CITY COUNCIL
Darrell Steinberg, Mayor
Lisa Kaplan, District 1
Sean Loloee, District 2
Karina Talamantes, District 3
Katie Valenzuela, District 4
Caity Maple, District 5
Eric Guerra, Vice Mayor, District 6
Rick Jennings, II, District 7
Mai Vang, Mayor Pro Tem, District 8
CHARTER OFFICERS
Mindy Cuppy, City Clerk
Susana Alcala Wood, City Attorney
Jorge Oseguera, City Auditor
Howard Chan, City Manager
John Colville, City Treasurer
City Council
Financing Authority
Housing Authority
Public Financing Authority
Redevelopment Agency
Successor Agency
915 I Street, 1st Floor, Sacramento
Published by the Office of the City Clerk
(916) 808-7200
SUPPLEMENTAL MATERIAL
Descr
iption: Attached is supplemental material received after publishing the agenda for Discussion Item 25. The attached replace Attachments 2, 3, 4, 5, 6 and 7 in their entirety.
For the Meeting of: Tuesday, January 9, 2024 at 5:00 p.m.
Agenda Item: Discussion Item 25
25. Labor A
greement: Sacramento City Exempt Employees Association Successor Labor Agreement/Memorandum of Understanding; and the Citywide Salary Schedule File
ID: 2024-00358
Locati
on: Citywide
Recom
mendation: Subject to being advised by representatives of the Sacramento City Exempt Employees Association of membership ratification: Adopt a Resolution by two- thirds vote: 1) waiving the requirement for 10-day posting of labor agreements; 2) approving the Memorandum of Understanding (MOU) between the City of Sacramento (City) and Sacramento City Exempt Employees Association (SCXEA); 3) approving the revised citywide salary schedule; 4) authorizing the City Manager to conduct the necessary budget adjustments and transfers from fund balances to adequately fund the MOU; and 5) authorizing the City Manager or City Manager’s designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors in the MOU and salary schedule.
Cont
act: Aaron Donato, Labor Relations Manager, (916) 808-5816, Department of Human Resources; Sean Arnold, Labor Relations Officer, (916) 808-5536, Department of Human Resources
And
Labor Agreement
Covering All Employees in the
Exempt Management,
Exempt Management Support,
and Confidential/Administrative Units
2021-2023-2025
i
TABLE OF CONTENTS
S e c t i o n P a g e
PREAMBLE ...................................................................................................................... .. 1 ARTICLE 1 – RECOGNITION ............................................................................................. 1
1.1 RECOGNITION ................................................................................................................................. 1
1.2 EMPLOYEES COVERED BY THIS AGREEMENT .......................................................................... 1
1.3 DEFINITIONS .................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ..................................................................................... 3
2.1 SOLE AGREEMENT ......................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS ............................................................................................... 3
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY ........................................................................ 3
3.2 FILLING VACANT POSITIONS ........................................................................................................ 3 ARTICLE 4 – ASSOCIATION RIGHTS ............................................................................... 4
4.1 PAYROLL DEDUCTIONS ................................................................................................................. 4
4.2 RELEASE TIME ................................................................................................................................ 5
4.3 BULLETIN BOARDS ......................................................................................................................... 6
4.4 LIST OF EMPLOYEES ...................................................................................................................... 6
4.5 USE OF CITY EMAIL ........................................................................................................................ 7
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ......................................................................... 7
5.1 PURPOSE ......................................................................................................................................... 7
5.2 PROCEDURE ................................................................................................................................... 7
5.3 DEFINITIONS .................................................................................................................................... 8
5.4 STEP ONE ........................................................................................................................................ 8
5.5 STEP TWO ........................................................................................................................................ 8
5.6 ARBITRATION .................................................................................................................................. 9
5.7 WITNESSES ..................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................ 9
6.1 SALARIES ......................................................................................................................................... 9 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 11
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 11
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ........................ 11
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ........................... 11
7.4 LONGEVITY PAY (CITY CHARTER) ............................................................................................. 11
7.5 LONGEVITY PAY (CONTRACT) .................................................................................................... 12
7.6 OUT-OF-CLASSIFICATION PAY ................................................................................................... 12
7.7 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES .......................................... 12
7.8 SALARY STEP ADVANCEMENT ................................................................................................... 12
7.9 PROBATIONARY PERIOD ............................................................................................................. 13
7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 13
7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 14
7.12 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................. 14
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ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 14
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ......... 14
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .................................................................... 15
8.3 AMOUNT OF CONTRIBUTION ...................................................................................................... 15
8.4 COVERED DEPENDENTS ............................................................................................................. 17
8.5 CASH-BACK LIMITS ....................................................................................................................... 17
8.6 LIFE INSURANCE ........................................................................................................................... 18
8.7 LONG-TERM DISABILITY .............................................................................................................. 18
8.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 18
8.9 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 19
8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) ........................................................................ 19
8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 19 ARTICLE 9 – RETIREMENT ............................................................................................. 23
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ........................... 23
9.2 DEFERRED COMPENSATION PLAN ............................................................................................ 24
9.3 SECTION 401(a) MONEY PURCHASE PLAN ............................................................................... 24 ARTICLE 10 – HOURS OF WORK ................................................................................... 24
10.1 HOURS OF EMPLOYMENT ........................................................................................................... 24
10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 25
10.3 REMOTE WORK PROGRAM ......................................................................................................... 25
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 25
10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .................................................................. 25
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................. 25
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ....................................... 25
10.8 POLICE LIEUTENANT COVERAGE .............................................................................................. 26
10.9 SUPPLEMENTAL POLICE EMPLOYMENT ................................................................................... 26
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) ....................................................................................................... 26 ARTICLE 11 – OVERTIME COMPENSATION ................................................................. 27
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES .......................................... 27
11.2 OVERTIME FOR NON-CAREER EMPLOYEES ............................................................................ 28
11.3 STANDBY ASSIGNMENTS ............................................................................................................ 28 ARTICLE 12 – LEAVES .................................................................................................... 28
12.1 HOLIDAYS ...................................................................................................................................... 28
12.2 VACATION ...................................................................................................................................... 31
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................. 32
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ................................................................................... 33
12.5 SICK LEAVE ................................................................................................................................... 33
12.6 INJURY-ON-DUTY .......................................................................................................................... 36
12.7 COURT LEAVE ............................................................................................................................... 37
12.8 CITY-PAID PARENTAL LEAVE ...................................................................................................... 37
12.9 CATASTROPHIC LEAVE PLAN ..................................................................................................... 38
12.10 PERSONAL LEAVE ........................................................................................................................ 38
12.11 MEDICAL LEAVE ............................................................................................................................ 38
12.12 CITY-PAID BEREAVEMENT LEAVE .............................................................................................. 38
12.13 PAID CITY LEAVE (PCL) ................................................................................................................ 39 ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 40
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13.1 POLICE AND FIRE UNIFORM ALLOWANCE ................................................................................ 40
13.2 TUITION REIMBURSEMENT ......................................................................................................... 40
13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................. 40
13.4 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 41
13.5 CONTINUING EDUCATION ........................................................................................................... 41
13.6 BILINGUAL PAY ............................................................................................................................. 41
13.7 TECHNOLOGY ALLOWANCE ....................................................................................................... 41
13.8 NOTARY PAY ................................................................................................................................. 42
13.9 SAFETY SHOES ............................................................................................................................. 42
13.10 SAFETY GLASSES ......................................................................................................................... 42 ARTICLE 14 – TRANSPORTATION ................................................................................. 43
14.1 TRANSPORTATION AND PARKING ............................................................................................. 43 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 45
15.1 PURPOSE ....................................................................................................................................... 45
15.2 PROCEDURE ................................................................................................................................. 45
15.3 NOTICE OF LAYOFF ...................................................................................................................... 46
15.4 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 46
15.5 EMPLOYEE ON IOD STATUS ....................................................................................................... 47
15.6 FRINGE BENEFITS ........................................................................................................................ 47
15.7 RECALL .......................................................................................................................................... 47
15.8 GENERAL ....................................................................................................................................... 47 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 48
16.1 PROCEDURE ................................................................................................................................. 48
16.2 NOTICE OF LAYOFF ...................................................................................................................... 48
16.3 EMPLOYEE ON IOD STATUS ....................................................................................................... 48
16.4 GENERAL ....................................................................................................................................... 48 ARTICLE 17 – DISCIPLINE .............................................................................................. 49
17.1 DISCIPLINE .................................................................................................................................... 49
17.2 LETTER OF REPRIMAND .............................................................................................................. 49
17.3 DOCUMENTED COUNSELING RETENTION ................................................................................ 50
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ......................................... 50
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .................................................................... 50
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................ 51
17.7 WITHDRAWAL OF APPEAL ........................................................................................................... 51 ARTICLE 18 – MISCELLANEOUS ................................................................................... 51
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD .................................................. 51
18.2 SAVINGS CLAUSE ......................................................................................................................... 51
18.3 NEW OR REVISED JOB CLASSIFICATIONS................................................................................ 51
18.4 STAFF AIDE POSITIONS ............................................................................................................... 52
18.5 OFF-DUTY EMPLOYMENT ............................................................................................................ 52
18.6 TIME OFF FOR EXAMINATIONS ................................................................................................... 53
18.7 PAYROLL ERRORS ....................................................................................................................... 54
18.8 RETIREE COURT APPEARANCE FEES ....................................................................................... 54
18.9 NOTICE OF JOB ANNOUNCEMENTS .......................................................................................... 55
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY .................................................... 55
18.11 EQUITY ADJUSTMENT REOPENER ............................................................................................ 55
18.12 FIRE ASSISTANT CHIEF COVERAGE .......................................................................................... 55
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18.13 TERM .............................................................................................................................................. 55 PREAMBLE ...................................................................................................................... .. 1 ARTICLE 1 – RECOGNITION ............................................................................................. 1
1.1 RECOGNITION ................................................................................................................................. 1
1.2 EMPLOYEES COVERED BY THIS AGREEMENT .......................................................................... 1
1.3 DEFINITIONS .................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ..................................................................................... 3
2.1 SOLE AGREEMENT ......................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS ............................................................................................... 3
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY ........................................................................ 3
3.2 FILLING VACANT POSITIONS ........................................................................................................ 3 ARTICLE 4 – ASSOCIATION RIGHTS ............................................................................... 4
4.1 PAYROLL DEDUCTIONS ................................................................................................................. 4
4.2 RELEASE TIME ................................................................................................................................ 5
4.3 BULLETIN BOARDS ......................................................................................................................... 6
4.4 LIST OF EMPLOYEES ...................................................................................................................... 6
4.5 USE OF CITY EMAIL ........................................................................................................................ 6
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ......................................................................... 7
5.1 PURPOSE ......................................................................................................................................... 7
5.2 PROCEDURE ................................................................................................................................... 7
5.3 DEFINITIONS .................................................................................................................................... 7
5.4 STEP ONE ........................................................................................................................................ 8
5.5 STEP TWO ........................................................................................................................................ 8
5.6 ARBITRATION .................................................................................................................................. 8
5.7 WITNESSES ..................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................ 9
6.1 SALARIES ......................................................................................................................................... 9
6.2 EQUITY ADJUSTMENTS ................................................................................................................. 9 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 10
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 10
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ........................ 10
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ........................... 11
7.4 LONGEVITY PAY ............................................................................................................................ 11
7.5 OUT-OF-CLASSIFICATION PAY ................................................................................................... 11
7.6 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES .......................................... 11
7.7 SALARY STEP ADVANCEMENT ................................................................................................... 11
7.8 PROBATIONARY PERIOD ............................................................................................................. 12
7.9 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 12
7.10 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 13
7.11 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................. 13
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ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 13
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ......... 13
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .................................................................... 14
8.3 AMOUNT OF CONTRIBUTION ...................................................................................................... 14
8.4 COVERED DEPENDENTS ............................................................................................................. 15
8.5 CASH-BACK LIMITS ....................................................................................................................... 16
8.6 LIFE INSURANCE ........................................................................................................................... 16
8.7 LONG-TERM DISABILITY .............................................................................................................. 16
8.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 17
8.9 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 17
8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) ........................................................................ 18
8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 18 ARTICLE 9 – RETIREMENT ............................................................................................. 20
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ........................... 20
9.2 DEFERRED COMPENSATION PLAN ............................................................................................ 22
9.3 SECTION 401(a) MONEY PURCHASE PLAN ............................................................................... 22 ARTICLE 10 – HOURS OF WORK ................................................................................... 22
10.1 HOURS OF EMPLOYMENT ........................................................................................................... 22
10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 23
10.3 TELECOMMUTING PROGRAM ..................................................................................................... 23
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 23
10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .................................................................. 23
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................. 23
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ....................................... 23
10.8 POLICE LIEUTENANT COVERAGE .............................................................................................. 23
10.9 SUPPLEMENTAL POLICE EMPLOYMENT ................................................................................... 24
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) ....................................................................................................... 24 ARTICLE 11 – OVERTIME COMPENSATION ................................................................. 25
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES .......................................... 25
11.2 OVERTIME FOR NON-CAREER EMPLOYEES ............................................................................ 25
11.3 STANDBY ASSIGNMENTS ............................................................................................................ 26 ARTICLE 12 – LEAVES .................................................................................................... 26
12.1 HOLIDAYS ...................................................................................................................................... 26
12.2 VACATION ...................................................................................................................................... 29
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................. 30
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ................................................................................... 31
12.5 SICK LEAVE ................................................................................................................................... 31
12.6 INJURY-ON-DUTY .......................................................................................................................... 34
12.7 COURT LEAVE ............................................................................................................................... 34
12.8 CITY-PAID PARENTAL LEAVE ...................................................................................................... 35
12.9 CATASTROPHIC LEAVE PLAN ..................................................................................................... 35
12.10 PERSONAL LEAVE ........................................................................................................................ 35
12.11 MEDICAL LEAVE ............................................................................................................................ 36
12.12 CITY-PAID BEREAVEMENT LEAVE .............................................................................................. 36
12.13 PAID CITY LEAVE (PCL) ................................................................................................................ 36 ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 37
vi
13.1 POLICE AND FIRE UNIFORM ALLOWANCE ................................................................................ 37
13.2 TUITION REIMBURSEMENT ......................................................................................................... 38
13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................. 38
13.4 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 38
13.5 CONTINUING EDUCATION ........................................................................................................... 38
13.6 BILINGUAL PAY ............................................................................................................................. 38
13.7 TECHNOLOGY ALLOWANCE ....................................................................................................... 38
13.8 NOTARY PAY ................................................................................................................................. 39 ARTICLE 14 – TRANSPORTATION ................................................................................. 39
14.1 TRANSPORTATION AND PARKING ............................................................................................. 39 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 41
15.1 PURPOSE ....................................................................................................................................... 41
15.2 PROCEDURE ................................................................................................................................. 42
15.3 NOTICE OF LAYOFF ...................................................................................................................... 43
15.4 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 43
15.5 EMPLOYEE ON IOD STATUS ....................................................................................................... 43
15.6 FRINGE BENEFITS ........................................................................................................................ 43
15.7 RECALL .......................................................................................................................................... 43
15.8 GENERAL ....................................................................................................................................... 44 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 44
16.1 PROCEDURE ................................................................................................................................. 44
16.2 NOTICE OF LAYOFF ...................................................................................................................... 45
16.3 EMPLOYEE ON IOD STATUS ....................................................................................................... 45
16.4 GENERAL ....................................................................................................................................... 45 ARTICLE 17 – DISCIPLINE .............................................................................................. 45
17.1 DISCIPLINE .................................................................................................................................... 45
17.2 LETTER OF REPRIMAND .............................................................................................................. 46
17.3 DOCUMENTED COUNSELING RETENTION ................................................................................ 46
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ......................................... 46
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .................................................................... 46
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................ 47
17.7 WITHDRAWAL OF APPEAL ........................................................................................................... 47 ARTICLE 18 – MISCELLANEOUS ................................................................................... 47
18.1 CIVIL SERVICE RULES.................................................................................................................. 47
18.2 SAVINGS CLAUSE ......................................................................................................................... 47
18.3 NEW OR REVISED JOB CLASSIFICATIONS................................................................................ 47
18.4 STAFF AIDE POSITIONS ............................................................................................................... 48
18.5 OFF-DUTY EMPLOYMENT ............................................................................................................ 48
18.6 TIME OFF FOR EXAMINATIONS ................................................................................................... 49
18.7 PAYROLL ERRORS ....................................................................................................................... 49
18.8 RETIREE COURT APPEARANCE FEES ....................................................................................... 50
18.9 DEFERRED COMPENSATION PLAN ............................................................................................ 50
18.10 TERM .............................................................................................................................................. 50
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the SACRAMENTO CITY EXEMPT EMPLOYEES ASSOCIATION, hereinafter referred to as the Association, has as its purpose the promotion of harmonious labor relations between the City and the Association and the establishment of rates of pay, hours of work, and other conditions of employment.
