BANK TIME
a. The City shall establish a blood bank account with the Sacramento Medica l Foundation Blood Center.
b. An employee shall be permitted time off without loss of compensation to donate blood during duty hours when a mobile blood unit vehicle is located at the employee's work site. Time off shall only be granted if work activities are not unduly disrupted. Such paid time off shall not exceed thirty (30) minutes per blood donation, unless extended by City management on a case-by-case basis.
c. Time off without compensation shall be permitted during duty hours in the event an employee wishes to donate blood at the office of the Blood Center.

In such case, the employee may be permitted to use accrued vacation, CTO or holiday time.
d. This provision is not intended to authorize any overtime compensation.

20.13 TIME OFF FOR EXAMINATIONS
If a reque st is made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.

The employee must give the immediate supervisor at least three (3) working days' advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.

20.14 SUPERVISING DISPATCHERS USE OF FITNESS CENTER
a. Supervising Dispatchers shall be permitted to use the fitness center at the Communication Center as follows:
(1) Employees Working a 4/10 Schedule – During Meal Period Supervising Dispatchers who currently have a forty (40) minute paid meal period and wish to exercise in the fitness center shall be permitted to have a sixty (60) minute meal period in order to exercise. The minimum workout time shall be twenty (20) minutes.

71 (2) Employees Working a 5/8 Schedule – During Normal Shift Supervising Dispatchers shall be permitted to work out during their normal shift for a maximum of twenty (20) minutes. Employees who chose to work out for more than twenty (20) minutes will do so before or after their normal shift or during their meal period. For example, if an employee who starts work at 8:00 a.m. wishes to work out for thirty (30) minutes at the beginning of his/hertheir shift, he/shethey will start ten (10) minutes before 8:00 a.m. and will work out until 8:20 a.m. The first ten (10) minutes are unpaid, and the remaining twenty (20) minutes are paid at the regular rate of pay.
b. Supervising Dispatchers who use the fitness center as stated in (a), above, will be required to meet with the Police Department’s fitness coordinator for assessment and approval prior to using the fitness center. c. Although Supervising Dispatchers will be using the fitness center on paid time, the parties agree that participation is not a job requirement in the classification of Supervising Dispatcher, that use of the fitness center is completely voluntary, and that such use is not work related.
d. Supervising Dispatchers will be required to sign a waiver of liability, as shown in Exhibit B, which acknowledges their understanding and acceptance of the conditions for use of the fitness center.
e. Supervising Dispatchers on a 4/10 work schedule, who do not use the fitness center during their regular shift, will continue to have a forty (40) minute paid meal period.

20.15 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee on and after November 22, 1986 , shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited-term appointment.
b. The trial period shall be a thirty (30) calendar day period beginning with the first day the employee reports to work or until the employee has worked one hundred sixty-eight (168) straight-time hours, whichever occurs last. c. A non -career employee may be released from his/hertheir position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing.

72 d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.

20.16 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee.
b. In the event an employee received an overpayment in wages, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one -time deduction from useable vacation, compensatin g time off (CTO), or holiday credit balances equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

No repayment schedule shall exceed fifty -two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovere d. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
d. The City shall make a reasonable effort to verify employee underpayments within ten (10) calendar days of discovery or by written notice by the employee or the employee’s representative. Once verified, repayment shall be made within thirty (30) calendar days.

20.17 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Miscellaneous employees are covered by the following Public Employees Retirement System (PERS) plan – Classic Members
• Modified 2% at age 55

73 • One-year highest compensation
• 2% COLA
• 25% survivor continuation
• 50% industrial disability
• Military service credit
• Sick leave conversion credit
b. Effective June 30, 2012, “classic members” as defined by PERS shall pay the seven percent (7%) member contribution to the PERS retirement plan. Classic members shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) consecutive months of compensation. c. Effective the November 15, 2014, “classic members” shall pay eight percent (8%) of salary to the PERS retirement plan. If necessary, the contract with PERS shall be amended to reflect t he eight percent (8%) employee contribution rate for classic members.
d. Member Contribution to PERS Retirement Plan – New Members “New members” as defined by Public Employees’ Pension Reform Act (PEPRA) shall be members in the PERS on terms consistent with the PEPRA.

New members shall qualify for the 2% at 62 benefit formula, shall contribute fifty percent (50%) of the total normal cost as required by PEPRA, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.

20.18 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each City department shall have the right to conduct employee performance evaluations on a department -wide basis at the discretion of the appointing authority. Probationary employees will normally be eva luated every three (3) months. Non-probationary employees will normally be evaluated annually. b. An employee who disagrees with a performance evaluation may within ten (10) workdays from the date of the performance evaluation: (1) Write a rebuttal statement for the attachment to the performance evaluation form; and (2) Informally appeal to the supervisor of the reviewer, but in no case higher than the department head.
c. Appeals of employee performance evaluations are not subject to the grievance procedure.
d. In a ccordance with Rule 12 of the Sacramento Civil Service Board Rules, withholding an employee’s salary step advancement is formal discipline.

Salary step advancements shall not be delayed solely because the employee’s performance evaluation is not completed on time. Step

74 advancements delayed solely due to untimely performance evaluations shall be subject to the grievance procedures.

20.19 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensations 457 Plan, to the extent provided by law.

Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilize d as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.

20.2019 TERM
a. This Agreement shall remain in full force and effect from June 22, 2019June 19, 2021, to and including June 18, 2021September 22, 2023. b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

75 DATED: November March 119, 202219

INTERNATIONAL UNION OF

OPERATING ENGINEERS,

STATIONARY ENGINEERS LOCAL
39, AFL-CIO CITY OF SACRAMENTO

Bart Florence Shelly Banks-Robinson
Business Manager Director of Human Resources

Jeff Gladiuex Aaron Donato
President Labor Relations Manager

Charlie Solt Samuel Rice
Director of Public Employees Chief Negotiator

Brandy Johnson Approve as to form:

District Representative

Kevin Calhoun Brett M. Witter
Negotiating Committee Member Supervising Deputy City Attorney

Lesley Currie
Negotiating Committee Member

Matt Hermann
Negotiating Committee Member

Deion Mays
Negotiating Committee Member

Philip Meyer
Negotiating Committee Member

Seth Ogden
Negotiating Committee Member

EXHIBIT A – REGRESSION LADDERS
(Includes Flexibly Staffed Classifications)

GENERAL SUPERVISORY UNIT

1. Senior Traffic Control and Lighting Supervisor
Traffic Control and Lighting Supervisor
Traffic Control and Lighting Technician II/I/Trainee

2. Supervising Water Quality Chemist
Water Quality Chemist
Water Quality Laboratory Technician

3. Computer Operations Supervisor
Senior Computer Operator
Computer Operator II/I

4.3. Senior Maintenance Worker
Maintenance Worker
Security Guard

5. Revenue Supervisor
Senior Revenue Services Representative
Senior Customer Service Representative
Revenue Services Representative/Trainee
Customer Service Representative/Assistant/Trainee

6.4. Supervising Building Inspector
Building Inspector 4
Building Inspector 3/2/1
Development Services Technician III
Development Services Technician II/I

7.5. Supervising Construction Inspector
Construction Inspector III/II/I
Engineering Aide II/I

8. Central Stores Supervisor
Storekeeper
Stores Clerk II/I

9.6. Supervising Forensic Investigator
Lead Forensic Investigator
Forensic Investigator II/I

10.7. Assistant Box Office Supervisor
Supervising Cashier
Ticket Seller
Cashier

11. Central Services Supervisor
Senior Central Services Assistant
Central Services Assistant III/II/I
Offset Equipment Operator

12.8. Supervising Community Center Attendant
Custodial Supervisor
Community Center Attendant II
Community Center Attendant I
Senior Custodian
Custodian II
Custodian I
Security Guard

13.9. Senior Accounting Technician
Accounting Technician
Account Clerk II/I

14.10. Supervising Dispatcher
*****Dispatcher III
*****Dispatcher II/I

15.11. Supervising Property Assistant
Senior Evidence and Property AssistantTechnician
Evidence and Property AssistantTechnician

16.12. Senior Animal Control Officer
Animal Control Officer II/I
Senior Animal Care Technician
Animal Care Technician

17. Parking Meter Repair Supervisor
Parking Meter Repair Worker

18.13. Integrated Waste Supervisor
Senior Integrated Waste Equipment Operator
Integrated Waste Equipment Operator
General Helper

19.14. Program Supervisor
Program Coordinator
Program Developer
Program Leader
Child Care Assistant

20.15. Program Supervisor (Older Adults)

Program Coordinator (Older Adults)
Program Developer (Older Adults)

21.16. Parks Supervisor
Park Maintenance Worker III
Park Equipment Operator
Park Maintenance Worker II
Park Maintenance Worker I
Park Maintenance Worker
(employee may downgrade to Park Equipment Operator only if they previously held such classification)

22.17. Tree Maintenance Supervisor
Senior Tree Maintenance Worker
Tree Maintenance Worker/Trainee

23.18. Tree Pruner Supervisor
Senior Tree Pruner
Tree Pruner II/I/Trainee

24. Zoo Supervisor
Zoo Attendant II
Zoo Attendant I

25.19. Supervising Police Clerk
Police Clerk III
Police Clerk II/I

26.20. Senior Parking Lot Supervisor
Parking Lot Supervisor
Senior Parking Lot Attendant
Parking Lot Attendant

27.21. Parking Meter Collection Supervisor
Parking Enforcement Supervisor
Parking Meter Coin Collector
Parking Enforcement Officer

28.22. Instrumentation Supervisor
Instrument Technician II/I/Trainee

29. Marina and Boating Facilities Supervisor
Marina and Boating Facilities Attendant

23. Supervising Code Enforcement Officer
Senior Code Enforcement Officer
Code Enforcement Officer
Assistant Code Enforcement Officer

30.24. Supervising Plant Operator
*Senior Plant Operator
*Plant Operator

*Junior Plant Operator

31.25. Equipment Maintenance Supervisor (Mechanical Shops) **Equipment Mechanic III
**Equipment Mechanic II/I

32.26. Equipment Maintenance Supervisor
**Equipment Mechanic III
**Equipment Mechanic II/I

33. Supervising Community Service Representative
Community Service Representative II/I

34. ****Telecommunications Engineer III/II/I
Telecommunications Supervisor
Telecommunications Technician II/I/Trainee
Communications Assistant

35. Supervising Graphic Designer
Graphic Designer
Graphics Assistant

36.27. Senior Police Records Supervisor
Police Records Supervisor
Police Records Specialist III
Police Records Specialist II/I

37.28. Meter Reading Supervisor
Utility Services Inspector
Meter Reader

38.29. Water Conservation Supervisor
Water Conservation Specialist
Water Conservation Representative
Water Waste Inspector

39.30. Streets Maintenance Supervisor
Street Construction Equipment Operator
Street Construction Laborer/Trainee

40.31. Utilities Operations and Maintenance Supervisor
******Utilities Operations and Maintenance Leadworker
******Utilities Operations and Maintenance Specialist
******Utilities Locater
******Utilities Operations and Maintenance Serviceworker ******Utilities Operations and Maintenance Serviceworker (Apprentice)

41.32. Customer Service Supervisor
Customer Service Specialist
Customer Service Representative/Assistant/Trainee
(Or the employee may downgrade to the classification from which promoted/transferred/ reallocated)

42.33. Supervising Surveyor
Survey Party Chief
Survey Technician II/I
Engineering Aide II/I

43. Health Coverage Supervisor
Health Coverage Representative

44.34. 311 Customer Service Supervisor
311 Customer Service Specialist
311 Customer Service Agent
(Or the employee may downgrade to the Customer Service Series from which promoted/transferred/ reallocated)

45.35. Bump to previously held classification’s regression ladder

Chief Museum Attendant
Curator of Education
Curator of Historical Exhibitions
Drainage Supervisor
Enforcement and Collections Supervisor
Financial Services Supervisor
Museum Security Supervisor
Parking Facilities Maintenance Supervisor
Solid Waste Maintenance Supervisor

46.36. Classifications designated as Confidential/Administrative (***) or Exempt Management Support (*******) may downgrade to vacant positions in classifications where previously held permanent status

***/*******Administrative Analyst
***Administrative Assistant
***Administrative Assistant (Confidential/Exempt)
***Administrative Technician
***Administrative Technician (Confidential/Exempt)
***Applications Developer
***Data System Technician
***Deputy City Clerk
***Desktop Support Specialist
***Executive Assistant
***LAN Administrator
***Legal Secretary
***Legal Staff Assistant
***Legal Staff Assistant (Exempt)
***Paralegal
***Payroll Technician
***Personnel Technician
***Personnel Technician (Confidential)
***/*******Program Analyst
***Programmer

*******Senior Deputy City Clerk
***Senior Legal Staff Assistant
***Senior Staff Assistant
***Staff Assistant
***Staff Assistant (Exempt)
***Supervising Legal Secretary
***Systems Engineer
***Treasury Assistant
*******Workers’ Compensation Claims Representative

* Plant Operator Unit
** Automotive/Equipment Mechanics Unit
*** Unrepresented Confidential/Administrative
**** Engineering Unit
***** Police Department Unit
****** Plumbers and Pipefitters Unit
******* Exempt Management Support

EXHIBIT B – USE OF FITNESS CENTER WAIVER OF LIABILITY

SUPERVISING DISPATCHERS
I understand and agree that I may use the fitness center at the Communications Center during my paid meal period, or if I am on a 5/8 schedule, during my regular shift. I understand that use of the center is voluntary, not a requirement of my job classification or employment with the City, and is not work related.

The City does not anticipate injury to occur during the use of the fitness center; however, it is still a possibility. Knowing the risk, and in consideration of being permitted to use the center during my meal period, I agree to assume all risks connected to such use.

Except as otherwise prohibited by law, I agree to release and discharge the City of Sacramento, its officers, employees, agents, and volunteers from any and all liability for personal injury, death or property damage connected with the use of the fitness center, even though that liability may arise out of their negligence or carelessness.

This release will be a continuing release and will remain in effect until revoked in writing.

