Staff Report - Multiple Successor Labor Agreements Memoranda of Understanding; and the Citywide Salary Schedule — Sacramento City Council, January 9, 2024 (part 3 of 5)

32 (b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s
straight-time hourly rate of pay on the final paycheck of the calendar year in which it was earned.
(c) An employee separating from City employment for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate of pay.

14.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks of each month.
(2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service shall be used to determine the vacation accrual date used in determining the above accrual rates. (5) An employee’s maximum accrual of vacation shall not exceed four hundred and eighty (480) hours. Accrual shall be suspended until the balance is brough below the maximum accrual amount. Accrual will resume on the applicable paycheck following the paycheck in which the balance is brought down.
(6) 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 hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30 . The in -lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight -

33 time hourly rate of pay the employee is receiving at the time the payment is made. If the employee electing the in -lieu payment separates from City employment for any purpose before receiving the in -lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have been accrued from January 1 to the last day of employment.
b. Integration of Vacation With Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is r eceiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay shall not exceed on hundred percent (100%) of the employee’s regular rate of pay. As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 14.3, Sick Leave.

14.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job -related. In accordance with the Rules and Regulations of the Civil Service Board, one -third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed on hundred percent (100%) of the employee’s regular rate of pay . Such usage shall not exceed the maximum amount of the employee's accumulation. A part-time career or non -career (+1,040) employee shall earn sick leave on a pro rata basis.
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forgo 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 designate d in the designated election.

34 Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time payment is made.

If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to receiv e the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion To PERS Service Credit (1) PERS
(a) PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees, or those entitled by law to the possession of the estate of a deceased employee, may
receive payment for thirty -three and one -third percent (33-1/3%) of the total sick leave credits accumulated
(to the nearest full day) by the employee on the date of their retirement, resignation, or layoff, or death.
(ii) In the alternative, eEligible employees with an effective retirement date from PERS within one hundred twenty
(120) calendar days from their separation from City
service may also convert any or all of their total sick leave credits accrued , less any payment received
pursuant to subparagraph (i), above, to PERS service
credit as of the date of their retirement consistent with and pursuant to the PERS contract with the City , as
amended. If the employee converts less than the full
balance of sick leave to service credit, the employee
may receive payment for thirty -three and one -third
percent (33-1/3%) of the total sick leave credits after conversion to PERS.
(ii)(iii) Individuals identified pursuant to California Government Code Section 53245 as being the person
designated on the employee’s “Designation of Person
Authorized to Receive Warrants” form, or in the

35 absence of an identified person pursuant to California Government Code Section 53245, persons entitled by
law to the possession of the estate of a deceased
employee who was eligible to cash out sick leave
credits pursuant to subparagraph (i), above, may
receive payment for thirty -three and one -third percent (33-1/3%) of the total sick leave credits accumulated
(to the nearest full day) by the employee on the date of the employee’s death.
(b) PERS membersEmployees hired, rehired, or reemployed on or after January 1, 2005 , shall not be eligible for payment of any portion of accumulated sick leave credits upon retirement, resignation, or layoff regardless of their years of service. , though However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert the ir remaining sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are separated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
(a) Upon separation of an employee eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years , or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall
receive payment for thirty -three and one -third percent (33 - 1/3%) of the total sick leave credits accumulated (to the nearest full day) by the e mployee on the date of such
retirement, resignation, layoff, or death.
(3)(b) No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits. c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty -six and two -thirds percent (66 -2/3%) of their accumulated sick leave credits if and when said employee is recalled.

If said employee thereafter leaves City service after being recalled and is

36 entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one- third percent (33-1/3%) of those sick leave credits which accrued after the date of recall.
d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board, Rule 16 and Attachment A to the Rules and Regulations of the Civil Service Board Rules and Regulations.
e. Sick Leave Credit Limitation
e. 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.
f. Administration of Sick Leave
f. The Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.

14.4 PARENTAL LEAVE
a. The parental leave policy applies for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City -paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave. (2) To be eligible for the paid leave an employee must have completed at least 6,240 hours ofthree (3) years of City service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom th e employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City -paid leave shall not

37 change based on a change in employment status, such as from part- time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former Department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday , and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

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

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

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

39 to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City.
b. If a swing shift or graveyard shift employee has served in excess of one half of their scheduled shift in court or on jury duty, the employee will notify their supervisor in advance of the start time so they can be excused from the shift. If the employee is in court or on jury duty less than one half of the scheduled shift, they 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 juror or appearance in court for that purpose, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to jury duty benefits in accordance with the above stated procedure.

14.7 PERSONAL LEAVETIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty-four (24) hours of personal leave time off (PTO)in January of each applicable year . Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1. b. Employees who separate service and who are subsequently reemployed, pursuant to Article 16.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful comp letion of probation, on a go -forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
b.c. Use of personal leavePTO shall not cause overtime.

40 c.d. Personal leavePTO shall not accumulate from calendar year to calendar 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.

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

In all other cases, the time shall be forfeited.

14.9 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross incom e, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee- authorized deductions shall be deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro-rata basis.

41 14.10 BEREAVEMENT LEAVE
An employee may receive up to three (3) days of City-paid leave for bereavement based on the death of the employee ’s parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Board Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement or funeral needs.

14.11 PAID CITY LEAVE
a. Within ninety (90) calendar days of adoption by the City Council, employees who are employed in a classification represented by the Council and who are still active on payroll shall receive a one-time leave bank contribution of thirty-five (35) hours of Pa id City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contributions described in Section 14.11(a) may make an irrevocable election to receive cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Divis ion, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the hourly rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in 14.11(a) shall receive payment for the Paid City Leave balance at the hourly rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification represented by the Council 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 Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contributions described in Section 14.11(b) may make an irrevocable election to receive a one- time cash payment by foregoing the thirty-five (35) hours of Paid City Leave in 2023. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the hourly rate of pay the employee is receiving at the time of payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the

42 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 14.11(b) shall receive a payment for the Paid City Leave balance at the hourly rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

ARTICLE 15 – SAFETY SHOES AND SAFETY GLASSES

15.1 SAFETY
The City is committed to and mandated by law to provide its employees with a safe working environment and understands its obligations to do so. The Council agrees that the City shall determine safety, health and property protection measures as required to meet its obligations under the law. The City will conduct safety training, meetings and inspections as mandated by law and operational needs. The City and employees acknowledge the responsibility of each to communicate safety concerns, safety hazards, prevention techniques and safety recommendations and ideas.

15.2 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse employees up to a n annual maximum of $400 .00, or up to a maximum of $500 .00 if a special order is required due to a medical need, for the cost of acceptable safety shoes, inserts, and/or repairs to safety shoes. These employees may purchase any brand of safety shoe from any outlet as long as such shoes meet the requirements of being an acceptable “safety shoe” as provided in the City’s Protective Footwear Policy. The annual maximum may be used toward the purchase of a single pair or two (2) pair, as needed, at the same time. When an employee has purchased a pair of safety shoes, inserts, and/or repairs to safety shoes, which do not meet the annual maximum, the employee shall be allowed to use the remainder of the annual maximum for a future purchase in the same year. The City maintains the right to specify the type of required safety shoe.
b. Except as provided above, employees shall normally be authorized for a single pair of safety shoes. A second pair of safety shoes in the same fiscal year shall be approved if replacement is deemed necessary by the employee’s supervisor.
c. To be eligible for reimbursement or repair of safety shoes under this Section, the employee must obtain prior authorization from their supervisor before purchasing the required safety shoe and must submit the receipt to the supervisor to verify the purchase, substantiate the reimbursement, and

43 remaining annual maximum, if any. Only safety shoes qualify for reimbursement or repair pursuant to this subsection.
d. Provisions in the City’s Protective Footwear Policy regarding authorized safety shoe vendors, vouchers, and invoices shall not apply to employees in classifications covered by this Agreement.

15.3 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. The City shall provide non - prescription safety glasses for employees. Employees who wear prescription glasses shall wear protective eye wear provided by the City of prescription safety glasses.
b. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $150.00 per pair.
c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non -prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription s hall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

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

ARTICLE 16 – LAYOFF

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

44 16.2 DEFINITIONS
a. Layoff
A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's current job classification, less any time spent in a lower classification due to a downgrade. In the case of an employee who is demoted or whose position is reallocated in accord with applicable Civil Service Board the Rules and Regulations of the Civil Service Board , classification seniority for the reallocated or demoted employee shall be mutually established by the City and Council at the time of reallocation. Within a regression ladder, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted: (a) classification seniority in any higher classifications within the regression ladder, and (b) previous classification seniority in the job classification in which the employee is currently working, and (c) present time spent in the job classification in which the employee is currently working, minus any seniority adjustments.
(2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position.
(3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is reemployed and completes a probationary period, if any, in the position to which the employee was reemployed may count the seniority which they accumulated prior to resignation.
(b) Discharge.
(c) Retirement.

45 (d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade
A downgrade shall be defined as a change in job classification to which the top step is less than the top step of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder. d. Regression Ladder
A regression ladder shall be defined as a classification series through which an employee may downgrade. Regression ladders for the Building Trades and Craft Unit are as follows:
(1) Electrician Supervisor
Senior Electrician
Electrician
(2) Electrician Lineworker
(3) Blacksmith Welder
(4) Machinist Supervisor
Machinist
Machinist Helper
(5) Senior Plumber
Plumber
Plumber Apprentice
(6) Senior Painter
Painter
(7) Structural Maintenance Supervisor
Senior Carpenter
Carpenter
(8) Stagehand II
Stagehand I
(9) Mechanical Maintenance Supervisor
Senior Sheet Metal Worker
Sheet Metal Worker

46 (10) Roofer
(11) Supervising Generator Technician
Senior Generator Technician
Generator Technician
e. Permanent Status
For the purposes of this layoff procedure permanent status is attained in a job classification when an employee has successfully completed the probationary period in that job classification.
f. Career and Non-Career
Career employees shall be those employees in positions which are in the classified service who are required to serve a probationary period. Non- career employees are all other employees covered by this Agreement.

16.3 PROCEDURE
a. Non-Career Employees
When layoff is to occur within a job classification within a department, all non-career employees in the regression ladder in which that job classification is found shall be laid off first. In no event shall a career employee suffer a layoff until all non -career employees in the affected regression ladder have been laid off. Non-career employees shall have no right to downgrade.
b. Career Employees
(1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority.
(2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification.

47 (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the department, in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If ther e are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off.
(4) Notwithstanding any other provisions of this Article, those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if the employee meets the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section

16.3(b)(3).
(5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two (2) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off.
(6) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary.
(7) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.
c. Notice of Layoff
In the event of layoff, the City shall send by certified mail return receipt requested a layoff notice to all affected employee(s). Such notice shall be

48 postmarked at least fourteen (14) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address in the City’s payroll system , and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees. However, the employee who is on sick leave or injury-on- duty status on the date of the layoff notice shall not be l aid off or downgraded until the employee returns to work; except that the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.

16.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to downgrade providing there is no increase in pay.
b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 8.2 "Advancement in Rate of Compensation" with time served in the classification from which the downgrade occurred counting toward salary step advancement.
c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the e mployee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher in the permanent classification. The anniversary date for future in-grade salary adjustments shall be the date of recall to the permanent classification.
d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the salary schedule.

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

49 b. Employees laid off who are enrolled in City insurance programs may continue elected coverage for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's premium for the cost of such coverage, at the time of layoff. c. Assistance with this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by Benefits in the Department of Human Resources at the request of the laid-off employee.

16.6 RECALL
a. When a vacancy occurs in a job classification, the laid -off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of their downgrade or layoff. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, but shall have no recall rights to any job classification in which provisional or probationary status was held at the time of layoff or downgrade. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Provisional and probationary employees who had no permanent status in another job classification at the time of layoff shall have no recall rights. Non-career employees shall have no recall rights.
b. Employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which they are downgraded. An employee who has downgraded and has not been recalled to the classification where permanent status is held within the five (5) year period shall gain permanent status for purp oses of layoff in the classification to which the employee downgraded, or is currently working at the time recall rights are lost, whichever is higher in the regression ladder.
c. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail return receipt requested and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, the employee will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other qualifications of the classification to which they are recalled. Any additional qualifications established during said

50 employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. d. Career employees holding recall rights may be offered a non -career job of less than 1,040 hours annually, and if said career employee accepts or refuses such non-career jobs of less than 1,040 hours, it shall have no effect on said career employee's normal recall rights.

16.7 GENERAL
The City or the Council shall have the right, at any time during the term of this Agreement, to initiate discussions on possible alternatives to layoff to correct any adverse impact a proposed layoff would have on minorities and women employees in the Unit. If such discussions are initiated but the parties fail to reach agreement, the present layoff procedure shall continue in full force and effect.

ARTICLE 17 – DISCIPLINE

17.1 LETTER OF REPRIMAND
a. A letter of reprimand shall not be appealable to the Civil Service Board, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations . The Manager or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure. b. A letter of reprimand issued on or after October 20, 1990, will be withdrawn from an employee's official personnel file eighteen (18) months from the date of issue provided there has not been additional formal discipline imposed during this period.

17.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lie u of such suspension. If the suspension is reduced or reversed at the conclusion of the appeal process, the City shall reinstate the forfeited credits. This provision shall not be subject to the grievance procedure.

17.3 WITHDRAWAL OF APPEAL
An employee or Council may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Judge or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days

51 to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.

17.4 SUSPENSIONS AND PAY REDUCTIONS
a. Suspensions and pay reductions imposed after June 20, 2009, will be withdrawn from an employee's official personnel file and any other personnel files maintained by the City five (5) years from the date of issue provided there has not been additional formal discipline imposed during the five-year period. If an employee had additional discipline in the five -year period, the removal date will restart.
b. All discipline documents that are removed from the employee’s personnel file will be retained in Labor Relations. Should an employee have subsequent discipline, the earlier disciplines may be used for purposes of progressive discipline.

ARTICLE 18 – UNIFORMS

18.1 UNIFORMS
a. City-Provided Uniforms
(1) The City agrees to provide five (5) uniform changes per week to employees in the Building Trades and Craft Unit (5 -5-1), at no cost to the employee.
(2) The City may provide uniforms for non-career employees. b. Stagehand Uniforms
(1) The City shall provide full -time career employees in the classifications of Stagehand I and II with the following dress uniform in addition to the current work (5-5-1) uniform:
1 blazer
2 shirts
1 pair pants
1 tie
(2) The City shall be responsible for the repair and replacement of dress uniform items.
(3) The City shall be responsible for the cost of dry cleaning the sports coat and tie.
(4) The employee shall be responsible for the cleaning of the dress shirts and pants.

52 (5) The City shall designate the events at which the dress uniform shall be worn.
c. Inclement Weather Jacket
(1) Unit employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket.
(2) Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.
(3) Employees in the classifications of Blacksmith Welder, Machinist, Machinist Helper, Electrician and Electrician Supervisor shall be provided an inclement weather jacket with the outer layer made of all cotton fibers.

The above specified jacket is not protective safety wear. Required protective safety equipment and gear, determined necessary and mandated for use by management, shall be worn while performing work in and around hazardous conditions.

ARTICLE 19 – MISCELLANEOUS

19.1 NEW OR REVISED JOB CLASSIFICATIONS
a. It is recognized that the establishment of new or revised job classifications covered by this Agreement may be warranted because of changes in job content or services offered by the City. Under such circumstances, the City shall prepare and submit to the Council the proposed descriptions and proposed appropriate rate ranges for such job classifications as will have been determined to be within the Unit covered by this Agreement not less than fifteen (15) days prior to submission of the job classification to the Civil Service Board. Upon request of the Council, the fifteen (15) day period will be extended by an additional ten (10) days.
b. The Council and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board. The Council and the City shall follow provisions of applicable state law and the Employer-Employee Relations Policy regarding negotiations of an appropriate salary range for any revised entry or revised promotional classification covered by this Agreement.
c. The Council shall have the right to file an appeal to the Civil Service Board regarding job classification.

53 19.2 EMPLOYEE ORIENTATION
a. Unless otherwise agreed in advance, Council Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new -employee orientations so that they may provide information about the Council and the labor agreement. b. The new -employee orientation schedule, and the reserved fifteen (15) minutes of time for the Council’s representative(s) to attend, shall be established by the City. The City shall make a reasonable effort to provide the Council with at least forty -eight (48) hours’ notice of changes to the regular schedule.

19.3 EMPLOYEE INFORMATION
a. At least every thirty (30) days, the City shall provide the Council with a list of employees who are employed in classification represented by the bargaining unit.
b. To the extent it is known, information shall include: name, classification date; job title; department; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.

19.4 SELECTION OF VACANCIES
a. Whenever a vacancy occurs in a particular job assignment of a regular civil service position, and the Department Head or designee, in their discretion, elects to permanently fill said vacancy, employees holding permanent civil service status in the classification allocated to that position, and who are assigned to the particular operation in which the vacancy arises, may request to be reassig ned to fill said vacancy. The Department Head shall give first consideration to those employees making such requests before considering any other persons for the vacancy.
b. In the event more than one qualified employee requests to fill said vacancy, the assignment shall be based on classification seniority (or in the case of a tie, highest position on the eligible list) provided relative experience and capability in performin g the required job functions and relative disruptive effect on the established work schedule are equal.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immediate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.

54 e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational and personnel needs of the departments. This Article does not apply to non-career employees.

19.5 DRIVER LICENSE REQUIREMENTS
a. In those classifications which require a commercial driver license, employees hired on or after October 20, 1990, shall be required to possess the appropriate valid commercial California driver license and endorsements as a condition of continued employment.
b. Employees hired prior to October 20, 1990, who are temporarily unable to maintain the required commercial license, but is able to maintain a Class “C” license, shall, as a result of that failure, be transferred to an alternate assignment, if available, with a salary reduction of 2.5%, until the required license has been obtained in a reasonable amount of time. However, in the event the employee is unable to obtain a required license, the employee shall be separated from employment.

Further, the salary reduction or separation from employment shall not be subject to the grievance procedures provided for in Section 5, nor shall the reduction be considered disciplinary action as defined by Rule 12 of the Rules and Regulations of the Civi l Service Board. In the event the transferred employee subsequently obtains the required license with endorsements, the employee shall be transferred back to the previous c. An employee who is unable to qualify for a required commercial license, due to medical reasons, shall not be subject to the contractual transfer or salary reduction described in section (b), above.

19.6 CONTRACTING OUT
a. The City shall not contract out for goods or services performed by bargaining unit employees which will result in any career employee being laid off without prior consultation with the Council concerning the impact on the terms and conditions of employment of employees covered by this Agreement.
b. Any layoffs resulting from the City's action shall be made pursuant to the layoff provisions of this Agreement.

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

55 19.8 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's salarycompensation, including, but not limited to, wages, overtime payment, healthcare contributions, incentives, or leave accruals, balances and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment in wagescompensation, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from useable vacation, compensating time off (CTO), or holiday credit available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty -six (26) pay periods. The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.

19.9 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee on or after November 22, 1986 , shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited-term appointment.
b. The trial period shall be a thirty (30) calendar day period beginning with the first day the employee reports to work or until the employee has worked one hundred sixty-eight (168) straight-time hours, whichever occurs last.

56 c. A non-career employee may be released from their position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing. d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.

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

19.11 PERS RETIREMENT PLAN
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Classic members in miscellaneous classifications shall pay seven percent (7%) of the members contribution to the PERS retirement plan, shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) consecutive mont hs of compensation.
(2) Effective June 20, 2020, employees covered under Section 19.11(a) (Member Contribution to PERS Retirement Plan – Classic Members) shall pay, through payroll deduction, one hundred percent (100%) of the seven percent (7%) member contribution, plus an additional one percent (1%) of the employer’s contribution of PERSable compensation for a total contribution of eight percent (8%) toward the cost of pension benefits as permitted by Government Code section 20516 (Employee Cost Sharing of Additional Benefits). T he parties acknowledge that CalPERS mandates an election of unit members, separate from the ratification of this MOU, to provide for this cost sharing pursuant to Government Code section 20516. As soon as practicable after the effective date of this MOU, the City will initiate the contract amendment process. Upon approval and agreement from the bargaining unit and completion of the City’s amendment to the CalPERS contract, employee contributions will be made pursuant to Government Code section 20516. Should the membership vote against the CalPERS contract amendment, effective June 20, 2020, the above referenced one percent (1%) cost sharing shall be implemented outside of a CalPERS contract amendment as authorized by Government Code section 20516(f).

The Council and the City will take all actions necessary to implement the pension cost sharing agreement described in this Section.

57 b. Member Contributions to PERS Retirement Plan – New Members New members in miscellaneous classifications shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA). New members shall qualify for the 2% at 62 benefit formula shall contribute fifty percent (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.

19.12 SECTION 401(A) MONEY PURCHASE PLAN
As soon as practicable, the City shall establish an IRS Section 401(a) Plan for employees in the classifications of Electrician Supervisor, HVAC Supervisor, Machinist Supervisor, Mechanical Maintenance Supervisor, Plumbing Supervisor, Structural Maintenanc e Supervisor, and Supervising Generator Technician. The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the 401(a) Plan.

The 401(a) Plan shall conform to all Internal Revenue Code (IRC) requirements. Vesting of City funds occurs with enrollment consistent with the IRC and the 401(a) plan documents.

19.13 EMERGENCY RESPONSE
a. Employees may be assigned and/or reassigned for emergency reasons including, but not limited to, storm duty . In consideration of the individual employee’s sleep needs, the number of additional hours which an employee may work, and the time off between hours worked shall be established jointly by the supervisor and employee. The supervisor may determine that an employee is to be released from the shift when, in the judgment of the supervisor, the employee is no longer capable of performing the job safely. b. In consideration of employee safety, if the emergency response is prolonged, the supervisor shall provide appropriate break times and areas, available emergency equipment, reporting responsibilities and other necessary support to allow the employee to perf orm effectively in the emergency.
c. Nothing in this Section shall be construed to limit management’s right to assign or reassign employees in an emergency.

19.14 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home -to-work transportation are eligible for an eighty

58 percent (80%) price discount on an SRTD monthly pass. Part-time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division, on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home -to-work commuting are eligible for up to eighty percen t (80%) of the cost of the monthly pass.

Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division, by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120).
c. Downtown Parking Subsidy
The City shall provide a ninety dollar ($90) per month parking subsidy to eligible full-time career employees who are regularly assigned to work in the downtown area. Eligible part -time career employees who are regularly assigned to work in the downtown area will receive a sixty dollar ($60) per month parking subsidy. The subsidy will be included in the employee’s bi - weekly paycheck, subject to applicable state and federal taxes.

