Staff Report - Approval of the Personnel Resolution Covering Unrepresented Officers and Employees, Approval of the Salary Ranges for City Manager, City Attorney, City Clerk, City Treasurer, Approval of Salary Increases for the City Clerk, City Treasurer and Director of the Office of Public Safety Accountability, and Approval of the Citywide Salary Schedule and the Employer-Employee Relations Policy — Sacramento City Council, January 9, 2024 (part 1 of 2)

City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2024-00325 1/9/2024 Discussion Item 22.

Approval of the Personnel Resolution Covering Unrepresented Officers and Employees, Approval of the Salary Ranges for City Manager, City Attorney, City Clerk, City Treasurer, Approval of Salary Increases for the City Clerk, City Treasurer and Director of the Office of Public Safety Accountability, and Approval of the Citywide Salary Schedule and the Employer- Employee Relations Policy
File ID: 2024-00325
Location: Citywide
Recommendation: Adopt a Resolution 1) approving the Personnel Resolution Covering Unrepresented Officers and Employees (Unrepresented Resolution); 2) revising the salary ranges for the City Manager, City Attorney, City Clerk, and City Treasurer; 3) approving salary increases for the City Clerk, City Treasurer, and Director of the Office of Public Safety Accountability (OPSA); 4) approving the revised citywide salary schedule; 5) approving the updated Employer-Employee Relations Policy (EERP); and 6) authorizing the City Manager or the City Manager’s designee to make minor changes or adjustments to Exhibit A through C in order to correct omissions and errors.

Contact: Aaron Donato, Labor Relations Manager (916) 808-5816, [email protected], Department of Human Resources
Presenter: Aaron Donato, Labor Relations Manager (916) 808-5816, [email protected], Department of Human Resources Attachments:
1-Description/Analysis
2-Unrepresented Resolution (Redline)
3-Salary Schedule (Redline)
4-EERP (Redline)
5-Resolution
6-Exhibit A - Unrepresented Resolution
7-Exhibit B - Salary Schedule Final
8-Exhibit C - EERP Final
Description/Analysis
Issue Detail: At the July 25, 2023, meeting of the Personnel and Public Employees Committee

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File ID: 2024-00325 1/9/2024 Discussion Item 22.
meeting, the City Clerk, City Treasurer, and the Director of the Office of Public Safety Accountability (Appointed Officers) each presented their respective annual reports and were provided an initial performance evaluation by the Committee.

For Calendar Year 2023, the Unrepresented Resolution, modifying Article 5.1, is being amended to provide a cost-of-living adjustment (COLA) to the Appointed Officers. The amount of the COLA shall be the average of the first-half and second-half changes in the Consumer Price Index (US Bureau of Labor Statistics, All Urban Consumers, US City Average, All Items) for the calendar year 2022, and rounded to the nearest one-tenth of one percent; provided, however, that the increases shall not be less than two percent (2%) nor more than five percent (5%).

Based on this CPI language, Appointed Officers will receive a five percent increase on their respective salary anniversary dates, and their new hourly rates will be:

Appointed Officer Title New Max Hourly Rate Effective Date City Clerk $119.474909 07/29/2023
City Treasurer $137.856476 04/22/2023
Director of Public Safety Accountability $114.345000 02/11/2023 The City Manager and City Attorney salaries are proposed to be approved on separate staff reports.

The salary range changes must be approved as part of the Citywide Salary Schedule.

The new maximum ranges for the City Manager and City Attorney will be:

Appointed Officer Title New Max Hourly Rate
City Manager $202.242466
City Attorney $177.211822
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.

City Health and Welfare Contributions for Unrepresented Personnel for 2024 Calendar Year Health Changes, effective December 30, 2023, will be $955.00 per month for employee only, $1,520.00 per month for employee plus one dependent, and $2,026.00 per month for employee plus two or more dependents.

The specific changes to the Unrepresented Resolution are presented in two versions, a red-lined

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File ID: 2024-00325 1/9/2024 Discussion Item 22.
version of changes to the Unrepresented Resolution as Attachment 2, and a clean copy of the Unrepresented Resolution is included as Exhibit A to the Resolution.

The specific changes to the City’s Salary Schedule are presented in two versions, a red-lined version of changes to the Salary Schedule as Attachment 3, and a clean copy of the City’s Salary Schedule is included as Exhibit B to the Resolution.

Additionally, Government Code 54953 requires that prior to taking final action, the legislative body must orally report a summary of the recommendation for final action on salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive during the open meeting in which the final action is to be taken. Local agency executives are defined in Government Code section 3511.1 (d) as “(d) Local agency executive means any person employed by a local agency who is not subject to the Meyers-Milias-Brown Act (Chapter 10 (commencing with Section 3500)).” The City Manager, City Attorney, City Clerk, City Treasurer, and the Director of the Office of Public Safety Accountability meet the local agency executive definition, as do all City department heads and other executive level employees that are subject to, and receive benefits consistent with, the terms of the Unrepresented Resolution.

Employer-Employee Relations Policy (EERP)
When the City adds, deletes, or modified classifications, Employer-Employee Relations Policy (EERP) amendments are necessary to document the changes. The specific changes to the EERP are presented in two versions: a red-lined version of text changes to the EERP is included as Attachment 4, and a final version of the EERP for Council approval is attached to the Resolution as Exhibit C.

The following classification has been added in the EERP:
· Governmental Affairs Manager - New Classification in Rep Unit 20 Policy Considerations: Not applicable.

Economic Impacts: None.

Environmental Considerations: This report concerns administrative activities that will not have a significant effect on the environment and does not constitute a “project” as defined by CEQA [CEQA guidelines Sections 15061(b)(3); 15378(b)(2)].

Sustainability: There are no sustainability considerations applicable to this action.

Commission/Committee Action: None.

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File ID: 2024-00325 1/9/2024 Discussion Item 22.

Rationale for Recommendation: Approval of this action will establish compliance with the California Code of Regulations §570.5 and Government Code 54953.

Financial Considerations: Funding for the FY2023/24 budget adjustments will come from Citywide Operating Unit and associated Enterprise Funds fund balances.

Local Business Enterprise (LBE): Not applicable.

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Personnel Resolution Covering
Unrepresented Officers and Employees

August 29, 2023
January 9, 2024

i
Table of Contents
ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS ................................ .......................... 1

1.1 APPOINTING AUTHORITY ............................................................................................................ 1

1.2 APPLICABILITY .............................................................................................................................. 1

1.3 TYPE OF APPOINTMENTS ........................................................................................................... 1

1.4 STAFF AIDE POSITIONS ............................................................................................................... 2

1.5 CITY SERVICE ............................................................................................................................... 2 ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME ................................ ........................ 2

2.1 HOURS OF EMPLOYMENT ........................................................................................................... 2

2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM ................................... 2

2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES .................................................................... 3

2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES ........................................................... 3

2.5 TELECOMMUTING PROGRAM ..................................................................................................... 3

2.6 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 3 ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE ................................ ................ 3

3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) .......................................... 4

3.2 COVERED DEPENDENTS ............................................................................................................. 5

3.3 LIFE INSURANCE .......................................................................................................................... 6

3.4 LONG TERM DISABILITY .............................................................................................................. 6

3.5 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 6

3.6 DEFERRED COMPENSATION PLAN ............................................................................................ 7

3.7 SECTION 401(A) MONEY PURCHASE PLAN ............................................................................... 7

3.8 LONGEVITY PAY ........................................................................................................................... 7 ARTICLE 4 – RETIREMENT ................................ ................................ ................................ .......... 8

4.1 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 8

4.2 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 10 ARTICLE 5 – CHARTER OFFICERS ................................ ................................ ........................... 12

5.1 CHARTER OFFICER SALARIES ................................................................................................. 12

5.2 EXPENSE ALLOWANCE .............................................................................................................. 12 ARTICLE 6 – NON-CAREER EMPLOYEES ................................ ................................ ................ 12

6.1 NON-CAREER BENEFITS ........................................................................................................... 12

6.2 CITY HEALTH AND WELFARE CONTRIBUTION ....................................................................... 12

6.3 POOL SAFETY CLASSIFICATIONS ............................................................................................ 13

6.4 GENERAL INTERN CLASSIFICATION ........................................................................................ 13

6.5 TUITION REIMBURSEMENT ....................................................................................................... 14 ARTICLE 7 – LEAVES ................................ ................................ ................................ ................. 14

7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS .......................................................... 14

7.2 VACATION .................................................................................................................................... 14

7.3 HOLIDAYS .................................................................................................................................... 15

7.4 MANAGEMENT LEAVE TIME .............................................................................................. 181819

7.5 ADMINISTRATIVE LEAVE TIME .......................................................................................... 191920

7.6 SICK LEAVE ......................................................................................................................... 191920

7.7 PARENTAL PAY ................................................................................................................... 212122

7.8 INJURY-ON-DUTY ................................................................................................................ 212122

7.9 COURT LEAVE ..................................................................................................................... 222223

7.10 CATASTROPHIC LEAVE ..................................................................................................... 232324

7.11 SACRAMENTO HOUSING & REDEVELOPMENT AGENCY (SHRA) TRANSITION ......... 232324

7.12 BEREAVEMENT PAY ........................................................................................................... 232324

7.13 FAMILY AND MEDICAL LEAVE ........................................................................................... 232324

7.14 PERSONAL TIME OFF ......................................................................................................... 232324

7.15 PAID CITY LEAVE (PCL) ...................................................................................................... 242425 ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES ................................ ................... 252526

8.1 TRANSPORTATION AND PARKING ALLOWANCES ......................................................... 252526

8.2 FIRE UNIFORM ALLOWANCE ............................................................................................. 272728

8.3 TUITION REIMBURSEMENT ............................................................................................... 272728

8.4 STATE OF CALIFORNIA BAR DUES........................................................................................... 28

8.5 REQUIRED LICENSES AND CERTIFICATIONS ................................................................. 282829

8.6 CONTINUING EDUCATION ................................................................................................. 282829

8.7 BILINGUAL PAY ................................................................................................................... 282829

8.8 TECHNOLOGY ALLOWANCE ............................................................................................. 282829

8.9 NOTARY PAY ....................................................................................................................... 292930 ARTICLE 9 – MISCELLANEOUS ................................ ................................ ........................ 292930

9.1 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES .................................................... 292930

9.2 PAYROLL ERRORS ............................................................................................................. 303031

9.3 RETIREE COURT APPEARANCE FEES ..................................................................................... 31

9.4 OUT-OF-CLASSIFICATION PAY ......................................................................................... 313132

1 ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS

1.1 APPOINTING AUTHORITY
a. For the City of Sacramento, appointing authority is vested with the Mayor, City Council members, and Charter Officers. Subject to applicable Rules and Regulations of the Civil Service Board, Council -adopted resolutions, and administrative policy instructions, appointing authority provides for the ability to hire City employees.
b. The Appointing Authority has the authority, subject to the approved Budget Resolution and administrative policy, to:
(1) Allocate full-time equivalent positions to specific job classifications and to establish rates of pay for incumbents in those classifications; (2) Change the number of exempt management positions under their administrative jurisdiction, so long as their total exempt management salary budget does not increase;
(3) Adjust the salary of individual exempt positions, so long as the total exempt salary budget for each department does not increase; and (4) Grant performance -based salary adjustments to unrepresented officers and employees consistent with employee appraisal procedures. Salary adjustments shall not apply to non -career employees.