Signature: Date:

Name (printed):

INDEX

4 401(A) MONEY PURCHASE PLAN 14
A

ACCIDENTS
Vehicle Accidents 64

APPEALS
Denial of Step Increase 11
Discipline 60
Letter of Reprimand 59

APPOINTMENT COMPENSATION RATE
10 ARBITRATION
Grievances 8
Witness Compensation In Grievance
Arbitration 9
B

BENEFITS
Amount of Contribution 15
Benefits Upon Layoff 53
Cash-Back 17
Contribution, Career Employees 14
Covered Dependents 17
Domestic Partner 17
Flexible Spending Account 18
Health and Welfare 14
Health and Welfare - Retirees 18
Life Insurance 18
Limitation Clause 20
Medicare Supplement 20

Non-Career Employees 15
Retirees or Survivor Dependents 18
Retirement 67
Survivor Dependent Benefits 20
BEREAVEMENT LEAVE 38
BLOOD BANK TIME 65

BUILDING INSPECTOR CERTIFICATE
PAY 40
BULLETIN BOARDS 4
BUMPING RIGHTS See Regression
Ladders or Layoffs
BUS TRANSPORTATION 46
C
Call Back Overtime 22
CASH-BACK 17
CATASTROPHIC LEAVE 35
CERTIFICATE PAY See Incentive Pay
CITY INFORMATION SYSTEMS (Use of)
5 CITY RIGHTS 1, 2
CITY SERVICE SENIORITY 48
CITY-PROVIDED UNIFORMS 55
CLASS SENIORITY 48

CLASSIFICATION
Movement To Higher Class 12
Movement To Position In Same Class 13
CLASSIFICATIONS 59
New or Revised Job Classes 59

CODE ENFORCEMENT CERTIFICATE
PAY 42

COMMERCIAL DRIVER LICENSE
REQUIREMENTS 47
COMPENSATION See Salaries
CONTRACTING-OUT 64
COURT
Cancellation of Appearances 24
Overtime 23
Telephone Standby Time 24

COURT LEAVE 33
D
DEATH
Survivor Dependents Benefits 20
DENIAL OF STEP INCREASE 11
DEPENDENTS See Benefits
DISCIPLINE 59
Appeal Hearing Procedure 60
In-Lieu Discipline 60
Letter of Reprimand 59
Withdrawal of Appeal 62
DISCRIMINATION See Non-
Discrimination
DOMESTIC PARTNER BENEFITS 17
DOWNGRADE 51
DOWNTOWN PARKING 47

DRIVER LICENSE REQUIREMENTS
(Commercial) 47
E

EDUCATIONAL REIMBURSEMENT
See Tuition Reimbursement, See
Tuition Reimbursement

EXAMINATIONS
Time Off For Examinations 65
F
FAMILY MEDICAL LEAVE 37
FLEXIBLE SPENDING ACCOUNTS 18

FORENSIC IDENTIFICATION
CERTIFICATE PROGRAM 39
FOUL WEATHER JACKET 56
G

GLASSES
Prescription Safety Glasses 58
Safety Glasses 58
GRIEVANCE PROCEDURE 6
Arbitration Witness Compensation 9
Definitions 7
Purpose 6

Step 1 7
Step 2 8
Step 3 8
Step 4, Arbitration 8
H
HEALTH AND WELFARE See Benefits
HIGHER CLASSIFICATION 12
HIRE DATE SENIORITY 49
HOLIDAYS 26
Accrual of Floating Holiday 28
Christmas 29
Eligibility 26
Floating Holidays 28
New Year’s Eve 29
Recognized Holidays 26
Weekend Schedule 27
HOURS See SCHEDULE AND
HOURS
I

INCENTIVE PAY
Building Inspector Certificate Pay 40
Code Enforcement Certificate Pay 42
Forensic Idenfication Certificate
Program 39
Licenses and Certifications (Required)
40 Night-Shift Premium Pay 25
Professional Land Surveyor License 43
Standby Assignment 25
Water TreatmentCertificate Pay 43
INFORMATION SYSTEMS (Use of) 5

INJURIES
Industrial Disabled or Death 20
IN-LIEU DISCIPLINE 60
J
JACKETS 56

JOB CLASSIFICATIONS See
Classifications
JURY DUTY 33
L
LAYOFF PROCEDURE 50

LAYOFFS
Definitions 48
Downgrade 51
Layoff Procedure 50
Non-Career 50
Notice of Layoff 52
Recall From Layoff 53
Regression Ladders/Bumping Rights 49
Salary In Event Of Downgrade 52
Seniority 48
LEAVE BENEFITS/LEAVE TIME See Time
Off
LETTER OF REPRIMAND 59
LICENSES AND CERTIFICATIONS 40
LIFE INSURANCE 18
LIMITATION CLAUSE 20
LOCKOUTS See Strikes and Lockouts
LONGEVITY PAY 14
M
MEDICARE SUPPLEMENT 20
MILEAGE REIMBURSEMENT 46
MONTHLY VEHICLE ALLOWANCE 46

MOVEMENT TO ANOTHER
POSITION/SAME CLASSIFICATION 13

MOVEMENT TO HIGHER
CLASSIFICATION 12
N
NEPOTISM 63
NIGHT-SHIFT PREMIUM PAY 25
NON-CAREER LAYOFFS 50
NON-DISCRIMINATION 64
NOTICE OF LAYOFF 52
O

ON-CALL See Standyby
OUT-OF-CLASSIFICATION 38
OVERTIME 22
Call Back Overtime 22
P
PARENTAL LEAVE 34
PARKING RATES 47
PAY See Salaries
PAYROLL DEDUCTIONS 2
PAYROLL ERRORS 67
PERS 67
PERSONAL LEAVE 36

PROBATIONARY PERIOD EXTENSIONS
11 PROFESSIONAL LAND SURVEYOR
LICENSE 43
PTO 36
R
RECALL FROM LAYOFF 53
REDUCTION IN GRADE 11

REGRESSION LADDERS/BUMPING
RIGHTS 49

REQUIRED LICENSES AND
CERTIFICATIONS 40
REST PERIODS 22

RETIREES OR SURVIVOR DEPENDENTS
18 RETIREMENT 67
PERS Plan 67
Retirees or Survivor Dependents 18
S
SACRAMENTO REGIONAL TRANSIT 46
SAFETY
Prescription Safety Glasses 58
Safety Glasses 58
Safety Shoes 58
SALARIES 9, Also See Incentive Pay
Advancement In Compensation 11

Appointment Compensation Rate 10
Denial of Step Increase 11
Movement To Higher Classification 12
Out-of-Classification 38
Overtime 22
Reduction In Grade 11
Step Increase 11
Y-Rate 14

SCHEDULE AND HOURS
Overtime 22
Rest Periods 22
SDI 37

SENIOR ANIMAL CARE TECHNICIANS
UNIFORMS 57

SENIOR ANIMAL CONTROL OFFICERS
UNIFORMS 57
SENIORITY 48
Adjustments 49
City Service Seniority 48
Class Seniority 48
Hire Date Seniority 49
Termination Of 49
SHOES 58
SHOP STEWARDS 5
SICK LEAVE 31
Accrual 31
Cash-Out 31
Doctor Verfication 33
SPECIAL ALLOWANCES See Incentive
Pay
Tuition Reimbursement 39
STANDBY ASSIGNMENTS 25
STATE DISABILITY INSURANCE 37
STEP INCREASE 11
STEWARDS 5
STRIKES AND LOCKOUTS 65
SUMMER WEAR 56

T
TERM 69
TERMINATION OF SENIORITY 49

TIME OFF
Bereavement 38
Blood Bank Time 65
Catastrophic Leave 35
Court Leave 33
Family Medical Leave 37
Floating Holidays 28
Holidays 26
Jury Duty 33
Parental Leave 34
Personal Leave/PTO 36
SDI 37
Sick Leave 31
Time Off For Examinations 65
Vacation 29

TRANSPORTATION
Bus 46
Downtown Parking 47
Driver License Requirement
(Commercial) 47
Parking Rates 47
Sac Regional Transit 46
TUITION REIMBURSEMENT 39
U
UNIFORMS 55
Allowance 56
City-Provided Uniforms 55
Foul Weather Jacket 56
Jacket 56
Safety Shoes 58
Senior Animal Care Technicians 57
Senior Animal Control Officers 57

Summer Wear 56

UNION AND EMPLOYEE RIGHTS
Bulletin Board 4

UNION RIGHTS
Bulletin Boards 4
Payroll Deductions 2
Stewards 5
Use of City Information System 5

USE OF CITY INFORMATION SYSTEMS
5 V
VACANCIES 63
VACATION 29
Accrual 29
Scheduling 30
VEHICLE ACCIDENTS See Accidents
VEHICLE ALLOWANCE 46
W

WATER TREATMENT CERTIFICATE PAY
43 WITNESSES IN ARBITRATION 9
WORK HOURS See SCHEDULE AND
HOURS

WORKING CONDITIONS
Driver License Requirement 47
Y
Y-RATE 14

And

Labor Agreement
Covering All Employees Iin Tthe
Exempt Management,
Exempt Management Support,
Aand Confidential/Administrative Units

2018-20202021-2023

i

TABLE OF CONTENTS
Section Page
PREAMBLE ............................................................................................................................. 1 ARTICLE 1 – RECOGNITION ................................................................................................. 1

1.1 RECOGNITION ....................................................................................................................................... 1

1.2 EMPLOYEES COVERED BY THIS AGREEMENT ................................................................................ 1

1.3 DEFINITIONS .......................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ......................................................................................... 3

2.1 SOLE AGREEMENT ............................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS .................................................................................................... 3

3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY .............................................................................. 3

3.2 FILLING VACANT POSITIONS ............................................................................................................... 3 ARTICLE 4 – ASSOCIATION RIGHTS ................................................................................... 4

4.1 PAYROLL DEDUCTIONS ....................................................................................................................... 4

4.2 RELEASE TIME ...................................................................................................................................... 5

4.3 BULLETIN BOARDS ............................................................................................................................... 6

4.4 LIST OF EMPLOYEES ............................................................................................................................ 6

4.5 USE OF CITY EMAIL .............................................................................................................................. 6

4.6 NEW EMPLOYEE ORIENTATION.......................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ............................................................................. 7

5.1 PURPOSE ............................................................................................................................................... 7

5.2 PROCEDURE.......................................................................................................................................... 7

5.3 DEFINITIONS .......................................................................................................................................... 7

5.4 STEP ONE .............................................................................................................................................. 8

5.5 STEP TWO .............................................................................................................................................. 8

5.6 ARBITRATION ........................................................................................................................................ 8

5.7 WITNESSES ........................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ................................................................................. 9

6.1 SALARIES ............................................................................................................................................... 9

6.2 EQUITY ADJUSTMENTS ..................................................................................................................... 10 ARTICLE 7 – SALARY ADMINISTRATION ........................................................................... 11

7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ..................................................... 11

7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY .............................. 11

7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ................................. 11

7.4 LONGEVITY PAY .................................................................................................................................. 11

7.5 OUT-OF-CLASSIFICATION PAY .......................................................................................................... 12

7.6 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES ................................................ 12

7.7 SALARY STEP ADVANCEMENT ......................................................................................................... 12

7.8 PROBATIONARY PERIOD ................................................................................................................... 12

7.9 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ...................................... 13

7.10 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ............................................. 13

7.11 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ................................................................... 14

ii
ARTICLE 8 – HEALTH AND WELFARE ............................................................................... 14

8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ............... 14

8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .......................................................................... 15

8.3 AMOUNT OF CONTRIBUTION ............................................................................................................ 15

8.4 COVERED DEPENDENTS ................................................................................................................... 16

8.5 CASH-BACK LIMITS ............................................................................................................................. 17

8.6 LIFE INSURANCE ................................................................................................................................. 17

8.7 LONG-TERM DISABILITY .................................................................................................................... 17

8.8 STATE DISABILITY INSURANCE (SDI) ............................................................................................... 17

8.9 FLEXIBLE SPENDING ACCOUNTS..................................................................................................... 18

8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) .............................................................................. 18

8.11 RETIREES OR SURVIVOR DEPENDENTS ........................................................................................ 19 ARTICLE 9 – RETIREMENT ................................................................................................. 21

9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ................................. 21

9.2 DEFERRED COMPENSATION PLAN .................................................................................................. 22

9.3 SECTION 401(a) MONEY PURCHASE PLAN ..................................................................................... 22 ARTICLE 10 – HOURS OF WORK ....................................................................................... 23

10.1 HOURS OF EMPLOYMENT ................................................................................................................. 23

10.2 VOLUNTARY WORK FURLOUGH PROGRAM ................................................................................... 23

10.3 TELECOMMUTING PROGRAM ........................................................................................................... 23

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ................................................................................. 23

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT ........................................................................ 24

10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ................................................................... 24

10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ............................................. 24

10.8 POLICE LIEUTENANT COVERAGE .................................................................................................... 24

10.9 SUPPLEMENTAL POLICE EMPLOYMENT ......................................................................................... 24

10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) .............................................................................................................. 25 ARTICLE 11 – OVERTIME COMPENSATION ...................................................................... 25

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES ................................................ 25

11.2 OVERTIME FOR NON-CAREER EMPLOYEES .................................................................................. 26

11.3 STANDBY ASSIGNMENTS .................................................................................................................. 27 ARTICLE 12 – LEAVES ........................................................................................................ 27

12.1 HOLIDAYS ............................................................................................................................................ 27

12.2 VACATION ............................................................................................................................................ 30

12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) ........................................................................ 31

12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ......................................................................................... 32

12.5 SICK LEAVE .......................................................................................................................................... 32

12.6 INJURY-ON-DUTY ................................................................................................................................ 35

12.7 COURT LEAVE ..................................................................................................................................... 35

12.8 CITY-PAID PARENTAL LEAVE ............................................................................................................ 36

12.9 CATASTROPHIC LEAVE PLAN ........................................................................................................... 36

12.10 PERSONAL LEAVE .............................................................................................................................. 37

12.11 MEDICAL LEAVE .................................................................................................................................. 37

12.12 CITY-PAID BEREAVEMENT LEAVE .................................................................................................... 37

12.13 PAID CITY LEAVE (PCL) ...................................................................................................................... 37 ARTICLE 13 – SPECIAL ALLOWANCES ............................................................................. 38

iii

13.1 POLICE AND FIRE UNIFORM ALLOWANCE ...................................................................................... 38

13.2 TUITION REIMBURSEMENT ............................................................................................................... 39

13.3 STATE OF CALIFORNIA BAR DUES ................................................................................................... 39

13.4 REQUIRED LICENSES AND CERTIFICATIONS ................................................................................. 39

13.5 CONTINUING EDUCATION ................................................................................................................. 39

13.6 BILINGUAL PAY.................................................................................................................................... 40

13.7 TECHNOLOGY ALLOWANCE .............................................................................................................. 40

13.8 NOTARY PAY ....................................................................................................................................... 40 ARTICLE 14 – TRANSPORTATION ..................................................................................... 40

14.1 TRANSPORTATION AND PARKING ................................................................................................... 41 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .............................................. 43

15.1 PURPOSE ............................................................................................................................................. 43

15.2 PROCEDURE........................................................................................................................................ 43

15.3 NOTICE OF LAYOFF ............................................................................................................................ 44

15.4 SALARY IN EVENT OF DOWNGRADE ............................................................................................... 44

15.5 EMPLOYEE ON IOD STATUS .............................................................................................................. 45

15.6 FRINGE BENEFITS .............................................................................................................................. 45

15.7 RECALL ................................................................................................................................................. 45

15.8 GENERAL ............................................................................................................................................. 45 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ..................................... 46

16.1 PROCEDURE........................................................................................................................................ 46

16.2 NOTICE OF LAYOFF ............................................................................................................................ 46

16.3 EMPLOYEE ON IOD STATUS .............................................................................................................. 46

16.4 GENERAL ............................................................................................................................................. 46 ARTICLE 17 – DISCIPLINE................................................................................................... 47

17.1 DISCIPLINE ........................................................................................................................................... 47

17.2 LETTER OF REPRIMAND .................................................................................................................... 47

17.3 DOCUMENTED COUNSELING RETENTION ...................................................................................... 47

17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ............................................... 48

17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .......................................................................... 48

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ................................................................................... 48

17.7 WITHDRAWAL OF APPEAL ................................................................................................................. 48 ARTICLE 18 – MISCELLANEOUS ........................................................................................ 48

18.1 CIVIL SERVICE RULES ........................................................................................................................ 48

18.2 SAVINGS CLAUSE ............................................................................................................................... 49