ARTICLE 1 – RECOGNITION
1.1 RECOGNITION
The City hereby recognizes the Association as the exclusive bargaining agent for all employees in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) Units, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Association on all matters within the scope of representation pertaining to the said employees as authorized by law.
1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) Units as defined in the Employer-Employee Relations Policy shall be covered by this Agreement except as hereinafter provided.
1.3 DEFINITIONS
a. As used throughout this Agreement, the terms “Career Employee” and “Non- Career Employee” shall be given the same meaning as set forth in the Rules and Regulations of the Civil Service Board. (Civil Service Rules). b. As used throughout this Agreement, the term “Exempt Employee” shall mean employees filling classifications identified as exempt from the classified service pursuant to the City Charter and as identified in the Employer- Employee Relations Policy . Exempt employees are “at-will” employees serving at the pleasure of the Appointing Authority. Nothing in this Agreement shall be construed to be an express or implied covenant or contract of continued employment, or to create a property right or tenure for any person appointed to positions that are exempt from the classified service.
Consequently, just cause is not required for discipline and there are no appeal rights.
2 c. Eligibility for Benefit and Leave Accrual
(1) Exempt, career, and non-career +1040 employees shall receive health benefits and leave accruals based on the full-time equivalent (FTE) of the budgeted authorized position (BAP) as follows:
(a) 0.8 FTE BAP or higher shall receive full benefits and leave accruals
(b) 0.5 up to a 0.79 FTE BAP shall receive one-half (1/2) of the benefits and leave accruals
(c) 0.49 or less FTE BAP shall not receive benefits or leave accruals
(d) Employees in less than a 0.8 FTE BAP but working thirty (30) or more hours per week shall receive health benefits consistent with the Patient Protection and Affordable Care Act.
(2) Unless provided otherwise in this Agreement, non-career -1040 employees are not eligible for any health benefits or leave accruals. d. City Service Seniority: City service seniority shall be calculated using each employee’s cumulative employment with the City. For a part-time employee, City service seniority shall be prorated. Within ninety (90) days of being rehired employees may make a request to Human Resources that their prior employment be used to calculate their City service seniority. This use of prior employment for calculating the City service seniority for rehired employees shall not create a right to retroactive benefits.
e. Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification plus any time spent in a higher job classification, but not including any time spent in a lower job classification.
The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee whose position has been reallocated in accordance with the applicable Rules and Regulations of the Civil Service BoardRules , classification seniority shall include all time in the prior classification. For a part-time employee, classification seniority shall be prorated.
f. Hire Date Seniority: Hire date seniority shall be defined as the employee’s first date of hire to any position with the City.
3 g. Seniority Adjustments: Classification seniority and City service seniority shall be reduced by any period not employed. There shall be no reduction for time spent on an approved unpaid leave of absence.
h. Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(1) Discharge
(2) Retirement
(3) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. This Agreement, when signed by the parties and approved by the City Council, supersedes all other Agreements between the parties and represents the sole agreement between the parties.
b. Neither party shall be obligated to meet and confer during the term of this Agreement on any matter contained in this Agreement.
c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.
ARTICLE 3 – CITY RIGHTS
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY
It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various departments in all aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement except as expressly modified in this Agreement. Unless specifically in conflict with this Agreement, all management rights shall remain vested exclusively with the City including the right to eliminate, contract or subcontract out functions or services performed by unit personnel.
3.2 FILLING VACANT POSITIONS
The City retains the sole and exclusive right to determine when and if a vacant position will be filled.
4 ARTICLE 4 – ASSOCIATION RIGHTS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly member dues and (2) the insurance premiums for the City or Association plans, not to exceed three (3) insurance deductions per member.
b. The above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth herein using the authorization forms agreed to by the City and the Association. Any future changes or modifications to the authorized form shall be agreed upon between the City and the Association. The form shall include the following:
x Employee full name
x Employee eCAPS ID number or the last four digits of their Social Security number
x Bargaining Unit
x Amount or percentage of monthly membership dues
x Additional union-sponsored deductions (e.g. life insurance) Any future changes or modifications to the authorization form shall be agreed upon between the City and the Association.
(2) If for any reason an employee does not have sufficient funds due them to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Association shall assume the duty of direct collection from the employee.
(3) The authorization form for deductions shall be completed and submitted by the Association to the Payroll Division, Department of Finance.
(4) Such deductions shall be made only upon submission to the Payroll Division, Department of Finance, of the said authorization form duly completed and executed by the Association.
(5) When changes in rates affect large groups of Association members, the Association may, in lieu of the dues authorization form, notify the Payroll Division, Department of Finance, by email of the new rate and clearly define the group(s) of Association members who are affected.
5 (6) The Association is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance with any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(7) Dues deductions shall occur over twenty-four (24) paychecks per year, which shall be the first two (2) paychecks each month.
(8) The City will remit to the Association a single dues check for all SCXEA units each pay period. At such time as the City’s accounts payable system is able to do so, the City will remit to the Association by electronic funds transfer (EFT) for all deductions. The City shall include with the check a report listing the employees enrolled and the amount the employees paid.
(9) Unless notified in writing by the Association of an employee’s request to cancel their dues deduction, the City will continue to deduct Association dues, and/or any additional deduction(s) noted.
Notification will be made to the Payroll Division, Department of Finance, utilizing the dues authorization form notating in the “Additional Information” column that it is a membership cancellation. (10) Dues deductions that have been submitted by the Association utilizing the dues authorization form received in Payroll Division, Department of Finance, by noon on the last day of a pay period, will reflect a deduction on the check for that pay period. There shall be no collection of dues arrearages by the City.
(11) The Association shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization.
(12) The Association shall indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance premiums or other programs sponsored by the Association.
4.2 RELEASE TIME
a. SCXEA-represented employees shall utilize the Association release time donation forms and/or associated procedures to authorize donation of their leave balances for such purposes.
b. Eligible SCXEA Board members shall be allowed to use this leave to attend meetings with the City and for other Association activities not prohibited by
6 law. Use of the leave bank shall be subject to the approval of SCXEA and the employee’s supervisor.
c. Employees may donate up to forty (40) hours each year from accrued leave balances, excluding sick leave, to a bank of employee-donated Release Time.
Employee Ddonations shall be irrevocable and not returnable to the donating employee. The maximum cumulative number of hours donated by all members to this bank shall not exceed one thousand and forty (1040) hours per calendar year. Any unused hours in the bank on December 31 shall be carried over into the next calendar year. The total amount of release time in thise bank, including any carryover, shall at no time exceed one thousand and forty (1040) hours.
d. Within thirty (30) calendar days of adoption of this Agreement by the City Council, the City will provide SCXEA with a one-time leave bank of one thousand forty (1040) five hundred and twenty (520) hours of release time for SCXEA Board Members for Association business. This release time may be carried over beyond the term of this Agreement for use by the Association until exhausted. Board members shall endeavor to provide forty-eight (48) hours’ advance notice for the use of this leave by emailing their supervisor and copying the SCXEA President. Use of this leave is subject to the approval of the employee’s supervisor. This Section 4.2(d) is rescinded as of September 19, 2025.
e. During the term of this Agreement, the Association’s release time bank shall not exceed two thousand eighty hours (2,080) hours, except that through June 28, 2024, the Association shall be allowed to carry a balance which shall not exceed two thousand three hundred (2,300) hours. Effective June 29, 2024, all unused release time hours in excess of two thousand eighty (2,080) hours will be forfeited. All new donations of “member donated leave” made pursuant to paragraph (c), above, shall be suspended until the total release time hours fall below two thousand eighty (2,080) hours.
4.3 BULLETIN BOARDS
The City shall provide bulletin boards at work locations mutually agreed upon with the Association for posting Association information, notices and communications.
The board size shall be no larger than three (3) feet by four (4) feet unless agreed to otherwise by the parties.
4.4 LIST OF EMPLOYEES
At least every thirty (30) days the City shall provide the Association with a list of employees who are employed in classifications represented by the bargaining unit.
To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.
7 4.5 USE OF CITY EMAIL
a. The Association shall have reasonable use of the City’s electronic mail system (email) for communicating with its members and with the City. Members of the Association shall have reasonable use of the City email system to contact the Association and its members. Use of the email system is subject to provisions of the City’s Information Technology Resource Policy (API#30). b. The Association shall have the right to reasonable use of the City’s existing internal mail system to contact its members.
c. The City shall not be held responsible for untimely or lost communications.
4.6 NEW EMPLOYEE ORIENTATION
Unless otherwise agreed in advance, Association Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Association and the labor agreement.
The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Association’s representative(s) to attend, shall be established by the City.
The City shall make a reasonable effort to provide the Association with at least forty- eight (48) hours’ notice of changes to the regular schedule.
ARTICLE 5 – GRIEVANCE PROCEDURE
5.1 PURPOSE
The City and the Association recognize the desirability of establishing an orderly, systematic, and efficient procedure through which an employee may resolve concerns arising out of the interpretation and application of the express terms of this Agreement and shall exclude matters for which there are established and applicable Civil Service Board appeals processes.
5.2 PROCEDURE
a. The City and the Association agree to implement the following grievance procedure. The grievance procedure shall be used to process and resolve disputes arising under this Agreement except to the extent that the City Charter, or the Rr ules and Regulations of the Civil Service Board , vests jurisdiction elsewhere. The purpose of this procedure is to resolve issues informally at the appropriate level, and to provide an orderly procedure for reviewing and resolving disputes promptly.
b. No matter shall be considered as a dispute under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the
8 events on which the grievance is based. The thirty (30) day time limit for filing for a grievance may be extended with the mutual agreement of the parties.
Time limits at each step may be waived by mutual agreement of the parties.
5.3 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Association involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the term “supervisor” means the individual who assigns, reviews, and directs the work of an employee.
c. As used in this procedure, the term “party” means an employee, the Association, the City, or their authorized representatives. d. The employee retains all rights conferred by Sections 3500 et seq., of the Government Code or the Rules and Regulations of the Civil Service Board Rules and Regulations of the City unless waived by such employee.
5.4 STEP ONE
a. An employee who believes they have cause for grievance may contact the Association and their supervisor. If, after discussion with the supervisor, the employee does not feel the issue has been resolved, the dispute shall be reduced to a written appeal, signed by the employee or their representative. b. The written appeal shall include a statement indicating the dispute raised by the employee and cite to section(s) of this Agreement at issue. The appeal shall also include a description of the remedy or correction requested of the City.
c. The employee’s manager or designee shall provide a written response to the appeal within fourteen (14) calendar days from the time they received the appeal. The response from the manager or designee shall include a statement of the City’s position and the facts upon which it is based, and the remedy or correction which has been offered, if any.
5.5 STEP TWO
If the employee or Association determines that the City’s first step response is not satisfactory, an appeal to the second step must be made to the Labor Relations Manager or designee within fourteen (14) calendar days. The second step meeting will be held within fourteen (14) calendar days of the second step appeal. The Association representative and a designated City representative will meet in an effort to resolve the matter. The City’s response to the second step appeal will be made within fourteen (14) calendar days after the closure of the meeting.
9 5.6 ARBITRATION
a. If the Association determines that the City’s second step response is not satisfactory, the Association may appeal the dispute to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager or designee City representative within thirty (30) calendar days from the date of the second step response.
b. An arbitrator may be selected by mutual agreement between the Association and the City. Should the parties fail to agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) or more qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the arbitrator will only interpret the Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator’s decision shall be final and binding on the City, the Association, and the employee.
d. The fees of the arbitrator and any court reporter will be borne equally by the Association and the City.
5.7 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent in attendance at a meeting or arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable, and that best efforts will be made to schedule the witnesses to avoid unnecessary time waiting to testify.
ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARIES
a. Effective June 20, 2020September 23, 2023 , all salary steps shall be increased by three and one-halffive percent (3.5%).
The September 23, 2023, increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date the increase is implemented will receive the increase retroactively.
b. Effective July 13, 2024, all salary steps shall be increased by two percent (2%).
10 6.2 EQUITY ADJUSTMENTS
a. Effective the first full pay period after City Council adoption of this Agreement, the classification of Treasury Manager shall receive a twenty-two and sixty- two one-hundredths percent (22.62%) salary increase.
b. Within six (6) calendar months of the City Council’s adoption of this Agreement, the parties will meet and confer regarding wage increases for the following SCXEA-represented classifications:
(1) City Attorney’s Office
(a) Senior Deputy City Attorney
(b) Deputy City Attorney II
(c) Deputy City Attorney I
(d) Law Office Administrator
(e) Special Assistant to the City Attorney
(f) Paralegal Technology Support
(g) Paralegal
(h) Supervising Legal Secretary
(i) Legal Secretary
(j) Senior Legal Staff Assistant
(k) Legal Staff Assistant
(l) Investigator
(2) Information Technology Department
(a) IT Manager
(b) IT Supervisor
(c) Principal Applications Developer
(d) Principal Systems Engineer
(e) Senior Systems Engineer
(f) Senior Applications Developer
(g) Systems Engineer
(h) Applications Developer
Six (6) calendar months following the City Council’s adoption of this Agreement, SCXEA may request to meet and confer regarding wage increases for the classifications of Police Lieutenant, Police Captain, and Assistant Fire Chief. Upon request, the City shall meet with SCXEA within 30 days of that request.
a. During the term of this agreement, either party may request to meet to discuss salary equity adjustments of classifications covered by this agreement. With the exception of the classifications identified in 6.2(b) and 6.2(c), mutual agreement will be required for salary equity adjustments.
