Sacramento City Council
March 1, 2022

41 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 Operator 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 shall 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 their tools on an inventory form and notifies the City when they remove their 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 deductible. Losses under this Section shall be reimbursed by replacement value of the tools, with a maximum 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.

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.

42 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 (Combination 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
(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

43 (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
(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.

44 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 more 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 maximum 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 five pe rcent (5%) of their 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 ma intain the license or certificate, the employee shall be responsible for obtaining the CEUs. Where feasible, the City will provide the needed CEUs on-duty.

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.

45 13.9 EDUCATIONAL INCENTIVE
a. E mployees with a bachelor’s degree (BA or BS) from an accredited college or university shall receive an educational incentive in the amount of five percent (5.0%) of their base rate of pay.
b. E mployee with an associate’s degree (AA or AS) from an accredited college or university shall receive an educational incentive in the amount of three percent (3.0%) of 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. E mployees in the classification of Park Supervisor who are regularly assigned playground 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 Youth, 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, and Survey Party Chief shall receive a monthly technology allowance of fifty dollars ($50.00).
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 that 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.

46 13.12 BILINGUAL PAY
a. The City may auth orize 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 of 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) CERTIFICATION PAY a. 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 Senior Supervising Building Inspector who obtain a (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.

13.14 INSTRUMENTATION SUPERVISOR INCENTIVE PAY
Career employees in the classification of Instrumentation Supervisor who obtain/maintain the California Water Environment Association (CWEA) certification of Electrical/Instrumentation Technologist shall receive incentive pay as follows:

Grade 2 - $25.00 per month
Grade 3 - $50.00 per month

47 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 Aviation 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 for general mileage reimbursement; or
(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.

48 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 transportation 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 eligible 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 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 shall have their salary reduced by 2.5% until such time as they obtain 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

49 required license, such employee shall be transferred back to their previous assignment and shall have their salary restored to the same step in the salary range that they 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" license, shall not have their 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 14 th 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 followed when an employee is to be displaced/laid off from their 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, 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 their 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 employee 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:

50 (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 shall 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 positions) 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 servic e 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 completes a probationary period, if any, in the position to which they were reemployed may count the seniority which they accumulated prior to resignation.
(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.

51 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 their 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 & Community Enrichment ; 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. (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.

52 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, ex cept 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 Integrated 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 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 provi ded 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.
(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, they 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, they 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 their regression ladder, provided that the employee meets the qualifications of the lower classification. If there

53 are any provisional employees in such lower classification, the provisional employee with the least City service seniority 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 t here 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, they shall be laid off.
(4) A career employee in a classification contained in classification group 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 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 34, or classification group 35. 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 downgrade, said employees shall forfeit all recall 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 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.
(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.

54 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 downgraded, 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.
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, employees 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 . H owever, 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

55 for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation 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 held 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 downgrade shall be the employee's last day of work in the classification from which they 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 h eld, 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 their 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 probationary period they shall return to the next highest classification in the applicable regression ladder in which a

56 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 they left to take the probationary appointment. Said employee shall then continue to possess recall rights to any higher classification in their regression ladder which is lower than the classification in 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, a nd 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, they 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 they are recalled. Any additional 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 they 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 hours it shall hav e no effect on said career employee's normal recall rights.

15.7 GENERAL
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

57 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 discu ssions 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).
(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 purc hase 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.

58 (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 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 res ponsibilities 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.

16.4 SENIOR ANIMAL CARE TECHNICIAN AND SENIOR ANIMAL 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 uniforms 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.

59 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. 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: Safariland #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 unserviceable items, to wear the foll owing 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
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 Integrated Waste Supervisor the choice of collared shirts or t -shirts and pants or jeans, or any combination thereof.

60 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 their supervisor before purchasing safety shoes, and must submit the receipt to the supervisor to verify 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 prescription 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. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. 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.

61 ARTICLE 18 – CLASSIFICATION AND PAY

18.1 NEW OR REVISED JOB CLASSIFICATIONS
a. It is recognized that the establishment 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 revised 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 this 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 Section for the purpose of reaching mutual agreement on the procedural changes which may need to be made under this Section.

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 Manager of Labor Relations . The 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.

62 b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, including 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.) 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 any time concerning the issues. All costs of the mediation shall be borne by the requesting party.

19.5 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. 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

63 the transcription. If both parties elect to order a transcript, the parties will equally bear the cost of the original transcript and any necessary copies. 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.
c. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.
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.

19.6 DECISION
The Administrative Law Judge 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 limited to the grounds specified in Section 1286.2 of the California Code of Civil Procedure.

19.7 WITHDRAWAL OF APPEAL
The employee may withdraw an appeal of discipline at any time prior to a decision by an 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 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.

19.8 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 subsequent 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

64 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 m ay 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
a. Whenever a vacancy occurs in a particular job assignment, and the manager elects to permanently fill said vacancy, 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) provided 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 immediate supervisory/subordinate relationshi p and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.

65 d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discret ion 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
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.

66 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. 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 Medical 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.

67 d. This provision is not intended to authorize any overtime compensation.

20.13 TIME OFF FOR EXAMINATIONS
If a request 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.
(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 twe nty (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 their shift, they 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.

68 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 their 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. 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, compensating 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

69 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 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.
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
• 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 the 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.

70 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 evaluated 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 accordance 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 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 utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.

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

71 DATED: March 1, 2022

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. 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. Senior Maintenance Worker
Maintenance Worker
Security Guard

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

5. Supervising Construction Inspector
Construction Inspector III/II/I

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

7. Assistant Box Office Supervisor
Ticket Seller
Cashier

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

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

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

11. Supervising Property Assistant
Senior Evidence and Property Technician
Evidence and Property Technician

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

13. Integrated Waste Supervisor
Senior Integrated Waste Equipment Operator
Integrated Waste Equipment Operator

14. Program Supervisor
Program Coordinator
Program Developer
Program Leader

15. Program Supervisor (Older Adults)
Program Coordinator (Older Adults)
Program Developer (Older Adults)

16. P arks 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)

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

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

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

20. Senior Parking Lot Supervisor
Parking Lot Supervisor
Senior Parking Lot Attendant
Parking Lot Attendant

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

22. Instrumentation Supervisor
Instrument Technician II/I/Trainee

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

24. Supervising Plant Operator
*Senior Plant Operator
*Plant Operator
*Junior Plant Operator

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

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

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

28. Meter Reading Supervisor
Utility Services Inspector
Meter Reader

29. Water Conservation Supervisor
Water Conservation Specialist
Water Conservation Representative

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

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)

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)

33. Survey Party Chief
Survey Technician II/I
Engineering Aide II/I

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)

35. Bump to previously held classification’s regression ladder

Curator of Education
Enforcement and Collections Supervisor
Financial Services Supervisor
Museum Security Supervisor
Parking Facilities Maintenance Supervisor

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
*** 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):

And

Labor Agreement
Covering All Employees in the
Exempt Management,
Exempt Management Support,
and Confidential/Administrative Units

2021-2023

TABLE OF CONTENTS
Section Page
PREAMBLE ........................................................................................................................ 3 ARTICLE 1 – RECOGNITION ............................................................................................. 4

1.1 RECOGNITION ................................................................................................................................. 4

1.2 EMPLOYEES COVERED BY THIS AGREEMENT .......................................................................... 4

1.3 DEFINITIONS .................................................................................................................................... 4 ARTICLE 2 – SOLE AGREEMENT ..................................................................................... 6

2.1 SOLE AGREEMENT ......................................................................................................................... 6 ARTICLE 3 – CITY RIGHTS ............................................................................................... 6

3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY ........................................................................ 6

3.2 FILLING VACANT POSITIONS ........................................................................................................ 6 ARTICLE 4 – ASSOCIATION RIGHTS ............................................................................... 7

4.1 PAYROLL DEDUCTIONS ................................................................................................................. 7

4.2 RELEASE TIME ................................................................................................................................ 8

4.3 BULLETIN BOARDS ......................................................................................................................... 9

4.4 LIST OF EMPLOYEES...................................................................................................................... 9

4.5 USE OF CITY EMAIL ........................................................................................................................ 9

4.6 NEW EMPLOYEE ORIENTATION ................................................................................................. 10 ARTICLE 5 – GRIEVANCE PROCEDURE ....................................................................... 10

5.1 PURPOSE ....................................................................................................................................... 10

5.2 PROCEDURE ................................................................................................................................. 10

5.3 DEFINITIONS .................................................................................................................................. 10

5.4 STEP ONE ...................................................................................................................................... 11

5.5 STEP TWO ...................................................................................................................................... 11

5.6 ARBITRATION ................................................................................................................................ 11

5.7 WITNESSES ................................................................................................................................... 12 ARTICLE 6 – SALARY ADJUSTMENTS .......................................................................... 12

6.1 SALARIES ....................................................................................................................................... 12

6.2 EQUITY ADJUSTMENTS ............................................................................................................... 12 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 13

7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 13

7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ........................ 13

7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ........................... 13

7.4 LONGEVITY PAY ............................................................................................................................ 14

7.5 OUT-OF-CLASSIFICATION PAY ................................................................................................... 14

7.6 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES .......................................... 14

7.7 SALARY STEP ADVANCEMENT ................................................................................................... 14

7.8 PROBATIONARY PERIOD ............................................................................................................. 15

7.9 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 15

7.10 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 16

7.11 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................. 16

ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 16

8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ......... 16

8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .................................................................... 17

8.3 AMOUNT OF CONTRIBUTION ...................................................................................................... 17

8.4 COVERED DEPENDENTS ............................................................................................................. 18

8.5 CASH-BACK LIMITS ....................................................................................................................... 19

8.6 LIFE INSURANCE ........................................................................................................................... 19

8.7 LONG-TERM DISABILITY .............................................................................................................. 19

8.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 19

8.9 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 20

8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) ........................................................................ 20

8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 21 ARTICLE 9 – RETIREMENT ............................................................................................. 23

9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ........................... 23

9.2 DEFERRED COMPENSATION PLAN ............................................................................................ 24

9.3 SECTION 401(a) MONEY PURCHASE PLAN ............................................................................... 24 ARTICLE 10 – HOURS OF WORK ................................................................................... 25

10.1 HOURS OF EMPLOYMENT ........................................................................................................... 25

10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 25

10.3 TELECOMMUTING PROGRAM ..................................................................................................... 25

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 25

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .................................................................. 26

10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................. 26

10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ....................................... 26

10.8 POLICE LIEUTENANT COVERAGE .............................................................................................. 26

10.9 SUPPLEMENTAL POLICE EMPLOYMENT ................................................................................... 26

10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)........................................................................................................ 27 ARTICLE 11 – OVERTIME COMPENSATION ................................................................. 28

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES .......................................... 28

11.2 OVERTIME FOR NON-CAREER EMPLOYEES ............................................................................ 28

11.3 STANDBY ASSIGNMENTS ............................................................................................................ 28 ARTICLE 12 – LEAVES .................................................................................................... 29

12.1 HOLIDAYS ...................................................................................................................................... 29

12.2 VACATION ...................................................................................................................................... 31

12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................. 32

12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ................................................................................... 33

12.5 SICK LEAVE ................................................................................................................................... 34

12.6 INJURY-ON-DUTY .......................................................................................................................... 36

12.7 COURT LEAVE ............................................................................................................................... 37

12.8 CITY-PAID PARENTAL LEAVE ...................................................................................................... 37

12.9 CATASTROPHIC LEAVE PLAN ..................................................................................................... 38

12.10 PERSONAL LEAVE ........................................................................................................................ 38

12.11 MEDICAL LEAVE ............................................................................................................................ 38

12.12 CITY-PAID BEREAVEMENT LEAVE .............................................................................................. 38

12.13 PAID CITY LEAVE (PCL) ................................................................................................................ 39 ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 40

13.1 POLICE AND FIRE UNIFORM ALLOWANCE ................................................................................ 40

13.2 TUITION REIMBURSEMENT ......................................................................................................... 40

13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................. 40

13.4 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 41

13.5 CONTINUING EDUCATION ........................................................................................................... 41

13.6 BILINGUAL PAY ............................................................................................................................. 41

13.7 TECHNOLOGY ALLOWANCE ....................................................................................................... 41