18.3 NEW OR REVISED JOB CLASSIFICATIONS ...................................................................................... 49

18.4 STAFF AIDE POSITIONS ..................................................................................................................... 49

18.5 OFF-DUTY EMPLOYMENT .................................................................................................................. 50

18.6 TIME OFF FOR EXAMINATIONS ......................................................................................................... 51

18.7 PAYROLL ERRORS ............................................................................................................................. 51

18.8 RETIREE COURT APPEARANCE FEES ............................................................................................. 51

18.9 DEFERRED COMPENSATION PLAN .................................................................................................. 52

18.10 TERM .................................................................................................................................................... 52 PREAMBLE ............................................................................................................................. 1

iv
ARTICLE 1 – RECOGNITION ................................................................................................. 1

1.1 RECOGNITION ....................................................................................................................................... 1

1.2 EMPLOYEES COVERED BY THIS AGREEMENT ................................................................................ 1

1.3 DEFINITIONS .......................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ......................................................................................... 3

2.1 SOLE AGREEMENT ............................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS .................................................................................................... 3

3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY .............................................................................. 3

3.2 FILLING VACANT POSITIONS ............................................................................................................... 3 ARTICLE 4 – ASSOCIATION RIGHTS ................................................................................... 4

4.1 PAYROLL DEDUCTIONS ....................................................................................................................... 4

4.2 RELEASE TIME ...................................................................................................................................... 5

4.3 BULLETIN BOARDS ............................................................................................................................... 6

4.4 LIST OF EMPLOYEES ............................................................................................................................ 6

4.5 USE OF CITY EMAIL .............................................................................................................................. 6

4.6 NEW EMPLOYEE ORIENTATION.......................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ............................................................................. 7

5.1 PURPOSE ............................................................................................................................................... 7

5.2 PROCEDURE.......................................................................................................................................... 7

5.3 DEFINITIONS .......................................................................................................................................... 7

5.4 STEP ONE .............................................................................................................................................. 8

5.5 STEP TWO .............................................................................................................................................. 8

5.6 ARBITRATION ........................................................................................................................................ 8

5.7 WITNESSES ........................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ................................................................................. 9

6.1 SALARIES ............................................................................................................................................... 9

6.2 EQUITY ADJUSTMENTS ................................................................................................................... 109 ARTICLE 7 – SALARY ADMINISTRATION ....................................................................... 1110

7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................................................. 1110

7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY .......................... 1110

7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ............................. 1110

7.4 LONGEVITY PAY .................................................................................................................................. 11

7.5 OUT-OF-CLASSIFICATION PAY ...................................................................................................... 1211

7.6 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES ............................................ 1211

7.7 SALARY STEP ADVANCEMENT ..................................................................................................... 1211

7.8 PROBATIONARY PERIOD ................................................................................................................... 12

7.9 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .................................. 1312

7.10 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ............................................. 13

7.11 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................................................. 1313

7.1211 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................... 1413 ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 1413

8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ........... 1413

8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES ...................................................................... 1514

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8.3 AMOUNT OF CONTRIBUTION ........................................................................................................ 1514

8.4 COVERED DEPENDENTS ............................................................................................................... 1615

8.5 CASH-BACK LIMITS ......................................................................................................................... 1716

8.6 LIFE INSURANCE ............................................................................................................................. 1716

8.7 LONG-TERM DISABILITY ................................................................................................................ 1716

8.8 STATE DISABILITY INSURANCE (SDI) ............................................................................................... 17

8.9 FLEXIBLE SPENDING ACCOUNTS................................................................................................. 1817

8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) .............................................................................. 18

8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................... 1918 ARTICLE 9 – RETIREMENT ............................................................................................. 2120

9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ............................. 2120

9.2 DEFERRED COMPENSATION PLAN .............................................................................................. 2221

9.3 SECTION 401(a) MONEY PURCHASE PLAN ..................................................................................... 22 ARTICLE 10 – HOURS OF WORK ................................................................................... 2322

10.1 HOURS OF EMPLOYMENT ............................................................................................................. 2322

10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................... 2322

10.3 TELECOMMUTING PROGRAM ........................................................................................................... 23

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ................................................................................. 23

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .................................................................... 2423

10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................... 2423

10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ......................................... 2423

10.8 POLICE LIEUTENANT COVERAGE ................................................................................................ 2423

10.9 SUPPLEMENTAL POLICE EMPLOYMENT ..................................................................................... 2423

10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) .......................................................................................................... 2524 ARTICLE 11 – OVERTIME COMPENSATION .................................................................. 2625

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES ............................................ 2625

11.2 OVERTIME FOR NON-CAREER EMPLOYEES .............................................................................. 2725

11.3 STANDBY ASSIGNMENTS .............................................................................................................. 2726 ARTICLE 12 – LEAVES .................................................................................................... 2726

12.1 ACCRUAL OF LEAVES OVER 24 PAY PERIODS .......................................................................... 2726

12.12 HOLIDAYS ........................................................................................................................................ 2726

12.23 VACATION ........................................................................................................................................ 3029

12.34 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................... 3129

12.45 ADMINISTRATIVE LEAVE TIME (UNIT 10) ..................................................................................... 3231

12.56 SICK LEAVE ...................................................................................................................................... 3331

12.67 INJURY-ON-DUTY ............................................................................................................................ 3534

12.78 COURT LEAVE ................................................................................................................................. 3634

12.89 CITY-PAID PARENTAL LEAVE ........................................................................................................ 3635

12.910 CATASTROPHIC LEAVE PLAN ....................................................................................................... 3735

12.101 PERSONAL LEAVE .......................................................................................................................... 3735

12.112 MEDICAL LEAVE .............................................................................................................................. 3736

12.123 CITY-PAID BEREAVEMENT LEAVE ................................................................................................ 3736

12.13 PAID CITY LEAVE (PCL) ................................................................................................................. 3836 ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 3937

13.1 POLICE AND FIRE UNIFORM ALLOWANCE .................................................................................. 3937

13.2 TUITION REIMBURSEMENT ........................................................................................................... 3938

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13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................... 3938

13.4 REQUIRED LICENSES AND CERTIFICATIONS ............................................................................. 4038

13.5 CONTINUING EDUCATION ............................................................................................................. 4038

13.6 BILINGUAL PAY................................................................................................................................ 4038

13.7 TECHNOLOGY ALLOWANCE .......................................................................................................... 4039

13.8 NOTARY PAY ................................................................................................................................... 4139 ARTICLE 14 – TRANSPORTATION ................................................................................. 4139

14.1 TRANSPORTATION AND PARKING ............................................................................................... 4139 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 4341

15.1 PURPOSE ......................................................................................................................................... 4341

15.2 PROCEDURE.................................................................................................................................... 4342

15.3 NOTICE OF LAYOFF ........................................................................................................................ 4443

15.4 SALARY IN EVENT OF DOWNGRADE ........................................................................................... 4543

15.5 EMPLOYEE ON IOD STATUS .......................................................................................................... 4543

15.6 FRINGE BENEFITS .......................................................................................................................... 4543

15.7 RECALL ............................................................................................................................................. 4544

15.8 GENERAL ......................................................................................................................................... 4644 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 4644

16.1 PROCEDURE.................................................................................................................................... 4644

16.2 NOTICE OF LAYOFF ........................................................................................................................ 4645

16.3 EMPLOYEE ON IOD STATUS .......................................................................................................... 4745

16.4 GENERAL ......................................................................................................................................... 4745 ARTICLE 17 – DISCIPLINE............................................................................................... 4746

17.1 DISCIPLINE ....................................................................................................................................... 4746

17.2 LETTER OF REPRIMAND ................................................................................................................ 4746

17.3 DOCUMENTED COUNSELING RETENTION .................................................................................. 4846

17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ........................................... 4846

17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS ...................................................................... 4847

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................... 4947

17.7 WITHDRAWAL OF APPEAL ............................................................................................................. 4947 ARTICLE 18 – MISCELLANEOUS .................................................................................... 4947

18.1 CIVIL SERVICE RULES .................................................................................................................... 4947

18.2 SAVINGS CLAUSE ........................................................................................................................... 4947

18.3 NEW OR REVISED JOB CLASSIFICATIONS .................................................................................. 4947

18.4 STAFF AIDE POSITIONS ................................................................................................................. 5048

18.5 MODIFIED/ALTERNATIVE DUTY POLICY ...................................................................................... 5048

18.5 OFF-DUTY EMPLOYMENT .............................................................................................................. 5048

18.67 TIME OFF FOR EXAMINATIONS ..................................................................................................... 5149

18.78 PAYROLL ERRORS ......................................................................................................................... 5149

18.89 RETIREE COURT APPEARANCE FEES ......................................................................................... 5250

18.9 DEFERRED COMPENSATION PLAN .............................................................................................. 5250

18.10 TERM ................................................................................................................................................ 5251

1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the SACRAMENTO CITY EXEMPT EMPLOYEES ASSOCIATION , hereinafter referred to as the Association, has as its purpose the promotion of harmonious labor relations between the City and the Association and the establishment of rates of pay, hours of work, and other conditions of employment.

ARTICLE 1 – RECOGNITION

1.1 RECOGNITION
The City hereby recognizes the Association as the exclusive bargaining agent for all employees in the Exempt Management (Unit 01) , Exempt Management Support (Unit 14) , and Confidential/Administrative (Unit 10) Units, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Association on all matters within the scope of representation pertaining to the said employees as authorized by law.

1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) Units as defined in the Employer-Employee Relations Policy shall be covered by this Agreement except as hereinafter provided.

1.3 DEFINITIONS
a. As used throughout this Agreement, the terms “Career Employee” and “Non- Career Employee” shall be given the same meaning as set forth in the Rules and Regulations of the Civil Service Board (Civil Service Rules). b. As used throughout this Agreement, the term “Exempt Employee” shall mean employees filling classifications identified as exempt from the classified service pursuant to the City Charter and as identified in the Employer- Employee Relations Policy . Exempt employ ees are “at -will” employees serving at the pleasure of the Appointing Authority. Nothing in this Agreement shall be construed to be an express or implied covenant or contract of continued employment, or to create a property right or tenure for any person appointed to positions that are exempt from the classified service.

Consequently, just cause is not required for discipline and there are no appeal rights.

2 c. Eligibility for Benefit and Leave Accrual
(1) Exempt, career, and non-career +1040 employees shall receive health benefits and leave accruals based on the full-time equivalent (FTE) of the budgeted authorized position (BAP) as follows:
(a) 0.8 FTE BAP or higher shall receive full benefit s and leave accruals
(b) 0.5 up to a 0.79 FTE BAP shall receive one -half (1/2) of the benefits and leave accruals
(c) 0.49 or less FTE BAP shall not receive benefit s or leave accruals
(d) Employees in less than a 0.8 FTE BAP but working thirty (30) or more hours per week shall receive health benefits consistent with the Patient Protection and Affordable Care Act.
(2) Unless provided otherwise in this Agreement, non -career -1040 employees are not eligible for any health benefits or leave accruals. d. City Service Seniority: City service seniority shall be calculated using each employee’s cumulative employment with the City . For a part-time employee, City service seniority shall be prorated. Within ninety (90) days of being rehired employees may make a request to Human Resources that their prior employment be used to calculate their City service seniority. This use of prior employment for calculating the Ci ty service seniority for rehired employees shall not create a right to retroactive benefits.
e. Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including plus any time spent in a higher job classification, but less not including any time spent in a lower job classification.

The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee whose position has been reallocated in accordance with the applicable Civil Service Board Rules and RegulationsCivil Service Rules , classification seniority shall inc lude all time in the prior classification. For a part-time employee, classification seniority shall be prorated.
e.f. Hire Date Seniority: Hire date seniority shall be defined as the employee’s first date of hire to any position with the City.

3 f.g. Seniority Adjustments: Classification seniority and City service seniority shall be reduced by any period not employed. There shall be no reduction for time spent on an approved unpaid leave of absence.
g.h. Termination of Seniority: Termination of classificati on seniority and City service seniority shall occur upon:
(1) Discharge
(2) Retirement
(3) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.

ARTICLE 2 – SOLE AGREEMENT

2.1 SOLE AGREEMENT
a. This Agreement , when signed by the parties and approved by the City Council, supersedes all other Agreements between the parties and represents the sole agreement between the parties.
b. Neither party shall be obligated to meet and confer during the term of this Agreement on any matter contained in this Agreement.
c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcem ent of all terms and conditions herein.

ARTICLE 3 – CITY RIGHTS

3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY
It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various dep artments in all aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement except as expressly modified in this Agreement. Unless specifically in conflict with this Agreement, all management rights shall remain vested exclusively with the City including the right to eliminate, contract or subcontract out functions or services performed by unit personnel.

3.2 FILLING VACANT POSITIONS
The City retains the sole and exclusive right to determin e when and if a vacant position will be filled.

4 ARTICLE 4 – ASSOCIATION RIGHTS

4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly member dues and (2) the insurance premiums for the City or Association plans, not to exceed three (3) insurance deductions per member.
b. The above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth herein using the authorization forms agreed to by the City and the Association. Any future changes or modifications to the authorized form shall be agreed upon between the City and the Association. The form shall include the following:
• Employee full name
• Employee eCAPS ID number or the last four digits of their Social Security number
• Bargaining Unit
• Amount or percentage of monthly membership dues
• Additional union-sponsored deductions (e.g. life insurance) Any future changes or modifications to the authorized authorization form shall be agreed upon between the City and the Association. (1)(2) If for any reason an employee does not have sufficient funds due him/herthem to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deducti ons or garnishments have been made, if any, no such sums shall be payroll deducted and the Association shall assume the duty of direct collection from the employee.
(2)(3) The authorization form for deductions shall be completed and submitted by the Association t o the Payroll Division, Department of Finance.
(3)(4) Such deductions shall be made only upon submission to the Payroll Division, Department of Finance , of the said authorization form duly completed and executed by the Association.
(4)(5) When changes in rates affect la rge groups of Association members, the Association may, in lieu of the dues authorization form, notify the Payroll Division, Department of Finance, by email of the new rate and clearly define the group(s) of Association members who are affected.

5 (5)(6) The Association is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance with any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(6)(7) Dues deductions shall occur over twenty-four (24) pay periods checks per year, which shall be the first two (2) pay periods checks each month.
(7)(8) The City will remit to the Association a single dues check for all SCXEA units each pay period. At such time as the City’s accounts payable system is able to do so, the City will remit to the Association by electronic funds transfer (EFT) for all deductions. The City shall include with the check a report listing the employees enrolled and the amount the employees paid.
(8)(9) Unless notified in writing by the Association of an employee’s request to cancel their dues deduction, the City will continue to deduct Association dues, and/or any additional deduction(s) noted.

Notification will be made to the Payroll Division, Department of Finance, utilizing the dues authorization form notating in the “Additional Information” column that it is a membership cancellation. (9)(10) Dues deductions that have been submitted by the Association utilizing the dues authorization form received in Payroll Division, Department of Finance, by noon on the last day of a pay period , will reflect a deduction on the check for that pay period. There shall be no collection of dues arrearages by the City.
(10)(11) The Association shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization.
(11)(12) The Association shall indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance premiums or other programs sponsored by the Association.

4.2 RELEASE TIME
a. The City shall develop SCXEA- represented employees shall utilize the Association release time donation forms and/or associated procedures to authorize donation of their leave balances for the creation of an Association release time banksuch purposes.