1.2 APPLICABILITY
The terms of this Resolution apply to unrepresented employees of the City unless superseded by an employment contract approved by the City Council. This Resolution does not apply to any employee appointed as a retired annuitant.

1.3 TYPE OF APPOINTMENTS
a. Nothing in this Resolution shall create an express or implied covenant or contract or create a property right or tenure for any person appointed to unrepresented classifications covered by this Resolution. All unrepresented employees serve at the pleasure of the Appointing Authority. Consequently, just cause need not be established to impose discipline, and employees covered by this resolution have no rights to appeal the imposition of discipline.
b. This Personnel Resolution covers all unrepresented officers and employees of the City of Sacramento appointed or incumbent to any

2 position in the Executive Management, Executive Management Support, Mayor/Council Support, and Non-Career units as defined by the Employer- Employee Relations Policy . This Personnel Resolution applies to these positions whether the employee is considered full -time, part -time, seasonal, or appointed on a limited-term basis.

1.4 STAFF AIDE POSITIONS
The Director of Human Resources must approve the use of the title of Staff Aide.

Staff Aide may be used only in very limited situations, such as when a classification is needed either pending establishment of a new classification or a position is funded for a limited time and no appropriate classification exists. An employee may be appointed to the Staff Aide classification for a maximum of twelve (12) months. The salary for any Staff Aide position shall be established by the Director of Human Resources.

1.5 CITY SERVICE
City service for purposes of calculating benefits shall be calculated using each employee’s cumulative career employment with the City . For career part-time employees, City service shall be prorated. Th e use of prior employment for calculating the City service for rehired employees shall not create a right to retroactive benefits. This provision shall not apply to non-career employees. Non- career employees do not accrue Classification or City Service.

ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME

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

2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM
The City's Voluntary Work Furlough/Reduced Workweek Program shall be available to unrepresented full -time employees on the same terms as apply to

3 represented employees. The benefit plan for eligible employees shall not be reduced or prorated by participation in such work reductions.

2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES
a. All overtime shall be calculated and paid consistent with FLSA requirements. Overtime compensation shall be paid by cash payment or compensating time off (CTO) as determined by the Appointing Authority. b. Employees may accrue up to one hundred and twenty (120) hours of CTO. c. The use of accrued CTO shall be at the discretion of the Appointing Authority. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable period after making the request if the use of CTO does not unduly disrupt the operations of the work unit. d. Upon termination from City service, employees shall be paid for any unused CTO hours at the rate of pay at the time of separation.

2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES
a. All overtime for non-career employees shall be calculated and paid consistent with FLSA requirements. Non -career employees shall be compensated for overtime with pay at one and one-half (1-1/2) times the regular rate of pay in cash payment.
b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour work week.

2.5 TELECOMMUTING PROGRAM
Executive Management Support employees may participate, at the discretion of the Appointing Authority, in the City's Telecommuting Program.

2.6 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority, in Alternative Work Schedule Program such as 9/80 or 4/10 schedules. Employee participation in Alternative Work Schedule Program shall be dependent on employee performance and shall not disrupt department operations.

ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE
The fringe benefit plan described in this Article shall be available to full -time Executive Management, Mayor/Council Support, and Executive Management Support employees.

The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125. The details of Plan eligibility and operational requirements

4 are set forth in Plan documents. The City shall make contributions as defined in Section

3.1. For employees that elect to participate in a City -sponsored health plan, one -half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.

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 t he 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 premiu ms of any insurance elected to be continued.

The City shall make the contributions provided in Section 3.1 on either a 100% or 50% basis for full -time, part-time, and 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 the City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid = 100% contribution; 40 -

63.9 hours paid = 50% contribution.

3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) a. Employee Only
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee only shall be up to a maximum of $829.46$838.00 per month.

Effective the pay period beginning March 26, 2022December 30, 2023, for full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $838.00$955.00 per month. b. Employee Plus One (1) Dependent
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus one (1) dependent shall be $1,318.38$1,333.00 per month.

Effective the pay period beginning March 26, 2022December 30, 2023, for full-time employees enrolled in a City -sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00$1,520.00 per month.

5 c. Employee Plus Two (2) or More Dependents
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents shall be $1,758.00$1,777.00 per month.

Effective the pay period beginning March 26, 2022December 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 $1,777.00$2,026.00 per month.
d. For employees enrolled in an Account -Based Health Plan (ABHP), as defined by the City, the contributions shall be as specified above. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City contribution shall be credited to the employee’s Health Savings Account (HSA), to the extent allowed by law. e. Full-time 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.
f. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lo west cost traditional HMO medical plan for employee only coverage.
g. Employees shall not receive any unused portion of the City contribution as cash.
h. In addition to the City contribution received above, the City Manager, City Attorney, City Auditor, City Clerk, and City Treasurer shall receive three percent (3%) of base salary to apply to optional benefits.

3.2 COVERED DEPENDENTS
a. Funds used to pay the health insurance premium cost for a domestic partner and/or a domestic partner's dependent children shall be in accordance with Federal and State tax laws.
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, dental, or vision plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 3.1.
c. The following eligible dependents qualify to be enrolled on a City medical,

6 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 up to the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of r equired coverage ; and disabled unmarried children over the age of 26 who reside with the employee . The definition of 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.

3.3 LIFE INSURANCE
a. City-paid basic life insurance shall be:

Group Amount
Executive Management, Executive Management Support
and Mayor Council Support $50,000
City Attorney, City Auditor, City Clerk and City Treasurer $100,000 City Manager $150,000
b. Optional Employee-Paid Insurance:

Executive Management, Mayor/Council Support, and Executive Management Support employees may purchase, at their expense, City- sponsored supplemental life insurance subject to limitations specified by the insurance carrier.

3.4 LONG TERM DISABILITY
Executive Management and Mayor/Council Support employees shall receive City-paid long-term disability insurance.

3.5 FLEXIBLE SPENDING ACCOUNTS
The City offers a Flexible Spending Account program to employees as permitted by Internal Revenue Code and associated Regulations.

7 3.6 DEFERRED COMPENSATION PLAN
Executive Management, Mayor/Council Support, and Executive Management Support career employees may participate in the City's Deferred Compensation 457(b) Plan (Plan) to the extent allowed by law and the Plan documents.

Each participant in the Plan shall contribute one dollar and fifty cents ($1.50) per month from their Plan balance to the Plan’s administrative allowance account.

3.7 SECTION 401(A) MONEY PURCHASE PLAN
The City’s established Internal Revenue Code (IRC) Section 401(a) Plan contributions are as follows shall be made avail able to eligible employees and participation for eligible employees shall be mandatory. The Plan shall conform to all IRC requirements. Contributions to the Plan shall be as follows:
a. For Executive Management and Mayor/Council Support regular employees the City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary.
b. For Executive Management Support regular employees, the City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary.
c. The 401(a) Plan shall conform to all IR C requirements. Vesting of City funds occurs with enrollment consistent with the Internal Revenue Code, and the 401(a) plan documents.

3.8 LONGEVITY PAY
Employee eligibility for longevity pay shall be determined as provided under Section 108 of the City Charter. 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), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). Longevity pay is provided for in the City Charter and not through this Resolution. In the event changes are made to the City Charter, those changes shall supersede the provisions of this Resolution.

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

8 ARTICLE 4 – RETIREMENT

4.1 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or eligible survivor dependents shall receive City retiree insurance contributions for medical, dental, and vision insurance benefits from the City as follows:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is up to $300 per month for the retiree . A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive up to an additional $65 per month, for a total maximum monthly City contribution up to $365. Retirees shall not receive any unused portion of the City contribution as cash.
b. Retiree Insurance Contributions for Employees Retiring on or after July 1, 1992
(1) Employees retiring with thirty (30) or more years of City service shall be eligible for up to the City's maximum retiree health insurance contribution identified in subsection 4.1(a) above on the date of retirement without regard to age.
(2) Employees retiring with a minimum of twenty (20) full years of City service but less than thirty (30) full years of City service who are at least fifty (50) years of age shall receive up to one hundred percent (100%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(3) Employees retiring with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service who are at least fifty (50) years of age shall receive up to seventy-five percent (75%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(4) Employees retiring with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service who are at least fifty (50) years of age shall receive up to fifty percent (50%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
(6) An employee who does not retire from the Sacramento City Employee Retirement System or CalPERS within one -hundred twenty (120) days from the date of separation from City service shall

9 not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase a non -City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated. d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits. Medicare retirees may elec t to pa rticipate in a City - sponsored Medicare medical plan or purchase an individual Medicare plan.

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

Medicare retirees who are eligible for Medicare Parts A and B who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premium associated with a Medicare Advantage , Medicare Supplemental, and/or Medicare Prescription Drug plan up to the City contribution identified in subsection 4.1(a), above.
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 identified in Section 4.1(a) above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in -line-of-duty survivor benefits will be eligible for up to one hundred percent (100%) of the City’s applicable maximum retiree insurance contribution regardless of

10 years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 4.1(b). h. Limitation Clause
No employee or retiree shall have any rights provided by this Section 4.1 after June 28, 2024.
i. Elimination of Retirees or Survivor Dependents Benefits No employee hired, reemployed, or rehired on or after July 20, 2012, shall be eligible for any benefits provided by this Section 4.1. Employees transferring to unrepresented classifications after July 20, 2012, shall be ineligible for any benefits by this Section, unless the transferring employee was eligible for retiree or survivor dependent benefits at the time of transfer.