13.8 NOTARY PAY ................................................................................................................................. 42 ARTICLE 14 – TRANSPORTATION ................................................................................. 42

14.1 TRANSPORTATION AND PARKING ............................................................................................. 42 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 44

15.1 PURPOSE ....................................................................................................................................... 44

15.2 PROCEDURE ................................................................................................................................. 44

15.3 NOTICE OF LAYOFF ...................................................................................................................... 45

15.4 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 46

15.5 EMPLOYEE ON IOD STATUS ....................................................................................................... 46

15.6 FRINGE BENEFITS ........................................................................................................................ 46

15.7 RECALL .......................................................................................................................................... 46

15.8 GENERAL ....................................................................................................................................... 47 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 47

16.1 PROCEDURE ................................................................................................................................. 47

16.2 NOTICE OF LAYOFF ...................................................................................................................... 47

16.3 EMPLOYEE ON IOD STATUS ....................................................................................................... 47

16.4 GENERAL ....................................................................................................................................... 48 ARTICLE 17 – DISCIPLINE .............................................................................................. 48

17.1 DISCIPLINE .................................................................................................................................... 48

17.2 LETTER OF REPRIMAND .............................................................................................................. 48

17.3 DOCUMENTED COUNSELING RETENTION ................................................................................ 49

17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ......................................... 49

17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .................................................................... 49

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................ 49

17.7 WITHDRAWAL OF APPEAL ........................................................................................................... 49 ARTICLE 18 – MISCELLANEOUS ................................................................................... 50

18.1 CIVIL SERVICE RULES ................................................................................................................. 50

18.2 SAVINGS CLAUSE ......................................................................................................................... 50

18.3 NEW OR REVISED JOB CLASSIFICATIONS ............................................................................... 50

18.4 STAFF AIDE POSITIONS ............................................................................................................... 51

18.5 OFF-DUTY EMPLOYMENT ............................................................................................................ 51

18.6 TIME OFF FOR EXAMINATIONS ................................................................................................... 52

18.7 PAYROLL ERRORS ....................................................................................................................... 52

18.8 RETIREE COURT APPEARANCE FEES ....................................................................................... 53

18.9 DEFERRED COMPENSATION PLAN ............................................................................................ 53

18.10 TERM .............................................................................................................................................. 53

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/A dministrative (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 employees 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.

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 plus any time spent in a higher job classification, but 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 Rules , classification seniority shall include all time in the prior classificati on. For a part-time employee, classification seniority shall be prorated.
f. Hire Date Seniority: Hire date seniority shall be defined as the employee’s first date of hire to any position with the City.
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.

h. Termination of Seniority: Termination of classification 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 enforcement 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 departments in all aspects, including, but not limited to, all rights and authority exerci sed 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 determine when and if a vacant position will be filled.

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 authorization form shall be agreed upon between the City and the Association.
(2) If for any reason an employee does not have sufficient funds due them to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions 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.
(3) The authorization form for deductions shall be completed and submitted by the Association to the Payroll Division, Department of Finance.
(4) Such deductions shall be made only upon submission to the Payroll Division, Department of Finance , of the sai d authorization form duly completed and executed by the Association.
(5) When changes in rates affect large 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.

(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.
(7) Dues deductions shall occur over twenty-four (24) paychecks per year, which shall be the first two (2) paychecks each month.
(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.
(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. (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.
(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.
(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. SCXEA-represented employees shall utilize the Association release time donation forms and/or associated procedures to authorize donation of their leave balances for such purposes.
b. Eligible SCXEA 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.
d. Within thirty (30) calendar d ays 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 f orty- 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 boa rds 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.
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 reso lve 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 el sewhere. The 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 b e 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 Asso ciation involving the interpretation, application, or enforcement of the express terms of this Agreement. 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 proced ure, 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 they have cause for grievance may contact the Association and their 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 their representative. b. The written appeal shall include a statement in dicating 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 fourteen (14) calendar days from the time they received 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 fourteen (14) calendar days. The second step meeting will be held within fourteen (14) calendar days of the second step appeal. The Association repr esentative 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 fourteen (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 may appeal the dispute to arbitration. The request for arbitration must be given in writing to the City representative within thirty (30) calendar days from the date of the second step response. 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 qual ified arbitrators. The parties shall 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, delete 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 rep orter 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%).

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 request 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.
c. During the term of this agreement, either party may request to meet 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), mutual agreement will be required for salary equity adjustments.

ARTICLE 7 – SALARY ADMINISTRATION

7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee who is recalled after layoff shall return at the same salary step occupied prior to the layoff. 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.

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 after twenty (20) years of City service shall be one hundred dollars ($100), a nd 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.

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 adjusted 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 (2.5%) percent between steps. c. Except as otherwise provided in this Section, e mployees shall be e ligible 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 Authority 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 any time during the probationary period with no appeal rights. Employees shall receive one performance 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 retroactively 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 employee shall receive an increase at l east 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 means that the employee shall maint ain 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, they 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 based 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 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) paychecks (Eligible Paycheck) in each month.
b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision 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 Section 8.1(b) above, eligible employees shall continue to receive a City contribution for each Eligible Paychec k during an approved federal or state protected leave of absence, 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.

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) emp loyees. 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) paychecks 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 pay check. 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 ded uction from the employee’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 contr ibution, any excess 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.

(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 employee plus one (1) dependent, the City contribution 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 the 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;

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 sha ll 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 ba lances.

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 available 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 ded ucted 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 ha s 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.

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.

(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 employment shall not be eligibl e 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 time that the retiree has waived a City - sponsored medical plan. Medicare retirees may only enroll eligible dependents on their City -sponsored Medicare medica l 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.

e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shal l 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 Section 8.11 after September 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 classifications 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 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 sa fety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The parties have amended the PERS 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:

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
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.

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 Employees in the classifications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney who are required by their supervisor to remain on call for response to an officer involved shooting or in custody death, 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 schedule.

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 Department 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 perfo rmed, unless assigned to the duties of a sergeant, at which time they would be paid the sergeant rate for work performed.

c. When working a supplemental assignment, lieutenants and captains shall be assigned by the Supplemental Employment Unit Sergeant and sh all work at the direction of the sergeant assigned to the event.
d. In the event that a police incident 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 MANAGEMENT (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 teleco mmuting 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/manager. The denial of an exempt employee’s request, or the rescission of approval once given, shall not be considered a grievance subject to procedures se t forth in Article 5.

ARTICLE 11 – OVERTIME COMPENSATION

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES
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 recognized 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 employees overtime will be paid in accordance with the Fair Labor Standards Act.

11.2 OVERTIME FOR NON-CAREER EMPLOYEES
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 (1.5) times their 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 their 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 re solution 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 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
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
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 on each of the first two (2) paychecks each month, as long as the employee is in paid status for forty (40) or more hours on 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 designee.

(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 prec eding 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 author ized by the City Manager under appropriate circumstances.
j. Holiday Earned Credit Accumulation
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.

12.2 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.
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 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 employee forfeit s 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.

12.3 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 assigned to classifications in Unit 01 and Unit 14 shall be credited with forty (40) hours of management leave time on July 1, 2022. This time will be posted the first pay period in July.

Employees appointed after July 1, 2022, but before December 31, 2022, 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 the 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.

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 remaining 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 forty (40) hours of management leave time by agreeing to forego accrual of the same number of hours in the cale ndar 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 mana gement leave time which shall be submitted to Payroll no later than November 30 of the calendar year before the Management Leave Time is accrued.
(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. (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 year to 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. e. There shall be no cash out of management leave time upon separation.

12.4 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 ba sed 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.

12.5 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave credits at the rate of eight four (4) hours on each of the first two (2) paychecks 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 their 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.
(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 leave on November 1 in an y 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 payment for the

number of sick leave hours designated in the designa ted 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 following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(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 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 estate 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 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 and receives payment for thirty -three and one - third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their 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 herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retire ment 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.

12.6 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 in come. 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.

12.7 COURT LEAVE
a. When an employee is absent from work to testify in response 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 the employee to elect to be on telephone alert for jury duty and remain on the job until such time as cal led 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 shal l 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 they 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, they 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 pro vide 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, the 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 remuneration received, less transportation and subsistence allowance.

12.8 CITY-PAID PARENTAL LEAVE
Pursuant to the City’s 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
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.

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

12.10 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.

12.11 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.

12.12 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 partner,

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 c ash 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 irrevocable election shall receive the paym ent 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 represented 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 t he 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 writing 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.
(2) Upon separation from City service, employees 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 regulation items of uniform that the Police Department requires to be worn as a condition of employment.
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 of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
c. The 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.
d. The Administrati ve Officer assigned to the Police Department Records 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.

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 an d abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the paying 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 maintain a license or certificate, which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is respo nsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.

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 langu age. 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 employee 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

14.1 TRANSPORTATION AND PARKING
a. Transportation Allowances
(1) 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 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 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) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $100.00 per month for the use of privately-owned vehicles on 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, 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 general

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, i n 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)
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 the 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 Confidential/ Administrative employees who work in the downtown area shall receive sixty dollars ( $60.00) per month downtown parking subsi dy.

Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Section 14.1(b), below, shall not be 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 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
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 their 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 t hat 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 status in another job classification, the

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 s tatus 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;
(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 permanent 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 downgr ade 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 t he 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.

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 classification seniority they occupied before the layoff . 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 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, they 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 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 layo ff. 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 Board 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 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 subsequent discipline but may be used to demonstrate that the empl oyee is aware of the issue and/or for impeachment purposes.

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 from 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 w ithin 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 authorize d 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 t he 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.

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 cha nges 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. If 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.

18.5 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 employment 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 allegianc e 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 exp ress 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 their department head. The lette r 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 provisions of this Section have not been followed. The department head will notify the employee, by letter, of actions taken to revoke previous authorization for off -duty employment.

18.6 TIME OFF FOR EXAMINATIONS
If a request if made by an employee, such employee s hall 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.

18.7 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.

18.8 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 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 be 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 limited 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 March 1, 2022 , to and including September 22, 2023.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

DATED: March 1, 2021

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

City of Sacramento
Salary Schedule/Classification Listing
EFFECTIVE: 3/12/2022
Human Resources Department
PRINT DATE: 1/27/2022

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
311 Customer Service Agent | 016872 | L39A

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

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

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

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

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

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

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

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

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

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

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 Accountant Auditor | 010821 | CONF

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

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

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

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 Admin. Of Government Relations | 021026 | MCSU

40.348846 60.523269MCSAA
Administrative Analyst | 010700 | CONF

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

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Administrative Analyst | 014000 | MSUP

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

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

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

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 Administrative Tech (Conf/Ex) | 010807 | CONF

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

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

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

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

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

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

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

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

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

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 Applications Developer | 010703 | CONF

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

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Aquatic Specialist | 009142 | TEMP

19.643780 23.366109TEMPA
Aquatics Recreation Coord | 016980 | L39A

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

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

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

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

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

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

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

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 Architectural Technician II | 016215 | L39A

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

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

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

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

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

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

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

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

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

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Arts Program Assistant | 016108 | L39A

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

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 Arts Program Coordinator | 016109 | L39A

29.265750 41.179848OFFT 29.265750 30.729037 32.265489 33.878763 35.572701 37.351336 39.218903 41.179848A

29.144098 41.179848OFTB 29.144098 29.872700 30.619518 31.385006 32.169631 32.973872 33.798219 34.643174 35.509253 36.396984 37.306909 38.239582 39.195572 40.175461 41.179848B Arts Program Specialist | 001859 | MGMT

36.118633 47.390776MGTE 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776A Assistant Architect | 011014 | WCOE

33.647574 47.345517WCOE 33.647574 35.329953 37.096451 38.951274 40.898838 42.943780 45.090969 47.345517A

33.507711 47.345517WCEB 33.507711 34.345404 35.204039 36.084140 36.986243 37.910899 38.858671 39.830138 40.825891 41.846538 42.892701 43.965019 45.064144 46.190748 47.345517B Assistant Box Office Supv | 015010 | L39C