19.15 PROBATIONARY PERIOD
a. Probationary Period
The probationary period is an extension of and an integral part of the examination process. It shall be utilized for closely observing the employee’s work, for securing the most effective assimilation of a new employee, and for determining if performance meets the required standards of the job.
(1) The probationary period for employees in this Unit shall be twelve (12) months in duration.
(2) An employee may be released, without right of appeal, during the probationary period. Written notice of for the release shall be furnished the probationer.
b. Employee Service Rating and Reports
Employees are entitled to Employee Service Rating and Reports which outline progress and performance in their classifications.

59 c. The Employee Service Rating and Report shall primarily serve as follows:
(1) To regularly review employee’s performance with the supervisor; (2) To ascertain and encourage the improvement in performance or progress of employee;
(3) To provide effective supervision of an employee; and (4) To note and reward outstanding achievement by an employee.

An employee in a twelve (12) month probationary position shall receive such Reports on or about the end of the third, fifth, eighth, and eleventh months of service and annually thereafter.

19.16 ZONAR OR OTHER GPS AND SAFETY STICKERS
Zonar and other Global Positioning Systems ( GPS) devices will be used for purposes of improving departmental efficiencies to include, but not be limited to, preserving City resources and preventing unnecessary idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings, or confirm work performance issues for purposes of discipline.

The City may place one “safety sticker” on City vehicles which reads “How’s My Driving? Dial 311.” Safety stickers shall not exceed 200 square inches and will not be placed in an area which obscures the driver’s safe operation of the vehicle.

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

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

19.18 TERM
a. This Agreement shall remain in full force and effect from May 31, 2022July 1, 2023, to and including June 30, 2023July 11, 2025.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

60 DATED: May 31, 2022January 9, 2024

SACRAMENTO-SIERRA'S BUILDING

AND CONSTRUCTION TRADES

COUNCIL

CITY OF SACRAMENTO

Mark Martin
Chief Negotiator
Shelley Banks-Robinson
Director of Human Resources

Matthew Nootenboom
Business Representative
Aaron Donato
Labor Relations Manager

David Hoekstra
Negotiations Committee
Christen Snyder
Chief Negotiator

Steve Dotson
Negotiations Committee
Leslie Wisniewski
Negotiations Committee

Bradley Hoekstra
Negotiations Committee
Charley Cunningham
Negotiations Committee

Jim Pumphrey
Negotiations Committee
Approved as to form:

Phillip Pineda
Negotiations Committee
Brett M. Witter
Assistant City Attorney

61 EXHIBIT A - EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION

EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION AND

REQUEST FOR RECOGNIZED EMPLOYEE ORGANIZATION

SPONSORED INSURANCE PREMIUM(S)
(Front side of form to be completed and executed by employee.) I, , hereby request and authorize my employer, City of Sacramento, to deduct from my earnings and pay to
(insert name and address of payee to whom amounts are to be remitted), the amount of $ per month for insurance premium(s) covering a plan or plans sponsored by the said recognized employee organization.

PLEASE READ
I understand and agree that:

1. Neither the City of Sacramento, nor any of its officer, agents or employees, make any representations of any kind o r nature concerning such insurance plan or plans; and that the City of Sacramento is simply providing payroll deductions as a benefit to those eligible employees who choose to avail themselves of this service and who have decided that they wish to be covered by a plan or plans.

2. The City of Sacramento, and its officers, agents and employees assume no liability on account of payroll deduction made or any action taken or not taken pursuant to this authorization and request.

3. This authorization and request shall remain in effect until terminated by me in writing properly delivered or addressed to the Director of Human Resources of the City of Sacramento or until my present employment with the City of Sacramento terminates for any reason, or until the
(insert name of recognized employee organization) ceases to be certified as a recognized employee organization under applicable City law, whichever occurs first.

4. The City of Sacramento will not make the herein authorized and requested deduction from my earnings in the event that my earnings for the pay period from which the said deduction would ordinarily be made are not sufficient after other legally required deductions are made, nor will the City in such event make the said payroll deduction for such period at a later date, nor will the City accept a deposit from me of my contribution for such period for transmittal to the payee.

5. PLEASE NOTE: It is my responsibility to check my payroll stub to verify that the proper payroll deduction I am authorizing and requesting has in fact been made. (This is to be signed and dated by each employee, and information completed indicating home address, job classification, and department.)

62 (The reverse side of the form should be completed by an authorized officer of the recognized employee organization.)
The (insert name of
recognized employee organization) agrees to and does hereby indemnify, defend, and hold the City, its officers, agents, and employees harmless against any claims made, liability incurred, and any suits instituted against them or any one of them on account of the payroll deduction herein authorized and requested.

Accepted on behalf of
(insert name of recognized employee organization):

By:
(This is to be signed and dated by a duly authorized officer of the recognized employee organization.)

Redline Report Print Date:1/4/2024 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 Sssss
311 Customer Svc Supervisor | 015108 | L39C
A SUPV 068 26.701757 37.572053 55539.66 78149.87 26.701757 28.036845 29.438687 30.910621 32.456152 34.078960 35.782908 37.572053 A SUPV 068 28.303862 39.826376 58872.03 82838.86 28.303862 29.719055 31.205008 32.765258 34.403521 36.123697 37.929882 39.826376 Sssss Aquatics Recreation Supervisor | 015110 | L39C
A SUPV 070 30.389197 42.760653 63209.53 88942.16 30.389197 31.908657 33.504090 35.179294 36.938259 38.785172 40.724431 42.760653 A SUPV 070 32.212549 45.326292 67002.10 94278.69 32.212549 33.823176 35.514335 37.290052 39.154555 41.112283 43.167897 45.326292 Sssss Assistant Box Office Supv | 015010 | L39C
A SUPV 001 23.242055 32.703905 48343.47 68024.12 23.242055 24.404158 25.624366 26.905584 28.250863 29.663406 31.146576 32.703905 A SUPV 001 24.636578 34.666139 51244.08 72105.57 24.636578 25.868407 27.161827 28.519918 29.945914 31.443210 33.015370 34.666139 Sssss Assistant WtrCrsConCtrlSpclst | 007903 | L447
A WATR 005 31.330404 44.085025 65167.24 91696.85 31.330404 32.896924 34.541770 36.268859 38.082302 39.986417 41.985738 44.085025 A WATR 005 34.463445 48.493528 71683.97 100866.54 34.463445 36.186617 37.995948 39.895745 41.890532 43.985059 46.184312 48.493528 Sssss Blacksmith Welder | 006001 | BULT
A BLDG 001 27.076390 44.921060 56318.89 93435.80 27.076390 29.107119 31.290153 33.636914 36.159683 38.871659 41.787033 44.921060 A BLDG 001 29.784028 49.413166 61950.78 102779.38 29.784028 32.017830 34.419167 37.000605 39.775650 42.758824 45.965736 49.413166 Sssss Carpenter | 006002 | BULT
A BLDG 002 25.148327 41.722311 52308.52 86782.41 25.148327 27.034451 29.062035 31.241688 33.584815 36.103676 38.811452 41.722311 A BLDG 002 27.663161 45.894542 57539.38 95460.65 27.663161 29.737898 31.968240 34.365858 36.943297 39.714044 42.692597 45.894542 Sssss Concrete Construction Leadwrkr | 015104 | L39C
A SUPV 060 30.495608 42.910381 63430.86 89253.59 30.495608 32.020388 33.621407 35.302477 37.067601 38.920981 40.867030 42.910381 A SUPV 060 32.325343 45.485004 67236.71 94608.81 32.325343 33.941610 35.638690 37.420625 39.291656 41.256239 43.319051 45.485004 Sssss Custodial Supervisor | 015018 | L39C
A SUPV 006 20.929106 29.449354 43532.54 61254.66 20.929106 21.975561 23.074339 24.228056 25.439459 26.711432 28.047004 29.449354 A SUPV 006 22.184852 31.216315 46144.49 64929.94 22.184852 23.294095 24.458800 25.681740 26.965827 28.314118 29.729824 31.216315 Sssss Customer Service Supervisor | 015098 | L39C
A SUPV 055 26.050494 36.655662 54185.03 76243.78 26.050494 27.353019 28.720670 30.156704 31.664539 33.247766 34.910154 36.655662 A SUPV 055 27.613524 38.855002 57436.13 80818.40 27.613524 28.994200 30.443910 31.966106 33.564411 35.242632 37.004764 38.855002 Sssss Electrical Design Technician | 006268 | BULT
A BLDG 026 31.541393 52.328721 65606.10 108843.74 31.541393 33.906997 36.450022 39.183774 42.122557 45.281749 48.677880 52.328721 A BLDG 026 34.695533 57.561593 72166.71 119728.11 34.695533 37.297698 40.095025 43.102152 46.334813 49.809924 53.545668 57.561593

Redline Report Print Date:1/4/2024 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 Sssss
Electrician | 006004 | BULT
A BLDG 003 29.036069 48.172265 60395.02 100198.31 29.036069 31.213774 33.554807 36.071418 38.776774 41.685032 44.811409 48.172265 A BLDG 003 31.939676 52.989492 66434.53 110218.14 31.939676 34.335152 36.910288 39.678560 42.654452 45.853536 49.292551 52.989492 Sssss Electrician Supervisor | 006006 | BULT
A BLDG 004 33.690435 55.894086 70076.10 116259.70 33.690435 36.217218 38.933509 41.853522 44.992536 48.366976 51.994499 55.894086 A BLDG 004 37.059478 61.483495 77083.71 127885.67 37.059478 39.838939 42.826859 46.038873 49.491789 53.203673 57.193949 61.483495 Sssss Enforcement & Collections Supv | 015044 | L39C
A SUPV 021 28.377430 39.929892 59025.05 83054.18 28.377430 29.796301 31.286116 32.850422 34.492943 36.217590 38.028469 39.929892 A SUPV 021 30.080075 42.325686 62566.56 88037.43 30.080075 31.584079 33.163283 34.821447 36.562519 38.390645 40.310177 42.325686 Sssss Equipment Maint Supv | 015053 | L39C
A SUPV 026 32.403188 45.594540 67398.63 94836.64 32.403188 34.023347 35.724514 37.510740 39.386277 41.355591 43.423371 45.594540 A SUPV 026 34.347380 48.330212 71442.55 100526.84 34.347380 36.064749 37.867986 39.761385 41.749454 43.836927 46.028773 48.330212 Sssss Equipment Mechanic I | 012009 | IAMA
A IAMA 006 25.547543 35.947959 53138.89 74771.76 25.547543 26.824920 28.166166 29.574474 31.053198 32.605858 34.236151 35.947959 A IAMA 006 28.102298 39.542755 58452.78 82248.93 28.102298 29.507413 30.982784 32.531923 34.158519 35.866445 37.659767 39.542755 Sssss Equipment Mechanic II | 012003 | IAMA
A IAMA 002 27.958723 39.340731 58154.14 81828.72 27.958723 29.356659 30.824492 32.365717 33.984003 35.683203 37.467363 39.340731 A IAMA 002 30.754596 43.274804 63969.56 90011.59 30.754596 32.292326 33.906942 35.602289 37.382403 39.251523 41.214099 43.274804 Sssss Equipment Mechanic III | 012004 | IAMA
A IAMA 003 29.532989 41.555880 61428.62 86436.23 29.532989 31.009638 32.560120 34.188126 35.897532 37.692409 39.577029 41.555880 A IAMA 003 32.486287 45.711468 67571.48 95079.85 32.486287 34.110601 35.816131 37.606938 39.487285 41.461649 43.534731 45.711468 Sssss Equipment Serviceworker | 012006 | IAMA
A IAMA 005 19.443342 27.358734 40442.15 56906.17 19.443342 20.415509 21.436284 22.508098 23.633503 24.815178 26.055937 27.358734 A IAMA 005 21.387674 30.094607 44486.36 62596.78 21.387674 22.457058 23.579911 24.758907 25.996852 27.296695 28.661530 30.094607 Sssss Financial Services Supervisor | 015092 | L39C
A SUPV 049 24.795845 34.890243 51575.36 72571.70 24.795845 26.035637 27.337419 28.704290 30.139504 31.646479 33.228803 34.890243 A SUPV 049 26.283595 36.983658 54669.88 76926.01 26.283595 27.597775 28.977664 30.426547 31.947874 33.545268 35.222531 36.983658 Sssss Fire Service Worker | 012014 | IAMA
A IAMA 009 22.020570 30.985154 45802.79 64449.12 22.020570 23.121599 24.277679 25.491563 26.766141 28.104448 29.509670 30.985154 A IAMA 009 24.222627 34.083669 50383.06 70894.03 24.222627 25.433758 26.705446 28.040718 29.442754 30.914892 32.460637 34.083669

Redline Report Print Date:1/4/2024 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 Sssss
General Repair Worker | 012010 | IAMA
A IAMA 007 21.838230 30.728581 45423.52 63915.45 21.838230 22.930141 24.076648 25.280480 26.544504 27.871729 29.265315 30.728581 A IAMA 007 24.022051 33.801439 49965.87 70306.99 24.022051 25.223154 26.484312 27.808528 29.198954 30.658902 32.191847 33.801439 Sssss Generator Technician | 006061 | BULT
A BLDG 023 31.277013 44.009898 65056.19 91540.59 31.277013 32.840864 34.482907 36.207052 38.017405 39.918275 41.914189 44.009898 A BLDG 023 34.404714 48.410888 71561.80 100694.65 34.404714 36.124950 37.931198 39.827758 41.819146 43.910103 46.105608 48.410888 Sssss HVAC Supervisor | 006269 | BULT
A BLDG 027 33.879002 56.206930 70468.32 116910.41 33.879002 36.419927 39.151422 42.087779 45.244362 48.637689 52.285516 56.206930 A BLDG 027 37.266903 61.827623 77515.16 128601.46 37.266903 40.061921 43.066565 46.296557 49.768799 53.501459 57.514068 61.827623 Sssss HVAC Systems Mechanic | 004010 | L39B
A PLNT 006 32.765667 46.104584 68152.59 95897.54 32.765667 34.403950 36.124148 37.930355 39.826873 41.818217 43.909128 46.104584 A PLNT 006 34.731608 48.870859 72241.74 101651.39 34.731608 36.468188 38.291597 40.206177 42.216486 44.327310 46.543675 48.870859 Sssss Instrumentation Supervisor | 015087 | L39C
A SUPV 046 36.791527 51.769373 76526.38 107680.30 36.791527 38.631103 40.562658 42.590791 44.720331 46.956348 49.304165 51.769373 A SUPV 046 38.999018 54.875535 81117.96 114141.11 38.999018 40.948969 42.996417 45.146238 47.403550 49.773728 52.262414 54.875535 Sssss Integrated Waste Supervisor | 015032 | L39C
A SUPV 014 32.315565 45.471244 67216.38 94580.19 32.315565 33.931343 35.627910 37.409305 39.279770 41.243759 43.305947 45.471244 A SUPV 014 34.254499 48.199519 71249.36 100255.00 34.254499 35.967224 37.765585 39.653864 41.636557 43.718385 45.904304 48.199519 Sssss Junior Plant Operator | 004001 | L39B
A PLNT 001 24.160376 33.996076 50253.58 70711.84 24.160376 25.368395 26.636815 27.968656 29.367089 30.835443 32.377215 33.996076 A PLNT 001 25.609999 36.035841 53268.80 74954.55 25.609999 26.890499 28.235024 29.646775 31.129114 32.685570 34.319849 36.035841 Sssss Machinist | 006009 | BULT
A BLDG 006 28.163988 46.725442 58581.10 97188.92 28.163988 30.276287 32.547009 34.988035 37.612138 40.433048 43.465527 46.725442 A BLDG 006 30.980388 51.397986 64439.21 106907.81 30.980388 33.303917 35.801711 38.486839 41.373352 44.476353 47.812080 51.397986 Sssss Machinist Helper | 006011 | BULT
A BLDG 008 22.570884 37.446205 46947.44 77888.11 22.570884 24.263700 26.083477 28.039738 30.142718 32.403422 34.833679 37.446205 A BLDG 008 24.827973 41.190826 51642.18 85676.92 24.827973 26.690071 28.691826 30.843713 33.156991 35.643765 38.317047 41.190826 Sssss Machinist Supervisor | 006010 | BULT
A BLDG 007 32.707576 54.263476 68031.76 112868.03 32.707576 35.160644 37.797692 40.632519 43.679958 46.955955 50.477652 54.263476 A BLDG 007 35.978334 59.689824 74834.94 124154.83 35.978334 38.676709 41.577462 44.695772 48.047955 51.651552 55.525418 59.689824

Redline Report Print Date:1/4/2024 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 Sssss
Mechanical Maintenance Supv | 006054 | BULT
A BLDG 016 31.369447 52.043456 65248.45 108250.39 31.369447 33.722156 36.251318 38.970167 41.892930 45.034900 48.412517 52.043456 A BLDG 016 34.506393 57.247802 71773.30 119075.43 34.506393 37.094372 39.876450 42.867184 46.082223 49.538390 53.253769 57.247802 Sssss Meter Reading Supervisor | 015094 | L39C
A SUPV 051 25.265367 35.550908 52551.96 73945.89 25.265367 26.528635 27.855067 29.247820 30.710211 32.245722 33.858008 35.550908 A SUPV 051 26.781289 37.683962 55705.08 78382.64 26.781289 28.120353 29.526371 31.002690 32.552824 34.180465 35.889488 37.683962 Sssss Museum Security Supervisor | 015086 | L39C
A SUPV 045 22.408429 31.530909 46609.53 65584.29 22.408429 23.528850 24.705292 25.940557 27.237585 28.599464 30.029437 31.530909 A SUPV 045 23.752934 33.422764 49406.10 69519.35 23.752934 24.940581 26.187610 27.496990 28.871840 30.315432 31.831204 33.422764 Sssss Painter | 006012 | BULT
A BLDG 009 25.255945 41.900854 52532.37 87153.78 25.255945 27.150141 29.186402 31.375382 33.728536 36.258176 38.977539 41.900854 A BLDG 009 27.781540 46.090939 57785.60 95869.15 27.781540 29.865155 32.105042 34.512920 37.101389 39.883993 42.875292 46.090939 Sssss Parking Enforcement Supervisor | 015025 | L39C
A SUPV 010 23.261292 32.730975 48383.49 68080.43 23.261292 24.424357 25.645575 26.927854 28.274247 29.687959 31.172357 32.730975 A SUPV 010 24.656970 34.694834 51286.50 72165.26 24.656970 25.889819 27.184310 28.543526 29.970702 31.469237 33.042699 34.694834 Sssss Parking Facilities Maint Supv | 015055 | L39C
A SUPV 027 26.360131 37.091351 54829.07 77150.01 26.360131 27.678138 29.062045 30.515147 32.040904 33.642949 35.325096 37.091351 A SUPV 027 27.941739 39.316832 58118.82 81779.01 27.941739 29.338826 30.805767 32.346055 33.963358 35.661526 37.444602 39.316832 Sssss Parking Lot Supervisor | 015026 | L39C
A SUPV 011 20.788314 29.251245 43239.69 60842.59 20.788314 21.827730 22.919116 24.065072 25.268326 26.531742 27.858329 29.251245 A SUPV 011 22.035613 31.006320 45834.08 64493.15 22.035613 23.137394 24.294264 25.508977 26.784426 28.123647 29.529829 31.006320 Sssss Parking Meter Collection Supv | 015085 | L39C
A SUPV 044 22.836236 32.132876 47499.37 66836.38 22.836236 23.978048 25.176950 26.435797 27.757587 29.145466 30.602739 32.132876 A SUPV 044 24.206410 34.060849 50349.33 70846.57 24.206410 25.416730 26.687567 28.021945 29.423042 30.894194 32.438904 34.060849 Sssss Parks Supervisor | 015028 | L39C
A SUPV 013 28.968396 40.761443 60254.26 84783.80 28.968396 30.416816 31.937657 33.534540 35.211267 36.971830 38.820422 40.761443 A SUPV 013 30.706501 43.207130 63869.52 89870.83 30.706501 32.241826 33.853917 35.546613 37.323944 39.190141 41.149648 43.207130 Sssss Permit Services Supervisor | 015114 | L39C
A SUPV 075 30.970567 43.578697 64418.78 90643.69 30.970567 32.519095 34.145050 35.852302 37.644917 39.527163 41.503521 43.578697 A SUPV 075 32.828799 46.193419 68283.90 96082.31 32.828799 34.470239 36.193751 38.003439 39.903611 41.898792 43.993732 46.193419

Redline Report Print Date:1/4/2024 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 Sssss
Plant Operator | 004002 | L39B
A PLNT 002 28.940345 40.721972 60195.92 84701.70 28.940345 30.387362 31.906730 33.502067 35.177170 36.936029 38.782830 40.721972 A PLNT 002 30.676765 43.165290 63807.67 89783.80 30.676765 32.210603 33.821133 35.512190 37.287800 39.152190 41.109800 43.165290 Sssss Plumber | 006014 | BULT
A BLDG 010 27.081507 44.929550 56329.54 93453.46 27.081507 29.112620 31.296066 33.643271 36.166516 38.879005 41.794930 44.929550 A BLDG 010 29.789657 49.422505 61962.49 102798.81 29.789657 32.023881 34.425672 37.007597 39.783167 42.766905 45.974423 49.422505 Sssss Plumber Apprentice | 006264 | BULT
A BLDG 021 16.178890 26.841575 33652.09 55830.48 16.178890 17.392307 18.696730 20.098985 21.606409 23.226890 24.968907 26.841575 A BLDG 021 17.796781 29.525733 37017.30 61413.52 17.796781 19.131540 20.566405 22.108885 23.767051 25.549580 27.465798 29.525733 Sssss Plumbing Supervisor | 006270 | BULT
A BLDG 028 30.455774 50.527626 63348.01 105097.46 30.455774 32.739957 35.195454 37.835113 40.672747 43.723203 47.002443 50.527626 A BLDG 028 33.501352 55.580389 69682.81 115607.21 33.501352 36.013953 38.714999 41.618624 44.740021 48.095523 51.702687 55.580389 Sssss Police Records Supervisor | 015101 | L39C
A SUPV 057 27.013696 38.010984 56188.49 79062.85 27.013696 28.364381 29.782600 31.271730 32.835317 34.477083 36.200937 38.010984 A SUPV 057 28.634518 40.291643 59559.80 83806.62 28.634518 30.066244 31.569556 33.148034 34.805436 36.545708 38.372993 40.291643 Sssss Program Supervisor | 015091 | L39C
A SUPV 048 27.626544 38.873322 57463.21 80856.51 27.626544 29.007871 30.458265 31.981178 33.580237 35.259249 37.022211 38.873322 A SUPV 048 29.284137 41.205721 60911.00 85707.90 29.284137 30.748344 32.285761 33.900049 35.595051 37.374804 39.243544 41.205721 Sssss Program Suprvsr (Older Adults) | 015112 | L39C
A SUPV 073 28.179075 39.650789 58612.48 82473.64 28.179075 29.588029 31.067430 32.620802 34.251842 35.964434 37.762656 39.650789 A SUPV 073 29.869819 42.029836 62129.22 87422.06 29.869819 31.363310 32.931476 34.578050 36.306952 38.122300 40.028415 42.029836 Sssss Senior Accounting Technician | 015064 | L39C
A SUPV 032 23.160078 32.588555 48172.96 67784.19 23.160078 24.318082 25.533986 26.810685 28.151219 29.558780 31.036719 32.588555 A SUPV 032 24.549683 34.543868 51063.34 71851.24 24.549683 25.777167 27.066025 28.419326 29.840292 31.332307 32.898922 34.543868 Sssss Senior Animal Care Technician | 015097 | L39C
A SUPV 054 22.071141 31.056311 45907.97 64597.13 22.071141 23.174698 24.333433 25.550105 26.827610 28.168990 29.577439 31.056311 A SUPV 054 23.395410 32.919690 48662.45 68472.96 23.395410 24.565180 25.793439 27.083111 28.437267 29.859130 31.352086 32.919690 Sssss Senior Animal Control Officer | 015033 | L39C
A SUPV 015 27.594930 38.828836 57397.45 80763.98 27.594930 28.974676 30.423410 31.944580 33.541809 35.218899 36.979844 38.828836 A SUPV 015 29.250623 41.158566 60841.30 85609.82 29.250623 30.713154 32.248812 33.861253 35.554316 37.332032 39.198634 41.158566