4.2 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers shall pay eight percent (8%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous classic members shall, from the date of the amendment, pay the seven percent (7%) employee contribution and one percent age point (1%) of the employer contribution through PERS cost-share. If this PERS cost-share is not approved by a vote of the unrepresented unit miscellaneous employees, the one percent (1%) cost -share will remain in the City’s account. Classic members in miscellaneous classifications shall qualify for the 2% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(2) Police Safety
Executive Management Police Safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost -share agreement in which Executive Management Police Safety classic

11 members shall, from the date of the amendment, pay the nine percent (9%) employee contribution and three percent age points (3%) of the employer contribution through PERS cost -share. If this PERS cost-share is not approved by a vote of the unrepresented Executive Management Police Safety unit employees, the three percent (3%) cost -share will remain in the City’s account. Classic members in Executive Management Police Safety classifications shall qualify for the 3% at 50 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(3) Fire Safety
Executive Management Fire Safety employees shall pay twelve percent ( 12%) of the employer’s contribution to the PERS retirement plan. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law (pay and report). If necessary, the contract with PERS shall be amended to reflect the proper allocation of funds. Classic members of Executive Management Fire Safety classifications shall qualify for the 3% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
b. Member Contribution to PERS Retirement Plan – New Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers hired after December 31, 2012, shall be members in the PERS on terms consistent with Public Employees’ Pension Reform Act (PEPRA). New members in miscellaneous classifications shall qualify for the 2% at 62 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.
(2) Safety
Executive Management Safety employees hired after December 31, 2012, shall be members in the PERS on terms consistent with PEPRA. New members in safety classifications shall qualify for the

2.7% at 57 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty -six (36) consecutive months of compensation.

12 ARTICLE 5 – CHARTER OFFICERS

5.1 CHARTER OFFICER SALARIES
The City Attorney, City Auditor, City Clerk, City Manager, City Treasurer, and the Director of the Office of Public Safety Accountability (Appointed Officers) shall each receive a cost-of-living adjustment (COLA) for calendar year 2023 effective on the anniversary date of their hire or promotion to those classifications. For calendar year 2024 and in each calendar year thereafter, the Appointed Officers shall receive a COLA effective the pay period that includes July 1. The amount of these COLAs shall be the average of the first-half and second-half changes in the Consumer Price Index (US Bureau of Labor Statistics, All Urban Consumers, US City Average, All Items) for the calendar year preceding the year in which the COLA is to be given, and rounded to the n earest one -tenth of one percent; provided, however, that such increases shall not be less than two percent (2%) nor more than five percent (5%). No COLAs shall be awarded before the adoption of the City budget in the relevant calendar year, and all COLA adjustments shall be presented to the City Council for a vote in open session consistent with California law. At any time, in its discretion, the City Council may also make adjustments to the Appointed Officers’ salaries based upon merit or equity considerations.The salaries for the City Attorney, City Auditor, City Clerk, City Manager, and City Treasurer shall be modified only by City Council action and approval.

5.2 EXPENSE ALLOWANCE
The City will pay to the City Manager a sum of $400 per month for City expenses for which no vouchers need be furnished. The City will pay to the City Attorney, City Auditor, City Clerk, and City Treasurer a sum of $350 per month for City expenses for which no vouchers need be furnished.

ARTICLE 6 – NON-CAREER EMPLOYEES

6.1 NON-CAREER BENEFITS
Except as provided herein, unrepresented non-career (+1,040) employees do not accrue benefits.

6.2 CITY HEALTH AND WELFARE CONTRIBUTION
a. Employees in the classification of Fire Recruit shall receive the same City monthly health and welfare contribution amount as provided for the classification of Firefighter in the applicable Memorandum of Understanding.
b. Employees in the classification of Police Officer Recruit and Community Service Officer (Limited-Term) shall receive the same City monthly health

13 and welfare contribution amount as provided for the classification of Police Officer in the applicable Memorandum of Understanding.
c. Employees in the classification of Dispatcher Recruit shall receive the same City health and welfare contribution amount as provided for the non- supervisory Dispatcher classification in the applicable Memorandum of Understanding.
d. Non-Career employees under this Section are not eligible to receive any unused portion of the City contribution as cash.

6.3 POOL SAFETY CLASSIFICATIONS
Employees holding classifications designated as pool safety positions may be eligible for additional compensation for qualifying work associated with the summer aquatics program. Such compensation is authorized solely for the purpose of recruiting and retaining qualified employees at City-operated swimming pools. Said employees shall be paid additional compensation as follows:
a. Certification Fee Reimbursements
Upon submittal of documents showing successful completion of the required water safety courses and receipts showing fees paid, the City shall reimburse eligible employees up to $200 for completing their certification course work.
b. Recruitment Incentive
Upon successful completion of eighty (80) hours of work in a designated pool safety classification, the City shall pay eligible employees a lump sum amount of $200.
c. Retention Incentive
Upon successful completion of work during the entire summer aquatics season, the City shall pay eligible employees a lump sum amount of $400.

14 a. General Interns
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns a lump sum amount of $250. (2) Retention Incentive
Upon successful completion of three hundred and twenty (320) hours of work, the City may pay eligible General Interns a lump sum amount of $500.
b. General Interns in the City Attorney’s Office
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of $500.
(2) Retention Incentive
Upon successful completion of four hundred (400) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of $1,500.

6.5 TUITION REIMBURSEMENT
Employees in the classification of Student Trainee, who are in the Police Officer hiring pipeline, may be eligible for tuition reimbursement pursuant to Section 8.3.

ARTICLE 7 – LEAVES

7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS
Unless provided otherwise in this Article, leave hours shall accrue over 24 pay periods per year, during the first two (2) pay periods of each month.

7.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section 107 of the City Charter. Based on length of City service, the accrual of annual vacation allowances shall be as follows:

15 Length of Service Annual Vacation Allowance
1 to 5 years 10 days/80 hours
5 years and 1 day to 15 years 15 days/120 hours
more than 15 years 20 days/160 hours

b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service Board, unless an exception is authorized by the City Manager under appropriate circumstances. For Charter Officers , exceptions to the rules for vacation allowance administration shall be authorized by the Mayor or the Mayor’s designee.

Employees may accumulate a maximum of four hundred and eighty (480) vacation hours. Once the maximum is reached, there shall be no further vacation accrual until the balance falls below four hundred and eighty (480) hours.
c. Employees who are eligible to receive a cash payment in -lieu of vacation leave, as provided for in Article 8 Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation ho urs in the calendar year following 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. 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 lea ve balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.

7.3 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays for eligible employees:

16 Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving 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 must be in a paid work status the scheduled workday before and after the recognized holiday. Any payable leave time, such as vacation, and sick shall be considered hours worked for the purpose of holiday pay eligibility. (2) A part-time employee, including an employee in a work-sharing program, and 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

0.5 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) Non-career (-1,040) employees shall not receive recognized holiday benefits.
c. Holiday Observance
(1) 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:
i. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
ii. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
(2) If an employee's schedule differs from the traditional Monday - Friday workweek in which a recognized holiday falls, the following shall apply:

17 i. The actual dates as listed above shall be considered as the employee's holiday.
ii. If the recognized holiday falls on the employee's scheduled day off, the employee shall receive holiday earned for the hours of the holiday benefit.
d. Floating Holidays
(1) Accrual
i. In addition to the recognized holidays specified above, except as provided below, employees shall receive the
equivalent of two (2) floating holiday s per fiscal year on an accrual basis as follows:

1. Each full-time Executive Management, Mayor/
Council Support, and Executive Management Support
employee shall accrue sixteen (16) hours of floating
holiday per calendar year at the rate of forty (40)
minutes on each of the first two (2) paychecks each
month, as long as the employee is in paid status forty
(40) or more hours of salary on the paycheck that the
accrual would occur.

2. A part-time Executive Management, Mayor/Council
Support, or Executive Management Support
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 [forty (40) minutes per each eligible
paycheck]; 40-63.9 hours paid = 50% accrual [twenty
(20) minutes per each eligible paycheck].
ii. Non-career ( -1,040) employees shall not receive floating holiday benefits.
(2) Administration
i. The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designated
representative.
ii. An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual.

There shall be no cash out of floating holiday hours, either

18 annually or upon separation.
e. Holiday Earned Accumulation
Employees may accumulate a maximum of eighty (80) hours of holiday earned hours. Once the maximum is reached, there shall be no further holiday earned until the balance falls below eighty (80) hours. Holiday earned may be taken by the employee at the discretion of the department head.
f. Closure of Operations on Half Holidays
The City may opt to close operations on Christmas Eve or New Year’s Eve.

If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy.

7.4 MANAGEMENT LEAVE TIME
a. Executive Management and Mayor/Council Support employees exempt from the overtime provisions of FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week but shall be expected to devote as much time to their employment as may be necessary for the efficient operation of City government.
b. Executive Management and Mayor/Council Support employees determined by the City to be exempt from the overtime provisions of the FLSA shall be credited with eighty (80) hours of management leave time each calendar year , with the time posted to each employee’s leave balances the first pay period in January. Executive Management and Mayor/Council Support employees appointed after January 1 of a calendar year shall be entitled to a pro rata share of eighty (80) hours of management leave time based upon the number of full months remaining in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.

19 (2) Any employee exercising the option to receive cash in lieu of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in-lieu payment on the first paycheck in February of the year following the date of the election. (4) Payment for up to forty (40) hours shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
c. Management leave time shall not accumulate from year to year, and any management leave time not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited.
d. There shall be no cash out of management leave time upon separation. e. Part-time Executive Management and Mayor/Council Support employees shall be credited with a prorated amount of management leave.

