Item 01 2023-01653 Labor Agreement: Stationary Engineers Local 39 Miscellaneous Successor Labor Agreement/Memorandum of Understanding; and the Citywide Salary Schedule (2/3 Vote Required) — Sacramento City Council, December 12, 2023 (part 1 of 2)

City of Sacramento
City Council Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2023-01653 12/12/2023 Discussion Item 1.

Labor Agreement: Stationary Engineers Local 39 Miscellaneous Successor Labor Agreement/Memorandum of Understanding; and the Citywide Salary Schedule (2/3 Vote Required)
File ID: 2023-01653
Location: Citywide
Recommendation: Adopt a Resolution by two-thirds vote: 1) waiving the requirements of the City Code and Council Rules of Procedure for 10-day posting of labor agreements; 2) approving the Memorandum of Understanding (MOU) between the City of Sacramento (City) and Stationary Engineers Local 39 Miscellaneous (L39A); 3) approving the revised citywide salary schedule; 4) authorizing the City Manager to conduct the necessary budget adjustments and transfers from fund balances to adequately fund the MOU; and 5) authorizing the City Manager or City Manager’s designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors in the MOU and salary schedule.

Contact: Aaron Donato, Labor Relations Manager, (916) 808-5816, Department of Human Resources; Chee Khang, Labor Relations Officer, (916) 808-5735, Department of Human Resources Presenter: None.

Attachments:
1-Description/Analysis
2-L39A MOU (Redline)
3-Salary Schedule (Redline)
4-L39A Labor Agreement Costing
5-Resolution
6-Exhibit A - L39A MOU
7-Exhibit B - Salary Schedule Final
Description/Analysis
Issue Detail:

Stationary Engineers Local 39 Miscellaneous (L39A) Successor Labor Agreement/Memorandum of Understanding (MOU)

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File ID: 2023-01653 12/12/2023 Discussion Item 1.

The 2021-2023 MOU between the City and L39A expired on September 22, 2023. The City and L39A have negotiated a successor MOU, and L39A has advised that the agreement was ratified by its membership. Attachment 2 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: September 23, 2023, through September 19, 2025. · Effective September 23, 2023, salary ranges will be increased by six percent (6.0%). o Within sixty (60) calendar days, all employees who are still on payroll and in a classification covered by the L39A MOU will receive retroactive pay. · Effective July 13, 2024, salary ranges will be increased by four percent (4.0%). · Health and Welfare Contributions
o 2024 Calendar Year Health Changes, effective December 30, 2023:
§ Employee Only - City contribution of $955.00 per month, § Employee Plus One Dependent - City contribution of $1,520.00 per month, and § Employee Plus Two or More Dependents - City contribution of $2,026.00 per month.
o 2025 Calendar Year Health Changes, effective the first paycheck of 2025:
§ The City will contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a maximum contribution of twenty-five dollars ($25.00) per month, towards a cumulative total increase in premium from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans.

The final version of the L39A MOU is attached to the Resolution as Exhibit A (Attachment 6).

Salary Schedule
The California Code of Regulations requires that the City Council adopt the City’s Salary Schedule at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed to ensure that salary rates are transparent and publicly available. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.

A redline version of the salary schedule is shown in Attachment 3. The final, comprehensive Citywide salary schedule is attached to the Resolution as Exhibit B (Attachment 7).

Policy Considerations:

Approval of this action by the City Council is consistent with the City’s legal obligation under the Meyers-Milias-Brown Act, adheres to the City’s positive labor management relations concept, and provides labor stability.

The Sacramento City Code Section 4.04.020 and Council Rules and Procedure (Chapter 7, Section E.2.d) mandate that unless waived by a two-thirds vote of the City Council, all labor agreements, and

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File ID: 2023-01653 12/12/2023 Discussion Item 1.
all agreements greater than $1,000,000 shall be made available to the public at least ten (10) days prior to Council action. This provision will be waived by City Council.

Economic Impacts: None.

Environmental Considerations: The report contains administrative activities that will not have a significant effect on the environment and that do not constitute a “project” as defined by the California Environmental Quality Act (CEQA) Guidelines Sections 15061(b)(3) and 15378(b)(2).

Sustainability: Not applicable.

Commission/Committee Action: Not applicable.

Rationale for Recommendation: Approval of this action will establish a new MOU between the City and L39A through September 19, 2025. Additionally, approval of this action will establish compliance with the California Code of Regulations § 570.5.

Financial Considerations:

Approval of this agreement will result in an ongoing increase in general fund expenses with the chart below outlining the estimated financial impact over a five-year period:
$s in millions FY2023/24 FY2024/25 FY2025/26 FY2026/27 FY2027/28 G/MU Funds Cost
Increase
$4.0 $9.0 $9.1 $9.1 $9.1
Other Funds Cost
Increase
$1.5 $3.3 $3.3 $3.3 $3.3
The City’s current five-year forecast is in deficit. To balance the City Budget, as required by the City Charter, the City will need to make spending reductions and/or increase revenues. The City’s current General/Measure U Fund five-year forecast, excluding homelessness services1, is below2:
$s in millions FY2023/24 FY2024/25 FY2025/26 FY2026/27 FY2027/28 Approved Budget
Surplus / (Deficit)
$0.4 $12.1 ($23.6) ($25.3) ($30.1)
Labor Contract
Negotiating Authority
($32.0) ($41.9) ($42.7) ($43.5) ($44.2)
Other Spending
Increases
($10.4) ($8.9) ($9.1) ($9.3) ($9.5)
Anticipated Salary
Savings
$16.6 $16.9 $17.3 $17.6 $18.0
Budgetary Reserve
Adjustments
$25.4 ($25.4) $0.0 $0.0 $0.0
Total Surplus/(Deficit) $0.0 ($47.2) ($58.1) ($60.5) ($65.8)

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File ID: 2023-01653 12/12/2023 Discussion Item 1.
$s in millions FY2023/24 FY2024/25 FY2025/26 FY2026/27 FY2027/28 Approved Budget
Surplus / (Deficit)
$0.4 $12.1 ($23.6) ($25.3) ($30.1)
Labor Contract
Negotiating Authority
($32.0) ($41.9) ($42.7) ($43.5) ($44.2)
Other Spending
Increases
($10.4) ($8.9) ($9.1) ($9.3) ($9.5)
Anticipated Salary
Savings
$16.6 $16.9 $17.3 $17.6 $18.0
Budgetary Reserve
Adjustments
$25.4 ($25.4) $0.0 $0.0 $0.0
Total Surplus/(Deficit) $0.0 ($47.2) ($58.1) ($60.5) ($65.8)

1. Including homelessness services would increase projected deficits. The size of the forecasted FY 2024/25 homelessness services deficit will depend on the final City allocation amount for State Homeless Housing, Assistance and Prevention (HHAP) Round 5 funding.

2. Increased costs and decreased revenues are represented as negatives as they increase deficits. The budgetary reserve is separate from the Economic Uncertainty Reserve and represents savings in prior years that was allocated to the FY 2024/25 budget year. The updated forecast moves $25.4 million from FY2024/25 to FY2023/24 to cover projected deficits in the current FY.

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and
International Union of Operating Engineers,
Stationary Engineers, Local 39
Labor Agreement
Covering All Employees In The Operations and
Maintenance, Office and Technical,
And Professional Units
2021-20232023 - 2025

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

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

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

1.3 CAREER DEVELOPMENT TRAINEES .............................................................................................. 2 ARTICLE 2 – SOLE AGREEMENT ......................................................................................... 3

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

3.1 CITY RIGHTS ...................................................................................................................................... 3 ARTICLE 4 – UNION RIGHTS ................................................................................................ 3

4.1 PAYROLL DEDUCTIONS ................................................................................................................... 3

4.2 TIME OFF FOR UNION BUSINESS ................................................................................................... 6

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

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

4.5 STEWARDS ........................................................................................................................................ 6

4.6 USE OF CITY INFORMATION SYSTEMS ......................................................................................... 7

4.7 NEW EMPLOYEE ORIENTATION ...................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ............................................................................. 8

5.1 GRIEVANCE PROCEDURE ............................................................................................................... 8

5.2 PURPOSE ........................................................................................................................................... 8

5.3 DEFINITIONS ...................................................................................................................................... 8

5.4 STEP ONE .......................................................................................................................................... 9

5.5 STEP TWO .......................................................................................................................................... 9

5.6 STEP THREE ...................................................................................................................................... 9

5.7 ARBITRATION .................................................................................................................................. 10

5.8 WITNESSES ................................................................................................................................ 10 11 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................... 11

6.1 SALARY RANGE ............................................................................................................................... 11

6.2 SALARIES ......................................................................................................................................... 11 ARTICLE 7 – SALARY ADMINISTRATION ........................................................................... 11

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ..................................................................... 11

7.2 ADVANCEMENT IN RATE OF COMPENSATION ...................................................................... 11 12

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

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ......................................... 14

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................................................. 14

7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ................................................................................. 14

7.7 SALARY CONTINUATION FOR ABSENCES FOR LESS THAN ONE WORK DAY .................. 14 15

7.8 LONGEVITY PAY ......................................................................................................................... 14 15

7.9 LIVING WAGE MEETING .................................................................................................................. 15

ii
ARTICLE 8 – HEALTH AND WELFARE ............................................................................... 15

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ................................. 15

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ................................................................... 15 16

8.3 AMOUNT OF CONTRIBUTION ................................................................................................... 16 17

8.4 COVERED DEPENDENTS .......................................................................................................... 17 18

8.5 CASH-BACK LIMITS .................................................................................................................... 18 19

8.6 LIFE INSURANCE ........................................................................................................................ 18 19

8.7 FLEXIBLE SPENDING ACCOUNTS ............................................................................................ 18 19

8.8 RETIREES OR SURVIVOR DEPENDENTS ............................................................................... 19 20 ARTICLE 9 – HOURS OF WORK AND SELECTION OF VACANCIES ........................... 22 23

9.1 WORKDAY, WORKWEEK ........................................................................................................... 22 23

9.2 TEMPORARY ASSIGNMENT AND SHIFT CHANGES ............................................................... 22 24

9.3 FILLING PERMANENT VACANCIES .......................................................................................... 24 25

9.4 REST PERIODS ........................................................................................................................... 24 26

9.5 VOLUNTARY WORK FURLOUGH PROGRAM .......................................................................... 25 26 ARTICLE 10 – OVERTIME COMPENSATION ................................................................. 25 27

10.1 OVERTIME/COMPENSATING TIME OFF (CTO ......................................................................... 25 27

10.2 COURT OVERTIME ..................................................................................................................... 26 28 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY ........... 28 30

11.1 STANDBY ASSIGNMENTS ......................................................................................................... 28 30

11.2 NIGHT-SHIFT PREMIUM PAY .................................................................................................... 28 30 ARTICLE 12 – LEAVES ................................................................................................... 29 31

12.1 HOLIDAYS ................................................................................................................................... 29 31

12.2 VACATION ................................................................................................................................... 33 34

12.3 SICK LEAVE ................................................................................................................................. 35 37

12.4 COURT LEAVE ............................................................................................................................ 39 41

12.5 PARENTAL LEAVE ...................................................................................................................... 39 42

12.6 CATASTROPHIC LEAVE PLAN .................................................................................................. 40 43

12.7 PERSONAL LEAVE ..................................................................................................................... 42 44

12.8 FAMILY MEDICAL LEAVE ........................................................................................................... 42 45

12.9 STATE DISABILITY INSURANCE (SDI ....................................................................................... 43 45

12.10 BEREAVEMENT LEAVE .............................................................................................................. 43 46

12.11 PAID CITY LEAVE (PCL) ............................................................................................................. 43 46 ARTICLE 13 – SPECIAL ALLOWANCES ........................................................................ 44 46

13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION ............................................................. 44 46

13.2 TUITION REIMBURSEMENT ...................................................................................................... 44 47

13.3 FORENSIC IDENTIFICATION CERTIFICATION PAY ................................................................ 45 47

13.4 IRRIGATION SPECIALIST PAY .................................................................................................. 45 48

13.5 SPRAY CREW INCENTIVE ......................................................................................................... 45 48

13.6 PLAYGROUND INSPECTOR INCENTIVE .................................................................................. 46 48

13.7 WATER TREATMENT CERTIFICATION ..................................................................................... 46 49

13.8 MAINTENANCE WORKER ASSIGNMENTS IN SOLID WASTE ................................................ 46 49

13.9 CONTINUING EDUCATION ........................................................................................................ 46 49

13.10 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................ 47 49

13.11 BILINGUAL PAY ........................................................................................................................... 49 52

13.12 TRAVEL FOR TRAINING ............................................................................................................. 50 52

iii

13.13 POLICE RECORDS SPECIALIST & EVIDENCE AND PROPERTY TECHNICIAN EDUCATION INCENTIVE ................................................................................................................................................... 50 53

13.14 ARMORER CERTIFICATION PAY .............................................................................................. 50 53

13.15 CERTIFIED ACCESS SPECIALIST (CASp) CERTIFICATION PAY ........................................... 51 53

13.16 DRONE CERTIFICATION PAY .................................................................................................... 51 54

13.17 INSTRUMENT TECHNICIAN INCENTIVE PAY .......................................................................... 51 54 ARTICLE 14 – TRANSPORTATION ................................................................................ 52 54

14.1 GENERAL .................................................................................................................................... 52 54

14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE ................................. 52 55

14.3 TRANSPORTATION .................................................................................................................... 52 55

14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS ................................................................ 53 56

14.5 DISCOUNTED PARKING RATES ............................................................................................... 53 56 ARTICLE 15 – LAYOFF ................................................................................................... 54 56

15.1 PURPOSE .................................................................................................................................... 54 56

15.2 DEFINITIONS ............................................................................................................................... 54 57

15.3 PROCEDURE ............................................................................................................................... 56 59

15.4 SALARY IN EVENT OF DOWNGRADE ...................................................................................... 59 61

15.5 FRINGE BENEFITS ..................................................................................................................... 59 62

15.6 RECALL ........................................................................................................................................ 60 62

15.7 GENERAL .................................................................................................................................... 61 64 ARTICLE 16 – WORK SHARING PROGRAM .................................................................. 62 65

16.1 WORK SHARING PROGRAM ..................................................................................................... 62 65 ARTICLE 17 – UNIFORMS AND COVERALLS ............................................................... 63 66

17.1 UNIFORMS .................................................................................................................................. 63 66

17.2 COVERALLS ................................................................................................................................ 64 67

17.3 FOUL WEATHER GEAR .............................................................................................................. 64 67

17.4 SUMMER WEAR .......................................................................................................................... 66 68

17.5 FORENSIC INVESTIGATORS ..................................................................................................... 66 69

17.6 SOLID WASTE UNIFORMS ......................................................................................................... 67 69

17.7 UNIFORM VESTS - RELIEF COMMUNITY CENTER ATTENDANTS ........................................ 67 70

17.8 EVIDENCE AND PROPERTY TECHNICIANS ............................................................................ 67 70

17.9 TREE PRUNER UNIFORM .......................................................................................................... 67 70

17.10 ANIMAL CARE TECHNICIANS AND ANIMAL CONTROL OFFICERS ...................................... 68 71 ARTICLE 18 – SAFETY SHOES AND SAFETY GLASSES ............................................. 68 71

18.1 SAFETY SHOES .......................................................................................................................... 68 71

18.2 SAFETY GLASSES ...................................................................................................................... 69 72

18.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES ................................................................... 69 72 ARTICLE 19 – SAFETY ................................................................................................... 70 73

19.1 SAFETY ADVISORY COMMITTEE ............................................................................................. 70 73

19.2 NON-FAULT VEHICULAR ACCIDENTS ..................................................................................... 70 73 ARTICLE 20 – DISCIPLINE.............................................................................................. 70 73

20.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS .................. 70 73

20.2 LETTER OF REPRIMAND ........................................................................................................... 71 74

20.3 IN-LIEU DISCIPLINE .................................................................................................................... 71 74

20.4 DISCIPLINE TOLLING PERIOD .................................................................................................. 71 74

20.5 MEDIATION .................................................................................................................................. 71 75

20.6 DISCIPLINE APPEAL HEARING PROCEDURE ......................................................................... 72 75

20.8 WITHDRAWAL OF APPEAL ........................................................................................................ 72 75

20.9 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION ............................................... 72 76 ARTICLE 21 – CLASSIFICATION AND PAY ................................................................... 73 76

21.1 NEW OR REVISED ...................................................................................................................... 73 76

21.2 STAFF AIDE POSITIONS ............................................................................................................ 74 77

21.3 LIMITED-TERM APPOINTMENTS .............................................................................................. 74 77 ARTICLE 22 – MISCELLANEOUS ................................................................................... 74 77

22.1 CIVIL SERVICE RULES ............................................................................................................... 74 77

22.2 PROMOTION FROM WITHIN ...................................................................................................... 74 78

22.3 CONSOLIDATION ........................................................................................................................ 74 78

22.4 WORKERS COMPENSATION ..................................................................................................... 75 78

22.5 NON-DISCRIMINATION ................................................................................................................... 75

22.65 SAVINGS CLAUSE ...................................................................................................................... 75 78

22.76 EMPLOYEE PERFORMANCE EVALUATIONS .......................................................................... 75 78

22.87 TELEWORK PROGRAM .............................................................................................................. 76 79

22.98 CONTRACTING-OUT .................................................................................................................. 76 80

22.109 VIDEO DISPLAY TERMINALS .................................................................................................... 76 80

22.1110 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) ............................................... 77 80

22.1211 STRIKES AND LOCKOUTS ......................................................................................................... 77 80

22.1312 TIME OFF FOR EXAMINATIONS ................................................................................................ 77 81

22.1413 BLOOD BANK TIME..................................................................................................................... 77 81

22.1514 EMERGENCY RESPONSE ......................................................................................................... 78 81

22.1615 PAYROLL ERRORS..................................................................................................................... 78 82

22.1716 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 79 83

22.1817 DEFERRED COMPENSATION PLAN ......................................................................................... 80 83

22.1918 SHOP LOCATION SELECTION FOR FLEET SERVICES COORDINATORS............................ 80 84

22.19 URBAN FORESTRY ......................................................................................................................... 84

22.20 TERM ........................................................................................................................................... 80 84 EXHIBIT A – REGRESSION LADDERS .......................................................................... 84 87 EXHIBIT B – CONTINUING LETTERS OF UNDERSTANDING (LOUs) .......................... 89 92

1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the INTERNATIONAL UNION OF OPERATING ENGINEERS, STATIONARY ENGINEERS LOCAL 39, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious labor relations between the City and the Union, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, hours of work, and other conditions of employment.

ARTICLE 1 – RECOGNITION

1.1 RECOGNITION
a. The City hereby recognizes the Union as the exclusive bargaining agent for all employees in the Operations and Maintenance, Office and Technical, and Professional Units, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law.
b. The Union will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting an election pursuant to the City's Employer-Employee Relations Policy.

1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Operations and Maintenance, Office and Technical, and Professional Units shall be covered by this Agreement except as hereinafter provided. Additionally, any career employee covered by this Agreement who accepts a temporary appointment to a classification outside this Agreement shall continue to be covered by this Agreement for a period of ninety (90) calendar days. Such temporary appointment shall be treated as an out-of- classification assignment. Similarly, a career employee not covered by this Agreement who accepts a temporary appointment to a classification covered by this Agreement shall not fall under the provisions of this Agreement for a period of ninety (90) calendar days. The City shall not make temporary appointments under this provision for the sole purpose of eroding the bargaining units represented by the Union.

The following terms are defined as used throughout this Agreement:

Career Employees: Those employees having either probationary or permanent status in a classification covered by this Agreement.

2 Non-Career Employees: Employees working in a classification covered by this Agreement who are not required to serve a probationary period and who therefore have neither probationary nor permanent status. There are the following two (2) categories of non-career employees:
(+1,040): These non-career employees work, within one year of each date of employment, in excess of 1,040 hours during a continuous period of employment of more than six (6) months.
(-1,040): These non-career employees work, within one year of each date of employment, 1,040 or less hours. Included in this category are all non-career employees who do not fall under the (+1,040) definition.

Probationary Period: 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.

With the exception of Parking Enforcement Officer; Senior Parking Enforcement Officer; Parking Meter Coin Collector; Parking Lot Attendant; Senior Parking Lot Attendant; and Parking Meter Repair Worker, the probationary period for career employees hired or promoted into or within this unit on or after June 19, 2020, who are employed in classifications covered under this Agreement, whose probationary period was six (6) months shall be twelve (12) months (2,080 regular hours). All relevant job specifications shall be deemed modified to reflect this provision.

Classifications with an eighteen (18) month (3,120 regular hours) probationary period shall remain unchanged.

1.3 CAREER DEVELOPMENT TRAINEES
The City shall have the right during the term of the Agreement to establish Career Development Trainee classifications. Such classifications shall have a flat hourly rate of pay equivalent to ten percent (10%) below Step 1, as applicable, of the salary range of the career classification, as shown in the current salary schedule. (For example, if the "1" step hourly rate of pay is $9.00 for the career classification for which the career development training is being conducted, the flat hourly rate for the Career Development Trainee would be $9.00 minus $.90 or $8.10.) An employee appointed as a Career Development Trainee shall have non-career (+1,040) status for purposes of benefit eligibility during the term of the appointment.

3 ARTICLE 2 – SOLE AGREEMENT

2.1 SOLE AGREEMENT
a. This Agreement when signed by the parties hereto, and approved by the City Council, supersedes all other Agreements and supplements, and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend, or alter the provisions of the Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of the City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms. 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 CITY RIGHTS
The City retains the exclusive right, subject to and in accordance with applicable laws, the City Charter, Civil Service Board Rules and Regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable Charter, ordinance and Civil Service Board Rule provisions; (d) to discipline employees in accordance with applicable Rules; (e) to dismiss employees because of lack of work or for other reasonable cause; (f) to determine the mission of its Divisions and Departments, and its budget, organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift, or tour of duty, and the methods and technology of performing its work; and (g) to take whatever action may be appropriate to carry out its mission in situations of emergency.

ARTICLE 4 – UNION 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 Union membership dues, initiation fees, and assessments; and (2) the insurance

4 premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member.

The City will deduct five dollars ($5) per month from the employee’s wages under the terms of this Agreement, on the basis of individually signed, voluntary authorized deduction forms. These authorized deductions for the Local 39 Federal Political Action Committee (PAC) are not conditions of membership in Stationary Engineers, Local 39 or of employment with the City and that the Local 39 Federal PAC will use such monies in making political contributions in connection with federal, state, and local elections. Payments shall be made on a separate check to Local 39 Federal PAC, accompanied by monthly reports reflecting employee name and contribution amounts on forms provided by the Local 39 Federal PAC, shall be remitted to 1620 North Market Boulevard, Sacramento, CA 95834.
b. All 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 using the dues authorization form agreed to by the City and the Union and shall include:
(a) Employee full name
(b) Employee eCAPS ID number or last four digits of their Social Security number
(c) Amount or percentage of wage for monthly membership dues and/or initiation fee
(d) Additional Union sponsored deductions (e.g., life insurance) (e) Any additional necessary information
(2) Any changes or modifications to the authorization form shall be agreed upon between the City and Union.
(3) The authorization form for deductions shall be completed and submitted by the Union to the Payroll Division, Department of Finance. (4) Such deductions shall be made only upon submission of the authorization form by the Union to the Payroll Division, Department of Finance.
(5) When changes in rates affect large groups of Union members, the Union may, in lieu of utilizing the dues authorization form, notify the Labor Relations Division, Department of Human Resources of the new

5 rate and clearly define the group(s) of Union members who are affected.
(6) The Union is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance, 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) pay periods per year, which shall be the first two (2) pay periods of each month. (8) If for any reason an employee does not have sufficient funds due him/her 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 Union shall assume the duty of direct collection from the employee.
(9) Deductions and authorizations shall be separated by type of deduction (e.g., Union membership dues, initiation fees, insurance premiums) and by payee.
(10) Unless notified in writing by the Union of an employee’s request to cancel their dues deductions, the City will continue to deduct union dues, and/or any additional deduction(s) noted. Notification of cancellation will be made utilizing the dues authorization form, notating in the “Additional Information,” or “Action,” column that it is a “Membership Cancellation.”
(11) The City shall make the Union’s requested dues changes, enroll new members, and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days following notification. (12) The City will remit to the Union a check for all of the deductions. (13) The Union 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, initiation fees, PAC fees, or insurance or other programs sponsored by the Union.
(14) In the event there is a change in the law whereby any provision in this Section becomes invalid, or if for any reason any provision of this Section is rendered unlawful by any published appellate court decision, this Section shall be forthwith deemed amended to comply with the change or decision in question. Upon occurrence of such an event, the

6 parties shall meet and confer as soon as practicable regarding the invalidated or amended provision(s).,
(15) Employees recalled pursuant to Article 15 shall immediately be enrolled upon recall into the union dues deduction, or other payment that existed at the time of layoff, as appropriate.

4.2 TIME OFF FOR UNION BUSINESS
City employees covered by this Agreement who are serving current terms as members of the Union's Local 39 Executive Board may be allowed three (3) days per month of City time to conduct Union business if such request is made by the Business Representative of Local 39 to the Director of Human Resources with at least forty- eight (48) hours advance notice. The Director of Human Resources shall have the right to deny such requests.

4.3 BULLETIN BOARDS
a. In addition to providing the Union with a locked bulletin board at City Hall, space shall be provided on City property, at locations mutually agreed upon, for Union bulletin boards for the posting of the following types of notices:
(1) Union recreational and social activities
(2) Union steward elections
(3) Union appointments and results of Union elections
(4) Union meetings
b. Such other notices as may be mutually agreed upon by the Union and the Department of Human Resources. Bulletin boards are for the sole purpose of such notices as are listed above. The board size shall be no larger than three (3) feet by four (4) feet.

4.4 LIST OF NEW EMPLOYEES
At least every thirty (30) days, the City shall provide the Union 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 STEWARDS
a. The City recognizes that the Union has established Stewards, who consist of career City employees represented by the Union. A current list of Stewards

7 shall be made available to the Director of Human Resources, together with any changes thereto.
b. Stewards shall be designated in accordance with areas mutually agreed upon by the Union and the City. The Union will not exceed a ratio of one (1) Steward to every fifty-five (55) represented employees.
c. Stewards shall not conduct Union or representational activities on City time unless prior approval is expressly granted by City management.

4.6 USE OF CITY INFORMATION SYSTEMS
a. The Union shall have the right to reasonable use of the City's existing internal mail system for the limited purpose of communicating with employees who have been designated in writing by the Union as Stewards. The envelope for such mail shall contain the following information: Steward's name, Department, Division, and work location. The City shall not be held responsible for untimely or lost mail.
b. The Union may have reasonable use of the City's electronic mail (Outlook) system (email) for the limited purpose of communicating with employees who have been designated in writing by the Union as stewards. Stewards may, with the advance approval of department management, have reasonable use of City email to fulfill their role as a Steward.
c. Failure to comply with these requirements will result in withdrawal of the use of City information systems.

4.7 NEW EMPLOYEE ORIENTATION
a. Unless otherwise agreed in advance, Union 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 Union and the labor agreement.

The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Union’s representative(s) to attend, shall be established by the City. The City shall make a reasonable effort to provide the Union with at least forty-eight (48) hours’ notice of changes to the regular schedule.
b. The Union shall be permitted to have one (1) Union steward attend the new employee orientation so long as their absence from their assignment does not unduly disrupt the operation of the City and the steward obtains their supervisor’s authorization. The steward shall be on City-paid Union release time for up to one (1) hour of regular time; release time shall not create an overtime obligation.