Redline Report Print Date:1/4/2024 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 Sssss
Senior Carpenter | 006256 | BULT
A BLDG 017 26.404352 43.806118 54921.05 91116.72 26.404352 28.384678 30.513529 32.802044 35.262197 37.906862 40.749877 43.806118 A BLDG 017 29.044788 48.186730 60413.16 100228.40 29.044788 31.223147 33.564883 36.082249 38.788418 41.697549 44.824865 48.186730 Sssss Senior Code Enforcement Ofcr | 015066 | L39C
A SUPV 034 29.729389 41.832236 61837.13 87011.05 29.729389 31.215858 32.776651 34.415484 36.136258 37.943071 39.840225 41.832236 A SUPV 034 31.513152 44.342170 65547.36 92231.71 31.513152 33.088810 34.743250 36.480412 38.304433 40.219655 42.230638 44.342170 Sssss Senior Electrician | 006266 | BULT
A BLDG 022 30.487873 50.580878 63414.78 105208.23 30.487873 32.774463 35.232548 37.874989 40.715613 43.769284 47.051980 50.580878 A BLDG 022 33.536660 55.638966 69756.25 115729.05 33.536660 36.051909 38.755802 41.662487 44.787174 48.146212 51.757178 55.638966 Sssss Senior Engineering Technician | 015111 | L39C
A SUPV 071 30.388656 42.759890 63208.40 88940.57 30.388656 31.908089 33.503493 35.178668 36.937601 38.784481 40.723705 42.759890 A SUPV 071 32.211975 45.325483 67000.91 94277.00 32.211975 33.822574 35.513703 37.289388 39.153857 41.111550 43.167127 45.325483 Sssss Senior Equipment Service Wrkr | 012007 | IAMA
A IAMA 013 20.014007 28.161717 41629.14 58576.37 20.014007 21.014707 22.065442 23.168714 24.327150 25.543508 26.820683 28.161717 A IAMA 013 22.015408 30.977889 45792.05 64434.01 22.015408 23.116178 24.271987 25.485586 26.759865 28.097858 29.502751 30.977889 Sssss Senior Generator Technician | 006062 | BULT
A BLDG 024 33.273375 46.818981 69208.62 97383.48 33.273375 34.937044 36.683896 38.518091 40.443996 42.466196 44.589506 46.818981 A BLDG 024 36.600713 51.500879 76129.48 107121.83 36.600713 38.430749 40.352286 42.369900 44.488395 46.712815 49.048456 51.500879 Sssss Senior HVAC Systems Mechanic | 004011 | L39B
A PLNT 007 36.042180 50.714965 74967.73 105487.13 36.042180 37.844289 39.736503 41.723328 43.809494 45.999969 48.299967 50.714965 A PLNT 007 38.204710 53.757863 79465.80 111816.36 38.204710 40.114946 42.120693 44.226728 46.438064 48.759967 51.197965 53.757863 Sssss Senior Painter | 006051 | BULT
A BLDG 013 26.844752 44.536761 55837.08 92636.46 26.844752 28.858108 31.022466 33.349151 35.850337 38.539112 41.429545 44.536761 A BLDG 013 29.529226 48.990437 61420.79 101900.11 29.529226 31.743918 34.124712 36.684065 39.435370 42.393023 45.572500 48.990437 Sssss Senior Parking Lot Supervisor | 015067 | L39C
A SUPV 035 26.360131 37.091351 54829.07 77150.01 26.360131 27.678138 29.062045 30.515147 32.040904 33.642949 35.325096 37.091351 A SUPV 035 27.941739 39.316832 58118.82 81779.01 27.941739 29.338826 30.805767 32.346055 33.963358 35.661526 37.444602 39.316832 Sssss Senior Plant Operator | 004003 | L39B
A PLNT 003 34.761914 48.913504 72304.78 101740.09 34.761914 36.500010 38.325010 40.241261 42.253324 44.365990 46.584290 48.913504 A PLNT 003 36.847629 51.848314 76643.07 107844.49 36.847629 38.690010 40.624511 42.655737 44.788524 47.027950 49.379347 51.848314

Redline Report Print Date:1/4/2024 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 Sssss
Senior Plumber | 006258 | BULT
A BLDG 018 29.875615 49.565112 62141.28 103095.43 29.875615 32.116286 34.525007 37.114382 39.897961 42.890308 46.107081 49.565112 A BLDG 018 32.863175 54.521623 68355.40 113404.98 32.863175 35.327913 37.977507 40.825820 43.887757 47.179339 50.717789 54.521623 Sssss Senior Police Records Supv | 015082 | L39C
A SUPV 042 29.715002 41.811990 61807.20 86968.94 29.715002 31.200752 32.760790 34.398829 36.118770 37.924708 39.820943 41.811990 A SUPV 042 31.497900 44.320709 65515.63 92187.08 31.497900 33.072795 34.726435 36.462757 38.285895 40.200190 42.210199 44.320709 Sssss Senior Stationary Engineer | 004004 | L39B
A PLNT 004 33.554143 47.214048 69792.62 98205.22 33.554143 35.231850 36.993442 38.843114 40.785270 42.824533 44.965760 47.214048 A PLNT 004 35.567392 50.046891 73980.18 104097.53 35.567392 37.345762 39.213050 41.173702 43.232387 45.394006 47.663706 50.046891 Sssss Senior Store Keeper | 015105 | L39C
A SUPV 061 21.770339 30.633053 45282.30 63716.75 21.770339 22.858856 24.001799 25.201889 26.461983 27.785082 29.174336 30.633053 A SUPV 061 23.076560 32.471036 47999.24 67539.76 23.076560 24.230388 25.441907 26.714002 28.049702 29.452187 30.924796 32.471036 Sssss Staff Aide SUP (Min/Max) | 015005 | L39C
A SUPV 062 26.821887 37.741089 55789.52 78501.47
A SUPV 062 26.669669 37.526902 55472.91 78055.96 Sssss Stagehand I | 006016 | BULT
A BLDG 011 23.776471 33.455883 49455.06 69588.24 23.776471 24.965295 26.213560 27.524238 28.900450 30.345472 31.862746 33.455883 A BLDG 011 26.154118 36.801471 54400.56 76547.06 26.154118 27.461824 28.834915 30.276661 31.790494 33.380019 35.049020 36.801471 Sssss Stagehand II | 006017 | BULT
A BLDG 012 22.186399 36.808326 46147.71 76561.32 22.186399 23.850379 25.639157 27.562094 29.629251 31.851445 34.240303 36.808326 A BLDG 012 24.405039 40.489159 50762.48 84217.45 24.405039 26.235417 28.203073 30.318304 32.592177 35.036590 37.664334 40.489159 Sssss Stationary Engineer | 004005 | L39B
A PLNT 005 30.500403 42.917129 63440.84 89267.63 30.500403 32.025423 33.626694 35.308029 37.073430 38.927101 40.873456 42.917129 A PLNT 005 32.330427 45.492157 67247.29 94623.69 32.330427 33.946948 35.644295 37.426510 39.297836 41.262728 43.325864 45.492157 Sssss Street Maintenance Supv | 015099 | L39C
A SUPV 056 32.024874 45.062215 66611.74 93729.41 32.024874 33.626118 35.307424 37.072795 38.926435 40.872757 42.916395 45.062215 A SUPV 056 33.946368 47.765948 70608.44 99353.17 33.946368 35.643686 37.425870 39.297164 41.262022 43.325123 45.491379 47.765948 Sssss Structural Maintenance Supv | 006053 | BULT
A BLDG 015 31.345065 52.003005 65197.74 108166.25 31.345065 33.695945 36.223141 38.939877 41.860368 44.999896 48.374888 52.003005 A BLDG 015 34.479574 57.203306 71717.51 118982.88 34.479574 37.065542 39.845458 42.833867 46.046407 49.499887 53.212378 57.203306

Redline Report Print Date:1/4/2024 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 Sssss
Supervising Building Inspector | 015096 | L39C
A SUPV 053 37.391383 52.613432 77774.08 109435.94 37.391383 39.260952 41.224000 43.285200 45.449460 47.721933 50.108030 52.613432 A SUPV 053 39.634867 55.770238 82440.52 116002.10 39.634867 41.616610 43.697441 45.882313 48.176429 50.585250 53.114512 55.770238 Sssss Supervising Code Enforce Ofcr | 015006 | L39C
A SUPV 076 34.188605 48.106800 71112.30 100062.14 34.188605 35.898035 37.692937 39.577584 41.556463 43.634286 45.816000 48.106800 A SUPV 076 36.239920 50.993208 75379.03 106065.87 36.239920 38.051916 39.954512 41.952238 44.049850 46.252343 48.564960 50.993208 Sssss Supervising Community Ctr Attd | 015058 | L39C
A SUPV 029 23.779892 33.460696 49462.18 69598.25 23.779892 24.968887 26.217331 27.528198 28.904608 30.349838 31.867330 33.460696 A SUPV 029 25.206686 35.468338 52429.91 73774.14 25.206686 26.467020 27.790371 29.179890 30.638885 32.170829 33.779370 35.468338 Sssss Supervising Construction Insp | 015074 | L39C
A SUPV 037 35.314779 49.691441 73454.74 103358.20 35.314779 37.080518 38.934544 40.881271 42.925335 45.071602 47.325182 49.691441 A SUPV 037 37.433666 52.672927 77862.02 109559.69 37.433666 39.305349 41.270616 43.334147 45.500854 47.775897 50.164692 52.672927 Sssss Supervising Dispatcher | 015039 | L39C
A SUPV 018 39.397955 55.436879 81947.75 115308.71 39.397955 41.367853 43.436246 45.608058 47.888461 50.282884 52.797028 55.436879 A SUPV 018 41.761833 58.763092 86864.61 122227.23 41.761833 43.849925 46.042421 48.344542 50.761769 53.299857 55.964850 58.763092 Sssss Supervising Fire Svc Worker | 012059 | IAMA
A IAMA 012 25.323676 35.632955 52673.25 74116.55 25.323676 26.589860 27.919353 29.315321 30.781087 32.320141 33.936148 35.632955 A IAMA 012 27.856044 39.196251 57940.57 81528.20 27.856044 29.248846 30.711288 32.246852 33.859195 35.552155 37.329763 39.196251 Sssss Supervising Forensic Invstg | 015060 | L39C
A SUPV 030 35.375133 49.776364 73580.28 103534.84 35.375133 37.143890 39.001084 40.951138 42.998695 45.148630 47.406061 49.776364 A SUPV 030 37.497642 52.762946 77995.10 109746.93 37.497642 39.372524 41.341150 43.408207 45.578617 47.857548 50.250425 52.762946 Sssss Supervising Generator Tech | 006063 | BULT
A BLDG 025 30.674382 50.890308 63802.72 105851.84 30.674382 32.974961 35.448083 38.106689 40.964691 44.037043 47.339821 50.890308 A BLDG 025 33.741821 55.979339 70182.99 116437.02 33.741821 36.272458 38.992892 41.917359 45.061161 48.440748 52.073804 55.979339 Sssss Supervising Plant Operator | 015040 | L39C
A SUPV 019 45.267045 63.695279 94155.45 132486.18 45.267045 47.530397 49.906917 52.402263 55.022376 57.773495 60.662170 63.695279 A SUPV 019 47.983069 67.516996 99804.78 140435.35 47.983069 50.382222 52.901333 55.546400 58.323720 61.239906 64.301901 67.516996 Sssss Supervising Police Clerk | 015041 | L39C
A SUPV 020 23.080724 32.476896 48007.91 67551.94 23.080724 24.234760 25.446498 26.718823 28.054764 29.457502 30.930377 32.476896 A SUPV 020 24.465568 34.425510 50888.38 71605.06 24.465568 25.688846 26.973288 28.321952 29.738050 31.224952 32.786200 34.425510

Redline Report Print Date:1/4/2024 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 Sssss
Supervising Property Assistant | 015062 | L39C
A SUPV 031 27.979873 39.370492 58198.14 81890.62 27.979873 29.378867 30.847810 32.390201 34.009711 35.710197 37.495707 39.370492 A SUPV 031 29.658667 41.732722 61690.03 86804.06 29.658667 31.141600 32.698680 34.333614 36.050295 37.852810 39.745450 41.732722 Sssss Supervising Surveyor | 015065 | L39C
A SUPV 033 38.928387 54.776149 80971.04 113934.39 38.928387 40.874806 42.918546 45.064473 47.317697 49.683582 52.167761 54.776149 A SUPV 033 41.264090 58.062718 85829.31 120770.45 41.264090 43.327294 45.493659 47.768342 50.156759 52.664597 55.297827 58.062718 Sssss Supervising Water Quality Chem | 015035 | L39C
A SUPV 016 38.503250 54.177939 80086.76 112690.11 38.503250 40.428412 42.449833 44.572325 46.800941 49.140988 51.598037 54.177939 A SUPV 016 40.813445 57.428615 84891.97 119451.52 40.813445 42.854117 44.996823 47.246664 49.608997 52.089447 54.693919 57.428615 Sssss Survey Party Chief | 015102 | L39C
A SUPV 058 31.986510 45.008231 66531.94 93617.12 31.986510 33.585835 35.265127 37.028383 38.879802 40.823792 42.864982 45.008231 A SUPV 058 33.905700 47.708725 70523.86 99234.15 33.905700 35.600985 37.381034 39.250086 41.212590 43.273220 45.436881 47.708725 Sssss Traffic Ctrl&Light Supv | 015045 | L39C
A SUPV 022 36.839523 51.836909 76626.21 107820.77 36.839523 38.681499 40.615574 42.646353 44.778671 47.017605 49.368485 51.836909 A SUPV 022 39.049895 54.947124 81223.78 114290.02 39.049895 41.002390 43.052509 45.205134 47.465391 49.838661 52.330594 54.947124 Sssss Traffic Supervisor | 015109 | L39C
A SUPV 069 29.655104 41.727710 61682.62 86793.64 29.655104 31.137859 32.694752 34.329490 36.045965 37.848263 39.740676 41.727710 A SUPV 069 31.434410 44.231373 65383.57 92001.26 31.434410 33.006131 34.656438 36.389260 38.208723 40.119159 42.125117 44.231373 Sssss Traffic Worker I | 008001 | TRAF
A TRAF 001 22.842703 32.141976 47512.82 66855.31 22.842703 23.984838 25.184080 26.443284 27.765448 29.153720 30.611406 32.141976 A TRAF 001 24.099051 33.909785 50126.03 70532.35 24.099051 25.304004 26.569204 27.897664 29.292547 30.757174 32.295033 33.909785 Sssss Traffic Worker II | 008002 | TRAF
A TRAF 002 25.118666 35.344486 52246.82 73516.53 25.118666 26.374599 27.693329 29.077995 30.531895 32.058490 33.661415 35.344486 A TRAF 002 26.500193 37.288433 55120.40 77559.94 26.500193 27.825203 29.216463 30.677286 32.211150 33.821708 35.512793 37.288433 Sssss Traffic Worker III | 008003 | TRAF
A TRAF 003 26.692234 37.558653 55519.85 78122.00 26.692234 28.026846 29.428188 30.899597 32.444577 34.066806 35.770146 37.558653 A TRAF 003 28.160307 39.624379 58573.44 82418.71 28.160307 29.568322 31.046738 32.599075 34.229029 35.940480 37.737504 39.624379 Sssss Traffic Worker Trainee | 008005 | TRAF
A TRAF 005 20.038615 28.196344 41680.32 58648.40 20.038615 21.040546 22.092573 23.197202 24.357062 25.574915 26.853661 28.196344 A TRAF 005 21.140739 29.747143 43972.74 61874.06 21.140739 22.197776 23.307665 24.473048 25.696700 26.981535 28.330612 29.747143

Redline Report Print Date:1/4/2024 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 Sssss
Tree Maintenance Supervisor | 015046 | L39C
A SUPV 023 28.740581 40.440885 59780.41 84117.04 28.740581 30.177610 31.686491 33.270816 34.934357 36.681075 38.515129 40.440885 A SUPV 023 30.465017 42.867338 63367.24 89164.06 30.465017 31.988268 33.587681 35.267065 37.030418 38.881939 40.826036 42.867338 Sssss Tree Pruner Supervisor | 015047 | L39C
A SUPV 024 28.176957 39.647809 58608.07 82467.44 28.176957 29.585805 31.065095 32.618350 34.249268 35.961731 37.759818 39.647809 A SUPV 024 29.867575 42.026678 62124.56 87415.49 29.867575 31.360954 32.929002 34.575452 36.304225 38.119436 40.025408 42.026678 Sssss Utilities Locator | 007010 | L447
A WATR 006 29.176472 41.054227 60687.06 85392.79 29.176472 30.635296 32.167061 33.775414 35.464185 37.237394 39.099264 41.054227 A WATR 006 32.094120 45.159650 66755.77 93932.07 32.094120 33.698826 35.383767 37.152955 39.010603 40.961133 43.009190 45.159650 Sssss Utilities O&M Leadworker | 007002 | L447
A WATR 002 31.330404 44.085025 65167.24 91696.85 31.330404 32.896924 34.541770 36.268859 38.082302 39.986417 41.985738 44.085025 A WATR 002 34.463445 48.493528 71683.97 100866.54 34.463445 36.186617 37.995948 39.895745 41.890532 43.985059 46.184312 48.493528 Sssss Utilities O&M Serviceworker | 007001 | L447
A WATR 001 28.464851 40.052904 59206.89 83310.04 28.464851 29.888094 31.382499 32.951624 34.599205 36.329165 38.145623 40.052904 A WATR 001 31.311337 44.058194 65127.58 91641.04 31.311337 32.876904 34.520749 36.246786 38.059125 39.962081 41.960185 44.058194 Sssss Utilities O&M Supervisor | 015103 | L39C
A SUPV 059 36.025451 50.691428 74932.94 105438.17 36.025451 37.826724 39.718060 41.703963 43.789161 45.978619 48.277550 50.691428 A SUPV 059 38.186979 53.732914 79428.92 111764.46 38.186979 40.096328 42.101144 44.206201 46.416511 48.737337 51.174204 53.732914 Sssss Utilities O&M SvcWrk App | 007901 | L447
A WATR 003 20.409867 24.752066 42452.52 51484.30 20.409867 21.430360 22.501878 24.752066 A WATR 003 22.450854 27.227273 46697.78 56632.73 22.450854 23.573396 24.752066 27.227273 Sssss Vehicle Service Attendant | 012005 | IAMA
A IAMA 004 16.967424 23.874871 35292.24 49659.73 16.967424 17.815795 18.706585 19.641914 20.624010 21.655211 22.737972 23.874871 A IAMA 004 18.664168 26.262358 38821.47 54625.70 18.664168 19.597376 20.577245 21.606107 22.686412 23.820733 25.011770 26.262358 Sssss Water Conservation Supervisor | 015107 | L39C
A SUPV 072 25.265367 35.550908 52551.96 73945.89 25.265367 26.528635 27.855067 29.247820 30.710211 32.245722 33.858008 35.550908 A SUPV 072 26.781289 37.683962 55705.08 78382.64 26.781289 28.120353 29.526371 31.002690 32.552824 34.180465 35.889488 37.683962 Sssss Water Cross Conn Ctrl Spclst | 007902 | L447
A WATR 004 36.025451 50.691428 74932.94 105438.17 36.025451 37.826724 39.718060 41.703963 43.789161 45.978619 48.277550 50.691428 A WATR 004 39.627997 55.760571 82426.23 115981.99 39.627997 41.609397 43.689867 45.874360 48.168078 50.576482 53.105306 55.760571