7.5 ADMINISTRATIVE LEAVE TIME
a. Executive Management Support employees shall be credited with twenty- four (24) hours of administrative leave time each fiscal year. Such time will be posted in the first pay period in July. Executive Management Support employees hired after July 1 of a fiscal year shall be entitled to a prorated share of administrative leave time based upon the number of full months remaining in that fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the employee’s immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year, and any administrative leave time not used in the fiscal year in which it was awarded shall be forfeited. There shall be no cash out of administrative leave time.
c. Part-time Executive Management Support employees shall be credited with a prorated amount of administrative leave.

20 employees earn sick leave on a pro -rata basis per the Rules and Regulations of the Civil Service Board and/or California’s Healthy Workplaces, Healthy Families Act of 2014.
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on November 1 in any calendar year may make an irrevocable election to forego the accrual of not more than twenty - four (24) hours of sick leave during the following calendar year and receive instead a cash 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 electio n.

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
(1) PERS
i. PERS members hired , reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of
continuous City service, are eligible to cash out sick leave upon separation for reasons of retirement, resignation, layoff or death as follows:

21 upon separation of employment from the City for retirement, without regard to date of hire, reemployment, or rehire. iv. 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 retirement, SCERS members eligible to accumulate sick leave credits shall receive a cash payment representing the value of thirty -three and one-third percent (33 -1/3%) of the sick leave credits (rounded to the nearest full day) accumulated to the date of retirement.
c. 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.
d. The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all covered employees.

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

22 b. If the employee qualifies for temporary disability benefits after exhausting the one-year leave of absence for workplace injuries described in Charter Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave pursuant to policy for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.

7.9 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence.
b. If a swing shift or graveyard shift employee has served an amount of time that exceeds one-half of the employee’s next scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift. If the employee is in court or on jury duty less than one-half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must 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.
e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.

23 f. When a non-career employee is regularly scheduled to work and is ordered to appear in court or report for jury duty, such employee shall be entitled to court leave benefits in accordance with the above -stated procedure.

7.10 CATASTROPHIC LEAVE
Employees are entitled to catastrophic leave pursuant to, and consistent with, the City’s Leave Administration Policy.

7.11 SACRAMENTO HOUSING & REDEVELOPMENT AGENCY (SHRA)

TRANSITION
Employees who are transferred from employment at SHRA to the City as a result of restructuring, reorganizing or removal of services to the City shall be allowed to transfer the following accrued benefits from SHRA to the City:
a. Eighty percent (80%) of sick leave balances after cash-out pursuant to Agency policy.
b. Vacation balances up to one year of accrual at the employee's current rate on transition to the City.

7.12 BEREAVEMENT PAY
An employee may receive up to twenty-four (24) working hours of City bereavement pay for time taken off for the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandchild, or grandparent. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service Board for additional time off or to attend to other death, bereavement, or funeral needs.

7.13 FAMILY AND MEDICAL LEAVE
Employees may be entitled to leave pursuant to the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and/or Pregnancy Disability leave (PDL) consistent with the City’s Leave Administration Policy.

24 b. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
c. Non-career employees are not eligible for personal leave benefits.

7.15 PAID CITY LEAVE (PCL)
a. Employees who are employed in a n unrepresented classification in Units 20, 21, or 22 and who are on payroll on April 9, 2022, shall receive a one- time leave bank contribution of thirty -five (35) hours of Paid City Leave.

This paid City leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the paid city leave contribution described in Section 7.15(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 mak ing 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 receiv ing 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 7.15(a) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
b. Employees who are employed in a n unrepresented classification in Units 20, 21, or 22 and who are on payroll on October 31, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of paid city leave that will become available for use on the first paycheck in January 2023.

This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the paid city leave described in Section

25 irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave. (2) Upon separation from City service, employees with a balance of the paid city leave described in Section 7.15(b) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
c. The total maximum number of PCL an employee may receive is seventy (70) hours. Employees who promote or transfer to a classification covered by the Unrepresented Resolution and who previously received PCL hours while employed in a represented classification covered by a memorandum of understanding (MOU) that provided PCL, may carry over the balance of their remaining PCL hours, if any . However, under no circumstance will any employee be provided more than a total of seventy (70) PCL hours.

ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES

8.1 TRANSPORTATION AND PARKING ALLOWANCES
a. Reimbursement for Use of Privately-Owned Vehicles
(1) Charter Officers or their designees may offer reimbursement for the use of privately -owned vehicles on City business or as compensation in lieu of the use of City vehicles on City business subject to the limits identified in this article . Employees receiving a vehicle allowance prior to August 8, 2013, may continue to receive the amount of that reimbursement, even if in excess of the limits set below:

26 for out-of-town mileage shall be at the general mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
b. Any automobile operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount at least equal to $100,000 per person, $300,000 per accident, and property damage limits at least equal to $50,000 (100/300/50).
c. Monthly Bus Transportation Reimbursement
(1) Sacramento Regional Transit District (SRTD)
Full-time Executive Management, Mayor/Council Support, and Executive Management Support employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City -paid SRTD monthly non -zone sticker pass in lieu of the City-paid parking and vehicle allowance. Part -time employees shall be eligible for a fifty percent (50%) price discount on the monthly non-zone sticker pass. The employee must notify the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that next month. Non -career employees shall not be eligible for the allowance. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(2) Other Public Transportation
Eligible full-time employees, as described in Section 8.1(c)(1), who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home-to-work commuting, are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City -paid parking and vehicle allowance. 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, prior to the first day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed $120.00. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.

27 (3) Downtown Parking Subsidy
i. Eligible full -time Executive Management Support
employees, as described above, who work in the downtown area, shall receive a $90.00 per month transportation
allowance. Part -time Executive Management Support
employees who work in the downtown area shall receive
$60.00 per month transportation allowance. Non -career
employees shall not be eligible for the allowance.
ii. Employees who receive City -paid parking as described in Section 8.1 shall not be eligible for the downtown parking subsidy.
d. Discounted Parking Rates
Discounted parking will be available to Executive Management Support employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate.

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

8.2 FIRE UNIFORM ALLOWANCE
Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty-five dollars ($ 35.00) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.

8.3 TUITION REIMBURSEMENT
Employees will be reimbursed for the cost of tuition up to a maximum of $1,500 per calendar year, pursuant to the City's Employee Educational Assistance Program, as amended. In addition, the employee’s department may authorize tuition reimbursement for training through other approved sources. Except as provided in Section 6.46.5, n on-career employees are not eligible for tuition reimbursement.

28 8.4 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after being provided documentation establishing payment was made by the employee requesting the reimbursement.

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

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

8.7 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be operationally necessary. 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 necessary to authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of forty dollars ($40) per month for any month in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.

29 b. Employees in the Executive Management, Executive Management Support, or Mayor/Council Support units may be authorized a monthly technology allowance of up to one hundred dollars ($100). c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular phone and service that is available to conduct City-related business. The employee shall provide , and the City may publish, the cellular phone number to designated individuals and organizations with whom the employee normally conducts City-related business.

8.9 NOTARY PAY
An Executive Management Support employee who is required to maintain, or who obtains for City benefit, a notary registration shall receive a monthly certification pay of thirty dollars ($30).

ARTICLE 9 – MISCELLANEOUS

30 authorization of the Appointing Authority).
(4) In any off-duty position while on sick leave or injured-on-duty status. e. An employee may request authorization for off-duty employment by forwarding a letter of request to the Appointing Authority. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
f. The Appointing Authority will notify in writing to the employee of action taken on the request for off -duty employment. A copy of the letter will be retained in the employee’s personnel file.
g. Authorization for off-duty employment may be revoked at the discretion of the Appointing Authority at any time.
h. Part-time, seasonal, or limited-term employees are not subject to the restrictions of this Section.

9.2 PAYROLL ERRORS
a. In the event an error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, reimbursement to the City shall be mutually agreed to between the parties and shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from useable vacation, compensating time off (CTO), or holiday credit balances equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

31 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.

9.3 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in their capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for their particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty-five dollars ($125) for a full day or seventy-five dollars ($75) for a half day, which is defined as four hours or less.

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

9.4 OUT-OF-CLASSIFICATION PAY
a. Unit 09
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 ou t-of- classification assignment by the payment of five percent (5.0%) of the base rate of pay 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 i s greater, but not to exceed top step of the higher classification. Departments shall establish internal tracking and approval systems for out-of-classification pay administration. b. Units 20, 21, and 22
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out -of-classification pay up to a maximum of ten percent (10.0%) the employee’s base rate of pay, but not more than the maximum salary of the higher classification. A department head may approve out -of-classification pay greater than ten percent (10.0%) with written justification and approval by the appropriate Charter Officer. Employees shall not receive out-of-classification pay in a department head’s absence, unless the department head is on a leave of absence of at least ten (10) consecutive calendar days for a reason identified in the City’s Leave Administration Policy, and the full range of responsibilities and decision-making authority of the department head has been delegated to the employee. Additionally, employees are not eligible

32 for out-of-classification pay when their job specification states they may act in the absence of the department head.