8 The Union may have only one (1) steward on City-paid release time regardless of the Unit they are in (i.e., Miscellaneous, Plant Operators, General Supervisors).

The City may terminate section 4. 7(b) by providing written notice to the Union within thirty (30) calendar days of the expiration of this Agreement. c. Within ninety (90) days of adoption of this Agreement, at the Union’s written request, the City and the Union agree to meet and discuss new-employee orientations. Absent agreement, the City’s current new-employee orientation process shall remain.

ARTICLE 5 – GRIEVANCE PROCEDURE

5.1 GRIEVANCE PROCEDURE
The City and the Union agree to implement the following grievance procedure.

No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance was based. With the consent of the City's third step representative, the thirty (30) calendar day time limit for filing grievances may be extended.

5.2 PURPOSE
a. This grievance procedure shall be used to process and resolve grievances arising under this Agreement except to the extent that the City Charter vests jurisdiction elsewhere.
b. The purposes of this procedure are:
(1) to resolve grievances informally at the lowest possible level; (2) to provide an orderly procedure for reviewing and resolving grievances promptly.

5.3 DEFINITIONS
A grievance is a good faith complaint of one (1) or a group of employees, or a dispute between the City and the Union involving the interpretation, application, or enforcement of the express terms of this Agreement.
a. As used in this procedure, the term "supervisor" means the individual who assigns, reviews and directs the work of an employee.
b. As used in this procedure, the term "party" means an employee, the Union, the City, or their authorized representatives.

9 c. The employee retains all rights conferred by Sections 3500 et. seq., of the Government Code or Civil Service Board Rules and Regulations of the Civil Service Boardthe City unless waived by such employee.

5.4 STEP ONE
An employee who believes they have cause for grievance may contact their supervisor alone. An employee who believes they have cause for grievance may contact their supervisor with their Steward. If after discussions with the supervisor, the employee does not feel the grievance has been properly adjusted, the grievance may be reduced to writing. The grievance statement shall include the following:
a. A statement of the grievance clearly indicating the question raised by the grievance and the article(s) and section(s) of this Agreement. b. The remedy or correction requested of the City.
c. The grievance form shall be signed by the grieving employee, the date and time of presentation affixed thereto, and signed as received by the employee's supervisor.
d. The grieving employee's Division Head or designee shall give their answer to the grievance in writing within fourteen (14) calendar days from the time they received the grievance in writing. The answer by the Division Head or designee shall include the following:
(1) a complete statement of the City's position and the facts upon which it is based;
(2) the remedy or correction which has been offered, if any.

5.5 STEP TWO
The appeal to the second step will be made within fourteen (14) calendar days after receipt of the City’s Step One response. The hearing of the grievance will be held within fourteen (14) calendar days of the second step appeal. The Union representative and designated Departmental representative will meet in an effort to settle the matter. The City's answer will be made fourteen (14) calendar days after the hearing is held. The employee has fourteen (14) calendar days after receiving the City’s Step Two response to determine whether or not to appeal the grievance to the third step.

5.6 STEP THREE
a. The Union's representative and the designated representative of the City will meet to hear a grievance appealed to the third step.

10 a.b. Grievances of a general nature pertaining to matters not normally decided by Shop or Unit supervisory personnel may be presented directly to the third step.
b.c. Grievances appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
c.d. A written answer will be made within fourteen (14) calendar days after the hearing, stating the City's position.

5.7 ARBITRATION
If the third step answer is not satisfactory, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the designated City representativeLabor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
a. An arbitrator may be selected by mutual agreement between the Union representative and the City's representativeLabor Relations Manager, or designee.
b. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified 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 this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding.
d. The fees of the arbitrator and the court reporter if used will be borne equally by the Union and the City.
e. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. f. If the City does not meet time limits, the Union may process the grievance to the next step of the grievance procedure. Time limits at each grievance step may be waived by mutual agreement of the parties.
g. The Union District Representative or designee shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.

11 5.8 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant hereto. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.

ARTICLE 6 – SALARY ADJUSTMENTS

6.1 SALARY RANGE
a. The salary schedule shall consist of eight (8) steps with five percent (5.0%) between steps.
b. Within sixty (60) calendar days after the adoption by the City Council all employees on the fifteen (15) step salary schedule will be moved to the eight (8) step salary schedule. These employees shall move to the closest step that does not result in a loss of pay.

6.2 SALARIES
a. Effective June 19, 2021September 23, 2023, all salary steps shall be increased by six percent (6.0%) three and one-half percent (3.5%).

This increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date of implementation will receive the increase retroactively.
a.b. Effective July 13, 2024, all salary steps shall be increased by four percent (4.0%).

Employees who are on payroll on February 1, 2022, will receive retroactive pay within sixty (60) calendar days following adoption by the City Council of this Agreement.

ARTICLE 7 – SALARY ADMINISTRATION

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE
The rate of compensation upon original appointment shall normally be Step 1, as applicable. However, if the City Manager or designee finds that the appointee has extraordinary qualifications, or that a higher step is necessary in order to recruit, appointment at any step in the range may be made. This provision shall apply to original appointments to career positions and appointment to non-career positions.

12 7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty-six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date.

For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases.
(3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.

13 (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on- duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date. (3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

14 b. Movement to Another Position in the Same Classification or to a Classification with the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION
Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid and shall be credited with the duration of time spent in their salary step paid at the time of departure. The period of time separated from City service shall not be included in the calculation of the anniversary date for future in-grade salary adjustments.
b. If the employee is reemployed after resignation to a classification lower than that in which last employed, the employee may receive any step, but not to exceed the salary of the classification in which last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.

7.6 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds top step of the salary range established for a classification, such salary shall be designated as a "Y-rate". During such time as an employee's salary remains above the top step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y-rate", and be eligible for advancement to

15 succeeding steps in the range as outlined in this Agreement. In the event an employee is "Y-rated" below top step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.

7.7 SALARY CONTINUATION FOR ABSENCES FOR LESS THAN ONE WORK DAY A salaried employee exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act who works for only a portion of the day shall not have their salary reduced that day due to insufficient accrued, usable leave. This provision shall apply only to employees in the Professional Unit.

7.8 LONGEVITY PAY
Employee eligibility for longevity pay as provided in Section 108 of the City Charter shall be determined by an employee’s City Service Seniority as defined in Article 15, Layoff, Section 15.2(b)(2). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay is provided 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 provision 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.

7.9 LIVING WAGE MEETING
Within ninety (90) calendar days of adoption of this Agreement by the City Council, at the written request of the Union, the parties agree to meet and discuss the recruitment and retention challenges facing the City’s lowest wage classifications represented by Local 39. Any change shall require mutual agreement between the parties.

ARTICLE 8 – HEALTH AND WELFARE

16 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. The amount of 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 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
c.d. Notwithstanding Section 8.1(b) and 8.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck during (1) an approved federal or state protected leave of absence, if required by state and federal law; or (2) while suspended from service without pay. d.e. 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 CONTRIBUTION TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided below, on either a 100% or 50% basis, for non-career (+1,040) employees. Except as provided herein, the City contribution 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 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 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution. b. To be eligible for City contribution under this Section, the non-career employee must be paid for a minimum of forty (40) hours of work on each paycheck. 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 first two (2) paychecks each month the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee's first two (2) paychecks each month 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 including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.

17 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) Employees enrolled in an ABHP shall receive the same City contributions as specified in Section 8.3(b), below. To the extent the premium for the ABHP is less than the City contributions outlined in Section 8.3(b), below, any excess City contribution shall be credited to the employee’s HSA to the extent allowed by law.
b. Employees Not Enrolled in an ABHP
(1) Effective the pay period beginning December 21, 2019, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $829.46 per month. (1) Effective the pay period beginning December 18, 2021, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

(2) Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee only, the City contribution shall be $955.00 per month.

(2) Effective the pay period beginning December 21, 2019, for full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1318.38 per month.
(3) Effective the pay period beginning December 18, 2021, 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.

18 (5) Effective the pay period beginning December 18, 2021, 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.
(6) Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month.
c. Employees not enrolled in a City-sponsored medical plan shall receive up to $747.00 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in subsection 8.21(ac). e. Effective December 17, 2022,the first paycheck of 2025 for plan year 20232025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2022 2024 to plan year 20232025, of the benchmarked forty twenty-five dollar ($4025.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount.
f. If all City bargaining units agree to the change, Eemployees 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) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP traditional HMO medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
g. Employees shall not receive any unused portion of the City contribution as cash.

19 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 up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children under the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

8.5 CASH-BACK LIMITS
a. The cash-back of City dollars shall be limited to $200.00 per month for career employees who have waived City-sponsored medical insurance continuously since June 29, 2012. Part-time employees shall be prorated as indicated in subsection 8.21(ac).
b. New employees or employees who were not receiving the cash-back as of June 29, 2012, shall not be eligible for any cash-back. 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 medical insurance.

8.6 LIFE INSURANCE
a. The City provides basic life insurance in an amount of $20,000 to each eligible career employee at no charge. Employees may purchase, at their expense, additional life insurance of $30,000.
b. Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations specified by the insurance carrier.

8.7 FLEXIBLE SPENDING ACCOUNTS
The City shall offer the following Flexible Spending Accounts (FSA) as permitted by Internal Revenue Service Regulations:

20 a. Out-of-pocket costs for City-sponsored health, dental, and vision insurance plans;
b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.

The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to both the employees and the Union.

8.8 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 City contribution towards the purchase of medical, dental, or vision insurance for retirees is $300.00 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. Retirees shall not receive any unused portion of the City contribution as cash.
b. Employees Retiring On or After July 1, 1992
(1) Except as provided below, to be eligible for the City’s retiree insurance contribution the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and age fifty (50).
(2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree health insurance contribution and dental benefit 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 ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible to a maximum of fifty percent (50%) of the City's maximum health insurance contribution identified in subsection 8.8(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 a maximum of seventy-five percent (75%) of the City's maximum retiree insurance contribution identified in subsection

8.8(a) above.

21 (c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City-paid retiree insurance contribution or dental benefit for retirees with less than ten (10) full years of City service. (5) An employee who does not retiree from the Sacramento City Employee Retirement System (SCERS) or the California Public Employee Retirement System (CalPERS) within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Retiree Insurance Contribution for Persons in Deferred Retirement Status As of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 5, 2017, shall be eligible to the City's retiree insurance contribution and dental benefit as follows:
(1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection (a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection (a) above.
(3) Retirees must be at least fifty (50) years of age.
(4) There is no eligibility for retiree insurance contribution or dental benefit for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 8.8(b) above. d. Pre-Medicare Eligible Retirees
Retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall be eligible to reenroll in a City-sponsored health plan within two (2) consecutive plan years of waiving City coverage.

22 e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution outlined above. f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in-line-of-duty survivors will be entitled to one hundred percent (100%) of the City-paid health insurance contribution and dental benefit for retirees regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to $300.00 for the survivor only, or up to $365.00 for the survivor and an eligible dependent.
“Eligible dependent,” as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
h. Medicare Supplement
In order to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and dependent shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits.
i. Limitation Clause
No employee or retiree shall have any rights provided by section 8.8 (Retirees or Survivor Dependents) after September 22,2023 September 19, 2025. j. Elimination of Retiree or Survivors Dependents Benefits for Employees Hired After June 30, 2012
Unless otherwise required by law, Nno employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any of the benefits provided in Section 8.8 (Retirees or Survivor Dependents). Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring to classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section 8.8 only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer.

23 k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel who Unretire from City Service and Subsequently Re-Retire from City Service On/After September 23, 2023

Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.

Notwithstanding Section 8.8(j), upon re-retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.8 at the time of their first retirement, shall receive the City contribution to which they were entitled to upon their original retirement date. Years of service during the employee’s return to active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.8.

Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution. The individual unretires and works in a Union represented
classification for another ten (10) years. When the employee re- retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.

ARTICLE 9 – HOURS OF WORK AND SELECTION OF VACANCIES

9.1 WORKDAY, WORKWEEK
a. The workweek for employees covered by this Agreement shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The employees' workweek shall consist of forty (40) working hours during the said seven (7) day period. This paragraph does not apply to non-career employees.
b. The City may establish a workweek schedule consisting of forty (40) hours in increments of four (4), ten (10) hour workdays; five (5) eight (8) hour workdays; or a 9-80 workweek schedule consisting of four (4), nine (9) hour workdays, four (4), nine (9) hour workdays, and one (1), eight (8) hour workday during an eighty (80) hour bi-weekly period. The City shall discuss with the Union thirty (30) days in advance of implementation of the four (4), ten (10) workweek or 9-80 workweek schedule. Every effort will be made to schedule such workdays consecutively and avoid back-to-back workweeks,

24 unless a separate written workweek agreement is entered into by the City and the Union.
c. All employees covered by this Agreement, except those employees on a straight eight (8) hour workday, shall be allowed a lunch period, to be used as the employee desires within accepted standards, of not less than thirty (30) minutes nor more than one (1) hour which may be scheduled generally in the middle of the work shift. If an employee is required to work during their lunch period, and if no alternate lunch period is taken, at the approval of the employee's supervisor said time shall be compensated at one and one-half (1 ½) times the employee’s regular rate of pay if the time worked exceeds that of their scheduled work shift. This paragraph does not apply to non-career employees.
d. Employees shall be given at least ten (10) workdays’ notice prior to a permanent change in their assigned hours of work. If an employee’s shift or days off are changed without the above notification, they shall be paid the one and one-half (1 ½) times the employee’s regular rate of pay for all time worked on the first day of the new shift. This paragraph applies to career employees and to those non-career (+1,040) employees who have a permanent shift schedule. Every effort will be made to give employees as much notice as possible for any change of shift or days off.

9.2 TEMPORARY ASSIGNMENT AND SHIFT CHANGES
a. When a temporary assignment arises within twenty-four (24) hours of the shift, the supervisor shall assign an employee to cover the work as required by the needs of the operation.
b. When a temporary assignment arises within the pay period and there is advance notice of the assignment, the supervisor may solicit and select from qualified volunteers provided that there is no disruption in meeting the business needs of the operation. If there are no volunteers, the supervisor shall designate an employee to work the assignment.
c. Employees may voluntarily, and with the mutual agreement of their Department Head, or designee, flex their shift(s) to meet the needs of the operation. These voluntary shift changes shall not require the payment of overtime; however, the City shall not change an employee’s shift involuntarily to avoid the payment of overtime. This provision may be cancelled by either party with thirty (30) calendar days’ written notice.
d. When a long-term temporary assignment arises with a minimum of fifteen (15) calendar days’ advance notice, the type of work and duration shall be posted for three (3) calendar days. The supervisor shall solicit and select from qualified volunteers provided that there is no disruption in meeting the

25 business needs of the operation. If there are no volunteers, the supervisor shall designate an employee assignment.
e. To the extent possible, the supervisor will seek to distribute temporary assignments among all qualified employees.
f. There are operations with multiple functions which may be assigned and/or reassigned based on the function priority and operational need of the organization. Insofar as it is reasonable, the expressed assignment preferences of employees shall be considered when making such assignments/reassignments provided that there is no disruption in meeting the business needs of the operation.
g. Every effort will be made to give employees as much notice as possible for any temporary change of assignment or shift.
h. Recycling and Solid Waste
When a Recycling and Solid Waste employee who is assigned to a route has noticed the City that they will be off work for four (4) or more work weeks on a City-approved leave of absence, the City shall post the vacancy for four (4) calendar days as a temporary bid for floating employees, which are employees who do not have a designated route. When the employee who is on leave returns to work, the floating employee shall return to floating status.

If the employee on leave separates from City service, promotes, or transfers, then the vacancy becomes permanent and shall be subject to the standard post and bid requirements.

9.3 FILLING PERMANENT 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. The posting 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 the employees requesting transfer to the vacant position have first priority to the job, nor does it 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 (1) 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

26 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 relationship and the employees have a potential employment conflict of interest due to a parental, spousal, or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational, and personnel needs of the departments. f. This Section does not apply to non-career employees.

9.4 REST PERIODS
a. Each employee covered by this Agreement will be afforded rest periods.

These rest periods will be as currently administered by their respective departments.
b. The length of the rest periods will be fifteen (15) minutes during the first half of an employee’s work shift, and fifteen (15) minutes during the last half of an employee’s work shift, unless the City and the Union agree otherwise in writing. Non-career employees shall be entitled to a fifteen (15) minute rest period during every four (4) hours of scheduled work.
c. The City shall notify employees or post in each work location a policy statement regarding when rest periods shall be taken. In the event it is deemed necessary to change an established rest period within a work organization, notification will be given to the Union prior to implementing such change.

9.5 VOLUNTARY WORK FURLOUGH PROGRAM
Full-time career employees may participate in a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a regular fixed basis to less than forty (40) hours per week. Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this Citywide program.

27 ARTICLE 10 – OVERTIME COMPENSATION

10.1 OVERTIME/COMPENSATING TIME OFF (CTO)
a. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) hours per workweek, or on a recognized holiday shall be compensated for such work time at one and one-half (1.5-1/2) times their regular rate of pay. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility. a.b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek, are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
b.c. Overtime compensation shall be paid by cash payment. or CTO as determined by the In lieu of cash payment, Compensating Time Off (CTO) may be earned by mutual agreement between the employee and the appointing authority or designee. The scheduling of CTO use must be approved in advance by the appointing authority or designee. c.d. Employees may accrue up to one hundred and sixty (160) hours of CTO. The City may cash out those 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.
d.e. Overtime work shall be distributed equally insofar as possible among qualified career employees engaged in the same activities or any one classification in accordance with the criteria established herein.
e.f. The City shall determine which employees are qualified for overtime based on the following factors:
(1) Employee classification
(2) Job location
(3) Shift
(4) Completion of started assignment
(5) Emergency
(6) Desire to work overtime

28 (7) Employee availability
f.g. The City shall review its distribution of overtime every three (3) months. It is understood that the nature of certain work assignments does not easily permit equal distribution of overtime, and in such cases exception may be made to equal distribution. Disputes over equal distribution of overtime may be resolved pursuant to the grievance procedure.
g.h. The City shall not adjust a regular workweek schedule during said workweek to avoid payment of overtime.
h.i. Out-of-class incentive and/or night shift differential shall be included when calculating an employee’s overtime rate of pay for all actual hours worked in said assignment.
i.j. Cash-back provided to employees who opt-out of City sponsored medical insurance as provided in Section 8.5, Cash-Back Limits, shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.

10.2 COURT OVERTIME
a. Court Overtime
(1) This Section applies when an employee is subpoenaed to appear in the litigation of a public offense in their capacity as an employee of the City of Sacramento. For the purposes of this Section "subpoenaed to appear" shall be defined as being served with a subpoena in California Penal Code Sections 1326 through 1332, or a "subpoena request form" used by the Sacramento Police Department.
(2) When an employee is subpoenaed to appear in court and is not scheduled to be on duty during the time of their appearance, upon reporting to the court the employee will receive a minimum of four (4) hours pay at time and one-half the employee’s base rate of pay, plus applicable incentives, or the actual amount of time spent in court, whichever is greater.
(3) When such court appearance on off-duty time requires the employee to be in attendance before and after the lunch recess, such lunch time will be included in determining the employee's court overtime pay. (4) When an employee works a graveyard shift that ends at or after 7:00 a.m., and is required to make a morning court appearance on the same day, the employee shall receive court overtime pay at time and one- half the employee’s base rate of pay, plus applicable incentives, beginning at the end of the employee’s shift. The employee shall use

29 the time to the maximum extent possible to travel to and prepare for the court appearance.
(5) When the employee's court appearance is scheduled within two (2) hours prior to the beginning of the employee's work hours, the employee will be compensated at the rate of time and one-half the employee’s base rate of pay, plus applicable incentives, for a minimum of two (2) hours for such court appearance.
(6) When an employee is on vacation more than two hundred (200) miles from Sacramento and the vacation is interrupted by a court appearance, the employee shall be paid a minimum of four (4) hours pay at the rate of double time for such court appearance, and shall be given an additional vacation day for each day at court appearance and travel time, if such travel time is at least one full day. (Travel time is defined as seven (7) hours.) However, for an employee to be eligible for compensation under this subsection the employee must, upon receiving the subpoena, notify both their immediate supervisor and the Court Liaison Office of the scheduled vacation/court appearance conflict.
b. Telephone Standby Time
(1) When an employee is placed on telephone standby by the District Attorney, or the judge of the court, the employee is required, at no cost to the City, to notify the Court Liaison Office, and the employee's immediate supervisor, of the court order. If the standby requirement has been confirmed by the Department, the employee will be compensated at the rate of one and one-half (1-1/2) times their regular rate of pay for only those hours that the court is actually in session. (2) There shall be no telephone overtime for an employee merely answering their personal telephone.
(3) This Section does not preclude the employee from contacting the court, District Attorney, their office, or the Court Liaison Office at their own discretion. However, these calls will not be compensated. c. Cancellation of Appearances
Notice of cancellation will be given to employees three (3) hours prior to court or at the end of last shift prior to court. In the event that such notice is given within the three (3) hours, employees will receive two (2) hours of overtime at the rate of time and one-half. Notification to employees prior to three (3) hours will eliminate overtime compensation.

30 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY

11.1 STANDBY ASSIGNMENTS
a. An employee who is required to remain on standby for emergency work shall be paid $245 per week, or the daily pro rata rate of $35.00, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their regular rate of pay, or consistent with Article 10.1, one and one-half (1 ½) times their regular rate of pay, whichever is greater. Non-career employees shall not be on standby for emergency work. Any employee who is on standby New Year's Day, Christmas Day, Thanksgiving Day, or the 4th of July shall receive twelve (12) hours of holiday credit.
b. Employees who are issued a City cell phone, laptop, and/or pager are not on standby unless assigned by the appointing authority.
c. With the exception of sick leave, employees may use any type of authorized leave, including, but not limited to, vacation; CTO; holiday credit; etc., during their standby assignment so long as they remain available for their standby assignment. An employee utilizing sick leave who is unable to work due to a personal illness, shall not receive standby pay for the day(s) out sick.

Employees who fall ill after hours while they are on standby, shall notify the Standby Supervisor who will find a replacement for the day(s) the employee is out sick. The standby assignment may resume when the employee returns to work.
d. If an employee is assigned to standby and receives telephone contacts, and is engaged in a problem resolution which exceeds fifteen (15) minutes, the employee shall receive the two-hour minimum, or actual time worked, whichever is greater. Additional calls within the two-hour period are covered under that minimum time.

11.2 NIGHT-SHIFT PREMIUM PAY
a. Career and non-career (+1,040) employees covered by this Agreement who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated therefore, by payment for the entire shift of an additional five percent (5%) of their base pay for that shift.

Said employees who work less than five-eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated for those hours worked (to the nearest one-half hour) within this period by payment of an additional five percent (5%) of their base pay for such hours. b. An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay.

31 ARTICLE 12 – LEAVES

12.1 HOLIDAYS
a. The following shall be the recognized holidays under this Agreement 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
(1) To be eligible for holiday pay, the employee shall work the last scheduled workday before and after the recognized holiday. Paid time on vacation, sick leave or compensating time off shall be considered hours worked for the purpose of holiday pay eligibility. An employee absent due to a disciplinary suspension shall not be considered to have missed a scheduled workday for the purpose of holiday pay eligibility. (2) A part-time career employee, including an employee in a work sharing program, or a non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:

Number of
Recognized Holidays
In the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
.5 18 28.8

1.0 16 25.6

1.5 14 22.4

2.0 12 19.2

An employee paid for less than the minimum number of hours required for the 50% benefit shall receive no recognized holiday benefit.

32 (3) Notwithstanding any provision of this Section, non-career (-1,040) employees who work in classifications which have only an hourly rate of pay as set forth in the current salary schedule shall not receive recognized or floating holiday benefits.
c. Monday-Friday 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.
(3) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
d. 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.
(3) An employee who is regularly scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
e. Alternative Monday-Friday Schedules
(1) For employees who work a Monday through Friday alternative work schedule, including but not limited to 9/80 or 4/10, if the recognized holiday falls on the employee’s scheduled day off, the employee shall receive holiday credit for the hours of the holiday benefit, up to a maximum of eight (8) hours.

33 (2) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
f. Holiday Benefit for Employees in Classifications Which Accrue Holiday Time (1) The number of recognized holiday hours for full-time career employees in a classification designated to accrue holiday time shall be one hundred and twelve (112) per calendar year which shall accrue at 4 hours, 40 minutes on each of the first two (2) paychecks each month.. (2) A part-time career employee, including an employee in a work sharing program or a non-career (+1,040) employee, shall accrue recognized holiday credit based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% accrual; 40-63.9 hours paid = 50% accrual.
(3) The following classifications shall accrue holiday credit:

Evidence and Property Technician/Senior Evidence and
Property Technician
Parking Lot Attendant/Senior Parking Lot Attendant
(4) Employees who accrue holiday time may accumulate holiday credit up to a maximum of eighty (80) hours. Thereafter, all accrued holiday time in excess of eighty (80) hours in any bi-weekly pay period shall be paid to the employee at their straight-time hourly rate. Holiday credit may be taken by the employee at the discretion of the Department Head.

Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.
g. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, all employees, except those employees covered under subsection (f), shall receive the equivalent of two (2) floating holidays per calendar year accrued as follows:
(a) Full-time career employees shall accrue forty (40) minutes of floating holiday 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.

34 (b) A part-time career employee, including an employee in a work sharing program or a non-career (+1,040) employee shall accrue floating holiday credit based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% accrual; 40-63.9 hours paid = 50% accrual.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s straight-time hourly rate of pay on the final paycheck of the calendar year in which it was earned.
(c) An employee terminating for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate. (3) Close Operations/Conversion of Floating Holiday
The City may elect to close operations for a full day on Christmas Eve and New Year’s Eve and eliminate one (1) floating holiday. The City agrees to meet and confer on the impacts associated with the implementation of the conversion of the floating holiday to the extent required by law.
h. Christmas Eve and New Year's Eve Holidays
In the event an eligible employee cannot be scheduled off the last four (4) hours of the work shift, or applicable pro-ration for part-time employees, on the two (2) four (4) -hour recognized holidays before Christmas and New Year's, the holidays shall be observed as a single holiday, at the discretion of the City, on Christmas Eve or New Year's Eve.

35 (2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service and contiguous non-career service prior to the date of appointment to a career classification shall be used to determine the vacation accrual date used in determining the above accrual rates.
(5) An employee’s maximum accrual of vacation shall not exceed four hundred and eighty (480) hours. Accrual shall be suspended until the balance is brought below the maximum accrual amount. Accrual will resume on the applicable paycheck following the paycheck in which the balance is brought down.
b. Employees who are eligible to receive a cash payment in-lieu of vacation leave, as provided in 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 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 forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
c. Integration of Vacation with Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury-on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not

36 to exceed one hundred percent (100%) of the employee’s regular rate of pay.