Description Percent/Dollar FTE
FY2023/24
(6 months)
FY2024/25
(12 months)
FY2025/26
(6 months)
FY2025/26
(12 months)
Salary Adjustments, G/MU 5.5%/4.0% 16.00 33,412 117,658 58,829 117,658 Health and Wellfare (Effective Jan 1, 2024), G/MU 12,495 28,889 14,445 28,889 One Time Signing Bonus, G/MU 31,905 -
77,811 146,547 73,273 146,547
Impact of City Proposal Fiscal Year Misc Rate % Increase 2-Year Contract Cost 297,631$ 22/23 22.420% General Fund Ongoing Cost 146,547$ 23/24 22.980% 0.560% Annual Ongoing Cost 146,547$ 24/25 25.400% 2.980% 25/26 22.900% 0.480%
26/27 21.700% -0.720%
L1176 (Contract Term 12/30/23 - 01/09/26)
Cost / (Savings) to City
PERS Rates
Description Percent/Dollar FTE
FY2023/24
(6 months)
FY2024/25
(12 months)
FY2025/26
(6 months)
FY2025/26
(12 months)
Salary Adjustment 12/30/2023 - G/MU Funds 6.00% 12.00 34,206 68,412 34,206 68,412 Salary Adjustment 12/30/2023 - Other Funds 6.00% 72.00 202,164 404,328 202,164 404,328 Salary Adjustment 7/13/2024 - G/MU Funds 4.00% 12.00 - 48,344 24,172 48,344 Salary Adjustment 7/13/2024 - Other Funds 4.00% 72.00 - 285,725 142,863 285,725 Health & Welfare Contribution 12/30/2023 - G/MU Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
8,383 18,116 9,733 19,466 Health & Welfare Contribution 12/30/2023 - Other Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
42,499 91,147 48,649 97,297 Signing Bonus - G/MU Funds
$500
3,768 - - - Signing Bonus - Other Funds
$500
28,527 - - - Standby Pay 7/13/2024 - G/MU Funds
$7 increase
4,009 2,004 4,009 Standby Pay 7/13/2024 - Other Funds
$7 increase
32,945 16,473 32,945 46,357 138,881 70,116 140,231 273,190 814,145 410,148 820,295
Impact of L39B Contract
Contract Cost through 12/26/25 1,752,837$
Ongoing Cost in FY2025/26 960,527$
Local 39B Plant Operators (Contract Term 12/30/23 - 12/26/25) Cost for G/MU Funds
Cost for Other Funds
Description Percent/Dollar FTE
FY2023/24
(9 months)
FY2024/25
(12 months)
FY2025/26
(3 months)
FY2025/26
(12 months)
Salary Adjustment 12/30/2023 - G/MU Funds 6.00% 117.00 526,968 702,624 175,656 702,624 Salary Adjustment 12/30/2023 - Other Funds 6.00% 70.00 342,995 457,326 114,332 457,326 Salary Adjustment 7/13/2024 - G/MU Funds 4.00% 117.00 - 496,521 124,130 496,521 Salary Adjustment 7/13/2024 - Other Funds 4.00% 70.00 - 323,177 80,794 323,177 Health & Welfare Contribution 12/30/2023 - G/MU Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
94,672 202,693 54,011 216,043 Health & Welfare Contribution 12/30/2023 - Other Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
45,535 97,670 26,068 104,270 Signing Bonus - G/MU Funds
$500
103,344 - - - Signing Bonus - Other Funds
$500
65,667 - - - 724,984 1,401,838 353,797 1,415,188 454,196 878,173 221,193 884,773
Impact of L39C Contract
Contract Cost through 9/19/25 4,034,181$
Ongoing Cost in FY2025/26 2,299,961$
Local 39C General Supervisors (Contract Term 9/23/23 - 9/19/25) Cost for G/MU Funds
Cost for Other Funds
Description Percent/Dollar FTE
FY2023/24
(12 months)
FY2024/25
(12 months)
FY2025/26
(12 months)
Salary Adjustment - Other Funds 10.00% 180.00 1,738,532 1,738,532 1,738,532 Health and Wellfare (Effective Jan 1, 2024), Other Funds 156,069 353,837 353,837 Standby (Increase $5 per day), Other Funds 12,420 24,840 24,840 1,907,020 2,117,209 2,117,209
2-Year Contract Cost 4,024,229$ Fiscal Year Misc Rate % Increase Annual Ongoing Cost 2,117,209$ 22/23 22.420%
23/24 22.980% 0.560%
24/25 25.400% 2.980%
25/26 22.900% 0.480%
26/27 21.700% -0.720%
Local 447 (Contract Term 07/01/23 - 07/11/25)
Cost / (Savings) for Other Funds
PERS Rates
Description Percent/Dollar FTE
FY2023/24
(12 months)
FY2024/25
(12 months)
FY2025/26
(12 months)
Salary Adjustments, G/MU 10.00% 5.00 40,278 40,278 40,278 Salary Adjustments, Other Funds 10.00% 64.00 511,238 511,238 511,238 Health and Wellfare (Effective Jan 1, 2024), G/MU 11,746 26,792 26,792 Health and Wellfare (Effective Jan 1, 2024), Other Funds 36,158 81,916 81,916 Standy (Increase $5 per day), Other Funds 1,825 3,650 3,650 601,245 663,874 663,874
Impact of City Proposal Fiscal Year Misc Rate % Increase 2-Year Contract Cost 1,265,118$ 22/23 22.420% General Fund Ongoing Cost 67,070$ 23/24 22.980% 0.560% Other Funds Ongoing Cost 596,804$ 24/25 25.400% 2.980% Annual Ongoing Cost 663,874$ 25/26 22.900% 0.480% 26/27 21.700% -0.720%
IAMAW ( Contract Term 07/01/23 - 07/11/25)
Cost / (Savings) to City
PERS Rates
Description Percent/Dollar FTE
FY2023/24
(12 months)
FY2024/25
(12 months)
FY2025/26
(12 months)
Salary Adjustments, G/MU 10.00% 20.00 214,737 214,737 214,737 Salary Adjustments, Other Funds 10.00% 66.00 701,657 701,657 701,657 Health and Wellfare (Effective Jan 1, 2024), G/MU 22,083 50,165 50,165 Health and Wellfare (Effective Jan 1, 2024), Other Funds 52,561 118,321 118,321 Standby (Increase $5 per day), G/MU 1,249 2,498 2,498 Standby (Increase $5 per day), Other Funds 11,840 23,680 23,680 1,004,125 1,111,057 1,111,057
Impact of City Proposal Fiscal Year Misc Rate % Increase 2-Year Contract Cost 2,115,182$ 22/23 22.420% General Fund Ongoing Cost 267,399$ 23/24 22.980% 0.560% Other Funds Ongoing Cost 843,658$ 24/25 25.400% 2.980% Annual Ongoing Cost 1,111,057$ 25/26 22.900% 0.480% 26/27 21.700% -0.720%
BTC (Contract Term 07/01/23 to 07/11/25)
Cost / (Savings) to City
PERS Rates
Adopted by the Sacramento City Council
January 9, 2024

Approving the Memoranda of Understanding between the City of Sacramento and the following Recognized Employee
Organizations: Auto Marine and Specialty Painters, Local 1176; Stationary Engineers, Local 39 Plant Operators; Stationary Engineers, Local 39 General Supervisors; Plumber and
Pipefitters, Local 447; International Association of Machinists and Aerospace Workers; Sacramento-Sierra’s Building and Construction Trades Council, and Approving the Citywide Salary Schedule

BACKGROUND

A. The 2022-2023 Memorandum of Understanding ( MOU) between City of Sacramento and the Auto Marine and Specialty Painters, Local 1176 (L1176) expired on December 29, 2023. The City entered successor negotiations with L1176 which represents employees in the Traffic Engineering Unit (Representation Unit 0 8). The negotiations resulted in a MOU expiring on January 9, 2026. The City has been informed by Richard Morales, Business Representative of L1176, that ratification meetings were held, and that L1176 Unit members successfully ratified the terms of the MOU.

B. The 2021-2023 MOU between the City of Sacramento and the Stationary Engineers, Local 39 Plant Operators (L39B) expired on December 29, 2023. The City entered into successor negotiations with L39B which represents employees in the Plant Operators Unit (Representation Unit 0 4). The negotiations resulted in a MOU expiring on December 2 6, 202 5. The City has been informed by Payden Martin , Business Representative of L39 B, that ratification meetings were held, and that L39B Unit members successfully ratified the terms of the MOU.

C. The 2021-2023 MOU between the City of Sacramento and the Stationary Engineers, Local 39 General Supervisors (L39C) expired on September 22, 2023. The City entered into successor negotiations with L39B which represents employees in the Plant Operators Unit (Representation Unit 15). The negotiations resulted in a MOU expiring on September 19, 2025 . The City has been informed by Amanda Skibby , Business Representative of L39C , that ratification meetings were held, and that L39B Unit members successfully ratified the terms of the MOU.

D. The 20 22-2023 MOU between the City of Sacramento and the Plumbers and Pipefitters, Local 447 (L447) expired on June 30, 2023. The City entered into successor negotiations with L447 which represents employees in the Waters and Sewer Unit (Representation Unit 07). The negotiations resulted in a MOU expiring on July 11, 2025.

The City has been informed by Tom Aten, Business Agent of L447, that ratification meetings were held, and that L447 Unit members successfully ratified the terms of the MOU.

E. The 2022-2023 MOU between the City of Sacramento and the International Association of Machinist and Aerospace Workers (IAM AW) expired on June 30, 2023. The City entered into successor negotiations with IAMAW which represents employees in the Automotive/Equipment Mechanics Unit (Representation Unit 12). The negotiations resulted in a MOU expiring on July 11, 2025 . The City has been informed by Paul Abarca, Business Representative of IAMAW that ratification meetings were held, and the IAMAW Unit members successfully ratified the terms of the MOU.

F. The 2022-2023 MOU between the City of Sacramento and the Sacramento -Sierra’s Building and Construction Trades Council (BLT) expired on June 30, 2023. The City entered into successor negotiations with BLT which represents employees in the Building Trades and Craft Unit (Representation Unit 06). The negotiations resulted in a MOU expiring on July 11, 2025. The City has been informed by Mark Martin, Assistant Directing Business Representative of BLT, that ratification meetings were held, and that BLT Unit members successfully ratified the terms of the MOU.

G. 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.

H. 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.

I. The salary schedules attached to this Resolution as Exhibit G are posted to ensure that salary ranges are transparent and publicly available.

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

Section 1. The MOU with L1176 attached to this Resolution as Exhibit A is approved.

Section 2. The MOU with L39B attached to this Resolution as Exhibit B is approved.

Section 3. The MOU with L39C attached to this Resolution as Exhibit C is approved.

Section 4. The MOU with L447 attached to this Resolution as Exhibit D is approved.

Section 5. The MOU with IAMAW attached to this Resolution as Exhibit E is approved.

Section 6. The MOU with BLT attached to this Resolution as Exhibit F is approved.

Section 7. The salary schedule attached to this Resolution as Exhibit G is adopted.

Section 8. The City Manager is authorized to make minor changes or adjustments to Exhibits A through G to correct omissions and errors.

Section 9. Exhibits A through G are part of this resolution.

Section 10. The City Manager is authorized to amend the FY2023/24 Approved Budget and to conduct budget adjustments and transfers from fund balance as necessary to implement the terms of the agreements.

Table of Contents
Exhibit A – L1176 MOU
Exhibit B – L39B MOU
Exhibit C – L39C MOU
Exhibit D – L447 MOU
Exhibit E – IAMAW MOU
Exhibit F – BLT MOU
Exhibit G – Salary Schedule

and
Auto Marine and Specialty Painters, Local 1176

Labor Agreement
Covering All Employees
In The Traffic Engineering Unit

2023-2025

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

1.1 RECOGNITION .................................................................................................. 1 ARTICLE 2 – ENTIRE AGREEMENT ........................................................................................... 1

2.1 ENTIRE AGREEMENT ...................................................................................... 1 ARTICLE 3 – CITY RIGHTS ......................................................................................................... 2

3.1 CITY RIGHTS .................................................................................................... 2 ARTICLE 4 – UNION RIGHTS AND PAYROLL DEDUCTIONS ................................................... 2

4.1 PAYROLL DEDUCTIONS .................................................................................. 2 ARTICLE 5 – GRIEVANCE PROCEDURE ................................................................................... 4

5.1 GRIEVANCE PROCEDURE .............................................................................. 4

5.2 PURPOSE .......................................................................................................... 4

5.3 DEFINITIONS .................................................................................................... 4

5.4 STEP ONE ......................................................................................................... 5

5.5 STEP TWO ........................................................................................................ 5

5.6 STEP THREE ..................................................................................................... 6

5.7 ARBITRATION ................................................................................................... 6

5.8 TIME LIMITS ...................................................................................................... 7

5.9 WITNESSES ...................................................................................................... 7 ARTICLE 6 – SALARY ADJUSTMENTS ...................................................................................... 7

6.1 SALARY ADJUSTMENTS .................................................................................. 7

6.2 SALARIES .......................................................................................................... 7

6.3 SIGNING BONUS .............................................................................................. 7 ARTICLE 7 – SALARY ADMINISTRATION .................................................................................. 8

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ....................................... 8

7.2 ADVANCEMENT IN RATE OF COMPENSATION ............................................. 8

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .. 10

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ......... 10

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................. 10

7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ................................................ 11

7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY 11

7.8 LONGEVITY PAY ............................................................................................ 11 ARTICLE 8 – HEALTH AND WELFARE ..................................................................................... 12

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES . 12

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ........................................ 12

8.3 AMOUNT OF CONTRIBUTION ....................................................................... 13

8.4 COVERED DEPENDENTS .............................................................................. 14

8.5 CASH-BACK LIMITS ........................................................................................ 15

8.6 LIFE INSURANCE ........................................................................................... 15

8.7 FLEXIBLE SPENDING ACCOUNTS ................................................................ 16

8.8 RETIREES OR SURVIVOR DEPENDENTS .................................................... 16 ARTICLE 9 – LEAVES ................................................................................................................ 20

9.1 HOLIDAYS ....................................................................................................... 20

9.2 VACATION ....................................................................................................... 23

9.3 SICK LEAVE .................................................................................................... 25

9.4 PARENTAL LEAVE .......................................................................................... 28

9.5 CATASTROPHIC LEAVE PLAN ...................................................................... 29

9.6 PERSONAL TIME OFF (PTO) ......................................................................... 31

9.7 FAMILY MEDICAL LEAVE ............................................................................... 31

9.8 BEREAVEMENT LEAVE ................................................................................. 32

9.9 COURT LEAVE ................................................................................................ 32

9.10 STATE DISABILITY INSURANCE (SDI) .......................................................... 33

9.11 PAID CITY LEAVE (PCL) ................................................................................. 34 ARTICLE 10 – SPECIAL ALLOWANCES ................................................................................... 34

10.1 STANDBY ASSIGNMENT PAY ....................................................................... 34

10.2 TEMPORARY WORK IN A HIGHER CLASSIFICATION ................................. 35

10.3 NIGHT-SHIFT PREMIUM PAY ........................................................................ 35

10.4 TUITION REIMBURSEMENT .......................................................................... 35 ARTICLE 11 – HOURS OF WORK ............................................................................................. 36

11.1 HOURS OF WORK .......................................................................................... 36

11.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................... 36 ARTICLE 12 – OVERTIME AND CALL-OUT .............................................................................. 36

12.1 OVERTIME/COMPENSATING TIME OFF (CTO) ............................................ 36

12.2 CALL-OUT PAY ............................................................................................... 37

12.3 PREMIUM PAY CALCULATION ...................................................................... 37 ARTICLE 13 – SAFETY .............................................................................................................. 37

13.1 SAFETY ........................................................................................................... 37

13.2 SAFETY SHOES AND SAFETY CLIMBING BOOTS ...................................... 37

iii

13.3 SAFETY GLASSES ......................................................................................... 38

13.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES ....................................... 38 ARTICLE 14 – LAYOFF .............................................................................................................. 39

14.1 PURPOSE ........................................................................................................ 39

14.2 DEFINITIONS .................................................................................................. 39

14.3 PROCEDURE .................................................................................................. 41

14.4 NOTICE OF LAYOFF ....................................................................................... 42

14.5 SALARY IN EVENT OF DOWNGRADE........................................................... 42

14.6 FRINGE BENEFITS ......................................................................................... 43

14.7 RECALL ........................................................................................................... 43

14.8 GENERAL ........................................................................................................ 44 ARTICLE 15 – DISCIPLINE ........................................................................................................ 44

15.1 LETTER OF REPRIMAND ............................................................................... 44

15.2 IN-LIEU DISCIPLINE ....................................................................................... 45

15.3 WITHDRAWAL OF APPEAL ............................................................................ 45 ARTICLE 16 – MISCELLANEOUS ............................................................................................. 45

16.1 UNIFORMS ...................................................................................................... 45

16.2 STRIKES AND LOCKOUTS ............................................................................. 46

16.3 SAVINGS CLAUSE .......................................................................................... 46

16.4 PROBATIONARY PERIOD .............................................................................. 46

16.5 PERFORMANCE EVALUATIONS ................................................................... 47

16.6 TRIAL PERIOD ................................................................................................ 47

16.7 PAYROLL ERRORS ........................................................................................ 47

16.8 PERS RETIREMENT PLAN AND CONTRIBUTION ........................................ 48

16.9 DEFERRED COMPENSATION PLAN ............................................................. 49

16.10 MODIFIED/ALTERNATIVE DUTY POLICY ..................................................... 49

16.11 TRANSPORTATION ........................................................................................ 49

16.12 NEW ZONAR OR OTHER GPS AND SAFETY STICKERS ............................. 49

16.13 TERM ............................................................................................................... 50

1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by the CITY OF SACRAMENTO, hereinafter referred to as the City, and the AUTO, MARINE AND SPECIALTY PAINTERS UNION NO. 1176, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious labor relations between the City and the Union, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, hours of work, and other conditions of employment.

ARTICLE 1 – RECOGNITION

1.1 RECOGNITION
a. The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Traffic Engineering Unit, as defined in the City's Employer -Employee Relations Policy. The City agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as provided under the City's Employer - Employee Relations Policy and authorized by law.
b. The Union will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting any election pursuant to the City's Employer-Employee Relations Policy.

ARTICLE 2 – ENTIRE AGREEMENT

2.1 ENTIRE AGREEMENT
a. This Agreement when signed by the parties hereto, and approved by the City Council, supersedes all other A greements and supplements, and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend or alter the provisions of this Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of the City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms. c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.

2 ARTICLE 3 – CITY RIGHTS

3.1 CITY RIGHTS
The City retains the exclusive right, subject to and in accordance with applicable laws, regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable City Charter, ordinance and Civil Service Board Rule provisions; (d) to discipline employees in accordance with applicable rules; (e) to dismiss employees because of lack of work, or funds, or for other reasonable cause; (f) to determine the mission of its Divisions and Departments, its budget, its organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift or tour of duty, and the methods and technology of performing its work; and (g) to take whatever actions that may be appropriate to carry out its mission in situations of emergency.

ARTICLE 4 – UNION RIGHTS AND PAYROLL DEDUCTIONS

4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions under plans to which the City now is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for members of the Union for ( 1) the normal and regular monthly Union membership dues, and ( 2) monthly insurance premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member, including other Union- sponsored programs.
b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in this Agreement using the Union’s Member Enrollment Form (hereafter, “Member Enrollment Form”) agreed to by the City and Union. The member enrollment form shall include:
• Employee full name;
• Employee date of birth;
• Employee eCAPS ID number or the last four numbers of their Social Security Number;
• Amount or percentage to be deducted from employee’s bi - weekly paycheck for membership dues;

3 • Additional deductions (e.g. life insurance); and
• Any additional necessary information.

Any future changes or modifications to the member enrollment form shall be agreed upon between the City and the Union.
(2) Such deductions shall be made only upon submission of the member enrollment form, by the Union, to the Payroll Division, Department of Finance.
(3) Dues deductions shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) pay periods each month. The City will remit to the Union a check for all of the deductions. (4) The Union is responsible for submitting the member enrollment form to the Payroll Division, Department of Finance, any changes in the amount to be payroll deducted from the paychecks of employees who have so authorized.
(5) When changes in the rates affect large groups of the Union’s members, the Union may, in place of the agreed upon member enrollment form, notify the Payroll Division, Department of Finance, by email, clearly defining the group of union members affected and the new rate.
(6) Unless notified in writing by the Union of an employee’s request to cancel their union dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, utilizing the member enrollment form notating in the “Additional Information” column that is a membership cancellation.

In the event that a union member is no longer employed in a classification covered under this A greement, but remains an active employee of the C ity, the City may cancel their union dues deduction(s) without notification from the Union.
(7) Upon written notification by the Union, the City shall enroll new members and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days after notification. (8) The Union shall maintain signed authorization forms by their members certifying that the dues and/or fee(s) deduction(s) are authorized and shall provide said authorization forms to the City in

4 the event of a dispute regarding the existence or terms of such authorization.
c. The Union will promptly refund to the City any amounts paid to the Union in error under this Section. The Union expressly agree to indemnify and hold the City harmless from any and all claims, demands, costs (including any costs incurred by the City in def ense of a lawsuit), expenses, damages or other monetary losses arising out of or in any way connected with any action or inaction of the City in the adoption or administration of this Section. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal actions of any sort or nature against the City based upon or related to this Section.

ARTICLE 5 – GRIEVANCE PROCEDURE

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

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

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

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

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

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

5.5 STEP TWO
The appeal to the second step will be made within fourteen (14) calendar days after receipt of the City’s Step One response. The hearing of the grievance will be held within fourteen (14) calendar days of the second step appeal. The Union representative and the designated departmental representative will meet in an effort to settle the matter. The City's answer will be made within fourteen (14) calendar days after the meeting is held. The employee has fourteen (14) calendar

6 days after receiving the City’s Step Two response to determine whether or not to appeal the grievance to the third step.

5.6 STEP THREE
a. The Union's representative and the designated representative of the City will meet to hear the grievance appealed to the third step. Grievance appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
b. A written answer will be made within f ourteen (14) calendar days after the meeting, stating the City's position.

5.7 ARBITRATION
a. If the third step answer is not satisfactory to the employee, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
b. An arbitrator may be selected by mutual agreement between the Union representative and the Labor Relations Manager, or designee. c. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the American Arbitration Association for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. d. It is understood that the arbitrator will only interpret this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding on the City, the Union and the employee.
e. All fees and costs will be borne by the party losing the arbitration. f. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. g. If the City fails to respond to a grievance within the time limits specified for that step, the grievant shall have the right to appeal to the next step.

7 h. A Steward or a Union representative shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.

5.8 TIME LIMITS
Each party involved in the grievance procedure shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of both parties the time limitation for any step may be extended.

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

ARTICLE 6 – SALARY ADJUSTMENTS

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

6.2 SALARIES
a. Effective December 30, 2023, all salary steps shall be increased by five- point five percent (5.5%).

This salary step increase will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll on the date of implementation will receive the increase retroactively.
b. Effective July 13, 2024, all salary steps shall be increased by four percent (4%).

6.3 SIGNING BONUS
Within ninety (90) calendar days after adoption of this Agreement by the City Council, the City will pay employees a signing bonus of two thousand dollars ($2,000.00), less normal and customary payroll deductions. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is made will receive the signing bonus.

8 ARTICLE 7 – SALARY ADMINISTRATION

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

7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty -six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date. For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases. (3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.
(4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in grade, shall have the right to appeal to the Civil Service Board in accordance with its rules and regulations. (This subsection shall not apply to non-career employees.)

9 c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the employee became eligible for a pay increase, which bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period
(1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days.
(2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on-duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date.
(3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty -six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty -six (26) weeks of service and who successfully completes the extended probationary per iod, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of

10 the salary step increase is determined in accordance with the example given above, except fifty -two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

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

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

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid and shall be credited with the duration of time spent

11 in their salary step paid at the time of departure. The period of time separated from City service shall not be included in the calculation of the anniversary date for future in-grade salary adjustments. b. If the employee is reemployed after resignation to a classification lower than that in which last employed, the employee may receive any step, but not to exceed the salary of the classification in which last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.

7.6 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds t op step of the salary range established for a classification, such salary shall be designated as a "Y -rate." During such time as an employee's salary remains above the t op step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y -rate", and be eligible for advancement to succeeding steps in the range as outlined in this Agreement. In the event an employee is "Y -rated" below t op step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.