23.242055 32.703905SUPV 23.242055 24.404158 25.624366 26.905584 28.250863 29.663406 31.146576 32.703905A

23.145443 32.703905SUPB 23.145443 23.724079 24.317181 24.925111 25.548239 26.186945 26.841619 27.512659 28.200475 28.905487 29.628124 30.368827 31.128048 31.906249 32.703905B Assistant Camp Caretaker | 009018 | TEMP

52.240000 63.200000DALY 52.240000 57.460000 63.200000D
Assistant Camp Chef | 009019 | TEMP

52.240000 63.200000DALY 52.240000 57.460000 63.200000D
Assistant Camp Sacramento Supv | 001922 | MGMT

35.020175 45.949505MGTE 35.020175 35.895679 36.793071 37.712898 38.655720 39.622113 40.612666 41.627983 42.668683 43.735400 44.828785 45.949505A Assistant City Attorney | 020001 | EXMG

71.766846 129.180323EXMGU
Assistant City Auditor | 020044 | EXMG

46.429486 69.644231EXMGU
Assistant City Clerk | 020002 | EXMG

43.572082 80.171327EXMGU

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Assistant City Manager | 020003 | EXMG

75.386341 135.695412EXMGU
Assistant Civil Engineer | 011011 | WCOE

33.647574 47.345517WCOE 33.647574 35.329953 37.096451 38.951274 40.898838 42.943780 45.090969 47.345517A

33.507711 47.345517WCEB 33.507711 34.345404 35.204039 36.084140 36.986243 37.910899 38.858671 39.830138 40.825891 41.846538 42.892701 43.965019 45.064144 46.190748 47.345517B Assistant Code Enforcmnt Ofcr | 003912 | L39A

20.257171 28.503875OPMT 20.257171 21.270030 22.333532 23.450209 24.622719 25.853855 27.146548 28.503875A

20.172967 28.503875OPMB 20.172967 20.677291 21.194223 21.724079 22.267181 22.823861 23.394458 23.979319 24.578802 25.193272 25.823104 26.468682 27.130399 27.808659 28.503875B Assistant Director | 001896 | MGMT

63.240735 82.977323MGTE 63.240735 64.821753 66.442297 68.103354 69.805938 71.551086 73.339863 75.173360 77.052694 78.979011 80.953486 82.977323A Assistant Electrical Engineer | 011019 | WCOE

33.647574 47.345517WCOE 33.647574 35.329953 37.096451 38.951274 40.898838 42.943780 45.090969 47.345517A

33.507711 47.345517WCEB 33.507711 34.345404 35.204039 36.084140 36.986243 37.910899 38.858671 39.830138 40.825891 41.846538 42.892701 43.965019 45.064144 46.190748 47.345517B Assistant Mechanical Engineer | 011021 | WCOE

33.647574 47.345517WCOE 33.647574 35.329953 37.096451 38.951274 40.898838 42.943780 45.090969 47.345517A

33.507711 47.345517WCEB 33.507711 34.345404 35.204039 36.084140 36.986243 37.910899 38.858671 39.830138 40.825891 41.846538 42.892701 43.965019 45.064144 46.190748 47.345517B Assistant Planner | 017002 | L39A

28.624671 40.277787PROF 28.624671 30.055905 31.558700 33.136635 34.793467 36.533140 38.359797 40.277787A

28.505686 40.277787PRFB 28.505686 29.218328 29.948786 30.697506 31.464944 32.251568 33.057857 33.884303 34.731411 35.599696 36.489688 37.401930 38.336978 39.295402 40.277787B Assistant Pool Manager | 009119 | TEMP

16.212630 18.801683TEMP 16.212631 16.617947 17.033396 17.459231 17.895712 18.343104 18.801682A Assistant to the City Manager | 020040 | EXMG

61.488668 92.233000EXMGU
Assistant WtrCrsConCtrlSpclst | 007903 | L447

30.270921 42.594227WATR 30.270921 31.784467 33.373690 35.042375 36.794494 38.634219 40.565930 42.594227A

30.145092 42.594227WTRB 30.145092 30.898719 31.671187 32.462967 33.274541 34.106405 34.959065 35.833042 36.728868 37.647090 38.588267 39.552974 40.541798 41.555343 42.594227B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Associate Architect | 011015 | WCOE

40.838961 57.464520WCOE 40.838961 42.880909 45.024954 47.276202 49.640012 52.122013 54.728114 57.464520A

40.669203 57.464520WCEB 40.669203 41.685933 42.728081 43.796283 44.891190 46.013470 47.163807 48.342902 49.551475 50.790262 52.060019 53.361519 54.695557 56.062946 57.464520B Associate Civil Engineer | 011012 | WCOE

40.838961 57.464520WCOE 40.838961 42.880909 45.024954 47.276202 49.640012 52.122013 54.728114 57.464520A

40.669203 57.464520WCEB 40.669203 41.685933 42.728081 43.796283 44.891190 46.013470 47.163807 48.342902 49.551475 50.790262 52.060019 53.361519 54.695557 56.062946 57.464520B Associate Curator of Art | 017023 | L39A

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

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 Associate Electrical Engineer | 011020 | WCOE

40.838961 57.464520WCOE 40.838961 42.880909 45.024954 47.276202 49.640012 52.122013 54.728114 57.464520A

40.669203 57.464520WCEB 40.669203 41.685933 42.728081 43.796283 44.891190 46.013470 47.163807 48.342902 49.551475 50.790262 52.060019 53.361519 54.695557 56.062946 57.464520B Associate Landscape Architect | 011016 | WCOE

39.605877 55.729448WCOE 39.605877 41.586171 43.665480 45.848754 48.141192 50.548252 53.075665 55.729448A

39.441246 55.729448WCEB 39.441246 40.427277 41.437959 42.473908 43.535756 44.624150 45.739754 46.883248 48.055329 49.256712 50.488130 51.750333 53.044091 54.370193 55.729448B Associate Mechanical Engineer | 011022 | WCOE

40.838961 57.464520WCOE 40.838961 42.880909 45.024954 47.276202 49.640012 52.122013 54.728114 57.464520A

40.669203 57.464520WCEB 40.669203 41.685933 42.728081 43.796283 44.891190 46.013470 47.163807 48.342902 49.551475 50.790262 52.060019 53.361519 54.695557 56.062946 57.464520B Associate Planner | 017003 | L39A

35.189188 49.514721PROF 35.189188 36.948647 38.796079 40.735883 42.772677 44.911311 47.156877 49.514721A

35.042913 49.514721PRFB 35.042913 35.918986 36.816961 37.737385 38.680820 39.647841 40.639037 41.655013 42.696388 43.763798 44.857893 45.979340 47.128824 48.307045 49.514721B Auditor | 001934 | MGMT

30.937077 40.592128MGTE 30.937077 31.710504 32.503267 33.315849 34.148745 35.002464 35.877526 36.774464 37.693826 38.636172 39.602076 40.592128A Banking Operations Manager | 001837 | MGMT

43.199884 56.681993MGTE 43.199884 44.279881 45.386878 46.521550 47.684589 48.876704 50.098622 51.351088 52.634865 53.950737 55.299505 56.681993A Blacksmith Welder | 006001 | BULT

26.160763 43.401990BLDG 26.160763 28.122820 30.232031 32.499433 34.936890 37.557157 40.373944 43.401990A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Booking Coordinator | 016903 | L39A

23.393889 32.917550OFFT 23.393889 24.563583 25.791762 27.081350 28.435418 29.857189 31.350048 32.917550A

23.296646 32.917550OFTB 23.296646 23.879062 24.476039 25.087940 25.715138 26.358016 27.016966 27.692390 28.384700 29.094318 29.821676 30.567218 31.331398 32.114683 32.917550B Budget Analyst | 010822 | CONF

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 Budget Analyst | 014011 | MSUP

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 Budget Manager | 020005 | EXMG

57.102538 85.653808EXMGU
Building Inspector I | 016011 | L39A

30.761990 43.285212OFFT 30.761990 32.300090 33.915095 35.610850 37.391393 39.260963 41.224011 43.285212A

30.634122 43.285212OFTB 30.634122 31.399975 32.184974 32.989598 33.814338 34.659696 35.526188 36.414343 37.324702 38.257820 39.214265 40.194622 41.199488 42.229475 43.285212B Building Inspector II | 016012 | L39A

32.300127 45.449522OFFT 32.300127 33.915133 35.610890 37.391434 39.261006 41.224056 43.285259 45.449522A

32.165863 45.449522OFTB 32.165863 32.970010 33.794260 34.639116 35.505094 36.392721 37.302539 38.235102 39.190980 40.170754 41.175023 42.204399 43.259509 44.340997 45.449522B Building Inspector III | 016229 | L39A

33.915356 47.722311OFFT 33.915356 35.611124 37.391680 39.261264 41.224327 43.285543 45.449820 47.722311A

33.774378 47.722311OFTB 33.774378 34.618737 35.484205 36.371310 37.280593 38.212608 39.167923 40.147121 41.150799 42.179569 43.234058 44.314909 45.422782 46.558352 47.722311B Building Inspector IV | 016230 | L39A

35.611023 50.108287OFFT 35.611023 37.391574 39.261153 41.224211 43.285422 45.449693 47.722178 50.108287A

35.462998 50.108287OFTB 35.462998 36.349573 37.258312 38.189770 39.144514 40.123127 41.126205 42.154360 43.208219 44.288424 45.395635 46.530526 47.693789 48.886134 50.108287B Building Maintenance Worker | 003603 | L39A

22.335497 31.428288OPMT 22.335497 23.452272 24.624886 25.856130 27.148937 28.506384 29.931703 31.428288A

22.242655 31.428288OPMB 22.242655 22.798721 23.368689 23.952906 24.551729 25.165522 25.794660 26.439526 27.100514 27.778027 28.472478 29.184290 29.913897 30.661744 31.428288B Building Monitor | 009137 | TEMP

15.530000 17.941832TEMPA
Building Services Manager | 001886 | MGMT

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

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Building Technician | 016013 | L39A

25.537543 35.933887OFFT 25.537543 26.814420 28.155141 29.562898 31.041043 32.593095 34.222750 35.933887A

25.431390 35.933887OFTB 25.431390 26.067175 26.718854 27.386825 28.071496 28.773283 29.492615 30.229930 30.985678 31.760320 32.554328 33.368186 34.202391 35.057451 35.933887B Business Services Manager | 001709 | MGMT

54.796764 71.898101MGTE 54.796764 56.166683 57.570850 59.010121 60.485374 61.997508 63.547446 65.136132 66.764535 68.433648 70.144489 71.898101A Cache Logistics Coordinator | 009127 | TEMP

20.081900 28.257200TEMP 20.081900 21.086000 22.140400 23.247300 24.409700 25.630200 26.911700 28.257200A Camp Aide | 009045 | TEMP

38.150000 46.160000DALY 38.150000 41.960000 46.160000D
Camp Caretaker | 009046 | TEMP

84.680000 124.030000DALY 84.680000 93.140000 102.460000 112.000000 124.030000D Camp Chef | 009024 | TEMP

84.680000 124.030000DALY 84.680000 93.140000 102.460000 112.000000 124.030000D Camp Host | 009025 | TEMP

52.240000 63.200000DALY 52.240000 57.460000 63.200000D
Camp Program Director | 009048 | TEMP

84.680000 124.030000DALY 84.680000 93.140000 102.460000 112.000000 124.030000D Camp Recreation Leader | 009022 | TEMP

43.870000 53.080000DALY 43.870000 48.250000 53.080000D
Camp Sacramento Supervisor | 001912 | MGMT

38.522193 50.544456MGTE 38.522193 39.485248 40.472379 41.484188 42.521293 43.584325 44.673933 45.790781 46.935551 48.108940 49.311664 50.544456A Cannabis Manager | 001924 | MGMT

57.049932 74.854454MGTE 57.049932 58.476180 59.938085 61.436537 62.972450 64.546761 66.160430 67.814441 69.509802 71.247547 73.028736 74.854454A Carpenter | 006002 | BULT

24.297901 40.311412BLDG 24.297901 26.120244 28.079262 30.185207 32.449098 34.882780 37.498988 40.311412A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Cashier - Aquatics | 009012 | TEMP

15.000000 15.000000TEMP 15.000000A
Cashier | 016018 | L39A

16.685954 23.478814OFFT 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814A