Redline Report Print Date:1/3/2024
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

Page 1 of 1 ends

City Attorney | 020006 | EXMG
U COFF 001 85.721240 168.773168 178300.18 351048.19
U COFF 001 85.721240 177.211822 178300.18 368600.59
City Clerk | 020008 | EXMG
U COFF 002 77.176878 115.764802 160527.91 240790.79
U COFF 002 77.176878 119.474909 160527.91 248507.81
City Manager | 020009 | EXMG
U COFF 003 119.454543 192.621394 248465.45 400652.50
U COFF 003 119.454543 202.242466 248465.45 420664.33
City Treasurer | 020010 | EXMG
U COFF 004 77.176878 131.291885 160527.91 273087.12
U COFF 004 77.176878 137.856476 160527.91 286741.47
[ New ] Government Affairs Manager | 020050 | EXMG
U EXMG 221
U EXMG 221 51.855043 81.671692 107858.49 169877.12

Employer-Employee Relations Policy

Scope: CITYWIDE

Policy Contact
Department of Human Resources
(916) 808-5731
[email protected]

Regulatory References
California Government Code Sections 3500

Effective Date
Employer-Employee Relations Policy
January 9, 2024

Supersedes
Employer-Employee Relations Policy
June 27, 2023

Table of Contents

Employer-Employee Relations Policy ........................................................................................... 1 POLICY STATEMENT .................................................................................................................. 1 PURPOSE .................................................................................................................................... 1 POLICY ......................................................................................................................................... 1 APPENDIX A - Designation of Representation Units and Unrepresented Classifications .......... 11 Represented Units ................................................................................................................... 11 A. Building Trades and Craft Unit (Represented Unit 06) .............................................. 11 B. Plant Operator Unit (Represented Unit 04) ............................................................... 11 C. Water and Sewer Unit (Represented Unit 07) ........................................................... 12 D. Traffic Engineering Unit (Represented Unit 08) ........................................................ 12 E. Fire Department Unit (Represented Unit 05) ............................................................. 12 F. Police Department Unit (Represented Unit 02) ......................................................... 12 G. Professional Unit (Represented Unit 17) ................................................................... 13 H. Office and Technical Unit (Represented Unit 16) ...................................................... 13 I. Operations and Maintenance Unit (Represented Unit 03) ........................................ 16 J. General Supervisory Unit (Represented Unit 15) ...................................................... 18 K. Engineering Unit (Represented Unit 11) ................................................................... 19 L. Automotive/Equipment Mechanics Unit (Represented Unit 12) ................................ 19 M. Exempt/Management Support (Represented Unit 14) .............................................. 20 N. Confidential/Administrative (Represented Unit 10) ................................................... 20 O. Exempt Management (Represented Unit 01) ............................................................ 21 Unrepresented Units ............................................................................................................... 24 A. Executive Management (Unrepresented Unit 20) ..................................................... 24 B. Mayor/Council Support (Unrepresented Unit 21) ...................................................... 25 C. Executive Management Support (Unrepresented Unit 22) ........................................ 26 D. Mayor/Council (Unrepresented Unit 23) .................................................................... 26 E. Non-Career (Unrepresented Unit 09) ........................................................................ 26 DEFINITIONS ............................................................................................................................. 28

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POLICY STATEMENT
This policy is enacted pursuant to California Government Code Sections 3500 et seq., to establish orderly procedures to promote full communication between the City and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the City and its employee organizations.

Nothing contained herein shall be deemed to supersede the provisions of existing State law, the City Charter, ordinances, resolutions and rules which establish and regulate the merit and civil service system, or which provide for other methods of administering employer-employee relations. This Resolution is intended, instead, to strengthen merit, civil service, and other methods of administering employer -employee relations through the establishment of uniform and orderly methods of communications between employees and the City.

PURPOSE
It is the purpose of this policy to promote the improvement of personnel management and employer-employee relations within the City by providing a uniform basis for recognizing the right of its employees to join organizations of their own choice and be represented by such organizations in their employment relationship with the City.

POLICY

1. Authority of City Manager
The City hereby declares, as a matter of policy, that the City Council and its members will deal with employee organizations and their representatives solely through the City Manager except when otherwise expressly provided for by the terms of this Resolution.

2. Representation Units
The representation units set forth in Appendix A attached hereto are the appropriate units for representation by recognized employee organizations.

3. Recognized Employee Organizations
a. An employee organization that wishes to be certified as the recognized employee organization for a designated representation unit for which unit no employee organization has been certified shall file a recognition petition with the Employee Relations Officer.

1. Petition – The petition shall be signed by the organization’s duly authorized officers, and shall contain the following information and documentation:

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1) The name and mailing address of the organization.
2) The names and titles of its officers.
3) Designation of those persons, not exceeding three in number, and their addresses, to whom notice sent by regular mail will be deemed sufficient notice on the organization for any purpose.
4) A statement that the organization does not discriminate or restrict membership or participation based on race, color, creed, national origin, or sex.
5) A statement that the employee organization has, as one of its primary purposes, representing employees in their
employment relations with the City.
6) A statement that the employee organization agrees to comply with the provisions of this Resolution.
7) A copy of its constitution and bylaws, if any.
8) Identification of the representation unit for which petitioner seeks certification as the recognized employee organization. 9) Proof of employee approval of thirty percent (30%) or more of the employees within such representation unit.

2. The Employee Relations Officer shall give written notice of such petition to the petitioner, to the employees involved and to any employee organization that has filed a written request for receipt of such notice to them. Within thirty (30) days of the date of such notice, other employee organizations may file a challenging petition seeking to become the recognized employee organization within such representation unit.
b. Election

1. Calling of Election – The Employee Relations Officer shall, whether or not a challenging petition is filed, request the State Conciliation Service to call and conduct a secret ballot election in accordance with its own procedures and regulations and pursuant to the election procedures as herein below set forth. If a challenging petition is filed, and is accompanied by proof of employee approval equal to at least ten percent (10%) of the employees within the representation unit, the State Conciliation Service shall include such challenging employee organization on the ballot.

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2. Election Procedures – Whenever the State Conciliation Service calls an election pursuant hereto, it shall include the choice of no organization on the ballot. Employees entitled to vote in a representational election shall be those employees within the representation unit whose name appeared on the payroll immediately prior to the date of the election. An employee organization shall be certified by the Employee Relations Officer as the recognized employee organization within the representation unit if:
1) That employee organization has received the vote of a numerical majority of all the employees eligible to vote in the unit of which the election is held, or,
2) More than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, and the employee organization receives a numerical majority of all votes cast in the election, or,
3) In an election involving three or more choices, where none of the choices receives a majority of the ballot votes cast, and where more than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, a run- off election shall be conducted between the two choices receiving the largest number of ballot votes cast; the rules governing an initial election being applicable to a run- off election.

3. Decertification Procedures – A decertification petition may be filed with the Employee Relations Officer by employees or an employee organization to determine whether or not a recognized employee organization continues to represent a majority of the employ ees in the representation unit. Such petition must be accompanied by proof of employee approval equal to at least thirty percent (30%) of the employees within the representation unit. The time periods for a petition to be filed with the Employee Relations Officer are: a) after the first full year of recognition if no written agreement has been negotiated; b) within the period commencing ninety (90) and ending sixty (60) days immediately prior to the expiration date of a written agreement; or c) any time af ter a written agreement has been in effect for five years or more. When such a valid petition has been filed, the State Conciliation Service shall be requested to conduct an election to determine whether or not the incumbent recognized employee organizatio n shall be decertified, and where filed by an employee organization, whether such organization shall be recognized. Such election shall be in accordance with the procedures and regulations of the State Conciliation Service, and the election procedures as hereinabove set forth.

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4. In the event that the State Conciliation Service is unable to or unwilling to provide any of the services required of it by paragraphs 2 and 3 above, the American Arbitration Association, or another impartial third party agreed to by the City and the concerned employee organization(s), shall perform said services.

5. Costs of conducting elections, if any, shall be borne equally by the City and the employee organization(s).

6. Recognized employee organizations shall annually, on or before the anniversary date of recognition, file a written statement with the Employee Relations Officer, indicating changes in items (a) through (g) as they appeared in the recognition petition filed pursuant to paragraph 1 of this Article, or as subsequently amended by a written statement hereunder, or, as appropriate, shall indicate that there has been no change in such information. The statement shall be signed by the duly authorized officers of the recognized employee organization.

4. Meet and Confer
a. Upon request, a recognized employee organization shall have the right to meet and confer in good faith regarding matters within the scope of representation with the Employee Relations Officer and/or their designee.

Provided, however, that nothing herein shall require meeting and conferring between parties to a Memorandum of Understanding during the term of such Memorandum regarding matters to take effect during such term, except that such parties may meet and confer during such term on a matter within the scope of representation where (a) the matter was not covered by the Memorandum or expressly raised as an issue during the meeting and conferring process out of which such Memorandum arose, and (b) there shall have arisen a significant change in circumstances with respect to such matter, which could not have reasonably been anticipated by both parties at the time they signed such Memorandum.
b. Employees in classifications not included in supervisory and confidential representation units shall not participate in meeting and conferring or grievance resolution processes pertaining to supervisory and confidential representation unit classifications.
c. In the absence of express authorization in advance by the Employee Relations Officer, not more than two City employees representing a recognized employee organization requesting such a meeting shall be entitled to attend without loss of compensation or other benefit, nor shall more than a total of three representatives for each recognized employee organization be entitled to attend such meetings.

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d. City employees who shall represent a recognized employee organization at such meeting shall give reasonable advance notice thereof to their immediate supervisor, but in no event shall such notice be given less than one full working day or shift before the meeting; except, however, that the Employee Relations Officer may, in their discretion, waive this requirement for advance notice.
e. If agreement is reached on matters subject to approval by the City Council or by the Civil Service Board or Retirement Board, the parties shall jointly prepare a written memorandum of such understanding, and the Employee Relations Officer shall present it to the Council or such Board, as appropriate, for determination. If agreement is reached on matters not subject to such approval, the Employee Relations Officer and the recognized employee organization(s) shall, at the request of one of the parties, prepare a written memorandum of such understanding.

5. Payroll Deductions
a. Only recognized employee organizations shall have the right to have the regular membership dues of its members deducted from employees’ paychecks upon the written authorization of each such employee member in such form as will not infringe upon an employee's rights under California Government Code Sec. 3502.
b. This Article shall not be construed to restrict a recognized employee organization from meeting and conferring with the City regarding additional payroll deductions upon the written authorization of employees in such representation unit.

6. Communication with Employees
a. Reasonable access to employee work locations shall be granted to officers of recognized employee organizations for the purpose of processing grievances or contacting members of the organization concerning business within the scope of representation. Such officers shall not enter any work location without previous notice to and consent from the Department Head or their designee, and access may be restricted so as not to interfere with departmental operations or with established safety and security requirements.
b. Campaigning for office, conducting meetings or elections, and other internal employee organization business of a similar nature shall not be carried on during work hours.

7. Use of City Facilities
City buildings and other facilities may be made available for use by City employees

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or an employee organization or their representatives in accordance with administrative procedures governing such use.

8. Advance Notice
a. Except in cases of emergency as provided in this Article, the City Council, the Civil Service Board and the Retirement Board, shall give reasonable written notice to each recognized employee organization affected by any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed t o be adopted by the City Council, the Civil Service Board, or the Retirement Board, and shall give such recognized employee organization the opportunity to meet with the City Council, the Civil Service Board, or the Retirement Board. The Council or such Board shall, upon request of the Employee Relations Officer or a recognized employee organization, delay consideration of the matter proposed to be acted upon for such period of time deemed to be reasonable by the Council or such Board, to give the parties an opportunity to meet and confer thereon in order to endeavor to agree upon a joint recommendation to be made to the Council or such Board.
b. In cases of emergency when the City Council, the Civil Service Board, or the Retirement Board determine that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with a recognized employee organization, the City Council, the Civil Service Board, or the Retirement Board shall provide such notice and opportunity to m eet at the earliest practicable time following the adoption of such ordinance, rule, resolution, or regulation.