11 ARTICLE 7 – SALARY ADMINISTRATION
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee who is recalled after layoff shall return at the same salary step occupied prior to the layoff. Upon recall, the anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of recall until the maximum of the salary range is reached.
b. If a former employee is reemployed or rehired, the employee may receive any salary in the classification range. The anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of reemployment or rehire until the maximum of the salary range is reached.
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY For FLSA-exempt employees, except as otherwise provided by City policy, for partial day absences a salaried employee shall be charged leave for each whole hour of absence if the absence results in the employee working less than forty (40) hours in the week. If there is no accrued, useable leave, that employee’s pay shall be reduced in an amount equal to the employee’s hourly rate of pay for each whole hour of the absence.
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION Time spent on a leave of absence without pay of ten (10) or less consecutive workdays shall not affect the pay adjustment eligibility during a rating period. Such leaves in excess of ten (10) consecutive working days may affect eligibility during a rating period at the discretion of the Appointing Authority in a manner consistent with state and federal law.
7.4 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter using an employee’s City Service Seniority as defined in Section
1.3(d) (Definitions). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
12 7.5 LONGEVITY PAY (CONTRACT)
a. Effective July 13, 2024, the Letters of Understanding titled “SCXEA Public Safety Classifications” and “SCXEA Fire Marshal Classification Rate of Pay” shall terminate.
b. Effective July 13, 2024, the Letter of Understanding titled “Select SCXEA Classifications within the Office of the City Attorney” shall terminate with the exception of paragraph 4 which shall continue until all leave time referenced is exhausted or all eligible employees have separated, whichever occurs first. c. Effective July 13, 2024, employees who have completed seventeen (17) years of City service shall begin to receive longevity pay in the amount of three percent (3%) of their base rate of pay. Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity pay, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Section 1.3(d).
7.56 OUT-OF-CLASSIFICATION PAY
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out-of-classification pay up to a maximum of ten percent (10.0%) above the employee’s rate of pay, or the maximum salary of the higher classification where there is not a ten percent (10.0%) differential between the classifications. A department head may approve out-of-classification pay greater than ten percent (10.0%) with written justification and approval by the appropriate Charter Officer. The City will provide the Association a monthly list of employees in classifications represented by the Association who received out-of-classification pay and to which position the employee is working out-of-classification.
7.67 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES All payroll changes shall be effective on the first day of the bi-weekly pay period following the date the employee became eligible for, or subject to, the change. Each bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week.
7.78 SALARY STEP ADVANCEMENT
Employees shall be covered by a step advancement process as follows:
a. The salary range for each classification, unless otherwise adjusted by the parties, shall be applied as a twelve (12) step range with the current maximum set as Step 12.
b. The range differential shall be two and one-half (2.5%) percent between steps.
13 b.c. Effective July 27, 2024, all employees on the twelve (12) step salary schedule will be moved to an eight (8) step salary schedule which shall consist of five percent (5%) between the steps. These employees shall move to the closest step that does not result in a loss of pay. Employees will maintain their seniority date for purposes of annual step increases.
c.d. Except as otherwise provided in this Section, employees shall be eligible to advance to the next higher step on the pay period following the completion of fifty-two (52) weeks (2,080 regular hours) in their current classification. d.e. Employees occupying classifications of Police Captain and Police Lieutenant prior to August 6, 2015, shall be eligible to advance to the next step on the pay period following January 1 of each year that they continuously occupy that classification.
e.f. Steps may be accelerated or withheld by the Appointing Authority based on each employee’s documented performance in the employee’s classification.
7.89 PROBATIONARY PERIOD
a. The probationary period for Civil Service employees, hired on or after December 4, 2018, employed in classifications covered under this Agreement, shall be twelve (12) months (2,080 regular hours). Probation is an extension of the hiring process and the employee may be released from probation at any time during the probationary period with no appeal rights. Employees shall receive one performance evaluation every three (3) months during the probationary period.
Employee performance evaluations are not subject to the grievance procedure.
b. If the probationary period is extended in excess of thirty (30) consecutive calendar days due to light duty, sick leave, leave without pay, or injury-on-duty time, the employee’s first salary step increase will be delayed for a period consistent with the extension. If the employee completes the probationary period, the increase shall be implemented retroactively to the date when it was originally due.
7.109 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a higher classification is when an employee moves from one classification to another which has a higher salary range, and the employee shall receive an increase at least equal to five percent (5%) or the minimum of the new range, up to the maximum rate of the higher classification. b. Movement to another position in the same classification or a classification with the same salary range means that the employee shall maintain the same
14 salary and same anniversary date unless the Appointing Authority authorizes an increase.
c. Movement to a lower classification is when an employee’s position is reallocated to a classification with a lower salary range, and the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. When an employee voluntarily demotes, they shall remain at the same salary, or the top of the new salary range, whichever is less.
7.110 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of the employees in the classification shall be adjusted consistent with the change, except that the Appointing Authority may withhold the increase based on documented performance issues. In cases where the increase is withheld, the employee shall retain the current anniversary date for further step increases within the new range.
7.121 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE)
Whenever the salary of an employee is above the maximum of the salary range for the classification, such salary shall be designated as a “Y-rate.” Upon promotion to a higher classification, the employee shall receive a five percent (5%) minimum increase, not to exceed the top of the new range.
ARTICLE 8 – HEALTH AND WELFARE
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER
EMPLOYEES
a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125 . The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined in Section 8.3, below. For employees that elect to participate in a City-sponsored health plan, one-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA) , whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
15 b.c. The amount of City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
c.d. Notwithstanding Section 8.1(b) and 8.1(c) above, eligible employees shall continue to receive a City contribution for each Eligible Paycheck during an approved federal or state protected leave of absence, if required by state and federal law, or while suspended from service without pay. d.e. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided in Section 8.3 below, on either a 100% or 50% basis, for non-career (+1,040) employees. Except as provided herein, the City dollars shall be applied toward the premiums for City- sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of the City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution. b. To be eligible for City dollars under this Section, the non-career employee must be paid for a minimum of forty (40) hours of work on each paycheck. If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee’s paycheck the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee’s paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month shall result in the employee being automatically dropped from the City-sponsored insurance program until the next open enrollment period or qualifying event.
8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contributions shall be as specified in Section 8.3(b), below. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City
16 contribution shall be credited to the employee’s Health Savings Account (HSA) to the extent allowed by law.
b. Employees Not Enrolled in an ABHP
(1) For full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $747838.00 per month.
Effective the pay period beginning March 12, 2022December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838955.00 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 $1,1931,333.00 per month.
Effective the pay period beginning March 12, 2022December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,3331,520.00 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 $1,5871,777.00 per month.
Effective the pay period beginning March 12, 2022December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,7772,026.00 per month.
c. Employees not enrolled in a City-sponsored medical plan, shall receive up to $747 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in subsection 8.2(a)8.1(c). d.e. 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 plans ((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.f. If all City bargaining units agree to the change, Ee mployees 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
17 cost traditional HMOABHP 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.g. Employees shall not receive any portion of the City contribution as cash.
8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City-sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California, may cover domestic partner and/or the domestic partner’s children, under the employee’s City-sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children under the age of 26 in which the City has received notice of Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee.
The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
8.5 CASH-BACK LIMITS
a. The cash-back of City dollars from the IRS Section 125 Plan shall be limited to $200.00 per month for employees who waive enrollment in a City- sponsored group health plan.
b. New, reemployed, or rehired employees or employees who were not receiving the cash-back as of June 30, 2012, shall not be eligible for the cash-back option.
c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored health insurance.
18 8.6 LIFE INSURANCE
a. Basic Life Insurance
The City will provide basic life insurance in an amount of $50,000 to each eligible employee at no charge. This benefit shall not be prorated for part-time employees.
b. Insurance Over $50,000
Employees may purchase out-of-pocket supplemental life insurance in the amount of up to three (3) times annual salary subject to limitations specified by the insurance carrier.
8.7 LONG-TERM DISABILITY
Employees in the Exempt Management (Unit 01) and Exempt Management Support (Unit 14) Units shall receive City-paid long-term disability insurance.
8.8 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees in the Confidential/Administrative (Unit 10) Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) 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 employed in the Confidential/Administrative (Unit 10) Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) may integrate the following accrued Cityany paid leave balances with SDI.:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
19 d.c. Eligible part-time career employees shall be included in this program on a pro-rata basis.
e.d. At the request of the Association, the Exempt Management Unit (Unit 01) and Exempt Management Support (Unit 14) Units may each participate in an election to enroll in the SDI program. Such election will be held pursuant to the regulations of the State of California.
8.9 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Account (FSA) program to employees as permitted by Internal Revenue Service Regulations for the following:
a. Out-of-pocket expenses for City-sponsored health, dental, and vision plans; b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA)
The City has established Retiree Health Savings Accounts (RHSA) for employees covered by this Agreement as follows:
a. For employees hired on or after August 8, 2015, the employee shall contribute two percent (2.0%) of salary per pay period to an individual RHSA. b. For employees hired prior to August 8, 2015, the employee shall contribute twenty-five dollars ($25.00) per pay period to an individual RHSA. c. Employee contributions to the RHSA will be mandatory for each group.
Employee contributions shall be on a pre-tax basis to the extent allowed by law. The plan documents for both groups of employees shall allow employee withdrawals of their RHSA upon separation from the City, subject only to those restrictions in the Internal Revenue Code (IRC) or other applicable law. d. If the contributions collectively made by the City and the employee to any health benefits provided pursuant to this Agreement result in the imposition of the excise tax commonly called the “Cadillac Tax” (imposed on excess contributions pursuant to the Patient Protection and Affordable Care Act), the parties shall meet and confer regarding options to avoid, reduce, or eliminate any payment of the Cadillac Tax.
8.11 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
20 a. The maximum contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ($300) per month for the retiree.
A retiree with a dependent enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65.00) per month. The retiree shall not receive any portion of the City contribution as cash.
b. Retiree Insurance Contributions
(1) Except as provided below, to be eligible for the City retiree insurance contribution, the employee must retire from active City service with a minimum of ten (10) full years of City service, a service or ordinary disability retirement, and be at least fifty (50) years of age. (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of service but less than fifteen (15) full years of City service shall be eligible to receive fifty percent (50%) of the City's retiree insurance contribution identified in subsection 8.11 (a) above.
(b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to receive seventy-five percent (75%) of the City's retiree insurance contribution identified in subsection 8.11 (a) above. (c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive one hundred percent (100%) of the City's retiree insurance contribution identified in 8.11 (a) above.
(4) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employees Retirement System (CalPERS) within one-hundred twenty (120) days from the date of separation from employment shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase a non-City medical
21 plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits.
Medicare retirees may elect to participate in a City-sponsored Medicare medical plan or purchase an individual Medicare plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City-sponsored Medicare plan without restriction to the amount of time that the retiree has waived a City- sponsored medical plan. Medicare retirees may only enroll eligible dependents on their City-sponsored Medicare medical plan, if the eligible dependents have enrolled in Parts A and B. Non-Medicare dependents may be enrolled as long as the retiree has been enrolled on a City non-Medicare plan within two (2) years of the effective date of coverage for enrollment of the non-Medicare dependent.
Medicare retirees who are eligible for Medicare Parts A and B who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premium associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to the City contribution identified in subsection 8.11(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City retiree contribution as outlined above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions and death in the line of duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 8.11 (a).
22 h. Limitation Clause
No employee or retiree shall have any rights to retiree or survivor dependent benefits provided by Section 8.11 after September 2219, 20232025. i. Elimination of Retirees or Survivor Dependents Benefits Unless otherwise required by law, Nn o employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any retiree or survivor dependent City-contribution provided by this SectionArticle 8.11. Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring into classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer.
j. 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 8.11 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 8.11(i), upon re-retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.11 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 active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.11.
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.
23 ARTICLE 9 – RETIREMENT
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN a. Member Contribution to PERS Retirement Plan – Classic Members (1) Effective June 30, 2012, police safety employees and miscellaneous employees shall pay the full member contribution, 9% and 7% respectively, to the PERS retirement plan.
(2) Effective January 1, 2013, fire safety employees shall pay, as a cost share, the 9.81% value of the employer share of PERS. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law.
(3) Effective August 22, 2015:
(a) Fire safety employees shall pay twelve percent (12%) of salary to the employer share of PERS. The parties have amended the PERS contract to reflect a new cost-share agreement, in which fire safety classic member shall, from the date of the
amendment, pay the twelve percent (12%) of the employer contribution as a PERS cost-share and it will be credited to the employee’s account.
(b) Police safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost-share agreement in which police safety classic members shall, from the date of the amendment, pay a nine percent (9%) employee contribution and three percent (3%) of the employer contribution through PERS cost-share so that it will be credited to the employee’s account. (c) Miscellaneous employees shall pay eight percent (8%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost-share agreement in which miscellaneous members shall, from the date of amendment, pay a seven percent (7%) employee contribution and one percent (1%) of the employer contribution through PERS cost-share so that it will be credited to the employee’s account.
b. Member Contribution to PERS Retirement Plan – New Members Employees hired after December 31, 2012, shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA).
24 Employees who are “new members” shall contribute fifty percent (50%) of the total normal cost as required by PEPRA.
9.2 DEFERRED COMPENSATION PLAN
Career Eemployees 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.
9.3 SECTION 401(a) MONEY PURCHASE PLAN
The City’s established IRS Section 401(a) Plans shall be available to eligible employees and participation for eligible employees shall be mandatory. The Plans shall conform to all IRS requirements. Contributions to the Plan shall be as follows:
a. Exempt Management Unit (Unit 01) Unit
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
b. Exempt Management Support Unit (Unit 14) Unit
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
c. Confidential/Administrative Unit (Unit 10) Unit
The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the Plan.
ARTICLE 10 – HOURS OF WORK
10.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal workweek for full-time employees who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA) shall consist of forty (40) hours of work during the seven (7) day normal work period. c. The normal workweek shall not apply to employees exempt from the overtime provisions of the FLSA. These employees are expected to work whatever time is required to perform the duties of their positions.
25 d. The workweek for part-time employees shall be determined by the Appointing Authority.
10.2 VOLUNTARY WORK FURLOUGH PROGRAM
The City’s Voluntary Work Furlough/Reduced Workweek Program shall be applicable to all employees. The benefit plan of eligible employees shall not be reduced or prorated by participation in such work reductions.
10.3 TELECOMMUTING REMOTE WORK PROGRAM
Employees may participate, at the discretion of the Appointing Authority, in the City’s Telecommuting Remote Work Program consistent with the Remote Work Policy, as amended.
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority or designee, in an alternative work schedule program such as 9/80 or 4/10 schedules.