16.616596 23.478814OFTB 16.616596 17.032011 17.457811 17.894256 18.341612 18.800152 19.270156 19.751910 20.245708 20.751851 21.270647 21.802413 22.347473 22.906160 23.478814B Central Services Assistant I | 016232 | L39A

16.685954 23.478814OFFT 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814A

16.616596 23.478814OFTB 16.616596 17.032011 17.457811 17.894256 18.341612 18.800152 19.270156 19.751910 20.245708 20.751851 21.270647 21.802413 22.347473 22.906160 23.478814B Central Services Assistant II | 016233 | L39A

18.532822 26.077542OFFT 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542A

18.455785 26.077542OFTB 18.455785 18.917180 19.390109 19.874862 20.371734 20.881027 21.403053 21.938129 22.486582 23.048747 23.624966 24.215590 24.820980 25.441504 26.077542B Central Services Assistant III | 016234 | L39A

19.649574 27.648924OFFT 19.649574 20.632053 21.663656 22.746839 23.884181 25.078390 26.332309 27.648924A

19.567896 27.648924OFTB 19.567896 20.057093 20.558520 21.072483 21.599295 22.139277 22.692759 23.260078 23.841580 24.437620 25.048561 25.674775 26.316644 26.974560 27.648924B Chief Animal Control Officer | 001827 | MGMT

46.676879 61.244110MGTE 46.676879 47.843801 49.039896 50.265893 51.522540 52.810603 54.130868 55.484140 56.871244 58.293025 59.750351 61.244110A Chief Assistant City Attorney | 020046 | EXMG

75.355188 135.639338EXMGU
Chief Building Inspector | 001711 | MGMT

41.476403 54.420637MGTE 41.476403 42.513313 43.576146 44.665550 45.782189 46.926744 48.099913 49.302411 50.534971 51.798345 53.093304 54.420637A Chief Building Official | 001712 | MGMT

60.241694 79.042323MGTE 60.241694 61.747736 63.291429 64.873715 66.495558 68.157947 69.861896 71.608443 73.398654 75.233620 77.114461 79.042323A Chief Information Officer | 020030 | EXMG

71.341938 107.012909EXMGU
Chief Investment Officer | 001714 | MGMT

72.575807 95.225748MGTE 72.575807 74.390202 76.249957 78.156206 80.110111 82.112864 84.165686 86.269828 88.426574 90.637238 92.903169 95.225748A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Chief of Staff to the Mayor | 021006 | MCSU

41.015769 61.523654MCSAU
City Attorney | 020006 | EXMG

85.721240 156.998294COFFU
City Auditor | 020007 | EXMG

58.948718 103.823016EXMGU
City Clerk | 020008 | EXMG

77.176878 115.764802COFFU
City Council | 023001 |

44.189904 44.189904MCNLU
City Housing Manager | 001933 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A City Manager | 020009 | EXMG
119.454547 179.182693COFFU
City Treasurer | 020010 | EXMG

77.176878 119.356258COFFU
Claims Collector | 016104 | L39A

21.725967 30.570616OFFT 21.725967 22.812265 23.952878 25.150522 26.408048 27.728450 29.114872 30.570616A

21.635656 30.570616OFTB 21.635656 22.176547 22.730961 23.299235 23.881716 24.478759 25.090728 25.717996 26.360946 27.019970 27.695469 28.387856 29.097552 29.824991 30.570616B Code Enforcement Manager | 001861 | MGMT

51.863576 68.049504MGTE 51.863576 53.160165 54.489169 55.851398 57.247683 58.678875 60.145847 61.649493 63.190730 64.770498 66.389760 68.049504A Code Enforcement Officer | 016114 | L39A

26.416141 37.170163OFFT 26.416141 27.736948 29.123795 30.579985 32.108984 33.714433 35.400155 37.170163A

26.306337 37.170163OFTB 26.306337 26.963995 27.638095 28.329047 29.037273 29.763205 30.507285 31.269967 32.051716 32.853009 33.674334 34.516192 35.379097 36.263574 37.170163B Code&Housing Enforcement Chief | 001917 | MGMT

57.049932 74.854454MGTE 57.049932 58.476180 59.938085 61.436537 62.972450 64.546761 66.160430 67.814441 69.509802 71.247547 73.028736 74.854454A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Community Center Attendant I | 003656 | L39A

18.532822 26.077542OPMT 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542A

18.455785 26.077542OPMB 18.455785 18.917180 19.390109 19.874862 20.371734 20.881027 21.403053 21.938129 22.486582 23.048747 23.624966 24.215590 24.820980 25.441504 26.077542B Community Center Attendant II | 003657 | L39A

20.852194 29.341132OPMT 20.852194 21.894804 22.989544 24.139021 25.345972 26.613271 27.943935 29.341132A

20.765518 29.341132OPMB 20.765518 21.284656 21.816772 22.362191 22.921246 23.494277 24.081634 24.683675 25.300767 25.933286 26.581618 27.246158 27.927312 28.625495 29.341132B Community Engagement Manager | 001946 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Community Service Rep I | 016023 | L39A

20.564146 28.935819OFFT 20.564146 21.592353 22.671971 23.805570 24.995849 26.245641 27.557923 28.935819A

20.478666 28.935819OFTB 20.478666 20.990633 21.515399 22.053284 22.604616 23.169731 23.748974 24.342698 24.951265 25.575047 26.214423 26.869784 27.541529 28.230067 28.935819B Community Service Rep II | 016125 | L39A

22.786225 32.062507OFFT 22.786225 23.925536 25.121813 26.377904 27.696799 29.081639 30.535721 32.062507A

22.691507 32.062507OFTB 22.691507 23.258795 23.840265 24.436272 25.047179 25.673358 26.315192 26.973072 27.647399 28.338584 29.047049 29.773225 30.517556 31.280495 32.062507B Concrete Construction Leadwrkr | 015104 | L39C

30.495608 42.910381SUPV 30.495608 32.020388 33.621407 35.302477 37.067601 38.920981 40.867030 42.910381A

30.368843 42.910381SUPB 30.368843 31.128064 31.906266 32.703923 33.521521 34.359559 35.218548 36.099012 37.001487 37.926524 38.874687 39.846554 40.842718 41.863786 42.910381B Construction Inspector I | 016025 | L39A

27.100470 38.133083OFFT 27.100470 28.455493 29.878268 31.372181 32.940790 34.587830 36.317222 38.133083A

26.987820 38.133083OFTB 26.987820 27.662516 28.354079 29.062931 29.789504 30.534242 31.297598 32.080038 32.882039 33.704090 34.546692 35.410359 36.295618 37.203008 38.133083B Construction Inspector II | 016026 | L39A

30.463396 42.865056OFFT 30.463396 31.986566 33.585894 35.265189 37.028448 38.879870 40.823863 42.865056A

30.336765 42.865056OFTB 30.336765 31.095184 31.872564 32.669378 33.486112 34.323265 35.181347 36.060881 36.962403 37.886463 38.833625 39.804466 40.799578 41.819567 42.865056B Construction Inspector III | 016027 | L39A

31.986510 45.008231OFFT 31.986510 33.585835 35.265127 37.028383 38.879802 40.823792 42.864982 45.008231A

31.853549 45.008231OFTB 31.853549 32.649888 33.466135 34.302788 35.160358 36.039367 36.940351 37.863860 38.810457 39.780718 40.775236 41.794617 42.839482 43.910469 45.008231B Contract and Compliance Spclst | 001280 | MGMT

37.924564 49.760315MGTE 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Convention Center General Mgr | 001723 | MGMT

63.326565 83.089942MGTE 63.326565 64.909729 66.532472 68.195784 69.900679 71.648196 73.439401 75.275386 77.157271 79.086203 81.063358 83.089942A Council Representative | 021015 | MCSU

18.360000 30.365656MCSAU
Council/Clerk Operations Mngr | 021007 | MCSU

41.589351 62.384029MCSAU
Crew Leader (Landscp&Learning) | 009138 | TEMP

15.530000 21.169867TEMPA
Cultural&Creative Economy Mgr | 001921 | MGMT

63.326565 83.089942MGTE 63.326565 64.909729 66.532472 68.195784 69.900679 71.648196 73.439401 75.275386 77.157271 79.086203 81.063358 83.089942A Curator of Art | 001727 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Curator of Education | 001728 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Curator of History | 001899 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Custodial Supervisor | 015018 | L39C

20.929106 29.449354SUPV 20.929106 21.975561 23.074339 24.228056 25.439459 26.711432 28.047004 29.449354A

20.842109 29.449354SUPB 20.842109 21.363162 21.897241 22.444672 23.005789 23.580934 24.170457 24.774718 25.394086 26.028938 26.679661 27.346653 28.030319 28.731077 29.449354B Custodian I | 003606 | L39A

16.685954 23.478814OPMT 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814A

16.616596 23.478814OPMB 16.616596 17.032011 17.457811 17.894256 18.341612 18.800152 19.270156 19.751910 20.245708 20.751851 21.270647 21.802413 22.347473 22.906160 23.478814B Custodian II | 003922 | L39A

17.520034 24.652449OPMT 17.520034 18.396036 19.315838 20.281630 21.295712 22.360498 23.478523 24.652449A

17.447210 24.652449OPMB 17.447210 17.883390 18.330475 18.788737 19.258455 19.739916 20.233414 20.739249 21.257730 21.789173 22.333902 22.892250 23.464556 24.051170 24.652449B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Customer Service Assistant | 016971 | L39A

19.239953 27.072547OFFT 19.239953 20.201951 21.212049 22.272651 23.386284 24.555598 25.783378 27.072547A

19.159978 27.072547OFTB 19.159978 19.638977 20.129951 20.633200 21.149030 21.677756 22.219700 22.775192 23.344572 23.928186 24.526391 25.139551 25.768040 26.412241 27.072547B Customer Service Rep | 016972 | L39A

20.217542 28.448112OFFT 20.217542 21.228419 22.289840 23.404332 24.574549 25.803276 27.093440 28.448112A

20.133502 28.448112OFTB 20.133502 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 28.448112B Customer Service Specialist | 016973 | L39A

22.856594 32.161523OFFT 22.856594 23.999424 25.199395 26.459365 27.782333 29.171450 30.630022 32.161523A

22.761585 32.161523OFTB 22.761585 23.330625 23.913891 24.511738 25.124531 25.752644 26.396460 27.056371 27.732780 28.426100 29.136753 29.865172 30.611801 31.377096 32.161523B Customer Service Supervisor | 015098 | L39C

26.050494 36.655662SUPV 26.050494 27.353019 28.720670 30.156704 31.664539 33.247766 34.910154 36.655662A

25.942208 36.655662SUPB 25.942208 26.590763 27.255532 27.936920 28.635343 29.351227 30.085008 30.837133 31.608061 32.398263 33.208220 34.038425 34.889386 35.761621 36.655662B Customer Service Trainee | 016914 | L39A

17.401050 24.485025OFFT 17.401050 18.271102 19.184657 20.143890 21.151085 22.208639 23.319071 24.485025A

17.328718 24.485025OFTB 17.328718 17.761936 18.205984 18.661134 19.127662 19.605854 20.096000 20.598400 21.113360 21.641194 22.182224 22.736780 23.305199 23.887829 24.485025B Debt Analyst | 001729 | MGMT

39.464793 51.781229MGTE 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229A Department Systems Spclst I | 016217 | L39A

32.164509 45.258695OFFT 32.164509 33.772734 35.461371 37.234440 39.096162 41.050970 43.103519 45.258695A

32.030810 45.258695OFTB 32.030810 32.831580 33.652369 34.493678 35.356020 36.239920 37.145918 38.074566 39.026430 40.002091 41.002143 42.027197 43.077877 44.154824 45.258695B Department Systems Spclst II | 016218 | L39A

35.384749 49.789893OFFT 35.384749 37.153986 39.011685 40.962269 43.010382 45.160901 47.418946 49.789893A

35.237660 49.789893OFTB 35.237660 36.118602 37.021567 37.947106 38.895784 39.868179 40.864883 41.886505 42.933668 44.007010 45.107185 46.234865 47.390737 48.575505 49.789893B Deputy Chief Building Official | 001900 | MGMT