9. Employee Organization
Employee organizations may represent their individual employee members in individual employment relations, including grievances, to the extent required by the Government Code.

10. Individual Employees
Nothing in this Resolution shall be construed to restrict or in any way modify the right of an individual employee to present matters involving their individual employment relationship to the appropriate level of management, provided that any action taken in not inconsistent with the terms of a memorandum or understanding then in effect, and that before any action is taken which could affect the terms and conditions of employment of other employees in the representation unit, such proposed action is communi cated to the recognized employee organization for its opinion on the merits and the effect on the proposed action.

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11. Prohibition Against Discrimination
a. No appointing authority or their representative shall discriminate for or against any employee organization, or in any way coerce or influence any employee in their free choice to join or refrain from joining any employee organization.
b. It is the policy of the City to affirmatively support and encourage equal opportunity of employment for members of racial, religious and other minority groups. If evidence of such discrimination by an employee organization comes to the attention of the Employee Relations Officer, it shall be their duty to refer such evidence to an appropriate legal authority having jurisdiction thereof, if any.

12. Application of Labor Code Section 923
The enactment of this Resolution shall not be construed as making the provisions of Section 923 of the Labor Code applicable to employees or employee organizations.

13. Impasse Procedures
a. Initiation of Impasse Procedures – Impasse procedures may be invoked after the possibility of settlement by direct discussion has been exhausted.

Any party may initiate the impasse procedures by filing with the other party or parties a written request for an impasse meeting, together with a statement of its position on all disputed issues. An impasse meeting shall then be scheduled by the Employee Relations Officer forthwith after the date of filing of the written request for such meeting, with written notice to all parties affected. The purpose of such impasse meeting shall be two-fold:

1. To permit a review of the position of all parties in a final effort to reach an agreement on the disputed issues; and

2. If agreement is not concluded, to discuss arrangements for implementing the specific impasse procedure or procedures to which the dispute shall be submitted.
b. Impasse Procedures – Impasse procedures are as follows:

1. If the parties so agree, the dispute shall be submitted directly to the City Council for determination.

2. If they do not so agree with a reasonable period of time, the dispute shall be submitted to mediation. All mediation proceedings shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the is sues. If the parties are unable to agree on a mediator after a reasonable period

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of time, they shall select the mediator from a list of three names to be provided by the State Conciliation Service, or if that body for any reason shall fail to provide such list, by the American Arbitration Association. The recognized employee organization or organizations shall first strike one name, the Employee Relations Officer shall then strike one name, and the name remaining shall be the mediator.

3. If the parties have failed to resolve all their disputes through mediation within fifteen (15) days after the mediator commenced meeting with the parties, the parties may agree to submit the issues in dispute directly to the City Council. In that event the City Council shall finally determine the issues after conducting a public hearing thereon and after such further investigation of the relevant facts as it may deem appropriate.

4. If the parties fail to agree to submit the dispute directly to the City Council, the disputed issues shall be submitted to fact-finding. c. The parties may agree on the appointment of one or more fact -finders. If they fail to so agree, a fact -finding panel of three shall be appointed in the following manner: One member of the panel shall be appointed by the Employee Relations Officer, one member shall be appointed by the recognized employee organization, and those two shall name a third, who shall be the chairman. If they are unable to agree upon a third, they shall select the third member from a list of five names to be provided by the American Arbitration Association, the one to serve to be determined by the alternate striking of names, with the party who is to strike the first name to be determined by chance method.

1. The following constitute the jurisdictional and procedural requirements for fact- finding:
1) Fact-finders shall not have served as mediator in the same impasse under subparagraph (b), and shall not be employees or officers of the City or members of one of the City's employee organizations.
2) Fact-finding is authorized hereunder in connection with all disputed issues that are within the scope of representation. 3) The fact -finder(s) shall, to the extent they are applicable, determine and apply the following standards to the disputed issues in making recommendations:
a. City job classifications shall be compared to
comparable job classifications in private and public
employment in the Sacramento metropolitan area, and
in the three California cities next larger and the three

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California cities next smaller in population than
Sacramento, to the extent such can be reasonably
done.
b. In determining job comparability, the following factors will be considered: The nature and complexity of the
duties involved; the degree of supervision received and exercised; the educational, experience and physical
qualifications, and the special skills required; the
physical working conditions; and the hazards inherent
in the job.
c. Comparisons shall be in terms of total compensation
and benefits of employment, and, to the extent
feasible, shall be measured in monetary terms.
d. The comparison data as hereinabove provided for
shall, to the extent feasible, be adjusted as appropriate for differences in the cost of living in Sacramento as
compared to other cities considered; the benefits of job stability and continuity of employment ; difficulty of
recruiting qualified applicants; and equitable
employment benefit relationships between job
classifications in City employment.
e. The state of the economy in the Sacramento
metropolitan area, and the financial condition and
resources of City government, shall be considered.
4) The fact -finder(s) shall make written findings of fact and recommendations for the resolution of the issues in dispute, which shall be presented in terms of the standards specified in (3) above. The fact -finder or chairman of the fact - finding panel shall serve such findings and recommendations on the Employee Relations Officer and the designated
representative of the recognized employee organization. If these parties have not resolved the impasse within ten (10) days after service of the findings and recommendations upon them, and in no event later than ten (10) days prior to the final date set by law for fixing of the tax rate, the fact -finder or the chairman of the fact -finding panel shall make them public by submitting them to the City Clerk for consideration by the City Council in connection with the Council's legislative
determination of the issues.
5) Costs of mediation and fact -finding shall be divided one- half to the City and one- half to the recognized employee

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organization.

*Non-Career, Part-Time or Seasonal Classification

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APPENDIX A - Designation of Representation Units and Unrepresented Classifications

Represented Units

1. The Council determines that the following (including special job classifications designated by "Special Manpower Planning") are the appropriate representation units:

A. Building Trades and Craft Unit (Represented Unit 06)

• Blacksmith Welder
• Carpenter
• Electrical Design Technician
• Electrician
• Electrician Supervisor
• Generator Technician
• HVAC Supervisor
• Machinist
• Machinist Helper
• Machinist Supervisor
• Mechanical Maintenance Supervisor
• Painter
• Plumber
• Plumber Apprentice
• Plumbing Supervisor
• Senior Carpenter
• Senior Electrician
• Senior Generator Technician
• Senior Painter
• Senior Plumber
• Stagehand I
• Stagehand II
• Structural Maintenance Supervisor
• Supervising Generator Technician

B. Plant Operator Unit (Represented Unit 04)

• Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic • Junior Plant Operator
• Plant Operator
• Senior Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic

*Non-Career, Part-Time or Seasonal Classification

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• Senior Plant Operator
• Senior Stationary Engineer
• Stationary Engineer

C. Water and Sewer Unit (Represented Unit 07)

• Assistant Water Cross-Connection Control Specialist
• Utilities Locator
• Utilities Operations and Maintenance Serviceworker Apprentice • Utilities Operations and Maintenance Leadworker
• Utilities Operations and Maintenance Serviceworker
• Water Cross-Connection Control Specialist

D. Traffic Engineering Unit (Represented Unit 08)

• Traffic Worker I
• Traffic Worker II
• Traffic Worker III
• Traffic Worker Trainee

E. Fire Department Unit (Represented Unit 05)

• Fire Battalion Chief
• Fire Captain
• Fire Engineer
• Fire Investigator I
• Fire Investigator II
• Fire Prevention Officer I
• Fire Prevention Officer II
• Fire Prevention Officer Trainee
• Firefighter
• Sacramento Fire Emergency Medical Technician
• Sacramento Fire Paramedic
• Senior Fire Prevention Officer

F. Police Department Unit (Represented Unit 02)

• Community Service Officer III
• Community Service Officer I (Limited-Term)*
• Community Service Officer II (Limited-Term)*
• Dispatcher I
• Dispatcher II

*Non-Career, Part-Time or Seasonal Classification

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• Dispatcher III
• Park Safety Ranger
• Park Safety Ranger Assistant
• Park Safety Ranger Supervisor
• Police Officer
• Police Sergeant
• Reserve Community Service Officer*
• Reserve Dispatcher*
• Reserve Police Officer I*
• Reserve Police Officer II*
• Reserve Police Officer III*
• Reserve Police Sergeant*
• Security Officer*

G. Professional Unit (Represented Unit 17)

• Arborist/Urban Forester
• Archivist
• Art Museum Registrar
• Assistant Planner
• Associate Curator of Art
• Associate Planner
• Geographic Information Systems (GIS) Specialist I
• Geographic Information Systems (GIS) Specialist II
• Geographic Information Systems (GIS) Specialist III
• Junior Planner
• Media Production Specialist I
• Media Production Specialist II
• Process Control Systems Specialist
• Public Information Coordinator
• Real Property Agent I
• Real Property Agent II
• Real Property Agent III
• Registrar
• Telecommunications Systems Analyst I
• Telecommunications Systems Analyst II
• Telecommunications Systems Analyst III
• Water Quality Chemist

H. Office and Technical Unit (Represented Unit 16)

• 311 Customer Service Agent

*Non-Career, Part-Time or Seasonal Classification

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• 311 Customer Service Specialist
• Account Clerk I
• Account Clerk II
• Accounting Technician
• Aquatics Recreation Coordinator
• Aquatics Specialist*
• Architectural Technician I
• Architectural Technician II
• Architectural Technician III
• Arts Program Assistant
• Arts Program Coordinator
• Booking Coordinator
• Building Monitor*
• Building Inspector I
• Building Inspector II
• Building Inspector III
• Building Inspector IV
• Building Technician
• Cache Logistics Coordinator
• Cashier
• Central Services Assistant I
• Central Services Assistant II
• Central Services Assistant III
• Claims Collector
• Code Enforcement Officer
• Community Service Representative I
• Community Service Representative II
• Construction Inspector I
• Construction Inspector II
• Construction Inspector III
• Crew Leader, Landscape & Learning*
• Customer Service Assistant
• Customer Service Representative
• Customer Service Specialist
• Customer Service Trainee
• Department Systems Specialist I
• Department Systems Specialist II
• Development Services Technician I
• Development Services Technician II
• Development Services Technician III
• Electrical Construction Inspector I
• Electrical Construction Inspector II