As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 12.4 Sick Leave.
d. Vacation Scheduling
(1) The time at which the employee shall be granted a vacation is at the approval of the Department Head. The Department shall determine the number and classification of employees who can be off on vacation on any given day. However, in an effort to accommodate the employee's requested vacation schedule each Department shall open to bid vacation scheduling thirty-one (31) days prior to November 1st of each year. Classification seniority shall govern where more than one employee bids for the same period. In case of a tie, the employee with the greatest amount of continuous City service shall be senior. (2) Non-career (+1,040) employees shall be eligible to bid for vacation after all career employees have bid. Date of last hire shall determine seniority for non-career employees. Non-career employees shall bid for vacation on the basis of said seniority.
(3) The final vacation schedule as approved by the Department Head shall be permanently posted in the employee work area not later than the first Friday of December.
(4) Annual vacations applied for other than during the open bid period will be granted with the approval of the Department Head or designee.

Such request shall not be unreasonably denied.
(5) In no event may a senior employee bump a junior employee from a vacation period after the thirty-one (31) day bidding period has run.

However, employees may trade vacation periods if all trading employees agree. Changes in the vacation schedule may be amended with the approval of the Department Head or authorized representative. (6) An employee who has bid for and scheduled a vacation of forty (40) hours or more shall provide the Department with a minimum two (2) week notice of cancellation if they later decide not to take the time off.

37 (8) Recycle and Solid Waste – The use of vacation leave by employees in the classification(s) of Integrated Waste Equipment Operator and Senior Integrated Waste Equipment Operator shall be limited per day to a combined total of nine percent (9.0%) of authorized budgeted positions; this calculation shall include seasonal, limited term employees assigned to leaf season pickup. If the number of authorized budgeted positions change, the number of employees allowed off daily will be adjusted to maintain nine percent (9.0%). This calculation shall be rounded to the closest whole number. For example, calculations of .4 and below shall round down and calculations of .5 and above shall round up. Previously approved vacation time will not be cancelled as a result of this adjustment.

The annual bidding shall be by classification seniority in the following order:

1. Senior integrated Waste Equipment Operator

2. Integrated Waste Equipment Operator
Written vacation selection proxies are allowed; however, if an employee fails to proxy their selection, they shall be skipped and placed at the bottom of their seniority in their classification group.

12.3 SICK LEAVE
a. Accrual
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job-related. In accordance with the Rules and Regulations of the Civil Service Board, one-third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. Such usage shall not exceed the maximum amount of the employee's accumulation. A part-time career or non-career (+1,040) employee shall earn sick leave on a pro rata basis. (2) An employee in active service of the City eligible to accumulate sick leave credits may in January each year, receive a cash payment for twenty-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 have to 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

38 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, for calendar year 2023 and each year thereafter, Paragraphs (2) and (3), above will be replaced with the following provisions:
(5)(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours designated in the designated election.
(6)(3) 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.
(7)(4) 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 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 upon separation as follows:
(i) Eligible employees (or those entitled by law to the possession of the estate of a deceased employee) may

39 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 their retirement, resignation, or layoff, or death.
(ii) In the alternative, eEligible employees with an effective retirement date from PERS within one hundred twenty
(120) calendar days of their separation from City service may also convert any or all of their total sick leave credits accrued, less any payment received pursuant to sub-
paragraph (i), above, to PERS service credit as of the
date of their retirement consistent with and pursuant to the PERS contract with the City, as amended. If the
employee converts less than the full balance of sick leave to service credit, the employee may receive payment
equal to thirty-three and one-third percent (33-1/3%) of the remaining sick leave credits after conversion to
PERS.
(ii)(iii) Individuals identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i),
above, may 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 the employee’s death.
(b) PERS membersEmployees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon retirement, resignation, or layoff regardless of their years of service., though However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert their remaining sick leave balance to service credit consistent with law and 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.

40 (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 Any 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 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. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy, the Rules and Regulations of the Civil Service Board, Rule 16, and Attachment A to the Rules and Regulations of the Civil Service Board Rules and Regulations. e. Administration of Sick Leave
The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits and the Citywide Sick Leave Policy shall apply to all eligible employees.
f. Sick Leave Credit Limitation
Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e.a. The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.

41 f.g. Sick Leave Verification
Departments shall notify and receive approval from the Citywide Leave Administrator in the Department of Human Resources, Administration Division prior to placing employees on sick leave verification to ensure compliance with appropriate City policies. Employees placed on sick leave verification may request to be removed after six (6) months, or earlier based upon appropriate City policy. If it is determined by the Citywide Leave Administrator in the Department of Human Resources, Administration Division that the employee is in compliance with the policy, the employee shall be removed from sick leave verification. If the employee is not in compliance, the employee may request to be removed on a monthly basis thereafter.

12.4 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non-work related matter to which the employee is not a party, or 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 and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City. 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 of 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 provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance.

42 e. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accordance with the above-stated procedure.

12.5 PARENTAL LEAVE
a. Effective January 12, 1991, the current Pregnancy Disability Leave Policy for female employees shall be replaced by a parental leave policy for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City-paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave.
(2) To be eligible for the paid leave an employee hired on or before June 23, 1995, must have completed at least 2,080 hours of service from the most recent date of hire, or an employee hired on or after June 24, 1995, must have completed at least 6,240 hours of service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has 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. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City-paid leave shall not change based on a change in employment status, such as from part-time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former Department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.

43 (6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

12.6 CATASTROPHIC LEAVE PLAN
a. A benefit-qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or compensating time off hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City-provided forms. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non-Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:
(1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.

44 h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.

12.7 PERSONAL LEAVETIME OFF
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 time off (PTO)in January of each applicable year. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule.

Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1. a.b. Employees who separate service and who are subsequently reemployed, pursuant to Article 15.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis.

For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
b.c. Use of the personal leave time off shall not cause overtime. c.d. Personal time off 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.

45 12.8 FAMILY MEDICAL LEAVE
a. The federal and state medical leave acts are applicable to career and non- career employees who have completed the required 1,250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of FMLA leave, if applicable. b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent schedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, federal and state FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employees and may be obtained from the Department of Human Resources.

12.9 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as 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 deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)

46 (4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro- rata basis.

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

12.11 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by L39A on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contribution described in Section

12.12(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in section 12.12(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.

ARTICLE 13 – SPECIAL ALLOWANCES

47 classification assignment by the payment of five percent (5.0%) of the regular salary the employee received prior to the out-of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification.

Departments may establish internal tracking and approval systems for out-of- classification pay administration.
b. Temporary work in a higher classification shall first be offered to qualified career employees who volunteer. If no career employee desires the temporary work in a higher classification, management may assign a career or non- career employee.
c. Management will seek to distribute temporary assignments in a higher classification among all qualified employees who volunteer, providing that to do so would not cause disruption to the operation.
d. The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions.

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

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

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

13.4 IRRIGATION SPECIALIST PAY
A Park Maintenance Worker II shall receive five percent (5.0%) of their base rate of pay when assigned in writing to perform the Irrigation Specialist duties including, but not limited to, installation and repair of irrigation systems and related "non-energized" equipment.

13.5 SPRAY CREW INCENTIVE
a. Employees in the classifications of Park Maintenance Worker I and Park Maintenance Worker II who are regularly assigned as members of the pesticide/herbicide spray crew and who possess a valid Qualified Application Certificate in the Right of Way, Landscape Maintenance, or Aquatic category shall receive an additional five percent (5.0%) of their base rate of pay during each full pay period when so assigned.
b. The Certificate is subject to renewal bi-annually. 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.

13.6 PLAYGROUND INSPECTOR INCENTIVE
a. Employees in the classifications of Park Maintenance Worker II or Park Maintenance Worker III 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.

49 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.

13.7 WATER TREATMENT CERTIFICATION
Employees in the Department of Utilities in the classifications of Instrument Technician Trainee, Instrument Technician I, Instrument Technician II, and Process Control System Specialist shall receive a one hundred twenty-five ($125.00) dollar per month incentive for maintaining a valid Water Treatment Grade 2 (T-2 water) certification or higher. 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.

13.8 MAINTENANCE WORKER ASSIGNMENTS IN SOLID WASTE
Employees in the classifications of Maintenance Worker and Senior Maintenance Worker shall receive assignment pay of five percent (5.0%) of their base rate of pay when assigned to work in Recycling and Solid Waste.

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

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.

50 b. Building Inspector Certificate Pay
(1) Employees in the classifications of Building Inspector 1, 2, 3, 4, and Development Services Technician I, II, III 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

51 (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.

52 c. Code Enforcement Certificate Pay
(1) Employees in the classification of 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. 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.

13.11 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of 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.

13.12 TRAVEL FOR TRAINING
When an employee is required to attend training that necessitates travel outside of the City of Sacramento metropolitan area, the employee may claim travel time while driving to and from the training. Travel on public transportation may be accomplished during the work shift but is not overtime if it continues beyond the shift. Overnight stays for training out of the area are paid for based on an eight (8) or ten (10) hour day as applicable, and shall not generally result in overtime.

53 13.13 POLICE RECORDS SPECIALIST & EVIDENCE AND PROPERTY TECHNICIAN

EDUCATION INCENTIVE
a. A Police Records Specialist I/II/III or Senior/Evidence and Property Technician with a bachelor’s degree (BA or BS) or higher from an accredited college or university, shall receive an educational incentive of five percent (5.0%) above base salary.
b. A Police Records Specialist I/II/III or Senior/Evidence and Property Technician with an associate’s degree (AA or AS) from an accredited college or university, shall receive an educational incentive of two and one-half percent (2.5%) above base salary.
c. An employee is eligible to only one (1) of the above educational incentives. d. Incentives are additive and do not compound with any other pay or benefit. e. The incentive shall be effective in the pay period following presentation of the certificate of degree from the institution to the Personnel Services Division of the Police Department.

13.14 ARMORER CERTIFICATION PAY
a. Career employees in the classifications of Evidence and Property Technician and Senior Evidence and Property Technician who perform the full-time duties of an armorer shall receive ten percent (10.0%) of their base rate of pay Armorer Certification Pay.
b. Career employees in the classifications of Evidence and Property Technician and Senior Evidence and Property Technician who perform the duties of a relief armorer shall receive five percent (5.0%) of their base rate of pay Armorer Certification Pay.

13.15 CERTIFIED 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 classifications of Building Inspector II, III, and IV; and Plans Examiner II and III who obtain (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.
c. Authorized employees who obtain CASp certification will be reimbursed for the receipted pre-approved costs and fees associated with obtaining and

54 maintaining the certification. Authorized training for this certification shall be on City-time.

13.16 DRONE CERTIFICATION PAY
a. The City shall determine the number of employees authorized to be drone certified.
b. Authorized employees in the classifications of Building Inspector I, II, III, and IV 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 the FAA 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.

13.17 INSTRUMENT TECHNICIAN INCENTIVE PAY
a. Career employees in the classifications of Instrument Technician I and II 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
The employee will begin receiving the incentive within thirty (30) days after providing a valid copy of their certificate.
b. 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.

55 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.

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
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 Department of Finance, 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 ninety dollar ($90) per month parking subsidy to eligible career employees who are regularly assigned to work in the downtown

56 area. 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 with endorsements 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 with endorsements. Such reassignment and reduction in salary shall not be subject to the grievance procedure nor be disciplinary action as defined by Rule 12 of the Rules and Regulations of the Civil Service Board. In the event the employee obtains the required license with endorsements, 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.
d. If there are insufficient number of volunteers for positions which have a mandatory/some assignments driver license requirement, the City shall assign qualified employees by inverse order of seniority. The City reserves the right to assign employees where there are more volunteers than positions.

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

ARTICLE 15 – LAYOFF

15.1 PURPOSE
This Article provides the procedure to be followed when an employee is to be displaced/laid off from their position.

57 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 the Rules and Regulations of the Civil Service Board, classification seniority shall be mutually established by the City and Union.

For those classifications which have flexible staffing as defined in the Civil Service Board Rules and Regulations of the Civil Service Board and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series. For an employee who has downgraded, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted:
(a) classification seniority in any higher classification, 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.

58 For a part-time career employee, City seniority shall be prorated. (3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved unpaid leave of absence.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and 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.
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.

59 g. Department The application of the term "department" for the sole purpose of layoff and/or downgrade of career employees shall mean:
(1) The Department 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 and 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 Auditor, 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.

60 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 Board 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 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 there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, they shall be laid off.
(4) A career employee in a classification contained in classification group 47 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.

61 (5) Any permanent employee currently working in a classification contained within classification group 46 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 45, or classification group 46. 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.
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 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.

62 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 ordinance and rules. Employees being recalled shall have the uncompensated portion of their sick leave balance restored. However, if eligible, only those sick leave hours accrued after recall shall be applied to any subsequent sick leave payoff.
b. Employees enrolled in City insurance programs may continue elected coverage limited to the City's medical, dental, vision, and life insurance plans for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget 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.

63 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 downgraded. If, however, a permanent employee has been recalled or downgraded but has not been recalled to the classification in which permanent status is held within the five (5) year period, said employee shall continue to possess recall rights back to the classification in which permanent status is held, and to any other classifications in the employee's regression ladder which are lower than the classification in which permanent status is held and higher than the classification in which the employee was working at the expiration of the five (5) year period. If said employee is recalled to a classification higher in 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 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 and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/downgraded employee. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, 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

64 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. A non-career employee (+1,040) laid off pursuant to Section 15.3(a)(1) shall have recall rights back to the job classification from which they were laid off for a period of two (2) years. The order of recall shall be as provided in established department procedures. If such procedures have not been established on the effective date of this Agreement, non-career employees shall be recalled in such order as determined by the Department Head. No such non-career employees shall be hired or recalled to any regression ladder until such time as all career employees have exhausted or lost their recall rights back to that regression ladder. Non-career (-1,040) employees shall have no recall rights.
e. 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 have 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 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 Units represented by the Union. If such discussions are initiated but the parties fail to reach agreement, the present layoff procedure shall continue in full force and effect.

65 e.d. 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 – WORK SHARING PROGRAM

16.1 WORK SHARING PROGRAM
The City may establish a work sharing program in accordance with the provisions of this Article.
a. The City will decide the classification and positions which are feasible for a work sharing program. The Union will have the opportunity to make suggestions.
b. The program is voluntary.
c. Two (2) employees in the same classification who voluntarily agree shall equally share work hours of one full-time position in a bi-weekly pay period.

The program is limited to full-time permanent civil service employees in the same classification and same work unit, except the City may hire a part-time employee to implement or continue the work sharing arrangement in those cases where only one full-time permanent civil service employee voluntarily agrees.
d. Participating employees will receive pro rata benefits, including pro rata City insurance contribution and retirement, and pro rata seniority accrual. e. A work sharing arrangement may be terminated by the City or by either of the two (2) employees upon submission of written notice to the other parties.

Upon receipt of the written notice, the work sharing arrangement will be terminated on a date mutually acceptable to the City and the two (2) employees or thirty (30) calendar days from the date of written notice, whichever occurs first. This option shall apply for the first nine (9) months of the work sharing arrangement. Thereafter, the City may terminate the work sharing arrangement at its discretion.
f. Classification seniority shall prevail, if necessary, upon return to a full-time position or in the event of layoff.
g. The Union District Representative or designee shall have the opportunity to attend the meeting between the City and the two employees at the time the decision is to be made on the work sharing arrangement. h. The parties agree that the work sharing plan will be reviewed after a two (2) year trial period at which time either party may terminate the plan by serving

66 written notice on the other party within thirty (30) calendar days of the review date.

ARTICLE 17 – UNIFORMS AND COVERALLS

17.1 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 occupying classifications in the Operations and Maintenance Unit as otherwise defined herein 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 Forensic Investigators. Additionally, employees assigned to Solid Waste in the classifications of Integrated Waste Equipment Operator and Senior Integrated Waste Equipment Operator, at the employee’s option, shall receive five (5) coveralls. (3) The value of uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) bi-weekly to the Public Employees Retirement System (PERS).
(4) All employees who are provided with a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.
b. Solid Waste Gloves
Employees in the Solid Waste Division who wear gloves as part of their duties shall be permitted not more than six (6) pairs per fiscal year. Two (2) pairs of rubber gloves, as needed, shall be provided but will be included in the six (6) pair yearly maximum.
c. Uniform Allowance
(1) New employees hired into classifications for which the City requires a uniform which the employee must provide, shall receive an initial allowance of two hundred fifty dollars ($250) for the purchase of the necessary uniform, including but not limited to requisite footwear. (2) Thereafter, employees shall receive a uniform allowance of twenty dollars ($20) bi-weekly for uniform maintenance and replacement,

67 except Assistant Code Enforcement Officers who shall receive twenty- two dollars ($22) bi-weekly.
(3) All employees who receive a uniform allowance shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

17.2 COVERALLS
Employees in the classifications of Building Inspector I, II, III and IV shall be supplied with one pair of coveralls. Employees shall be responsible for the laundry, maintenance, and repair of such coveralls. Replacement of unserviceable coveralls shall be the responsibility of the City.

17.3 FOUL WEATHER GEAR
a. Employees in the classification of Animal Control Officer shall be supplied with one foul weather jacket.
b. Employees in the following classifications whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket:
(1) Park Maintenance Worker I/II/III
(2) Senior/Tree Pruner I/II
(3) Senior/Tree Maintenance Worker
(4) Traffic Control and Lighting Technician I/II
(5) Code Enforcement Officer
(6) Survey Technician I/II and Survey Party Chief
(7) Water Quality Lab Technician assigned to field testing (8) Animal Care Technician
(9) Parking Meter Coin Collector
(10) Traffic Investigator I/II/III
(11) Arborist/Urban Forester
(12) Building Inspector 1/2/3/4
(13) Senior/Building Maintenance Worker

68 (14) Construction Inspector I/II/III
(15) Senior/Electronic Maintenance Technician I/II
(16) Instrument Technician I/II
(17) Senior/Maintenance Worker
(18) Marina Attendant
(19) Parking Meter Repair Worker
(20) Zoo Attendant I/II
(21) Zoning Investigator
(22) Landfill Engineering Technician
(23) Utility Services Inspector
(24) Street Construction Equipment Operator/Laborer/Laborer Trainee (25) Irrigation Technician
(26) Park Equipment Operator
(27) Park Maintenance Worker
(28) Integrated Waste Equipment Operator and Senior Integrated Waste Equipment Operator
(29) Parking Enforcement Officer
(30) Process Control Systems Specialist
(31) Community Center Attendant I/II
(32) Forensic Investigator I/II/Lead
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.

17.4 SUMMER WEAR
Employees in the following classifications shall have the option to wear summer shorts and shoes between May 1 and September 30:

Parking Meter Coin Collector

69 Parking Meter Repair Worker
Parking Lot Attendant
Senior Parking Lot Attendant
Parking Enforcement Officer
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.

17.5 FORENSIC INVESTIGATORS
a. The City shall provide the following uniforms to employees in the Forensic Investigator classification series as follows:

Classification Series Long-Sleeve
Shirt
Short-
Sleeve Shirt
Pants
Forensic Investigators 5 5 6
Forensic Investigators
assigned to Latent Print Unit
or Evidence Lab
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 and Point Blank #BP2256, black 6x10 inch patch with the words “CSI” affixed to the center back of the load bearing vest. Uniform shirts: Blauer #8471 or Flying Cross Hybrid Base Shirt (long sleeve) #05VS8486 or Hybrid Base Shirt (short sleeve) #55VS8486 including SPD forensic shoulder patches. e. Time off preference – When additional time off becomes available for Forensic Investigator I, II, and Lead Forensic Investigator on Thanksgiving Day, Christmas Eve, Christmas Day, New Year’s Eve, or New Year’s Day, the time off will be granted by lot during an annual holiday draw.

17.6 SOLID WASTE UNIFORMS
The Policies and Procedures Manual of the Solid Waste Division, which shall be incorporated by reference, shall be amended to give employees in the classifications of Integrated Waste Equipment Operator, Senior Integrated Waste Equipment Operator, Maintenance Worker, and Senior Maintenance Worker the choice of collared shirts or t-shirts and pants or shorts, or any combination thereof.

70 17.7 UNIFORM VESTS - RELIEF COMMUNITY CENTER ATTENDANTS Uniform work vests will be provided to non-career (relief) Community Center Attendants under the following conditions:
a. Employees shall be responsible for the laundering of such work vest. b. The vests are the property of the Convention & Cultural Services Department and remain so at all times. Repair and replacement of unserviceable vests shall be the responsibility of the City.

17.8 EVIDENCE AND PROPERTY TECHNICIANS
a. Employees in the classifications of Evidence and Property Technician and Senior Evidence and Property Technician shall receive a uniform allowance of twenty-two dollars ($22.00) bi-weekly. Employees who receive uniform allowance shall be responsible for the laundry, maintenance, and repair of their uniforms. Replacement of unserviceable uniforms shall be the responsibility of the employee.
b. Evidence and Property Technicians and Senior Evidence and Property Technicians who are required to wear a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

17.9 TREE PRUNER UNIFORM
a. Employees in career classifications of Tree Pruner Trainee, Tree Pruner I, Tree Pruner II, Senior Tree Pruner shall be provided with six (6) pairs of Levi jeans per fiscal year as a standard part of the uniform in lieu of laundered trousers provided through the City’s uniform vendor.
b. Employees in career classifications of Park Equipment Operator and Tree Maintenance Worker who are regularly assigned to stump removal shall be provided with six (6) pairs of Levi jeans per fiscal year as a standard part of the uniform in lieu of laundered trousers provided through the City’s uniform vendor.
c. 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.

71 17.10 ANIMAL CARE TECHNICIANS AND ANIMAL CONTROL OFFICERS a. Employees in the classification of Animal Care Technician shall be provided with six (6) tops/shirts and five (5) pair of pants for each employee. b. Employees in the classification of 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 tops and/or pants via the selected vendor(s) at Department expense.
e. Employees provided uniforms pursuant to this section shall not be eligible for uniform allowance provided in Section 17.1(c)(2).

ARTICLE 18 – SAFETY SHOES AND SAFETY GLASSES

18.1 SAFETY SHOES
a. Except for employees in the classifications of Tree Pruner Trainee, Tree Pruner I/II and Senior Tree Pruner, 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 to safety shoes up to a maximum of $200.00 per pair, or up to a maximum of $250.00 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) pairs of shoes at the same time.
b. Employees in the classifications of Tree Pruner Trainee, Tree Pruner I/II and Senior Tree Pruner shall be required to wear safety climbing boots as a condition of employment. In such case, the City shall reimburse said employee for the cost of acceptable safety climbing boots up to a maximum of $325.00 per pair. A second pair of safety climbing boots shall be reimbursed to employees upon completion of probation and thereafter, generally not more than one (1) pair every other year. These employees shall also be authorized to receive reimbursement for two (2) pair of safety shoes, as provided in subsection (a), for a total of two (2) pair of safety shoes every fiscal year, and one (1) pair of safety climbing boots every other fiscal year. c. To be eligible for reimbursement under this Section, the employee must obtain prior authorization from their supervisor before purchasing safety shoes or safety climbing boots and must submit the receipt to the supervisor to verify

72 the cost and substantiate the reimbursement. At the discretion of the supervisor, in lieu of a new pair of climbing boots, the City will reimburse employees for repair and refurbishing of the normal wear and tear on the safety climbing boots.
d. Except as provided above, 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.
e. The City maintains the right to specify the type of required safety shoe or safety climbing boots.

18.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. The City shall provide non- prescription safety glasses for employees. 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 $125.00 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 shall 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.

18.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES
a. The City agrees to repair or replace prescription safety 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 Article. All costs to update the prescription shall be borne by the employee.

73 ARTICLE 19 – SAFETY

19.1 SAFETY ADVISORY COMMITTEE
The City shall continue to provide for the safety of employees during the hours of their employment. In this regard, the City agrees that it will receive and consider written recommendations with respect to unsafe working conditions or other safety ideas in the area of working conditions from any employee or the Union; and the employees and the Union agree that they will direct their safety recommendations and ideas to the City. To facilitate this process, a Safety Advisory Committee consisting of four (4) representatives of the City and four (4) representatives of the Union shall meet every three (3) months to consult on such safety matters. Up to four (4) career Union representatives may attend such meetings without loss of pay or benefits.

19.2 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.

ARTICLE 20 – DISCIPLINE

20.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS a. Non-career -1,040 Employees (Employees who have worked less than 1,040 regular hours)
(1) A non-career employee may be released from their position at the discretion of the appointing authority at any time prior to working 1,040 regular hours without the right of appeal. Such release shall be confirmed in writing.
(2) Hours worked as a Career Development Trainee shall not count towards the 1,040 hours.
b. Non-career +1,040 Employees (Employees who have worked in excess of 1,040 regular hours)
(1) For non-career employees in career classifications who have worked in excess of 1,040 regular hours since their last date of hire and those not covered by the Rules and Regulations of the Civil Service Board, discipline and the appeals process shall be processed in a manner consistent with this article.for just cause. Formal discipline shall include suspension, demotion, withholding of an in-grade salary increase, in- grade salary reduction, and termination.

74 (2) Appeals filed pursuant to this Article shall be filed at Step 2 of the grievance procedure. However, disciplinary action shall be grievable for non-career employees who have worked in excess of 1,040 hours since their last date of hire. Hours worked as a Career Development Trainee shall not count towards the 1,040 hours needed to qualify to appeal discipline.
a. A non-career employee may be released from their position at the discretion of the appointing authority at any time prior to working 1,040 hours without right of appeal. Such release shall be confirmed in writing.

20.2 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 will be rendered by the Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure. b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, 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.

20.3 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.

20.4 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 (California Government Code §§ 3300 et. seq.) exist during the 365 day period.

75 20.5 MEDIATION
The parties may participate in mediation in an attempt to settle 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 recommendation, not take any public position at any time concerning the issues. All costs of the mediation shall be borne by the requesting party.

20.6 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 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 and Regulations of the Civil Service Board. On issues of procedure where the CSB Rules and Regulations of the Civil Service Board 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.

20.7 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.

20.8 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) days to a written request by the City to schedule a hearing or otherwise participate in the appeal

76 process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.

20.9 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 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-month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

ARTICLE 21 – CLASSIFICATION AND PAY

21.1 NEW OR REVISED
a. It is recognized that the establishment of new or revised job classifications within the Units covered by this Agreement may be warranted because of changes in job content or services offered by the City. 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

77 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.

21.2 STAFF AIDE POSITIONS
The classification of Staff Aide may be used when an interim classification is needed pending establishment of a regular classification. A Staff Aide may be employed for a maximum period of twelve (12) months. The salary for Staff Aide shall be established by the City at the time of hire.

21.3 LIMITED-TERM APPOINTMENTS
The City may, due to extraordinary circumstances, extend a twelve-month limited- term appointment to an additional twelve months provided the City complies with the following:
a. The employee is not laid off after the expiration of the initial twelve-month appointment; and
b. The employee continues to be benefit-qualified for the duration of the extended appointment.

ARTICLE 22 – MISCELLANEOUS

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

78 22.2 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.

22.3 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.

22.4 WORKERS COMPENSATION
In recognition of the three (3) calendar day waiting period for temporary disability payments required by the Labor Code for Workers Compensation, a non-career (+1,040) employee with three (3) months, or more, of continuous service may apply available sick leave during such waiting period to the extent that their weekly income (salary, sick leave and/or disability payments) does not exceed earnings for scheduled hours during a given workweek. If sick leave is not available for all or part of the three (3) calendar day waiting period, for those days payment(s) for which sick leave is not available will be made by the City based on applicable temporary disability payment amounts, as provided by the Labor Code, for such waiting period.

22.5 NON-DISCRIMINATION
The City and the Union agree not to discriminate against any employee for Union activity, race, creed, religion, sex, age, handicap, or the exercise of their rights pursuant to Section 3502 of the Government Code.

22.65 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.