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

7.8 LONGEVITY PAY
Employee eligibility for longevity pay shall be determined as provided in 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 ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.

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

12 ARTICLE 8 – HEALTH AND WELFARE

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half (1/2) of the City contributions will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) each month for insurance coverage the first and second halves of that month, respectively.
b. The amount of City contribution as provided in Section 8 .3(b)(1-3) and

8.3(c) for each of the first two (2) paychecks each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40 -63.9 hours paid = 50% contribution.
c. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours of salary. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision insurance plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater , by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued. Employee shall continue to receive a City contribution for each Eligible Paycheck during an approved leave of absence, if required by state and federal law, or while suspended from service without pay. d. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES
a. Benefit eligible non-career employees (+1,040 hours) shall receive prorated City dollars as indicated in 8.1(b). Except as provided herein, the City contribution shall be applied toward the premiums for City -sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of City contribution as provided in Section 8.3(b)(1-3) and 8.3(c) for each of the first two 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.

13 b. To be eligible for City contribution under this Section, a non-career employee must be paid for a minimum of forty (40) hours of work on each paycheck. If an employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans, which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.

8.3 AMOUNT OF CONTRIBUTION
a. Account-Based Health Plan (ABHP)
(1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP, the City contribution shall be as specified in Section 8.3(b), below. To the extent that the premium for the employee’s ABHP is less than the City contributions outlined below, any remaining City contribution shall be credited to the employee’s HSA, to the extent allowed by law.
b. City Contributions
(1) Employee Only
Full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

Effective December 30, 2023, for full -time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $955.00 per month.
(2) Employee Plus One Dependent
Full-time employees enrolled in a City -sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00 per month.

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

14 (3) Employee Plus Two or More Dependents
Full-time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.

Effective December 30, 2023, for full -time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month. c. If all City bargaining units agree to the change, employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
d. E mployees not enrolled in a City -sponsored medical plan shall receive up to $747.00 per month to purchase City -sponsored dental and vision coverage.
e. Effective the first paycheck of 2025 , for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollar s ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty -five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025 , of the benchmarked plans (twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, & VSP basic vision plans). The employee shall be responsible for any premium increase(s) which exceed this amount.
f. Employees shall not receive any unused portion of the City contribution as cash.

8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City - sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis. b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner

15 and/or the domestic partner’s children, under the employee’s City - sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section

8.3, above.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under 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 or Required coverage; and disable unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for the purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

8.5 CASH-BACK LIMITS
a. The cash- back of City dollars shall be limited to $200.00 per month for career employees who waive City -sponsored health insurance. Part -time employees shall be prorated as indicated in 8.2(a). The cash-back plan shall be closed to any new enrollments after the 2013 open enrollment period.

Cash-back shall not be included in the employee’s regular rate of pay when determining such rate for contact overtime.
b. New employees or employees who were not receiving the cash-back as of October 15, 2013, shall not be eligible for cash-back option. c. Employees transferring to classifications in the Traffic Engineering Unit who are enrolled in cash-back at the time of transfer may maintain the cash back option as long as they continuously waive City-sponsored health insurance and comply with other program requirements.

8.6 LIFE INSURANCE
The City provides basic life insurance in an amount of $10,000.00 to each eligible career employee in the Traffic Engineering Unit at no charge. Employees may purchase, at their expense, additional life insurance of $40,000.00.

16 Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations by the insurance carrier.

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

The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment.

8.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City -paid retiree insurance contributions for medical , dental, and vision insurance benefits under the following provisions:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is $300.00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional $65.00 per month, for a total maximum monthly contribution of $365.00. Retirees shall not receive an unused portion of the City contribution as cash.
b. Employees Retiring on or After July 1, 1992
(1) Except as provided below, to be eligible for the City ’s retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and be minimum age fifty (50). (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:

17 (a) Employees with a minimum ten (10) full years of City service, but less than fifteen (15) full years of City service, shall be eligible to receive a maximum of fifty percent (50%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(b) Employees with a minimum of fifteen (15) or more full years of City service, but less than twenty (20) full years of City service, shall be eligible to receive up to seventy-five percent (75%) of the City’s maximum retiree insurance contribution identified in subsection 8.8(a) above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City-paid retiree insurance contribution for retirees with less than ten (10) full years of City service.
(5) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) o r the California Public Employee Retirement System (CalPERS) within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental or vision plan.
c. Retiree Insurance Contribution for Persons in Deferred Retirement Status as of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 31, 2013, shall be eligible for the City's retiree insurance contribution as follows:
(1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above. (3) Retirees must be at least 50 years of age.

18 (4) There is no eligibility to such health insurance contribution or dental benefit for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection

8.8(b) above.
d. Pre-Medicare Eligible Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase an individual 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 cov erage which is within two (2) years from the date their prior City medical coverage terminated. e. Medicare Retirees
In order to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect to participate in a City -sponsored Medicare medical plan or purchase an individual Medicare medical 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 medical plan without restriction to the amount of time the retiree has waived a City -sponsored medical plan. Medicare retirees may only enroll on their City -sponsored Medicare medical plan a Medicare eligible dependent(s) who has enrolled in Parts A and B.

Medicare retirees who are eligible for Medicare Parts A and B and who elect to purchase an individual medical plan shall only be reimbursed the cost of individual premiums associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to their eligible City contribution.
f. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City contribution outlined

8.8(a) above.
g. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in- line-of-duty survivors shall be entitled to one hundred percent (100%) of the City -paid retiree insurance contribution regardless of years of service.

19 h. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall continue to receive the retiree insurance contribution of up to $300.00 for the survivor only or up to $365.00 for the survivor and eligible dependent.

Eligible dependent as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
i. Limitation Clause
No employee or retiree shall have any rights provided by this Section 8.8 (Retirees or Survivor Dependents) after January 9, 2026. j. Elimination of Retirees or Survivor Dependents Benefits for Employees Hired After June 30, 2013
(1) No employee hired, reemployed, or rehired on or after June 30, 2013, shall be eligible for any benefits provided by this Section. Employees transferring to classifications in the Traffic Engineering Unit after June 30, 2013, shall be ineligible for any benefits provided by this section, unless the transferring employee was eligible for retiree or survivor dependent benefits at the time of transfer.
(2) Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring to a classification covered by this Agreement after June 30, 2013, shall be eligible for the benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel who Unretire from City Service and Subsequently Re- Retire from City Service On or After January 13, 2024.

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

Notwithstanding Section 8.8(j), upon re- retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.8 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of service during the employee’s return to

20 active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.8.

Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution.

The individual unretires and works in a Union- represented classification for another ten (10) years. When the employee re-retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.

ARTICLE 9 – LEAVES

9.1 HOLIDAYS
a. The following shall be the recognized holidays for all employees covered under this Agreement:

Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. An employee who is scheduled to work on a holiday shall receive holiday pay plus time and one-half (1.5) compensation for working the holiday. c. Eligibility
(1) To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time off shall be considered hours worked for the purpose of holiday pay eligibility.

An employee absent due to a disciplinary suspension shall not be

21 considered to have missed a scheduled workday for the purpose of holiday pay eligibility.
(2) A part -time career employee, including an employee in a work sharing program, or non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:

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

1.0 16 25.6

1.5 14 22.4

2.0 12 19.2
An employee paid for less than the minimum number of hours required for the fifty percent (50%) benefit shall receive no recognized holiday benefit.
(3) Non-career (-1,040) employees shall not receive recognized holiday benefits.
d. Monday-Friday Schedule
If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. Weekend Schedule
If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:

22 (1) The actual dates as listed above shall be considered the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
f. Alternative Schedules
For employees who work a 9/80 or 4/10 schedule, if the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit, up to a maximum of eight (8) hours.
g. Holiday Credit Accumulation
Employees may accumulate holiday credit up to a maximum of eighty (80) hours. All accrued holiday time in excess of eighty (80) hours in any bi - weekly pay period shall be paid to the employee at their straight-time hourly rate. Holiday credit may be taken by the employee at the discretion of the Department Head. Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.
h. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, all employees except those employees covered under subsection (f), shall receive the equivalent of two (2) floating holidays per calendar year on an accrual as follows:
(a) Each full-time career employee shall accrue floating holiday credit at the rate of forty (40) minutes on each of the first two (2) paychecks of each month as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(b) A part-time career employee, including an employee in a work sharing program or a non- career (+1,040) employee, shall accrue floating holiday credit based upon the number of hours the employee was paid in that bi -weekly pay period: 64 or more hours paid = 40 minutes accrual; 40- 63.9 hours paid = 20 minutes accrual; less than 40 hours paid = 0 minutes accrual.

23 (2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday . All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s
straight-time hourly rate on the final paycheck of the calendar year in which it was earned.
(c) An employee terminating for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate of pay.
i. Closure of Operations on Half Holidays
At its discretion, the City may elect to close operations for a full day on Christmas Eve and New Year’s Eve and eliminate one (1) floating holiday.

9.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks each month.
(2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service and contiguous non- career service prior to the date of appointment to a career classification shall be used to determine the vacation accrual date used in determining the above accrual rates.

24 (5) 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 hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30 for payment to be made on the last paycheck in March of the calendar year following the election.

Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in- lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
b. Integration of Vacation with Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or the employee returns to work. The employee may also utilize other forms of leave, including sick leave, for this purpose; however, consistent with 9.4, Sick Leave, only 1/3 of an employee’s accrued sick leave may be used for this purpose.
c. Vacation Scheduling
(1) The time at which the employee shall be granted a vacation is at the approval of the Department Head. The Department shall determine the number and classification of employees who can be off on vacation on any given day. However, in an effort to accommodat e the employee's requested vacation schedule each Department shall open to bid vacation scheduling thirty -one (31) days prior to November 1st of each year. Classification seniority shall govern where more than one employee bids for the same period. In case of

25 a tie the employee with the greatest amount of continuous City service shall be senior.
(2) Non-career (+1,040) employees shall be eligible to bid for vacation after all career employees have bid. Date of last hire shall determine seniority for non-career employees. Non-career employees shall bid for vacation on the basis of said seniority.
(3) The final vacation schedule as approved by the Department Head shall be permanently posted in the employee work area not later than the first Friday of December.
(4) Annual vacations applied for other than during the open bid period will be granted with the approval of the Department Head or their designee. Such request shall not be unreasonably denied. (5) In no event may a senior employee bump a junior employee from a vacation period after the thirty -one (31) day bidding period has run.

However, employees may trade vacation periods if all trading employees agree. Changes in the vacation schedule may be amended with the approval of the Department Head or designee. (6) An employee who has bid for and scheduled a vacation shall provide the Department with a minimum two (2) week notice of cancellation if they later decide not to take the time off. Unless there are operational staffing needs which preclude bidding the time off, the Department shall post the available time for employees to bid consistent with (c)(1) above.
d. Employees covered by this Agreement are entitled to schedule accumulated and unused vacation credits in increments of one (1) hour or more.

26 exceed the maximum amount of the employee's accumulation. A part-time career or non- career (+1,040) employee shall earn sick leave on a pro rata basis.
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours designated in the election.
a. Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
b. 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 January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
a. PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit upon separation as follows:
(i) Eligible employees may receive payment for thirty - three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by
the employee on the date of retirement, resignation, or layoff.
(ii) E ligible employees with an effective retirement date from PERS within one hundred and twenty (120)
calendar days of their separation from City service may also convert any or all of their total sick leave credits

27 accrued, less any payments received pursuant to
subparagraph (i), above, to PERS service credit as of
the date of their retirement consistent with law and
pursuant to the PERS contract with the City as
amended.
(iii) Individual(s) identified pursuant to California
Government Code Section 53245 as being the person
designated on the employee’s “Designation of Person
Authorized to Receive Warrants,” or in the absence of
an identified person pursuant to California Government
Code Section 53245, persons entitled by law to the
possession of the estate of a deceased employee who
was eligible to cash out sick leave credits pursuant to subparagraph (i) above, may receive payment for
thirty-three and one-third percent (33 1/3% of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee’s death.
b. Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for sick leave cash- out upon retirement, resignation, or layoff , regardless of years of service. However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert their remaining sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
c. No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation, and/or layoff after service for a period of not less than two (2) years, or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty -three and one-third percent (33- 1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years

28 of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return from Layoff Any employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty -six and two- thirds percent (66- 2/3%) of their accumulated sick leave credits if and when said employee is recalled.

If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one- third percent (33-1/3%) of those sick leave credits which accrued after the date of recall.
d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board, Rule 16, and Attachment A to the Rules and Regulations of the Civil Service Board. e. Administration of Sick Leave
The Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.
f. Sick Leave Credit Limitation
Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.

9.4 PARENTAL LEAVE
a. The Pregnancy Disability Leave Policy for female employees shall be replaced by a parental leave policy for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City-paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non- career employees are not eligible for the four (4) weeks of City-paid parental leave.

29 (2) To be eligible for the paid leave an employee hired on or before June 23, 1995 must have completed at least one (1) year of City service from the most recent date of hire, or an employee hired on or after June 24, 1995 must have completed at least three (3) years of City service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City -paid leave shall not change based on a change in employment status, such as from part- time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday , and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

9.5 CATASTROPHIC LEAVE PLAN
a. A benefit -qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or CTO hours. Participati on in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City -provided forms or electronically through the City’s payroll system.

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

31 and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave.
k. Used donated leave time shall be subject to the recipient's normal payroll deductions.
l. The City shall promulgate a policy and procedure to implement and administer catastrophic leave.

9.6 PERSONAL TIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.

b. After January 9, 2024, employees who separate service and who are subsequently reemployed, pursuant to Article 14.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go- forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided. c. Use of PTO shall not cause overtime.
d. PTO shall not accumulate from calendar year to calendar 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.

9.7 FAMILY MEDICAL LEAVE
a. The Federal and State Medical Leave Acts are applicable to career and non-career employees who have completed the required 1250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of Family Medical Leave Act (FMLA) leave, if applicable.

32 b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent schedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, Federal and State FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employees and may be obtained from the Department of Human Resources.

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

9.9 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City.
b. If a swing shift or graveyard shift employee has served in excess of one- half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of their start time so the employee can be excused

33 from their shift. If the employee is in court or on jury duty less than one-half of the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one- half of the shift, the employee 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. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accord with the above-stated procedure.

9.10 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to one hundred percent (100%) of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee-authorized deductions shall be deducted from the resultant net pay.
b. Eligible career employees may integrate the following accrued City leave balance with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave

34 c. Eligible part-time career employees shall be included in this program on a pro-rata basis.

9.11 PAID CITY LEAVE (PCL)
Employees who are employed in a classification represented by Local 1176 on April 26, 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:
a. Employees receiving Paid City Leave contributions described in Section

9.11 (Paid City Leave) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions. b. Upon separation from City service, employees with a balance of the Paid City Leave described in Section 9.11 (Paid City Leave) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

ARTICLE 10 – SPECIAL ALLOWANCES

10.1 STANDBY ASSIGNMENT PAY
a. An employee who is required to remain on standby for emergency work shall be paid $280 per week, or the daily pro rata rate of $40, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay, or actual time worked, whichever is greater, at their straight time regular rate of pay, or one and one-half (1.5) times their regular rate of pay consistent with Article 12.1. b. Employees who are on standby assignment on New Year's Day, Christmas Day, Thanksgiving Day , Memorial Day, 4th of July , or Labor Day shall receive eight (8) hours holiday credit to be taken at the employee’s request, subject to the Department Head or their designee’s approval. c. If an employee is assigned to standby and receives telephone contacts and engages in problem resolution which totals in excess of fifteen (15) minutes, the employee shall receive the two- hour minimum call -out pay, or actual time worked, whichever is greater.

35 d. With the exception of sick leave, employee may use any type of authorized leave, including, but not limited to, vacation; CTO; holiday credit; etc., during their standby assignment so long as they remain available for their standby assignment. An employee utilizing sick leave who is unable to work due to personal illness, shall not receive standby pay for the day(s) out sick. An employee who falls ill after hours while they are on standby, shall notify the Standby Supervisor who will find a replacement for the day(s) the employee is out sick. The standby assignment may resume when the employee returns to work.

Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by the appointing authority.

10.2 TEMPORARY WORK IN A HIGHER CLASSIFICATION
Employees temporarily assigned to a higher classification for one (1) or more complete shifts shall receive five percent (5%) of the regular salary the employee received prior to the out -of-classification assignment for all time worked in the higher classification commencing with the first day of such work.

10.3 NIGHT-SHIFT PREMIUM PAY
a. Career and non-career (+1,040) employees covered by this Agreement who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated therefore, by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Said employees who work less than five- eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated for those hours worked (to the nearest one- half hour) within this period by payment of an additional five percent (5%) of their base pay for such hours.
b. An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay.

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

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

36 ARTICLE 11 – HOURS OF WORK

11.1 HOURS OF WORK
The work period for employees covered by this Agreement shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The normal workweek for full-time career employees shall consist of forty (40) hours of work during the seven (7) day work period.

11.2 VOLUNTARY WORK FURLOUGH PROGRAM
Pursuant to the Furlough/Reduced Work Week Policy, the City may establish for full-time career employees a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a r egular fixed basis to less than forty (40) hours per week.

Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this Citywide program.

ARTICLE 12 – OVERTIME AND CALL-OUT

12.1 OVERTIME/COMPENSATING TIME OFF (CTO)
a. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) h ours per workweek, shall be compensated for such work time at one and one-half (1.5) times their regular rate of pay. All paid time shall count as time worked for the purposes of calculating overtime eligibility with the exception of sick leave.
b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek, are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
c. Employees shall be entitled to overtime compensation or CTO . Overtime compensation shall be paid by cash payment. In lieu of cash payment, CTO may be earned by mutual agreement between the employee and the appointing authority or designee. Considering the request of the employee, the determination of additional pay or time off for overtime compensation shall be made by the Department Head or designee.
d. Both the cash payment and the CTO shall be computed at the rate of time and one-half (1.5) the number of overtime hours worked. The scheduling of

37 CTO use must be approved in advance by the employee's Department Head or designee.
e. Employees may accrue up to one hundred and twenty (120) hours of CTO.

The City may cash out those CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.

12.2 CALL-OUT PAY
When employees in the Traffic Engineering Unit, who are on on- call status, are called out, they shall be entitled to a minimum of two (2) hours compensation for such call-out.

12.3 PREMIUM PAY CALCULATION
The annual hourly factor used to calculate the hourly rate for premium pay is 2,080 hours. The hourly rate is used to determine the following premium pay benefits:

Overtime Pay
Out-of-Classification Pay
Night Shift Premium Pay
Sick Leave Incentive Payouts
Vacation Sell-Back
ARTICLE 13 – SAFETY

13.1 SAFETY
The City is committed to and mandated by law to provide its employees with a safe working environment and understands its obligations to do so. The Union agrees that the City shall determine safety, health and property protection measures as required to meet its obligations under the law. The City will conduct safety training, meetings and inspections as mandated by law and operational needs. The City and employees acknowledge the responsibility of each to communicate safety concerns, safety hazards, prevention techniques and safety recommendations and ideas.

13.2 SAFETY SHOES AND SAFETY CLIMBING BOOTS
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse employees up to a maximum of $400, or up to a maximum of $500 if special order is required, annually for the cost of acceptable safety shoes, inserts, and/or repairs to safety shoes. The annual reimbursement may be used to purchase a single

38 pair or two (2) pairs, as needed, at the same time. When an employee has purchased a single pair of safety shoes, which do not meet the annual maximum, the employee shall be allowed to use the remainder of the annual maximum for a future purchase in the same year. To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement.
b. The City maintains the right to specify the type of required safety shoe. c. Provisions in the City’s Protective Footwear Policy regarding authorized safety shoe vendors, vouchers, purchase orders, and invoices shall not apply to employees in classifications covered by this Agreement.

13.3 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. The City shall provide non- prescription safety glasses for employees. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
b. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $150.00 per pair.
c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non- prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

13.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES
a. The City agrees to repair or replace prescription safety glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the City of such loss.

39 b. The prescription shall not be more than twenty -four (24) months old to qualify for reimbursement under the Section . All costs to update the prescription shall be borne by the employee.

ARTICLE 14 – LAYOFF

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

14.2 DEFINITIONS
a. Layoff
A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification, but less any time spent in a lower job classification due to a downgrade. The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee who has not served a probationary period in their present job classification, or any employee whose position has been reallocated in accord with applicable Civil Service Rules, classification seniority shall be mutually established by the City and the Union. For those classifications which have flexible staffing as defined in the Civil Service Rules and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series.
(2) Cit
y Service Seniority : City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position, or as the effective date of appointment to the employee’s first full -time position (or positions) which immediately preceded an appointment to a permanent career position, whichever is greater.

40 For a part-time career employee, City seniority shall be prorated. (3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) S eniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service.
(5) Ter mination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is reemployed and completes a probationary period, if any, in the position to which the employee was reemployed may count the seniority which was accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
(d) Layoff in excess of two (2) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade
A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 14.3(c) of this Article.
d. Regression Ladder
A regression ladder shall be defined as a classification series through which an employee may downgrade. The regression ladder for the Traffic Engineering Unit is as set forth below:

Traffic Supervisor
Traffic Worker III
Traffic Worker II
Traffic Worker I

41 Traffic Worker Trainee
e. Permanent Status
For the purposes of this layoff procedure permanent status is attained in a job classification when an employee has successfully completed their probationary period in that job classification.

14.3 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. b. Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last Department and job classification in which the employee holds permanent status, if any.

If the employee does not hold permanent status in another job classification, the employee shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Board Rules. If the employee does hold permanent status in another job classification, the employee shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. c. Any permanent employee who is to be laid off or displaced shall have the right to downgrade in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City serv ice seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, the employee shall be laid off. d. An employee may accept a layoff in lieu of the opportunity to downgrade by written notification to the Labor Relations within five (5) working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a

42 downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. e. If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
f. The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

14.4 NOTICE OF LAYOFF
In the event of layoff, the City shall send by certified mail a layoff notice to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address in the City’s payroll system , and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees.

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

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

14.6 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances and similar benefits, as applicable. Employees being recalled shall have the uncompensated portion of their sick leave balance restored. H owever, if eligible, only those sick leave hours accrued after recall shall be applied to sick leave payoff.
b. Employees laid off who are enrolled in City insurance programs may continue elected coverage limited to the City's medical, dental, vision, and life insurance plans for a period up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's total premium for the cost of such coverage, at the time of layoff. c. Assistance with this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by the Benefits Division, Department of Human Resources, at the request of laid-off employees.