Employee participation in an alternative work schedule program shall be dependent on employee performance, shall not disrupt department operations, and may require a change in the employee’s workweek or work period at the City’s discretion.
10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT
When a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or a strike team, and works in excess of the employee’s regular work schedule, the employee shall be paid at the regular hourly rate from time of dispatch until time returned.
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT
When a Police Lieutenant or a Police Captain is required to respond to a call for mutual aid during an emergency or disaster and works in excess of the employee’s regular work schedule, the employee shall be paid at the regular hourly rate for the duration of the call-up.
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS Employees in the classifications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney who are required by their supervisor to remain on call for response to an officer involved shooting or in custody death, shall be paid ($65.00) each day that they remain on call. There shall be no additional compensation for the time worked in response to an officer involved shooting or in custody death, even when in excess of the employee’s regular work schedule.
26 10.8 POLICE LIEUTENANT COVERAGE
When a Police Lieutenant is required to work for another Lieutenant during the employee’s scheduled time off, the employee shall be paid at the regular hourly rate for all hours worked on the additional shift.
10.9 SUPPLEMENTAL POLICE EMPLOYMENT
The Police Department may utilize the services of lieutenants and captains for supplemental employment under the following conditions:
a. Lieutenants and captains may volunteer for assignments in the same manner as authorized officers and sergeants and shall be allowed to fill positions after all authorized officers and sergeants on the list have been placed. b. Lieutenants and captains shall be paid at the officer rate for work performed, unless assigned to the duties of a sergeant, at which time they would be paid the sergeant rate for work performed.
c. When working a supplemental assignment, lieutenants and captains shall be assigned by the Supplemental Employment Unit Sergeant and shall work at the direction of the sergeant assigned to the event.
d. In the event that a police incident arises which requires the presence of command staff on scene, a lieutenant and/or captain working supplemental employment at the event shall assume command of the scene until relieved by the on-duty Watch Commander.
e. In the event there are insufficient authorized sworn personnel to cover an event and the Police Department requires a lieutenant or captain to work at a supplemental employment event, they shall be paid at their typical rate for all hours worked.
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)
a. With the approval of their manager/supervisor, FLSA exempt employees who work more than forty (40) hours in a workweek may be allowed to reduce their work schedule by the same number of hours, or less, within the same bi- weekly pay period. For good cause shown, and with the approval of the Department Head or designee, the reduced schedule may occur in a subsequent pay period. The employee must:
(1) Work in an assignment that allows such flexibility with consideration of internal and external customer needs, operational requirements, and status of current assignments;
(2) Be in good standing and performing at a satisfactory or higher level;
27 b. With the approval of their manager/supervisor, FLSA exempt employees may be permitted to work remotely from their assigned work site on an occasional basis. This remote work shall not be interpreted as a telecommuting agreement and shall be allowed only if the conditions listed in Section
10.10(a)(1)-(2) are met. When working remotely, the employee must work their normal hours and remain available by telephone and e-mail. c. The decision to allow for a reduction in hours or to work remotely pursuant to this Section 10.10 is within the discretion of the supervisor/manager. The denial of an exempt employee’s request, or the rescission of approval once given, shall not be considered a grievance subject to procedures set forth in Article 5.
ARTICLE 11 – OVERTIME COMPENSATION
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES
This Section applies only to those employees who are non-exempt from the overtime provisions of the Fair Labor Standards Act (FLSA):
a. Employees who are required to work in excess of forty (40) hours in a single workweek, or on a recognized holiday, shall be compensated at one and one- half (1.5) times their regular rate of pay in cash payment . In lieu of cash payment or cCompensatory tTime oOff (CTO) may be earned by mutual agreement between the employee as determined by and the department head or designee. All paid time, with the exception of sick leave, shall count as time worked for the purposes of calculating overtime.
a.b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
b.c. Employees may accrue up to one hundred and twenty (120) hours of CTO.
The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
c.d. An employee’s request toThe use of accrued CTO must be made in advance and shall be at the discretion of the Department Head or designee. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable time period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
28 d.e. Upon termination from City service, employees shall be paid for any unused CTO hours at the applicable rate of pay.
e.f. If the City and at least half of its recognized bargaining units amend their operative memoranda of understanding to limit the receipt of overtime to the provisions of the Fair Labor Standards Act, this section will immediately terminate without additional negotiation and overtime eligible employees overtime will be paid in accordance with the Fair Labor Standards Act.
11.2 OVERTIME FOR NON-CAREER EMPLOYEES
a. Non-career employees who are required to work in excess of forty (40) hours per week shall be compensated for overtime consistent with the FLSA, and at a of rate one and one-half (1.5) times their regular rate of pay in cash payment. b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour workweek.
11.3 STANDBY ASSIGNMENTS
a. An employee who is required to remain on call for emergency work shall be paid $210 per week, or the daily pro rata rate of $30, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their straight time base rate of pay, or time and one-half (1.5) times their base rate of pay consistent with Article 11.1. b. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by their supervisor to do so.
c. If an employee is assigned to standby and receives telephone contacts and is engaged in a problem resolution which exceeds fifteen (15) minutes, the employee shall receive the two (2) hour minimum call-out pay, or actual time worked, whichever is greater. Additional calls within the two (2) hour period are covered under that minimum time.
ARTICLE 12 – LEAVES
12.1 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays:
H o l i d a y D a t e
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
29 Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time shall be considered hours worked for the purpose of holiday pay eligibility.
c. Holiday Observance Monday-Friday Schedule (Traditional Work Schedule) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
d. Holiday Observance For Employees on a Weekend Schedule If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
e. Holiday Observance For Employees on an Alternative Schedule If an employee is on an alternative Monday through Friday schedule and a recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
30 f. Employee Holiday Accrual
Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) employees, other than Police Lieutenants and Captains, who are required by their supervisors to work on a holiday shall receive Holiday Earned Credit for those hours actually worked on a holiday up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday.
g. Floating Holidays
(1) Accrual
Each full-time employee shall accrue sixteen (16) hours of floating holiday per calendar year at the rate of forty (40) minutes on each of the first two (2) paychecks each month, as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual. There shall be no cash out of floating holiday hours.
h. Closure of Operations on Half Holidays
The Association recognizes the right of the City to close operations on Christmas Eve or New Year’s Eve. If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy. i. Holiday Hours for Police Captains and Police Lieutenants Police Captains and Police Lieutenants regularly scheduled to work on a recognized holiday shall receive holiday credit for the hours worked on the holiday. Holiday credit accumulations shall be limited to a maximum carry- over of forty (40) hours from the preceding calendar year. Effective the pay period which includes January 8 of each year, earned holiday hours in excess of forty (40) shall be paid to the employee in cash at the employee's regular rate of pay for that pay period, unless an exception is authorized by the City Manager under appropriate circumstances.
31 j. Holiday Earned Credit Accumulation
Employees may accumulate holiday earned credit up to a maximum of eighty (80) hours. Holiday earned credit may be taken by the employee at the discretion of the department head.
k. Assistant Fire Chief Holiday Earned Leave Balance Conversion to Wages (1) Employees promoted to the classification of Assistant Fire Chief shall have thirty (30) calendar days from the effective date of their promotion to notify the Payroll Division in writing of their irrevocable request to convert one hundred percent (100%) of their Holiday-Earned leave balance to wages at their current hourly rate of pay.
(2) Payment shall be made to a requesting employee by the second paycheck following notification to the City and shall be subject to applicable payroll taxes and other payroll deductions.
(3) Employees in the classification of Assistant Fire Chief who decline to convert their Holiday-Earned leave balance to wages shall have said balance converted to wages upon separation from City service.
12.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section 107 of the City Charter . The parties acknowledge that vacation is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding vacation. Based on length of City service, the accrued annual vacation allowances shall be as follows:
Annual Vacation Allowance Length of Service
10 days (80 hours) to 5 years
15 days (120 hours) to 15 years
20 days (160 hours) 16 or more years
b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service BoardRules, unless an exception is authorized by the City Manager under appropriate circumstances. Employees may accumulate up to a cap of 480 vacation hours. Once the cap is reached, there shall be no further accrual until the balance falls below 480 hours. c. Employees who are eligible to receive a cash 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
32 be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time the payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in-lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14)
a. Employees exempt from the overtime provisions of the FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week.
b. Management Leave Time in 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with forty (40) hours of management leave time on July 1, 2022. This time will be posted the first pay period in July.
Employees appointed after July 1, 2022, but before December 31, 2022, shall be entitled to a pro rata share of forty (40) hours of management leave time based upon the number of full months remaining in the calendar year.
Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor. Management leave time accrued in 2022 must be used by December 31, 2022, or it shall be forfeited. c. Management Leave Time After 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with eighty (80) hours of management leave time each calendar year beginning on January 1, 2023. This time will be posted the first pay period in January. Employees appointed after January 1 of the calendar year shall be entitled to a pro rata share of management leave time based upon the number of full months remaining in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
Employees who receive management leave time pursuant to this subparagraph shall have the option to cash out up to forty (40) hours of management leave time by agreeing to forego accrual of the same number of hours in the calendar year following the year in which the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising this option must execute an appropriate form requesting payment in lieu of up to forty (40) hours of management leave time which shall be submitted to Payroll no later than November 30 of the calendar year before the Management Leave Time is accrued.
33 (2) Any employee exercising the option to receive cash in lieu of one week of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in-lieu payment on the first paycheck in February of the year following the date of the election. (4) Payment for the cashed out Management Leave Time shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
d. Management leave time shall not accumulate from year to year and any management leave time credited on or after January 1, 2023, that is not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited. e. There shall be no cash out of management leave time upon separation.
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10)
a. Effective July 1, 2019, Confidential/Administrative (non-Exempt) (Unit 10) employees and Confidential/Administrative (Exempt) (Unit 10) employees shall be credited with twenty-four (24) hours of administrative leave time each fiscal year. Such time will be posted the first pay period in July.
Confidential/Administrative (Unit 10) employees hired after July 1 of a fiscal year shall be entitled to a pro rata share of administrative leave time based upon the number of full months remaining in the fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year and any administrative leave time not used pursuant to the terms of this Section shall be forfeited at the end of the fiscal year in which it was credited. c. There shall be no cash out of administrative leave time upon separation.
12.5 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave credits at the rate of eight four (4) hours on each of the first two (2) paychecks each month, which may be used by the employee in the event of illness or injury which is not job-related. As outlined in the Rules and Regulations of the Civil Service BoardRules, one-third (1/3) of the accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay.
34 (2) An employee eligible to accumulate sick leave credits may in January of each year receive a cash payment for twenty-five percent (25%) of the unused portion of sick leave credits accumulated during the preceding calendar year from January 1 through December 31, provided the employee shall have their credit on December 31 immediately preceding the date for payment, a total of at least sixty (60) sick leave days (480 hours) accumulated. The employee shall be paid for such percentage of sick leave accumulation at the rate of pay which the employee was receiving on January 1 of each year in which payment is made. The amount of time for which an employee is paid shall be deducted from the employee's total accumulation. (3) An eligible employee may elect to receive cash payments for accumulated sick leave by notifying the Payroll Section, Department of Finance, in writing of such election no later than December 1 of each year.
(4) Effective January 1, 2022, Paragraphs (2) and (3), above will be replaced with the following provisions:
(a)(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the designated election.
(b)(3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(c)(4) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
(a) PERS members hired, reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of City service, shall
35 be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees , or persons entitled by law to the possession of the estate of a deceased employee, may
receive payment for thirty-three and one-third percent
(33-1/3%) of the sick leave credits accumulated (to the nearest full day) by the employee on the date of such
retirement, resignation, or layoff, or death.
(ii) In the alternative, eE ligible employees with an effective retirement date from PERS within one hundred twenty
(120) calendar days of their separation from City service may also convert any or all of their total sick leave credits accrued, less any payment received pursuant to sub-
paragraph (i), above, to PERS service credit as of the date of their retirement consistent with and pursuant to the PERS contract with the City , as amended . If the
employee converts less than the full balance of sick leave to service credit, the employee may receive payment for thirty-three and one-third percent (33-1/3%) of the
remaining sick leave credits after conversion to PERS.
(ii)(iii) Individuals identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i),
above, may receive payment for thirty-three and one-
third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee’s death.
(b)(iv) 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. However , though 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.
36 (c)(b) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years, or death, such employee, or those entitled by law to the possession of the estate of a deceased employee, shall receive payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee, if otherwise eligible, shall only receive payment for thirty-three and one-third percent (33-1/3%) of those sick leave credits which accrued after the date of recall.
d. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e. The administration of sick leave privileges and benefits shall be applied to all employees as outlined in the Rules and Regulations of the Civil Service BoardRules and the Citywide Sick Leave Policy.
12.6 INJURY-ON-DUTY
a. Employees shall receive injury in the performance of duty benefits consistent with Section 253 of the City Charter . The parties acknowledge that injury in the performance of duty benefits are provided for in the City of Sacramento Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement.
37 b. If the employee qualifies for temporary disability benefits after exhausting the one (1) year leave of absence for workplace injuries described in Charter Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.
12.7 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non-work- related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. b. If a swing shift or graveyard shift employee has served in excess of one-half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift.
If the employee is in court or on jury duty less than one half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.
12.8 CITY-PAID PARENTAL LEAVE
Pursuant to the City’s Leave Administration Policy, full-time employees who have completed at least three (3) years of City service from the most recent date of hire are eligible for City-paid Parental Pay of up to four (4) weeks [one hundred-sixty (160)
38 hours] of continuous paid time off. Part-time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody: or
b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.
12.9 CATASTROPHIC LEAVE PLAN
Employees are entitled to catastrophic leave pursuant to the City’s Leave Administration Policy.
12.10 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty-four (24) hours of personal leave in January of each applicable year. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. b. Use of personal leave shall not cause overtime.
c. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
12.11 MEDICAL LEAVE
a. Employees shall be eligible for the fe deral Family Medical Leave Act (FMLA), state California Family Rights Act (CFRA), the Pregnancy Disability Leave Act (PDL) consistent with City Policy.
b. The duration of FMLA/CFRA leave cannot exceed twelve weeks. The employee must use their accrued leave during the FMLA/CFRA leave, except that they may retain up to forty (40) hours of accrued leave at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
c. To the extent allowed by law, FMLA/CFRA leaves shall be used concurrently.
12.12 CITY-PAID BEREAVEMENT LEAVE
An employee may receive up to twenty-four (24) hours of City-paid Bereavement Leave based on the death of the employee's spouse, registered domestic partner,
39 parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service BoardRules for additional time off or to attend to other death, bereavement or funeral needs.
12.13 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by SCXEA on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This paid city leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the paid city leave contribution described in Section 12.13(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(a) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification represented by SCXEA on October 31, 2022, shall receive a one-time leave bank contribution of thirty- five (35) hours of paid city leave that will become available for use on the first paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the paid city leave described in Section 12.13(b) may make an irrevocable election to receive a one-time cash payment by foregoing the thirty-five (35) hours of paid city leave in 2023.
Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the straight time rate of pay the employee is receiving at the time payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave.
40 (2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(b) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
ARTICLE 13 – SPECIAL ALLOWANCES
13.1 POLICE AND FIRE UNIFORM ALLOWANCE
a. Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty-five dollars ($35.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
b. Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty-five dollars ($35.00) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
c. The Police Department Public Safety Communications Manager (Civilian) shall receive a uniform allowance of twenty-two dollars ($22.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
d. The Administrative Officer assigned to the Police Department Records Division Manager (Civilian) shall receive a uniform allowance of twenty dollars ($20.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year, pursuant to the City’s Educational Assistance Program. This provision shall not apply to employees eligible for any educational incentive created by this MOU.
13.3 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the paying department has produced documentation showing payment was made by the employee receiving the reimbursement.
41 13.4 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that an employee maintain a license and/or certification, the Department Head or designee may, on a case-by-case basis, reimburse the employee for costs associated with the renewal of such license. This Section shall not apply to driver’s licenses.
13.5 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate, which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.
13.6 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of fifty dollars ($50.00) monthly for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.
13.7 TECHNOLOGY ALLOWANCE
a. If the City requires an Exempt Management or Exempt Management Support employee to be generally accessible via cellular telephone for the conduct of City-related business, the City shall either provide a technology allowance or a City-issued cellular phone in lieu of a technology allowance in accordance with the provisions of this Section.
b. Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees may be authorized a monthly technology allowance of up to one- hundred dollars ($100.00). At the discretion of the Appointing Authority, or as delegated by the City Manager to a department head, the City may provide a City-issued cellular phone in lieu of a technology allowance. Use of City- provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular telephone and service that is available to conduct City-related business. The employee shall provide and the City may publish
42 the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.
13.8 NOTARY PAY
An employee who is required to maintain, or who obtains for City benefit, a notary registration shall receive a monthly certification pay of thirty dollars ($30.00). Human Resources shall determine the number of employees who are eligible for this incentive.
An employee who receives notary pay may be required to provide assistance to any City operation.
13.9 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe, inserts, and/or repairs for safety shoes up to a maximum of $200 per pair, or up to a maximum of $250 if special order of the safety shoes is required, and generally no more than two (2) pair per fiscal year. Employees may initially request two (2) pair of shoes at the same time.
To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. Safety shoes shall normally be authorized for a single pair, and the second pair in the fiscal year shall only be approved if replacement is necessary.
b. The City maintains the right to specify the type of required safety shoes.
13.10 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum of $125 per pair of glasses. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non-prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head,
43 Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
ARTICLE 14 – TRANSPORTATION
14.1 TRANSPORTATION AND PARKING
a. Transportation Allowances
(1) Use of Privately-Owned Vehicles
(i) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $250.00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Division Managers.
(ii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $175.00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Professional Level employees in the Exempt Management (Unit 01) or Exempt Management Support (Unit 14) Units.
(iii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $100.00 per month for the use of privately-owned vehicles on City business for Confidential/Administrative (Unit 10) employees.
(iv) Employees receiving a vehicle allowance prior to June 16, 2014, may continue to receive the amount, even if in excess of the limits set above.
(v) Employees receiving less than $250.00 in monthly vehicle allowance may receive out-of-town mileage reimbursement.
Reimbursement for out-of-town travel shall be at the general mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
Any vehicle operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount no less than the
44 minimum State of California required vehicle coverage for bodily injury and property damage. The monthly vehicle allowance shall be in lieu of the payment of all mileage, except for out-of-county travel on official business of the City, and in lieu of the use of City-owned vehicles. (2) Sacramento Regional Transit District (SRTD)
Full-time employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City-paid SRTD monthly non-zone sticker pass in lieu of the City-paid parking. The employee must notify the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that month. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Other Public Transportation
Eligible full-time employees, as described above, who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home-to-work commuting are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City-paid parking, up to a maximum of $120.00. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(4) Downtown Parking Subsidy for Employees Assigned Downtown Eligible full-time Confidential/Administrative (Unit 10) employees, who work in the downtown area, shall receive a $90.00 per month downtown parking subsidy. Part-time career Confidential/ Administrative employees who work in the downtown area shall receive sixty dollars ($60.00) per month downtown parking subsidy.
Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Section 14.1(b), below, shall not be eligible for the Downtown Parking Subsidy.
b. City-Provided Parking
Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees shall receive City-provided parking. At the discretion of the City, Exempt Confidential/ Administrative (Unit 10) employees may also be eligible for City-provided parking. For questions or determination if an employee is in an Exempt Confidential/Administrative classification, contact Human Resources.
45 c. Discounted Parking Rates
Discounted parking will be available to Confidential/Administrative (Unit 10) employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This provision shall remain in effect until further notice by the City.
d. City Vehicle Retention
The City Manager/Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on-call assignments, and other special or emergency assignments.
ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES
15.1 PURPOSE
This Article provides the procedure to be followed when an employee covered by the Rules and Regulations of the Civil Service Board is to be displaced/laid off from their position. A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
15.2 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all non-career employees; second, all probationary employees in the order of their classification seniority; and, third, permanent career employees in the order of their classification seniority, beginning with the employee with the least such seniority. In the event that two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
b. Any non-career or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee has not held permanent status in another job classification, the employee shall be laid off; at the request of the employee, the name of such employee may be restored to an eligible list in accordance with applicable Rules and Regulations of the Civil Service BoardRules.
46 c. A career employee with permanent status who is to be laid off or displaced has the right to downgrade:
(1) Within the department, to a classification within the series in which the employee’s classification falls;
(2) Within the department to a Unit 10 classification in which the employee previously held permanent status;
(3) Within the department as allowed by the Local 39 labor agreements, in descending order, to a Local 39 classification in which the employee previously held permanent status, provided a vacancy exists; (4) Outside the department to a classification not represented by Local 39 in which the employee previously held permanent status, provided a vacancy exists.
(5) Where employees are displaced as a result of downgrade pursuant to
15.2(c)(1) or (c)(2), non-career employees in such lower classification with the least City service seniority shall be displaced first. If there are no non-career employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither non-career nor probationary employees in the lower classification, the permanent career employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority.
d. An employee may accept layoff in lieu of the opportunity to downgrade by providing written notification to the City within forty-eight (48) hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification within the department from which the employee was laid off.
15.3 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee's address in the City’s payroll system and shall be deemed appropriate notice.
15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded pursuant to this Article shall be paid in the new classification the salary step closest to that received immediately prior to the downgrade providing that there is no increase in pay.
47 b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.7 "Salary Step Advancement" with time served in the higher classification applied toward salary step advancement.
c. Upon recall the employee shall be placed at the salary step which the employee occupied prior to the layoff. However, an employee who is recalled from a downgraded position shall be placed at the salary step closest to that occupied in the downgraded position at the time of recall, or the prior step in the higher classification, whichever is greater.
15.5 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.
15.6 FRINGE BENEFITS
Upon layoff, employees shall be paid for accrued leave balances and similar benefits, as applicable. Employees being recalled shall have the uncompensated portion of their sick leave balance restored. However, only those sick leave hours accrued after recall shall be applied to any subsequent sick leave payoff.
15.7 RECALL
a. When a vacancy exists, and employees are to be recalled to a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification, within the department, shall be recalled based on the highest classification seniority they occupied before the layoff. Non-career employees shall have no recall rights.
b. Permanent career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade.
When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice.
15.8 GENERAL
a. A seniority list shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, said list shall be posted by each Department and copies made available for ready inspection.
48 b. The City shall immediately provide the Association the recall list of those employees who have been laid off.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. A grievance filed regarding this Article shall be submitted directly to the second level of the procedure as set forth in Article 5.
ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES
16.1 PROCEDURE
a. The City shall give consideration to the length of service with the City when making layoff and termination decisions related to budgetary position reductions for non-classified employees; however, nothing in this provision shall require the City to make layoff or termination decisions based on length of service with the City.
b. If the employee holds career status in a Civil Service classification, they may return to that department and classification pursuant to the Rules and Regulations of the Civil Service Board, Rule 10.8.
16.2 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee’s address in the City’s payroll system and shall be deemed appropriate notice.
16.3 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date
for recall purposes shall be the date of actual layoff as stated on the layoff notice.
16.4 GENERAL
a. An anniversary date shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, shall be the controlling document regarding such dates.
49 b. Non-Civil Service employees shall, upon layoff, and at their request, be placed on an interview list to fill vacancies as they may arise. The department with a vacancy shall be notified of the interview list and will consider the employee for an interview. An employee shall notify Human Resources within five (5) business days of the layoff date of their request to be placed on the interview list for a period of one (1) year from the date of layoff. The City shall immediately provide the Association with the list of those employees who have requested to be placed on the interview list.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. Except for the right y to return to the prior classification as provided in the Rules and Regulations of the Civil Service Board, Rule 10.8, this Article shall not be subject to the grievance procedure as set forth in Article 5.
ARTICLE 17 – DISCIPLINE
17.1 DISCIPLINE
Discipline for employees in the classified service shall be applied in accordance with Rule 12 of the Rules and Regulations of the Civil Service BoardRules.
17.2 LETTER OF REPRIMAND
a. A letter of reprimand issued to an employee shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Director of Human ResourcesLabor Relations Manager . The Director Manager or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Director Manager or designee within seven (7) calendar days of the meeting.
b. Effective January 9, 2024, a letter of reprimand issued to an employee shall not be appealable, except that employees in the Confidential/Administrative Unit (Unit 10) and the Exempt/Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service Board may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Labor Relations Manager. 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
50 written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting.
b.c. A letter of reprimand will be withdrawn from an employee's official personnel file two (2) years from the date of issue, provided there has not been additional formal discipline imposed during the two-year period. Once removed, the letter of reprimand may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
17.3 DOCUMENTED COUNSELING RETENTION
A documented counseling will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION Suspensions, demotions, and pay reductions issued will be maintained in the employee’s file official personnel file for a period of five (5) years from the date of issuance provided there has not been additional formal discipline imposed during the five (5) year period. If formal discipline is imposed during the five (5) year period, both disciplinary documents will become permanent records within the employee’s file.
If there is no additional discipline within the five (5) years from date of issue, the suspensions, demotions, and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations and should the employee receive subsequent formal discipline, the removed discipline may be used for purposes of progressive discipline or impeachment.
This Section (17.4) shall only apply to employees employed in classifications within the Confidential/Administrative Unit (Unit 10) Unit and employees employed in classifications within the Exempt Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service BoardRules.
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. The time limitations shall be extended if any of the conditions referenced within the Public Safety Officers Procedural Bill of Rights (POBR) or Firefighters Procedural Bill of Rights (FFBOR) exist during the 365-day period.
51 17.6 RELEASE TIME FOR DISCIPLINE HEARINGS
Employees shall not suffer a loss of compensation for time spent testifying as a witness in a City of Sacramento disciplinary hearing.
17.7 WITHDRAWAL OF APPEAL
The employee may withdraw the appeal at any time after it has been filed and before the Civil Service Board has determined the matter. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
ARTICLE 18 – MISCELLANEOUS
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARDRULES In the event that any the Rules and Regulations of the Civil Service BoardRule is in conflict with this Agreement, the Agreement shall control.
18.2 SAVINGS CLAUSE
If any provision of this Agreement or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
18.3 NEW OR REVISED JOB CLASSIFICATIONS
It is recognized that the establishment of new or revised job classifications within the Units covered by this Agreement may be warranted because of changes in job content or services offered by the City. When changes are necessary, the City shall prepare and submit to the Association the proposed descriptions for such job classifications.
a. Civil Service Classifications
(1) For civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to submission to the Civil Service Board.
(2) The Association and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board.
52 b. Non-Civil Service Classifications
(1) For non-civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to changes by the Department of Human Resources.
(2) The Association and the City shall meet prior to approval of the proposed descriptions by the Department of Human Resources. Said meeting shall occur within fifteen (15) calendar days of the Union’s receipt of notice from the City unless the timeline is extended by mutual written agreement.
c. Unrepresented Classifications
(1) For unrepresented classifications the City will provide new or amended proposed job classifications to the Association not less than fifteen (15) calendar days prior to the changes being adopted by the Department of Human Resources.
(2) Upon receipt of the proposed new or amended unrepresented job classifications, the Association shall have seven (7) calendar days to advise the City of a desire to meet prior to approval of the proposed descriptions by the Department of Human Resources. This meeting shall occur within fifteen (15) calendar days of the Association’s receipt of notice from the City unless the timeline is extended by mutual written agreement. The City retains the right to finalize and adopt the unrepresented job classification.
18.4 STAFF AIDE POSITIONS
The classification of Staff Aide may be used when a classification is needed either pending establishment of a regular classification or a position is funded for a limited time and no appropriate classification exists. The Association will be notified any time the Staff Aide position is proposed to be used for new or altered positions. If the parties agree that no appropriate classification exists, the parties will agree on a pay range until an appropriate classification has been established and a new pay range developed. The Association will be notified who is assigned to the position and what pay the employee will receive. A person may be appointed to such classification for a maximum period of twelve (12) months.
18.5 OFF-DUTY EMPLOYMENT
a. Exempt Management, Exempt Management Support, Exempt Confidential/ Administrative (exempt) employees shall not engage in any other employment, work, profession, business or enterprise that is inconsistent, incompatible, in conflict with or adversely affects the performance of their duties, or that is inimical to the most effective performance of the mission of
53 City management or the best interests of the City.
b. Employees shall not accept any off-duty employment without the express consent, in advance, of the City Manager/Charter Officer or designated representative.
c. An employee shall not work:
(1) In any employment which will tend to bring discredit upon City management, or which is detrimental to City goals, or which will reduce an individual's efficiency or usefulness as a City employee. (2) In any employment requiring an affiliation, membership or allegiance tending to influence conduct in a manner inconsistent with the proper discharge of responsibilities to the City or the public interest. (3) In any employment for any other municipality or political subdivision of the state or federal government except by express permission of the City Manager/Charter Officer.
(4) In any off-duty position while on sick leave or injured-on-duty status. d. An employee may request authorization for off-duty employment by forwarding a letter of request to their department head. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
e. The department head will notify each employee of action taken on the request for off-duty employment by indicating such action on the letter of request and returning it to the individual. A copy of the letter will be retained in the office of the department heademployee’s personnel file.
f. Authorization for off-duty employment may be revoked by the department head at any time it has been determined that the provisions of this Section have not been followed. The department head will notify the employee, by letter, of actions taken to revoke previous authorization for off-duty employment.
18.6 TIME OFF FOR EXAMINATIONS
If a request if made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.
When possible, the employee must give the immediate supervisor at least three (3) working days’ advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.
54 18.7 PAYROLL ERRORS
a. In the event a payroll error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, the City and employee shall agree upon a repayment schedule utilizing one, or a combination of, the following elements:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available accrued leave balances except sick leave equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties. c. No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. d. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
18.8 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in his or her capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for his or her particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty-five dollars ($125.00) for a full day or seventy-five dollars ($75.00) for a half day, which is defined as four (4) hours or less.