22.76 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each City department shall have the right to conduct employee performance appraisals on a department-wide basis for career and/or non-career employees at the discretion of the appointing authority. b. An employee in a classification requiring a twelve (12) month probationary period shall receive no less than four (4) performance evaluations, at reasonable intervals, during the probationary period.

79 c. A career 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 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.
d. Appeals on employee performance evaluations are not subject to the grievance procedure.
e. In accordance with the Sacramento Civil Service Board Rules, Rule 12 et seq., withholding an employee’s salary step advancement is formal discipline.

Salary step advancements shall not be delayed solely because the employee’s performance appraisal is not completed on time. Step advancements delayed solely due to untimely performance evaluations shall be subject to the grievance procedures.

22.87 TELEWORK PROGRAMREMOTE WORK
Employee eligibility and participation in the City’s Remote Work Program will be pursuant to the City’s Remote Work Policy.

This policy shall not be subject to the grievance procedure but shall follow the review procedures outlined in the Remote Work Policy.

The City may establish for the term of this Agreement a TeleWork program for represented employees in accordance with the City's present TeleWork Program with the following exceptions:
a. The City will decide the classifications and positions which are feasible for a Tele Work program. The Union may recommend classifications and positions for inclusion in telework.
b. The Union representative or designee shall have the opportunity to attend the meeting between the City and the employee at the time of the decision on a telework arrangement.
c. A telework arrangement may be terminated by the City or by the employee upon submission of written notice to the other party. Upon receipt of the written notice, the telework arrangement will be terminated on a date mutually acceptable to the City and the employee or thirty (30) calendar days from the date of written notice should there be no mutual agreement.

80 22.98 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.

22.109 VIDEO DISPLAY TERMINALS
a. Except for critical work situations in the Communications Center and City emergencies, employees assigned to video display terminals shall be provided with alternate work so they will not be required to work continuously on such terminals more than sixty (60) consecutive minutes. This provision is not intended to provide for additional break periods.
b. Employees operating video display terminals experiencing glare problems should notify their immediate supervisor who will contact the City Safety Officer. The Safety Officer will visit the worksite and take the necessary corrective action.

22.1110 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) 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.

22.1211 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.

Further, the City shall have the right to deny all usage of sick leave by any employee where the City Manager has reasonable cause to believe the sick leave usage is related to a sick-out or any other form of concerted activity.

81 22.1312 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.

22.1413 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 worksite. 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 paid accrued vacation, CTO or holiday time.
d. This provision is not intended to authorize any overtime compensation.

22.1514 EMERGENCY RESPONSE
a. Employees may be assigned and/or reassigned for emergency reasons including, but not limited to, storm duty. In consideration of the individual employee’s safety and sleep needs, the number of additional hours which an employee may work, and the time off between hours worked shall be established jointly by the supervisor and employee. The supervisor may determine that an employee is to be released from the shift when, in the judgment of the supervisor, the employee is no longer capable of performing the job safely.
b. In consideration of employee safety, if the emergency response is prolonged, the supervisor will provide appropriate break times and areas, available emergency equipment, reporting responsibilities and other necessary support to allow the employee to perform effectively in the emergency. c. Where feasible, the City will allow employees not assigned to traditional emergency operations to volunteer to serve in an emergency capacity and to be trained for such assignments. The employee who volunteers for these assignments will be paid at their regular hourly rate of pay for such

82 assignments without regard to the duties performed, and shall be utilized as needed to fill in for or supplement employees regularly assigned to the operation.
d. Nothing in this Section shall be construed to limit management’s right to assign or reassign employees in an emergency.

22.1615 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's salarycompensation, including, but not limited to, wages, overtime payment, healthcare contributions, incentives, or leave accruals, balances and/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 all available paid leave useable vacation, compensating time off (CTO), or holiday credit 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.

No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is 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 employee’s representative. Once verified, repayment shall be made within thirty (30) calendar days.

83 22.1716 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 November 15, 2014, “classic members” shall pay eight percent (8%) of salary to the PERS retirement plan. The parties will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous classic 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. If this PERS cost-share is not approved by a vote of the bargaining unit employees, the one percent (1%) cost-share will remain in the City’s account.
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.

22.1817 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.

84 22.1918 SHOP LOCATION SELECTION FOR FLEET SERVICES COORDINATORS During the second week of June, Fleet Services Coordinators shall bid for each shop location. Bidding shall close on Friday of the second week of June.

Shop location bidding shall be done by classification seniority, with the highest in seniority making their shop location selection first.

The outcome of the shop location bidding shall be made available to the employees and the shop location change effective date shall be the start of the first full pay period of July in the bidding year.

The City retains the right to move personnel to a location which is necessary to meet operational needs. Where the City determines that a vacancy exists in a shop, that vacancy shall be filled from a voluntary sign-up of qualified employees.

22.19 URBAN FORESTRY
Within sixty (60) calendar days of the adoption of this Agreement, at the request of the Union, the parties shall meet and discuss options to reduce the reliance on service contracts in Urban Forestry. Absent mutual agreement, the status quo shall remain.

22.20 TERM
a. This Agreement shall remain in full force and effect from June 19, 2021September 23, 2023, to and including September 22, 2023September 19, 2025.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
c. The Letters of Understanding at Exhibit B are hereby incorporated and shall remain in effect during the term of this Agreement.

85 DATED: March 1December 12, 20232

INTERNATIONAL UNION OF

OPERATING ENGINEERS,

STATIONARY ENGINEERS LOCAL
39, AFL-CIO

CITY OF SACRAMENTO

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

Jeff Gladiuex
President

Aaron Donato
Labor Relations Manager

Charlie SoltBrandy Johnson
Director of Public Employees
Leslie WisniewskiChee Khang
Negotiations Team Member

Brandy JohnsonLaura LeSieur
District Representative
Sean ArnoldJason Bader
Negotiations Team Member

Scherita V. AdamsAmanda Skibby
Business Representative
Jason Bader Tom Pace
Negotiations Team Member

Payden Martin
Business Representative
Jackie Beecham
Negotiations Team MemberApprove as
to form:

Branden Bradley
Negotiating Committee Member
Approve as to form:Brett M. Witter
Assistant City Attorney

Brenda TerrySharonda Roberts Brett M. Witter

86 Negotiating Committee Member Assistant City Attorney

Courtney Guzman
Negotiating Committee Member

Cedric RileyMichael Corral
Negotiating Committee Member

Dotty CoddTimothy Fisher
Negotiating Committee Member

Don Wayne
Negotiating Committee Member

Larry EcclestonEsteban Lopez
Negotiating Committee Member

Eric RamosLeese Johnson
Negotiating Committee Member

Robroy Andersen
Negotiating Committee Member

Page 87 ends

EXHIBIT A – REGRESSION LADDERS
(Includes Flexibly Staffed Classifications)

UNITS
Operations & Maintenance
Office & Technical
Professional

1. Senior Electronic Maintenance Technician
Electronic Maintenance Technician II/I/Trainee

2. Associate/Assistant/Junior Planner
Development Services Technician III
Development Services Technician II/I

3. Water Quality Chemist
Water Quality Laboratory Technician

4. Senior Maintenance Worker
Maintenance Worker
Security Guard

5. Water Conservation Specialist
Water Conservation Representative

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

7. Construction Inspector III/II/I

8. Electrical Construction Inspector III/II/I

9. Storekeeper
Stores Clerk II/I

10. Senior Personnel Transactions Coordinator
Personnel Transactions Coordinator

11. Senior Office Specialist
Office Specialist

12. Ticket Seller
Cashier

13. Senior Central Services Assistant
Central Services Assistant III/II/I

Page 88 ends

14. Senior Landfill Engineering Technician
Senior Engineering Technician
Engineering Technician III/II/I

15. Community Center Attendant II
Community Center Attendant I
Senior Custodian
Custodian II
Custodian I
Security Guard

16. Accounting Technician
Account Clerk II/I

17. Senior Evidence and Property Technician
Evidence and Property Technician

18. Animal Control Officer II/I
Animal Care Technician

19. Senior Integrated Waste Equipment Operator
Integrated Waste Equipment Operator

20. Program Coordinator
Program Developer
Program Leader

21. Program Coordinator (Adaptive Recreation)
Program Developer (Adaptive Recreation)

22. Program Coordinator (Older Adults)
Program Developer (Older Adults)

23. Park Maintenance Worker III
Park Equipment Operator
Park Maintenance Worker II
Park Maintenance Worker I
Park Maintenance Worker

24. Senior Tree Maintenance Worker
Tree Maintenance Worker/Trainee

25. Senior Tree Pruner
Tree Pruner II/I/Trainee

26. Zoo Attendant II
Zoo Attendant I

27. Police Clerk III
Police Clerk II/I

Page 89 ends

28. Senior Parking Lot Attendant
Parking Lot Attendant

29. Parking Meter Coin Collector
Parking Enforcement Officer

30. Code Enforcement Officer
Assistant Code Enforcement Officer

31. Senior Claims Collector
Claims Collector

32. Senior Building Maintenance Worker
Building Maintenance Worker

33. Arts Program Coordinator
Arts Program Assistant

34. Telecommunications Systems Analyst III/II/I
Senior Telecommunications Technician
Telecommunications Technician II/I/Trainee

35. Graphic Designer
Graphics Assistant

36. Police Records Specialist III
Police Records Specialist II/I

37. Utility Services Inspector
Meter Reader

38. Events Coordinator
Booking Coordinator

39. Senior Information Technology Support Specialist
Information Technology Support Specialist II/I/Information Technology Trainee

40. Senior Departmental Systems Specialist
Departmental Systems Specialist II/I/Information Technology Trainee

41. Street Construction Equipment Operator
Street Construction Laborer/Trainee

42. Customer Service Specialist
Customer Service Representative/Assistant/Trainee
(Or the employee may downgrade to the Office Specialist Series from which promoted/ transferred/ reallocated)

43. Survey Technician II/I

44. Lead Forensic Investigator

Page 90 ends

Forensic Investigator II/I

45. 311 Customer Service Specialist
311 Customer Service Agent (Or the employee may downgrade to the Customer Service Series from which promoted/ transferred/ reallocated)

46. Bump to previously held classification’s regression ladder (Classifications not in a regression ladder)

a. Professional Unit

Arborist/Urban Forester
Archivist
Art Museum Registrar
Geographic Information Systems Specialist III/II/I/Information Technology Trainee Media Production Specialist II/I
Museum Registrar
Process Control System Specialist
Public Information Coordinator
Real Property Agent III/II/I

b. Office and Technical Unit

Architectural Technician III/II/I
Community Service Representative II/I
Fingerprint Clerk
Fleet Management Technician
Information Technology Trainee
Landscape Technician II/I
Neighborhood Resources Coordinator II/I
Traffic Investigator III/II/I
Zoning Investigator

c. Operations and Maintenance Unit

Instrument Technician II/I/Trainee
Irrigation Technician
Marina and Boating Facilities Attendant
Parking Meter Repair Worker
Registered Veterinary Technician
Traffic Control and Lighting Technician II/I/Trainee

47. 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

Page 91 ends

***Administrative Technician (Confidential/Exempt)
***Applications Developer
***Data System Technician
***Deputy City Clerk
***Desktop Support Specialist
***Executive Assistant
*******Investigator (Exempt)
***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

*** Confidential/Administrative
******* Exempt Management Support

Page 92 ends

EXHIBIT B – CONTINUING LETTERS OF UNDERSTANDING (LOUs)

Page 93 ends

Page 94 ends

Page 95 ends

Page 96 ends

Page 97 ends

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
311 Customer Service Agent | 016872 | L39A
A OFFT 140 20.722981 29.159315 43103.80 60651.38 20.722981 21.759130 22.847086 23.989440 25.188912 26.448358 27.770776 29.159315 A OFFT 140 21.966360 30.908874 45690.03 64290.46 21.966360 23.064678 24.217912 25.428808 26.700248 28.035260 29.437023 30.908874 Sssss 311 Customer Svc Specialist | 016873 | L39A
A OFFT 141 23.428010 32.965562 48730.26 68568.37 23.428010 24.599410 25.829380 27.120849 28.476891 29.900736 31.395773 32.965562 A OFFT 141 24.833690 34.943496 51654.08 72682.47 24.833690 26.075375 27.379144 28.748101 30.185506 31.694781 33.279520 34.943496 Sssss Account Clerk I | 016001 | L39A
A OFFT 001 17.186240 24.182766 35747.38 50300.15 17.186240 18.045552 18.947830 19.895222 20.889983 21.934482 23.031206 24.182766 A OFFT 001 18.217414 25.633732 37892.22 53318.16 18.217414 19.128285 20.084699 21.088934 22.143381 23.250550 24.413078 25.633732 Sssss Account Clerk II | 016002 | L39A
A OFFT 002 19.821132 27.890323 41227.96 58011.87 19.821132 20.812189 21.852798 22.945438 24.092710 25.297345 26.562212 27.890323 A OFFT 002 21.010400 29.563742 43701.63 61492.58 21.010400 22.060920 23.163966 24.322164 25.538272 26.815186 28.155945 29.563742 Sssss Accounting Technician | 016003 | L39A
A OFFT 003 21.049630 29.618945 43783.23 61607.41 21.049630 22.102112 23.207218 24.367579 25.585958 26.865256 28.208519 29.618945 A OFFT 003 22.312608 31.396082 46410.22 65303.85 22.312608 23.428238 24.599650 25.829633 27.121115 28.477171 29.901030 31.396082 Sssss Animal Care Technician | 003647 | L39A
A OPMT 029 19.629906 27.621250 40830.20 57452.20 19.629906 20.611401 21.641971 22.724070 23.860274 25.053288 26.305952 27.621250 A OPMT 029 20.807701 29.278525 43280.02 60899.33 20.807701 21.848086 22.940490 24.087515 25.291891 26.556486 27.884310 29.278525 Sssss Animal Control Officer I | 003600 | L39A
A OPMT 073 22.754010 32.017179 47328.34 66595.73 22.754010 23.891711 25.086297 26.340612 27.657643 29.040525 30.492551 32.017179 A OPMT 073 24.119252 33.938210 50168.04 70591.48 24.119252 25.325215 26.591476 27.921050 29.317102 30.782957 32.322105 33.938210 Sssss Animal Control Officer II | 003601 | L39A
A OPMT 001 23.891711 33.618038 49694.76 69925.52 23.891711 25.086297 26.340612 27.657643 29.040525 30.492551 32.017179 33.618038 A OPMT 001 25.325215 35.635120 52676.45 74121.05 25.325215 26.591476 27.921050 29.317102 30.782957 32.322105 33.938210 35.635120 Sssss Aquatic Specialist | 016031 | L39A
A TEMP 073 19.629356 23.366111 40829.06 48601.51
A TEMP 073 19.629356 24.768078 40829.06 51517.60 Sssss Aquatics Recreation Coord | 016980 | L39A
A OFFT 143 23.332855 32.831672 48532.34 68289.88 23.332855 24.499498 25.724473 27.010697 28.361232 29.779294 31.268259 32.831672 A OFFT 143 24.732828 34.801572 51444.28 72387.27 24.732828 25.969469 27.267942 28.631339 30.062906 31.566051 33.144354 34.801572

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Arborist/Urban Forester | 017001 | L39A
A PROF 001 30.476151 42.883007 63390.39 89196.66 30.476151 31.999959 33.599957 35.279955 37.043953 38.896151 40.840959 42.883007 A PROF 001 32.304720 45.455987 67193.82 94548.45 32.304720 33.919956 35.615954 37.396752 39.266590 41.229920 43.291416 45.455987 Sssss Architectural Technician I | 016214 | L39A
A OFFT 081 24.373104 34.295404 50696.06 71334.44 24.373104 25.591759 26.871347 28.214914 29.625660 31.106943 32.662290 34.295404 A OFFT 081 25.835490 36.353128 53737.82 75614.51 25.835490 27.127265 28.483628 29.907809 31.403199 32.973359 34.622027 36.353128 Sssss Architectural Technician II | 016215 | L39A
A OFFT 082 25.591743 36.010151 53230.82 74901.11 25.591743 26.871330 28.214896 29.625641 31.106923 32.662269 34.295382 36.010151 A OFFT 082 27.127248 38.170760 56424.68 79395.18 27.127248 28.483610 29.907790 31.403179 32.973338 34.622005 36.353105 38.170760 Sssss Architectural Technician III | 016216 | L39A
A OFFT 083 28.150989 39.611267 58554.06 82391.44 28.150989 29.558538 31.036465 32.588288 34.217702 35.928587 37.725016 39.611267 A OFFT 083 29.840048 41.987943 62067.30 87334.92 29.840048 31.332050 32.898652 34.543585 36.270764 38.084302 39.988517 41.987943 Sssss Archivist | 017018 | L39A
A PROF 010 26.794363 37.702359 55732.28 78420.91 26.794363 28.134081 29.540785 31.017824 32.568715 34.197151 35.907009 37.702359 A PROF 010 28.402025 39.964501 59076.21 83126.16 28.402025 29.822126 31.313232 32.878894 34.522839 36.248981 38.061430 39.964501 Sssss Art Museum Registrar | 017010 | L39A
A PROF 006 24.422055 34.364285 50797.87 71477.71 24.422055 25.643158 26.925316 28.271582 29.685161 31.169419 32.727890 34.364285 A PROF 006 25.887379 36.426142 53845.75 75766.38 25.887379 27.181748 28.540835 29.967877 31.466271 33.039585 34.691564 36.426142 Sssss Arts Program Assistant | 016108 | L39A
A OFFT 059 21.423690 30.145285 44561.28 62702.19 21.423690 22.494875 23.619619 24.800600 26.040630 27.342662 28.709795 30.145285 A OFFT 059 22.709113 31.954002 47234.96 66464.32 22.709113 23.844569 25.036797 26.288637 27.603069 28.983222 30.432383 31.954002 Sssss Arts Program Coordinator | 016109 | L39A
A OFFT 060 29.265750 41.179848 60872.76 85654.08 29.265750 30.729037 32.265489 33.878763 35.572701 37.351336 39.218903 41.179848 A OFFT 060 31.021694 43.650639 64525.12 90793.33 31.021694 32.572779 34.201418 35.911489 37.707063 39.592416 41.572037 43.650639 Sssss Assistant Code Enforcmnt Ofcr | 003912 | L39A
A OPMT 062 20.257171 28.503875 42134.92 59288.06 20.257171 21.270030 22.333532 23.450209 24.622719 25.853855 27.146548 28.503875 A OPMT 062 21.472603 30.214108 44663.01 62845.34 21.472603 22.546233 23.673545 24.857222 26.100083 27.405087 28.775341 30.214108 Sssss Assistant Planner | 017002 | L39A
A PROF 002 28.624671 40.277787 59539.32 83777.80 28.624671 30.055905 31.558700 33.136635 34.793467 36.533140 38.359797 40.277787 A PROF 002 30.342151 42.694454 63111.67 88804.46 30.342151 31.859259 33.452222 35.124833 36.881075 38.725129 40.661385 42.694454

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Associate Curator of Art | 017023 | L39A
A PROF 012 26.794363 37.702359 55732.28 78420.91 26.794363 28.134081 29.540785 31.017824 32.568715 34.197151 35.907009 37.702359 A PROF 012 28.402025 39.964501 59076.21 83126.16 28.402025 29.822126 31.313232 32.878894 34.522839 36.248981 38.061430 39.964501 Sssss Associate Planner | 017003 | L39A
A PROF 003 35.189188 49.514721 73193.51 102990.62 35.189188 36.948647 38.796079 40.735883 42.772677 44.911311 47.156877 49.514721 A PROF 003 37.300539 52.485604 77585.12 109170.06 37.300539 39.165566 41.123844 43.180036 45.339038 47.605990 49.986290 52.485604 Sssss Booking Coordinator | 016903 | L39A
A OFFT 103 23.393889 32.917550 48659.29 68468.50 23.393889 24.563583 25.791762 27.081350 28.435418 29.857189 31.350048 32.917550 A OFFT 103 24.797521 34.892603 51578.84 72576.61 24.797521 26.037397 27.339267 28.706230 30.141542 31.648619 33.231050 34.892603 Sssss Building Inspector I | 016011 | L39A
A OFFT 010 30.761990 43.285212 63984.94 90033.24 30.761990 32.300090 33.915095 35.610850 37.391393 39.260963 41.224011 43.285212 A OFFT 010 32.607711 45.882325 67824.04 95435.24 32.607711 34.238097 35.950002 37.747502 39.634877 41.616621 43.697452 45.882325 Sssss Building Inspector II | 016012 | L39A
A OFFT 011 32.300127 45.449522 67184.26 94535.01 32.300127 33.915133 35.610890 37.391434 39.261006 41.224056 43.285259 45.449522 A OFFT 011 34.238134 48.176493 71215.32 100207.10 34.238134 35.950041 37.747543 39.634920 41.616666 43.697499 45.882374 48.176493 Sssss Building Inspector III | 016229 | L39A
A OFFT 095 33.915356 47.722311 70543.94 99262.41 33.915356 35.611124 37.391680 39.261264 41.224327 43.285543 45.449820 47.722311 A OFFT 095 35.950277 50.585650 74776.58 105218.15 35.950277 37.747791 39.635181 41.616940 43.697787 45.882676 48.176810 50.585650 Sssss Building Inspector IV | 016230 | L39A
A OFFT 096 35.611023 50.108287 74070.93 104225.24 35.611023 37.391574 39.261153 41.224211 43.285422 45.449693 47.722178 50.108287 A OFFT 096 37.747686 53.114784 78515.19 110478.75 37.747686 39.635070 41.616824 43.697665 45.882548 48.176675 50.585509 53.114784 Sssss Building Maintenance Worker | 003603 | L39A
A OPMT 002 22.335497 31.428288 46457.83 65370.84 22.335497 23.452272 24.624886 25.856130 27.148937 28.506384 29.931703 31.428288 A OPMT 002 23.675628 33.313985 49245.31 69293.09 23.675628 24.859409 26.102379 27.407498 28.777873 30.216767 31.727605 33.313985 Sssss Building Monitor | 016032 | L39A
A TEMP 069 15.530000 17.941832 32302.40 37319.01
A TEMP 069 15.530000 19.018342 32302.40 39558.15 Sssss Cache Logistics Coordinator | 016237 | L39A
A OFFT 155 20.784731 29.246202 43232.24 60832.10 20.784731 21.823968 22.915166 24.060924 25.263970 26.527168 27.853526 29.246202 A OFFT 155 22.031813 31.000974 45826.17 64482.03 22.031813 23.133404 24.290074 25.504578 26.779807 28.118797 29.524737 31.000974

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Cashier | 016018 | L39A
A OFFT 017 16.685954 23.478814 34706.78 48835.93 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814 A OFFT 017 17.687112 24.887543 36789.19 51766.09 17.687112 18.571468 19.500041 20.475043 21.498795 22.573735 23.702422 24.887543 Sssss Claims Collector | 016104 | L39A
A OFFT 058 21.725967 30.570616 45190.01 63586.88 21.725967 22.812265 23.952878 25.150522 26.408048 27.728450 29.114872 30.570616 A OFFT 058 23.029524 32.404853 47901.41 67402.09 23.029524 24.181000 25.390050 26.659552 27.992530 29.392157 30.861765 32.404853 Sssss Code Enforcement Officer | 016114 | L39A
A OFFT 065 26.416141 37.170163 54945.57 77313.94 26.416141 27.736948 29.123795 30.579985 32.108984 33.714433 35.400155 37.170163 A OFFT 065 28.001110 39.400373 58242.31 81952.78 28.001110 29.401166 30.871224 32.414785 34.035524 35.737300 37.524165 39.400373 Sssss Community Center Attendant I | 003656 | L39A
A OPMT 038 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OPMT 038 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195 Sssss Community Center Attendant II | 003657 | L39A
A OPMT 039 20.852194 29.341132 43372.56 61029.56 20.852194 21.894804 22.989544 24.139021 25.345972 26.613271 27.943935 29.341132 A OPMT 039 22.103326 31.101600 45974.92 64691.33 22.103326 23.208492 24.368917 25.587363 26.866731 28.210068 29.620571 31.101600 Sssss Community Service Rep I | 016023 | L39A
A OFFT 021 20.564146 28.935819 42773.42 60186.50 20.564146 21.592353 22.671971 23.805570 24.995849 26.245641 27.557923 28.935819 A OFFT 021 21.797995 30.671968 45339.83 63797.69 21.797995 22.887895 24.032290 25.233904 26.495599 27.820379 29.211398 30.671968 Sssss Community Service Rep II | 016125 | L39A
A OFFT 067 22.786225 32.062507 47395.35 66690.02 22.786225 23.925536 25.121813 26.377904 27.696799 29.081639 30.535721 32.062507 A OFFT 067 24.153399 33.986257 50239.07 70691.42 24.153399 25.361069 26.629122 27.960578 29.358607 30.826537 32.367864 33.986257 Sssss Construction Inspector I | 016025 | L39A
A OFFT 023 27.100470 38.133083 56368.98 79316.81 27.100470 28.455493 29.878268 31.372181 32.940790 34.587830 36.317222 38.133083 A OFFT 023 28.726498 40.421068 59751.12 84075.82 28.726498 30.162823 31.670964 33.254512 34.917238 36.663100 38.496255 40.421068 Sssss Construction Inspector II | 016026 | L39A
A OFFT 024 30.463396 42.865056 63363.86 89159.32 30.463396 31.986566 33.585894 35.265189 37.028448 38.879870 40.823863 42.865056 A OFFT 024 32.291198 45.436959 67165.69 94508.88 32.291198 33.905758 35.601046 37.381098 39.250153 41.212661 43.273294 45.436959 Sssss Construction Inspector III | 016027 | L39A
A OFFT 025 31.986510 45.008231 66531.94 93617.12 31.986510 33.585835 35.265127 37.028383 38.879802 40.823792 42.864982 45.008231 A OFFT 025 33.905700 47.708725 70523.86 99234.15 33.905700 35.600985 37.381034 39.250086 41.212590 43.273220 45.436881 47.708725