52.869880 69.369863MGTE 52.869880 54.191627 55.546418 56.935078 58.358455 59.817416 61.312851 62.845672 64.416814 66.027234 67.677915 69.369863A Deputy City Attorney I | 001730 | MGMT

47.848082 62.780830MGTE 47.848082 49.044284 50.270391 51.527151 52.815330 54.135713 55.489106 56.876334 58.298242 59.755698 61.249590 62.780830A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Deputy City Attorney II | 001731 | MGMT

51.675844 67.803186MGTE 51.675844 52.967740 54.291934 55.649232 57.040463 58.466475 59.928137 61.426340 62.961999 64.536049 66.149450 67.803186A Deputy City Clerk | 010705 | CONF

27.713658 36.362720CONF 27.713658 28.406499 29.116661 29.844578 30.590692 31.355459 32.139345 32.942829 33.766400 34.610560 35.475824 36.362720A Deputy Convntn Ctr General Mgr | 001889 | MGMT

53.827581 70.626450MGTE 53.827581 55.173271 56.552603 57.966418 59.415578 60.900967 62.423491 63.984078 65.583680 67.223272 68.903854 70.626450A Deputy Fire Chief | 020025 | EXMG

64.893659 97.340486FM40A
Deputy Police Chief | 020011 | EXMG

70.824938 106.237404PEXMU
Development Project Manager | 001744 | MGMT

43.532833 57.118851MGTE 43.532833 44.621154 45.736683 46.880100 48.052103 49.253406 50.484741 51.746860 53.040531 54.366544 55.725708 57.118851A Development Services Tech I | 016004 | L39A

25.537543 35.933887OFFT 25.537543 26.814420 28.155141 29.562898 31.041043 32.593095 34.222750 35.933887A

25.431390 35.933887OFTB 25.431390 26.067175 26.718854 27.386825 28.071496 28.773283 29.492615 30.229930 30.985678 31.760320 32.554328 33.368186 34.202391 35.057451 35.933887B Development Services Tech II | 016005 | L39A

26.814360 37.730498OFFT 26.814360 28.155078 29.562832 31.040974 32.593023 34.222674 35.933808 37.730498A

26.702900 37.730498OFTB 26.702900 27.370472 28.054734 28.756102 29.475005 30.211880 30.967177 31.741356 32.534890 33.348262 34.181969 35.036518 35.912431 36.810242 37.730498B Development Services Tech III | 016006 | L39A

28.155059 39.616997OFFT 28.155059 29.562812 31.040953 32.593001 34.222651 35.933784 37.730473 39.616997A

28.038028 39.616997OFTB 28.038028 28.738979 29.457453 30.193889 30.948736 31.722454 32.515515 33.328403 34.161613 35.015653 35.891044 36.788320 37.708028 38.650729 39.616997B Director of Community Devlopmt | 020012 | EXMG

69.045341 103.568010EXMGU
Director of Community Response | 020045 | EXMG

69.990500 101.985750EXMGA
Director of Convntion&Culture | 020013 | EXMG

67.990500 101.985750EXMGU

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Director of Economic Develpmnt | 020014 | EXMG

67.691510 101.537269EXMGU
Director of Emergency Mgmt | 020043 | EXMG

57.102327 85.653490EXMGU
Director of Finance | 020015 | EXMG

71.341938 107.012909EXMGU
Director of Govtal Affairs | 020017 | EXMG

55.111639 82.667462EXMGU
Director of Human Resources | 020018 | EXMG

67.990500 101.985750EXMGU
Director of Parks & Recreation | 020019 | EXMG

69.045341 103.568010EXMGU
Director of Public Works | 020021 | EXMG

74.812192 112.218288EXMGU
Director of PubSafety Acctblty | 020020 | EXMG

60.127692 99.000000EXMGU
Director of Utilities | 020022 | EXMG

74.812192 112.218288EXMGU
Dispatcher Recruit | 009113 | TEMP

18.618800 18.618800TEMP 18.618800A
Diversity and Equity Manager | 001923 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A Economic Development Manager | 001745 | MGMT

56.905667 74.665166MGTE 56.905667 58.328309 59.786517 61.281180 62.813209 64.383539 65.993127 67.642955 69.334029 71.067380 72.844064 74.665166A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Electrical Constructn Insp I | 016039 | L39A

25.788000 36.286307OFFT 25.788000 27.077400 28.431270 29.852834 31.345476 32.912750 34.558388 36.286307A

25.680807 36.286307OFTB 25.680807 26.322827 26.980898 27.655420 28.346805 29.055475 29.781862 30.526409 31.289569 32.071808 32.873603 33.695443 34.537829 35.401275 36.286307B Electrical Constructn Insp II | 016040 | L39A

28.373125 39.923837OFFT 28.373125 29.791781 31.281370 32.845439 34.487711 36.212097 38.022702 39.923837A

28.255185 39.923837OFTB 28.255185 28.961565 29.685604 30.427744 31.188438 31.968149 32.767353 33.586537 34.426200 35.286855 36.169026 37.073252 38.000083 38.950085 39.923837B Electrical Constructn Insp III | 016041 | L39A

30.172309 42.455468OFFT 30.172309 31.680924 33.264970 34.928219 36.674630 38.508361 40.433779 42.455468A

30.046890 42.455468OFTB 30.046890 30.798062 31.568014 32.357214 33.166144 33.995298 34.845180 35.716310 36.609218 37.524448 38.462559 39.424123 40.409726 41.419969 42.455468B Electrical Design Technician | 006268 | BULT

30.474776 50.559151BLDG 30.474776 32.760384 35.217413 37.858719 40.698123 43.750482 47.031768 50.559151A Electrician | 006004 | BULT

28.054172 46.543251BLDG 28.054172 30.158235 32.420103 34.851611 37.465482 40.275393 43.296047 46.543251A Electrician Supervisor | 006006 | BULT

32.551144 54.003948BLDG 32.551144 34.992480 37.616916 40.438185 43.471049 46.731378 50.236231 54.003948A Electronic Maint Tech I | 003615 | L39A

29.604974 41.657172OPMT 29.604974 31.085223 32.639484 34.271458 35.985031 37.784283 39.673497 41.657172A

29.481912 41.657172OPMB 29.481912 30.218960 30.974434 31.748795 32.542515 33.356078 34.189980 35.044730 35.920848 36.818869 37.739341 38.682825 39.649896 40.641143 41.657172B Electronic Maint Tech II | 003616 | L39A

31.085290 43.740125OPMT 31.085290 32.639555 34.271533 35.985110 37.784365 39.673583 41.657262 43.740125A

30.956077 43.740125OPMB 30.956077 31.729979 32.523228 33.336309 34.169717 35.023960 35.899559 36.797048 37.716974 38.659898 39.626395 40.617055 41.632481 42.673293 43.740125B Electronic Maint Tech Trnee | 003614 | L39A

26.913622 37.870168OPMT 26.913622 28.259303 29.672268 31.155881 32.713675 34.349359 36.066827 37.870168A

26.801747 37.870168OPMB 26.801747 27.471791 28.158586 28.862551 29.584115 30.323718 31.081811 31.858856 32.655327 33.471710 34.308503 35.166216 36.045371 36.946505 37.870168B Emergency Communications Mgr | 001746 | MGMT

49.382485 64.794100MGTE 49.382485 50.617047 51.882473 53.179535 54.509023 55.871749 57.268543 58.700257 60.167763 61.671957 63.213756 64.794100A EMS Coordinator | 001913 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Enforcement & Collections Supv | 015044 | L39C

28.377430 39.929892SUPV 28.377430 29.796301 31.286116 32.850422 34.492943 36.217590 38.028469 39.929892A

28.259469 39.929892SUPB 28.259469 28.965956 29.690105 30.432358 31.193167 31.972996 32.772321 33.591629 34.431420 35.292206 36.174511 37.078874 38.005846 38.955992 39.929892B Engineering Manager | 001884 | MGMT

67.211829 88.187745MGTE 67.211829 68.892125 70.614428 72.379789 74.189284 76.044016 77.945116 79.893744 81.891088 83.938365 86.036824 88.187745A Engineering Technician I | 016930 | L39A

24.373014 34.295279OFFT 24.373014 25.591665 26.871248 28.214810 29.625551 31.106829 32.662170 34.295279A

24.271702 34.295279OFTB 24.271702 24.878495 25.500457 26.137968 26.791417 27.461202 28.147732 28.851425 29.572711 30.312029 31.069830 31.846576 32.642740 33.458809 34.295279B Engineering Technician II | 016931 | L39A

25.591650 36.010023OFFT 25.591650 26.871232 28.214794 29.625534 31.106811 32.662152 34.295260 36.010023A

25.485273 36.010023OFTB 25.485273 26.122405 26.775465 27.444852 28.130973 28.834247 29.555103 30.293981 31.051331 31.827614 32.623304 33.438887 34.274859 35.131730 36.010023B Engineering Technician III | 016939 | L39A

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

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 Environmental Hlth & Sfty Mngr | 001928 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A Environmental Hlth & Sfty Offr | 001809 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Environmental Hlth & Sfty Spec | 001810 | MGMT

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 Equal Employment Manager | 001139 | MGMT

50.276013 65.966485MGTE 50.276013 51.532913 52.821236 54.141767 55.495311 56.882694 58.304761 59.762380 61.256439 62.787850 64.357546 65.966485A Equal Employment Specialist | 001748 | MGMT

39.080127 51.276513MGTE 39.080127 40.057130 41.058558 42.085022 43.137148 44.215577 45.320966 46.453990 47.615340 48.805723 50.025866 51.276513A Equipment Maint Supv | 015053 | L39C

32.403188 45.594540SUPV 32.403188 34.023347 35.724514 37.510740 39.386277 41.355591 43.423371 45.594540A

32.268496 45.594540SUPB 32.268496 33.075208 33.902088 34.749640 35.618381 36.508841 37.421562 38.357101 39.316029 40.298930 41.306403 42.339063 43.397540 44.482478 45.594540B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Equipment Mechanic I | 012009 | IAMA

24.683617 34.732328IAMA 24.683617 25.917798 27.213688 28.574372 30.003091 31.503246 33.078408 34.732328A Equipment Mechanic II | 012003 | IAMA

27.013259 38.010368IAMA 27.013259 28.363922 29.782118 31.271224 32.834785 34.476524 36.200350 38.010368A Equipment Mechanic III | 012004 | IAMA

28.534289 40.150609IAMA 28.534289 29.961003 31.459053 33.032006 34.683606 36.417786 38.238675 40.150609A Equipment Serviceworker | 012006 | IAMA

18.417487 25.915254IAMA 18.417487 19.338361 20.305279 21.320543 22.386570 23.505899 24.681194 25.915254A Ethics Program Compliance Ofc | 001930 | MGMT

49.209762 64.567471MGTE 49.209762 50.440006 51.701006 52.993531 54.318369 55.676328 57.068236 58.494942 59.957316 61.456249 62.992655 64.567471A Events Associate | 009093 | TEMP

15.000000 15.000000TEMP 15.000000A
Events Coordinator | 016043 | L39A

23.242055 32.703905OFFT 23.242055 24.404158 25.624366 26.905584 28.250863 29.663406 31.146576 32.703905A

23.145443 32.703905OFTB 23.145443 23.724079 24.317181 24.925111 25.548239 26.186945 26.841619 27.512659 28.200475 28.905487 29.628124 30.368827 31.128048 31.906249 32.703905B Events Duty Person | 009067 | TEMP

15.655100 22.028400TEMP 15.655100 16.437900 17.259800 18.122800 19.029000 19.980500 20.979500 22.028400A Events Services Manager | 001749 | MGMT

43.823287 57.499950MGTE 43.823287 44.918869 46.041841 47.192887 48.372709 49.582027 50.821578 52.092117 53.394420 54.729280 56.097512 57.499950A Events Services Supervisor | 001750 | MGMT

37.249794 48.874957MGTE 37.249794 38.181039 39.135565 40.113954 41.116803 42.144723 43.198341 44.278300 45.385257 46.519888 47.682885 48.874957A Evidence & Property Technician | 016071 | L39A