14.7 RECALL
a. When a vacancy occurs in a job classification, the laid- off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of layoff from that job classification. When a recall list exists, and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, or to lower classifications within the same regression ladder, but shall have no recall rights to any job classification in which provisional status was held at the time of layoff or downgrade. Permanent employees who held probationary status in another job classification on the date of layoff shall be eligible to return to the job classification in which probationary status was held for a period of one (1) year from the date of l ayoff; but upon such return must serve the complete probationary period for such job classification. b. Employees shall be entitled to recall rights for a period of two (2) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the

44 classification from which the employee is downgraded. An employee who has downgraded and has not been recalled to the classification where permanent status is held within the two (2) year period shall gain permanent status for purposes of layoff in the classification to which the employee downgraded, or is currently working at the time recall rights are lost, whichever is higher in the regression ladder.
c. When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said empl oyee fails to report to work within fourteen (14) calendar days the employee will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other minimum qualifications of the classification to which the employee is recalled. Any additional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. An employee who accepts recall shall receive all seniority to which the employee is entitled under this Article.

14.8 GENERAL
The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.

ARTICLE 15 – DISCIPLINE

15.1 LETTER OF REPRIMAND
a. A letter of reprimand issued on or after August 25, 1990, shall not be appealable to the Civil Service Board, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations . The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure.

45 b. Such letter will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two-year period.

15.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed at the conclusion of the appeal process, the City shall reinstate the forfeited credits. This provision shall not be subject to the grievance procedure.

15.3 WITHDRAWAL OF APPEAL
The employee or union may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Judge (hereafter “ALJ”) or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within sixty (60) days to a written request by the City to select an ALJ, schedule a hearing, or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.

An employee who resigns or retires from City service with an outstanding disciplinary appeal is deemed to have withdrawn the appeal and waive any right to pursue the appeal.

ARTICLE 16 – MISCELLANEOUS

16.1 UNIFORMS
a. The City shall provide clean uniforms to employees in the Traffic Engineering Unit five days a week, (5-5-1), at no cost to the employee. The Department Head, or designee, shall have the right to change the uniform at their discretion.
b. For the purposes of increased safety the City shall provide shirts and safety- colored jackets to employees regularly assigned to work as part of a street crew. The color and style of shirts and safety colored jackets shall be determined by the Department Head, or designee, and shall meet ANSI class 3 safety standards.

46 16.2 STRIKES AND LOCKOUTS
For the duration of this Agreement, the Union and its members agree that it shall not call, sanction or engage in any strike, slowdown, suspension or stoppage of work activity, and the City agrees that it shall not cause or engage in any lockout.

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

16.4 PROBATIONARY PERIOD
a. Probationary Period
The probationary period is an extension of and an integral part of the examination process. It shall be utilized for closely observing the employee’s work, for securing the most effective assimilation of a new employee, and for determining if performance meets the required standards of the job.
(1) The probationary period for employees in this Unit shall be twelve (12) months in duration.
(2) An employee may be released, without right of appeal, during the probationary period. Written notice of the release shall be furnished to the probationer.
b. Employee Service Rating and Reports
Employees are entitled to Employee Service Rating and Reports which outline progress and performance in their classifications. The Employee Service Rating and Report shall primarily serve as follows:
(1) To regularly review employee’s performance with the supervisor. (2) To ascertain and encourage the improvement in performance or progress of employee.
(3) To provide effective supervision of an employee.
(4) To note and reward outstanding achievement by an employee.

47 (5) An employee in a twelve (12) month probationary position shall receive such Reports on or about the end of the third, fifth, eighth, and eleventh months of service, and annually thereafter.

16.5 PERFORMANCE EVALUATIONS
At the discretion of the appointing authority, the City shall have the right to conduct employee performance appraisals for career and non-career employees.

16.6 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited- term appointment.
b. The trial period shall be a six (6) month period beginning with the first day the employee reports to work or until the employee has worked one thousand forty (+1,040) straight-time hours, whichever occurs last. c. A non-career employee may be released from their position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing. d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.

16.7 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages, overtime payments, healthcare contributions, incentives, or leave accruals, balances, and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or

48 (4) Other means, as may be mutually agreed between the parties.

16.8 PERS RETIREMENT PLAN AND CONTRIBUTION
a. “Classic member” miscellaneous employees are covered by the following Public Employees Retirement System (PERS) plan:
• Modified 2% at age 55
• One-year highest compensation
• 2% COLA
• 25% survivor continuation
• 50% industrial disability
• Military service credit
b. Member Contribution to PERS Retirement Plan – Classic Members “Classic members” shall pay the seven percent (7%) of salary employee contribution to the PERS retirement plan, and one percent (1%) of the employer contribution through PERS cost share, for a total of eight percent (8%).
c. Member Contribution to PERS Retirement Plan – New Members New employees shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA). New members shall qualify for the 2% at 62 benefit formula, shall contribute fifty percent (50%) of the total normal cost of the PERS retirement plan as required by PEPRA, and retirement shall be based upon the highest thirty -six (36) consecutive months of compensation.

Effective October 15, 2013, the Sacramento City Employees Retirement System one hundred dollars ($100.00) monthly as an add- on shall be eliminated.

49 16.9 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

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

16.10 MODIFIED/ALTERNATIVE DUTY POLICY
The parties agree to a Modified/Alternative Duty Policy applicable to employees who have been injured on-the-job. The letter of understanding between the parties sets forth the details of the Modified/Alternative Duty Policy.

16.11 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home -to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part -time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division , on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home- to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass.

16.12 NEW ZONAR OR OTHER GPS AND SAFETY STICKERS
Zonar and other Global Positioning System ( GPS) devices will be used for purposes of improving departmental efficiencies to include, but not be limited to,

50 preserving City resources and preventing unnecessary idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings, or confirm work performance issues for purposes of discipline.

16.13 TERM
a. This Agreement shall remain in full force and effect from December 30, 2023, to and including January 9, 2026.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

51 DATED: January 9, 2024

AUTO, MARINE AND SPECIALTY
PAINTERS, UNION NO. 1176

CITY OF SACRAMENTO

Richard Morales
Business Representative
Shelley Banks-Robinson
Director of Human Resources

Eric Kuehlewind
Negotiating Committee Member
Aaron Donato
Labor Relations Manager

Leslie Wisniewski
Chief Negotiator

Jennifer Ladd
Negotiating Team Member

David Edrosolan
Negotiating Team Member

Approved as to form:

Brett M. Witter
Assistant City Attorney

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

Labor Agreement
Covering All Employees In The Plant
Operator Unit

2023-2025

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

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

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

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

2.1 SOLE AGREEMENT ......................................................................................................................... 2 ARTICLE 3 – CITY RIGHTS ................................ ................................ ................................ .......... 2

3.1 CITY RIGHTS .................................................................................................................................... 2 ARTICLE 4 – UNION RIGHTS ................................ ................................ ................................ ....... 3

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

4.2 UNION STEWARDS ......................................................................................................................... 5

4.3 LIST OF NEW EMPLOYEES AND ELIGIBLE LISTS ....................................................................... 5

4.4 USE OF CITY INFORMATION SYSTEMS ....................................................................................... 5

4.5 BULLETIN BOARDS ......................................................................................................................... 6

4.6 NEW EMPLOYEE ORIENTATION ................................................................................................... 6 ARTICLE 5 – GRIEVANCE PROCEDURE ................................ ................................ .................... 7

5.1 GRIEVANCE PROCEDURE ............................................................................................................. 7

5.2 PURPOSE ......................................................................................................................................... 7

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

5.4 TIME LIMITS ..................................................................................................................................... 8

5.5 PRESENTATION .............................................................................................................................. 8

5.6 EMPLOYEE RIGHTS ........................................................................................................................ 8

5.7 APPLICATION ................................................................................................................................... 8

5.8 INFORMAL DISCUSSION ................................................................................................................ 8

5.9 FORMAL GRIEVANCE - STEP ONE ................................................................................................ 8

5.10 FORMAL GRIEVANCE - STEP TWO ............................................................................................... 9

5.11 FORMAL GRIEVANCE - STEP THREE ........................................................................................... 9

5.12 ARBITRATION - STEP FOUR .......................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ................................ ................................ ...................... 10

6.1 SALARY RANGE ............................................................................................................................ 10

6.2 SALARIES ....................................................................................................................................... 10

6.3 SIGNING BONUS ........................................................................................................................... 10 ARTICLE 7 – SALARY ADMINISTRATION ................................ ................................ ................. 10

7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ................................................................... 10

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

7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 12

7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 12

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 13 iii

7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ............................................................................... 13

7.7 LONGEVITY PAY ............................................................................................................................ 13 ARTICLE 8 – HEALTH AND WELFARE ................................ ................................ ...................... 14

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

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ...................................................................... 14

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

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

8.5 CASH-BACK LIMITS ....................................................................................................................... 16

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

8.7 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 17

8.8 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 17 ARTICLE 9 – LEAVES ................................ ................................ ................................ ................. 21

9.1 HOLIDAY BENEFITS ...................................................................................................................... 21

9.2 VACATION ...................................................................................................................................... 24

9.3 SICK LEAVE ................................................................................................................................... 26

9.4 COURT LEAVE ............................................................................................................................... 29

9.5 PARENTAL LEAVE ......................................................................................................................... 30

9.6 CATASTROPHIC LEAVE PLAN ..................................................................................................... 31

9.7 PERSONAL TIME OFF (PTO) ........................................................................................................ 33

9.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 33

9.9 BEREAVEMENT LEAVE ................................................................................................................ 34

9.10 PAID CITY LEAVE (PCL) ................................................................................................................ 34 ARTICLE 10 – SPECIAL ALLOWANCES ................................ ................................ .................... 34

10.1 STANDBY ASSIGNMENTS ............................................................................................................ 34

10.2 CALL-BACK/CALL-IN PAY ............................................................................................................. 35

10.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION ............................................................... 36

10.4 SHIFT DIFFERENTIAL ................................................................................................................... 37

10.5 TUITION REIMBURSEMENT ......................................................................................................... 37

10.6 CONTINUING EDUCATION ........................................................................................................... 37

10.7 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 37

10.8 CERTIFICATE INCENTIVES .......................................................................................................... 38

10.9 TECHNOLOGY ALLOWANCE ....................................................................................................... 39

10.10 PROFESSIONAL ENRICHMENT ................................................................................................... 39 ARTICLE 11 – HOURS OF WORK ................................ ................................ .............................. 39

11.1 WORK SCHEDULE ......................................................................................................................... 39

11.2 SHIFT BIDS FOR STATIONARY ENGINEERS ............................................................................. 41

11.3 OVERTIME AND COMPENSATING TIME OFF ............................................................................. 41 ARTICLE 12 – LAYOFF ................................ ................................ ................................ ............... 42

12.1 PURPOSE ....................................................................................................................................... 42

12.2 DEFINITIONS .................................................................................................................................. 42

12.3 PROCEDURE ................................................................................................................................. 44

12.4 NOTICE OF LAYOFF ...................................................................................................................... 45

12.5 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 45

12.6 FRINGE BENEFITS ........................................................................................................................ 46

12.7 RECALL .......................................................................................................................................... 46 ARTICLE 13 – DISCIPLINE ................................ ................................ ................................ ......... 47 iv

13.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS ..................... 47

13.2 LETTER OF REPRIMAND .............................................................................................................. 48

13.3 IN-LIEU DISCIPLINE....................................................................................................................... 48

13.4 DISCIPLINE TOLLING PERIOD ..................................................................................................... 48

13.5 MEDIATION .................................................................................................................................... 49

13.6 DISCIPLINE APPEAL HEARING PROCEDURE ............................................................................ 49

13.7 DECISION ....................................................................................................................................... 49

13.8 WITHDRAWAL OF APPEAL ........................................................................................................... 49

13.9 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION .................................................. 50 ARTICLE 14 – SAFETY SHOES AND SAFETY GLASSES ................................ ......................... 50

14.1 SAFETY SHOES ............................................................................................................................. 50

14.2 SAFETY GLASSES ......................................................................................................................... 51

14.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES ...................................................................... 51 ARTICLE 15 – UNIFORMS ................................ ................................ ................................ .......... 52

15.1 UNIFORMS ..................................................................................................................................... 52

15.2 FOUL WEATHER JACKET ............................................................................................................. 52 ARTICLE 16 – MISCELLANEOUS ................................ ................................ ............................... 52

16.1 SAFETY .......................................................................................................................................... 52

16.2 TRANSPORTATION ....................................................................................................................... 53

16.3 SELECTION OF VACANCIES ........................................................................................................ 53

16.4 STRIKES AND LOCKOUTS ........................................................................................................... 54

16.5 SAVINGS CLAUSE ......................................................................................................................... 54

16.6 EMPLOYEE PERFORMANCE APPRAISALS ................................................................................ 54

16.7 TRIAL PERIOD ............................................................................................................................... 55

16.8 PAYROLL ERRORS ....................................................................................................................... 55

16.9 COMMERCIAL DRIVER LICENSE ................................................................................................. 56

16.10 PERS RETIREMENT PLAN AND CONTRIBUTION ...................................................................... 57

16.11 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 58

16.12 PROBATIONARY PERIOD ............................................................................................................. 58

16.13 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) AND VEHICLE STICKERS ...... 58

16.14 DEFERRED COMPENSATION PLAN ............................................................................................ 59

16.15 REOPENERS .................................................................................................................................. 59

16.16 WATER TREATMENT PLANT SCHEDULING – WORK GROUP ................................................. 59

16.17 TERM .............................................................................................................................................. 59 EXHIBIT A – CONTINUING LETTERS OF UNDERSTANDING (LOUs) ................................ ...... 62

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

ARTICLE 1 – RECOGNITION

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

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

The following terms are defined as used throughout this Agreement:

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

Non-Career Employees : Employees working in a classification covered by this Agreement who are not required to serve a probationary period and who therefore

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

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

ARTICLE 2 – SOLE AGREEMENT

2.1 SOLE AGREEMENT
a. The City and the Union both agree that this Agreement, when signed by both parties hereto, and approved by the City Council, supersedes all other Agreements and supplements and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend or alter the provisions of the Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of the City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms.

ARTICLE 3 – CITY RIGHTS

3.1 CITY RIGHTS
The City retains the exclusive right, in accordance with applicable laws, regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable Charter, ordinance and Civil Service Board

3 Rule provisions; (d) to discipline employees in accordance with applicable Civil Service Board Rules and Regulations; (e) to dismiss employees because of lack of work, or funds, or for other reasonable cause; (f) to determine the mission of the division and department, its budget, its organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift or tour of duty, and the methods and technology of perfo rming its work; and (g) to take whatever action that may be appropriate to carry out its mission in situations of emergency.

ARTICLE 4 – UNION RIGHTS

4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly Union membership dues , initiation fees, and assessments; (2) the insurance premiums for plans sponsored by the City or the Union , not to exceed three (3) insurance deductions per member.
b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth using the dues authorization form agreed to by the City and the Union, and shall include:
• Employee full name
• Employee eCAPS ID number or the last four digits of their Social Security number
• Amount of percentage of wage for monthly membership dues and/or initiation fee
• Additional Union-sponsored deductions (e.g., life insurance) • Any additional necessary information
(2) Any changes or modifications to the authorization form shall be agreed upon between the City and the Union.
(3) The authorization form for deductions shall be completed and submitted by the Union to the Payroll Division, Department of Finance. (4) Such deductions shall be made only upon submission of the authorization form by the Union to the Payroll Division, Department of Finance.
(5) When changes in rates affect large groups of Union members, the Union may, in lieu of utilizing the dues authorization form, notify the Labor Relations Division, Department of Human Resources, of the new

4 rate and clearly define the group(s) of Union members who are affected.
(6) The Union is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance, any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(7) Dues deductions shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) pay periods each month. (8) If for any reason an employee does not have sufficient funds due them to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Union shall assume the duty of direct collection from the employee. (9) Deductions and authorizations shall be separated by type of deduction (e.g., Union membership dues, initiation fees, insurance premiums) and by payee.
(10) Unless notified in writing by the Union of an employee’s request to cancel their dues deductions, the City will continue to deduct union dues, and/or any additional deduction(s) noted. Notification of cancellation will be made utilizing the dues authorization form, notating in the “Additional Information” or “Action” column that it is a “Membership Cancellation.”
(11) The City shall make the Union’s requested dues changes, enroll new members, and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days following notification. (12) The City will remit to the Union a check for all of the deductions. (13) The Union shall indemnify, defend, and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues, initiation fees, insurance, or other programs sponsored by the Union. (14) In the event there is a change in the law whereby any provision in this Section becomes invalid, or if for any reason any provision of this Section is rendered unlawful by any published appellate court decision, this Section shall be forthwith deemed amended to comply with the change or decision in question. Upon occurrence of such an event, the parties shall meet and confer as soon as practicable regarding the invalidated or amended provision(s).

5 (15) Employees recalled pursuant to Article 12 shall immediately be enrolled upon recall into the union dues deduction, or other payment that existed at the time of layoff, as appropriate.

4.2 UNION STEWARDS
a. The Union may designate Job Stewards for each of the following areas:

Sacramento River Water Treatment Plant One Steward
Waste Water Facilities One Steward
American River Water Treatment Plant One Steward
Pump Crew One Steward
Convention Center One Steward
Corporation Yard One Steward
b. The Union shall furnish the City with a list of such Stewards after their designation.
c. Stewards shall not conduct Union or representational activities, including grievance handling, on City time unless prior approval is expressly granted by City management.
d. This Article shall not apply to non-career employees.

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

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

The Union will also be notified when applications are being solicited for the establishment of new eligible lists for job classifications represented by the Union.

4.4 USE OF CITY INFORMATION SYSTEMS
a. The Union shall have the right to reasonable use of the City's existing internal mail system for the limited purpose of communicating with employees who have been designated in writing by the Union as Stewards. The envelope for such mail shall contain the following information: Steward's name, Department, Division, and work location. The City shall not be held responsible for untimely or lost mail.
b. The Union may have reasonable use of the City's electronic mail ( Outlook) system (email) for the limited purpose of communicating with employees who have been designated in writing by the Union as stewards. Stewards may,

6 with the advance approval of Department management, have reasonable use of City email to fulfill their role as a Steward.
c. Failure to comply with these requirements will result in withdrawal of the use of City information systems.

4.5 BULLETIN BOARDS
a. Space shall be provided on City property, at locations mutually agreed upon, for Union bulletin boards for the posting of the following types of notices:
(1) Union recreational and social activities
(2) Union steward elections
(3) Union appointments and results of Union elections
(4) Union meetings
b. Such other notices as may be allowed by Government Code. The board size shall be no larger than three (3) by four (4) feet.

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

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

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

The City may terminate section 4.6(b) by providing written notice to the Union within thirty (30) calendar days of the expiration of this Agreement.

7 c. Within ninety (90) calendar days of adoption of this Agreement, at the Union’s written request, the City and the Union agree to meet and discuss new - employee orientations. Absent mutual agreement, the City’s current new - employee orientation process shall remain.

ARTICLE 5 – GRIEVANCE PROCEDURE

5.1 GRIEVANCE PROCEDURE
a. No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance is based. With the consent of the City’s third step representative, the thirty (30) day time limit for filing grievances may be extended.
b. If the City fails to respond to a grievance within the time limits specified for that step, the grievant or Union shall have the right to appeal to the next step. c. At each step of the formal grievance procedure, a copy of the decision shall be sent to the Union or other authorized representative at the same time as the decision is sent to the grievant.

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

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

8 d. As used herein, "Union representative" refers to the recognized employee representative group or their agents.

5.4 TIME LIMITS
Each party involved in a grievance shall act quickly so that the grievance may be solved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of the parties the time limitation for any step may be extended.

5.5 PRESENTATION
An employee and/or the Union representative may present a grievance while the employee is on duty, provided such use of on-duty time shall be kept to a reasonable minimum.

5.6 EMPLOYEE RIGHTS
The employee retains all rights conferred by Sections 3500, et seq., of the Government Code or the Rules and Regulations of the Civil Service Board unless waived by such employee.

5.7 APPLICATION
Grievances as defined in Section 5.3(a), shall be brought through this procedure.

5.8 INFORMAL DISCUSSION
The grievance initially shall be personally discussed between the employee, and/or the Union representative, and the employee ’s supervisor. Within fourteen (14) calendar days of the informal discussion, the supervisor shall give their decision or response.

5.9 FORMAL GRIEVANCE - STEP ONE
a. If an informal grievance is not resolved to the satisfaction of the grievant, a formal grievance may be initiated. A formal grievance may be initiated within fourteen (14) calendar days of the decision rendered in the informal grievance procedure.
b. A formal grievance shall be initiated in writing on a form prescribed by the City and shall be filed with the Division Head. Within fourteen (14) calendar days after the initiation of the formal grievance, the Division Head or designee shall respond to the grievance in writing.

9 5.10 FORMAL GRIEVANCE - STEP TWO
If the decision rendered pursuant to Step 1 is not satisf actory, the grievant may appeal the decision within fourteen (14) calendar days to the Department Head. The Department Head or designee shall respond in writing within fourteen (14) calendar days to the grievance. If the Department Head or designee determines that it is desirable, they shall hold conferences or otherwise investigate the matter. The employee may be represented by a Union representative.

5.11 FORMAL GRIEVANCE - STEP THREE
a. If the decision rendered pursuant to Step 2 is not satisf actory, the grievant may appeal the decision within fourteen (14) calendar days . The grievant or their representative and the designated representative of the City will meet to hear a grievance appealed to the third step. A grievance appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure. b. A written answer will be made within fourteen (14) calendar days after the hearing, stating the City's position.

5.12 ARBITRATION - STEP FOUR
a. If the City's designated representative fails to respond in writing as provided in Step 3, or if the response is not satisfactory, the Union shall have the right to refer matters to binding arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
b. An impartial arbitrator shall be selected jointly by the parties within fourteen (14) calendar days of receipt of the written demand.
c. Should the parties fail to mutually agree on an arbitrator, they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of the coin.
d. The decision of the arbitrator shall be final and binding. e. The arbitrator shall have no authority to add to, delete or alter any provisions of this Agreement, but shall limit their decision to the application and interpretation of its express provisions.
f. The fees and expenses of the arbitrator and the court reporter if required by the arbitrator or requested by a party, shall be shared equally by the parties.

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

ARTICLE 6 – SALARY ADJUSTMENTS

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

6.2 SALARIES
a. Effective December 30, 2023, all salary steps shall be increased by six percent (6%).

This increase to all salary steps will be implemented within sixty (60) calendar days after adoption of this Agreement by City Council. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date of implementation will receive the increase retroactively.
b. Effective July 13, 2024, all salary steps shall be increased by four percent (4%).

6.3 SIGNING BONUS
Within sixty (60) calendar days after the adoption of this Agreement by the City Council, the City will pay employees a signing bonus of five hundred dollars ($500.00), less normal and customary payroll deductions. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is made will receive the signing bonus.