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Crew Leader (Landscp&Learning) | 016033 | L39A
A TEMP 070 15.530000 21.169865 32302.40 44033.32
A TEMP 070 15.530000 22.440057 32302.40 46675.32 Sssss Custodian I | 003606 | L39A
A OPMT 003 16.685954 23.478814 34706.78 48835.93 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814 A OPMT 003 17.687112 24.887543 36789.19 51766.09 17.687112 18.571468 19.500041 20.475043 21.498795 22.573735 23.702422 24.887543 Sssss Custodian II | 003922 | L39A
A OPMT 067 17.520034 24.652449 36441.67 51277.09 17.520034 18.396036 19.315838 20.281630 21.295712 22.360498 23.478523 24.652449 A OPMT 067 18.571238 26.131596 38628.18 54353.72 18.571238 19.499800 20.474790 21.498529 22.573455 23.702128 24.887234 26.131596 Sssss Customer Service Assistant | 016971 | L39A
A OFFT 131 19.239953 27.072547 40019.10 56310.90 19.239953 20.201951 21.212049 22.272651 23.386284 24.555598 25.783378 27.072547 A OFFT 131 20.394350 28.696900 42420.25 59689.55 20.394350 21.414068 22.484771 23.609010 24.789461 26.028934 27.330381 28.696900 Sssss Customer Service Rep | 016972 | L39A
A OFFT 132 20.217542 28.448112 42052.49 59172.07 20.217542 21.228419 22.289840 23.404332 24.574549 25.803276 27.093440 28.448112 A OFFT 132 21.430594 30.154999 44575.64 62722.40 21.430594 22.502124 23.627230 24.808592 26.049022 27.351473 28.719047 30.154999 Sssss Customer Service Specialist | 016973 | L39A
A OFFT 133 22.856594 32.161523 47541.72 66895.97 22.856594 23.999424 25.199395 26.459365 27.782333 29.171450 30.630022 32.161523 A OFFT 133 24.227990 34.091214 50394.22 70909.72 24.227990 25.439389 26.711358 28.046926 29.449272 30.921736 32.467823 34.091214 Sssss Customer Service Trainee | 016914 | L39A
A OFFT 106 17.401050 24.485025 36194.18 50928.85 17.401050 18.271102 19.184657 20.143890 21.151085 22.208639 23.319071 24.485025 A OFFT 106 18.445113 25.954127 38365.84 53984.58 18.445113 19.367369 20.335737 21.352524 22.420150 23.541158 24.718216 25.954127 Sssss Department Systems Spclst I | 016217 | L39A
A OFFT 084 32.164509 45.258695 66902.18 94138.09 32.164509 33.772734 35.461371 37.234440 39.096162 41.050970 43.103519 45.258695 A OFFT 084 34.094380 47.974217 70916.31 99786.37 34.094380 35.799099 37.589054 39.468507 41.441932 43.514029 45.689730 47.974217 Sssss Department Systems Spclst II | 016218 | L39A
A OFFT 085 35.384749 49.789893 73600.28 103562.98 35.384749 37.153986 39.011685 40.962269 43.010382 45.160901 47.418946 49.789893 A OFFT 085 37.507833 52.777287 78016.29 109776.76 37.507833 39.383225 41.352386 43.420005 45.591005 47.870555 50.264083 52.777287 Sssss Development Services Tech I | 016004 | L39A
A OFFT 004 25.537543 35.933887 53118.09 74742.48 25.537543 26.814420 28.155141 29.562898 31.041043 32.593095 34.222750 35.933887 A OFFT 004 27.069795 38.089920 56305.17 79227.03 27.069795 28.423285 29.844449 31.336671 32.903505 34.548680 36.276114 38.089920

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Development Services Tech II | 016005 | L39A
A OFFT 005 26.814360 37.730498 55773.87 78479.44 26.814360 28.155078 29.562832 31.040974 32.593023 34.222674 35.933808 37.730498 A OFFT 005 28.423222 39.994328 59120.30 83188.20 28.423222 29.844383 31.336602 32.903432 34.548604 36.276034 38.089836 39.994328 Sssss Development Services Tech III | 016006 | L39A
A OFFT 006 28.155059 39.616997 58562.52 82403.35 28.155059 29.562812 31.040953 32.593001 34.222651 35.933784 37.730473 39.616997 A OFFT 006 29.844363 41.994017 62076.28 87347.56 29.844363 31.336581 32.903410 34.548581 36.276010 38.089811 39.994302 41.994017 Sssss Electrical Constructn Insp I | 016039 | L39A
A OFFT 026 25.788000 36.286307 53639.04 75475.52 25.788000 27.077400 28.431270 29.852834 31.345476 32.912750 34.558388 36.286307 A OFFT 026 27.335281 38.463485 56857.38 80004.05 27.335281 28.702045 30.137147 31.644004 33.226204 34.887514 36.631890 38.463485 Sssss Electrical Constructn Insp II | 016040 | L39A
A OFFT 027 28.373125 39.923837 59016.10 83041.58 28.373125 29.791781 31.281370 32.845439 34.487711 36.212097 38.022702 39.923837 A OFFT 027 30.075513 42.319267 62557.07 88024.08 30.075513 31.579289 33.158253 34.816166 36.556974 38.384823 40.304064 42.319267 Sssss Electrical Constructn Insp III | 016041 | L39A
A OFFT 028 30.172309 42.455468 62758.40 88307.37 30.172309 31.680924 33.264970 34.928219 36.674630 38.508361 40.433779 42.455468 A OFFT 028 31.982648 45.002796 66523.91 93605.82 31.982648 33.581780 35.260869 37.023912 38.875108 40.818863 42.859806 45.002796 Sssss Electronic Maint Tech I | 003615 | L39A
A OPMT 007 29.604974 41.657172 61578.35 86646.92 29.604974 31.085223 32.639484 34.271458 35.985031 37.784283 39.673497 41.657172 A OPMT 007 31.381272 44.156602 65273.05 91845.73 31.381272 32.950336 34.597853 36.327746 38.144133 40.051340 42.053907 44.156602 Sssss Electronic Maint Tech II | 003616 | L39A
A OPMT 008 31.085290 43.740125 64657.40 90979.46 31.085290 32.639555 34.271533 35.985110 37.784365 39.673583 41.657262 43.740125 A OPMT 008 32.950409 46.364533 68536.85 96438.23 32.950409 34.597929 36.327825 38.144216 40.051427 42.053998 44.156698 46.364533 Sssss Electronic Maint Tech Trnee | 003614 | L39A
A OPMT 006 26.913622 37.870168 55980.33 78769.95 26.913622 28.259303 29.672268 31.155881 32.713675 34.349359 36.066827 37.870168 A OPMT 006 28.528438 40.142378 59339.15 83496.15 28.528438 29.954860 31.452603 33.025233 34.676495 36.410320 38.230836 40.142378 Sssss Engineering Technician I | 016930 | L39A
A OFFT 110 24.373014 34.295279 50695.87 71334.18 24.373014 25.591665 26.871248 28.214810 29.625551 31.106829 32.662170 34.295279 A OFFT 110 25.835396 36.352996 53737.62 75614.23 25.835396 27.127166 28.483524 29.907700 31.403085 32.973239 34.621901 36.352996 Sssss Engineering Technician II | 016931 | L39A
A OFFT 111 25.591650 36.010023 53230.63 74900.85 25.591650 26.871232 28.214794 29.625534 31.106811 32.662152 34.295260 36.010023 A OFFT 111 27.127150 38.170624 56424.47 79394.90 27.127150 28.483508 29.907683 31.403067 32.973220 34.621881 36.352975 38.170624

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Engineering Technician III | 016939 | L39A
A OFFT 116 28.150989 39.611267 58554.06 82391.44 28.150989 29.558538 31.036465 32.588288 34.217702 35.928587 37.725016 39.611267 A OFFT 116 29.840048 41.987943 62067.30 87334.92 29.840048 31.332050 32.898652 34.543585 36.270764 38.084302 39.988517 41.987943 Sssss Events Coordinator | 016043 | L39A
A OFFT 029 23.242055 32.703905 48343.47 68024.12 23.242055 24.404158 25.624366 26.905584 28.250863 29.663406 31.146576 32.703905 A OFFT 029 24.636578 34.666139 51244.08 72105.57 24.636578 25.868407 27.161827 28.519918 29.945914 31.443210 33.015370 34.666139 Sssss Evidence & Property Technician | 016071 | L39A
A OFFT 041 23.825207 33.524459 49556.43 69730.88 23.825207 25.016467 26.267290 27.580655 28.959688 30.407672 31.928056 33.524459 A OFFT 041 25.254720 35.535927 52529.82 73914.73 25.254720 26.517456 27.843329 29.235495 30.697270 32.232133 33.843740 35.535927 Sssss Fingerprint Clerk | 016974 | L39A
A OFFT 134 21.679941 30.505854 45094.28 63452.18 21.679941 22.763938 23.902135 25.097242 26.352104 27.669709 29.053194 30.505854 A OFFT 134 22.980737 32.336205 47799.93 67259.31 22.980737 24.129774 25.336263 26.603076 27.933230 29.329891 30.796386 32.336205 Sssss Fleet Management Technician | 016045 | L39A
A OFFT 031 29.623885 41.683781 61617.68 86702.26 29.623885 31.105079 32.660333 34.293350 36.008017 37.808418 39.698839 41.683781 A OFFT 031 31.401318 44.184808 65314.74 91904.40 31.401318 32.971384 34.619953 36.350951 38.168499 40.076924 42.080770 44.184808 Sssss Fleet Service Coordinator | 016976 | L39A
A OFFT 136 21.255119 29.908087 44210.65 62208.82 21.255119 22.317875 23.433769 24.605457 25.835730 27.127516 28.483892 29.908087 A OFFT 136 22.530427 31.702572 46863.29 65941.35 22.530427 23.656948 24.839795 26.081785 27.385874 28.755168 30.192926 31.702572 Sssss Forensic Investigator I | 016047 | L39A
A OFFT 032 26.577834 37.397681 55281.90 77787.18 26.577834 27.906726 29.302062 30.767165 32.305523 33.920799 35.616839 37.397681 A OFFT 032 28.172505 39.641542 58598.81 82454.41 28.172505 29.581130 31.060186 32.613195 34.243855 35.956048 37.753850 39.641542 Sssss Forensic Investigator II | 016048 | L39A
A OFFT 033 29.235619 41.137452 60810.09 85565.90 29.235619 30.697400 32.232270 33.843884 35.536078 37.312882 39.178526 41.137452 A OFFT 033 30.989756 43.605699 64458.69 90699.85 30.989756 32.539244 34.166206 35.874516 37.668242 39.551654 41.529237 43.605699 Sssss GIS Specialist I | 017026 | L39A
A PROF 014 35.141391 49.447467 73094.09 102850.73 35.141391 36.898461 38.743384 40.680553 42.714581 44.850310 47.092826 49.447467 A PROF 014 37.249876 52.414315 77479.74 109021.78 37.249876 39.112370 41.067988 43.121387 45.277456 47.541329 49.918395 52.414315 Sssss GIS Specialist II | 017027 | L39A
A PROF 015 38.657078 54.394391 80406.72 113140.33 38.657078 40.589932 42.619429 44.750400 46.987920 49.337316 51.804182 54.394391 A PROF 015 40.976502 57.658054 85231.12 119928.75 40.976502 43.025327 45.176593 47.435423 49.807194 52.297554 54.912432 57.658054

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
GIS Specialist III | 017028 | L39A
A PROF 016 44.020000 61.940561 91561.60 128836.37 44.020000 46.221000 48.532050 50.958652 53.506585 56.181914 58.991010 61.940561 A PROF 016 46.661200 65.656995 97055.30 136566.55 46.661200 48.994260 51.443973 54.016172 56.716981 59.552830 62.530471 65.656995 Sssss Graphics Assistant | 016957 | L39A
A OFFT 127 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OFFT 127 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195 Sssss IT Support Specialist I | 016219 | L39A
A OFFT 086 32.664466 45.962183 67942.09 95601.34 32.664466 34.297689 36.012573 37.813202 39.703862 41.689055 43.773508 45.962183 A OFFT 086 34.624333 48.719914 72018.61 101337.42 34.624333 36.355550 38.173327 40.081993 42.086093 44.190398 46.399918 48.719914 Sssss IT Support Specialist II | 016220 | L39A
A OFFT 087 35.932351 50.560426 74739.29 105165.69 35.932351 37.728969 39.615417 41.596188 43.675997 45.859797 48.152787 50.560426 A OFFT 087 38.088292 53.594052 79223.65 111475.63 38.088292 39.992707 41.992342 44.091959 46.296557 48.611385 51.041954 53.594052 Sssss IT Trainee | 016221 | L39A
A OFFT 088 25.702127 36.165474 53460.42 75224.19 25.702127 26.987233 28.336595 29.753425 31.241096 32.803151 34.443309 36.165474 A OFFT 088 27.244254 38.335402 56668.05 79737.64 27.244254 28.606467 30.036790 31.538630 33.115562 34.771340 36.509907 38.335402 Sssss Instrument Technician I | 003648 | L39A
A OPMT 030 28.436886 40.013555 59148.72 83228.19 28.436886 29.858730 31.351667 32.919250 34.565213 36.293474 38.108148 40.013555 A OPMT 030 30.143100 42.414368 62697.65 88221.88 30.143100 31.650255 33.232768 34.894406 36.639126 38.471082 40.394636 42.414368 Sssss Instrument Technician II | 003649 | L39A
A OPMT 031 32.017850 45.052330 66597.13 93708.85 32.017850 33.618742 35.299679 37.064663 38.917896 40.863791 42.906981 45.052330 A OPMT 031 33.938921 47.755470 70592.96 99331.38 33.938921 35.635867 37.417660 39.288543 41.252970 43.315619 45.481400 47.755470 Sssss Instrument Technician Trainee | 003646 | L39A
A OPMT 028 25.843177 36.363944 53753.81 75637.00 25.843177 27.135336 28.492103 29.916708 31.412543 32.983170 34.632328 36.363944 A OPMT 028 27.393768 38.545781 56979.04 80175.22 27.393768 28.763456 30.201629 31.711710 33.297295 34.962160 36.710268 38.545781 Sssss Integrated Waste Equip Operatr | 003663 | L39A
A OPMT 044 23.509200 33.079806 48899.14 68806.00 23.509200 24.684660 25.918893 27.214838 28.575580 30.004359 31.504577 33.079806 A OPMT 044 24.919752 35.064594 51833.08 72934.36 24.919752 26.165740 27.474027 28.847728 30.290114 31.804620 33.394851 35.064594 Sssss Irrigation Technician | 003921 | L39A
A OPMT 066 22.335497 31.428288 46457.83 65370.84 22.335497 23.452272 24.624886 25.856130 27.148937 28.506384 29.931703 31.428288 A OPMT 066 23.675628 33.313985 49245.31 69293.09 23.675628 24.859409 26.102379 27.407498 28.777873 30.216767 31.727605 33.313985

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Junior Planner | 017004 | L39A
A PROF 004 25.909249 36.456916 53891.24 75830.38 25.909249 27.204711 28.564947 29.993194 31.492854 33.067497 34.720872 36.456916 A PROF 004 27.463806 38.644331 57124.72 80380.21 27.463806 28.836996 30.278846 31.792788 33.382427 35.051548 36.804125 38.644331 Sssss Landscape Technician I | 016209 | L39A
A OFFT 077 24.373014 34.295279 50695.87 71334.18 24.373014 25.591665 26.871248 28.214810 29.625551 31.106829 32.662170 34.295279 A OFFT 077 25.835396 36.352996 53737.62 75614.23 25.835396 27.127166 28.483524 29.907700 31.403085 32.973239 34.621901 36.352996 Sssss Landscape Technician II | 016054 | L39A
A OFFT 035 25.591650 36.010023 53230.63 74900.85 25.591650 26.871232 28.214794 29.625534 31.106811 32.662152 34.295260 36.010023 A OFFT 035 27.127150 38.170624 56424.47 79394.90 27.127150 28.483508 29.907683 31.403067 32.973220 34.621881 36.352975 38.170624 Sssss Lead Forensic Investigator | 016926 | L39A
A OFFT 109 32.159245 45.251285 66891.23 94122.67 32.159245 33.767207 35.455567 37.228345 39.089762 41.044250 43.096462 45.251285 A OFFT 109 34.088799 47.966362 70904.70 99770.03 34.088799 35.793239 37.582901 39.462046 41.435148 43.506905 45.682250 47.966362 Sssss Locksmith | 003928 | L39A
A OPMT 074 25.871726 36.404116 53813.19 75720.56 25.871726 27.165312 28.523578 29.949757 31.447245 33.019607 34.670587 36.404116 A OPMT 074 27.424029 38.588363 57041.98 80263.80 27.424029 28.795230 30.234992 31.746742 33.334079 35.000783 36.750822 38.588363 Sssss Mail Processor I | 016028 | L39A
A OFFT 154 18.713880 26.332309 38924.87 54771.20 18.713880 19.649574 20.632053 21.663655 22.746838 23.884180 25.078389 26.332309 A OFFT 154 19.836713 27.912248 41260.36 58057.48 19.836713 20.828549 21.869976 22.963475 24.111649 25.317231 26.583093 27.912248 Sssss Mail Processor I (Legacy) | 016029 | L39A
A OFFT 153 19.649574 27.648924 40871.11 57509.76 19.649574 20.632053 21.663655 22.746838 23.884180 25.078389 26.332309 27.648924 A OFFT 153 20.828548 29.307859 43323.38 60960.35 20.828548 21.869975 22.963474 24.111648 25.317230 26.583092 27.912247 29.307859 Sssss Mail Processor II | 016022 | L39A
A OFFT 152 20.125859 28.319105 41861.79 58903.74 20.125859 21.132152 22.188760 23.298198 24.463107 25.686263 26.970576 28.319105 A OFFT 152 21.333410 30.018251 44373.49 62437.96 21.333410 22.400081 23.520085 24.696089 25.930893 27.227438 28.588810 30.018251 Sssss Mail Processor II (Legacy) | 016010 | L39A
A OFFT 151 21.132152 29.735060 43954.88 61848.92 21.132152 22.188760 23.298198 24.463107 25.686263 26.970576 28.319105 29.735060 A OFFT 151 22.400081 31.519164 46592.17 65559.86 22.400081 23.520085 24.696089 25.930893 27.227438 28.588810 30.018251 31.519164 Sssss Maintenance Worker | 003651 | L39A
A OPMT 033 18.532550 26.077158 38547.70 54240.49 18.532550 19.459177 20.432136 21.453743 22.526430 23.652751 24.835389 26.077158 A OPMT 033 19.644502 27.641787 40860.56 57494.92 19.644502 20.626727 21.658063 22.740966 23.878014 25.071915 26.325511 27.641787

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Marina&Boating Facilities Attd | 003650 | L39A
A OPMT 032 19.649574 27.648924 40871.11 57509.76 19.649574 20.632053 21.663656 22.746839 23.884181 25.078390 26.332309 27.648924 A OPMT 032 20.828548 29.307859 43323.38 60960.35 20.828548 21.869975 22.963474 24.111648 25.317230 26.583092 27.912247 29.307859 Sssss Media Production Specialist I | 017013 | L39A
A PROF 007 26.253593 36.941442 54607.47 76838.20 26.253593 27.566273 28.944587 30.391816 31.911407 33.506977 35.182326 36.941442 A PROF 007 27.828810 39.157929 57883.92 81448.49 27.828810 29.220250 30.681262 32.215325 33.826091 35.517396 37.293266 39.157929 Sssss Media Production Specialist II | 017025 | L39A
A PROF 013 29.383190 41.345099 61117.04 85997.81 29.383190 30.852350 32.394967 34.014715 35.715451 37.501224 39.376285 41.345099 A PROF 013 31.146181 43.825805 64784.06 91157.67 31.146181 32.703490 34.338665 36.055598 37.858378 39.751297 41.738862 43.825805 Sssss Meter Reader | 003621 | L39A
A OPMT 011 17.189950 24.187986 35755.10 50311.01 17.189950 18.049447 18.951919 19.899515 20.894491 21.939216 23.036177 24.187986 A OPMT 011 18.221348 25.639265 37900.40 53329.67 18.221348 19.132415 20.089036 21.093488 22.148162 23.255570 24.418348 25.639265 Sssss Neighborhood Rsrcs Coord I | 016968 | L39A
A OFFT 129 23.796090 33.483488 49495.87 69645.66 23.796090 24.985894 26.235189 27.546948 28.924295 30.370510 31.889036 33.483488 A OFFT 129 25.223855 35.492497 52465.62 73824.39 25.223855 26.485048 27.809300 29.199765 30.659753 32.192741 33.802378 35.492497 Sssss Neighborhood Rsrcs Coord II | 016969 | L39A
A OFFT 130 26.816714 37.733809 55778.76 78486.32 26.816714 28.157550 29.565427 31.043698 32.595883 34.225677 35.936961 37.733809 A OFFT 130 28.425716 39.997838 59125.49 83195.50 28.425716 29.847002 31.339352 32.906320 34.551636 36.279218 38.093179 39.997838 Sssss Office Specialist | 016095 | L39A
A OFFT 054 17.186240 24.182766 35747.38 50300.15 17.186240 18.045552 18.947830 19.895222 20.889983 21.934482 23.031206 24.182766 A OFFT 054 18.217414 25.633732 37892.22 53318.16 18.217414 19.128285 20.084699 21.088934 22.143381 23.250550 24.413078 25.633732 Sssss Park Equipment Operator | 003666 | L39A
A OPMT 046 22.617536 31.825145 47044.48 66196.30 22.617536 23.748413 24.935834 26.182626 27.491757 28.866345 30.309662 31.825145 A OPMT 046 23.974590 33.734654 49867.15 70168.08 23.974590 25.173319 26.431985 27.753584 29.141263 30.598326 32.128242 33.734654 Sssss Park Maintenance Worker | 003927 | L39A
A OPMT 072 16.091878 19.559779 33471.11 40684.34 16.091878 16.896472 17.741296 18.628361 19.559779 A OPMT 072 17.057391 20.733366 35479.37 43125.40 17.057391 17.910261 18.805774 19.746063 20.733366 Sssss Park Maintenance Worker I | 003653 | L39A
A OPMT 035 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OPMT 035 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Park Maintenance Worker II | 003654 | L39A
A OPMT 036 20.933812 29.455976 43542.33 61268.43 20.933812 21.980503 23.079528 24.233504 25.445179 26.717438 28.053310 29.455976 A OPMT 036 22.189841 31.223335 46154.87 64944.54 22.189841 23.299333 24.464300 25.687515 26.971891 28.320486 29.736510 31.223335 Sssss Park Maintenance Worker III | 003655 | L39A
A OPMT 037 24.444315 34.395607 50844.18 71542.86 24.444315 25.666531 26.949858 28.297351 29.712219 31.197830 32.757721 34.395607 A OPMT 037 25.910974 36.459343 53894.83 75835.43 25.910974 27.206523 28.566849 29.995191 31.494951 33.069699 34.723184 36.459343 Sssss Parking Enforcement Officer | 003630 | L39A
A OPMT 016 20.245940 28.488070 42111.56 59255.19 20.245940 21.258237 22.321149 23.437206 24.609066 25.839519 27.131495 28.488070 A OPMT 016 21.460695 30.197354 44638.25 62810.50 21.460695 22.533730 23.660417 24.843438 26.085610 27.389890 28.759385 30.197354 Sssss Parking Lot Attendant | 003627 | L39A
A OPMT 013 17.358159 24.424674 36104.97 50803.32 17.358159 18.226067 19.137370 20.094239 21.098951 22.153899 23.261594 24.424674 A OPMT 013 18.399649 25.890154 38271.27 53851.52 18.399649 19.319631 20.285613 21.299894 22.364889 23.483133 24.657290 25.890154 Sssss Parking Meter Coin Collector | 003628 | L39A
A OPMT 014 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OPMT 014 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195 Sssss Parking Meter Repair Worker | 003629 | L39A
A OPMT 015 20.436513 28.756226 42507.95 59812.95 20.436513 21.458339 22.531256 23.657819 24.840710 26.082745 27.386882 28.756226 A OPMT 015 21.662704 30.481600 45058.42 63401.73 21.662704 22.745839 23.883131 25.077288 26.331152 27.647710 29.030095 30.481600 Sssss Personnel Transactions Coord | 016065 | L39A
A OFFT 037 19.243842 27.078020 40027.19 56322.28 19.243842 20.206034 21.216336 22.277153 23.391011 24.560562 25.788590 27.078020 A OFFT 037 20.398473 28.702701 42428.82 59701.62 20.398473 21.418397 22.489317 23.613783 24.794472 26.034196 27.335906 28.702701 Sssss Pick Up Driver | 016988 | L39A
A OFFT 150 15.949911 21.374407 33175.82 44458.77 15.949911 16.747407 17.584777 18.464016 19.387217 20.356578 21.374407 A OFFT 150 16.906906 22.656871 35166.36 47126.29 16.906906 17.752251 18.639864 19.571857 20.550450 21.577972 22.656871 Sssss Plans Examiner I | 016007 | L39A
A OFFT 007 27.002113 37.994685 56164.40 79028.94 27.002113 28.352219 29.769830 31.258321 32.821237 34.462299 36.185414 37.994685 A OFFT 007 28.622239 40.274366 59534.26 83770.68 28.622239 30.053351 31.556019 33.133820 34.790511 36.530037 38.356539 40.274366 Sssss Plans Examiner II | 016008 | L39A
A OFFT 008 28.427780 40.000739 59129.78 83201.54 28.427780 29.849169 31.341627 32.908708 34.554143 36.281850 38.095942 40.000739 A OFFT 008 30.133445 42.400783 62677.57 88193.63 30.133445 31.640117 33.222123 34.883229 36.627390 38.458760 40.381698 42.400783

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Plans Examiner III | 016009 | L39A
A OFFT 009 33.250390 46.786637 69160.81 97316.20 33.250390 34.912909 36.658554 38.491482 40.416056 42.436859 44.558702 46.786637 A OFFT 009 35.245412 49.593835 73310.46 103155.18 35.245412 37.007683 38.858067 40.800970 42.841019 44.983070 47.232224 49.593835 Sssss Police Clerk I | 016066 | L39A
A OFFT 038 15.555625 20.846025 32355.70 43359.73 15.555625 16.333406 17.150076 18.007580 18.907959 19.853357 20.846025 A OFFT 038 16.488962 22.096787 34297.04 45961.32 16.488962 17.313410 18.179081 19.088035 20.042437 21.044559 22.096787 Sssss Police Clerk II | 016067 | L39A
A OFFT 039 17.186240 24.182766 35747.38 50300.15 17.186240 18.045552 18.947830 19.895222 20.889983 21.934482 23.031206 24.182766 A OFFT 039 18.217414 25.633732 37892.22 53318.16 18.217414 19.128285 20.084699 21.088934 22.143381 23.250550 24.413078 25.633732 Sssss Police Clerk III | 016068 | L39A
A OFFT 040 19.088935 26.860049 39704.98 55868.90 19.088935 20.043382 21.045551 22.097829 23.202720 24.362856 25.580999 26.860049 A OFFT 040 20.234272 28.471652 42087.29 59221.04 20.234272 21.245986 22.308285 23.423699 24.594884 25.824628 27.115859 28.471652 Sssss Police Records Specialist I | 016933 | L39A
A OFFT 113 19.413322 27.316492 40379.71 56818.30 19.413322 20.383988 21.403187 22.473346 23.597013 24.776864 26.015707 27.316492 A OFFT 113 20.578121 28.955482 42802.49 60227.40 20.578121 21.607027 22.687378 23.821747 25.012834 26.263476 27.576650 28.955482 Sssss Police Records Specialist II | 016934 | L39A
A OFFT 114 22.325363 31.414029 46436.76 65341.18 22.325363 23.441631 24.613713 25.844399 27.136619 28.493450 29.918123 31.414029 A OFFT 114 23.664886 33.298871 49222.96 69261.65 23.664886 24.848130 26.090536 27.395063 28.764816 30.203057 31.713210 33.298871 Sssss Police Records Specialist III | 016935 | L39A
A OFFT 115 24.557873 34.555393 51080.38 71875.22 24.557873 25.785767 27.075055 28.428808 29.850248 31.342760 32.909898 34.555393 A OFFT 115 26.031345 36.628717 54145.20 76187.73 26.031345 27.332912 28.699558 30.134536 31.641263 33.223326 34.884492 36.628717 Sssss Process Control Systems Splst | 017037 | L39A
A PROF 023 38.775064 54.560409 80652.13 113485.65 38.775064 40.713817 42.749508 44.886983 47.131332 49.487899 51.962294 54.560409 A PROF 023 41.101568 57.834034 85491.26 120294.79 41.101568 43.156646 45.314478 47.580202 49.959212 52.457173 55.080032 57.834034 Sssss Program Coord. (Adaptive Rec.) | 016985 | L39A
A OFFT 146 21.635920 30.443912 45002.71 63323.34 21.635920 22.717716 23.853602 25.046282 26.298596 27.613526 28.994202 30.443912 A OFFT 146 22.934074 32.270547 47702.87 67122.74 22.934074 24.080778 25.284817 26.549058 27.876511 29.270337 30.733854 32.270547 Sssss Program Coord. (Older Adults) | 016984 | L39A
A OFFT 145 21.635920 30.443912 45002.71 63323.34 21.635920 22.717716 23.853602 25.046282 26.298596 27.613526 28.994202 30.443912 A OFFT 145 22.934074 32.270547 47702.87 67122.74 22.934074 24.080778 25.284817 26.549058 27.876511 29.270337 30.733854 32.270547