*Non-Career, Part-Time or Seasonal Classification

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• Electrical Construction Inspector III
• Engineering Technician I
• Engineering Technician II
• Engineering Technician III
• Events Coordinator
• Fingerprint Clerk
• Fleet Management Technician
• Fleet Service Coordinator
• Forensic Investigator I
• Forensic Investigator II
• Graphics Assistant
• Health Coverage Representative
• Information Technology Support Specialist I
• Information Technology Support Specialist II
• Information Technology Trainee
• Landscape Technician I
• Landscape Technician II
• Lead Forensic Investigator
• Neighborhood Resources Coordinator I
• Neighborhood Resources Coordinator II
• Office Specialist
• Personnel Transactions Coordinator
• Plans Examiner I
• Plans Examiner II
• Plans Examiner III
• Police Clerk I
• Police Clerk II
• Police Clerk III
• Police Records Specialist I
• Police Records Specialist II
• Police Records Specialist III
• Program Coordinator
• Program Coordinator (Adaptive Recreation)
• Program Coordinator (Older Adults)
• Program Developer
• Program Developer (Older Adults)
• Program Leader
• Program Leader (Older Adults)
• Property Assistant
• Recreation Aide*
• Recreation Aide (Older Adults)*
• Recreation Leader (Adaptive Recreation)*

*Non-Career, Part-Time or Seasonal Classification

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• Senior Central Services Assistant
• Senior Claims Collector
• Senior Department Systems Specialist
• Senior Information Technology (IT) Support Specialist • Senior Landfill Engineering Technician
• Senior Office Specialist
• Senior Personnel Transactions Coordinator
• Senior Property Assistant
• Senior Recreation Aide*
• Senior Recreation Aide (Older Adults)*
• Storekeeper
• Stores Clerk I
• Stores Clerk II
• Traffic Investigator I
• Traffic Investigator II
• Traffic Investigator III
• Utility Services Inspector
• Water Conservation Representative
• Water Conservation Specialist
• Water Quality Laboratory Technician
• Zoning Investigator

I. Operations and Maintenance Unit (Represented Unit 03)

• Animal Care Technician
• Animal Control Officer I
• Animal Control Officer II
• Assistant Code Enforcement Officer
• Building Maintenance Worker
• Community Center Attendant I
• Community Center Attendant II
• Custodian I
• Custodian II
• Electronic Maintenance Technician I
• Electronic Maintenance Technician II
• Electronic Maintenance Technician Trainee
• Instrument Technician I
• Instrument Technician II
• Instrument Technician Trainee
• Integrated Waste Equipment Operator
• Irrigation Technician
• Locksmith

*Non-Career, Part-Time or Seasonal Classification

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• Maintenance Worker
• Marina and Boating Facilities Attendant
• Meter Reader
• Park Equipment Operator
• Park Maintenance Worker
• Park Maintenance Worker I
• Park Maintenance Worker II
• Park Maintenance Worker III
• Parking Enforcement Officer
• Parking Lot Attendant
• Parking Meter Coin Collector
• Parking Meter Repair Worker
• Registered Veterinary Technician
• Security Guard
• Senior Building Maintenance Worker
• Senior Custodian
• Senior Electronic Maintenance Technician
• Senior Integrated Waste Equipment Operator
• Senior Maintenance Worker
• Senior Parking Lot Attendant
• Senior Telecommunications Technician
• Senior Tree Maintenance Worker
• Senior Tree Pruner
• Street Construction Equipment Operator
• Street Construction Laborer
• Street Construction Laborer Trainee*
• Survey Technician I
• Survey Technician II
• Telecommunications Technician I
• Telecommunications Technician II
• Telecommunications Technician Trainee
• Traffic Control and Lighting Technician I
• Traffic Control and Lighting Technician II
• Traffic Control and Lighting Technician Trainee
• Tree Maintenance Worker
• Tree Maintenance Worker Trainee
• Tree Pruner I
• Tree Pruner II
• Tree Pruner Trainee
• Utility Worker*
• Zoo Attendant I
• Zoo Attendant II

*Non-Career, Part-Time or Seasonal Classification

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J. General Supervisory Unit (Represented Unit 15)

• 311 Customer Service Supervisor
• Aquatics Recreation Supervisor
• Assistant Box Office Supervisor
• Concrete Construction Leadworker
• Custodial Supervisor
• Customer Service Supervisor
• Enforcement and Collections Supervisor
• Equipment Maintenance Supervisor
• Financial Services Supervisor
• Health Coverage Supervisor
• Instrumentation Supervisor
• Integrated Waste Supervisor
• Meter Reading Supervisor
• Museum Security Supervisor
• Parking Enforcement Supervisor
• Parking Facilities Maintenance Supervisor
• Parking Lot Supervisor
• Parking Meter Collection Supervisor
• Parks Supervisor
• Police Records Supervisor
• Program Supervisor
• Program Supervisor (Older Adults)
• Senior Accounting Technician
• Senior Animal Care Technician
• Senior Animal Control Officer
• Senior Code Enforcement Officer
• Senior Parking Lot Supervisor
• Senior Police Records Supervisor
• Senior Storekeeper
• Senior Engineering Technician
• Street Maintenance Supervisor
• Supervising Building Inspector
• Supervising Code Enforcement Officer
• Supervising Community Center Attendant
• Supervising Construction Inspector
• Supervising Dispatcher
• Supervising Forensic Investigator

*Non-Career, Part-Time or Seasonal Classification

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• Supervising Plant Operator
• Supervising Police Clerk
• Supervising Property Assistant
• Supervising Surveyor
• Supervising Water Quality Chemist
• Survey Party Chief
• Traffic Control and Lighting Supervisor
• Traffic Supervisor
• Tree Maintenance Supervisor
• Tree Pruner Supervisor
• Utilities Operations and Maintenance Supervisor
• Water Conservation Supervisor

K. Engineering Unit (Represented Unit 11)

• Assistant Architect
• Assistant Civil Engineer
• Assistant Electrical Engineer
• Assistant Mechanical Engineer
• Associate Architect
• Associate Civil Engineer
• Associate Electrical Engineer
• Associate Landscape Architect
• Associate Mechanical Engineer
• Junior Engineer
• Junior Landscape Assistant
• Landscape Assistant
• Telecommunications Engineer I
• Telecommunications Engineer II
• Telecommunications Engineer III

L. Automotive/Equipment Mechanics Unit (Represented Unit 12)

• Equipment Mechanic I
• Equipment Mechanic II
• Equipment Mechanic III
• Equipment Serviceworker
• Fire Service Worker
• General Repair Worker
• Senior Equipment Serviceworker
• Supervising Fire Service Worker
• Vehicle Service Attendant

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 20

M. Exempt/Management Support (Represented Unit 14)

Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.

Represented Unit 14 is a closed unit. All classifications in this unit are duplicated in Represented Unit 10. All new hires, hired on or after December 21, 2019, will be placed in the classifications in Unit 10. Once legacy employees attrit out of the Unit 14, Unit 14 will be dissolved.

• Accountant Auditor
• Administrative Analyst
• Budget Analyst
• Personnel Analyst
• Senior Accountant Auditor
• Senior Budget Analyst
• Senior Deputy City Clerk
• Special Assistant to the City Attorney (Ex)
• Treasury Analyst

N. Confidential/Administrative (Represented Unit 10)

Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.

• Accountant Auditor
• Administrative Analyst
• Administrative Assistant
• Administrative Assistant (Confidential/Exempt)
• Administrative Technician
• Administrative Technician (Confidential/Exempt)
• Animal Services Coordinator
• Applications Developer
• Budget Analyst
• Deputy City Clerk
• Legal Secretary (Exempt)
• Legal Staff Assistant (Exempt)
• Paralegal (Exempt)
• Paralegal Technical Support (Exempt)
• Payroll Technician
• Personnel Analyst
• Personnel Technician

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 21
• Senior Accountant Auditor
• Senior Budget Analyst
• Senior Deputy City Clerk
• Senior Legal Staff Assistant (Exempt)
• Senior Staff Assistant
• Special Assistant to the City Attorney (Exempt)
• Staff Assistant
• Supervising Legal Secretary (Exempt)
• Systems Engineer
• Treasury Analyst
• Treasury Assistant
• Workers’ Compensation Claims Assistant I
• Workers’ Compensation Claims Assistant II

O. Exempt Management (Represented Unit 01)

(FLSA and Civil Service Exempt Unit/At-Will Classifications)

• 311 Manager
• Administrative Officer
• Animal Care Services Manager
• Arts Administrator
• Arts in Public Places Specialist
• Assistant Camp Sacramento Supervisor
• Auditor
• Banking Operations Manager
• Building Services Manager
• Business Services Manager
• Camp Sacramento Supervisor
• Cannabis Manager
• Chief Animal Control Officer
• Chief Building Official
• Chief Investment Officer
• City Historian
• City Housing Manager
• Code and Housing Enforcement Chief
• Code Enforcement Manager
• Contracts and Compliance Specialist
• Convention Center General Manager
• Cultural Services and Creative Economy Manager
• Curator of Art
• Curator of Education

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 22
• Curator of History
• Debt Analyst
• Deputy Chief Building Official
• Deputy City Attorney I
• Deputy City Attorney II
• Deputy Convention Center General Manager
• Diversity and Equity Manager
• Economic Development Manager
• Emergency Communications Manager
• Emergency Medical Services Coordinator
• Engineering Manager
• Environmental Health and Safety Manager
• Environmental Health and Safety Officer
• Environmental Health and Safety Specialist
• Equal Employment Manager
• Equal Employment Specialist
• Ethics Program Compliance Officer
• Events Services Manager
• Events Services Supervisor
• Facilities and Real Property Superintendent
• Facilities Manager
• Finance Manager
• Fire Assistant Chief
• Fire Marshal
• Fiscal Policy Analyst
• Fleet Manager
• Graphic Designer
• Homeless Services Manager
• Human Resources Manager
• Information Technology (IT) Manager
• Information Technology (IT) Supervisor
• Integrated Waste Collections Superintendent
• Integrated Waste General Manager
• Integrated Waste General Supervisor
• Integrated Waste Planning Superintendent
• Investigator
• Investment Officer
• Investment Operations Analyst
• Junior Development Project Manager
• Law Office Administrator
• Licensed Land Surveyor
• Marina Manager