6 b. Eligible SCXEA Executive Board members shall be allowed to use this leave to attend meetings with the City and for other Association activities not prohibited by law. Use of the leave bank shall be subject to the approval of SCXEA and the employee’s supervisor.
c. Employees may donate up to forty (40) hours each year from accrued leave balances, excluding sick leave. Donations shall be irrevocable and not returnable to the donating employee. The maximum cumulative number of hours donated by all members shall not exceed one thousand and forty (1040) hours per calendar year. Any unused hours in the bank on December 31 shall be carried over into the next calendar year. The total amount of release time in the bank, including any carryover, shall at no time exceed one thousand and forty (1040) hours.
c.d. Within thirty (30) calendar days of adoption of this Agreement by the City Council, the City will provide SCXEA with a one -time leave bank of five hundred and twenty (520) hours of release time for SCXEA Board Members for Association business. Board members shall endeavor to provide forty - eight (48) hours’ advance notice for the use of this leave by emailing their supervisor and copying the SCXEA President. Use of this leave is subject to the approval of the employee’s supervisor.

4.3 BULLETIN BOARDS
The City shall provide bulletin boards at work locations mutually agreed upon with the Association for posting Association information, notices and communications.

The board size shall be no larger than three (3) feet by four (4) feet unless agreed to otherwise by the parties.

4.4 LIST OF EMPLOYEES
At least every thirty (30) days the City shall provide the Association with a list of employees who are employed in classifications represented by the bargaining unit.

To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.

4.5 USE OF CITY EMAIL
a. The Association shall have reasonable use of the City’s electronic mail system (email) for communicating with its members and with the City. Members of the Association shall have reasonable use of the City email system to contact the Association and its members. Use of the email system is subject to provisions of the City’s Information Technology Resource Policy (API#30). b. The Association shall have the right to reasonable use of the City’s existing internal mail system to contact its members.

7 c. The City shall not be held responsible for untimely or lost communications.

4.6 NEW EMPLOYEE ORIENTATION
Unless otherwise agreed in advance, Association Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Association and the labor agreement.

The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Association’s representative(s) to attend, shall be established by the City.

The City shall make a reasonable effort to provide the Association with at least forty- eight (48) hours’ notice of changes to the regular schedule.

ARTICLE 5 – GRIEVANCE PROCEDURE

5.1 PURPOSE
The City and Association recognize the desirability of establishing an orderly, systematic, and efficient procedure through which an employee may resolve concerns arising out of the interpretation and application of the express terms of this Agreement and shall exclude matters for which there are established and applicable Civil Service Board appeals processes.

5.2 PROCEDURE
a. The City and the Association agree to implement the following grievance procedure. The grievance procedure shall be used to process and resolve disputes arising under this Agreement except to the extent that the City Charter, or rules of the Civil Service Board, vests jurisdiction elsewhere. T he purpose of this procedure is to resolve issues informally at the appropriate level, and to provide an orderly procedure for reviewing and resolving disputes promptly.
b. No matter shall be considered as a dispute under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance is based. The thirty (30) day time limit for filing for a grievance may be extended with the mutual agreement of the parties.

Time limits at each step may be waived by mutual agreement of the parties.

5.3 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Association involving the interpretation, application, or enforcement of the express terms of this Agreement.

8 b. As used in this procedure, the term “supervisor” means the individual who assigns, reviews and directs the work of an employee.
c. As used in this procedure, the term “party” means an employee, the Association, the City, or their authorized representatives. d. The employee retains all rights conferred by Sections 3500 et seq., of the Government Code or Civil Service Board Rules and Regulations of the City unless waived by such employee.

5.4 STEP ONE
a. An employee who believes he/shethey have has cause for grievance may contact the Association and his/hertheir supervisor. If, after discussion with the supervisor, the employee does not feel the issue has been resolved, the dispute shall be reduced to a written appeal, signed by the employee or his/hertheir representative.
b. The written appeal shall include a state ment indicating the dispute raised by the employee and cite to section(s) of this Agreement at issue. The appeal shall also include a description of the remedy or correction requested of the City.
c. The employee’s manager or designee shall provide a written response to the appeal within five (5) workdays fourteen (14) calendar days from the time he/shethey receiveds the appeal. The response from the manager or designee shall include a statement of the City’s position and the facts upon which it is based, and the remedy or correction which has been offered, if any.

5.5 STEP TWO
If the employee or Association determines that the City’s first step response is not satisfactory, an appeal to the second step must be made within five (5) workdaysfourteen (14) calendar days. The second step meeting will be held within ten (10) workdays fourteen (14) calendar days of the second step appeal. The Association representative and a designated City representative will meet in an effort to resolve the matter. The City’s response to the second step appeal will be made within ten (10) workdaysfourteen (14) calendar days after the closure of the meeting.

5.6 ARBITRATION
a. If the Association determines that the City’s second step response is not satisfactory, the Association ma y appeal the dispute to arbitration. The request for arbitration must be given in writing to the City representative within thirty (30) workdaysthirty (30) calendar days from the date of the second step response.

9 b. An arbitrator may be selected by mutual agreement between the Association and the City. Should the parties fail to agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) or more qualified arbitrators. The parties shall each strike two (2)alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the arbitrator will only interpret the Agreement and will in no instance add to, de lete from, or amend any part thereof. The arbitrator’s decision shall be final and binding on the City, the Association, and employee. d. The fees of the arbitrator and any court reporter will be borne equally by the Association and the City.

5.7 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent in attendance at a meeting or arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable, and that best efforts will be made to schedule the witnesses to avoid unnecessary time waiting to testify.

ARTICLE 6 – SALARY ADJUSTMENTS

6.1 SALARIES
Effective June 20, 2020, all salary steps shall be increased by three and one -half percent (3.5%).
a. 2018-2019
(1) Effective December 8, 2018, all salary steps shall be increased by two percent (2%).
(2) On the December 18, 2018 paycheck, a one-time payment of $1,000 shall be made to career employees who were employed within a classification covered under this Agreement on December 4, 2018. b. 2019-2020
(1) Effective June 22, 2019 , all salary steps shall be increased by two percent (2%).
(2) On the July 2, 2019 paycheck, a one-time payment of $1,000 shall be made to career employees who are employed at that time in classifications covered under this Agreement.

10 6.2 EQUITY ADJUSTMENTS
a. Effective the first full pay period after City Council adoption of this Agreement, the classification of Treasury Manager shall receive a twenty -two and sixty - two one-hundredths percent (22.62%) salary increase.
b. Within six (6) calendar months of the City Council’s adoption of this Agreement, the parties will meet and confer regarding wage increases for the following SCXEA-represented classifications:
(1) City Attorney’s Office
(a) Senior Deputy City Attorney
(b) Deputy City Attorney II
(c) Deputy City Attorney I
(d) Law Office Administrator
(e) Special Assistant to the City Attorney
(f) Paralegal Technology Support
(g) Paralegal
(h) Supervising Legal Secretary
(i) Legal Secretary
(j) Senior Legal Staff Assistant
(k) Legal Staff Assistant
(l) Investigator
(2) Information Technology Department
(a) IT Manager
(b) IT Supervisor
(c) Principal Applications Developer
(d) Principal Systems Engineer
(e) Senior Systems Engineer
(f) Senior Applications Developer
(g) Systems Engineer
(h) Applications Developer
Six (6) calendar months following the City Council’s adoption of this Agreement, SCXEA may r equest to meet and confer regarding wage increases for the classifications of Police Lieutenant, Police Captain, and Assistant Fire Chief. Upon request, the City shall meet with SCXEA within 30 days of that request.
a.c. During the term of this agreement, either party may request to meet and to discuss salary equity adjustments of classifications covered by this agreement. With the exception of the classifications identified in 6 .2(b) and

6.2(c), Absent mutual agreement will be required for on salary equity adjustments., the status quo shall continue.

11 ARTICLE 7 – SALARY ADMINISTRATION

7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee who is recalled after layoff or reinstated after a leave of absence shall return at the same rate of pay unless such rate is below the minimum of the classification salary range. salary step occupied prior to the la yoff. Upon recall, the anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of recall until the maximum of the salary range is reached.

a.b. If a former employee is reemployed or rehired, the employee may receive any salary in the classification range. The anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of reemployment or rehire until the maximum of the salary range is reached.

7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY For FLSA-exempt employees, except as otherwise provided by City policy, for partial day absences a salaried employee shall be charged leave for each whole hour of absence if the absence results in the employee working less than forty (40) hours in the week. If there is no accrued, useable leave, that employee’s pay shall be reduced in an amount equal to the employee’s hourly rate of pay for each whole hour of the absence.

7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION Time spent on a leave of absence without pay of ten (10) or less consecutive workdays shall not affect the pay adjustment eligibility during a rating period. Such leaves in excess of ten (10) consecutive working days may affect eligibility during a rating period at the discretion of the Appointing Authority in a manner consistent with state and federal law.

7.4 LONGEVITY PAY
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter using an employee’s City Service Seniority as defined in Section

1.3(d) (Definitions). The amount to be paid annually on the second check in July of payment after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty -five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.

Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.

12 7.5 OUT-OF-CLASSIFICATION PAY
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out-of-classification pay up to a maximum of ten percent (10.0%) above the employee’s rate of pay, or the maximum salary of the higher classification where there is not a ten percent (10.0%) differential between the classifications. A department head may approve out-of-classification pay greater than ten percent (10 .0%) with written justification and approval by the appropri ate Charter Officer. The City will provide the Association a monthly list of employees in classifications represented by the Association who received out-of-classification pay and to which position the employee is working out-of-classification.

7.6 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the employee became eligible for, or subject to, the change. Each bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week.

7.7 SALARY STEP ADVANCEMENT
Employees shall be covered by a step advancement process as follows:
a. The salary range for each classification, unless otherwise a djusted by the parties, shall be applied as a twelve (12) step range with the current maximum set as Step 12.
b. The range differential shall be two and one-half (2-1/22.5%) percent between steps.
c. Except as otherwise provided in this Section, e mployees shall be eligible to advance to the next higher step on the pay period following the completion of fifty-two (52) weeks (2,080 regular hours) in their current classification. d. Employees occupying classifications of Police Captain and Police Lieutenant prior to August 6, 2015, shall be eligible to advance to the next step on the pay period following January 1 of each year that they continuously occupy that classification.
e. Steps may be accelerated or withheld by the Appointing Autho rity based on each employee’s documented performance in the employee’s classification.

7.8 PROBATIONARY PERIOD
a. The probationary period for Civil Service employees, hired on or after December 4, 2018, employed in classifications covered under this Agreement, shall be twelve (12) months (2,080 regular hours). Probation is an extension of the hiring process and the employee may be released from probation at

13 any time during the probationary period with no appeal rights. Employees shall receive one perf ormance evaluation every three (3) months during the probationary period.

Employee performance evaluations are not subject to the grievance procedure.
b. If the probationary period is extended in excess of thirty (30) consecutive calendar days due to light duty, sick leave, leave without pay, or injury-on-duty time, the employee’s first salary step increase will be delayed for a period consistent with the extension. If the employee completes the probationary period, the increase shall be implemented re troactively to the date when it was originally due.

7.9 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a higher classification is when an employee moves from one classification to another which has a higher salary range, and the employ ee shall receive an increase at least equal to five percent (5%) or the minimum of the new range, up to the maximum rate of the higher classification. b. Movement to another position in the same classification or a classification with the same salary range me ans that the employee shall maintain the same salary and same anniversary date unless the Appointing Authority authorizes an increase.
c. Movement to a lower classification is when an employee’s position is reallocated to a classification with a lower salary range, and the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. When an employee voluntarily demotes, he/shethey shall remain at the same salary, or the top of the new salary range, whichever is less.

7.10 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of the employees in the classification shall be adjusted consistent with the change, except that the Appointing Authority may withhold the increase ba sed on documented performance issues. In cases where the increase is withheld, the employee shall retain the current anniversary date for further step increases within the new range.

7.11 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
If a former employee is reemployed or rehired, the employee may receive any salary in the classification range. The anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of reemployment or rehire until the maximum of the salary range is reached.

14 7.112 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE)
Whenever the salary of an employee is above the maximum of the salary range for the classification, such salary shall be designated as a “Y -rate.” Upon promotion to a higher classification, the employee shall receive a five percent (5%) minimum increase, not to exceed the top of the new range.

ARTICLE 8 – HEALTH AND WELFARE

8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART -TIME CAREER

EMPLOYEES
a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125 . The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined in Section 8.3, below. For employees that elect to participate in a City-sponsored health plan, one-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paydays paychecks (Eligible Paycheck) in a calendar each month. b. Eligible employees shall receive a City contribution for each pay periodEligible Paycheck on which the employee is paid for twenty (20)forty (40) or more hours of salary. Employees who are paid less than twenty (20)forty (40) hours per pay periodon an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision, dis ability, and life insurance plansvision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA) , whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c. Notwithstanding letter Section 8.1(b) above, eligible employees shall continue to receive a City contribution for each pay periodEligible Paycheck during an approved federal or state protected leave of absence (up to twelve (12) weeks), or while suspended from service without pay.
d. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.
e. If, after the date of adoption of this Agreement, the Sacramento Police Officers Association or Sacramento Area Firefighters Local 522, bargains for, and receives, a n increase to the City contribution that exceeds the amounts indicated above, the City contribution will be increased to the amount received by the other employee organization. This Section does not apply to increases provided for in any agreement entered into prior to the adoption of this Agreement. This provision shall expire at the expiration of this Agreement on June 19, 2020.

15 8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided in Section 8.3 below, on either a 100% or 50% basis, for non -career (+1,040) employees. Except as provided herein, the City dollars shall be applied toward the premiums for City- sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of the City contribution for each of the first two (2) pay checks periods of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period:
64 of more hours paid = 100% contribution; 40 -63.9 hours paid = 50% contribution.
b. To be eligible for City dollars under this Section, the non -career employee must be paid for a minimum of forty (40) hours of work on each paycheckday.

If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee’s paycheck the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the emp loyee’s paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month shall result in the employee being automatically dropped from the City-sponsored insurance program until the next open enrollment period or qualifying event.

8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contributions shall be as specified in Section 8.3(b), below. To the extent that the premium for the ABHP is less than the monthly City contribution, any e xcess City contribution shall be credited to the employee’s Health Savings Account (HSA) to the extent allowed by law.
b. Employees Not Enrolled in an ABHP
(1) For full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $747.00 per month.

Effective the pay period beginning March 12, 2022 , for full -time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

16 (2) For full-time employees enrolled in a City -sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,193.00 per month.

Effective the pay period beginning March 12, 2022 , for full -time employees enrolled in a City -sponsored medical plan for empl oyee plus one (1) dependent, the City contrib ution shall be $1,333.00 per month.
(3) For full-time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,587.00 per month.

Effective t he pay period beginning March 12, 2022 , for full -time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.
c. Employees not enrolled in a City-sponsored medical plan, shall receive up to $747 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in subsection 8.2(a). e. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost traditional HMO medical plan for employee only coverage.
f. Employees shall not receive any portion of the City contribution as cash.

8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City-sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California, may cover domestic partner and/or the domestic partner’s children, under the employee’s City -sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner;

17 children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children under the age of 26 in which the City has received notice of Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee.

The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.