Nothing herein shall serve to establish an employment relationship for any purpose, including, but not limited to, employee benefits, reimbursements, compensation, court cancellation fee, or any other rights.
55 18.9 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.
Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.
18.9 NOTICE OF JOB ANNOUNCEMENTS
The City shall provide all job announcements for classifications covered under this Agreement to the Association not less than three (3) days prior to publication by the City.
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY
Employees who are in classifications covered by this Agreement and whose salary ranges and/or other items of compensation are decreased as a result of the ongoing Citywide Classification and Compensation Study (Study), shall not suffer a loss in pay and/or benefits as a result of that study, but shall retain their current salary as a “Y-rated” salary range as described in Section 7.11 until such time as their salary is within the appropriate range for their classification. This “Y-rating” shall apply only to those employees who are in the classification at the time of the salary range adjustment from the current study. The process described in this Section, 18.10 Citywide Classification and Compensation Study, only applies to classification and compensation studies that are completed prior to September 19, 2025.
18.11 EQUITY ADJUSTMENT REOPENER
No earlier than ninety (90) calendar days after the adoption of this Agreement, but no later than September 20, 2024, at the written request of either party, the parties agree to meet and discuss pay equity issues for classifications represented by the Association. Absent mutual agreement, the status quo shall continue.
18.12 FIRE ASSISTANT CHIEF COVERAGE
No earlier than ninety (90) calendar days after adoption of this Agreement, at the written request of the Association, the parties agree to meet and discuss pay for Fire Assistant Chiefs who are required to work for another Fire Assistant Chief or to cover a vacancy. Absent mutual agreement, the status quo shall continue.
18.1013 TERM
a. This Agreement shall remain in full force and effect from September 23, 2023March 1, 2022, to and including September 2219, 20253.
56 b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
57 DATED: March 1, 2021January 9, 2024
SACRAMENTO CITY EXEMPT
EMPLOYEES ASSOCIATION
CITY OF SACRAMENTO
Jason JasmineDavid Kruckenberg
SCXEA Chief Negotiator
Shelley Banks-Robinson
Director of Human Resources
Heather Hoekstra
SCXEA President
Aaron Donato
Labor Relations Manager
Stephen HatchSheri Adams
Negotiations Committee Member
Samuel RiceSean Arnold
Negotiations Committee MemberChief
Negotiator
Murray LevisonKhyra Blackman
Negotiations Committee Member
Jason BaderLeslie Wisniewski
Negotiations Committee Member
Michael Longstreet
Negotiations Committee Member
Amber FosterJason Bader
Negotiations Committee Member
Approved as to form:
Brett M. Witter
Assistant City Attorney
Redline Report Print Date:1/5/2024 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
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 311 Manager | 001914 | MGMT
A MGTE 181 46.787233 61.388905 97317.44 127688.92 46.787233 47.956914 49.155837 50.384733 51.644351 52.935460 54.258847 55.615318 57.005701 58.430844 59.891615 61.388905 A MGTE 181 49.126594 64.458350 102183.32 134073.37 49.126594 50.354759 51.613628 52.903969 54.226568 55.582232 56.971788 58.396083 59.855985 61.352385 62.886195 64.458350 Accountant Auditor | 010821 | CONF
A CONF 040 35.518314 46.603106 73878.09 96934.46 35.518314 36.406272 37.316429 38.249340 39.205573 40.185712 41.190355 42.220114 43.275617 44.357507 45.466445 46.603106 A CONF 040 37.294229 48.933261 77572.00 101781.18 37.294229 38.226585 39.182250 40.161806 41.165851 42.194997 43.249872 44.331119 45.439397 46.575382 47.739767 48.933261 Accountant Auditor | 014010 | MSUP
A MSUP 010 35.518314 46.603106 73878.09 96934.46 35.518314 36.406272 37.316429 38.249340 39.205573 40.185712 41.190355 42.220114 43.275617 44.357507 45.466445 46.603106 A MSUP 010 37.294229 48.933261 77572.00 101781.18 37.294229 38.226585 39.182250 40.161806 41.165851 42.194997 43.249872 44.331119 45.439397 46.575382 47.739767 48.933261 Administrative Analyst | 010700 | CONF
A CONF 041 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A CONF 041 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 Administrative Analyst | 014000 | MSUP
A MSUP 001 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A MSUP 001 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 Administrative Assistant | 010701 | CONF
A CONF 003 27.767621 36.433525 57756.65 75781.73 27.767621 28.461812 29.173357 29.902691 30.650258 31.416514 32.201927 33.006975 33.832149 34.677953 35.544902 36.433525 A CONF 003 29.156001 38.255201 60644.48 79570.82 29.156001 29.884901 30.632024 31.397825 32.182771 32.987340 33.812023 34.657324 35.523757 36.411851 37.322147 38.255201 Administrative Asst (Conf/Ex) | 010800 | CONF
A CONF 018 27.767621 36.433525 57756.65 75781.73 27.767621 28.461812 29.173357 29.902691 30.650258 31.416514 32.201927 33.006975 33.832149 34.677953 35.544902 36.433525 A CONF 018 29.156001 38.255201 60644.48 79570.82 29.156001 29.884901 30.632024 31.397825 32.182771 32.987340 33.812023 34.657324 35.523757 36.411851 37.322147 38.255201 Administrative Officer | 001702 | MGMT
A MGTE 006 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 006 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 Administrative Tech (Conf/Ex) | 010807 | CONF
A CONF 024 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 024 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687
Redline Report Print Date:1/5/2024 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
Administrative Technician | 010702 | CONF
A CONF 004 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 004 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687 Animal Care Services Manager | 001845 | MGMT
A MGTE 122 62.843061 82.455542 130713.57 171507.53 62.843061 64.414138 66.024491 67.675103 69.366981 71.101156 72.878685 74.700652 76.568168 78.482372 80.444431 82.455542 A MGTE 122 65.985216 86.578319 137249.25 180082.90 65.985216 67.634846 69.325717 71.058860 72.835332 74.656215 76.522620 78.435685 80.396577 82.406491 84.466653 86.578319 Animal Services Coordinator | 010820 | CONF
A CONF 039 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 039 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687 Applications Developer | 010703 | CONF
A CONF 005 41.448350 54.383828 86212.57 113118.36 41.448350 42.484559 43.546673 44.635340 45.751223 46.895004 48.067379 49.269063 50.500790 51.763310 53.057393 54.383828 A CONF 005 43.520766 57.103019 90523.19 118774.28 43.520766 44.608785 45.724005 46.867105 48.038783 49.239753 50.470747 51.732516 53.025829 54.351475 55.710262 57.103019 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 Arts Administrator | 001703 | MGMT
A MGTE 007 39.730495 52.129853 82639.43 108430.09 39.730495 40.723757 41.741851 42.785397 43.855032 44.951408 46.075193 47.227073 48.407750 49.617944 50.858393 52.129853 A MGTE 007 41.717020 54.736346 86771.40 113851.60 41.717020 42.759945 43.828944 44.924668 46.047785 47.198980 48.378954 49.588428 50.828139 52.098842 53.401313 54.736346 Arts Program Specialist | 001859 | MGMT
A MGTE 130 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A MGTE 130 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 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 Assistant Camp Sacramento Supv | 001922 | MGMT
A MGTE 188 35.020175 45.949505 72841.96 95574.97 35.020175 35.895679 36.793071 37.712898 38.655720 39.622113 40.612666 41.627983 42.668683 43.735400 44.828785 45.949505 A MGTE 188 36.771183 48.246980 76484.06 100353.72 36.771183 37.690463 38.632725 39.598543 40.588507 41.603220 42.643300 43.709382 44.802117 45.922170 47.070224 48.246980 Assistant Director | 001896 | MGMT
A MGTE 158 63.240735 82.977323 131540.73 172592.83 63.240735 64.821753 66.442297 68.103354 69.805938 71.551086 73.339863 75.173360 77.052694 78.979011 80.953486 82.977323 A MGTE 158 66.402771 87.126189 138117.76 181222.47 66.402771 68.062840 69.764411 71.508521 73.296234 75.128640 77.006856 78.932027 80.905328 82.927961 85.001160 87.126189
Redline Report Print Date:1/5/2024 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
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 Auditor | 001934 | MGMT
A MGTE 207 30.937077 40.592128 64349.12 84431.63 30.937077 31.710504 32.503267 33.315849 34.148745 35.002464 35.877526 36.774464 37.693826 38.636172 39.602076 40.592128 A MGTE 207 32.483931 42.621734 67566.58 88653.21 32.483931 33.296029 34.128430 34.981641 35.856182 36.752587 37.671402 38.613187 39.578517 40.567980 41.582180 42.621734 Banking Operations Manager | 001837 | MGMT
A MGTE 012 43.199884 56.681993 89855.76 117898.54 43.199884 44.279881 45.386878 46.521550 47.684589 48.876704 50.098622 51.351088 52.634865 53.950737 55.299505 56.681993 A MGTE 012 45.359879 59.516093 94348.55 123793.47 45.359879 46.493876 47.656223 48.847629 50.068820 51.320540 52.603554 53.918643 55.266609 56.648274 58.064481 59.516093 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 Budget Analyst | 010822 | CONF
A CONF 042 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A CONF 042 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 Budget Analyst | 014011 | MSUP
A MSUP 011 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A MSUP 011 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 Building Services Manager | 001886 | MGMT
A MGTE 149 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 149 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 Business Services Manager | 001709 | MGMT
A MGTE 013 54.796764 71.898101 113977.27 149548.05 54.796764 56.166683 57.570850 59.010121 60.485374 61.997508 63.547446 65.136132 66.764535 68.433648 70.144489 71.898101 A MGTE 013 57.536601 75.493006 119676.13 157025.45 57.536601 58.975016 60.449391 61.960626 63.509642 65.097383 66.724818 68.392938 70.102761 71.855330 73.651713 75.493006 Camp Sacramento Supervisor | 001912 | MGMT
A MGTE 178 38.522193 50.544456 80126.16 105132.47 38.522193 39.485248 40.472379 41.484188 42.521293 43.584325 44.673933 45.790781 46.935551 48.108940 49.311664 50.544456 A MGTE 178 40.448302 53.071679 84132.47 110389.09 40.448302 41.459510 42.495998 43.558398 44.647358 45.763542 46.907631 48.080322 49.282330 50.514388 51.777248 53.071679 Cannabis Manager | 001924 | MGMT
A MGTE 192 57.049932 74.854454 118663.86 155697.26 57.049932 58.476180 59.938085 61.436537 62.972450 64.546761 66.160430 67.814441 69.509802 71.247547 73.028736 74.854454 A MGTE 192 59.902428 78.597177 124597.05 163482.13 59.902428 61.399989 62.934989 64.508364 66.121073 67.774100 69.468453 71.205164 72.985293 74.809925 76.680173 78.597177
Redline Report Print Date:1/5/2024 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
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 Chief Animal Control Officer | 001827 | MGMT
A MGTE 108 46.676879 61.244110 97087.91 127387.75 46.676879 47.843801 49.039896 50.265893 51.522540 52.810603 54.130868 55.484140 56.871244 58.293025 59.750351 61.244110 A MGTE 108 49.010723 64.306316 101942.30 133757.14 49.010723 50.235991 51.491891 52.779188 54.098668 55.451135 56.837413 58.258348 59.714807 61.207677 62.737869 64.306316 Chief Building Official | 001712 | MGMT
A MGTE 015 60.241694 79.042323 125302.72 164408.03 60.241694 61.747736 63.291429 64.873715 66.495558 68.157947 69.861896 71.608443 73.398654 75.233620 77.114461 79.042323 A MGTE 015 63.253778 82.994439 131567.86 172628.43 63.253778 64.835122 66.456000 68.117400 69.820335 71.565843 73.354989 75.188864 77.068586 78.995301 80.970184 82.994439 Chief Investment Officer | 001714 | MGMT
A MGTE 017 72.575807 95.225748 150957.68 198069.56 72.575807 74.390202 76.249957 78.156206 80.110111 82.112864 84.165686 86.269828 88.426574 90.637238 92.903169 95.225748 A MGTE 017 76.204598 99.987035 158505.56 207973.03 76.204598 78.109713 80.062456 82.064017 84.115617 86.218507 88.373970 90.583319 92.847902 95.169100 97.548327 99.987035 City Historian | 001905 | MGMT
A MGTE 172 56.993908 74.780948 118547.33 155544.37 56.993908 58.418756 59.879225 61.376206 62.910611 64.483376 66.095460 67.747847 69.441543 71.177582 72.957022 74.780948 A MGTE 172 59.843603 78.519995 124474.69 163321.59 59.843603 61.339693 62.873185 64.445015 66.056140 67.707544 69.400233 71.135239 72.913620 74.736461 76.604873 78.519995 City Housing Manager | 001933 | MGMT
A MGTE 205 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 205 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Code Enforcement Manager | 001861 | MGMT
A MGTE 131 51.863576 68.049504 107876.24 141542.97 51.863576 53.160165 54.489169 55.851398 57.247683 58.678875 60.145847 61.649493 63.190730 64.770498 66.389760 68.049504 A MGTE 131 54.456753 71.451979 113270.05 148620.12 54.456753 55.818172 57.213626 58.643967 60.110066 61.612818 63.153138 64.731966 66.350265 68.009022 69.709248 71.451979 Code&Housing Enforcement Chief | 001917 | MGMT
A MGTE 183 57.049932 74.854454 118663.86 155697.26 57.049932 58.476180 59.938085 61.436537 62.972450 64.546761 66.160430 67.814441 69.509802 71.247547 73.028736 74.854454 A MGTE 183 59.902428 78.597177 124597.05 163482.13 59.902428 61.399989 62.934989 64.508364 66.121073 67.774100 69.468453 71.205164 72.985293 74.809925 76.680173 78.597177 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 Contract and Compliance Spclst | 001280 | MGMT
A MGTE 173 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 A MGTE 173 39.820792 52.248331 82827.25 108676.53 39.820792 40.816312 41.836720 42.882638 43.954704 45.053572 46.179911 47.334409 48.517769 49.730713 50.973981 52.248331
Redline Report Print Date:1/5/2024 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
Convention Center General Mgr | 001723 | MGMT
A MGTE 020 63.326565 83.089942 131719.26 172827.08 63.326565 64.909729 66.532472 68.195784 69.900679 71.648196 73.439401 75.275386 77.157271 79.086203 81.063358 83.089942 A MGTE 020 66.492896 87.244439 138305.22 181468.43 66.492896 68.155218 69.859098 71.605575 73.395714 75.230607 77.111372 79.039156 81.015135 83.040513 85.116526 87.244439 Cultural&Creative Economy Mgr | 001921 | MGMT