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 23
• Media and Communications Specialist
• Neighborhood Services Area Manager
• Neighborhood Services Manager
• Operations General Supervisor
• Operations Manager
• Park Maintenance Manager
• Park Maintenance Superintendent
• Park Planning, Design and Development Manager
• Parking Manager
• Permit Services Manager
• Planning Director
• Plant Services Manager
• Police Captain
• Police Lieutenant
• Police Social Services Administrator
• Principal Accountant
• Principal Applications Developer
• Principal Building Inspector
• Principal Engineer
• Principal Fiscal Policy Analyst
• Principal Planner
• Principal Systems Engineer
• Procurement Services Manager
• Program Manager
• Program Specialist
• Public Safety Administrative Manager
• Public Safety Communications Manager
• Recreation General Supervisor
• Recreation Manager
• Recreation Superintendent
• Risk Manager
• Senior Applications Developer
• Senior Architect
• Senior Auditor
• Senior Debt Analyst
• Senior Deputy City Attorney
• Senior Development Project Manager
• Senior Engineer
• Senior Fiscal Policy Analyst
• Senior Investment Officer
• Senior Landscape Architect
• Senior Personnel Analyst

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 24
• Senior Planner
• Senior Systems Engineer
• Special Districts Manager
• Special Projects Manager
• Stores Administrator
• Streets Manager
• Supervising Architect
• Supervising Engineer
• Supervising Financial Analyst
• Supervising Landscape Architect
• Support Services Manager
• Training Specialist
• Treasury Manager
• Urban Design Manager
• Utilities Operations and Maintenance Superintendent
• Utilities Operations and Maintenance Manager
• Utility Construction Coordinator
• Veterinarian
• Website Administrator
• Workers’ Compensation Claims Manager
• Workers’ Compensation Claims Representative
• Workers’ Compensation Claims Supervisor

Unrepresented Units

2. The Council designates the following class titles as "unrepresented classifications."

A. Executive Management (Unrepresented Unit 20)

(FLSA and Civil Service Exempt Unit/At-Will Classifications)

• Assistant City Attorney
• Assistant City Auditor
• Assistant City Clerk
• Assistant City Manager
• Assistant to the City Manager
• Budget Manager
• Chief Assistant City Attorney
• Chief Information Officer
• City Attorney
• City Auditor
• City Clerk

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 25
• City Manager
• City Treasurer
• Community Engagement Manager
• Deputy City Manager
• Deputy Fire Chief
• Deputy Police Chief
• Director of Community Development
• Director of Community Response
• Director of Convention and Culture Services
• Director of Economic Development
• Director of Emergency Management
• Director of Finance
• Director of Governmental Affairs
• Director of Human Resources
• Director of Public Safety Accountability
• Director of Public Works
• Director of Utilities
• Director of Youth, Parks & Community Enrichment (YPCE) • Executive Director, SAC CCOMWP
• Fire Chief
• Governmental Affairs Manager
• Human Resources Manager (Benefits & Retirement)
• Human Resources Manager (Employment & Classification) • Human Resources Manager (Labor Relations)
• Labor Relations Administrative and EEO Investigator
• Labor Relations Analyst
• Labor Relations Officer
• Media and Communications Officer
• Police Chief
• Principal Budget Analyst (Finance/Budget)
• Supervising Deputy City Attorney

B. Mayor/Council Support (Unrepresented Unit 21)

(FLSA and Civil Service Exempt Unit/At-Will Classifications)

• Administrator of Government Relations
• Chief of Staff to the Mayor
• Council Operations Manager
• Council Representative
• Office of Public Safety and Accountability Analyst
• Office of Public Safety and Accountability Inspector General

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 26
• Office of Public Safety and Accountability Specialist • Senior Advisor to the Mayor
• Senior Council Representative
• Senior Policy Advisor
• Special Assistant to the Mayor

C. Executive Management Support (Unrepresented Unit 22)

(Civil Service Exempt Unit/At-Will Classifications)

• Executive Assistant (City Manager’s Office)
• Executive Assistant (Mayor/Council)
• Mayoral Aide (Mayor/Council)
• Staff Assistant (Mayor/Council)

D. Mayor/Council (Unrepresented Unit 23)

(FLSA and Civil Service Exempt Unit/At-Will Classifications)

• Mayor
• City Council

E. Non-Career (Unrepresented Unit 09)

(Civil Service Exempt Unit/At-Will Classifications)

• Assistant Camp Chef*
• Assistant Camp Caretaker*
• Assistant Pool Manager*
• Camp Aide*
• Camp Caretaker*
• Camp Chef*
• Camp Host*
• Camp Program Director*
• Camp Recreation Leader*
• Cashier (Aquatics)*
• Dispatcher Recruit*
• Emergency Medical Service Trainee*
• Events Associate*
• Events Duty Person*
• Fire Recruit*
• Graduate Student Trainee*
• General Intern*

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: January 2024 Page 27
• Lead Events Associate*
• Lifeguard*
• Marina Aide*
• Mayor/Council Intern*
• Nurse*
• Nurse (Adaptive Recreation)*
• Pilot*
• Police Background Investigator*
• Police Cadet*
• Police Recruit*
• Pool Manager*
• Public Service Aide*
• Reserve Evidence and Property Technician*
• Reserve Police Records Specialist*
• Senior Camp Sacramento Aquatics Leader
• Senior Lifeguard*
• Student Trainee*
• Ticket Seller (Exempt)*
• Youth Aide*

Last Reviewed: January 2024 Page 28

DEFINITIONS

Confidential Employee
An employee who regularly participates in making or regularly has advance knowledge of decisions of the City affecting employee relations.

Employee
Except as otherwise provided for in a collective bargaining agreement, employee is defined as:
(a) A full-time career employee, or
(b) an employee who works within one year from each date of employment, in excess of 1,040 hours during a continuous period of employment of more than six (6) months

Employee Organization
As defined in California Government Code Section 3501.

Employee Relations Officer
The City Manager or their duly authorized representative.

Impasse
A deadlock in discussions between a recognized employee organization and the Employee Relations Officer over any matters concerning which they are required to meet and confer in good faith, or over the scope of such subject matter.

Management Employee
An employee having responsibility for formulating, administering, or managing the implementation of City policies and programs.

Mediation
As defined in California Government Code Section 3501.

Professional Employee
An employee engaged in work (a) predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical, or physical work, and (b) involving the consistent exercise of discretion and judgment in its performance, and (c) of such a character that the output produced or the result accomplished cannot be standardized in relation to a given period of time, and (d) requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study in an institution of higher learning or a hospital, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual, or physical processes.

Proof of Employee Approval
Demonstrated under this Resolution by (a) an authorization card recently signed by an employee, or (b) employee dues deduction authorizations, using the payroll immediately

Last Reviewed: January 2024 Page 29
prior to the date a petition is filed hereunder, except that deductions for more than one employee organization for the account of any one employee shall not be considered proof of employee approval for more than one employee organization, or (c) a verified authorization petition or petitions recently signed by an employee.

Recently Signed
Signed within one hundred eighty (180) days prior to the filing of a petition hereunder.

Recognized Employee Organization
As defined in California Government Code Section 3501.

Scope of Representation
As defined in California Government Code Section 3504.

Supervisory Employee
An employee having responsibility for assigning and directing the work of other employees, or for rewarding or disciplining them, or for adjusting their grievances, or effectively to recommend such action if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.

Adopted by the Sacramento City Council
January 9, 2024

Approving the Personnel Resolution Covering Unrepresented Officers and Employees (Unrepresented Resolution),
Approving Salary Ranges of the City Manager, City Attorney, City Clerk, and City Treasurer, Approving Salaries of the City Clerk, City Treasurer, and Director of Public Safety
Accountability, and Approving the Citywide Salary Schedule and the Employer-Employee Relations Policy (EERP)

BACKGROUND

A. The Personnel Resolution Coving Unrepresented Officers and Employees (Unrepresented Resolution) attached to this Resolution as Exhibit A sets forth general administrative provisions, hours of work, and other terms and conditions of employment affecting unrepresented job classifications.

B. Government Code 54953 requires that prior to taking final action, the legislative body must orally report a summary of the recommendation for final action on salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency executive during the open meeting in which the final action is to be taken. Local agency executives are defined in Government Code section 3511.1 (d) as “(d) Local agency executive means any person employed by a local agency who is not subject to the Meyers-Milias-Brown Act (Chapter 10 (commencing with Section 3500)).” The City Clerk, City Treasurer, and Director of Public Safety Accountability meet the local agency executive definition.

C. The Salary Schedule attached to this Resolution as Exhibit B has been amended to reflect the salary range adjustments to the City Manager, City Attorney, City Clerk, and City Treasurer classifications and includes all City classifications to ensure that salary ranges are transparent and publicly available.

D. 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. 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.

E. The Employer-Employee Relations Policy (EERP) has been amended to reflect classification changes within the represented and unrepresented units attached to this Resolution as Exhibit C.

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

Section 1. The Unrepresented Resolution 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. Exhibits A through C are part of this Resolution.

Section 4. The salary of the City Clerk shall be increased to $119.474909 per hour effective July 29, 2023.

Section 5. The salary of the City Treasurer shall be increased to $137.856476 per hour effective April 22, 2023.

Section 6. The salary of the Director of the Office of Public Safety Accountability shall be increased to $114.345000 per hour effective February 11, 2023.

Section 7. The EERP attached to this Resolution as Exhibit C is approved.

Section 8. The City Manager is authorized to make minor changes or adjustments to Exhibit A and C to correct omissions and errors.

Table of Contents
Exhibit A – Unrepresented Resolution
Exhibit B – Salary Schedule
Exhibit C – EERP

Personnel Resolution Covering
Unrepresented Officers and Employees

January 9, 2024