8.5 CASH-BACK LIMITS
a. The cash-back of City dollars from the IRS Section 125 Plan shall be limited to $200.00 per month for employees who waive enrollment in a City- sponsored group health plan.
b. New, reemployed, or rehired employees or employees who were not receiving the cash -back as of June 30, 2012, shall not be eligible for the cash -back option.
c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored health insurance.

8.6 LIFE INSURANCE
a. Basic Life Insurance
The City will provide basic life insurance in an amount of $ 50,000 to each eligible employee at no charge. This benefit shall not be prorated for part-time employees.
b. Insurance Over $50,000
Employees may purchase out -of-pocket supplemental life insurance in the amount of up to three (3) times annual salary subject to limitations specified by the insurance carrier.

8.7 LONG-TERM DISABILITY
Employees in the Exempt Management (Unit 01) and Exempt Management Support (Unit 14) Units shall receive City-paid long-term disability insurance.

8.8 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees in the Confidential/Administrative (Unit 10) Unit who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances.

Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is

18 equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deduc tions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee -authorized deductions shall be deducted from the resultant net pay.
b. Eligible career employees employed in the Confidential/Administrative (Unit 10) Unit may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
d. Eligible part-time career employees shall be included in this program on a pro- rata basis.
e. At the request of the Association, the Exempt Management (Unit 01) and Exempt Management Support (Unit 14) Units may each participate in an election to enroll in the SDI program. Such election will be held pursuant to the regulations of the State of California.

8.9 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Account (FSA) program to employees as permitted by Internal Revenue Service Regulations for the following:
a. Out-of-pocket expenses for City-sponsored health, dental, and vision plans; b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.

8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA)
The City has established Retiree Health Savings Accounts (RHSA) for employees covered by this Agreement as follows:
a. For employees hired on or after August 8, 2015, the employee shall contribute two percent (2.0%) of salary per pay period to an individual RHSA. b. For employees hired prior to August 8, 2015, the employee shall contribute twenty-five dollars ($25.00) per pay period to an individual RHSA.

19 c. Employee contributions to the RHSA will be mandatory for each group.

Employee contributions shall be on a pre -tax basis to the extent allowed by law. The plan documents for both groups of employees shall allow employee withdrawals of their RHSA upon separation from the City, subject only to those restrictions in the Internal Revenue Code (IRC) or other applicable law. d. If the contributions collectively made by the City and the employee to any health benefits provided pursuant to this Agreement result in the imposition of the excise tax commonly called the “Cadillac Tax” (imposed on excess contributions pursuant to the Patient Protection and Affordable Care Act), the parties shall meet and confer regarding options to avoid, reduce, or eliminate any payment of the Cadillac Tax.

8.11 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum contribution towards the purchase of medical, dental, or vision insurance for retirees is $300 per month for the retiree. A retiree with a dependent enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65.00) per month. The retiree shall not receive any portion of the City contribution as cash.
b. Retiree Insurance Contributions
(1) Except as provided below, to be eligible for the City retiree insurance contribution, the employee must retire from active City service with a minimum of ten (10) full years of City service, a service or ordinary disability retirement, and be at least fifty (50) years of age. (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of service b ut less than fifteen (15) full years of City service shall be eligible to receive fifty percent (50%) of the City's retiree insurance contribution identified in subsection 8.11 (a) above.
(b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to receive seventy-five percent (75%) of the City's retiree insurance contribution identified in subsection 8.11 (a) above.

20 (c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive one hundred percent (100%) of the City's retiree insurance contribution identified in 8.11 (a) above.
(4) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employees Retirement System (CalPERS) within one -hundred twenty (120) days from the date of separation from City service employment shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase a non-City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits.

Medicare retirees may elect to participate in a City -sponsored Medicare medical plan or purchase an individual Medicare plan.

Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare plan without restriction to the amount of ti me that the retiree has waived a City - sponsored medical plan. Medicare retirees may only enroll eligible dependents on their City -sponsored Medicare medical plan, if the eligible dependents have enrolled in Parts A and B. Non -Medicare dependents may be enrolled as long as the retiree has been enrolled on a City non -Medicare plan within two (2) years of the effective date of coverage for enrollment of the non-Medicare dependent.

Medicare retirees who are eligible for Medicare Parts A and B who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premium associated with a Medica re Advantage , Medicare Supplemental, and/or Medicare Prescription Drug plan up to the City contribution identified in subsection 8.11(a), above.

21 e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City retiree contribution as outlined above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions and death in the line of duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 8.11 (a). h. Limitation Clause
No employee or retiree shall have any rights to retiree or survivor dependent benefits provided by this Section 8.11 after June 19, 2020September 22, 2023.
i. Elimination of Retirees or Survivor Dependents Benefits No employee hired , reemployed, or rehired on or after June 30, 2012, shall be eligible for any retiree or survivor dependent City-contribution provided by this Section. Employees transferring into cla ssifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of transfer.

ARTICLE 9 – RETIREMENT

9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN a. Member Contribution to PERS Retirement Plan – Classic Members (1) Effective June 30, 2012, police safety employees and miscellaneous employees shall pay the full member contribution, 9% and 7% respectively, to the PERS retirement plan.
(2) Effective January 1, 2013 , fire safety employees shall pay , as a cost share, the 9.81% value of the employer share of PERS. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments

22 to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law.
(3) Effective August 22, 2015:
(a) Fire safety employees shall pay twelve percent (12%) of salary to the employer share of PERS. The parties have amended the PERS contract to reflect a new cost-share agreement, in which fire safety classic member shall, from the date of the
amendment, pay the twelve percent (12%) of the employer contribution as a PERS cost-share and it will be credited to the employee’s account.
(b) Police safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The parties have amended the P ERS contract to reflect a new cost -share agreement in which police safety classic members shall, from the date of the amendment, pay a nine percent (9%) employee contribution and three percent (3%) of the employer contribution through PERS cost-share so that it will be credited to the employee’s account. (c) Miscellaneous employees shall pay eight percent (8%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost -share agreement in which miscellaneous members shall, from the date of amendment, pay a seven percent (7%) employee contribution and one percent (1%) of the employer contribution through PERS cost -share so that it will be credited to the employee’s account.
b. Member Contribution to PERS Retirement Plan – New Members Employees hired after December 31, 2012, shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA).

Employees who are “new members” shall contribute fifty percent (50%) of the total normal cost as required by PEPRA.

9.2 DEFERRED COMPENSATION PLAN
Employees may participate in the City's Deferred Compensation 457 Plan to the extent provided by law.

9.3 SECTION 401(a) MONEY PURCHASE PLAN
The City’s established IRS Section 401(a) Plan s shall be available to eligible employees and participation for eligible employees shall be mandatory. The Plans shall conform to all IRS requirements. Contributions to the Plan shall be as follows:

23 a. Exempt Management (Unit 01) Unit
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
b. Exempt Management Support (Unit 14) Unit
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
c. Confidential/Administrative (Unit 10) Unit
The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the Plan.

ARTICLE 10 – HOURS OF WORK

10.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal workweek for full -time employees who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA) shall consist of forty (40) hours of work during the seven (7) day normal work period. c. The normal workweek shall not apply to employees exempt from the overtime provisions of the FLSA. These employees are expected to work whatever time is required to perform the duties of their positions.
d. The workweek for part-time employees shall be determined by the Appointing Authority.

10.2 VOLUNTARY WORK FURLOUGH PROGRAM
The City’s Voluntary Work Furlough/Reduced Workweek Program shall be applicable to all employees. The benefit plan of eligible employees shall not be reduced or prorated by participation in such work reductions.

10.3 TELECOMMUTING PROGRAM
Confidential/Administrative employees Employees may participate, at the discretion of the Appointing Authority, in the City’s Telecommuting Program.

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate , at the sole discretion of the Appointing Authority or designee, in an alternative work schedule program such as 9/80 or 4/10 schedules.

24 Employee participation in an alternative work schedule program shall be dependent on employee performance, shall not disrupt department operations, and may require a change in the employee’s workweek or work period at the City’s discretion.

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT
When a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or a strike team, and works in excess of the employee ’s regular work schedule, the employee shall be paid at the regular hourly rate from time of dispatch until time returned.

10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT
When a Police Lieutenant or a Police Captain is required to respond to a call for mutual aid during an emergency or disaster and works in excess of the employee ’s regular work schedule, the employee shall be paid at the regular hourly rate for the duration of the call-up.

10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS When a Employees in the classi fications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney is who are required by their supervisor to remain on call for to respond response to an officer involved shooting or in custody death, and works in excess of their regular work schedule, they shall be paid ($65.00) each day that they remain on call. There shall be no additional compensation for the time worked in response to an officer involved shooting or in custody death, even when in excess of the employee’s regular work scheduleat their regular hourly rate of pay for all time worked.

10.8 POLICE LIEUTENANT COVERAGE
When a Police Lieutenant is required to work for another Lieutenant during the employee’s scheduled time off, the employee shall be paid at the regular hourly rate for all hours worked on the additional shift.

10.9 SUPPLEMENTAL POLICE EMPLOYMENT
The Police Depar tment may utilize the services of lieutenants and captains for supplemental employment under the following conditions:
a. Lieutenants and captains may volunteer for assignments in the same manner as authorized officers and sergeants and shall be allowed to fill positions after all authorized officers and sergeants on the list have been placed. b. Lieutenants and captains shall be paid at the officer rate for work performed, unless assigned to the duties of a sergeant, at which time they would be paid the sergeant rate for work performed.

25 c. When working a supplemental assignment, lieutenants and captains shall be assigned by the Supplemental Employment Unit Sergeant and shall work at the direction of the sergeant assigned to the event.
d. In the event that a police inci dent arises which requires the presence of command staff on scene , a lieutenant and/or captain working supplemental employment at the event shall assume command of the scene until relieved by the on-duty Watch Commander.
e. In the event there are insufficient authorized sworn personnel to cover an event and the Police Department requires a lieutenant or captain to work at a supplemental employment event, they shall be paid at their typical rate for all hours worked.

10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MAN AGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)
a. With the approval of their manager/supervisor, FLSA exempt employees who work more than forty (40) hours in a workweek may be allowed to reduce their work schedule by the same number of hours, or less, within the same bi - weekly pay period. For good cause shown , and with the approval of the Department Head or designee, the reduced schedule may occur in a subsequent pay period. The employee must:
(1) Work in an assignment that allows such flexibility with consideration of internal and external customer needs, operational requirements, and status of current assignments;
(2) Be in good standing and performing at a satisfactory or higher level; b. With the approval of their manager/supervisor, FLSA exempt employees may be permitted to work remotely from their assigned work site on an occasional basis. This remote work shall not be interpreted as a telecommuting agreement and shall be allowed only if the conditions listed in Section

10.10(a)(1)-(2) are met. When working remotely, the employee must work their normal hours and remain available by telephone and e-mail. c. The decision to allow for a reduction in hours or to work remotely pursuant to this Section 10.10 is within the discretion of the supervisor/man ager. The denial of an exempt employee’s request, or the rescission of approval once given, shall not be considered a grievance subject to procedures set forth in Article 5.

ARTICLE 11 – OVERTIME COMPENSATION

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES

26 This Section applies only to those employees who are non-exempt from the overtime provisions of the Fair Labor Standards Act:
a. Employees required to work in excess of forty (40) hours in a single workweek, or on a recognized holiday, shall be compensated at one and one -half (1.5) times their regular rate of pay in cash payment or compensatory time off (CTO) as determined by the department head or designee. All paid time, with the exception of sick leave, shall count as time worked for the purposes of calculating overtime.
b. Employees may accrue up to one hundred and twenty (120) hours of CTO.

The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
c. The use of accrued CTO shall be at the discretion of the Department Head or designee. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable time period after making the request if the use of CTO does not unduly disrupt the operations of the work unit. d. Upon termination from City service, employees shall be paid for any unused CTO hours at the applicable rate of pay.
e. If the City and at least half of its rec ognized bargaining units amend their operative memoranda of understanding to limit the receipt of overtime to the provisions of the Fair Labor Standards Act, this section will immediately terminate without additional negotiation and overtime eligible emplo yees overtime will be paid in accordance with the Fair Labor Standards Act. f. Overtime shall be paid consistent with the FLSA and employees shall be compensated for such overtime with pay at one and one-half (1-1/2) times the regular rate of pay in cash payment or compensating time off (CTO) as determined by the Appointing Authority.
g. Employees may accrue up to one hundred and twenty (120) hour s of CTO.

The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
h. The use of accrued CTO shall be at the discretion of the Appointing Authority.

Employees who request use of accrued CTO shall be permitted to use such time within a reasonable period after making the request if the use of CTO does not unduly disrupt the operations of the work unit. i. Upon termination from City service, employees shall be paid for any unused CTO hours at the applicable rate of pay.

11.2 OVERTIME FOR NON-CAREER EMPLOYEES

27 a. Non-career employees who are required to work in excess of forty (40) hours per week shall be compensated for overtime consistent with the FLSA, and at a of rate one and one -half (1-1/21.5) times the ir regular rate of pay in cash payment.
b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour workweek.

11.3 STANDBY ASSIGNMENTS
a. An employee who is required to remain on call for emergency work shall be paid $210 per week, or the daily pro rata rate of $30, in addition to his/hertheir regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their straight time base rate of pay, or time and one-half (1.5) times their base rate of pay consistent with Article 11.1. b. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by their supervisor to do so.
c. If an employee is assigned to standby and receives telephone contacts and is engaged in a problem resolution which exceeds fifteen (15) minutes, the employee shall receive the two (2) -hour minimum call-out pay, or actual time worked, whichever is greater. Additional calls within the two (2) -hour period are covered under that minimum time.

ARTICLE 12 – LEAVES

12.1 ACCRUAL OF LEAVES OVER 24 PAY PERIODS
Unless provided otherwise in this Article, t he accrual of all leaves shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods of each month.

12.12 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays:

Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4

28 Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time shall be considered hours worked for the purpose of holiday pay eligibility.
c. Holiday Observance Monday-Friday Schedule (Traditional Work Schedule) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
d. Holiday Observance For Employees on a Weekend Schedule If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
e. Holiday Observance For Employees on an Alternative Schedule If an employee is on a n alternative Monday through Friday schedule and a recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit. f. Employee Holiday Accrual

29 Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/ Administrative (Unit 10) employees, other than Police Lieutenants and Captains, who are required by their supervisors to work on a holiday shall receive Holiday Earned Credit for those hours actually worked on a holiday up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday.
g. Floating Holidays
(1) Accrual
Each full -time e mployee shall accrue sixteen (16) hour s of floating holiday per calendar year at the rate of forty (40) minutes per pay periodon each of the first two (2) paychecks each month, as long as . tThe employee shall accrue floating holiday credit for each pay period for which the employee is paid twentyis in paid status for (20)forty (40) or more hours of salaryon the paycheck that the accrual would occur. (2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designated
representativedesignee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual. There shall be no cash out of floating holiday hours.
h. Closure of Operations on Half Holidays
The Association recognize s the right of the City to close operations on Christmas Eve or New Year’s Eve. If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy. i. Holiday Hours for Police Captains and Police Lieutenants Police Captains and Police Lieutenants regularly scheduled to work on a recognized holiday shall receive holiday credit for the hours worked on the holiday. Holiday credit accumulations shall be limited to a maximum carry - over of forty (40) hours from the preceding calendar year. Effective the pay period which includes January 8 of each year, earned holiday hours in excess of forty (40) shall be paid to the employee in cash at the employee's regular rate of pay for that pay period, unless an exception is authorized by the City Manager under appropriate circumstances.
j. Holiday Earned Credit Accumulation

30 Employees may accumulate holiday earned credit up to a maximum of eighty (80) hours. Holiday earned credit may be taken by the employee at the discretion of the department head.
k. Assistant Fire Chief Holiday Earned Leave Balance Conversion to Wages (1) Employees promoted to the classification of Assistant Fire Chief shall have thirty (30) calendar days from the effective date of their promotion to notify the Payroll Division in writing of their irrevocable request to convert one hundred percent (100%) of their Holiday -Earned leave balance to wages at their current hourly rate of pay.
(2) Payment shall be made to a requesting employee by the second paycheck following notification to the City and shall be subject to applicable payroll taxes and other payroll deductions.
(3) Employees in the classification of Assistant Fire Chief who decline to convert their Holiday -Earned leave balance to wages shall have said balance converted to wages upon separation from City service.