A MGTE 187 63.326565 83.089942 131719.26 172827.08 63.326565 64.909729 66.532472 68.195784 69.900679 71.648196 73.439401 75.275386 77.157271 79.086203 81.063358 83.089942 A MGTE 187 66.492896 87.244439 138305.22 181468.43 66.492896 68.155218 69.859098 71.605575 73.395714 75.230607 77.111372 79.039156 81.015135 83.040513 85.116526 87.244439 Curator of Art | 001727 | MGMT
A MGTE 023 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 023 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 Curator of Education | 001728 | MGMT
A MGTE 024 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 024 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 Curator of History | 001899 | MGMT
A MGTE 161 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 161 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 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 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 Debt Analyst | 001729 | MGMT
A MGTE 025 39.464793 51.781229 82086.77 107704.96 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229 A MGTE 025 41.438032 54.370290 86191.11 113090.20 41.438032 42.473983 43.535833 44.624229 45.739835 46.883331 48.055414 49.256799 50.488219 51.750424 53.044185 54.370290 Deputy Chief Building Official | 001900 | MGMT
A MGTE 162 52.869880 69.369863 109969.35 144289.32 52.869880 54.191627 55.546418 56.935078 58.358455 59.817416 61.312851 62.845672 64.416814 66.027234 67.677915 69.369863 A MGTE 162 55.513375 72.838356 115467.82 151503.78 55.513375 56.901209 58.323739 59.781832 61.276378 62.808287 64.378494 65.987956 67.637655 69.328596 71.061811 72.838356 Deputy City Attorney I | 001730 | MGMT
A MGTE 026 47.848082 62.780830 99524.01 130584.13 47.848082 49.044284 50.270391 51.527151 52.815330 54.135713 55.489106 56.876334 58.298242 59.755698 61.249590 62.780830 A MGTE 026 50.240487 65.919872 104500.21 137113.33 50.240487 51.496499 52.783911 54.103509 55.456097 56.842499 58.263561 59.720150 61.213154 62.743483 64.312070 65.919872
Redline Report Print Date:1/5/2024 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
Deputy City Attorney II | 001731 | MGMT
A MGTE 027 55.649232 73.016616 115750.40 151874.56 55.649232 57.040463 58.466475 59.928137 61.426340 62.961999 64.536049 66.149450 67.803186 69.498266 71.235723 73.016616 A MGTE 027 58.431696 76.667447 121537.93 159468.29 58.431696 59.892488 61.389800 62.924545 64.497659 66.110100 67.762852 69.456923 71.193346 72.973180 74.797509 76.667447 Deputy City Clerk | 010705 | CONF
A CONF 007 27.713658 36.362720 57644.41 75634.46 27.713658 28.406499 29.116661 29.844578 30.590692 31.355459 32.139345 32.942829 33.766400 34.610560 35.475824 36.362720 A CONF 007 29.099340 38.180856 60526.63 79416.18 29.099340 29.826824 30.572495 31.336807 32.120227 32.923233 33.746314 34.589972 35.454721 36.341089 37.249616 38.180856 Deputy Convntn Ctr General Mgr | 001889 | MGMT
A MGTE 152 53.827581 70.626450 111961.37 146903.02 53.827581 55.173271 56.552603 57.966418 59.415578 60.900967 62.423491 63.984078 65.583680 67.223272 68.903854 70.626450 A MGTE 152 56.518960 74.157773 117559.44 154248.17 56.518960 57.931934 59.380232 60.864738 62.386356 63.946015 65.544665 67.183282 68.862864 70.584436 72.349047 74.157773 Development Project Manager | 001744 | MGMT
A MGTE 038 43.532833 57.118851 90548.29 118807.21 43.532833 44.621154 45.736683 46.880100 48.052103 49.253406 50.484741 51.746860 53.040531 54.366544 55.725708 57.118851 A MGTE 038 45.709476 59.974794 95075.71 124747.57 45.709476 46.852213 48.023518 49.224106 50.454709 51.716077 53.008979 54.334203 55.692558 57.084872 58.511994 59.974794 Diversity and Equity Manager | 001923 | MGMT
A MGTE 197 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 197 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 EMS Coordinator | 001913 | MGMT
A MGTE 180 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 180 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 Economic Development Manager | 001745 | MGMT
A MGTE 039 56.905667 74.665166 118363.79 155303.54 56.905667 58.328309 59.786517 61.281180 62.813209 64.383539 65.993127 67.642955 69.334029 71.067380 72.844064 74.665166 A MGTE 039 59.750948 78.398424 124281.97 163068.72 59.750948 61.244722 62.775840 64.345236 65.953867 67.602714 69.292782 71.025102 72.800730 74.620748 76.486267 78.398424 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 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 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
Redline Report Print Date:1/5/2024 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
Emergency Communications Mgr | 001746 | MGMT
A MGTE 164 49.382485 64.794100 102715.57 134771.73 49.382485 50.617047 51.882473 53.179535 54.509023 55.871749 57.268543 58.700257 60.167763 61.671957 63.213756 64.794100 A MGTE 164 51.851610 68.033805 107851.35 141510.31 51.851610 53.147900 54.476597 55.838512 57.234475 58.665337 60.131970 61.635269 63.176151 64.755555 66.374444 68.033805 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 Engineering Manager | 001884 | MGMT
A MGTE 147 67.211829 88.187745 139800.60 183430.51 67.211829 68.892125 70.614428 72.379789 74.189284 76.044016 77.945116 79.893744 81.891088 83.938365 86.036824 88.187745 A MGTE 147 70.572421 92.597132 146790.64 192602.04 70.572421 72.336732 74.145150 75.998779 77.898748 79.846217 81.842372 83.888431 85.985642 88.135283 90.338665 92.597132 Environmental Hlth & Sfty Mngr | 001928 | MGMT
A MGTE 200 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 200 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Environmental Hlth & Sfty Offr | 001809 | MGMT
A MGTE 091 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 091 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 Environmental Hlth & Sfty Spec | 001810 | MGMT
A MGTE 092 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 092 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 Equal Employment Manager | 001139 | MGMT
A MGTE 189 50.276013 65.966485 104574.11 137210.29 50.276013 51.532913 52.821236 54.141767 55.495311 56.882694 58.304761 59.762380 61.256439 62.787850 64.357546 65.966485 A MGTE 189 52.789813 69.264809 109802.81 144070.80 52.789813 54.109558 55.462297 56.848854 58.270075 59.726827 61.219998 62.750498 64.319260 65.927242 67.575423 69.264809 Equal Employment Specialist | 001748 | MGMT
A MGTE 040 39.080127 51.276513 81286.66 106655.15 39.080127 40.057130 41.058558 42.085022 43.137148 44.215577 45.320966 46.453990 47.615340 48.805723 50.025866 51.276513 A MGTE 040 41.034134 53.840339 85351.00 111987.90 41.034134 42.059987 43.111487 44.189274 45.294006 46.426356 47.587015 48.776690 49.996107 51.246010 52.527160 53.840339 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 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
Redline Report Print Date:1/5/2024 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
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 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 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 Ethics Program Compliance Ofc | 001930 | MGMT
A MGTE 201 49.209762 64.567471 102356.30 134300.34 49.209762 50.440006 51.701006 52.993531 54.318369 55.676328 57.068236 58.494942 59.957316 61.456249 62.992655 64.567471 A MGTE 201 51.670250 67.795845 107474.12 141015.36 51.670250 52.962006 54.286056 55.643207 57.034287 58.460144 59.921648 61.419689 62.955181 64.529061 66.142288 67.795845 Events Services Manager | 001749 | MGMT
A MGTE 041 43.823287 57.499950 91152.44 119599.90 43.823287 44.918869 46.041841 47.192887 48.372709 49.582027 50.821578 52.092117 53.394420 54.729280 56.097512 57.499950 A MGTE 041 46.014452 60.374948 95710.06 125579.89 46.014452 47.164813 48.343933 49.552531 50.791344 52.061128 53.362656 54.696722 56.064140 57.465744 58.902388 60.374948 Events Services Supervisor | 001750 | MGMT
A MGTE 042 37.249794 48.874957 77479.57 101659.91 37.249794 38.181039 39.135565 40.113954 41.116803 42.144723 43.198341 44.278300 45.385257 46.519888 47.682885 48.874957 A MGTE 042 39.112284 51.318705 81353.55 106742.91 39.112284 40.090091 41.092343 42.119652 43.172643 44.251959 45.358258 46.492214 47.654519 48.845882 50.067029 51.318705 Facilities & Real Prop Supt | 001751 | MGMT
A MGTE 043 48.485901 63.617704 100850.67 132324.82 48.485901 49.698049 50.940500 52.214012 53.519362 54.857346 56.228780 57.634500 59.075363 60.552247 62.066053 63.617704 A MGTE 043 50.910197 66.798589 105893.21 138941.06 50.910197 52.182952 53.487526 54.824714 56.195332 57.600215 59.040220 60.516225 62.029131 63.579859 65.169355 66.798589 Facilities Manager | 001880 | MGMT
A MGTE 143 62.843061 82.455542 130713.57 171507.53 62.843061 64.414138 66.024491 67.675103 69.366981 71.101156 72.878685 74.700652 76.568168 78.482372 80.444431 82.455542 A MGTE 143 65.985216 86.578319 137249.25 180082.90 65.985216 67.634846 69.325717 71.058860 72.835332 74.656215 76.522620 78.435685 80.396577 82.406491 84.466653 86.578319 Finance Manager | 001925 | MGMT
A MGTE 193 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 193 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 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
Redline Report Print Date:1/5/2024 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
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 Fiscal Policy Analyst | 001936 | MGMT
A MGTE 208 37.180943 48.784620 77336.36 101472.01 37.180943 38.110467 39.063229 40.039810 41.040805 42.066825 43.118496 44.196458 45.301369 46.433903 47.594751 48.784620 A MGTE 208 39.039990 51.223851 81203.18 106545.61 39.039990 40.015990 41.016390 42.041800 43.092845 44.170166 45.274420 46.406281 47.566438 48.755599 49.974489 51.223851 Fleet Manager | 001881 | MGMT
A MGTE 144 54.312529 71.262746 112970.06 148226.51 54.312529 55.670342 57.062101 58.488654 59.950870 61.449642 62.985883 64.560530 66.174543 67.828907 69.524630 71.262746 A MGTE 144 57.028156 74.825883 118618.56 155637.84 57.028156 58.453860 59.915207 61.413087 62.948414 64.522124 66.135177 67.788556 69.483270 71.220352 73.000861 74.825883 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 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 Graphic Designer | 001929 | MGMT
A MGTE 199 27.626872 36.248851 57463.89 75397.61 27.626872 28.317544 29.025483 29.751120 30.494898 31.257270 32.038702 32.839670 33.660662 34.502179 35.364733 36.248851 A MGTE 199 29.008218 38.061294 60337.09 79167.49 29.008218 29.733423 30.476759 31.238678 32.019645 32.820136 33.640639 34.481655 35.343696 36.227288 37.132970 38.061294 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 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 Homeless Services Manager | 001939 | MGMT
A MGTE 212 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 212 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Human Resources Manager | 001851 | MGMT
A MGTE 124 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 124 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291
Redline Report Print Date:1/5/2024 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
IT Manager | 001761 | MGMT
A MGTE 052 61.134795 80.214147 127160.37 166845.43 61.134795 62.663165 64.229744 65.835488 67.481375 69.168409 70.897619 72.670059 74.486810 76.348980 78.257704 80.214147 A MGTE 052 64.191533 84.224854 133518.39 175187.70 64.191533 65.796321 67.441229 69.127260 70.855441 72.626827 74.442498 76.303560 78.211149 80.166428 82.170589 84.224854 IT Supervisor | 001762 | MGMT
A MGTE 053 53.622875 70.357859 111535.58 146344.35 53.622875 54.963447 56.337533 57.745971 59.189620 60.669361 62.186095 63.740747 65.334266 66.967623 68.641814 70.357859 A MGTE 053 56.304019 73.875752 117112.36 153661.56 56.304019 57.711619 59.154409 60.633269 62.149101 63.702829 65.295400 66.927785 68.600980 70.316004 72.073904 73.875752 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 Integrated Waste Collctns Supt | 001763 | MGMT
A MGTE 054 50.438260 66.179367 104911.58 137653.08 50.438260 51.699216 52.991696 54.316488 55.674400 57.066260 58.492917 59.955240 61.454121 62.990474 64.565236 66.179367 A MGTE 054 52.960173 69.488335 110157.16 144535.74 52.960173 54.284177 55.641281 57.032313 58.458121 59.919574 61.417563 62.953002 64.526827 66.139998 67.793498 69.488335 Integrated Waste General Mgr | 001764 | MGMT
A MGTE 055 60.078697 78.828457 124963.69 163963.19 60.078697 61.580664 63.120181 64.698186 66.315641 67.973532 69.672870 71.414692 73.200059 75.030060 76.905812 78.828457 A MGTE 055 63.082631 82.769880 131211.87 172161.35 63.082631 64.659697 66.276189 67.933094 69.631421 71.372207 73.156512 74.985425 76.860061 78.781563 80.751102 82.769880 Integrated Waste General Supv | 001765 | MGMT
A MGTE 056 45.394431 59.561429 94420.42 123887.77 45.394431 46.529292 47.692524 48.884837 50.106958 51.359632 52.643623 53.959714 55.308707 56.691425 58.108711 59.561429 A MGTE 056 47.664153 62.539500 99141.44 130082.16 47.664153 48.855757 50.077151 51.329080 52.612307 53.927615 55.275805 56.657700 58.074142 59.525996 61.014146 62.539500 Integrated Waste Planning Supt | 001766 | MGMT
A MGTE 057 50.438260 66.179367 104911.58 137653.08 50.438260 51.699216 52.991696 54.316488 55.674400 57.066260 58.492917 59.955240 61.454121 62.990474 64.565236 66.179367 A MGTE 057 52.960173 69.488335 110157.16 144535.74 52.960173 54.284177 55.641281 57.032313 58.458121 59.919574 61.417563 62.953002 64.526827 66.139998 67.793498 69.488335 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 Investigator | 001944 | MGMT
A MGTE 216 32.773444 43.001598 68168.76 89443.32 32.773444 33.592780 34.432599 35.293414 36.175749 37.080143 38.007147 38.957326 39.931259 40.929540 41.952779 43.001598 A MGTE 216 34.412116 45.151678 71577.20 93915.49 34.412116 35.272419 36.154229 37.058085 37.984537 38.934150 39.907504 40.905192 41.927822 42.976018 44.050418 45.151678 Investment Officer | 001767 | MGMT
A MGTE 058 51.407862 67.451570 106928.35 140299.27 51.407862 52.693059 54.010385 55.360645 56.744661 58.163278 59.617360 61.107794 62.635489 64.201376 65.806410 67.451570 A MGTE 058 53.978255 70.824149 112274.77 147314.23 53.978255 55.327711 56.710904 58.128677 59.581894 61.071441 62.598227 64.163183 65.767263 67.411445 69.096731 70.824149
Redline Report Print Date:1/5/2024 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
Investment Operations Analyst | 001890 | MGMT