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Program Coordinator | 016210 | L39A
A OFFT 078 21.211688 29.846974 44120.31 62081.71 21.211688 22.272272 23.385886 24.555180 25.782939 27.072086 28.425690 29.846974 A OFFT 078 22.484389 31.637792 46767.53 65806.61 22.484389 23.608608 24.789038 26.028490 27.329914 28.696410 30.131230 31.637792 Sssss Program Developer | 016211 | L39A
A OFFT 079 18.059320 25.411277 37563.39 52855.46 18.059320 18.962286 19.910400 20.905920 21.951216 23.048777 24.201216 25.411277 A OFFT 079 19.142880 26.935954 39817.19 56026.78 19.142880 20.100024 21.105025 22.160276 23.268290 24.431705 25.653290 26.935954 Sssss Program Develpr (Older Adults) | 016986 | L39A
A OFFT 147 18.420507 25.919503 38314.66 53912.57 18.420507 19.341532 20.308609 21.324039 22.390241 23.509753 24.685241 25.919503 A OFFT 147 19.525737 27.474673 40613.53 57147.32 19.525737 20.502024 21.527125 22.603481 23.733655 24.920338 26.166355 27.474673 Sssss Program Leader | 016949 | L39A
A OFFT 121 15.797281 21.169867 32858.34 44033.32 15.797281 16.587145 17.416502 18.287327 19.201693 20.161778 21.169867 A OFFT 121 16.745117 22.440059 34829.84 46675.32 16.745117 17.582373 18.461492 19.384567 20.353795 21.371485 22.440059 Sssss Program Leader (Older Adults) | 016987 | L39A
A OFFT 148 15.568335 20.863058 32382.14 43395.16 15.568335 16.346752 17.164090 18.022294 18.923409 19.869579 20.863058 A OFFT 148 16.502433 22.114841 34325.06 45998.87 16.502433 17.327555 18.193933 19.103630 20.058812 21.061753 22.114841 Sssss Public Information Coordinator | 017022 | L39A
A PROF 011 25.242112 35.518186 52503.59 73877.83 25.242112 26.504218 27.829429 29.220900 30.681945 32.216042 33.826844 35.518186 A PROF 011 26.756638 37.649277 55653.81 78310.50 26.756638 28.094470 29.499193 30.974153 32.522861 34.149004 35.856454 37.649277 Sssss Real Property Agent I | 017032 | L39A
A PROF 019 28.447141 40.027984 59170.05 83258.21 28.447141 29.869498 31.362973 32.931122 34.577678 36.306562 38.121890 40.027984 A PROF 019 30.153970 42.429663 62720.26 88253.70 30.153970 31.661668 33.244751 34.906989 36.652338 38.484955 40.409203 42.429663 Sssss Real Property Agent II | 017033 | L39A
A PROF 020 32.820229 46.181358 68266.08 96057.22 32.820229 34.461240 36.184302 37.993517 39.893193 41.887853 43.982246 46.181358 A PROF 020 34.789443 48.952239 72362.04 101820.66 34.789443 36.528915 38.355361 40.273129 42.286785 44.401124 46.621180 48.952239 Sssss Real Property Agent III | 017034 | L39A
A PROF 021 36.374165 51.182103 75658.26 106458.77 36.374165 38.192873 40.102517 42.107643 44.213025 46.423676 48.744860 51.182103 A PROF 021 38.556615 54.253029 80197.76 112846.30 38.556615 40.484446 42.508668 44.634101 46.865806 49.209096 51.669551 54.253029 Sssss Recreation Aide | 016034 | L39A
A TEMP 027 15.530000 15.530000 32302.40 32302.40
A TEMP 027 15.530000 16.461800 32302.40 34240.54

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Recreation Aide (Older Adults) | 016035 | L39A
A TEMP 071 15.530000 15.530000 32302.40 32302.40
A TEMP 071 15.530000 16.461800 32302.40 34240.54 Sssss Recreation Leader (Adpt Rec) | 016036 | L39A
A TEMP 026 15.530000 15.530000 32302.40 32302.40
A TEMP 026 15.530000 16.461800 32302.40 34240.54 Sssss Registered Veterinary Tech | 003926 | L39A
A OPMT 071 25.223925 35.492595 52465.76 73824.60 25.223925 26.485121 27.809377 29.199846 30.659838 32.192830 33.802471 35.492595 A OPMT 071 26.737361 37.622151 55613.71 78254.07 26.737361 28.074229 29.477940 30.951837 32.499429 34.124400 35.830620 37.622151 Sssss Registrar | 017014 | L39A
A PROF 008 24.422055 34.364285 50797.87 71477.71 24.422055 25.643158 26.925316 28.271582 29.685161 31.169419 32.727890 34.364285 A PROF 008 25.887379 36.426142 53845.75 75766.38 25.887379 27.181748 28.540835 29.967877 31.466271 33.039585 34.691564 36.426142 Sssss Security Guard | 003641 | L39A
A OPMT 025 16.685954 23.478814 34706.78 48835.93 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814 A OPMT 025 17.687112 24.887543 36789.19 51766.09 17.687112 18.571468 19.500041 20.475043 21.498795 22.573735 23.702422 24.887543 Sssss Senior Building Maint Worker | 003632 | L39A
A OPMT 017 23.519752 33.094653 48921.08 68836.88 23.519752 24.695740 25.930527 27.227053 28.588406 30.017826 31.518717 33.094653 A OPMT 017 24.930937 35.080332 51856.35 72967.09 24.930937 26.177484 27.486358 28.860676 30.303710 31.818895 33.409840 35.080332 Sssss Senior Claims Collector | 016103 | L39A
A OFFT 057 24.983763 35.154664 51966.23 73121.70 24.983763 26.232951 27.544599 28.921829 30.367920 31.886316 33.480632 35.154664 A OFFT 057 26.482789 37.263944 55084.20 77509.00 26.482789 27.806928 29.197274 30.657138 32.189995 33.799495 35.489470 37.263944 Sssss Senior Custodian | 003678 | L39A
A OPMT 050 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OPMT 050 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195 Sssss Senior Department Sys Spclst | 016222 | L39A
A OFFT 089 38.923032 54.768614 80959.91 113918.72 38.923032 40.869184 42.912643 45.058275 47.311189 49.676748 52.160585 54.768614 A OFFT 089 41.258412 58.054731 85817.50 120753.84 41.258412 43.321333 45.487400 47.761770 50.149859 52.657352 55.290220 58.054731 Sssss Senior Electronic Maint Tech | 003633 | L39A
A OPMT 018 33.649827 47.348686 69991.64 98485.27 33.649827 35.332318 37.098934 38.953881 40.901575 42.946654 45.093987 47.348686 A OPMT 018 35.668816 50.189607 74191.14 104394.38 35.668816 37.452257 39.324870 41.291114 43.355670 45.523453 47.799626 50.189607

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Senior Evidence/Property Tech | 016072 | L39A
A OFFT 042 25.805433 36.310835 53675.30 75526.54 25.805433 27.095705 28.450490 29.873014 31.366665 32.934998 34.581748 36.310835 A OFFT 042 27.353758 38.489485 56895.82 80058.13 27.353758 28.721446 30.157518 31.665394 33.248664 34.911097 36.656652 38.489485 Sssss Senior IT Support Spclst | 016223 | L39A
A OFFT 090 39.524341 55.614716 82210.63 115678.61 39.524341 41.500558 43.575586 45.754365 48.042083 50.444187 52.966396 55.614716 A OFFT 090 41.895801 58.951599 87143.27 122619.33 41.895801 43.990591 46.190121 48.499627 50.924608 53.470838 56.144380 58.951599 Sssss Senior Intg Was Equip Operator | 003664 | L39A
A OPMT 045 25.064680 35.268524 52134.53 73358.53 25.064680 26.317914 27.633810 29.015501 30.466276 31.989590 33.589070 35.268524 A OPMT 045 26.568562 37.384635 55262.61 77760.04 26.568562 27.896990 29.291839 30.756431 32.294253 33.908966 35.604414 37.384635 Sssss Senior Landfill Engn Tech | 016208 | L39A
A OFFT 076 30.388656 42.759890 63208.40 88940.57 30.388656 31.908089 33.503493 35.178668 36.937601 38.784481 40.723705 42.759890 A OFFT 076 32.211975 45.325483 67000.91 94277.00 32.211975 33.822574 35.513703 37.289388 39.153857 41.111550 43.167127 45.325483 Sssss Senior Maintenance Worker | 003652 | L39A
A OPMT 034 20.521387 28.875651 42684.48 60061.35 20.521387 21.547456 22.624829 23.756070 24.943873 26.191067 27.500620 28.875651 A OPMT 034 21.752669 30.608190 45245.55 63665.04 21.752669 22.840302 23.982317 25.181433 26.440505 27.762530 29.150657 30.608190 Sssss Senior Office Specialist | 016096 | L39A
A OFFT 055 19.088935 26.860049 39704.98 55868.90 19.088935 20.043382 21.045551 22.097829 23.202720 24.362856 25.580999 26.860049 A OFFT 055 20.234272 28.471652 42087.29 59221.04 20.234272 21.245986 22.308285 23.423699 24.594884 25.824628 27.115859 28.471652 Sssss Senior Parking Lot Attendant | 003668 | L39A
A OPMT 047 19.144854 26.938733 39821.30 56032.56 19.144854 20.102097 21.107202 22.162562 23.270690 24.434225 25.655936 26.938733 A OPMT 047 20.293545 28.555057 42210.57 59394.52 20.293545 21.308222 22.373633 23.492315 24.666931 25.900278 27.195292 28.555057 Sssss Senior Personnel Trans Coord | 016131 | L39A
A OFFT 070 21.173412 29.793118 44040.70 61969.68 21.173412 22.232083 23.343687 24.510871 25.736415 27.023236 28.374398 29.793118 A OFFT 070 22.443818 31.580705 46683.14 65687.87 22.443818 23.566009 24.744309 25.981524 27.280600 28.644630 30.076862 31.580705 Sssss Senior Rec Aide (Older Adults) | 016037 | L39A
A TEMP 072 15.530000 17.938293 32302.40 37311.65
A TEMP 072 15.530000 19.014591 32302.40 39550.35 Sssss Senior Recreation Aide | 016038 | L39A
A TEMP 052 15.530000 17.938293 32302.40 37311.65
A TEMP 052 15.530000 19.014591 32302.40 39550.35

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Senior Telecommunications Tech | 003923 | L39A
A OPMT 068 34.216415 48.145932 71170.14 100143.54 34.216415 35.927236 37.723598 39.609778 41.590267 43.669780 45.853269 48.145932 A OPMT 068 36.269400 51.034688 75440.35 106152.15 36.269400 38.082870 39.987014 41.986365 44.085683 46.289967 48.604465 51.034688 Sssss Senior Tree Maintenance Worker | 003661 | L39A
A OPMT 042 23.382668 32.901762 48635.95 68435.66 23.382668 24.551801 25.779391 27.068361 28.421779 29.842868 31.335011 32.901762 A OPMT 042 24.785629 34.875868 51554.11 72541.80 24.785629 26.024910 27.326155 28.692463 30.127086 31.633440 33.215112 34.875868 Sssss Senior Tree Pruner | 003680 | L39A
A OPMT 051 24.683827 34.732623 51342.36 72243.86 24.683827 25.918018 27.213919 28.574615 30.003346 31.503513 33.078689 34.732623 A OPMT 051 26.164856 36.816580 54422.90 76578.49 26.164856 27.473099 28.846754 30.289092 31.803547 33.393724 35.063410 36.816580 Sssss Staff Aide OFF (Min/MAx) | 016236 | L39A
A OFFT 137 15.500000 50.594323 32240.00 105236.19
A OFFT 137 15.500000 53.629981 32240.00 111550.36 Sssss Storekeeper | 016087 | L39A
A OFFT 049 20.242966 28.483887 42105.37 59246.48 20.242966 21.255114 22.317870 23.433764 24.605452 25.835725 27.127511 28.483887 A OFFT 049 21.457545 30.192920 44631.69 62801.27 21.457545 22.530422 23.656943 24.839790 26.081780 27.385869 28.755162 30.192920 Sssss Stores Clerk I | 016088 | L39A
A OFFT 050 16.685954 23.478814 34706.78 48835.93 16.685954 17.520252 18.396265 19.316078 20.281882 21.295976 22.360775 23.478814 A OFFT 050 17.687112 24.887543 36789.19 51766.09 17.687112 18.571468 19.500041 20.475043 21.498795 22.573735 23.702422 24.887543 Sssss Stores Clerk II | 016089 | L39A
A OFFT 051 18.532822 26.077542 38548.27 54241.29 18.532822 19.459463 20.432436 21.454058 22.526761 23.653099 24.835754 26.077542 A OFFT 051 19.644792 27.642195 40861.17 57495.77 19.644792 20.627032 21.658384 22.741303 23.878368 25.072286 26.325900 27.642195 Sssss Street Construction Equip Optr | 003687 | L39A
A OPMT 056 30.495608 42.910381 63430.86 89253.59 30.495608 32.020388 33.621407 35.302477 37.067601 38.920981 40.867030 42.910381 A OPMT 056 32.325343 45.485004 67236.71 94608.81 32.325343 33.941610 35.638690 37.420625 39.291656 41.256239 43.319051 45.485004 Sssss Street Construction Laborer | 003688 | L39A
A OPMT 057 27.663823 38.925777 57540.75 80965.62 27.663823 29.047014 30.499365 32.024333 33.625550 35.306828 37.072169 38.925777 A OPMT 057 29.323652 41.261324 60993.20 85823.55 29.323652 30.789835 32.329327 33.945793 35.643083 37.425237 39.296499 41.261324 Sssss Street Construction Lbr Trnee | 003690 | L39A
A OPMT 058 21.333855 21.333855 44374.42 44374.42 21.333855 A OPMT 058 22.613886 22.613886 47036.88 47036.88 22.613886

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Survey Technician I | 003924 | L39A
A OPMT 069 20.937885 29.461706 43550.80 61280.35 20.937885 21.984779 23.084018 24.238219 25.450130 26.722636 28.058768 29.461706 A OPMT 069 22.194156 31.229408 46163.84 64957.17 22.194156 23.303864 24.469057 25.692510 26.977136 28.325993 29.742293 31.229408 Sssss Survey Technician II | 003925 | L39A
A OPMT 070 23.678911 33.318606 49252.14 69302.70 23.678911 24.862857 26.106000 27.411300 28.781865 30.220958 31.732006 33.318606 A OPMT 070 25.099646 35.317722 52207.26 73460.86 25.099646 26.354628 27.672359 29.055977 30.508776 32.034215 33.635926 35.317722 Sssss Telecommunications SysAnls I | 017029 | L39A
A PROF 017 32.045233 45.090862 66654.08 93788.99 32.045233 33.647495 35.329870 37.096364 38.951182 40.898741 42.943678 45.090862 A PROF 017 33.967949 47.796314 70653.33 99416.33 33.967949 35.666346 37.449663 39.322146 41.288253 43.352666 45.520299 47.796314 Sssss Telecommunications SysAnls II | 017030 | L39A
A PROF 018 35.251168 49.601934 73322.43 103172.02 35.251168 37.013726 38.864412 40.807633 42.848015 44.990416 47.239937 49.601934 A PROF 018 37.366238 52.578050 77721.78 109362.34 37.366238 39.234550 41.196277 43.256091 45.418896 47.689841 50.074333 52.578050 Sssss Telecommunications SysAnls III | 017035 | L39A
A PROF 022 38.775064 54.560409 80652.13 113485.65 38.775064 40.713817 42.749508 44.886983 47.131332 49.487899 51.962294 54.560409 A PROF 022 41.101568 57.834034 85491.26 120294.79 41.101568 43.156646 45.314478 47.580202 49.959212 52.457173 55.080032 57.834034 Sssss Telecommunications Tech I | 003683 | L39A
A OPMT 054 31.607244 44.474565 65743.07 92507.10 31.607244 33.187606 34.846986 36.589335 38.418802 40.339742 42.356729 44.474565 A OPMT 054 33.503678 47.143039 69687.65 98057.52 33.503678 35.178862 36.937805 38.784695 40.723930 42.760126 44.898132 47.143039 Sssss Telecommunications Tech II | 003684 | L39A
A OPMT 055 33.187677 46.698394 69030.37 97132.66 33.187677 34.847061 36.589414 38.418885 40.339829 42.356820 44.474661 46.698394 A OPMT 055 35.178938 49.500298 73172.19 102960.62 35.178938 36.937885 38.784779 40.724018 42.760219 44.898230 47.143141 49.500298 Sssss Telecommunications Tech Trnee | 003682 | L39A
A OPMT 053 26.913622 37.870168 55980.33 78769.95 26.913622 28.259303 29.672268 31.155881 32.713675 34.349359 36.066827 37.870168 A OPMT 053 28.528438 40.142378 59339.15 83496.15 28.528438 29.954860 31.452603 33.025233 34.676495 36.410320 38.230836 40.142378 Sssss Traffic Ctrl&Light Tech I | 003637 | L39A
A OPMT 021 27.582568 38.811443 57371.74 80727.80 27.582568 28.961696 30.409781 31.930270 33.526784 35.203123 36.963279 38.811443 A OPMT 021 29.237522 41.140130 60814.05 85571.47 29.237522 30.699398 32.234368 33.846086 35.538390 37.315310 39.181076 41.140130 Sssss Traffic Ctrl&Light Tech II | 003636 | L39A
A OPMT 020 30.344317 42.697502 63116.18 88810.80 30.344317 31.861533 33.454610 35.127341 36.883708 38.727893 40.664288 42.697502 A OPMT 020 32.164977 45.259352 66903.15 94139.45 32.164977 33.773226 35.461887 37.234981 39.096730 41.051567 43.104145 45.259352

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Traffic Ctrl&Light Tech Trnee | 003635 | L39A
A OPMT 019 24.503038 34.478237 50966.32 71714.73 24.503038 25.728190 27.014600 28.365330 29.783597 31.272777 32.836416 34.478237 A OPMT 019 25.973221 36.546931 54024.30 76017.62 25.973221 27.271882 28.635476 30.067250 31.570613 33.149144 34.806601 36.546931 Sssss Traffic Investigator I | 016202 | L39A
A OFFT 072 22.466155 31.612137 46729.60 65753.24 22.466155 23.589463 24.768936 26.007383 27.307752 28.673140 30.106797 31.612137 A OFFT 072 23.814125 33.508865 49533.38 69698.44 23.814125 25.004831 26.255073 27.567827 28.946218 30.393529 31.913205 33.508865 Sssss Traffic Investigator II | 016203 | L39A
A OFFT 073 25.303731 35.604891 52631.76 74058.17 25.303731 26.568918 27.897364 29.292232 30.756844 32.294686 33.909420 35.604891 A OFFT 073 26.821955 37.741184 55789.67 78501.66 26.821955 28.163053 29.571206 31.049766 32.602254 34.232367 35.943985 37.741184 Sssss Traffic Investigator III | 016204 | L39A
A OFFT 074 27.879718 39.229562 57989.81 81597.49 27.879718 29.273704 30.737389 32.274258 33.887971 35.582370 37.361488 39.229562 A OFFT 074 29.552500 41.583336 61469.20 86493.34 29.552500 31.030125 32.581631 34.210713 35.921249 37.717311 39.603177 41.583336 Sssss Tree Maintenance Worker | 003660 | L39A
A OPMT 041 22.082052 31.071666 45930.67 64629.06 22.082052 23.186155 24.345463 25.562736 26.840873 28.182917 29.592063 31.071666 A OPMT 041 23.406976 32.935966 48686.51 68506.81 23.406976 24.577325 25.806191 27.096501 28.451326 29.873892 31.367587 32.935966 Sssss Tree Maintenance Worker Trnee | 003917 | L39A
A OPMT 065 18.916926 26.618014 39347.21 55365.47 18.916926 19.862772 20.855911 21.898707 22.993642 24.143324 25.350490 26.618014 A OPMT 065 20.051942 28.215095 41708.04 58687.40 20.051942 21.054539 22.107266 23.212629 24.373260 25.591923 26.871519 28.215095 Sssss Tree Pruner I | 003639 | L39A
A OPMT 023 20.840070 29.324071 43347.35 60994.07 20.840070 21.882073 22.976177 24.124986 25.331235 26.597797 27.927687 29.324071 A OPMT 023 22.090475 31.083515 45948.19 64653.71 22.090475 23.194999 24.354749 25.572486 26.851110 28.193665 29.603348 31.083515 Sssss Tree Pruner II | 003640 | L39A
A OPMT 024 22.924095 32.256504 47682.12 67093.53 22.924095 24.070300 25.273815 26.537506 27.864381 29.257600 30.720480 32.256504 A OPMT 024 24.299541 34.191894 50543.04 71119.14 24.299541 25.514518 26.790244 28.129756 29.536244 31.013056 32.563709 34.191894 Sssss Tree Pruner Trainee | 003638 | L39A
A OPMT 022 18.209886 25.623137 37876.56 53296.12 18.209886 19.120380 20.076399 21.080219 22.134230 23.240941 24.402988 25.623137 A OPMT 022 19.302478 27.160525 40149.15 56493.89 19.302478 20.267602 21.280982 22.345031 23.462283 24.635397 25.867167 27.160525 Sssss Utility Services Inspector | 016099 | L39A
A OFFT 056 19.981016 28.115296 41560.51 58479.82 19.981016 20.980067 22.029070 23.130524 24.287050 25.501402 26.776472 28.115296 A OFFT 056 21.179876 29.802214 44054.14 61988.60 21.179876 22.238870 23.350814 24.518355 25.744273 27.031487 28.383061 29.802214

Redline Report Print Date:12/8/2023 Sal Plan Grade Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 12 Sssss
Utility Worker | 003602 | L39A
A TEMP 011 15.530000 15.840000 32302.40 32947.20
A TEMP 011 15.530000 16.790400 32302.40 34924.03 Sssss Water Conservation Rep | 016978 | L39A
A OFFT 139 19.981016 28.115296 41560.51 58479.82 19.981016 20.980067 22.029070 23.130524 24.287050 25.501402 26.776472 28.115296 A OFFT 139 21.179876 29.802214 44054.14 61988.60 21.179876 22.238870 23.350814 24.518355 25.744273 27.031487 28.383061 29.802214 Sssss Water Conservation Specialist | 016975 | L39A
A OFFT 135 22.448653 31.587509 46693.20 65702.02 22.448653 23.571086 24.749640 25.987122 27.286478 28.650802 30.083342 31.587509 A OFFT 135 23.795572 33.482760 49494.79 69644.14 23.795572 24.985351 26.234619 27.546350 28.923667 30.369850 31.888343 33.482760 Sssss Water Quality Chemist | 017008 | L39A
A PROF 005 33.878800 47.670874 70467.90 99155.42 33.878800 35.572740 37.351377 39.218946 41.179893 43.238888 45.400832 47.670874 A PROF 005 35.911529 50.531126 74695.98 105104.74 35.911529 37.707105 39.592460 41.572083 43.650687 45.833221 48.124882 50.531126 Sssss Water Quality Lab Tech | 016080 | L39A
A OFFT 043 22.715258 31.962650 47247.74 66482.31 22.715258 23.851021 25.043572 26.295751 27.610539 28.991066 30.440619 31.962650 A OFFT 043 24.078174 33.880409 50082.60 70471.25 24.078174 25.282083 26.546187 27.873496 29.267171 30.730530 32.267056 33.880409 Sssss Zoning Investigator | 016213 | L39A
A OFFT 080 32.203129 45.313035 66982.51 94251.11 32.203129 33.813285 35.503949 37.279146 39.143103 41.100258 43.155271 45.313035 A OFFT 080 34.135316 48.031817 71001.46 99906.18 34.135316 35.842082 37.634186 39.515895 41.491690 43.566274 45.744588 48.031817 Sssss Zoo Attendant I | 003642 | L39A
A OPMT 026 19.346906 27.223039 40241.56 56623.92 19.346906 20.314251 21.329964 22.396462 23.516285 24.692099 25.926704 27.223039 A OPMT 026 20.507721 28.856421 42656.06 60021.36 20.507721 21.533107 22.609762 23.740250 24.927262 26.173625 27.482306 28.856421 Sssss Zoo Attendant II | 003643 | L39A
A OPMT 027 20.917614 29.433184 43508.64 61221.02 20.917614 21.963495 23.061670 24.214753 25.425491 26.696766 28.031604 29.433184 A OPMT 027 22.172671 31.199175 46119.16 64894.28 22.172671 23.281305 24.445370 25.667638 26.951020 28.298571 29.713500 31.199175

Description Percent/Dollar FTE
FY2023/24
(9 months)
FY2024/25
(12 months)
FY2025/26
(3 months)
FY2025/26
(12 months)
Salary Adjustment 9/25/2023 - G/MU Funds 6.00% 964.15 3,327,476 4,436,634 1,109,159 4,436,634 Salary Adjustment 9/25/2023 - Other Funds 6.00% 378.80 1,229,180 1,638,906 409,727 1,638,906 Salary Adjustment 7/13/2024 - G/MU Funds 4.00% 964.15 - 3,135,221 783,805 3,135,221 Salary Adjustment 7/13/2024 - Other Funds 4.00% 378.80 - 1,158,160 289,540 1,158,160 Health & Welfare Contribution - G/MU Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
964.15 670,475 1,448,200 388,863 1,555,450 Health & Welfare Contribution - Other Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
378.80 222,183 477,365 127,591 510,365 3,997,951 9,020,055 2,281,826 9,127,305 1,451,362 3,274,431 826,858 3,307,431
Impact of L39A Contract
Contract Cost through 9/22/25 20,852,483$
Ongoing Cost in FY2025/26 12,434,737$
Local 39A (Contract Term 9/23/23 - 9/19/25)
Cost for G/MU Funds
Cost for Other Funds
Adopted by the Sacramento City Council
December 12, 2023

Approving the Memorandum of Understanding between the
City of Sacramento and Stationary Engineers Local 39
Miscellaneous, and the Citywide Salary Schedule

BACKGROUND

A. The 2021-2023 Memorandum of Understanding (MOU) between the City of Sacramento and Stationary Engineers Local 39 Miscellaneous (L39A) expired on September 22, 2023. The City entered successor negotiations with L39A which represents employees Miscellaneous Units: Operations and Maintenance (03), Office and Technical (16), Professional (17). The negotiations resulted in a MOU expiring on September 19, 2025. The City has been informed by Payden Martin, Business Representative of L39A, that ratification meetings were held, and that L39A Unit members successfully ratified the terms of the MOU.

B. The California Code of Regulations requires that the City Council adopt the City’s salary schedules at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed.

C. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.

D. The salary schedule attached to this Resolution as Exhibit B is posted to ensure that salary ranges are transparent and publicly available.

BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:

Section 1. The MOU with L39A attached to this Resolution as Exhibit A is approved.

Section 2. The salary schedule attached to this Resolution as Exhibit B is adopted.

Section 3. The City Manager is authorized to make minor changes or adjustments to Exhibits A and B to correct omissions and errors.

Section 4. Exhibits A and B are part of this resolution.

Section 5. The City Manager is authorized to amend the FY2023/24 Approved Budget and to conduct budget adjustments and transfers from fund balances as necessary to implement the terms of the agreements.

Table of Contents
Exhibit A – L39A MOU
Exhibit B – Salary Schedule

and
International Union of Operating Engineers,
Stationary Engineers, Local 39

Labor Agreement
Covering All Employees In The Operations and
Maintenance, Office and Technical,
And Professional Units

2023 - 2025

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

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

4.1 PAYROLL DEDUCTIONS ................................................................................................................... 3

4.2 TIME OFF FOR UNION BUSINESS ................................................................................................... 5

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

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

4.5 STEWARDS ........................................................................................................................................ 6

4.6 USE OF CITY INFORMATION SYSTEMS ......................................................................................... 6

5.1 GRIEVANCE PROCEDURE ............................................................................................................... 8

5.2 PURPOSE ........................................................................................................................................... 8

5.3 DEFINITIONS ...................................................................................................................................... 8

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

5.5 STEP TWO .......................................................................................................................................... 9

5.6 STEP THREE ...................................................................................................................................... 9

5.7 ARBITRATION .................................................................................................................................. 10

5.8 WITNESSES ..................................................................................................................................... 10 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................... 11

6.1 SALARY RANGE ............................................................................................................................... 11

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ..................................................................... 11

7.2 ADVANCEMENT IN RATE OF COMPENSATION ........................................................................... 11

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

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ......................................... 14

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................................................. 14

7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ................................................................................. 14

7.7 SALARY CONTINUATION FOR ABSENCES FOR LESS THAN ONE WORK DAY ....................... 14

7.8 LONGEVITY PAY .............................................................................................................................. 14

7.9 LIVING WAGE MEETING ................................................................................................................. 15

ii
ARTICLE 8 – HEALTH AND WELFARE ............................................................................... 15

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ................................. 15

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ........................................................................ 16

8.3 AMOUNT OF CONTRIBUTION ........................................................................................................ 16

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

8.5 CASH-BACK LIMITS ......................................................................................................................... 18

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

8.7 FLEXIBLE SPENDING ACCOUNTS ................................................................................................. 19

8.8 RETIREES OR SURVIVOR DEPENDENTS .................................................................................... 19 ARTICLE 9 – HOURS OF WORK AND SELECTION OF VACANCIES ................................ 22

9.1 WORKDAY, WORKWEEK ................................................................................................................ 22

9.2 TEMPORARY ASSIGNMENT AND SHIFT CHANGES .................................................................... 23

9.3 FILLING PERMANENT VACANCIES ............................................................................................... 24

9.4 REST PERIODS ................................................................................................................................ 25

9.5 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................... 26 ARTICLE 10 – OVERTIME COMPENSATION ...................................................................... 26

10.1 OVERTIME/COMPENSATING TIME OFF (CTO) ............................................................................ 26

10.2 COURT OVERTIME .......................................................................................................................... 27 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY ................ 29

11.1 STANDBY ASSIGNMENTS .............................................................................................................. 29

11.2 NIGHT-SHIFT PREMIUM PAY ......................................................................................................... 29 ARTICLE 12 – LEAVES ........................................................................................................ 30

12.1 HOLIDAYS ........................................................................................................................................ 30

12.2 VACATION ........................................................................................................................................ 34

12.3 SICK LEAVE ...................................................................................................................................... 36

12.4 COURT LEAVE ................................................................................................................................. 40

12.5 PARENTAL LEAVE ........................................................................................................................... 40

12.6 CATASTROPHIC LEAVE PLAN ....................................................................................................... 41

12.7 PERSONAL TIME OFF ..................................................................................................................... 43

12.8 FAMILY MEDICAL LEAVE ................................................................................................................ 43

12.9 STATE DISABILITY INSURANCE (SDI) ........................................................................................... 44

12.10 BEREAVEMENT LEAVE ................................................................................................................... 44

12.11 PAID CITY LEAVE (PCL) .................................................................................................................. 45 ARTICLE 13 – SPECIAL ALLOWANCES ............................................................................. 45

13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION .................................................................. 45

13.2 TUITION REIMBURSEMENT ........................................................................................................... 46

13.3 FORENSIC IDENTIFICATION CERTIFICATION PAY ..................................................................... 46

13.4 IRRIGATION SPECIALIST PAY ....................................................................................................... 46

13.5 SPRAY CREW INCENTIVE .............................................................................................................. 47

13.6 PLAYGROUND INSPECTOR INCENTIVE ....................................................................................... 47

13.7 WATER TREATMENT CERTIFICATION .......................................................................................... 47

13.8 MAINTENANCE WORKER ASSIGNMENTS IN SOLID WASTE ..................................................... 48

13.9 CONTINUING EDUCATION ............................................................................................................. 48

13.10 REQUIRED LICENSES AND CERTIFICATIONS ............................................................................. 48

13.11 BILINGUAL PAY ................................................................................................................................ 51

13.12 TRAVEL FOR TRAINING .................................................................................................................. 51

iii

13.14 ARMORER CERTIFICATION PAY ................................................................................................... 52

13.15 CERTIFIED ACCESS SPECIALIST (CASp) CERTIFICATION PAY ................................................ 52

13.16 DRONE CERTIFICATION PAY ......................................................................................................... 52

13.17 INSTRUMENT TECHNICIAN INCENTIVE PAY ............................................................................... 53 ARTICLE 14 – TRANSPORTATION ..................................................................................... 53

14.1 GENERAL ......................................................................................................................................... 53

14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE ...................................... 53

14.3 TRANSPORTATION ......................................................................................................................... 54

14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS ..................................................................... 54

14.5 DISCOUNTED PARKING RATES .................................................................................................... 55 ARTICLE 15 – LAYOFF ........................................................................................................ 55

15.1 PURPOSE ......................................................................................................................................... 55

15.2 DEFINITIONS .................................................................................................................................... 55

15.3 PROCEDURE .................................................................................................................................... 58

15.4 SALARY IN EVENT OF DOWNGRADE ........................................................................................... 60

15.5 FRINGE BENEFITS .......................................................................................................................... 61

15.6 RECALL ............................................................................................................................................. 61

15.7 GENERAL ......................................................................................................................................... 63 ARTICLE 16 – WORK SHARING PROGRAM ....................................................................... 63

16.1 WORK SHARING PROGRAM .......................................................................................................... 63 ARTICLE 17 – UNIFORMS AND COVERALLS .................................................................... 64

17.1 UNIFORMS ....................................................................................................................................... 64

17.2 COVERALLS ..................................................................................................................................... 65

17.3 FOUL WEATHER GEAR ................................................................................................................... 65

17.4 SUMMER WEAR ............................................................................................................................... 67

17.5 FORENSIC INVESTIGATORS .......................................................................................................... 67

17.6 SOLID WASTE UNIFORMS .............................................................................................................. 68

17.7 UNIFORM VESTS - RELIEF COMMUNITY CENTER ATTENDANTS ............................................. 68

17.8 EVIDENCE AND PROPERTY TECHNICIANS ................................................................................. 68

17.9 TREE PRUNER UNIFORM ............................................................................................................... 69

17.10 ANIMAL CARE TECHNICIANS AND ANIMAL CONTROL OFFICERS ........................................... 69 ARTICLE 18 – SAFETY SHOES AND SAFETY GLASSES .................................................. 69

18.1 SAFETY SHOES ............................................................................................................................... 69

18.2 SAFETY GLASSES ........................................................................................................................... 70

18.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES ........................................................................ 71 ARTICLE 19 – SAFETY ........................................................................................................ 71

19.1 SAFETY ADVISORY COMMITTEE .................................................................................................. 71

19.2 NON-FAULT VEHICULAR ACCIDENTS .......................................................................................... 71 ARTICLE 20 – DISCIPLINE................................................................................................... 71

20.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS ....................... 71

20.2 LETTER OF REPRIMAND ................................................................................................................ 72

20.3 IN-LIEU DISCIPLINE ......................................................................................................................... 72

20.4 DISCIPLINE TOLLING PERIOD ....................................................................................................... 73

20.5 MEDIATION ....................................................................................................................................... 73

20.6 DISCIPLINE APPEAL HEARING PROCEDURE .............................................................................. 73

20.8 WITHDRAWAL OF APPEAL ............................................................................................................. 74

20.9 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION .................................................... 74 ARTICLE 21 – CLASSIFICATION AND PAY ........................................................................ 74

21.1 NEW OR REVISED ........................................................................................................................... 74

21.2 STAFF AIDE POSITIONS ................................................................................................................. 75

21.3 LIMITED-TERM APPOINTMENTS ................................................................................................... 75 ARTICLE 22 – MISCELLANEOUS ........................................................................................ 76

22.1 CIVIL SERVICE RULES .................................................................................................................... 76

22.2 PROMOTION FROM WITHIN ........................................................................................................... 76

22.3 CONSOLIDATION ............................................................................................................................. 76

22.4 WORKERS COMPENSATION .......................................................................................................... 76

22.5 SAVINGS CLAUSE ........................................................................................................................... 76

22.6 EMPLOYEE PERFORMANCE EVALUATIONS ............................................................................... 76

22.7 REMOTE WORK ............................................................................................................................... 77

22.8 CONTRACTING-OUT ....................................................................................................................... 77

22.9 VIDEO DISPLAY TERMINALS ......................................................................................................... 77

22.10 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) .................................................... 78

22.11 STRIKES AND LOCKOUTS .............................................................................................................. 78

22.12 TIME OFF FOR EXAMINATIONS ..................................................................................................... 78

22.13 BLOOD BANK TIME.......................................................................................................................... 78

22.14 EMERGENCY RESPONSE .............................................................................................................. 79

22.15 PAYROLL ERRORS.......................................................................................................................... 79

22.16 PERS RETIREMENT PLAN AND CONTRIBUTION ......................................................................... 80

22.17 DEFERRED COMPENSATION PLAN .............................................................................................. 81

22.18 SHOP LOCATION SELECTION FOR FLEET SERVICES COORDINATORS................................. 81

22.19 URBAN FORESTRY ................................................................................................................................ 81

22.20 TERM ................................................................................................................................................ 82 EXHIBIT A – REGRESSION LADDERS ............................................................................... 85 EXHIBIT B – CONTINUING LETTERS OF UNDERSTANDING (LOUs) ............................... 90

ARTICLE 1 – RECOGNITION

The following terms are defined as used throughout this Agreement:

Career Employees: Those employees having either probationary or permanent status in a classification covered by this Agreement.

Probationary Period: 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.

Classifications with an eighteen (18) month (3,120 regular hours) probationary period shall remain unchanged.

3 ARTICLE 2 – SOLE AGREEMENT

ARTICLE 3 – CITY RIGHTS

ARTICLE 4 – UNION RIGHTS

4 premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member.
b. All 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 using the dues authorization form agreed to by the City and the Union and shall include:
(a) Employee full name
(b) Employee eCAPS ID number or last four digits of their Social Security number
(c) Amount or percentage of wage for monthly membership dues and/or initiation fee
(d) Additional Union sponsored deductions (e.g., life insurance) (e) Any additional necessary information
(2) Any changes or modifications to the authorization form shall be agreed upon between the City and Union.
(3) The authorization form for deductions shall be completed and submitted by the Union to the Payroll Division, Department of Finance. (4) Such deductions shall be made only upon submission of the authorization form by the Union to the Payroll Division, Department of Finance.
(5) When changes in rates affect large groups of Union members, the Union may, in lieu of utilizing the dues authorization form, notify the Labor Relations Division, Department of Human Resources of the new rate and clearly define the group(s) of Union members who are affected.
(6) The Union is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance, 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) pay periods per year, which shall be the first two (2) pay periods of each month. (8) If for any reason an employee does not have sufficient funds due him/her to provide for the payment of any of the above payroll

5 deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Union shall assume the duty of direct collection from the employee.
(9) Deductions and authorizations shall be separated by type of deduction (e.g., Union membership dues, initiation fees, insurance premiums) and by payee.
(10) Unless notified in writing by the Union of an employee’s request to cancel their dues deductions, the City will continue to deduct union dues, and/or any additional deduction(s) noted. Notification of cancellation will be made utilizing the dues authorization form, notating in the “Additional Information,” or “Action,” column that it is a “Membership Cancellation.”
(11) The City shall make the Union’s requested dues changes, enroll new members, and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days following notification. (12) The City will remit to the Union a check for all of the deductions. (13) The Union 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, initiation fees, or insurance or other programs sponsored by the Union. (14) In the event there is a change in the law whereby any provision in this Section becomes invalid, or if for any reason any provision of this Section is rendered unlawful by any published appellate court decision, this Section shall be forthwith deemed amended to comply with the change or decision in question. Upon occurrence of such an event, the parties shall meet and confer as soon as practicable regarding the invalidated or amended provision(s).,
(15) Employees recalled pursuant to Article 15 shall immediately be enrolled upon recall into the union dues deduction, or other payment that existed at the time of layoff, as appropriate.

6 4.3 BULLETIN BOARDS
a. In addition to providing the Union with a locked bulletin board at City Hall, space shall be provided on City property, at locations mutually agreed upon, for Union bulletin boards for the posting of the following types of notices:
(1) Union recreational and social activities
(2) Union steward elections
(3) Union appointments and results of Union elections
(4) Union meetings
b. Such other notices as may be mutually agreed upon by the Union and the Department of Human Resources. Bulletin boards are for the sole purpose of such notices as are listed above. The board size shall be no larger than three (3) feet by four (4) feet.

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

4.5 STEWARDS
a. The City recognizes that the Union has established Stewards, who consist of career City employees represented by the Union. A current list of Stewards shall be made available to the Director of Human Resources, together with any changes thereto.
b. Stewards shall be designated in accordance with areas mutually agreed upon by the Union and the City. The Union will not exceed a ratio of one (1) Steward to every fifty-five (55) represented employees.
c. Stewards shall not conduct Union or representational activities on City time unless prior approval is expressly granted by City management.

7 Department, Division, and work location. The City shall not be held responsible for untimely or lost mail.
b. The Union may have reasonable use of the City's electronic mail (Outlook) system (email) for the limited purpose of communicating with employees who have been designated in writing by the Union as stewards. Stewards may, with the advance approval of department management, have reasonable use of City email to fulfill their role as a Steward.
c. Failure to comply with these requirements will result in withdrawal of the use of City information systems.

The Union may have only one (1) steward on City-paid release time regardless of the Unit they are in (i.e., Miscellaneous, Plant Operators, General Supervisors).

8 ARTICLE 5 – GRIEVANCE PROCEDURE

5.1 GRIEVANCE PROCEDURE
The City and the Union agree to implement the following grievance procedure.

9 a. A statement of the grievance clearly indicating the question raised by the grievance and the article(s) and section(s) of this Agreement. b. The remedy or correction requested of the City.
c. The grievance form shall be signed by the grieving employee, the date and time of presentation affixed thereto, and signed as received by the employee's supervisor.
d. The grieving employee's Division Head or designee shall give their answer to the grievance in writing within fourteen (14) calendar days from the time they received the grievance in writing. The answer by the Division Head or designee shall include the following:
(1) a complete statement of the City's position and the facts upon which it is based;
(2) the remedy or correction which has been offered, if any.

5.6 STEP THREE
a. The Union's representative and the designated representative of the City will meet to hear a grievance appealed to the third step.
b. Grievances of a general nature pertaining to matters not normally decided by Shop or Unit supervisory personnel may be presented directly to the third step.
c. Grievances appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
d. A written answer will be made within fourteen (14) calendar days after the hearing, stating the City's position.

10 5.7 ARBITRATION
If the third step answer is not satisfactory, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
a. An arbitrator may be selected by mutual agreement between the Union representative and the Labor Relations Manager, or designee. b. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified 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 this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding.
d. The fees of the arbitrator and the court reporter if used will be borne equally by the Union and the City.
e. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. f. If the City does not meet time limits, the Union may process the grievance to the next step of the grievance procedure. Time limits at each grievance step may be waived by mutual agreement of the parties.
g. The Union District Representative or designee shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.

5.8 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant hereto. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.

11 ARTICLE 6 – SALARY ADJUSTMENTS

6.1 SALARY RANGE
The salary schedule shall consist of eight (8) steps with five percent (5.0%) between steps.

6.2 SALARIES
a. Effective September 23, 2023, all salary steps shall be increased by six percent (6.0%).

This increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date of implementation will receive the increase retroactively.
b. Effective July 13, 2024, all salary steps shall be increased by four percent (4.0%).

ARTICLE 7 – SALARY ADMINISTRATION

7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty-six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date.

For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases.

12 (3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.

Except as provided herein, this Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in-Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in-grade, shall have the right to appeal to the Civil Service Board in accordance with its Rules and Regulations. (This subsection shall not apply to non-career employees.)
c. Effective Date of Step 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 a pay increase, which 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. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period (1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days. (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on- duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date. (3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the

13 employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in-grade salary step (5%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification. b. Movement to Another Position in the Same Classification or to a Classification with the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.

14 7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.

7.8 LONGEVITY PAY
Employee eligibility for longevity pay as provided in Section 108 of the City Charter shall be determined by an employee’s City Service Seniority as defined in Article 15,

15 Layoff, Section 15.2(b)(2). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay is provided 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 provision 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.

ARTICLE 8 – HEALTH AND WELFARE

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Section 125 of the Internal Revenue Code. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half (1/2) of the City contributions will be made to eligible employees on the first two (2) paychecks (Eligible Paycheck) in each month for insurance coverage the first and second halves of that month, respectively.
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. The amount of 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 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.

16 d. Notwithstanding Section 8.1(b) and 8.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck during (1) an approved protected leave of absence, if required by state and federal law; or (2) while suspended from service without pay.
e. 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.

8.3 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) Employees enrolled in an ABHP shall receive the same City contributions as specified in Section 8.3(b), below. To the extent the premium for the ABHP is less than the City contributions outlined in Section 8.3(b), below, any excess City contribution shall be credited to the employee’s HSA to the extent allowed by law.

17 b. Employees Not Enrolled in an ABHP
(1) Effective the pay period beginning December 18, 2021, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

(2) Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee only, the City contribution shall be $955.00 per month.

(3) Effective the pay period beginning December 18, 2021, 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.

(4) Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,520.00 per month.
(5) Effective the pay period beginning December 18, 2021, 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.
(6) Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month.
c. Employees not enrolled in a City-sponsored medical plan shall receive up to $747.00 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in subsection 8.1(c). e. Effective the first paycheck of 2025 for plan year2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount. f. If all City bargaining units agree to the change, 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) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such

18 employees in the lowest cost traditional HMO medical plan for employee only coverage.
g. Employees shall not receive any unused 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 the 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 up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children under the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

19 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 medical insurance.

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

The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to both the employees and the Union.

20 (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree health insurance contribution and dental benefit 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 ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible to a maximum of fifty percent (50%) of the City's maximum health insurance contribution identified in subsection 8.8(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 a maximum of seventy-five percent (75%) of the City's maximum retiree insurance contribution identified in subsection

8.8(a) above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City-paid retiree insurance contribution or dental benefit for retirees with less than ten (10) full years of City service. (5) An employee who does not retiree from the Sacramento City Employee Retirement System (SCERS) or the California Public Employee Retirement System (CalPERS) within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Retiree Insurance Contribution for Persons in Deferred Retirement Status As of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 5, 2017, shall be eligible to the City's retiree insurance contribution and dental benefit as follows:
(1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection (a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection (a) above.

21 (3) Retirees must be at least fifty (50) years of age. (4) There is no eligibility for retiree insurance contribution or dental benefit for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 8.8(b) above. d. Pre-Medicare Eligible Retirees
Retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall be eligible to reenroll in a City-sponsored health plan within two (2) consecutive plan years of waiving City coverage.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution outlined above. f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in-line-of-duty survivors will be entitled to one hundred percent (100%) of the City-paid health insurance contribution and dental benefit for retirees regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to $300.00 for the survivor only, or up to $365.00 for the survivor and an eligible dependent.
“Eligible dependent,” as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
h. Medicare Supplement
In order to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and dependent shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits.
i. Limitation Clause
No employee or retiree shall have any rights provided by section 8.8 (Retirees or Survivor Dependents) after September 19, 2025.

22 j. Elimination of Retiree or Survivors Dependents Benefits for Employees Hired After June 30, 2012
Unless otherwise required by law, no employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any of the benefits provided in Section 8.8 (Retirees or Survivor Dependents). Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring to classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by Section 8.8 only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel who Unretire from City Service and Subsequently Re-Retire from City Service On/After September 23, 2023

ARTICLE 9 – HOURS OF WORK AND SELECTION OF VACANCIES

23 seven (7) day period. This paragraph does not apply to non-career employees.
b. The City may establish a workweek schedule consisting of forty (40) hours in increments of four (4), ten (10) hour workdays; five (5) eight (8) hour workdays; or a 9-80 workweek schedule consisting of four (4), nine (9) hour workdays, four (4), nine (9) hour workdays, and one (1), eight (8) hour workday during an eighty (80) hour bi-weekly period. The City shall discuss with the Union thirty (30) days in advance of implementation of the four (4), ten (10) workweek or 9-80 workweek schedule. Every effort will be made to schedule such workdays consecutively and avoid back-to-back workweeks, unless a separate written workweek agreement is entered into by the City and the Union.
c. All employees covered by this Agreement, except those employees on a straight eight (8) hour workday, shall be allowed a lunch period, to be used as the employee desires within accepted standards, of not less than thirty (30) minutes nor more than one (1) hour which may be scheduled generally in the middle of the work shift. If an employee is required to work during their lunch period, and if no alternate lunch period is taken, at the approval of the employee's supervisor said time shall be compensated at one and one-half (1 ½) times the employee’s regular rate of pay if the time worked exceeds that of their scheduled work shift. This paragraph does not apply to non-career employees.
d. Employees shall be given at least ten (10) workdays’ notice prior to a permanent change in their assigned hours of work. If an employee’s shift or days off are changed without the above notification, they shall be paid the one and one-half (1 ½) times the employee’s regular rate of pay for all time worked on the first day of the new shift. This paragraph applies to career employees and to those non-career (+1,040) employees who have a permanent shift schedule. Every effort will be made to give employees as much notice as possible for any change of shift or days off.

24 c. Employees may voluntarily, and with the mutual agreement of their Department Head, or designee, flex their shift(s) to meet the needs of the operation. These voluntary shift changes shall not require the payment of overtime; however, the City shall not change an employee’s shift involuntarily to avoid the payment of overtime. This provision may be cancelled by either party with thirty (30) calendar days’ written notice.
d. When a long-term temporary assignment arises with a minimum of fifteen (15) calendar days’ advance notice, the type of work and duration shall be posted for three (3) calendar days. The supervisor shall solicit and select from qualified volunteers provided that there is no disruption in meeting the business needs of the operation. If there are no volunteers, the supervisor shall designate an employee assignment.
e. To the extent possible, the supervisor will seek to distribute temporary assignments among all qualified employees.
f. There are operations with multiple functions which may be assigned and/or reassigned based on the function priority and operational need of the organization. Insofar as it is reasonable, the expressed assignment preferences of employees shall be considered when making such assignments/reassignments provided that there is no disruption in meeting the business needs of the operation.
g. Every effort will be made to give employees as much notice as possible for any temporary change of assignment or shift.
h. Recycling and Solid Waste
When a Recycling and Solid Waste employee who is assigned to a route has noticed the City that they will be off work for four (4) or more work weeks on a City-approved leave of absence, the City shall post the vacancy for four (4) calendar days as a temporary bid for floating employees, which are employees who do not have a designated route. When the employee who is on leave returns to work, the floating employee shall return to floating status.

If the employee on leave separates from City service, promotes, or transfers, then the vacancy becomes permanent and shall be subject to the standard post and bid requirements.

25 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 the employees requesting transfer to the vacant position have first priority to the job, nor does it 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 (1) 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 relationship and the employees have a potential employment conflict of interest due to a parental, spousal, or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational, and personnel needs of the departments. f. This Section does not apply to non-career employees.

9.4 REST PERIODS
a. Each employee covered by this Agreement will be afforded rest periods.

26 9.5 VOLUNTARY WORK FURLOUGH PROGRAM
Full-time career employees may participate in a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a regular fixed basis to less than forty (40) hours per week. Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this Citywide program.

ARTICLE 10 – OVERTIME COMPENSATION

10.1 OVERTIME/COMPENSATING TIME OFF (CTO)
a. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) hours per workweek, shall be compensated for such work time at one and one-half (1.5) times their regular rate of pay. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek, are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
c. Overtime compensation shall be paid by cash payment. In lieu of cash payment, Compensating Time Off (CTO) may be earned by mutual agreement between the employee and the appointing authority or designee. The scheduling of CTO use must be approved in advance by the appointing authority or designee.
d. Employees may accrue up to one hundred sixty (160) 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. e. Overtime work shall be distributed equally insofar as possible among qualified career employees engaged in the same activities or any one classification in accordance with the criteria established herein.
f. The City shall determine which employees are qualified for overtime based on the following factors:
(1) Employee classification
(2) Job location

27 (3) Shift
(4) Completion of started assignment
(5) Emergency
(6) Desire to work overtime
(7) Employee availability
g. The City shall review its distribution of overtime every three (3) months. It is understood that the nature of certain work assignments does not easily permit equal distribution of overtime, and in such cases exception may be made to equal distribution. Disputes over equal distribution of overtime may be resolved pursuant to the grievance procedure.
h. The City shall not adjust a regular workweek schedule during said workweek to avoid payment of overtime.
i. Out-of-class incentive and/or night shift differential shall be included when calculating an employee’s overtime rate of pay for all actual hours worked in said assignment.
j. Cash-back provided to employees who opt-out of City sponsored medical insurance as provided in Section 8.5, Cash-Back Limits, shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.

28 (3) When such court appearance on off-duty time requires the employee to be in attendance before and after the lunch recess, such lunch time will be included in determining the employee's court overtime pay. (4) When an employee works a graveyard shift that ends at or after 7:00 a.m., and is required to make a morning court appearance on the same day, the employee shall receive court overtime pay at time and one- half the employee’s base rate of pay, plus applicable incentives, beginning at the end of the employee’s shift. The employee shall use the time to the maximum extent possible to travel to and prepare for the court appearance.
(5) When the employee's court appearance is scheduled within two (2) hours prior to the beginning of the employee's work hours, the employee will be compensated at the rate of time and one-half the employee’s base rate of pay, plus applicable incentives, for a minimum of two (2) hours for such court appearance.
(6) When an employee is on vacation more than two hundred (200) miles from Sacramento and the vacation is interrupted by a court appearance, the employee shall be paid a minimum of four (4) hours pay at the rate of double time for such court appearance, and shall be given an additional vacation day for each day at court appearance and travel time, if such travel time is at least one full day. (Travel time is defined as seven (7) hours.) However, for an employee to be eligible for compensation under this subsection the employee must, upon receiving the subpoena, notify both their immediate supervisor and the Court Liaison Office of the scheduled vacation/court appearance conflict.
b. Telephone Standby Time
(1) When an employee is placed on telephone standby by the District Attorney, or the judge of the court, the employee is required, at no cost to the City, to notify the Court Liaison Office, and the employee's immediate supervisor, of the court order. If the standby requirement has been confirmed by the Department, the employee will be compensated at the rate of one and one-half (1-1/2) times their regular rate of pay for only those hours that the court is actually in session. (2) There shall be no telephone overtime for an employee merely answering their personal telephone.
(3) This Section does not preclude the employee from contacting the court, District Attorney, their office, or the Court Liaison Office at their own discretion. However, these calls will not be compensated.