12.23 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section 107 of the City Charter . The parties acknowledge that vacation is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding vacation. Based on length of City service, the accrued annual vacation allowances shall be as follows:

Annual Vacation Allowance Length of Service
10 days (80 hours) to 5 years
15 days (120 hours) to 15 years
20 days (160 hours) 16 or more years
b. Vacation allowance administration shall be in accordance with the Civil Service Rules, unless an exception is authorized by the City Manager under appropriate circumstances. Employees may accumulate up to a cap of 480 vacation hours. Once the cap is reached, there shall be no further accrual until the balance falls below 480 hours.
b.c. Employees who are eligible to receive a cash paym ent in -lieu of vacation leave, as provided for in Article 8 Section 107( d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30 . The in-lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate

31 of pay the employee is receiving at the time the payment is made. If the employee electing the in -lieu payment separates from City employment for any purpose before receiving the in -lieu payment, the e mployee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.

12.34 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14)
a. Employees exempt from the overtime provisions of the FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week.
b. Management Leave Time in 2022: Employees determined by the City to be exempt from the overtime provisions of the FLSAassigned to classifications in Unit 01 and Unit 14 shall be credited with eighty forty (8040) hours of management leave time each fiscal yearon July 1, 2022. Such This time will be posted the first pay period in July. Employees appointed after July 1, 2022, but before December 31, 2022, of a fiscal year shall be entitled to a pro rata share of forty (40) hours of management leave time based upon the number of full months remaining in that fiscalthe calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor. Management leave time accrued in 2022 must be used by December 31, 2022, or it shall be forfeited.
b.c. Management Leave Time After 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with eighty (80) hours of management leave time each calendar year beginning on January 1, 2023. This time will be posted the first pay period in January. Employees appointed after January 1 of the calendar year shall be entitled to a pro rata share of management leave time based upon the number of full months remain ing in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.

Employees who receive management leave time pursuant to this subparagraph shall have the option to cash out up to fo rty (40 ) hours of management leave time by agreeing to forego accrual of the same number of hours in the calendar year following the year in which the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising this option must execute an appropriate form requesting payment in lieu of up to forty (40) hours of management leave time which shall be submitted to Payroll no later than November 30 of the calendar year before the Management Leave Time is accrued.

32 (2) Any employee exercising the option to receive cash in lieu of one week of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in -lieu payment on the first paycheck in February of the year following the date of the election. (1)(4) Payment for the cashed out Management Leave Time shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
d. Management leave time shall not accumulate from fiscal year to fiscal year and any management leave time credited on or after January 1, 2023, that is not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited . Employees may cash out forty (40) hours of management leave time each fiscal year. c.e. There shall be no cash out of management leave time upon separation.

12.45 ADMINISTRATIVE LEAVE TIME (UNIT 10)
a. Effective July 1, 2019, Confidential/Administrative (non-Exempt) (Unit 10) employees and Confidential/Administrative (Exempt) (Unit 10) employees shall be credited with twenty-four (24) hours of administrative leave time each fiscal year. Such time will be posted the first pay period in July.

Confidential/Administrative (Unit 10) employees hired after July 1 of a fiscal year shall be entitled to a pro rata share of administrative leave time based upon the number of full months remaining in the fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year and any administrative leave time not used pursuant to the terms of this Section shall be forfeited at the end of the fiscal year in which it was credited. c. There shall be no cash out of administrative leave time upon separation.

Confidential/Administrative (non -Exempt) and Confidential/Administrative (Exempt) employees who are employed in classifications within Representation Unit 10 on October 2, 2018 and remain employed in a classification within Representation Unit 10 on July 1, 2019, shall receive a one-time payment of $3,000 to be paid on the July 16, 2019 paycheck.

12.56 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave credits at the rate of eight (8) hours per monthfour (4) hours on each of the first two (2) paychecks

33 each month, which may be used by the employee in the event of illness or injury which is not job-related. As outlined in the Civil Service Rules, one-third (1/3) of the accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay.
(2) An employee eligible to accumulate sick leave credits may in January of each year receive a cash payment for twen ty-five percent (25%) of the unused portion of sick leave credits accumulated during the preceding calendar year from January 1 through December 31, provided the employee shall hav e to his/hertheir credit on December 31 immediately preceding the date for payment, a total of at least sixty (60) sick leave days (480 hours) accumulated. The employee shall be paid for such percentage of sick leave accumulation at the rate of pay which the employee was receiving on January 1 of each year in which payment is made. The amount of time for which an employee is paid shall be deducted from the employee's total accumulation. (3) An eligible employee may elect to receive cash payments for accumulated sick leave by notifying the Payroll Section, Department of Finance, in writing of such election no later than December 1 of each year.
(3)(4) Effective January 1, 2022, Paragraphs (2) and (3), above will be replaced with the following provisions:
(a) Employees who have at least four hundred and eighty (480) hours of sick lea ve on November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty -four (24) hours of sick leave during the following calendar year and receive instead a cash paym ent for the number of sick leave hours designated in the designated election.
(b) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year foll owing the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(a)(c) If the employee electing the payment is separated from City employment before receiving the payment, the employee
forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee

34 would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
(a) PERS members hired, reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees, or persons entitled by law to the possession of the estat e of a deceased employee , may
receive payment for thirty -three and one -third percent (33-1/3%) of the sick leave credits accumulated (to the nearest full day) by the employee on the date of such
retirement, resignation, layoff, or death.
(ii) In the alternative, eligible employees may convert any or all of their total sick leave credits accrued as of the date of their retirement pursuant to the PERS contract with the City. If the employee converts less than the full balance of sick leave to service credit, the employee may receive payment for thirty-three and one-third percent (33-1/3%) of the remaining sick leave credits after conversion to PERS.
(b) PERS members hired on or after January 1, 2005 , shall not be eligible for payment of any portion of accumulated sick leave credits, though employees may convert the sick leave balance to service credit pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years, or death, such employee, or those entitled by law to the possession of the estate of a deceased employee, shall receive payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are

35 terminated by reason of discharge for cause , or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off an d receives payment for thirty -three and one - third percent (33 -1/3%) of his/hertheir total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of his/hertheir accumulated sick leave credits if and w hen said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of his/hertheir accumulated sick leave credits under this Section, said employee , if otherwise eligible, shall only receive payment for thirty -three and one -third percent (33 -1/3%) of those sick leave credits which accrued after the date of recall.
d. Except as provided her ein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e. The administration of sick leave privileges and benefits shall be applied to all employees as outlined in the Civil Service Rules.

12.67 INJURY-ON-DUTY
a. Employees shall receive injury in the performance of duty benefits consistent with Section 253 of the City Charter. The parties acknowledge that injury in the performance of duty benefits are provided for in the City of Sacramento Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement.
b. If the employee qualifies for temporary disability benefits after exhausting the one (1) -year leave of absence for workplace injuries described in Charter Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.

12.78 COURT LEAVE
a. When an employee is absent from work to testify in resp onse to a properly served subpoena issued by a court of competent jurisdiction in a non-work- related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require

36 the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. b. If a swing shift or graveyard shift employee has served in excess of one -half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so he/shethey will be excused from the shift. If the employee is in court or on jury duty less than one half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one -half of the shift, he/shethey will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, t he date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury re muneration received, less transportation and subsistence allowance.

12.89 CITY-PAID PARENTAL LEAVE
Pursuant to the City’s Parental Leave Administration Policy, full-time employees who have completed at least three (3) years of City service from the most recent date of hire are eligible for City-paid Parental Pay of up to four (4) weeks [one hundred-sixty (160) hours] of continuous paid time off . Part-time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody: or
a.b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.

12.910 CATASTROPHIC LEAVE PLAN
Employees are entitled to catastrophic leave pursuant to the Cit y’s Catastrophic Leave Administration Policy.

37 12.101 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal leave in January of each applicable year. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. b. Use of personal leave shall not cause overtime.
c. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry -over to the next year. In all other cases, the time shall be forfeited.

12.112 MEDICAL LEAVE
a. Employees shall be eligible for the federal Family Medical Leave Act (FMLA), state California Family Rights Act (CFRA), the Pregnancy Disability Leave Act (PDL) consistent with City Policy.
b. The duration of FMLA/CFRA leave cannot exceed twelve weeks. The employee must use their accrued leave during the FMLA/CFRA leave, except that they may retain up to forty (40) hours of accrued leave at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
c. To the extent allowed by law, FMLA/CFRA leaves shall be used concurrently.

12.123 CITY-PAID BEREAVEMENT LEAVE
An employee may receive up to twenty-four (24) hours of City-paid Bereavement Leave based on the death of the employee's spouse, registered domestic part ner, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as outlined in the Civil Service Rules for additional time off or to attend to other death, bereavement or funeral needs.

12.13 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by SCXEA on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This paid city leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the paid city leave contribution described in Section 12.13(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the

38 irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(a) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification repre sented by SCXEA on October 31, 2022, shall receive a one -time leave bank contribution of thirty- five (35) hours of paid city leave that will become available for use on the first paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the paid city leave described in Section 12.13(b) may make an irrevocable election to receive a one-time cash payment by foregoing the thirty -five (35) hours of paid city leave in 2023.

Notification of the election must be made to the Payroll Division, Department of Finance, in wri ting by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the straight time rate of pay the employee is receiving at the time payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave.
(1)(2) Upon separation from City service, emp loyees with a balance of the paid city leave described in Section 12.13(b) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

ARTICLE 13 – SPECIAL ALLOWANCES

13.1 POLICE AND FIRE UNIFORM ALLOWANCE
a. Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty-five dollars ($35.00) bi -weekly for the purchase of re gulation items of uniform that the Police Department requires to be worn as a condition of emplo yment. equal to, and on the same terms and conditions as, the uniform allowance granted to employees in the Police Department Unit.
b. Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty-five dollars ($35.00) bi-weekly for the purchase

39 of regulation items of uniform that the Fire Department requires to be worn as a condition of employment. equal to, and on the same terms and conditions as, the uniform allowance granted to employees in the Fire Department Unit. c. Civilian managers of Tthe Police Department Public Safety Communications Manager (Civilian) shall receive a uniform allowance of twenty -two dollars ($22.00) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.equal to the highest uniform allowance granted to the represented employees whom they manage.
c.d. The Administrati ve Officer assigned to the Police Department Record s Division Manager (Civilian) shall receive a uniform allowance of twenty dollars ($20.00) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.

13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition , books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year, pursuant to the City’s Educational Assistance Program. This provision shall not apply to employees eligible for any educational incentive created by this MOU.Employees are entitled to tuition reimbursement pursuant to the Educational Assistance Program as referenced in the City’s Employee Development Policy.

13.3 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the p aying department has produced documentation showing payment was made by the employee receiving the reimbursement.

13.4 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that an employee maintain a license and/or certification, the Department Head or designee may, on a case -by-case basis, reimburse the employee for costs associated with the renewal of such license. This Section shall not apply to driver’s licenses.

13.5 CONTINUING EDUCATION
When the City requires that an employee mai ntain a license or certificate, which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.

40 13.6 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of fifty dollars ($50.00) monthly for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.

13.7 TECHNOLOGY ALLOWANCE
a. If the City requires an Exempt Management or Exempt Management Support employee to be generally accessible via cellular telephone for the conduct of City-related business, the City shall either provide a technology allowance or a City-issued cellular phone in lieu of a technology allowance in accordance with the provisions of this Section.
b. Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees may be authorized a monthly technology allowance of up to one- hundred dollars ($100.00). At the discretion of the Appointing Authority, or as delegated by the City Manager to a department head, the City may provide a City-issued cellular phone in lieu of a technology allowance. Use of City - provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the technology allowance, the em ployee shall provide and maintain a personal cellular telephone and service that is available to conduct City-related business. The employee shall provide and the City may publish the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.

13.8 NOTARY PAY
An employee who is required to maintain, or who obtains for City benefit , a notary registration shall receive a monthly certification pay of thirty dollars ($30.00). Human Resources shall determine the number of employees who are eligible for this incentive.

An employee who receives notary pay may be required to provide assistance to any City operation.

ARTICLE 14 – TRANSPORTATION

41 14.1 TRANSPORTATION AND PARKING
a. Transportation Allowances
(1) Reimbursement for Use of Privately-Owned Vehicles
(i) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $ 250.00 per month as reimbursement for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Division Managers.
(ii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $ 175.00 per month as reimbursement for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Professional Level employees in the Exempt Management (Unit 01) or Exempt Management
Support (Unit 14) Units.
(iii) With the authorization of Tthe City Manager/Charter Officers or as delegated by the City Manager to a de partment head may offer up to, Confidential/Administrative employees may receive up to $100.00 per month as reimbursement for the use of privately-owned vehicles with or without City -provided parkingon City business for Confidential/Administrative (Unit 10) employees.
(iv) Employees receiving a vehicle allowance prior to June 16, 2014, may continue to receive the amount of that reimbursement, even if in excess of the limits set above.
(v) Employees receiving less than $250 .00 in monthly vehicle allowance may receive out -of-town mileage reimbursement.

Reimbursement for out -of-town travel shall be at the gene ral mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.

Any vehicle operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount no less than the minimum State of California required vehicle coverage for bodily injury and property damage. The monthly vehicle allowance shall be in lieu of the payment of all mileage, except for out-of-county travel on official business of the City, and in lieu of the use of City-owned vehicles. (2) Sacramento Regional Transit District (SRTD)

42 Full-time employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City-paid SRTD monthly non-zone sticker pass in lieu of the City -paid parking. The employee must notify the Department of Finance, Revenue Division, prior to th e first day of the month to obtain the monthly pass discount for that month. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Other Public Transportation
Eligible full-time employees, as described above, who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home -to-work commuting are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City-paid parking, up to a maximum of $120.00 . An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(4) Downtown Parking Subsidy for Employees Assigned Downtown Eligible full-time Confidential/Administrative (Unit 10) employees, who work in the downtown area, shall receive a $90.00 per month downtown parking subsidy . Part -time career Cconfidential/ Aadministrative employees who work in the downtown area shall receive sixty dollars ( $60.00) per month downtown parking subsidy .

Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Section 14.1( b), below, shall not b e eligible for the Downtown Parking Subsidy.
b. City-Provided Parking
Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees shall receive City -provided parking. At the discretion of the City, Exempt Confidential/ Administrative (Unit 10) employees are may also be eligible for City -provided parking. For questions or determination if an employee is in an Exempt Confidential/ Administrative classification, contact Human Resources.
c. Discounted Parking Rates
Discounted parking will be available to Confidential/Administrative (Unit 10) employees, on a first -come, first -serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This provision shall remain in effect until further notice by the City.
d. City Vehicle Retention

43 The City Manager/Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on -call assignments, and other special or emergency assignments.

ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES

15.1 PURPOSE
This Article provides the procedure to be followed when an employee covered by Civil Service is to be displaced/laid off from his/hertheir position. A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.

15.2 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all non -career employees; second, all probationary employees in the order of their classification seniority; and, third, permanent career employees in the order of their classification seniority, beginning with the employee with the least such seniority. In the event that two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
b. Any non-career or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee has not held permanent s tatus in another job classification, he/shethe employee shall be laid off; at the request of the employee, the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules.
c. A career employee with permanent status who is to be laid off or displaced has the right to downgrade:
(1) Within the department, to a classification within the series in which the employee’s classification falls;
(2) Within the department to a Unit 10 classification in which the employee previously held permanent status;

44 (3) Within the department as allowed by the Local 39 labor agreements, in descending order, to a Local 39 classification in which the employee previously held permanent status, provided a vacancy exists; (4) Outside the department to a classification not represented by Local 39 in which the employee previously held permanent status, provided a vacancy exists.
(5) Where employees are displaced as a result of downgrade pursuant to

15.2(c)(1) or (c)(2), non-career employees in such lower classification with the least City service seniority shall be displaced first. If there are no non-career employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither non -career nor probationary employees in the lower classification, the perman ent career employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority.
d. An employee may accept layoff in lieu of the opportunity to downgrade by providing written notification to the City within forty -eight (48) hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification within the department from which the employee was laid off.

15.3 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee's address in the City’s payroll system and shall be deemed appropriate notice.

15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded pursuant to this Article shall be paid in the new classification the salary step closest to that received immediately prior to the downgrade providing that there is no increase in pay. b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.7 "Salary Step Advancement" with time served in the higher classification applied toward salary step advancement.
c. Upon recall the employee shall be placed at the salary step which the employee occupied prior to the layoff. However, an employee who is recalled from a downgraded position shall be placed at the salary step closest to that occupied in the downgraded position at the time of recall , or the prior step in the higher classification, whichever is greater.

45 d. Upon recall, the anniversary date for future step adjustments shall be the date of recall to the classification.

15.5 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.

15.6 FRINGE BENEFITS
Upon layoff, employees shall be paid for accrued leave balances and similar benefits, as applicable. Employees being recalled shall have the uncompensated portion of their sick leave balance restored. However, only those sick leave hours accrued after recall shall be applied to any subsequent sick leave payoff.

15.7 RECALL
a. When a vacancy exists, and employees are to be recalled to a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification, within the department, shall be recalled based on the highest most classification seniority they occupied before the layoff . When a recall list exists, and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Non-career employees shall have no recall rights.
b. Permanent career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade.

When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice.

15.8 GENERAL
a. A seniority list shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, said list shall be posted by each Department and copies made available for ready inspection.
b. The City shall immediately provide the Association the recall list of those employees who have been laid off.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible

46 alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. A grievance filed regarding this Article shall be submitted directly to the second level of the procedure as set forth in Article 5.

ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES

16.1 PROCEDURE
a. The City shall give consideration to the length of service with the City when making layoff and termination decisions related to budgetary position reductions for non-classified employees; however, nothing in this provision shall require the City to make layoff or termination decisions based on length of service with the City.
b. If the employee holds career status in a Civil Service classification, he/shethey may return to that department and classification pursuant to Civil Service Board Rule 10.8.

16.2 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee’s address in the City’s payroll system and shall be deemed appropriate notice.

16.3 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.

16.4 GENERAL
a. An anniversary date shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, shall be the controlling document regarding such dates. b. Non-Civil Service employees shall, upon layoff, and at their request, be placed on an interview list to fill vacancies as they may arise. The department with a vacancy shall be notified of the interview list and will consider the employee for an interview. An employee shall notify Human Resources within five (5) business days of the layoff date of their request to be placed on the interview list for a period of one (1) year from the date of layoff. The City shall

47 immediately provide the Association with the list of those employees who have requested to be placed on the interview list.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. Except for the righty to return to the prior classification as provided in Civil Service B oard Rule 10.8, this Article shall not be subject to the grievance procedure as set forth in Article 5.

ARTICLE 17 – DISCIPLINE

17.1 DISCIPLINE
Discipline for employees in the classified service shall be applied in accordance with Rule 12 of the Civil Service Rules.

17.2 LETTER OF REPRIMAND
a. A letter of reprimand issued to a n employee shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Director of Human Resources. The Director or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Director or designee within seven (7) calendar days of the meeting. b. A letter of reprimand will be withdrawn from an employee's official personnel file two (2) years from the date of issue, provided there has not been additional formal discipline imposed during the two -year period. Once removed, the letter of reprimand may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

17.3 DOCUMENTED COUNSELING RETENTION
A documented counseling will be withdrawn from an employee’s department file eighteen (18) months fro m the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aw are of the issue and/or for impeachment purposes.

48 17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION Suspensions, demotions, and pay reductions issued will be maintained in the employee’s file official personnel file for a period of five (5) years fr om the date of issuance provided there has not been additional formal discipline imposed during the five (5) year period. If formal discipline is imposed during the five (5) year period, both disciplinary documents will become permanent records within the employee’s file.

If there is no additional discipline within the five (5) years from date of issue, the suspensions, demotions, and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations and should the employee receive subsequent formal discipline, the removed discipline may be used for purposes of progressive discipline or impeachment.

This Section (17.4) shall only apply to employees employed in classifications within the Confidential/Administrative (Unit 10) Unit.

17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. The time limitations shall be extended if any of the conditions referenced within the Public Safety Officers Procedural Bill of Rights (POBR) or Fire fighters Procedural Bill of Rights (FFBOR) exist during the 365-day period.

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS
Employees shall not suffer a loss of compensation for time spent testifying as a witness in a City of Sacramento disciplinary hearing.

17.7 WITHDRAWAL OF APPEAL
The employee may withdraw the appeal at any time after it has been filed and before the Civil Service Board has determined the matter. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.

ARTICLE 18 – MISCELLANEOUS

18.1 CIVIL SERVICE RULES
In the event that any Civil Service Rule is in conflict with this Agreement, the Agreement shall control.

49 18.2 SAVINGS CLAUSE
If any provision of this Agreement or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.

18.3 NEW OR REVISED JOB CLASSIFICATIONS
It is recognized that the establishment of new or revised job classifications within the Units covered by this Agreement may be warranted because of changes in job content or services offered by the City. When changes are necessary, the City shall prepare and submit to the Association the proposed descriptions for such job classifications.
a. Civil Service Classifications
(1) For civil service classifications the City will provide proposed job classifications to the Association not less than fifteen (15) days prior to submission to the Civil Service Board.
(2) The Association and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board.
b. Non-Civil Service Classifications
(1) For non-civil service classifications the City will provide proposed job classifications to the Association not less than fifteen (15) days prior to changes by the Department of Human Resources.
(2) The Association and the City shall meet prior to approval of the proposed descriptions by the Department of Human Resources.

18.4 STAFF AIDE POSITIONS
The classification of Staff Aide may be used when a classification is needed either pending establishment of a regular classification or a position is funded for a limited time and no appropriate classification exists. The Association will be notified any time the Staff Aide position is proposed to be used for new or altered positions. I f the parties agree that no appropriate classification exists, the parties will agree on a pay range until an appropriate classification has been established and a new pay range developed. The Association will be notified who is assigned to the position and what pay the employee will receive. A person may be appointed to such classification for a maximum period of twelve (12) months. The salary range shall be established by the Human Resources Director.

50 18.5 MODIFIED/ALTERNATIVE DUTY POLICY
The City’s Modified/Alternative Duty Policy shall be applicable to eligible employees who have been injured on-the-job.

18.56 OFF-DUTY EMPLOYMENT
a. Exempt Management, Exempt Management Support , Exempt Confidential/ Administrative (exempt) employees shall not engage in any other employment, work, profession, business or enterprise that is inconsistent, incompatible, in conflict with or adversely affects the performance of their duties, or that is inimical to the most effective performance of the miss ion of City management or the best interests of the City.
b. Employees shall not accept any off -duty employment without the express consent, in advance, of the City Manager /Charter Officer or designated representative.
c. An employee shall not work:
(1) In any emplo yment which will tend to bring discredit upon City management, or which is detrimental to City goals, or which will reduce an individual's efficiency or usefulness as a City employee. (2) In any employment requiring an affiliation, membership or allegiance tending to influence conduct in a manner inconsistent with the proper discharge of responsibilities to the City or the public interest. (3) In any employment for any other municipality or political subdivision of the state or federal government except by express permission of the City Manager/Charter Officer.
(4) In any off-duty position while on sick leave or injured-on-duty status. d. An employee may request authorization for off -duty employment by forwarding a letter of request to his/hertheir department head. The let ter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
e. The department head will notify each employee of action taken on the request for off-duty employment by indicating such action on the letter of request and returning it to the individual. A copy of the letter will be retained in the office of the department head.
f. Authorization for off -duty employment may be revoked by the department head at any time it has been determined that the provisio ns of this Section have not been followed. The department head will notify the employee, by

51 letter, of actions taken to revoke previous authorization for off -duty employment.

18.67 TIME OFF FOR EXAMINATIONS
If a request if made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.

When possible, the employee must give the immediate supervisor at least three (3) working days’ advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.

18.78 PAYROLL ERRORS
a. In the event a payroll error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, the City and employee shall agree upon a repayment schedule utilizing one, or a combination of, the following elements:
(1) Lump sum payment by the employee;
(2) A one -time deduction from available accrued leave balances except sick leave equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties. c. No repayment schedule shall exceed fifty -two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. d. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.

18.89 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in his or her capacity as a former City employee shall receive a court appearance fee

52 if the employee reports at the time specified for his or her particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall b e one hundred twenty -five dollars ($125.00) for a full day or seventy-five dollars ($75.00) for a half day, which is defined as four (4) hours or less.

Nothing herein shall serve to establish an employment relationship for any purpose, including, but not l imited to, employee benefits, reimbursements, compensation, court cancellation fee, or any other rights.

18.9 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ( $1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.

18.10 TERM
a. This Agreement shall remain in full force and effect from December 4, 2018March 1, 2022, to and including June 19, 2020 September 22, 2023. b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

53 DATED: December March 1, 20214, 2018

SACRAMENTO CITY EXEMPT

EMPLOYEES ASSOCIATION

CITY OF SACRAMENTO

Jason Jasmine
SCXEA Chief Negotiator
Shelley Banks-Robinson
Director of Human Resources

Heather Hoekstra
SCXEA President

Aaron Donato
Labor Relations Manager

Stephen Hatch
Negotiations Committee Member
Samuel Rice
Negotiations Committee Member

Murray Levison
Negotiations Committee Member
Jason Bader
Negotiations Committee Member

Michael Longstreet
Negotiations Committee Member
Amber Foster
Negotiations Committee Member

Approved as to form:

Brett M. Witter
Supervising Deputy City Attorney

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing -
Step 15Step 14Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Redline Report
3/12/2022Effective Date:
311 Customer Service Agent | 016872 | L39A

20.022204 28.173251OFFT 20.022204 21.023314 22.074480 23.178204 24.337114 25.553970 26.831668 28.173251A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

20.722981 29.159315OFFT 20.722981 21.759130 22.847086 23.989440 25.188912 26.448358 27.770776 29.159315A

19.938978 28.173251OFTB 19.938978 20.437452 20.948388 21.472098 22.008900 22.559122 23.123100 23.701177 24.293706 24.901049 25.523575 26.161664 26.815706 27.486099 28.173251B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

20.636840 29.159315OFTB 20.636840 21.152761 21.681580 22.223620 22.779210 23.348690 23.932407 24.530717 25.143985 25.772585 26.416900 27.077323 27.754256 28.448112 29.159315B 311 Customer Svc Specialist | 016873 | L39A

22.635759 31.850785OFFT 22.635759 23.767547 24.955924 26.203720 27.513906 28.889601 30.334081 31.850785A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.428010 32.965562OFFT 23.428010 24.599410 25.829380 27.120849 28.476891 29.900736 31.395773 32.965562A

22.541665 31.850785OFTB 22.541665 23.105207 23.682837 24.274908 24.881781 25.503826 26.141422 26.794958 27.464832 28.151453 28.855239 29.576620 30.316036 31.073937 31.850785B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.330625 32.965562OFTB 23.330625 23.913891 24.511738 25.124531 25.752644 26.396460 27.056372 27.732781 28.426101 29.136754 29.865173 30.611802 31.377097 32.161524 32.965562B 311 Customer Svc Supervisor | 015108 | L39C

25.798797 36.301500SUPV 25.798797 27.088737 28.443174 29.865333 31.358600 32.926530 34.572857 36.301500A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

26.701757 37.572053SUPV 26.701757 28.036845 29.438687 30.910621 32.456152 34.078960 35.782908 37.572053A

25.691559 36.301500SUPB 25.691559 26.333848 26.992194 27.666999 28.358674 29.067641 29.794332 30.539190 31.302670 32.085237 32.887368 33.709552 34.552291 35.416098 36.301500B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

26.590762 37.572053SUPB 26.590762 27.255531 27.936919 28.635342 29.351226 30.085007 30.837132 31.608060 32.398262 33.208219 34.038424 34.889385 35.761620 36.655661 37.572053B 311 Manager | 001914 | MGMT

45.205057 59.312952MGTE 45.205057 46.335185 47.493563 48.680903 49.897925 51.145373 52.424006 53.734606 55.077974 56.454922 57.866295 59.312952A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

46.787233 61.388905MGTE 46.787233 47.956914 49.155837 50.384733 51.644351 52.935460 54.258847 55.615318 57.005701 58.430844 59.891615 61.388905A Account Clerk I | 016001 | L39A

16.605062 23.364991OFFT 16.605062 17.435315 18.307081 19.222435 20.183557 21.192735 22.252372 23.364991A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

17.186240 24.182766OFFT 17.186240 18.045552 18.947830 19.895222 20.889983 21.934482 23.031206 24.182766A

16.536041 23.364991OFTB 16.536041 16.949442 17.373178 17.807507 18.252695 18.709012 19.176737 19.656155 20.147559 20.651248 21.167529 21.696717 22.239135 22.795113 23.364991B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

17.114800 24.182766OFTB 17.114800 17.542670 17.981237 18.430768 18.891537 19.363825 19.847921 20.344119 20.852722 21.374040 21.908391 22.456101 23.017504 23.592942 24.182766B Account Clerk II | 016002 | L39A

19.150851 26.947172OFFT 19.150851 20.108394 21.113814 22.169505 23.277980 24.441879 25.663973 26.947172A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