23.825207 33.524459OFFT 23.825207 25.016467 26.267290 27.580655 28.959688 30.407672 31.928056 33.524459A

23.726171 33.524459OFTB 23.726171 24.319325 24.927308 25.550491 26.189253 26.843984 27.515084 28.202961 28.908035 29.630736 30.371504 31.130792 31.909062 32.706789 33.524459B Executive Assistant (CMO) | 022000 | EMSU

24.641029 36.961543EXMBU

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Executive Assistant (MC) | 022001 | EMSU

24.157875 36.236813MCSBU
Executive Director SAC CCOMWP | 020023 | EXMG

57.648563 86.472846EXMGU
Facilities & Real Prop Supt | 001751 | MGMT

48.485901 63.617704MGTE 48.485901 49.698049 50.940500 52.214012 53.519362 54.857346 56.228780 57.634500 59.075363 60.552247 62.066053 63.617704A Facilities Manager | 001880 | MGMT

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 Finance Manager | 001925 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A Financial Services Supervisor | 015092 | L39C

24.795845 34.890243SUPV 24.795845 26.035637 27.337419 28.704290 30.139504 31.646479 33.228803 34.890243A

24.692775 34.890243SUPB 24.692775 25.310094 25.942846 26.591417 27.256202 27.937607 28.636047 29.351948 30.085747 30.837891 31.608838 32.399059 33.209035 34.039261 34.890243B Fingerprint Clerk | 016974 | L39A

21.679941 30.505854OFFT 21.679941 22.763938 23.902135 25.097242 26.352104 27.669709 29.053194 30.505854A

21.589822 30.505854OFTB 21.589822 22.129568 22.682807 23.249877 23.831124 24.426902 25.037575 25.663514 26.305102 26.962730 27.636798 28.327718 29.035911 29.761809 30.505854B Fire Assistant Chief | 001753 | MGMT

71.600933 93.946628FM40 71.600933 73.390956 75.225730 77.106373 79.034032 81.009883 83.035130 85.111008 87.238783 89.419753 91.655247 93.946628A Fire Battalion Chief (Admin) | FA7 | L522

59.218479 71.980432FR40 59.218479 62.179403 65.288373 68.552792 71.980432A Fire Battalion Chief | 005170 | L522

42.298913 51.414594FR56 42.298913 44.413859 46.634552 48.966280 51.414594A Fire Captain (Admin) | FA5 | L522

47.941286 58.272932FR40 47.941286 50.338350 52.855267 55.498030 58.272932A Fire Captain | 005020 | L522

33.764733 41.041245FR56 33.764733 35.452970 37.225619 39.086900 41.041245A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Fire Chief | 020024 | EXMG

77.196447 131.250000FM40A
Fire Engineer (Admin) | FA3 | L522

42.435703 51.580862FR40 42.435703 44.557488 46.785362 49.124630 51.580862A Fire Engineer | 005050 | L522

29.865865 36.302146FR56 29.865865 31.359158 32.927116 34.573472 36.302146A Fire Investigator I | 005067 | L522

40.620701 49.374716FR40 40.620701 42.651736 44.784323 47.023539 49.374716A Fire Investigator II | 005068 | L522

45.898731 55.790195FR40 45.898731 48.193668 50.603351 53.133519 55.790195A Fire Marshal | 001926 | MGMT

71.600931 93.946626FM40 71.600931 73.390954 75.225728 77.106371 79.034030 81.009881 83.035128 85.111006 87.238781 89.419751 91.655245 93.946626A Fire Prevention Officer I | 005065 | L522

34.516410 41.954911FR40 34.516410 36.242230 38.054341 39.957058 41.954911A Fire Prevention Officer II | 005066 | L522

37.253413 45.281756FR40 37.253413 39.116084 41.071888 43.125482 45.281756A Fire Prevention Officer Trnee | 005064 | L522

27.059197 28.412157FR40 27.059197 28.412156A
Fire Recruit | 009017 | TEMP

25.133999 25.133999TEMPA
Fire Service Worker | 012014 | IAMA

21.275914 29.937347IAMA 21.275914 22.339710 23.456695 24.629530 25.861006 27.154056 28.511759 29.937347A Firefighter (Admin) | FA1 | L522

35.678484 43.367419FR40 35.678484 37.462408 39.335528 41.302304 43.367419A Firefighter (Paramedic-Admin) | FA2 | L522

39.266177 47.728283FR40 39.266177 41.229486 43.290960 45.455508 47.728283A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Firefighter | 005010 | L522

25.133999 30.550533FR56 25.133999 26.390699 27.710234 29.095746 30.550533A Fiscal Policy Analyst | 001936 | MGMT

37.180943 48.784620MGTE 37.180943 38.110467 39.063229 40.039810 41.040805 42.066825 43.118496 44.196458 45.301369 46.433903 47.594751 48.784620A Fleet Management Technician | 016045 | L39A

29.623885 41.683781OFFT 29.623885 31.105079 32.660333 34.293350 36.008017 37.808418 39.698839 41.683781A

29.500744 41.683781OFTB 29.500744 30.238263 30.994220 31.769075 32.563302 33.377385 34.211820 35.067115 35.943793 36.842388 37.763448 38.707534 39.675222 40.667103 41.683781B Fleet Manager | 001881 | MGMT

54.312529 71.262746MGTE 54.312529 55.670342 57.062101 58.488654 59.950870 61.449642 62.985883 64.560530 66.174543 67.828907 69.524630 71.262746A Fleet Service Coordinator | 016976 | L39A

21.255119 29.908087OFFT 21.255119 22.317875 23.433769 24.605457 25.835730 27.127516 28.483892 29.908087A

21.166767 29.908087OFTB 21.166767 21.695936 22.238334 22.794292 23.364149 23.948253 24.546959 25.160633 25.789649 26.434390 27.095250 27.772631 28.466947 29.178621 29.908087B Forensic Investigator I | 016047 | L39A

26.577834 37.397681OFFT 26.577834 27.906726 29.302062 30.767165 32.305523 33.920799 35.616839 37.397681A

26.467355 37.397681OFTB 26.467355 27.129039 27.807265 28.502447 29.215008 29.945383 30.694018 31.461368 32.247902 33.054100 33.880453 34.727464 35.595651 36.485542 37.397681B Forensic Investigator II | 016048 | L39A

29.235619 41.137452OFFT 29.235619 30.697400 32.232270 33.843884 35.536078 37.312882 39.178526 41.137452A

29.114094 41.137452OFTB 29.114094 29.841946 30.587995 31.352695 32.136512 32.939925 33.763423 34.607509 35.472697 36.359514 37.268502 38.200215 39.155220 40.134100 41.137452B General Repair Worker | 012010 | IAMA

21.099739 29.689450IAMA 21.099739 22.154726 23.262462 24.425585 25.646864 26.929207 28.275667 29.689450A Generator Technician | 006061 | BULT

25.630128 42.521641BLDG 30.219336 31.730303 33.316818 34.982659 36.731792 38.568382 40.496801 42.521641A GIS Specialist I | 017026 | L39A

35.141391 49.447467PROF 35.141391 36.898461 38.743384 40.680553 42.714581 44.850310 47.092826 49.447467A

34.995317 49.447467PRFB 34.995317 35.870200 36.766955 37.686129 38.628282 39.593989 40.583839 41.598435 42.638396 43.704356 44.796965 45.916889 47.064811 48.241431 49.447467B GIS Specialist II | 017027 | L39A

38.657078 54.394391PROF 38.657078 40.589932 42.619429 44.750400 46.987920 49.337316 51.804182 54.394391A

38.496390 54.394391PRFB 38.496390 39.458800 40.445270 41.456402 42.492812 43.555132 44.644010 45.760110 46.904113 48.076716 49.278634 50.510600 51.773365 53.067699 54.394391B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
GIS Specialist III | 017028 | L39A

44.020000 61.940561PROF 44.020000 46.221000 48.532050 50.958652 53.506585 56.181914 58.991010 61.940561A

43.837019 61.940561PRFB 43.837019 44.932944 46.056268 47.207675 48.387867 49.597564 50.837503 52.108441 53.411152 54.746431 56.115092 57.517969 58.955918 60.429816 61.940561B Grad Studt Trn Summer@CityHall | 009144 | TEMP

15.000000 15.400000TEMPA
Graphic Designer | 001929 | MGMT

27.626872 36.248851MGTE 27.626872 28.317544 29.025483 29.751120 30.494898 31.257270 32.038702 32.839670 33.660662 34.502179 35.364733 36.248851A Graphics Assistant | 016957 | L39A

18.532822 26.077542OFFT 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542A

18.455785 26.077542OFTB 18.455785 18.917180 19.390109 19.874862 20.371734 20.881027 21.403053 21.938129 22.486582 23.048747 23.624966 24.215590 24.820980 25.441504 26.077542B Historic District Manager | 001905 | MGMT

56.993908 74.780948MGTE 56.993908 58.418756 59.879225 61.376206 62.910611 64.483376 66.095460 67.747847 69.441543 71.177582 72.957022 74.780948A Homeless Services Manager | 001939 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A Human Resources Manaer Rep20 | 020038 | EXMG

49.076510 73.614769EXMGU
Human Resources Manager | 001851 | MGMT

55.303614 72.563134MGTE 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134A HVAC Supervisor | 006269 | BULT

32.733336 54.306213BLDG 32.733336 35.188336 37.827461 40.664521 43.714360 46.992937 50.517407 54.306213A HVAC Systems Mechanic | 004010 | L39B

32.765667 46.104584PLNT 32.765667 34.403950 36.124148 37.930355 39.826873 41.818217 43.909128 46.104584A

32.629469 46.104584PLNB 32.629469 33.445206 34.281336 35.138369 36.016828 36.917249 37.840180 38.786184 39.755839 40.749735 41.768478 42.812690 43.883007 44.980082 46.104584B Instrument Technician I | 003648 | L39A

28.436886 40.013555OPMT 28.436886 29.858730 31.351667 32.919250 34.565213 36.293474 38.108148 40.013555A

28.318680 40.013554OPMB 28.318680 29.026647 29.752313 30.496121 31.258524 32.039987 32.840987 33.662012 34.503562 35.366151 36.250305 37.156563 38.085477 39.037614 40.013554B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Instrument Technician II | 003649 | L39A

32.017850 45.052330OPMT 32.017850 33.618742 35.299679 37.064663 38.917896 40.863791 42.906981 45.052330A

31.884760 45.052330OPMB 31.884760 32.681879 33.498926 34.336399 35.194809 36.074679 36.976546 37.900960 38.848484 39.819696 40.815188 41.835568 42.881457 43.953493 45.052330B Instrument Technician Trainee | 003646 | L39A

25.843177 36.363944OPMT 25.843177 27.135336 28.492103 29.916708 31.412543 32.983170 34.632328 36.363944A

25.735752 36.363944OPMB 25.735752 26.379146 27.038625 27.714591 28.407456 29.117642 29.845583 30.591723 31.356516 32.140429 32.943940 33.767538 34.611726 35.477019 36.363944B Instrumentation Supervisor | 015087 | L39C

36.791527 51.769373SUPV 36.791527 38.631103 40.562658 42.590791 44.720331 46.956348 49.304165 51.769373A

36.638593 51.769373SUPB 36.638593 37.554558 38.493422 39.455758 40.442152 41.453206 42.489536 43.551774 44.640568 45.756582 46.900497 48.073009 49.274834 50.506705 51.769373B Integrated Waste Collctns Supt | 001763 | MGMT

50.438260 66.179367MGTE 50.438260 51.699216 52.991696 54.316488 55.674400 57.066260 58.492917 59.955240 61.454121 62.990474 64.565236 66.179367A Integrated Waste Equip Operatr | 003663 | L39A

23.509200 33.079806OPMT 23.509200 24.684660 25.918893 27.214838 28.575580 30.004359 31.504577 33.079806A

23.411480 33.079806OPMB 23.411480 23.996767 24.596686 25.211603 25.841893 26.487940 27.150138 27.828891 28.524613 29.237728 29.968671 30.717888 31.485835 32.272981 33.079806B Integrated Waste General Mgr | 001764 | MGMT