ARTICLE 7 – SALARY ADMINISTRATION

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

11 7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty-six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty -two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date.

For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases.
(3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.
(4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in-Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in -grade, shall have the right to appeal to the Civil Service Board in accordance with its Rules and Regulations. (This subsection shall not apply to non-career employees.)
c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the employe e became eligible for a pay increase, which bi -weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period (1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days.

12 (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury -on- duty time until July 4, 1986 , and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986 , because the period April 12, 1986 , to July 4, 1986, is included in determining the salary step eligibility date. (3) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.

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

13 7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid , and shall be credited with the duration of time spent within the step occupied, at the time of departure. The period of time separated from City service shall not be included in the calculation of the anniversary date for future in-grade salary adjustments. b. If the employee is reemployed after resignation to a classification lower than that in which last employed, the employee may receive any step, but not to exceed the salary of the classification in which last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.

7.6 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds top step of the salary range established for a classification, such salary shall be designated as a "Y-rate." During such time as an employee's salary remains above the top step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y-rate," and be eligible for advancement to succeeding steps in the range as outlined in this Agreement. In the event an employee is "Y-rated" below top step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.

7.7 LONGEVITY PAY
Employee eligibility for longevity pay as provided in Section 108 of the City Charter shall be determined by an employee’s City Service Seniority as defined in Article 12, Layoff, section 12.2(b)(2). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100 .00), and after twenty -five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300 .00). The parties acknowledge that Longevity Pay is provided in the City Charter and not through this Agreement.

In the event that changes are made to the City Charter, those changes shall supersede the provision of this Agreement regarding Longevity Pay.

Longevity Pay as provided in the Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended. The specific language of this proposal is subject to change based on review by CalPERS.

14 ARTICLE 8 – HEALTH AND WELFARE

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Section 125 of the Internal Revenue Code. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half (1/2) of the City contributions will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) each month for insurance coverage the first and second halves of that month, respectively.
b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision plans for up to six (6) months, or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c. The amount of City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
d. Notwithstanding Section 8.1(b) and 8.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck during: (1) an approved protected leave of absence, if required by state and federal law; or (2) while suspended from service without pay.
e. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.

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

15 If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount.

Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City -sponsored insurance program until the next open enrollment period.

8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP shall receive the same City contributions as specified in Section 8.3(b), below. To the extent the premium for the ABHP is less than the City contributions outlined in Section 8.3(b), below, any excess City contribution shall be credited to the employee’s HSA to the extent allowed by law.
b. City Contributions
(1) For full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee only, the City contribution shall be $955.00 per month.
(2) For full-time employees enrolled in a City -sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00 per month.

Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,520.00 per month.
(3) For full-time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.

Effective December 30, 2023, for full-time employees enrolled in a City- sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month.

16 (4) 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.
c. Part-time employees shall be prorated as indicated in 8.1(c). d. Effective the first paycheck of 2025 for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50 .00) of premium increases, up to a total City dollar maximum contribution of twenty -five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ( $25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount. e. If all City bargaining units agree to the change, employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
f. Employees shall not receive any unused portion of the City contribution as cash.

8.4 COVERED DEPENDENTS
a. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of 26 in which the City has received notice of Qualified Domestic Relations Order of required coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for the purposes of medical insurance shall als o be in accordance with the Patient Protection and Affordable Care Act.
b. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.

8.5 CASH-BACK LIMITS
a. The cash-back of City dollars shall be limited to $200.00 per month for career employees who have waived City-sponsored medical insurance continuously

17 since June 29, 2012 . Part-time employees shall be prorated as indicated in

8.1(c).
b. New employees or employees who were not receiving the cash-back prior to June 29, 2012, shall not be eligible for any cash-back. c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored medical insurance.

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

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

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

8.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is $300.00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65.00) per month, for a total maximum monthly contribution of $365.00. Retirees shall not receive any unused portion of the City contribution as cash.

18 b. Employees Retiring On or After July 1, 1992
(1) Except as provided below, to be eligible for the City’s retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and age fifty (50).
(2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution and dental benefit effective with the date of retirement without regard to age. (3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible to a maximum of fifty percent (50%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above. (b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to a maximum of seventy-five percent (75%) of the City's maximum retiree insurance contribution identified in subsection

8.8(a) above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City retiree insurance contribution or for retirees with less than ten (10) full years of City service.
(5) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) of the California Public Employee Retirement System (CalPERS) within one -hundred twenty (120) days from the date of separation from City service shall not be eligib le for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Retiree Insurance Contribution for Persons in Deferred Retirement Status as of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before January 23, 2018, shall be eligible to the City's retiree insurance contribution as follows:

19 (1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(3) Retirees must be at least fifty (50) years of age.
(4) There is no eligibility for retiree insurance contribution for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 8.8(b) above.
d. Pre-Medicare Eligible Retirees
Retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall be eligible to reenroll in a City -sponsored medical plan within two (2) consecutive plan years of waiving City coverage.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution as provided in subsection 8.8(a) above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in -line-of-duty survivors shall be entitled to one hundred percent (100%) of the City retiree insurance contribution for retirees regardless of years of service. g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to $300.00 for the survivor only or up to $365.00 for the survivor dependent and an eligible dependent.
“Eligible dependent,” as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.

20 h. Medicare Supplement
In order to maintain eligibility for the City’s retiree insurance contribution, each eligible retiree and dependent shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits.
i. Limitation Clause
No employee or retiree shall have any rights provided by Section 8.8 (Retirees or Survivor Dependents) after December 26, 2025.
j. Elimination of Retiree or Survivors Dependents Benefits for Employees Hired After June 30, 2012
Unless otherwise required by law, no employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any of the benefits provided in Section 8.8 (Retirees or Survivor Dependents) . Employees being recalled from layoff, reinstated consistent with Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring to classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel Who Unretire from City service and Subsequently Re-Retire from City Service On/After January 13, 2024
Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.

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

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

21 ARTICLE 9 – LEAVES

9.1 HOLIDAY BENEFITS
a. The existing work schedule for employees on a four on/two off/five on/two off shift, provides for sixty -four (64) hours of recognized holiday benefits.

Employees on this shift schedule, in lieu of other recognized holidays, shall be credited with an additional recognized holiday credit at the end of each calendar year of fifty (50) hours. Holiday credit may be taken as holiday time off or paid at the straight-time hourly rate, based on employee preference and operational needs.
b. The following shall be the recognized holidays under this Agreement:

Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
c. Eligibility
(1) To be eligible for holiday pay, the employee shall work their last scheduled shift before the recognized holiday and their first scheduled shift after the recognized holiday, unless the employee was on pay status on authorized vacation, sick leave or compensating time off on either or both of these workdays.
(2) A part-time career employee, including an employee in a work sharing program, or a non -career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:

22 Number of Minimum Number of Paid
Recognized Holidays Hours in the Workweek
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 fifty percent (50%) benefit shall receive no recognized holiday benefit.
d. Monday-Friday Schedule
If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
(3) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one -half compensation for working the holiday.
e. Weekend Schedule
If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
(3) An employee who is regularly scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.

23 f. Holiday Credit Accumulation
The maximum holiday credit accumulation is fifty-six (56 hours). Any amount over fifty-six (56) hours shall be paid to the employee at their straight -time hourly rate of pay . Holiday credit may be taken by the employee at the discretion of the Department Head.
g. Consecutive Christmas or Thanksgiving Days
(1) If an employee, within the same permanent job classification, works on three (3) consecutive Christmas Days or three (3) consecutive Thanksgiving Days, such employee shall receive holiday pay plus time and one-half (1.5) for all hours worked on the holiday plus eight (8) hours holiday credit for working the third consecutive Christmas Day or Thanksgiving Day. An employee must notify their Superintendent that they are scheduled to work three (3) consecutive Christmas Days or Thanksgiving Days, a minimum of forty-five (45) calendar days prior to such third consecutive Christmas Day or Thanksgiving Day to be eligible for the above-stated benefit.
(2) To avoid payment of the above -stated benefit, the City shall have the right to reschedule one of the employee's regularly scheduled days off for the third consecutive Thanksgiving or Christmas. Considering the request of the employee, the regular days off to be rescheduled shall be one of the employee's two (2) consecutive days off immediately preceding or immediately following the applicable holiday. Once the forty-five (45) day notice is given, the City shall have the right to reschedule the employee. If the employee does not give the forty -five (45) day notice they are not eligible for the extra compensation but may give the required notice if scheduled to work a fourth consecutive Thanksgiving or Christmas. The employee who gives the forty-five (45) day notice and is rescheduled must begin the consecutive Thanksgiving or Christmas count over again.
h. Floating Holidays
(1) Accrual
(a) In addition to the recognized holidays specified above, employees shall receive the equivalent of two (2) floating holidays per calendar year accrued as follows:
(i) Full-time career employees shall accrue forty (40)
minutes of floating holiday on each of the first two (2) paychecks each month as long as the employee is in
paid status forty (40) or more hours on the paycheck that the accrual would occur.

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

25 (2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service and contiguous non -career service prior to the date of appointment to a career classification shall be used to determine the vacation accrual date used in determining the above accrual rates.
(5) An employee’s maximum accrual of vacation shall not exceed four hundred and eighty (480) hours. Accrual shall be suspended until the balance is brought below the maximum accrual amount. Accrual will resume on the applicable paycheck following the pay check in which the balance is brought down.
b. Employees who are eligible to receive a cash payment in -lieu of vacation leave, as provided in Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election.

Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in-lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in -lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
c. Integration of Vacation with Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is r eceiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay.

26 As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 9.4, Sick Leave.
d. Vacation Scheduling
(1) Employees shall submit a written request on or before May 1 of each year to receive priority for the vacation period desired. Vacations will be assigned on a "first come, first served" basis as work schedules permit. In the event two (2) employees request the same vacation period simultaneously, the conflict will be resolved in favor of the employee with the greater seniority within the current classification. In case of a tie, the vacation preference of the employee with the greatest City service seniority shall prevail. Seniority shall be exercised on ly once by each employee in each successive choice of vacation periods.

Requests for vacation after May 1 will be granted only where vacancies exist or manpower requirements permit. Employees may request vacations of any duration, which may be granted with the approval of the Department Head or designee. The supervisor may approve any vacation request which is not submitted in writing at least twenty -four (24) hours prior to the requested vacation period.
(2) Non-career employees shall be eligible to request vacation after career employees have done so.

9.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job-related. In accordance with the Rules and Regulations of the Civil Service Board, one -third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury -on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. Such usage shall not exceed the maximum amount of the employ ee's accumulation. A part -time career or non -career (+1,040) employee shall earn sick leave on a pro rata basis. (2) An employee who while on vacation is bedridden for three (3) or more days, or hospitalized for one or more days, due to illness or injury may have such days charged to accrued sick leave provided the employee submits appropriate written verification from t he treating doctor or the hospital in which they were confined.

27 (3) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the election. (4) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(5) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion To PERS Service Credit (1) PERS
(a) PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit upon separation as follows:
(i) Eligible employees may receive payment for thirty -three and one -third percent (33 -1/3%) of the total sick leave credits accumulated (to the nearest full day) by the
employee on the date of their retirement, resignation, or layoff.
(ii) Eligible employees with an effective retirement date from PERS within one hundred twenty (120) calendar days of
their separation from City service may also convert any or all of their total sick leave credits accrued , less any payment received pursuant to sub -paragraph (i), above, to PERS service credit as of the date of their retirement consistent with and pursuant to the PERS contract with
the City, as amended.
(iii) Individuals identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “D esignation of Person Authorized to

28 Receive Warrants” form, or in the absence of an identified person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub -paragraph (i), above, may receive payment for thirty -three and one -
third percent (33 -1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee's death.
(b) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon retirement, resignation, or layoff regardless of their years of service. However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert the ir remaining sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation, and/or layoff after service for a period of not less than two (2) years, or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty-three and one - third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement , resignation, layoff, or death . No employee whose services are terminated b y reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff Any employee who is laid off and receives payment for thirty -three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said

29 employee shall only receive payment for thirty -three and one -third percent (33-1/3%) of those sick leave credits which accrued after the date of recall. d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Po licy, the Rules and Regulations of the Civil Service Board, Rule 16 and Attachment A to the Rules and Regulations of the Civil Service Board.
e. Administration of Sick Leave
The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits and the Citywide Sick Leave Policy shall apply to all eligible employees.
f. Sick Leave Credit Limitation
Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
g. Sick Leave Verification
Departments shall notify and receive approval from the Citywide Leave Administrator in the Department of Human Resources, prior to placing employees on sick leave verification to ensure compliance with appropriate laws and policies. Employees placed on sick leave verification may request to be removed after three (3) months, or earlier based upon appropriate City policy. If it is determined by the Citywide Leave Administrator in the Department of Human Resources that the employee is in compliance with the policy, the employee shall be removed from sick leave verification. If the employee is not in compliance, the employee may request to be removed on a monthly basis thereafter.

9.4 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non -work related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the emplo yee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or Jury Commissioner and the City will be responsible to ensure that the employee is available for jury duty. Pay for work time lost shall be computed at the employee's straight time hourly rate of pay at the time of such absence. The employee shall return all

30 witness fees or jury remuneration received, less transportation allowance, to the City.
b. A swing shift or graveyard shift employee shall notify the supervisor, whenever possible, well in advance of the expected date(s) of court appearance or jury duty. The supervisor, when notified in advance, shall change the employee’s shift from swing or graveyard to a day shift for the day(s) court appearance or for duration of jury duty. Employee’s shifts shall be changed to a “day shift” only for days on which the courts are in session. The regularly assigned days of work shall remain the same.
c. If the swing or graveyard shift employee serves in excess of one -half the scheduled shift in court or on jury duty, the employee will notify the supervisor so they will be excused from the remaining day shift. If the employee is in court or on jury duty less than one -half of the day shift, the employee will be required to return to work.
d. A graveyard shift employee may request to take off the shift after the court leave and use accrued vacation or other leave accruals to cover the shift. e. 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. f. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accordance with the above-stated procedure.

9.5 PARENTAL LEAVE
a. Effective January 12, 1991, the current Pregnancy Disability Leave Policy for female employees shall be replaced by a parental leave policy for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City -paid parental leave of four (4) weeks consisting of up to one hundred -sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City-paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave.
(2) To be eligible for the paid leave an employee hired on or before June 23, 1995 must have completed at least 2,080 hours of service from the most recent date of hire, or an employee hired on or after June 24, 1995 must have completed at least 6,240 hours of service from the

31 most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom the employee has phy sical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City-paid leave shall not change based on a change in employment status, such as from part -time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former Department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.

9.6 CATASTROPHIC LEAVE PLAN
a. A benefit-qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or compensating time off hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City-provided forms. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour -for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression fifty-six (56 hours) schedule and the non -Fire Suppression forty (40 hours) schedule shall be adjusted by a factor of 1.4 to 1.

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

33 9.7 PERSONAL TIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed, pursuant to Article 12.2 (b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go -forward basis.

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

9.8 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi -weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee - authorized deductions shall be deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave

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

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

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

9.10(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on their paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in Section 9.10(a) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

ARTICLE 10 – SPECIAL ALLOWANCES

10.1 STANDBY ASSIGNMENTS
a. Employees who are required to remain on standby for emergency work shall be paid $280.00 per week, or the daily pro rata rate of $40.00, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their regular rate of pay, or consistent with Article 11. 3, and one and one-half (1 ½) times their regular rate of pay, whichever is greater.

35 b. Effective July 13, 2024, employees who are required to remain on standby for emergency work shall be paid $329.00 per week, or the daily pro rata rate of $47.00, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their regular rate of pay, or consistent with Article 11.3, and one and one-half (1 ½) times their regular rate of pay, whichever is greater.
c. Employees who are on standby assignment on New Year's Day, Christmas Day, Thanksgiving Day or the 4th of July shall receive twelve (12) hours of holiday credit.
d. If an employee is assigned to standby and receives telephone contacts and engages in problem resolution which totals in excess of fifteen (15) minutes, the employee shall receive the two -hour minimum, or actual time worked, whichever is greater. Additional calls during that two-hour period are covered under that minimum time.
e. An employee who is on standby and required to report to the Pioneer Reservoir Plant, Sump 2 or Sump 2A shall be paid mileage at the IRS rate for the use of their personal vehicle to and from home and the reporting location.

In the event that an employee assigned to these sites must travel to another location, the employee shall utilize a City vehicle for such additional travel. f. An employee who is on standby and required to report to any location other than those identified in (d) above shall be paid mileage at the IRS rate for the use of their personal vehicle to and from home and any City facility where the employee will obtain a City vehicle to report to the assigned location. g. The City will maintain at least one (1) vehicle for on -call/standby use at three (3) locations identified in (d) and (e).
h. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by the appointing authority.
i. With the exception of sick leave, employees may use any type of authorized leave, including, but not limited to, vacation; CTO; holiday credit; etc. during their standby assignment, so long as they remain available for their standby assignment. An employee utilizing sick leave who is unable to work due to a personal illness, shall not receive standby pay for the day(s) out sick.

Employees who fall ill after hours while they are on standby, shall notify the Standby Supervisor who will find a replacement for the day(s) the employee is out sick. The standby assignment may resume when the employee returns to work.

10.2 CALL-BACK/CALL-IN PAY
a. An employee who has completed their regular shift and has left City premises and is called back to work, shall receive a minimum of two (2) hours pay at

36 straight time base rate of pay, or the overtime rate of time and one -half consistent with Article 11.3.
b. Provided, however, that this shall not apply to an employee who is requested to report early for their assigned shift, i.e., who is ordered to report for duty earlier than the scheduled time for the commencement of their shift, and who continues on duty for their scheduled shift. An employee who is called to work early in this manner without sixteen (16) hours prior notification shall receive a minimum of one hour's pay at straight time base rate of pay, or the overtime rate of time and one-half, consistent with Article 11.3, and shall be allowed to complete their regular shift.
c. In the event an employee is required by the City to work extended overtime hours which do not allow the employee to obtain a minimum opportunity to recuperate prior to beginning their next regularly scheduled work shift, and the employee's supervisor agrees that the employee would be in unfit condition to begin work as scheduled, the supervisor shall grant the employee reasonable recuperation time, with no loss of pay, prior to reporti ng for work.

It is recognized that the City's ability to allow such recuperation time may be limited by the circumstances and/or conditions which necessitated the original extended overtime hours.

10.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. Temporary assignments to higher classifications shall be permitted only in those classifications where in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to a higher classification shall be compensated for the duration of the out -of- classification assignment by the payment of five (5) percent of the regular salary the employee received prior to the out-of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification. The assignment may be confirmed in writing at a later time. Departments may establish internal tracking and approval systems for out-of-classification pay administration. b. Temporary work in a higher classification shall first be offered to career employees. If no career employee desires the temporary work in a higher classification said assignment may then be offered to a non-career employee. c. The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions. d. When such a temporary assignment to a higher classification is to be filled by an employee, the City shall, whenever practicable, distribute such temporary assignments evenly among available qualified employees at the affected work location, subject to the following over -riding considerations: (1) relative

37 experience and capability in performing the required job functions, and (2) relative disruptive effect on the established work schedule.

10.4 SHIFT DIFFERENTIAL
a. Employees who work five -eighths (5/8) or more of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive for the entire shift a night -shift differential of five percent (5%) in addition to their regular wage. Employees who work less than five -eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m. shall receive for those hours worked (to the nearest one -half hour) within this period, a night -shift differential of five percent (5%) in addition to their regular wage. b. Notwithstanding the above, the Relief Plant Operators and the relief operator at Sump Two who are assigned the regular rotating shifts shall be eligible to receive the five percent (5%) shift differential for all regular shifts worked while on the relief schedule.

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

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

10.6 CONTINUING EDUCATION
a. Where the City requires that an employee maintain a license or certificate which mandates continuing education units (CEUs) to maintain the license or certificate, the employee shall be responsible for obtaining the CEUs. Where feasible, the city will provide the needed CEUs on-duty. b. When the City provides such training, CEU credit not received through the City shall be the responsibility of the employee. When the City does not provide required CEU training, the employee may request that the Department approve and pay for the training and allow the employee to attend on City time. Upon approval, the City shall reimburse the employee upon obtaining the continuing education units. Such request shall not be unreasonably denied.

10.7 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that employees maintain licenses and/or certifications required by federal, state or local government law, the City agrees to pay the cost of

38 licenses and/or certifications required in the water treatment and waste water treatment operations. This Section shall not apply to driver licenses.

10.8 CERTIFICATE INCENTIVES
a. The following incentive certificate pay shall be paid to eligible employees in the classification of Junior Plant Operator, Plant Operator, and Senior Plant Operator and shall be administered as follows:
(1) An eligible employee is an employee who possesses a current California State Certified Water Treatment and/or Waste Water Operators certificate above the minimum requirements set by state regulation for performing duties and responsibilities as a Plant Operator.
(2) An eligible employee shall be paid the incentive pay for the highest level water treatment or waste water certificate maintained. Incentive pay shall not be cumulative.
(3) The incentive pay shall be paid as follows:

Category “2” $150.00 per month
Category A3" $300.00 per month
Category A4" $450.00 per month
Category A5" $600.00 per month
(4) An employee who is required to maintain, or who obtains for City benefit, a crane operator license shall receive a biweekly certification pay of fifteen dollars ($15).
(5) During the term of this Agreement, should the City agree to establish Water Distribution Certificate Pay for classifications represented by Local 447, the same certificate pay(s) shall be provided to employees in the classifications Junior Plant Operator, Plant Operator, and Senior Plant Operator.
b. Where applicable, employees in the classification of Stationary Engineer and Senior Stationary Engineer who possess and maintain the following certificates, which are not minimum qualification requirements, will receive certificate incentive pay as follows:
(1) HVAC Electrical Plumbing; steam boiler systems operation and maintenance; heating system specialist; hydronic systems; programmable direct digital control systems; asbestos abatement; and/or Forklift Operator.
(a) “HVAC” certificate shall mean an employee who possesses and maintains a “Universal” certificate.

39 (b) Programmable Direct Digital Control (PDDC) certificate shall mean certification by Yamas Computer Systems and/or
Johnson Computer Systems.
(2) Eligible employees shall be paid incentive pay at the flat dollar rate of $25.00 per certificate per month for a maximum of $100.00 per month. c. Where applicable, employees in the classification of Stationary Engineer and Senior Stationary Engineer who possess and maintain certificates required by the Department Head, or their designee, which are not minimum qualification requirements, shall be eligible to receive Programmable Building Energy Management Control System certificate incentive pay at the flat dollar rate of $425.00 per month.