29 c. Cancellation of Appearances
Notice of cancellation will be given to employees three (3) hours prior to court or at the end of last shift prior to court. In the event that such notice is given within the three (3) hours, employees will receive two (2) hours of overtime at the rate of time and one-half. Notification to employees prior to three (3) hours will eliminate overtime compensation.

ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY

30 the entire shift of an additional five percent (5%) of their base pay for that shift.

ARTICLE 12 – LEAVES

31 Number of
Recognized Holidays
In the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
.5 18 28.8

1.0 16 25.6

1.5 14 22.4

2.0 12 19.2

An employee paid for less than the minimum number of hours required for the 50% benefit shall receive no recognized holiday benefit. (3) Notwithstanding any provision of this Section, non-career (-1,040) employees who work in classifications which have only an hourly rate of pay as set forth in the current salary schedule shall not receive recognized or floating holiday benefits.
c. Monday-Friday 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.
(3) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
d. 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.

32 (3) An employee who is regularly scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
e. Alternative Monday-Friday Schedules
(1) For employees who work a Monday through Friday alternative work schedule, including but not limited to 9/80 or 4/10, if the recognized holiday falls on the employee’s scheduled day off, the employee shall receive holiday credit for the hours of the holiday benefit, up to a maximum of eight (8) hours.
(2) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
f. Holiday Benefit for Employees in Classifications Which Accrue Holiday Time (1) The number of recognized holiday hours for full-time career employees in a classification designated to accrue holiday time shall be one hundred and twelve (112) per calendar year which shall accrue at 4 hours, 40 minutes on each of the first two (2) paychecks each month.. (2) A part-time career employee, including an employee in a work sharing program or a non-career (+1,040) employee, shall accrue recognized holiday credit based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% accrual; 40-63.9 hours paid = 50% accrual.
(3) The following classifications shall accrue holiday credit:

Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.

33 g. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, all employees, except those employees covered under subsection (f), shall receive the equivalent of two (2) floating holidays per calendar year accrued as follows:
(a) Full-time career employees shall accrue forty (40) minutes of floating holiday 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. (b) A part-time career employee, including an employee in a work sharing program or a non-career (+1,040) employee shall accrue floating holiday credit based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% accrual; 40-63.9 hours paid = 50% accrual.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s straight-time hourly rate of pay on the final paycheck of the calendar year in which it was earned.
(c) An employee terminating for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate. (3) Close Operations/Conversion of Floating Holiday
The City may elect to close operations for a full day on Christmas Eve and New Year’s Eve and eliminate one (1) floating holiday. The City agrees to meet and confer on the impacts associated with the implementation of the conversion of the floating holiday to the extent required by law.

34 h. Christmas Eve and New Year's Eve Holidays
In the event an eligible employee cannot be scheduled off the last four (4) hours of the work shift, or applicable pro-ration for part-time employees, on the two (2) four (4) -hour recognized holidays before Christmas and New Year's, the holidays shall be observed as a single holiday, at the discretion of the City, on Christmas Eve or New Year's Eve.

12.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks each month. (2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service and contiguous non-career service prior to the date of appointment to a career classification shall be used to determine the vacation accrual date used in determining the above accrual rates.
(5) An employee’s maximum accrual of vacation shall not exceed four hundred and eighty (480) hours. Accrual shall be suspended until the balance is brought below the maximum accrual amount. Accrual will resume on the applicable paycheck following the paycheck in which the balance is brought down.
b. Employees who are eligible to receive a cash payment in-lieu of vacation leave, as provided in 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.

35 receiving the in-lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
c. Integration of Vacation with Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury-on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay.

Such request shall not be unreasonably denied.

36 (5) In no event may a senior employee bump a junior employee from a vacation period after the thirty-one (31) day bidding period has run.

Unless there are operational staffing needs which preclude bidding the time off, the Department shall post the available time for employees to bid consistent with (c)(1) above.
(7) Employees covered by this Agreement are entitled to schedule accumulated and unused vacation credits in increments of one (1) hour or more.
(8) Recycle and Solid Waste – The use of vacation leave by employees in the classification(s) of Integrated Waste Equipment Operator and Senior Integrated Waste Equipment Operator shall be limited per day to a combined total of nine percent (9.0%) of authorized budgeted positions; this calculation shall include seasonal, limited term employees assigned to leaf season pickup. If the number of authorized budgeted positions change, the number of employees allowed off daily will be adjusted to maintain nine percent (9.0%). This calculation shall be rounded to the closest whole number. For example, calculations of .4 and below shall round down and calculations of .5 and above shall round up. Previously approved vacation time will not be cancelled as a result of this adjustment.

The annual bidding shall be by classification seniority in the following order:

1. Senior integrated Waste Equipment Operator

37 is not job-related. In accordance with the Rules and Regulations of the Civil Service Board, one-third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. Such usage shall not exceed the maximum amount of the employee's accumulation. A part-time career or non-career (+1,040) employee shall earn sick leave on a pro rata basis. (2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours designated in the election. (3) 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.
(4) 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 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 upon separation as follows:
(i) Eligible employees may 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 their retirement, resignation, or layoff.
(ii) Eligible employees with an effective retirement date from PERS within one hundred twenty (120) calendar days of

38 their separation from City service may also convert any or all of their total sick leave credits accrued, less any payment received pursuant to sub-paragraph (i), above,
to PERS service credit as of the date of their retirement consistent with and pursuant to the PERS contract with
the City, as amended.
(iii) Individuals identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i),
above, may 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 the employee’s death.
(b) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon retirement, resignation, or layoff regardless of their years of service. However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert their remaining sick leave balance to service credit consistent with law and 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,

39 shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff Any 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 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. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy, the Rules and Regulations of the Service Board, Rule 16 and Attachment A to the Rules and Regulations of the Civil Service Board.
e. Administration of Sick Leave
The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits and the Citywide Sick Leave Policy shall apply to all eligible employees.
f. Sick Leave Credit Limitation
Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
g. Sick Leave Verification
Departments shall notify and receive approval from the Citywide Leave Administrator in the Department of Human Resources, Administration Division prior to placing employees on sick leave verification to ensure compliance with appropriate City policies. Employees placed on sick leave verification may request to be removed after six (6) months, or earlier based upon appropriate City policy. If it is determined by the Citywide Leave Administrator in the Department of Human Resources, Administration Division that the employee is in compliance with the policy, the employee shall be removed from sick leave verification. If the employee is not in compliance, the employee may request to be removed on a monthly basis thereafter.

40 12.4 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non-work related matter to which the employee is not a party, or 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 and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City. 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.

41 have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave.
(2) To be eligible for the paid leave an employee hired on or before June 23, 1995, must have completed at least 2,080 hours of service from the most recent date of hire, or an employee hired on or after June 24, 1995, must have completed at least 6,240 hours of service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has 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. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City-paid leave shall not change based on a change in employment status, such as from part-time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former Department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

42 c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non-Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:
(1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.

43 j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.

12.7 PERSONAL TIME OFF
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 time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed, pursuant to Article 15.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis.

For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
c. Use of the personal time off shall not cause overtime. d. Personal time off 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.

12.8 FAMILY MEDICAL LEAVE
a. The federal and state medical leave acts are applicable to career and non- career employees who have completed the required 1,250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of FMLA leave, if applicable. b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent schedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay

44 commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, federal and state FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employees and may be obtained from the Department of Human Resources.

45 12.11 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by L39A on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contribution described in Section

ARTICLE 13 – SPECIAL ALLOWANCES

13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. Temporary assignments to higher classifications shall be permitted only in those classifications where in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to perform the duties of a higher classification shall be compensated for the duration of the out-of- classification assignment by the payment of five percent (5.0%) of the regular salary the employee received prior to the out-of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification.

46 d. The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions.

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

13.3 FORENSIC IDENTIFICATION CERTIFICATION PAY
a. Career employees in the classifications of Forensic Investigator I and II who receive certification by the I.A.I. (International Association for Identification) as a Certified Forensic Artist shall receive five percent (5.0%) of their base rate of pay for Forensic Artist Certification Pay.
b. Career employees in the classifications of Forensic Investigator II and Lead Forensic Investigator shall receive fifteen percent (15.0%) of their base rate of pay for incentive compensation calculated upon the base salary for possessing a Latent Print Examiner Certificate. The I.A.I. standards currently in effect or any revised standards shall apply to the Latent Print Examiner Certificate. The incentive rate is set forth in the current salary schedule. c. Career employees in the classifications of Forensic Investigator I, II, and Lead Forensic Investigator shall receive a five percent (5.0%) of their base rate of pay for incentive compensation calculated upon the base salary for possessing a Bachelor's Degree from an accredited college or university. The incentive rates are set forth in the current salary schedule. d. In order to be eligible for the Incentive Compensation Program, eligible employees who possess the Latent Print Examiner Certificate and/or the Bachelor's Degree must place it on file with the Police Department for verification and processing of the incentive compensation to be effective in the next bi-weekly pay period.

47 13.5 SPRAY CREW INCENTIVE
a. Employees in the classifications of Park Maintenance Worker I and Park Maintenance Worker II who are regularly assigned as members of the pesticide/herbicide spray crew and who possess a valid Qualified Application Certificate in the Right of Way, Landscape Maintenance, or Aquatic category shall receive an additional five percent (5.0%) of their base rate of pay during each full pay period when so assigned.
b. The Certificate is subject to renewal bi-annually. Any fees or other costs related to obtaining or renewing the Certificate are at employee expense.

48 13.8 MAINTENANCE WORKER ASSIGNMENTS IN SOLID WASTE
Employees in the classifications of Maintenance Worker and Senior Maintenance Worker shall receive assignment pay of five percent (5.0%) of their base rate of pay when assigned to work in Recycling and Solid Waste.

13.10 REQUIRED LICENSES AND CERTIFICATIONS
a. An employee who is required to maintain, or who obtains for City benefit, a crane or boom operator license, a notary registration, or a WC ISA certified tree worker or certified arborist shall receive a bi-weekly certification pay of fifteen dollars ($15.00).
b. Building Inspector Certificate Pay
(1) Employees in the classifications of Building Inspector 1, 2, 3, 4, and Development Services Technician I, II, III 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)

49 (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
(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

50 (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. c. Code Enforcement Certificate Pay
(1) Employees in the classification of 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. 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.

51 13.11 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of 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 POLICE RECORDS SPECIALIST & EVIDENCE AND PROPERTY TECHNICIAN

52 13.14 ARMORER CERTIFICATION PAY
a. Career employees in the classifications of Evidence and Property Technician and Senior Evidence and Property Technician who perform the full-time duties of an armorer shall receive ten percent (10.0%) of their base rate of pay Armorer Certification Pay.
b. Career employees in the classifications of Evidence and Property Technician and Senior Evidence and Property Technician who perform the duties of a relief armorer shall receive five percent (5.0%) of their base rate of pay Armorer Certification Pay.

53 13.17 INSTRUMENT TECHNICIAN INCENTIVE PAY
a. Career employees in the classifications of Instrument Technician I and II who obtain/maintain the California Water Environment Association (CWEA) certification of Electrical/Instrumentation Technologist shall receive incentive pay as follows:

ARTICLE 14 – TRANSPORTATION

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:

54 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
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 Department of Finance, 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 ninety dollar ($90) per month parking subsidy to eligible career employees who are regularly assigned to work in the downtown area. The subsidy will be included in the employee’s bi-weekly paycheck, subject to applicable state and federal taxes.

55 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.
d. If there are insufficient number of volunteers for positions which have a mandatory/some assignments driver license requirement, the City shall assign qualified employees by inverse order of seniority. The City reserves the right to assign employees where there are more volunteers than positions.

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.

56 Regulations of the Civil Service Board, classification seniority shall be mutually established by the City and Union.

For those classifications which have flexible staffing as defined in the Rules and Regulations of the Civil Service Board and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series. For an employee who has downgraded, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted:
(a) classification seniority in any higher classification, 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, City seniority shall be prorated. (3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved unpaid leave of absence.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and completes a probationary period, if any, in the position to which they were reemployed may count the seniority which they accumulated prior to resignation.

57 (b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 15.3(b)(4) of this Article. d. Regression Ladder A regression ladder shall be defined as a classification series through which an employee may downgrade. The regression ladders are as set forth in Exhibit A to this Agreement.
e. Permanent Status For the purposes of this layoff procedure, permanent status is attained in a job classification when an employee has successfully completed 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 Department 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 and 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.

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

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

59 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 Board 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 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 there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, they shall be laid off.
(4) A career employee in a classification contained in classification group 47 who is to be laid off, displaced, or demoted shall have the right to downgrade, within the Department and in descending order, to represented classifications in which the employee previously held permanent status provided a vacancy exists.
(5) Any permanent employee currently working in a classification contained within classification group 46 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 45, or classification group 46. 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

60 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.
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 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.

61 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.

15.6 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

62 downgrade shall be the employee's last day of work in the classification from which they downgraded. If, however, a permanent employee has been recalled or downgraded but has not been recalled to the classification in which permanent status is held within the five (5) year period, said employee shall continue to possess recall rights back to the classification in which permanent status is held, and to any other classifications in the employee's regression ladder which are lower than the classification in which permanent status is held and higher than the classification in which the employee was working at the expiration of the five (5) year period. If said employee is recalled to a classification higher in 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 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 and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/downgraded employee. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, 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. A non-career employee (+1,040) laid off pursuant to Section 15.3(a)(1) shall have recall rights back to the job classification from which they were laid off for a period of two (2) years. The order of recall shall be as provided in established department procedures. If such procedures have not been established on the effective date of this Agreement, non-career employees shall be recalled in such order as determined by the Department Head. No such non-career employees shall be hired or recalled to any regression ladder

63 until such time as all career employees have exhausted or lost their recall rights back to that regression ladder. Non-career (-1,040) employees shall have no recall rights.
e. 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 have no effect on said career employee's normal recall rights.

A copy shall be furnished free of cost to the Union each September. b. The City shall immediately after effecting a layoff provide the Union a list of those employees who have been laid off. Said list shall be known as a Recall List and shall be updated as necessary.
c. The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. 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 – WORK SHARING PROGRAM

The program is limited to full-time permanent civil service employees in the

64 same classification and same work unit, except the City may hire a part-time employee to implement or continue the work sharing arrangement in those cases where only one full-time permanent civil service employee voluntarily agrees.
d. Participating employees will receive pro rata benefits, including pro rata City insurance contribution and retirement, and pro rata seniority accrual. e. A work sharing arrangement may be terminated by the City or by either of the two (2) employees upon submission of written notice to the other parties.

ARTICLE 17 – UNIFORMS AND COVERALLS

65 (3) The value of uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) bi-weekly to the Public Employees Retirement System (PERS).
(4) All employees who are provided with a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.
b. Solid Waste Gloves
Employees in the Solid Waste Division who wear gloves as part of their duties shall be permitted not more than six (6) pairs per fiscal year. Two (2) pairs of rubber gloves, as needed, shall be provided but will be included in the six (6) pair yearly maximum.
c. Uniform Allowance
(1) New employees hired into classifications for which the City requires a uniform which the employee must provide, shall receive an initial allowance of two hundred fifty dollars ($250) for the purchase of the necessary uniform, including but not limited to requisite footwear. (2) Thereafter, employees shall receive a uniform allowance of twenty dollars ($20) bi-weekly for uniform maintenance and replacement, except Assistant Code Enforcement Officers who shall receive twenty- two dollars ($22) bi-weekly.
(3) All employees who receive a uniform allowance shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

66 (1) Park Maintenance Worker I/II/III
(2) Senior/Tree Pruner I/II
(3) Senior/Tree Maintenance Worker
(4) Traffic Control and Lighting Technician I/II
(5) Code Enforcement Officer
(6) Survey Technician I/II and Survey Party Chief
(7) Water Quality Lab Technician assigned to field testing (8) Animal Care Technician
(9) Parking Meter Coin Collector
(10) Traffic Investigator I/II/III
(11) Arborist/Urban Forester
(12) Building Inspector 1/2/3/4
(13) Senior/Building Maintenance Worker
(14) Construction Inspector I/II/III
(15) Senior/Electronic Maintenance Technician I/II
(16) Instrument Technician I/II
(17) Senior/Maintenance Worker
(18) Marina Attendant
(19) Parking Meter Repair Worker
(20) Zoo Attendant I/II
(21) Zoning Investigator
(22) Landfill Engineering Technician
(23) Utility Services Inspector
(24) Street Construction Equipment Operator/Laborer/Laborer Trainee (25) Irrigation Technician

67 (26) Park Equipment Operator
(27) Park Maintenance Worker
(28) Integrated Waste Equipment Operator and Senior Integrated Waste Equipment Operator
(29) Parking Enforcement Officer
(30) Process Control Systems Specialist
(31) Community Center Attendant I/II
(32) Forensic Investigator I/II/Lead
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.

17.4 SUMMER WEAR
Employees in the following classifications shall have the option to wear summer shorts and shoes between May 1 and September 30:

Parking Meter Coin Collector
Parking Meter Repair Worker
Parking Lot Attendant
Senior Parking Lot Attendant
Parking Enforcement Officer
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.

17.5 FORENSIC INVESTIGATORS
a. The City shall provide the following uniforms to employees in the Forensic Investigator classification series as follows:

Classification Series Long-Sleeve
Shirt
Short-
Sleeve Shirt
Pants
Forensic Investigators 5 5 6
Forensic Investigators
assigned to Latent Print Unit
or Evidence Lab
2 2 2

b. The City shall provide laundry service twice per week.

68 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 and Point Blank #BP2256, black 6x10 inch patch with the words “CSI” affixed to the center back of the load bearing vest. Uniform shirts: Blauer #8471 or Flying Cross Hybrid Base Shirt (long sleeve) #05VS8486 or Hybrid Base Shirt (short sleeve) #55VS8486 including SPD forensic shoulder patches. e. Time off preference – When additional time off becomes available for Forensic Investigator I, II, and Lead Forensic Investigator on Thanksgiving Day, Christmas Eve, Christmas Day, New Year’s Eve, or New Year’s Day, the time off will be granted by lot during an annual holiday draw.

17.7 UNIFORM VESTS - RELIEF COMMUNITY CENTER ATTENDANTS Uniform work vests will be provided to non-career (relief) Community Center Attendants under the following conditions:
a. Employees shall be responsible for the laundering of such work vest. b. The vests are the property of the Convention & Cultural Services Department and remain so at all times. Repair and replacement of unserviceable vests shall be the responsibility of the City.

69 17.9 TREE PRUNER UNIFORM
a. Employees in career classifications of Tree Pruner Trainee, Tree Pruner I, Tree Pruner II, Senior Tree Pruner shall be provided with six (6) pairs of Levi jeans per fiscal year as a standard part of the uniform in lieu of laundered trousers provided through the City’s uniform vendor.
b. Employees in career classifications of Park Equipment Operator and Tree Maintenance Worker who are regularly assigned to stump removal shall be provided with six (6) pairs of Levi jeans per fiscal year as a standard part of the uniform in lieu of laundered trousers provided through the City’s uniform vendor.
c. 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.

17.10 ANIMAL CARE TECHNICIANS AND ANIMAL CONTROL OFFICERS a. Employees in the classification of Animal Care Technician shall be provided with six (6) tops/shirts and five (5) pair of pants for each employee. b. Employees in the classification of 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 tops and/or pants via the selected vendor(s) at Department expense.
e. Employees provided uniforms pursuant to this section shall not be eligible for uniform allowance provided in Section 17.1(c)(2).

ARTICLE 18 – SAFETY SHOES AND SAFETY GLASSES

70 repairs to safety shoes up to a maximum of $200.00 per pair, or up to a maximum of $250.00 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) pairs of shoes at the same time.
b. Employees in the classifications of Tree Pruner Trainee, Tree Pruner I/II and Senior Tree Pruner shall be required to wear safety climbing boots as a condition of employment. In such case, the City shall reimburse said employee for the cost of acceptable safety climbing boots up to a maximum of $325.00 per pair. A second pair of safety climbing boots shall be reimbursed to employees upon completion of probation and thereafter, generally not more than one (1) pair every other year. These employees shall also be authorized to receive reimbursement for two (2) pair of safety shoes, as provided in subsection (a), for a total of two (2) pair of safety shoes every fiscal year, and one (1) pair of safety climbing boots every other fiscal year. c. To be eligible for reimbursement under this Section, the employee must obtain prior authorization from their supervisor before purchasing safety shoes or safety climbing boots and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. At the discretion of the supervisor, in lieu of a new pair of climbing boots, the City will reimburse employees for repair and refurbishing of the normal wear and tear on the safety climbing boots.
d. Except as provided above, 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.
e. The City maintains the right to specify the type of required safety shoe or safety climbing boots.

71 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 shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

ARTICLE 19 – SAFETY

ARTICLE 20 – DISCIPLINE

20.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS a. Non-career -1,040 Employees (Employees who have worked less than 1,040 regular hours)

72 (1) A non-career employee may be released from their position at the discretion of the appointing authority at any time prior to working 1,040 regular hours without the right of appeal. Such release shall be confirmed in writing.
(2) Hours worked as a Career Development Trainee shall not count towards the 1,040 hours.
b. Non-career +1,040 Employees (Employees who have worked in excess of 1,040 regular hours)
(1) For non-career employees in career classifications who have worked in excess of 1,040 regular hours since their last date of hire and those not covered by the Rules and Regulations of the Civil Service Board, discipline and the appeals process shall be processed in a manner consistent with this article.
(2) Hours worked as a Career Development Trainee shall not count towards the 1,040 hours needed to qualify to appeal discipline.

20.2 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 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 Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure. b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, 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.

This provision shall not be subject to the grievance procedure.

73 20.4 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 (California Government Code §§ 3300 et seq.) exist during the 365 day period.

20.5 MEDIATION
The parties may participate in mediation in an attempt to settle 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 recommendation, not take any public position at any time concerning the issues. All costs of the mediation shall be borne by the requesting party.

20.6 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 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 and Regulations of the Civil Service Board. On issues of procedure where the Rules and Regulations of the Civil Service Board 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.

20.7 DECISION
The Administrative Law Judge shall issue a written decision. The parties agree to jointly recommend the Administrative Law Judge’s decision to the Civil Service

74 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.

ARTICLE 21 – CLASSIFICATION AND PAY

75 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.

76 ARTICLE 22 – MISCELLANEOUS

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

22.2 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.

22.5 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.

22.6 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each City department shall have the right to conduct employee performance appraisals on a department-wide basis for career and/or non-career employees at the discretion of the appointing authority. b. An employee in a classification requiring a twelve (12) month probationary period shall receive no less than four (4) performance evaluations, at reasonable intervals, during the probationary period.

77 c. A career 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 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.
d. Appeals on employee performance evaluations are not subject to the grievance procedure.
e. In accordance with the Sacramento Civil Service Board Rules, Rule 12 et seq., withholding an employee’s salary step advancement is formal discipline.

22.7 REMOTE WORK
Employee eligibility and participation in the City’s Remote Work Program will be pursuant to the City’s Remote Work Policy.

This policy shall not be subject to the grievance procedure but shall follow the review procedures outlined in the Remote Work Policy.

22.8 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.

22.9 VIDEO DISPLAY TERMINALS
a. Except for critical work situations in the Communications Center and City emergencies, employees assigned to video display terminals shall be provided with alternate work so they will not be required to work continuously on such terminals more than sixty (60) consecutive minutes. This provision is not intended to provide for additional break periods.
b. Employees operating video display terminals experiencing glare problems should notify their immediate supervisor who will contact the City Safety

78 Officer. The Safety Officer will visit the worksite and take the necessary corrective action.

22.10 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS)
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.

22.11 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.

22.12 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.

22.13 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 worksite. 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.

79 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 paid accrued vacation, CTO or holiday time.
d. This provision is not intended to authorize any overtime compensation.

22.14 EMERGENCY RESPONSE
a. Employees may be assigned and/or reassigned for emergency reasons including, but not limited to, storm duty. In consideration of the individual employee’s safety and sleep needs, the number of additional hours which an employee may work, and the time off between hours worked shall be established jointly by the supervisor and employee. The supervisor may determine that an employee is to be released from the shift when, in the judgment of the supervisor, the employee is no longer capable of performing the job safely.
b. In consideration of employee safety, if the emergency response is prolonged, the supervisor will provide appropriate break times and areas, available emergency equipment, reporting responsibilities and other necessary support to allow the employee to perform effectively in the emergency. c. Where feasible, the City will allow employees not assigned to traditional emergency operations to volunteer to serve in an emergency capacity and to be trained for such assignments. The employee who volunteers for these assignments will be paid at their regular hourly rate of pay for such assignments without regard to the duties performed, and shall be utilized as needed to fill in for or supplement employees regularly assigned to the operation.
d. Nothing in this Section shall be construed to limit management’s right to assign or reassign employees in an emergency.

22.15 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages, overtime payment, healthcare contributions, incentives, or leave accruals, balances and/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, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;

80 (2) A one-time deduction from all available paid 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.

22.16 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 November 15, 2014, “classic members” shall pay eight percent (8%) of salary to the PERS retirement plan. The parties will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous

81 classic 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. If this PERS cost-share is not approved by a vote of the bargaining unit employees, the one percent (1%) cost-share will remain in the City’s account.
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.

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

22.18 SHOP LOCATION SELECTION FOR FLEET SERVICES COORDINATORS During the second week of June, Fleet Services Coordinators shall bid for each shop location. Bidding shall close on Friday of the second week of June.

Shop location bidding shall be done by classification seniority, with the highest in seniority making their shop location selection first.

82 22.20 TERM
a. This Agreement shall remain in full force and effect from September 23, 2023, to and including September 19, 2025.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
c. The Letters of Understanding at Exhibit B are hereby incorporated and shall remain in effect during the term of this Agreement.

83 DATED: December 12, 2023

INTERNATIONAL UNION OF

OPERATING ENGINEERS,

STATIONARY ENGINEERS LOCAL
39, AFL-CIO

CITY OF SACRAMENTO

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

Jeff Gladiuex
President

Aaron Donato
Labor Relations Manager

Brandy Johnson
Director of Public Employees
Chee Khang
Negotiations Team Member

Laura LeSieur
District Representative
Sean Arnold
Negotiations Team Member

Amanda Skibby
Business Representative
Jason Bader
Negotiations Team Member

Payden Martin
Business Representative
Jackie Beecham
Negotiations Team Member

Branden Bradley
Negotiating Committee Member
Approve as to form:

Sharonda Roberts
Negotiating Committee Member
Brett M. Witter
Assistant City Attorney

84 Courtney Guzman
Negotiating Committee Member

Michael Corral
Negotiating Committee Member

Timothy Fisher
Negotiating Committee Member

Don Wayne
Negotiating Committee Member

Esteban Lopez
Negotiating Committee Member

Eric RamosNegotiating Committee
Member

Page 85 ends

Sacramento City CouncilDecember 12, 2023

Sacramento City Council
December 12, 2023