60.078697 78.828457MGTE 60.078697 61.580664 63.120181 64.698186 66.315641 67.973532 69.672870 71.414692 73.200059 75.030060 76.905812 78.828457A Integrated Waste General Supv | 001765 | MGMT

45.394431 59.561429MGTE 45.394431 46.529292 47.692524 48.884837 50.106958 51.359632 52.643623 53.959714 55.308707 56.691425 58.108711 59.561429A Integrated Waste Planning Supt | 001766 | MGMT

50.438260 66.179367MGTE 50.438260 51.699216 52.991696 54.316488 55.674400 57.066260 58.492917 59.955240 61.454121 62.990474 64.565236 66.179367A Integrated Waste Supervisor | 015032 | L39C

32.315565 45.471244SUPV 32.315565 33.931343 35.627910 37.409305 39.279770 41.243759 43.305947 45.471244A

32.181235 45.471244SUPB 32.181235 32.985766 33.810410 34.655670 35.522062 36.410114 37.320367 38.253376 39.209710 40.189953 41.194702 42.224570 43.280184 44.362189 45.471244B Investigator | 001944 | MGMT

32.773444 43.001598MGTE 32.773444 33.592780 34.432599 35.293414 36.175749 37.080143 38.007147 38.957326 39.931259 40.929540 41.952779 43.001598A Investment Officer | 001767 | MGMT

51.407862 67.451570MGTE 51.407862 52.693059 54.010385 55.360645 56.744661 58.163278 59.617360 61.107794 62.635489 64.201376 65.806410 67.451570A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Investment Operations Analyst | 001890 | MGMT

43.199884 56.681993MGTE 43.199884 44.279881 45.386878 46.521550 47.684589 48.876704 50.098622 51.351088 52.634865 53.950737 55.299505 56.681993A Irrigation Technician | 003921 | L39A

22.335497 31.428288OPMT 22.335497 23.452272 24.624886 25.856130 27.148937 28.506384 29.931703 31.428288A

22.242655 31.428288OPMB 22.242655 22.798721 23.368689 23.952906 24.551729 25.165522 25.794660 26.439526 27.100514 27.778027 28.472478 29.184290 29.913897 30.661744 31.428288B IT Manager | 001761 | MGMT

51.234422 67.224002MGTE 51.234422 52.515283 53.828165 55.173869 56.553216 57.967046 59.416222 60.901628 62.424169 63.984773 65.584392 67.224002A IT Supervisor | 001762 | MGMT

44.222849 58.024210MGTE 44.222849 45.328420 46.461630 47.623171 48.813750 50.034094 51.284946 52.567070 53.881247 55.228278 56.608985 58.024210A IT Support Specialist I | 016219 | L39A

32.664466 45.962183OFFT 32.664466 34.297689 36.012573 37.813202 39.703862 41.689055 43.773508 45.962183A

32.528685 45.962183OFTB 32.528685 33.341902 34.175450 35.029836 35.905582 36.803222 37.723303 38.666386 39.633046 40.623872 41.639469 42.680456 43.747467 44.841154 45.962183B IT Support Specialist II | 016220 | L39A

35.932351 50.560426OFFT 35.932351 37.728969 39.615417 41.596188 43.675997 45.859797 48.152787 50.560426A

35.782989 50.560426OFTB 35.782989 36.677564 37.594503 38.534366 39.497725 40.485168 41.497297 42.534729 43.598097 44.688049 45.805250 46.950381 48.124141 49.327245 50.560426B IT Trainee | 016221 | L39A

25.702127 36.165474OFFT 25.702127 26.987233 28.336595 29.753425 31.241096 32.803151 34.443309 36.165474A

25.595292 36.165474OFTB 25.595292 26.235174 26.891053 27.563329 28.252412 28.958722 29.682690 30.424757 31.185376 31.965010 32.764135 33.583238 34.422819 35.283389 36.165474B Junior Engineer | 011010 | WCOE

27.585630 38.815753WCOE 27.585630 28.964912 30.413158 31.933816 33.530507 35.207032 36.967384 38.815753A

27.470963 38.815753WCEB 27.470963 28.157737 28.861680 29.583222 30.322803 31.080873 31.857895 32.654342 33.470701 34.307469 35.165156 36.044285 36.945392 37.869027 38.815753B Junior Landscape Assistant | 011024 | WCOE

27.585630 38.815753WCOE 27.585630 28.964912 30.413158 31.933816 33.530507 35.207032 36.967384 38.815753A

27.470963 38.815753WCEB 27.470963 28.157737 28.861680 29.583222 30.322803 31.080873 31.857895 32.654342 33.470701 34.307469 35.165156 36.044285 36.945392 37.869027 38.815753B Junior Planner | 017004 | L39A

25.909249 36.456916PROF 25.909249 27.204711 28.564947 29.993194 31.492854 33.067497 34.720872 36.456916A

25.801552 36.456916PRFB 25.801552 26.446591 27.107756 27.785450 28.480086 29.192088 29.921890 30.669937 31.436685 32.222602 33.028167 33.853871 34.700218 35.567723 36.456916B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Junior Plant Operator | 004001 | L39B

24.160376 33.996076PLNT 24.160376 25.368395 26.636815 27.968656 29.367089 30.835443 32.377215 33.996076A

24.059947 33.996076PLNB 24.059947 24.661446 25.277982 25.909932 26.557680 27.221622 27.902163 28.599717 29.314710 30.047578 30.798767 31.568736 32.357954 33.166903 33.996076B Labor Relations Analyst | 020034 | EXMG

31.366673 47.050010EXMGU
Labor Relations Officer | 020036 | EXMG

41.838462 62.757692EXMGU
Landscape Assistant | 011017 | WCOE

32.254635 45.385512WCOE 32.254635 33.867367 35.560735 37.338772 39.205711 41.165997 43.224297 45.385512A

32.120561 45.385512WCEB 32.120561 32.923575 33.746664 34.590331 35.455089 36.341466 37.250003 38.181253 39.135784 40.114179 41.117033 42.144959 43.198583 44.278548 45.385512B Landscape Technician I | 016209 | L39A

24.373014 34.295279OFFT 24.373014 25.591665 26.871248 28.214810 29.625551 31.106829 32.662170 34.295279A

24.271702 34.295279OFTB 24.271702 24.878495 25.500457 26.137968 26.791417 27.461202 28.147732 28.851425 29.572711 30.312029 31.069830 31.846576 32.642740 33.458809 34.295279B Landscape Technician II | 016054 | L39A

25.591650 36.010023OFFT 25.591650 26.871232 28.214794 29.625534 31.106811 32.662152 34.295260 36.010023A

25.485273 36.010023OFTB 25.485273 26.122405 26.775465 27.444852 28.130973 28.834247 29.555103 30.293981 31.051331 31.827614 32.623304 33.438887 34.274859 35.131730 36.010023B Law Office Administrator | 001853 | MGMT

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 Lead Events Associate | 009094 | TEMP

15.065798 15.065798TEMP 15.065800A
Lead Forensic Investigator | 016926 | L39A

32.159245 45.251285OFFT 32.159245 33.767207 35.455567 37.228345 39.089762 41.044250 43.096462 45.251285A

32.025564 45.251285OFTB 32.025564 32.826203 33.646858 34.488029 35.350230 36.233986 37.139836 38.068332 39.020040 39.995541 40.995430 42.020316 43.070824 44.147595 45.251285B Legal Secretary (Ex) | 010803 | CONF

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 Legal Staff Assistant (Ex) | 010809 | CONF

21.242230 27.871646CONF 21.242230 21.773286 22.317618 22.875558 23.447447 24.033633 24.634474 25.250336 25.881594 26.528634 27.191850 27.871646A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Licensed Land Surveyor | 001770 | MGMT

49.368449 64.775683MGTE 49.368449 50.602660 51.867726 53.164419 54.493529 55.855867 57.252264 58.683571 60.150660 61.654427 63.195788 64.775683A Lifeguard | 009013 | TEMP

15.050000 15.050000TEMP 15.046084A
Locksmith | 003928 | L39A

25.871726 36.404116OPMT 25.871726 27.165312 28.523578 29.949757 31.447245 33.019607 34.670587 36.404116A

25.764184 36.404116OPMB 25.764184 26.408289 27.068496 27.745208 28.438838 29.149809 29.878554 30.625518 31.391156 32.175935 32.980333 33.804841 34.649962 35.516211 36.404116B Machinist | 006009 | BULT

27.211584 45.145355BLDG 27.211584 29.252453 31.446387 33.804866 36.340231 39.065748 41.995679 45.145355A Machinist Helper | 006011 | BULT

21.807617 36.179908BLDG 21.807617 23.443188 25.201427 27.091534 29.123399 31.307654 33.655728 36.179908A Machinist Supervisor | 006010 | BULT

31.601523 52.428479BLDG 31.601523 33.971637 36.519510 39.258473 42.202859 45.368073 48.770678 52.428479A Maintenance Worker | 003651 | L39A

18.532550 26.077158OPMT 18.532550 19.459177 20.432136 21.453743 22.526430 23.652751 24.835389 26.077158A

18.455515 26.077158OPMB 18.455515 18.916903 19.389826 19.874572 20.371436 20.880722 21.402740 21.937808 22.486253 23.048409 23.624619 24.215234 24.820615 25.441130 26.077158B Marina Aide | 009061 | TEMP

15.000000 15.000000TEMP 15.000000A
Marina Manager | 001773 | MGMT

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 Marina&Boating Facilities Attd | 003650 | L39A

19.649574 27.648924OPMT 19.649574 20.632053 21.663656 22.746839 23.884181 25.078390 26.332309 27.648924A

19.567896 27.648924OPMB 19.567896 20.057093 20.558520 21.072483 21.599295 22.139277 22.692759 23.260078 23.841580 24.437620 25.048561 25.674775 26.316644 26.974560 27.648924B Mayor | 023000 |

65.764327 65.764327MCNLU
Mayor Council Intern | 009130 | TEMP

15.000000 24.040000TEMP 15.000000 24.040000A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Mayoral Aide | 022003 | EMSU

15.000000 20.651601MCSBA
Mechanical Maintenance Supv | 006054 | BULT

30.308645 50.283532BLDG 30.308645 32.581793 35.025428 37.652335 40.476260 43.511980 46.775379 50.283532A Media & Communications Officer | 020027 | EXMG

37.974736 56.962101EXMGU
Media & Communications Spclst | 001775 | MGMT

37.924564 49.760315MGTE 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315A Media Production Specialist I | 017013 | L39A

26.253593 36.941442PROF 26.253593 27.566273 28.944587 30.391816 31.911407 33.506977 35.182326 36.941442A

26.144462 36.941442PRFB 26.144462 26.798074 27.468026 28.154727 28.858595 29.580060 30.319562 31.077551 31.854490 32.650852 33.467123 34.303801 35.161396 36.040431 36.941442B Media Production Specialist II | 017025 | L39A

29.383190 41.345099PROF 29.383190 30.852350 32.394967 34.014715 35.715451 37.501224 39.376285 41.345099A

29.261051 41.345099PRFB 29.261051 29.992577 30.742391 31.510951 32.298725 33.106193 33.933848 34.782194 35.651749 36.543043 37.456619 38.393034 39.352860 40.336682 41.345099B Meter Reader | 003621 | L39A

17.189950 24.187986OPMT 17.189950 18.049447 18.951919 19.899515 20.894491 21.939216 23.036177 24.187986A

17.118496 24.187986OPMB 17.118496 17.546458 17.985119 18.434747 18.895616 19.368006 19.852206 20.348511 20.857224 21.378655 21.913121 22.460949 23.022473 23.598035 24.187986B Meter Reading Supervisor | 015094 | L39C

25.265367 35.550908SUPV 25.265367 26.528635 27.855067 29.247820 30.710211 32.245722 33.858008 35.550908A

25.160344 35.550908SUPB 25.160344 25.789353 26.434087 27.094939 27.772312 28.466620 29.178285 29.907742 30.655436 31.421822 32.207368 33.012552 33.837866 34.683813 35.550908B Metropolitan Arts Manager | 001776 | MGMT

47.649359 62.520088MGTE 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088A Museum Security Supervisor | 015086 | L39C