19.821132 27.890323OFFT 19.821132 20.812189 21.852798 22.945438 24.092710 25.297345 26.562212 27.890323A

19.071247 26.947172OFTB 19.071247 19.548028 20.036729 20.537647 21.051088 21.577365 22.116799 22.669719 23.236462 23.817374 24.412808 25.023128 25.648706 26.289924 26.947172B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

19.738741 27.890323OFTB 19.738741 20.232210 20.738015 21.256465 21.787877 22.332574 22.890888 23.463160 24.049739 24.650982 25.267257 25.898938 26.546411 27.210071 27.890323B

2:23:24 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing -
Step 15Step 14Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Redline Report
3/12/2022Effective Date:

Accountant Auditor | 010821 | CONF

34.317212 45.027156CONF 34.317213 35.175141 36.054521 36.955883 37.879780 38.826775 39.797444 40.792379 41.812189 42.857496 43.928932 45.027156A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

35.518314 46.603106CONF 35.518314 36.406272 37.316429 38.249340 39.205573 40.185712 41.190355 42.220114 43.275617 44.357507 45.466445 46.603106A Accountant Auditor | 014010 | MSUP

34.317212 45.027156MSUP 34.317213 35.175141 36.054521 36.955883 37.879780 38.826775 39.797444 40.792379 41.812189 42.857496 43.928932 45.027156A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

35.518314 46.603106MSUP 35.518314 36.406272 37.316429 38.249340 39.205573 40.185712 41.190355 42.220114 43.275617 44.357507 45.466445 46.603106A Accounting Technician | 016003 | L39A

20.337808 28.617338OFFT 20.337808 21.354698 22.422433 23.543555 24.720733 25.956770 27.254608 28.617338A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

21.049630 29.618945OFFT 21.049630 22.102112 23.207218 24.367579 25.585958 26.865256 28.208519 29.618945A

20.253268 28.617338OFTB 20.253268 20.759600 21.278590 21.810555 22.355819 22.914714 23.487582 24.074772 24.676641 25.293557 25.925896 26.574043 27.238394 27.919354 28.617338B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

20.962133 29.618945OFTB 20.962133 21.486186 22.023341 22.573925 23.138273 23.716730 24.309648 24.917389 25.540324 26.178832 26.833303 27.504136 28.191739 28.896532 29.618945B Administrative Analyst | 010700 | CONF

34.897230 45.788189CONF 34.897230 35.769660 36.663902 37.580499 38.520012 39.483011 40.470087 41.481838 42.518886 43.581857 44.671402 45.788189A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

36.118633 47.390776CONF 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776A Administrative Analyst | 014000 | MSUP

34.897230 45.788189MSUP 34.897230 35.769660 36.663902 37.580499 38.520012 39.483011 40.470087 41.481838 42.518886 43.581857 44.671402 45.788189A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

36.118633 47.390776MSUP 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776A Administrative Assistant | 010701 | CONF

26.828620 35.201473CONF 26.828620 27.499335 28.186818 28.891488 29.613776 30.354120 31.112974 31.890797 32.688067 33.505269 34.342903 35.201473A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

27.767621 36.433525CONF 27.767621 28.461812 29.173357 29.902691 30.650258 31.416514 32.201927 33.006975 33.832149 34.677953 35.544902 36.433525A Administrative Asst (Conf/Ex) | 010800 | CONF

26.828620 35.201473CONF 26.828620 27.499335 28.186818 28.891488 29.613776 30.354120 31.112974 31.890797 32.688067 33.505269 34.342903 35.201473A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

27.767621 36.433525CONF 27.767621 28.461812 29.173357 29.902691 30.650258 31.416514 32.201927 33.006975 33.832149 34.677953 35.544902 36.433525A Administrative Officer | 001702 | MGMT

41.852752 54.914437MGTE 41.852752 42.899070 43.971548 45.070836 46.197608 47.352548 48.536361 49.749770 50.993516 52.268352 53.575062 54.914437A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

43.317598 56.836442MGTE 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442A

2:23:24 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing -
Step 15Step 14Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Redline Report
3/12/2022Effective Date:

Administrative Tech (Conf/Ex) | 010807 | CONF

26.741996 35.087818CONF 26.741996 27.410546 28.095811 28.798207 29.518161 30.256115 31.012518 31.787831 32.582527 33.397089 34.232019 35.087818A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

27.677968 36.315892CONF 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892A Administrative Technician | 010702 | CONF

26.741996 35.087818CONF 26.741996 27.410546 28.095811 28.798207 29.518161 30.256115 31.012518 31.787831 32.582527 33.397089 34.232019 35.087818A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

27.677968 36.315892CONF 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892A Animal Care Services Manager | 001845 | MGMT

60.717934 79.667190MGTE 60.717934 62.235882 63.791779 65.386573 67.021237 68.696769 70.414188 72.174543 73.978906 75.828378 77.724088 79.667190A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

62.843061 82.455542MGTE 62.843061 64.414138 66.024491 67.675103 69.366981 71.101156 72.878685 74.700652 76.568168 78.482372 80.444431 82.455542A Animal Care Technician | 003647 | L39A

18.966093 26.687198OPMT 18.966093 19.914398 20.910118 21.955624 23.053405 24.206075 25.416379 26.687198A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

19.629906 27.621250OPMT 19.629906 20.611401 21.641971 22.724070 23.860274 25.053288 26.305952 27.621250A

18.887256 26.687198OPMB 18.887256 19.359437 19.843423 20.339509 20.847997 21.369197 21.903427 22.451013 23.012288 23.587595 24.177285 24.781717 25.401260 26.036291 26.687198B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

19.548309 27.621250OPMB 19.548309 20.037017 20.537942 21.051391 21.577676 22.117118 22.670046 23.236797 23.817717 24.413160 25.023489 25.649076 26.290303 26.947561 27.621250B Animal Control Officer I | 003600 | L39A

21.984552 30.934472OPMT 21.984552 23.083780 24.237969 25.449867 26.722360 28.058478 29.461402 30.934472A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

22.754010 32.017179OPMT 22.754010 23.891711 25.086297 26.340612 27.657643 29.040525 30.492551 32.017179A

21.893168 30.934472OPMB 21.893168 22.440497 23.001509 23.576547 24.165961 24.770110 25.389363 26.024097 26.674699 27.341566 28.025105 28.725733 29.443876 30.179973 30.934472B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

22.659428 32.017179OPMB 22.659428 23.225914 23.806562 24.401726 25.011769 25.637063 26.277990 26.934940 27.608313 28.298521 29.005984 29.731134 30.474412 31.236272 32.017179B Animal Control Officer II | 003601 | L39A

23.083780 32.481196OPMT 23.083780 24.237969 25.449867 26.722360 28.058478 29.461402 30.934472 32.481196A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.891711 33.618038OPMT 23.891711 25.086297 26.340612 27.657643 29.040525 30.492551 32.017179 33.618038A

22.987826 32.481196OPMB 22.987826 23.562522 24.151585 24.755375 25.374259 26.008615 26.658830 27.325301 28.008434 28.708645 29.426361 30.162020 30.916070 31.688972 32.481196B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.792402 33.618038OPMB 23.792402 24.387212 24.996892 25.621814 26.262359 26.918918 27.591891 28.281688 28.988730 29.713448 30.456284 31.217691 31.998133 32.798086 33.618038B Animal Services Coordinator | 010820 | CONF

26.741996 35.087818CONF 26.741996 27.410546 28.095811 28.798207 29.518161 30.256115 31.012518 31.787831 32.582527 33.397089 34.232019 35.087818A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

27.677968 36.315892CONF 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892A

2:23:24 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing -
Step 15Step 14Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Redline Report
3/12/2022Effective Date:

Applications Developer | 010703 | CONF

35.886017 47.085565CONF 35.886017 36.783168 37.702746 38.645315 39.611448 40.601733 41.616777 42.657197 43.723627 44.816718 45.937136 47.085565A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

37.142028 48.733560CONF 37.142028 38.070579 39.022343 39.997902 40.997850 42.022796 43.073366 44.150200 45.253955 46.385304 47.544937 48.733560A Aquatic Specialist | 009142 | TEMP

18.979498 22.575951TEMPA---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

19.643780 23.366109TEMPA
Aquatics Recreation Coord | 016980 | L39A

22.543822 31.721422OFFT 22.543822 23.671013 24.854564 26.097292 27.402157 28.772265 30.210878 31.721422A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.332855 32.831672OFFT 23.332855 24.499498 25.724473 27.010697 28.361232 29.779294 31.268259 32.831672A

22.450114 31.721422OFTB 22.450114 23.011367 23.586651 24.176317 24.780725 25.400243 26.035249 26.686130 27.353283 28.037115 28.738043 29.456494 30.192906 30.947729 31.721422B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

23.235868 32.831672OFTB 23.235868 23.816765 24.412184 25.022489 25.648051 26.289252 26.946483 27.620145 28.310649 29.018415 29.743875 30.487472 31.249659 32.030900 32.831672B Aquatics Recreation Supervisor | 015110 | L39C

29.361544 41.314641SUPV 29.361544 30.829621 32.371102 33.989657 35.689140 37.473597 39.347277 41.314641A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

30.389197 42.760653SUPV 30.389197 31.908657 33.504090 35.179294 36.938259 38.785172 40.724431 42.760653A

29.239496 41.314641SUPB 29.239496 29.970483 30.719745 31.487739 32.274932 33.081805 33.908850 34.756571 35.625485 36.516122 37.429025 38.364751 39.323870 40.306967 41.314641B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

30.262878 42.760653SUPB 30.262878 31.019450 31.794936 32.589809 33.404554 34.239668 35.095660 35.973051 36.872377 37.794186 38.739041 39.707517 40.700205 41.717710 42.760653B Arborist/Urban Forester | 017001 | L39A

29.445558 41.432857PROF 29.445558 30.917836 32.463728 34.086914 35.791260 37.580823 39.459864 41.432857A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

30.476151 42.883007PROF 30.476151 31.999959 33.599957 35.279955 37.043953 38.896151 40.840959 42.883007A

29.323159 41.432857PRFB 29.323159 30.056238 30.807644 31.577835 32.367281 33.176463 34.005875 34.856022 35.727423 36.620609 37.536124 38.474527 39.436390 40.422300 41.432857B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

30.349470 42.883007PRFB 30.349470 31.108207 31.885912 32.683060 33.500137 34.337640 35.196081 36.075983 36.977883 37.902330 38.849888 39.821135 40.816663 41.837080 42.883007B Architectural Technician I | 016214 | L39A

23.548892 33.135656OFFT 23.548892 24.726337 25.962654 27.260787 28.623826 30.055017 31.557768 33.135656A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

24.373104 34.295404OFFT 24.373104 25.591759 26.871347 28.214914 29.625660 31.106943 32.662290 34.295404A

23.451006 33.135656OFTB 23.451006 24.037281 24.638213 25.254168 25.885522 26.532660 27.195976 27.875875 28.572772 29.287091 30.019268 30.769750 31.538994 32.327469 33.135656B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

24.271789 34.295404OFTB 24.271789 24.878584 25.500549 26.138063 26.791515 27.461303 28.147836 28.851532 29.572820 30.312140 31.069944 31.846693 32.642860 33.458931 34.295404B

2:23:24 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing -
Step 15Step 14Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Step 13 Redline Report
3/12/2022Effective Date:

Architectural Technician II | 016215 | L39A

24.726321 34.792416OFFT 24.726321 25.962637 27.260769 28.623807 30.054997 31.557747 33.135634 34.792416A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

25.591743 36.010151OFFT 25.591743 26.871330 28.214896 29.625641 31.106923 32.662269 34.295382 36.010151A

24.623540 34.792416OFTB 24.623540 25.239128 25.870106 26.516859 27.179780 27.859274 28.555756 29.269650 30.001391 30.751426 31.520212 32.308217 33.115922 33.943820 34.792416B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

25.485364 36.010151OFTB 25.485364 26.122498 26.775560 27.444949 28.131073 28.834350 29.555209 30.294089 31.051441 31.827727 32.623420 33.439005 34.274980 35.131855 36.010151B Architectural Technician III | 016216 | L39A

27.199022 38.271756OFFT 27.199022 28.558973 29.986922 31.486268 33.060581 34.713610 36.449291 38.271756A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

28.150989 39.611267OFFT 28.150989 29.558538 31.036465 32.588288 34.217702 35.928587 37.725016 39.611267A

27.085964 38.271756OFTB 27.085964 27.763113 28.457191 29.168621 29.897837 30.645283 31.411415 32.196700 33.001617 33.826657 34.672323 35.539131 36.427609 37.338299 38.271756B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

28.033971 39.611267OFTB 28.033971 28.734820 29.453191 30.189521 30.944259 31.717865 32.510812 33.323582 34.156672 35.010589 35.885854 36.783000 37.702575 38.645139 39.611267B Archivist | 017018 | L39A

25.888273 36.427400PROF 25.888273 27.182687 28.541821 29.968912 31.467358 33.040726 34.692762 36.427400A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

26.794363 37.702359PROF 26.794363 28.134081 29.540785 31.017824 32.568715 34.197151 35.907009 37.702359A

25.780660 36.427400PRFB 25.780660 26.425177 27.085806 27.762951 28.457025 29.168451 29.897662 30.645104 31.411232 32.196513 33.001426 33.826462 34.672124 35.538927 36.427400B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

26.682984 37.702359PRFB 26.682984 27.350059 28.033810 28.734655 29.453021 30.189347 30.944081 31.717683 32.510625 33.323391 34.156476 35.010388 35.885648 36.782789 37.702359B Art Museum Registrar | 017010 | L39A

23.596189 33.202208PROF 23.596189 24.775998 26.014798 27.315538 28.681315 30.115381 31.621150 33.202208A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

24.422055 34.364285PROF 24.422055 25.643158 26.925316 28.271582 29.685161 31.169419 32.727890 34.364285A

23.498105 33.202208PRFB 23.498105 24.085558 24.687697 25.304889 25.937511 26.585949 27.250598 27.931863 28.630160 29.345914 30.079562 30.831551 31.602340 32.392398 33.202208B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

24.320540 34.364285PRFB 24.320540 24.928553 25.551767 26.190561 26.845325 27.516458 28.204369 28.909478 29.632215 30.373020 31.132346 31.910655 32.708421 33.526132 34.364285B Arts Administrator | 001703 | MGMT

38.386953 50.367008MGTE 38.386953 39.346626 40.330292 41.338549 42.372012 43.431312 44.517096 45.630024 46.770774 47.940042 49.138544 50.367008A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

39.730495 52.129853MGTE 39.730495 40.723757 41.741851 42.785397 43.855032 44.951408 46.075193 47.227073 48.407750 49.617944 50.858393 52.129853A Arts Program Assistant | 016108 | L39A

20.699218 29.125879OFFT 20.699218 21.734179 22.820888 23.961932 25.160029 26.418030 27.738932 29.125879A---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

21.423690 30.145285OFFT 21.423690 22.494875 23.619619 24.800600 26.040630 27.342662 28.709795 30.145285A

20.613177 29.125879OFTB 20.613177 21.128506 21.656719 22.198137 22.753090 23.321917 23.904965 24.502589 25.115154 25.743033 26.386609 27.046274 27.722431 28.415492 29.125879B---------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

21.334637 30.145285OFTB 21.334637 21.868003 22.414703 22.975071 23.549448 24.138184 24.741639 25.360180 25.994184 26.644039 27.310140 27.992894 28.692716 29.410034 30.145285B