10.9 TECHNOLOGY ALLOWANCE
a. In the event the appointing authority requires an employee to go on - call/standby and use a cellular phone to conduct City -related business, the employee will receive a monthly technology allowance of one hundred dollars ($100.00) in lieu of using a City-provided cellular telephone. b. Employees who refuse to work on call/standby, or who have the option of working on call/standby and elect not to do so, are ineligible for the allowance. c. Use of City-provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
d. Upon approval of the monthly technology allowance the employee shall provide and maintain a personal cellular phone and service that is available to conduct City -related business. The employee shall provide the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.

10.10 PROFESSIONAL ENRICHMENT
Career employees shall receive six hundred dollars ($600) on the first check in December for professional enrichment. Employees must be on the payroll for the full period in which the payment is made to receive this benefit. Payment shall be prorated based on FTE status.

ARTICLE 11 – HOURS OF WORK

11.1 WORK SCHEDULE
a. The workweek shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. Except for employees on the four on/two off/five on/two off work schedule, the normal workweek for full -time career employees shall

40 consist of forty (40) hours of work. The normal workday for full -time career employees shall consist of eight (8), nine (9), or ten (10) working hours and begin at 12:01 a.m. and end at 12:00 midnight daily.
b. The existing work schedule of four (4) consecutive days on/two (2) consecutive days off/five (5) consecutive days on/two (2) consecutive days off, for employees assigned to Waste Water and Water Treatment Plants shall continue. The existing work schedule of five (5) consecutive days on/two (2) consecutive days off for all other employees in the Plant Operator Unit shall be continued. All employees shall have a regular starting and stopping time.

Stationary Engineers shall not have permanent rotating shifts. c. Notwithstanding subsection (b) above, the City may establish a workweek schedule consisting of forty (40) hours in increments of four (4), ten (10) hour workdays; five (5), eight (8) hour workdays; or a nine (9), eighty (80) workweek schedule consisting of four (4), nine (9) hour workdays, four (4), nine (9) hour workdays, and one (1), eight (8) hour workday during an eighty (80) hour bi - weekly period. The City shall negotiate with the Union thirty (30) days in advance of implementation of the four (4) ten (10) workweek, or nine (9) eighty (80) workweek schedule.
d. Every employee shall have a regular lunch period of not less than thirty (30) minutes nor more than one (1) hour which shall be scheduled generally in the middle of the work shift. If any employee is required to remain at their workstation in a plant during their lunch period, they shall be considered as having worked eight (8) consecutive hours at the regular rate of pay and any time worked over eight (8) hours shall be compensated at the overtime rate of one and one-half (1 ½) times the employee’s regular rate of pay. e. Employees shall be given seven (7) days ’ prior notice to any permanent change in scheduled shifts. If an employee's shift or days off are changed without the above notification, they shall be paid one and one-half (1 ½) times the employee’s regular rate of pay for all hours worked on the first day of the new shift.
f. However, if an employee's shift is changed more than three (3) times in one calendar month, excluding overtime situations, the employee shall be paid one and one-half (1 ½) times their regular rate of pay for all hours worked on the fourth and subsequent rescheduled shifts during that one-month period. g. This Section shall apply to non-career employees only to the extent that non- career employees with a permanent shift schedule shall be given seven (7) days’ prior notice of any permanent changes in scheduled shifts. If a non - career employee's shift or days off are changed without the above notification they shall be paid one and one-half (1 ½) times their regular rate of pay for all hours worked on the first day of the new shift.

41 11.2 SHIFT BIDS FOR STATIONARY ENGINEERS
a. Career employees in the classification series of Stationary Engineer who are assigned to Convention and Cultural Services (CCS), shall be permitted to annually bid for work shift preference based on classification seniority. b. The annual shift bid shall be scheduled during the month of November.

11.3 OVERTIME AND COMPENSATING TIME OFF
a. All employees shall have a regular starting and stopping time. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) hours per workweek, shall be compensated for such work time at one and one-half (1.5) times their regular rate of pay. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek, are eligible for overtime compensation at one and one -half ( 1 ½ ) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purpose of calculating overtime eligibility.
c. Overtime compensation shall be paid by cash payment on the next payday following the pay period in which it was earned. In lieu of cash payment, Compensating Time Off (CTO) may be earned by mutual agreement between the employee and the Department Head or designee. The scheduling of CTO use must be approved in advance by the Department Head or designee. d. Overtime shall be distributed evenly among available qualified employees at the affected work location, subject to the following over-riding considerations:
(1) relative experience and capability in performing the required job functions; and (2) relative disruptive effect on the established work schedule. e. Employees may accrue up to one hundred twenty (120) hours of CTO. The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
f. This Section shall apply to non -career employees except that career employees shall be offered overtime prior to non-career employees. g. Out-of-class incentive and/or night shift differential, if applicable, shall be included when calculating an employee’s overtime rate of pay for all actual hours worked in said assignment.

42 h. Cash-back provided to employees who opt -out of City sponsored medical insurance as provided in Section 8.5 (Cash-Back Limits), shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.

ARTICLE 12 – LAYOFF

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

12.2 DEFINITIONS
a. Layoff A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work or lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee. b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's current job classification, less any time spent in a lower classification due to a downgrade. In the case of an employee who is demoted or whose position is reallocated in accord with applicable Civil Service Board Rules and Regulations, classification seniority for the reallocated or demoted employee shall be mutually established by the City and t he Union at the time of re allocation. Within a regression ladder, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted: (1) classification seniority in any higher classifications within the regression ladder ; (2) previous classification seniority in the job classification in which the employee is currently working; and (3) present time spent in the job classification in which the employee is currently working, minus any seniority adjustments. (2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position.
(3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved unpaid leave of absence.

43 (5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and completes a probationary period, if any, in the position to which they were reinstated may count the seniority which they accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade A downgrade shall be defined as a change in job classification to which the top rate of pay is less than the top rate of pay of the employee's present classification due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder. d. Regression Ladder A regression ladder shall be defined as a classification series through which an employee may downgrade. Regression ladders for the Plant Operator Unit are as follows:
(1) Senior Plant Operator
Plant Operator
Junior Plant Operator
(2) Senior Stationary Engineer
Stationary Engineer
(3) Senior HVAC Systems Mechanic
HVAC Systems Mechanic
e. Permanent Status For the purposes of this layoff procedure permanent status is attained in a job classification when an employee has successfully completed their probationary period in that job classification. f. Career and Non -Career Career employees shall be those employees in positions which are in the classified service who are required to serve a probationary period. Non-career employees are all other employees covered by this Agreement.

44 g. Leave of Absence Employees on an approved unpaid leave of absence shall accrue seniority.
h. Department The application of the term "department" for the sole purpose of layoff and/or downgrade of career employees shall mean:
(1) The Department of Public Works shall be considered a single department.
(2) The Department of Utilities shall be considered a single department. (3) The Departments of Youth, Parks & Community Enrichment and Convention & Cultural Services shall be considered a single department.

No future reorganization shall be construed to change this provision except by mutual agreement of the parties.

12.3 PROCEDURE
a. Non-Career Employees When layoff is to occur within a job classification within a Department, all non -career employees in the regression ladder in which that job classification is found shall be laid off first. In no event shall a career employee suffer a layoff until all non-career employees in the affected regression ladder have been laid off. Non-career employees shall have no right to downgrade.
b. Career Employees
(1) Within each job classification in each Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority.
(2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification.
(3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the Department, in descending order, to

45 job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace any employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off. (4) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within five (5) normal workdays of receiving notice of layoff. Where employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off.
(5) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary.
(6) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.

12.4 NOTICE OF LAYOFF
In the event of layoff, the City shall send by certified mail return receipt requested a layoff notice to all affected employees. Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee’s address currently in the City’s payroll system, and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees.

12.5 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to downgrade providing there is no increase in pay.

46 b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.2, "Advancement in Rate of Compensation," with time served in the classification from which the downgrade occurred counting toward salary step advancement. c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the e mployee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary ste p immediately higher in the permanent classification. The anniversary date for future in - grade salary adjustments shall be the date of recall to the permanent classification.
d. Salary as referred to in this Article shall be the salary range and respective salary step for the affected classification as set forth in the current salary schedule.

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

12.7 RECALL
a. When a vacancy occurs in a job classification, the laid -off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of their downgrade or layoff. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with the employees on the established layoff

47 eligibility list based on seniority. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, or to lower classifications within the same regression ladder, but shall have no recall r ights to any job classification to which provisional or probationary status was held at the time of layoff or downgrade. Provisional or probationary employees who had no permanent status in another job classification at the time of layoff shall have no recall rights. Non-career employees shall have no recall rights. b. Employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which they are downgraded. An employee who has downgraded and has not been recalled to the classification where permanent status is held within the five (5) year period shall gain permanent status for purp oses of layoff in the classification to which the employee downgraded, or is currently working at the time recall rights are lost, whichever is higher in the regression ladder. c. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/downgraded employee. To expedite recall, more than one (1) employee may be notified of an opening. This recall notice shall be by certified mail return receipt requested and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notic e. If said employee fails to report to work within fourteen (14) calendar days, they will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other qualifications of the classification to which they are being recalled, that existed at the time of layoff/ displacement.

ARTICLE 13 – DISCIPLINE

13.1 DISCIPLINE FOR NON-CAREER EMPLOYEES IN CAREER CLASSIFICATIONS a. For non-career employees in career classifications and those not covered by the Rules and Regulations of the Civil Service Board, discipline shall be for just cause. Formal discipline shall include suspension, demotion, withholding of an in-grade salary increase, in-grade salary reduction, and termination. b. Appeals filed pursuant to this Article shall be filed at Step 2 of the grievance procedure. However, disciplinary action shall be grievable for non -career Stationary Engineer and Senior Stationary Engineer employees who have worked in excess of 1,040 hours since their last date of hire. Disciplinary action shall be grievable for non-career Junior Plant Operator, Plant Operator,

48 and Senior Plant Operator employees who have worked in excess of 2,080 hours since their last date of hire. Hours worked as a Career Development Trainee shall not count toward the 1,040 or 2,080 hours needed to qualify to appeal discipline.
c. A non-career employee may be released from their position at the discretion of the appointing authority at any time prior to working 1,040 hours or 2,080 hours, whichever is applicable, without right of appeal. Such release shall be confirmed in writing.

13.2 LETTER OF REPRIMAND
a. A letter of reprimand issued on or after October 27, 1990, shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations . The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure. b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, including but not limited to, fact-finding transcripts and written complaints filed. The City is not required to prepare transcriptions of audio -taped interviews to meet this obligation. However, if a transcript of audio -taped interviews is prepared, the City shall provide the transcript.

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

This provision shall not be subject to the grievance procedure.

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

49 13.5 MEDIATION
The parties may participate in mediation in an attempt to settle disciplinary matters before a hearing with the Administrative Law Judge. Mediation shall be required if requested by either party and the parties will request a mediator from the State Mediation and Conciliation Service. All mediation proceedings shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the issues. All costs of the mediation shall be borne by the requesting party.

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

An employee’s appeal of discipline shall be heard by an Administrative Law Judge at the California Office of Administrative Hearings (OAH). a. The hearing shall be transcribed by a certified shorthand reporter. The appearance fees of the reporter will be borne equally by the City and the Union. If only one party orders a transcript, that party shall pay for the cost of transcription. If both parties elect to order a transcript, the parties will equally bear the cost of the original transcript and any necessary copies. b. The hearing shall be conducted pursuant to the procedures of Rule 12 of the Rules and Regulations of the Civil Service Board. On issues of procedure where the CSB Rules are silent, the California Administrative Procedures Act shall govern the proceedings.
c. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.

13.7 DECISION
The Administrative Law Judge shall issue a written decision within thirty (30) days.

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

13.8 WITHDRAWAL OF APPEAL
The employee may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Jud ge or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal

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

13.9 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION
a. Suspensions and pay reductions issued after June 30, 2014, will not be permanently placed in an employee’s official personnel file. Suspensions and pay reductions will be withdrawn from the employee’s official personnel file five (5) years from the date of issue provided there has not been additional formal discipline imposed during the five-year period. All suspensions and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations. Should an employee have subsequ ent discipline, the earlier disciplines may be used for purposes of progressive discipline. b. A letter of reprimand issued after October 27, 1990, will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two -year period.
c. A letter of reprimand issued prior to October 27, 1990, may be pulled at the request of the employee provided there was no additional formal discipline imposed within five (5) years from the date of issue.
d. Documented counselings will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance the subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

ARTICLE 14 – SAFETY SHOES AND SAFETY GLASSES

14.1 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment pursuant to required safety rules and regulations, the City shall reimburse said employees for the cost of an acceptable safety shoe and/or inserts up to a maximum of $ 200.00 per pair, or up to a maximum of $250.00 if special order of the safety shoes is required, but normally not more than two (2) pair per fiscal year. When needed, employees may purchase and request to be reimbursed for two (2) pair of safety shoes at the same time.

With prior permission, employees may request and be reimbursed for repairs of current acceptable safety shoes in lieu of the purchase of a pair of safety shoes.
b. All employees falling outside the coverage of subsection (a) above shall also be required to wear safety shoes as a condition of employment. The City will

51 reimburse these employees for the cost of an acceptable safety shoe up to a maximum of $ 200.00 per pair, or up to a maximum of $ 250.00 per pair if special order is required, but normally not more than two (2) pair per fiscal year. When needed, employees may purchase and request to be reimbursed for two (2) pairs of safety shoes at the same time.
c. To be eligible for the reimbursement as stated in subsections (a) and (b) above, the employee must obtain prior authorization from their supervisor before purchasing safety shoes, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement.
d. The City maintains the right to specify the type of required safety shoes.

14.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses. The City shall provide non -prescription safety glasses for employees.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum of $125.00 per pair of glasses. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non -prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription s hall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.

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

52 ARTICLE 15 – UNIFORMS

15.1 UNIFORMS
a. The City agrees to provide uniforms for employees who are required to wear uniforms.
b. All employees covered by this Agreement and occupying classifications in the Plant Operator Unit as otherwise defined herein and required by the City to wear a uniform shall have a clean uniform provided five days a week (5-5-1), at no cost to the employee.
c. During the summer months of June, July and August, employees in the classifications of Junior Plant Operator, Plant Operator, and Senior Plant Operator, who are required to wear a uniform shall be provided with clean orange, blue, or tan T -shirts on a 5 -5-1 basis. The T-shirts are in lieu of the currently provided shirts.
d. The value of the uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) biweekly to the Public Employees Retirement System (PERS).
e. All employees who are provided with a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

15.2 FOUL WEATHER JACKET
a. Employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket. b. Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City. Stolen jackets shall be reported to the employee’s supervisor and replaced by the City.

ARTICLE 16 – MISCELLANEOUS

16.1 SAFETY
Employees shall not perform work alone in any plant on swing or graveyard shift where another employee is not within easy access to assist or obtain assistance should such employees working alone sustain an injury or become seriously ill.

53 16.2 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home -to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part-time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home -to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass. Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120).
c. Downtown Parking Subsidy
The City shall provide a ninety dollar ($ 90) per month parking subsidy to eligible career employees who are regularly assigned to work in the downtown area. The subsidy will be included in the employee’s bi -weekly paycheck, subject to applicable state and federal taxes.

16.3 SELECTION OF VACANCIES
a. When a permanent vacancy occurs in a particular job assignment, employees holding permanent status in the classification in which the vacancy arises may request to be reassigned to such vacancy. Such employees who possess those skills and abilities required for the position shall be given preference over those individuals appointed from an eligible list. If more than one qualified employee requests such vacancy, the assignment shall be based on (1) relative experience and capability in performing the required job functions; and (2) relative disruptive effect on the established work schedule. If both of these considerations are found to be equal by the appointing authority, classification seniority shall be the determining factor. For employees in the classifications of Senior Stationary Engineer and Stationary Engineer, vacancy selection preference pertains to permanent vacancies within an employee's own department. When a vacancy occurs in other departments, an employee may submit transfer requests as provid ed by the Civil Service Board Rules and Regulations.

54 b. When a permanent vacancy occurs due to retirement, death, demotion, resignation, promotion, or termination, a notice of such vacancy shall be posted fourteen (14) calendar days prior to the regular filling of said vacancy.

The notice shall include the shift and work location of the vacancy. The notice of vacancy for Plant Operators shall be posted at the Sacramento Water Treatment Plant, the Fairbairn Water Treatment Plant, Sump 2, at the Well Crew Dispersal Site, 35 th Avenue, and the 24th Street Corporation Yard. The notice of vacancy for Stationary Engineers and Senior Stationary Engineers shall be posted in those departments where employees in the affected classification are employed.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immediate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. This Section shall not apply to non-career employees.

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

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

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

16.6 EMPLOYEE PERFORMANCE APPRAISALS
a. Each City department shall have the right to conduct employee performance appraisals on a department -wide basis for career and/or non -career employees at the discretion of the appointing authority. b. A career employee who disagrees with a performance evaluation may within ten (10) workdays from the date of the performance evaluation:
(1) Write a rebuttal statement for attachment to the performance evaluation form; and

55 (2) Informally appeal to the supervisor of the reviewer, but in no case higher than the department head.
c. Appeals of employee performance evaluations are not subject to the grievance procedure.
d. In accordance with the Sacramento Civil Service Board Rules, Rule 12 et seq., withholding an employee’s salary step advancement is formal discipline.

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

16.7 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee on and after November 22, 1986 , shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited-term appointment.
b. The trial period for Stationary Engineer and Senior Stationary Engineer shall be one thousand forty (1,040) hours worked. The trial period for Junior Plant Operator, Plant Operator, and Senior Plant Operator shall be a three hundred sixty-five (365) calendar day period beginning with the first day the employee reports to work or until the employee has worked two thousand eighty (2,080) straight-time hours, whichever occurs last.
c. A non -career employee may be released from his or her position at the discretion of the appointing authority at any time prior to working the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing.
d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.

16.8 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages, overtime payment , healthcare contributions, incentives, or leave accruals, balances and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment in compensation, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;

56 (2) A one -time deduction from all available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

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

16.9 COMMERCIAL DRIVER LICENSE
Each employee whose job assignment requires them to operate, drive, or maintain a commercial motor vehicle shall possess a valid commercial California driver license and endorsements as follows:

Required
Classification License Endorsements

Junior Plant Operator A; or B Tank Vehicle &
(1) and (2) Hazardous Materials
Plant Operator A; or B Tank Vehicle &
(1) and (2) Hazardous Materials
Senior Plant Operator A; or B Tank Vehicle &
(1) and (2) Hazardous Materials
(1) License must not have an air brake restriction

57 (2) Management will determine on a case-by-case basis if the license must have a manual transmission endorsement.

If there are insufficient numbers of employees who possess the required commercial license and/or endorsements when the commercial license and/or endorsements is mandatory for some assignments only, then the commercial license and/or endorsements shall be mandated as necessary for the designated assignments.

Such mandated assignments shall be by inverse order of classification seniority beginning with the employee with the least amount of classification seniority.

16.10 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Miscellaneous employees are covered by the following Public Employees Retirement System, (PERS) plan – Classic Members:
• Modified 2% at age 55
• One-year highest compensation
• 2% COLA
• 25% survivor continuation
• 50% industrial disability
• Military service credit
• Sick leave conversion credit
b. Effective June 30, 2012, “classic members” as defined by PERS, shall pay the seven percent (7%) member contribution to the PERS retirement plan. Classic members shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) months of compensation. c. Effective November 15, 2014, “classic members” shall pay eight percent (8%) of salary to the PERS retirement plan. The parties will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous classic members shall, from the date of amendment, pay a seven percent (7%) employee contribution and one percent (1%) of the employer contribution through PERS cost -share. If this PERS cost -share is not approved by a vote of the bargaining unit employees, the one percent (1%) cost-share will remain in the City’s account.
d. Member Contribution to PERS Retirement Plan – New Members “New members” as defined by Public Employees’ Pension Reform Act (PEPRA) shall be members in the PERS on terms consistent with the PEPRA.

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

58 16.11 VOLUNTARY WORK FURLOUGH PROGRAM
Pursuant to the Furlough/Reduced Work Week Policy, the City may establish for full- time career employees a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a regular fixed basis to less than forty (40) hours per week. Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this citywide Program.

16.12 PROBATIONARY PERIOD
Probation is an extension of the hiring process and the employee may be released from probation at any time during the probationary period with no appeal rights. a. The probationary period for career employees hired or promoted into or within this unit on or after June 19, 2020, who are employed in classification covered under this Agreement, whose probationary period was six (6) months shall be twelve (12) months (2,080 regular hours). All relevant job specifications shall be deemed modified to reflect this provision.
b. An employee serving a probationary period shall receive a minimum of three (3) written performance appraisals, based on evaluations conducted at four (4), eight (8), and twelve (12) months of service. Evaluation shall be completed using a standardized evaluation form prescribed by the appointing authority.
c. The necessity for a written performance appraisal shall be eliminated if, at any point during the one (1) year probationary period, the appointing authority releases the employee during probation.
d. A probationary employee may be released from their position at the discretion of the appointing authority at any time during the probationary period without right of appeal. Such release shall be confirmed in writing.

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

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

59 16.14 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

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

16.15 REOPENERS
After April 1, 2022, Local 39 may request to meet and confer regarding Rain Patrol, and if they do so the City will meet with Local 39 within thirty (30) calendar days of that request.

The City may request to meet and confer regarding minimum rest periods between work days, and if they do so Local 39 will meet with the City within thirty (30) calendar days of that request.

16.16 WATER TREATMENT PLANT SCHEDULING – WORK GROUP
The City and the Union shall meet to discuss alternatives to the Plant Operator 5 -4 work schedule.

Implementation of any change shall only be upon mutual agreement. Absent mutual agreement, the status quo shall continue.

16.17 TERM
a. This Agreement shall remain in full force and effect from December 30, 2023, to and including December 26, 2025.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
c. The Letters of Understanding at Exhibit A are hereby incorporated and shall remain in effect during the term of this Agreement.

60 DATED: January 9, 2024

INTERNATIONAL UNION OF OPERATING CITY OF SACRAMENTO

ENGINEERS, STATIONARY ENGINEERS
LOCAL 39, AFL-CIO

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

Jeff Gladiuex Aaron Donato
President Labor Relations Manager

Brandy Johnson Christen Snyder
Director Of Public Employees Negotiating Team Member

Laura LeSieur Chee Khang
District Representative Negotiating Team Member

Payden Martin Jason Bader
Business Representative Negotiating Team Member

David Buchko David Herrmann
Negotiating Team Member Negotiating Team Member

Rachel Carter Approved as to form:

Negotiating Team Member

Gerardo Damian Brett Witter
Negotiating Team Member Assistant City Attorney

61 Patrick Grant
Negotiating Team Member

Justin Krellwitz
Negotiating Team Member

Page 62 ends

Sacramento City CouncilJanuary 9, 2024

Sacramento City Council
January 9, 2024