22.408429 31.530909SUPV 22.408429 23.528850 24.705292 25.940557 27.237585 28.599464 30.029437 31.530909A

22.315283 31.530909SUPB 22.315283 22.873165 23.444994 24.031119 24.631897 25.247694 25.878886 26.525858 27.189004 27.868729 28.565447 29.279583 30.011573 30.761862 31.530909B Neighborhood Rsrcs Coord I | 016968 | L39A

23.796090 33.483488OFFT 23.796090 24.985894 26.235189 27.546948 28.924295 30.370510 31.889036 33.483488A

23.697176 33.483488OFTB 23.697176 24.289605 24.896845 25.519266 26.157248 26.811179 27.481458 28.168494 28.872706 29.594524 30.334387 31.092747 31.870066 32.666818 33.483488B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Neighborhood Rsrcs Coord II | 016969 | L39A

26.816714 37.733809OFFT 26.816714 28.157550 29.565427 31.043698 32.595883 34.225677 35.936961 37.733809A

26.705241 37.733809OFTB 26.705241 27.372872 28.057194 28.758624 29.477590 30.214530 30.969893 31.744140 32.537744 33.351188 34.184968 35.039592 35.915582 36.813472 37.733809B Neighborhood Services Area Mgr | 001778 | MGMT

50.628103 66.428459MGTE 50.628103 51.893806 53.191151 54.520930 55.883953 57.281052 58.713078 60.180905 61.685428 63.227564 64.808253 66.428459A Neighborhood Services Manager | 001901 | MGMT

67.503995 88.571094MGTE 67.503995 69.191595 70.921385 72.694420 74.511781 76.374576 78.283940 80.241039 82.247065 84.303242 86.410823 88.571094A New Growth Manager | 001777 | MGMT

60.411667 79.265341MGTE 60.411667 61.921959 63.470008 65.056758 66.683177 68.350256 70.059012 71.810487 73.605749 75.445893 77.332040 79.265341A Nurse (Adaptive Recreation) | 009136 |

52.240000 63.200000DALYD
Nurse | 009027 | TEMP

52.240000 63.200000DALY 52.240000 57.460000 63.200000D
Office Specialist | 016095 | L39A

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

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 Operations General Supervisor | 001802 | MGMT

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 OPS Accountability Analyst | 021022 | MCSU

30.525457 45.788188MCSAU
OPS Accountability Inspector General | 021024 | MCSA

42.100000 63.150000MCSAU
OPS Accountability Spec | 021021 | MCSU

36.609625 54.914438MCSAU
Painter | 006012 | BULT

24.401879 40.483917BLDG 24.401879 26.232020 28.199422 30.314379 32.587957 35.032054 37.659458 40.483917A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Paralegal (Ex) | 010804 | CONF

30.372565 39.851437CONF 30.372565 31.131879 31.910176 32.707930 33.525628 34.363769 35.222863 36.103435 37.006021 37.931172 38.879451 39.851437A Paralegal Technology Support | 010805 | CONF

36.324799 47.661284CONF 36.324799 37.232919 38.163742 39.117836 40.095782 41.098177 42.125631 43.178772 44.258241 45.364697 46.498814 47.661284A Park Equipment Operator | 003666 | L39A

22.617536 31.825145OPMT 22.617536 23.748413 24.935834 26.182626 27.491757 28.866345 30.309662 31.825145A

22.523522 31.825145OPMB 22.523522 23.086610 23.663775 24.255369 24.861753 25.483297 26.120379 26.773388 27.442723 28.128791 28.832011 29.552811 30.291631 31.048922 31.825145B Park Maintenance Manager | 001781 | MGMT

49.223506 64.585505MGTE 49.223506 50.454094 51.715446 53.008332 54.333540 55.691879 57.084176 58.511280 59.974062 61.473414 63.010249 64.585505A Park Maintenance Superintendnt | 001782 | MGMT

44.301154 58.126954MGTE 44.301154 45.408683 46.543900 47.707498 48.900185 50.122690 51.375757 52.660151 53.976655 55.326071 56.709223 58.126954A Park Maintenance Worker | 003927 | L39A

16.091878 19.559779OPMT 16.091878 16.896472 17.741296 18.628361 19.559779A

15.280067 19.559779OPMB 15.280067 15.662069 16.053621 16.454962 16.866336 17.287994 17.720194 18.163199 18.617279 19.559779B Park Maintenance Worker I | 003653 | L39A

18.532822 26.077542OPMT 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542A

18.455785 26.077542OPMB 18.455785 18.917180 19.390109 19.874862 20.371734 20.881027 21.403053 21.938129 22.486582 23.048747 23.624966 24.215590 24.820980 25.441504 26.077542B Park Maintenance Worker II | 003654 | L39A

20.933812 29.455976OPMT 20.933812 21.980503 23.079528 24.233504 25.445179 26.717438 28.053310 29.455976A

20.846795 29.455976OPMB 20.846795 21.367965 21.902164 22.449718 23.010961 23.586235 24.175891 24.780288 25.399795 26.034790 26.685660 27.352802 28.036622 28.737538 29.455976B Park Maintenance Worker III | 003655 | L39A

24.444315 34.395607OPMT 24.444315 25.666531 26.949858 28.297351 29.712219 31.197830 32.757721 34.395607A

24.342705 34.395606OPMB 24.342705 24.951273 25.575055 26.214431 26.869792 27.541537 28.230075 28.935827 29.659223 30.400704 31.160722 31.939740 32.738233 33.556689 34.395606B Park Plan Design & Devlpmt Mgr | 001869 | MGMT

55.727277 73.119016MGTE 55.727277 57.120459 58.548470 60.012182 61.512487 63.050299 64.626556 66.242220 67.898275 69.595732 71.335625 73.119016A Park Safety Ranger | 002061 | SPOA

27.395638 38.548415POAM 27.395638 28.765420 30.203691 31.713876 33.299570 34.964549 36.712776 38.548415A

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Park Safety Ranger Assistant | 002060 | SPOA

24.905126 35.044014POAM 24.905126 26.150382 27.457901 28.830796 30.272336 31.785953 33.375251 35.044014A Park Safety Ranger Supervisor | 002062 | SPOA

31.504984 44.330677POAM 31.504984 33.080233 34.734245 36.470957 38.294505 40.209230 42.219692 44.330677A Parking Enforcement Officer | 003630 | L39A

20.245940 28.488070OPMT 20.245940 21.258237 22.321149 23.437206 24.609066 25.839519 27.131495 28.488070A

20.161780 28.488070OPMB 20.161780 20.665825 21.182471 21.712033 22.254834 22.811205 23.381485 23.966022 24.565173 25.179302 25.808785 26.454005 27.115355 27.793239 28.488070B Parking Enforcement Supervisor | 015025 | L39C

23.261292 32.730975SUPV 23.261292 24.424357 25.645575 26.927854 28.274247 29.687959 31.172357 32.730975A

23.164601 32.730975SUPB 23.164601 23.743716 24.337309 24.945742 25.569386 26.208621 26.863837 27.535433 28.223819 28.929414 29.652649 30.393965 31.153814 31.932659 32.730975B Parking Facilities Maint Supv | 015055 | L39C

26.360131 37.091351SUPV 26.360131 27.678138 29.062045 30.515147 32.040904 33.642949 35.325096 37.091351A

26.250558 37.091351SUPB 26.250558 26.906822 27.579493 28.268980 28.975704 29.700097 30.442599 31.203664 31.983756 32.783350 33.602934 34.443007 35.304082 36.186684 37.091351B Parking Lot Attendant | 003627 | L39A

17.358159 24.424674OPMT 17.358159 18.226067 19.137370 20.094239 21.098951 22.153899 23.261594 24.424674A

17.286006 24.424674OPMB 17.286006 17.718156 18.161110 18.615138 19.080516 19.557529 20.046467 20.547629 21.061320 21.587853 22.127549 22.680738 23.247756 23.828950 24.424674B Parking Lot Supervisor | 015026 | L39C

20.788314 29.251245SUPV 20.788314 21.827730 22.919116 24.065072 25.268326 26.531742 27.858329 29.251245A

20.701902 29.251245SUPB 20.701902 21.219450 21.749936 22.293684 22.851026 23.422302 24.007860 24.608056 25.223257 25.853838 26.500184 27.162689 27.841756 28.537800 29.251245B Parking Manager | 001882 | MGMT

55.235540 72.473816MGTE 55.235540 56.616428 58.031839 59.482635 60.969701 62.493944 64.056293 65.657700 67.299142 68.981621 70.706162 72.473816A Parking Meter Coin Collector | 003628 | L39A

18.532822 26.077542OPMT 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542A

18.455785 26.077542OPMB 18.455785 18.917180 19.390109 19.874862 20.371734 20.881027 21.403053 21.938129 22.486582 23.048747 23.624966 24.215590 24.820980 25.441504 26.077542B Parking Meter Collection Supv | 015085 | L39C

22.836236 32.132876SUPV 22.836236 23.978048 25.176950 26.435797 27.757587 29.145466 30.602739 32.132876A

22.741308 32.132876SUPB 22.741308 23.309841 23.892587 24.489902 25.102150 25.729704 26.372947 27.032271 27.708078 28.400780 29.110800 29.838570 30.584534 31.349147 32.132876B

2:44:26 PM

Sched/SalPlan Minimum/Maximum
Salary Schedule/Classification Listing
Effective
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 3/12/2022
Parking Meter Repair Worker | 003629 | L39A

20.436513 28.756226OPMT 20.436513 21.458339 22.531256 23.657819 24.840710 26.082745 27.386882 28.756226A

20.351564 28.756226OPMB 20.351564 20.860353 21.381862 21.916409 22.464319 23.025927 23.601575 24.191614 24.796404 25.416314 26.051722 26.703015 27.370590 28.054855 28.756226B Parks Supervisor | 015028 | L39C

28.968396 40.761443SUPV 28.968396 30.416816 31.937657 33.534540 35.211267 36.971830 38.820422 40.761443A

28.847982 40.761443SUPB 28.847982 29.569182 30.308412 31.066122 31.842775 32.638844 33.454815 34.291185 35.148465 36.027177 36.927856 37.851052 38.797328 39.767261 40.761443B Payroll Technician | 010707 | CONF

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 Permit Services Manager | 001784 | MGMT

46.084894 60.467375MGTE 46.084894 47.237016 48.417941 49.628390 50.869100 52.140828 53.444349 54.780458 56.149969 57.553718 58.992561 60.467375A Permit Services Supervisor | 015114 | L39C

30.970567 43.578697SUPV 30.970567 32.519095 34.145050 35.852302 37.644917 39.527163 41.503521 43.578697A

30.841829 43.578697SUPB 30.841829 31.612875 32.403197 33.213277 34.043609 34.894699 35.767066 36.661243 37.577774 38.517218 39.480148 40.467152 41.478831 42.515802 43.578697B Personnel Analyst | 010823 | CONF

35.346653 46.377872CONF 35.346653 36.230319 37.136077 38.064479 39.016091 39.991493 40.991280 42.016062 43.066464 44.143126 45.246704 46.377872A Personnel Analyst | 014012 | MSUP

35.346653 46.377872MSUP 35.346653 36.230319 37.136077 38.064479 39.016091 39.991493 40.991280 42.016062 43.066464 44.143126 45.246704 46.377872A Personnel Technician | 010708 | CONF

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 Personnel Transactions Coord | 016065 | L39A

19.243842 27.078020OFFT 19.243842 20.206034 21.216336 22.277153 23.391011 24.560562 25.788590 27.078020A

19.163850 27.078020OFTB 19.163850 19.642946 20.134020 20.637371 21.153305 21.682138 22.224191 22.779796 23.349291 23.933023 24.531349 25.144633 25.773249 26.417580 27.078020B Pick-up Driver | 016988 | L39A

15.949911 21.374407OFFT 15.949911 16.747407 17.584777 18.464016 19.387217 20.356578 21.374407A

15.893065 21.374407OFTB 15.893065 16.290392 16.697652 17.115093 17.542970 17.981544 18.431083 18.891860 19.364157 19.848261 20.344468 20.853080 21.374407B Pilot | 009126 | TEMP

35.433200 41.338800TEMP 35.433200 38.386000 41.338800A