A MGTE 153 43.199884 56.681993 89855.76 117898.54 43.199884 44.279881 45.386878 46.521550 47.684589 48.876704 50.098622 51.351088 52.634865 53.950737 55.299505 56.681993 A MGTE 153 45.359879 59.516093 94348.55 123793.47 45.359879 46.493876 47.656223 48.847629 50.068820 51.320540 52.603554 53.918643 55.266609 56.648274 58.064481 59.516093 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 Law Office Administrator | 001853 | MGMT
A MGTE 126 46.648315 61.206632 97028.50 127309.80 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 58.257353 59.713787 61.206632 A MGTE 126 48.980731 64.266964 101879.92 133675.28 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 61.170221 62.699477 64.266964 Legal Secretary (Ex) | 010803 | CONF
A CONF 021 29.902691 39.234921 62197.60 81608.64 29.902691 30.650258 31.416514 32.201927 33.006975 33.832149 34.677953 35.544902 36.433525 37.344363 38.277972 39.234921 A CONF 021 31.397824 41.196667 65307.47 85689.07 31.397824 32.182770 32.987339 33.812022 34.657323 35.523756 36.411850 37.322146 38.255200 39.211580 40.191870 41.196667 Legal Staff Assistant (Ex) | 010809 | CONF
A CONF 025 21.242230 27.871646 44183.84 57973.02 21.242230 21.773286 22.317618 22.875558 23.447447 24.033633 24.634474 25.250336 25.881594 26.528634 27.191850 27.871646 A CONF 025 22.304341 29.265228 46393.03 60871.67 22.304341 22.861950 23.433499 24.019336 24.619819 25.235314 25.866197 26.512852 27.175673 27.855065 28.551442 29.265228 Licensed Land Surveyor | 001770 | MGMT
A MGTE 165 49.368449 64.775683 102686.37 134733.42 49.368449 50.602660 51.867726 53.164419 54.493529 55.855867 57.252264 58.683571 60.150660 61.654427 63.195788 64.775683 A MGTE 165 51.836870 68.014467 107820.69 141470.09 51.836870 53.132792 54.461112 55.822640 57.218206 58.648661 60.114878 61.617750 63.158194 64.737149 66.355578 68.014467 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 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 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 Marina Manager | 001773 | MGMT
A MGTE 062 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 062 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264
Redline Report Print Date:1/5/2024 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
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 Media & Communications Spclst | 001775 | MGMT
A MGTE 064 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 A MGTE 064 39.820792 52.248331 82827.25 108676.53 39.820792 40.816312 41.836720 42.882638 43.954704 45.053572 46.179911 47.334409 48.517769 49.730713 50.973981 52.248331 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 Metropolitan Arts Manager | 001776 | MGMT
A MGTE 065 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 065 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 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 Neighborhood Services Area Mgr | 001778 | MGMT
A MGTE 067 50.628103 66.428459 105306.45 138171.20 50.628103 51.893806 53.191151 54.520930 55.883953 57.281052 58.713078 60.180905 61.685428 63.227564 64.808253 66.428459 A MGTE 067 53.159508 69.749882 110571.78 145079.76 53.159508 54.488496 55.850708 57.246976 58.678150 60.145104 61.648732 63.189950 64.769699 66.388941 68.048665 69.749882 Neighborhood Services Manager | 001901 | MGMT
A MGTE 167 67.503995 88.571094 140408.31 184227.88 67.503995 69.191595 70.921385 72.694420 74.511781 76.374576 78.283940 80.241039 82.247065 84.303242 86.410823 88.571094 A MGTE 167 70.879199 92.999649 147428.73 193439.27 70.879199 72.651179 74.467458 76.329144 78.237373 80.193307 82.198140 84.253093 86.359420 88.518405 90.731365 92.999649 Operations General Supervisor | 001802 | MGMT
A MGTE 086 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 086 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 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 Paralegal (Ex) | 010804 | CONF
A CONF 022 32.707930 42.915639 68032.49 89264.53 32.707930 33.525628 34.363769 35.222863 36.103435 37.006021 37.931172 38.879451 39.851437 40.847723 41.868916 42.915639 A CONF 022 34.343327 45.061421 71434.12 93727.76 34.343327 35.201910 36.081958 36.984007 37.908607 38.856322 39.827730 40.823423 41.844009 42.890109 43.962362 45.061421
Redline Report Print Date:1/5/2024 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
Paralegal Technology Support | 010805 | CONF
A CONF 36 39.117836 51.325989 81365.10 106758.06 39.117836 40.095782 41.098177 42.125631 43.178772 44.258241 45.364697 46.498814 47.661284 48.852816 50.074136 51.325989 A CONF 36 41.073726 53.892288 85433.35 112095.96 41.073726 42.100569 43.153083 44.231910 45.337708 46.471151 47.632930 48.823753 50.044347 51.295456 52.577842 53.892288 Park Maintenance Manager | 001781 | MGMT
A MGTE 069 49.223506 64.585505 102384.89 134337.85 49.223506 50.454094 51.715446 53.008332 54.333540 55.691879 57.084176 58.511280 59.974062 61.473414 63.010249 64.585505 A MGTE 069 51.684681 67.814780 107504.14 141054.74 51.684681 52.976798 54.301218 55.658748 57.050217 58.476472 59.938384 61.436844 62.972765 64.547084 66.160761 67.814780 Park Maintenance Superintendnt | 001782 | MGMT
A MGTE 070 44.301154 58.126954 92146.40 120904.06 44.301154 45.408683 46.543900 47.707498 48.900185 50.122690 51.375757 52.660151 53.976655 55.326071 56.709223 58.126954 A MGTE 070 46.516213 61.033302 96753.72 126949.27 46.516213 47.679118 48.871096 50.092873 51.345195 52.628825 53.944546 55.293160 56.675489 58.092376 59.544685 61.033302 Park Plan Design & Devlpmt Mgr | 001869 | MGMT
A MGTE 135 55.727277 73.119016 115912.74 152087.55 55.727277 57.120459 58.548470 60.012182 61.512487 63.050299 64.626556 66.242220 67.898275 69.595732 71.335625 73.119016 A MGTE 135 58.513641 76.774967 121708.37 159691.93 58.513641 59.976482 61.475894 63.012791 64.588111 66.202814 67.857884 69.554331 71.293189 73.075519 74.902407 76.774967 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 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 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 Parking Manager | 001882 | MGMT
A MGTE 145 55.235540 72.473816 114889.92 150745.54 55.235540 56.616428 58.031839 59.482635 60.969701 62.493944 64.056293 65.657700 67.299142 68.981621 70.706162 72.473816 A MGTE 145 57.997317 76.097507 120634.42 158282.82 57.997317 59.447250 60.933431 62.456767 64.018186 65.618641 67.259107 68.940585 70.664100 72.430702 74.241470 76.097507 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 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
Redline Report Print Date:1/5/2024 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
Payroll Technician | 010707 | CONF
A CONF 008 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 008 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687 Permit Services Manager | 001784 | MGMT
A MGTE 071 46.084894 60.467375 95856.58 125772.14 46.084894 47.237016 48.417941 49.628390 50.869100 52.140828 53.444349 54.780458 56.149969 57.553718 58.992561 60.467375 A MGTE 071 48.389139 63.490744 100649.41 132060.75 48.389139 49.598867 50.838839 52.109810 53.412555 54.747869 56.116566 57.519480 58.957467 60.431404 61.942189 63.490744 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 Personnel Analyst | 010823 | CONF
A CONF 043 35.346653 46.377872 73521.04 96465.97 35.346653 36.230319 37.136077 38.064479 39.016091 39.991493 40.991280 42.016062 43.066464 44.143126 45.246704 46.377872 A CONF 043 37.113985 48.696766 77197.09 101289.27 37.113985 38.041835 38.992881 39.967703 40.966896 41.991068 43.040845 44.116866 45.219788 46.350283 47.509040 48.696766 Personnel Analyst | 014012 | MSUP
A MSUP 012 35.346653 46.377872 73521.04 96465.97 35.346653 36.230319 37.136077 38.064479 39.016091 39.991493 40.991280 42.016062 43.066464 44.143126 45.246704 46.377872 A MSUP 012 37.113985 48.696766 77197.09 101289.27 37.113985 38.041835 38.992881 39.967703 40.966896 41.991068 43.040845 44.116866 45.219788 46.350283 47.509040 48.696766 Personnel Technician | 010708 | CONF
A CONF 009 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 009 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687 Planning Director | 001786 | MGMT
A MGTE 073 61.382792 80.539541 127676.21 167522.24 61.382792 62.917362 64.490296 66.102553 67.755117 69.448995 71.185220 72.964850 74.788971 76.658695 78.575162 80.539541 A MGTE 073 64.451931 84.566518 134060.02 175898.36 64.451931 66.063229 67.714810 69.407680 71.142872 72.921444 74.744480 76.613092 78.528419 80.491629 82.503920 84.566518 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 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 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
Redline Report Print Date:1/5/2024 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
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 Police Captain | 001789 | MGMT
A MGTP 076 82.503820 108.252159 171607.95 225164.49 82.503820 84.566415 86.680575 88.847589 91.068779 93.345498 95.679135 98.071113 100.522891 103.035963 105.611862 108.252159 A MGTP 076 86.629011 113.664767 180188.34 236422.72 86.629011 88.794736 91.014604 93.289969 95.622218 98.012773 100.463092 102.974669 105.549036 108.187762 110.892456 113.664767 Police Lieutenant | 001870 | MGMT
A MGTP 136 71.742450 94.132310 149224.30 195795.20 71.742450 73.536011 75.374411 77.258771 79.190240 81.169996 83.199246 85.279227 87.411208 89.596488 91.836400 94.132310 A MGTP 136 75.329572 98.838926 156685.51 205584.97 75.329572 77.212811 79.143131 81.121709 83.149752 85.228496 87.359208 89.543188 91.781768 94.076312 96.428220 98.838926 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 Police Social Services Admnstr | 001932 | MGMT
A MGTE 204 47.648190 62.518554 99108.24 130038.59 47.648190 48.839395 50.060380 51.311890 52.594687 53.909554 55.257293 56.638725 58.054693 59.506060 60.993711 62.518554 A MGTE 204 50.030599 65.644482 104063.65 136540.52 50.030599 51.281364 52.563398 53.877483 55.224420 56.605030 58.020156 59.470660 60.957427 62.481363 64.043397 65.644482 Principal Accountant | 001791 | MGMT
A MGTE 078 41.328244 54.226236 85962.75 112790.57 41.328244 42.361450 43.420486 44.505998 45.618648 46.759114 47.928092 49.126294 50.354451 51.613312 52.903645 54.226236 A MGTE 078 43.394656 56.937548 90260.88 118430.10 43.394656 44.479522 45.591510 46.731298 47.899580 49.097070 50.324497 51.582609 52.872174 54.193978 55.548827 56.937548 Principal Applications Develpr | 001828 | MGMT
A MGTE 109 52.768327 69.236617 109758.12 144012.16 52.768327 54.087535 55.439723 56.825716 58.246359 59.702518 61.195081 62.724958 64.293082 65.900409 67.547919 69.236617 A MGTE 109 55.406742 72.698448 115246.02 151212.77 55.406742 56.791911 58.211709 59.667002 61.158677 62.687644 64.254835 65.861206 67.507736 69.195429 70.925315 72.698448 Principal Building Inspector | 001793 | MGMT
A MGTE 079 47.582890 62.432875 98972.41 129860.38 47.582890 48.772462 49.991774 51.241568 52.522607 53.835672 55.181564 56.561103 57.975131 59.424509 60.910122 62.432875 A MGTE 079 49.962036 65.554519 103921.04 136353.40 49.962036 51.211087 52.491364 53.803648 55.148739 56.527457 57.940643 59.389159 60.873888 62.395735 63.955628 65.554519 Principal Engineer | 001918 | MGMT
A MGTE 184 59.986906 78.708021 124772.76 163712.68 59.986906 61.486579 63.023743 64.599337 66.214320 67.869678 69.566420 71.305581 73.088221 74.915427 76.788313 78.708021 A MGTE 184 62.986252 82.643422 131011.40 171898.32 62.986252 64.560908 66.174931 67.829304 69.525037 71.263163 73.044742 74.870861 76.742633 78.661199 80.627729 82.643422 Principal Fiscal Policy Anlyst | 001937 | MGMT
A MGTE 209 49.942642 65.529074 103880.70 136300.47 49.942642 51.191208 52.470988 53.782763 55.127332 56.505515 57.918153 59.366107 60.850260 62.371516 63.930804 65.529074 A MGTE 209 52.439775 68.805528 109074.73 143115.50 52.439775 53.750769 55.094538 56.471901 57.883699 59.330791 60.814061 62.334413 63.892773 65.490092 67.127344 68.805528
Redline Report Print Date:1/5/2024 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
Principal Planner | 001795 | MGMT
A MGTE 080 52.175372 68.458609 108524.77 142393.91 52.175372 53.479756 54.816750 56.187169 57.591848 59.031644 60.507435 62.020121 63.570624 65.159890 66.788887 68.458609 A MGTE 080 54.784140 71.881539 113951.01 149513.60 54.784140 56.153743 57.557587 58.996527 60.471440 61.983226 63.532807 65.121127 66.749155 68.417884 70.128331 71.881539 Principal Systems Engineer | 001796 | MGMT
A MGTE 081 52.768327 69.236617 109758.12 144012.16 52.768327 54.087535 55.439723 56.825716 58.246359 59.702518 61.195081 62.724958 64.293082 65.900409 67.547919 69.236617 A MGTE 081 55.406742 72.698448 115246.02 151212.77 55.406742 56.791911 58.211709 59.667002 61.158677 62.687644 64.254835 65.861206 67.507736 69.195429 70.925315 72.698448 Procurement Services Manager | 001797 | MGMT
A MGTE 082 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 082 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Program Manager | 001798 | MGMT
A MGTE 083 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 083 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 Program Specialist | 001799 | MGMT
A MGTE 084 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 084 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 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 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 Public Safety Admin. Manager | 001788 | MGMT
A MGTE 075 49.382485 64.794100 102715.57 134771.73 49.382485 50.617047 51.882473 53.179535 54.509023 55.871749 57.268543 58.700257 60.167763 61.671957 63.213756 64.794100 A MGTE 075 51.851610 68.033805 107851.35 141510.31 51.851610 53.147900 54.476597 55.838512 57.234475 58.665337 60.131970 61.635269 63.176151 64.755555 66.374444 68.033805 Public Safety Communicatns Mgr | 001931 | MGMT
A MGTE 203 59.258982 77.752920 123258.68 161726.07 59.258982 60.740457 62.258968 63.815442 65.410828 67.046099 68.722251 70.440307 72.201315 74.006348 75.856507 77.752920 A MGTE 203 62.221932 81.640566 129421.62 169812.38 62.221932 63.777480 65.371917 67.006215 68.681370 70.398404 72.158364 73.962323 75.811381 77.706666 79.649333 81.640566 Recreation General Supervisor | 001805 | MGMT
A MGTE 089 38.522193 50.544456 80126.16 105132.47 38.522193 39.485248 40.472379 41.484188 42.521293 43.584325 44.673933 45.790781 46.935551 48.108940 49.311664 50.544456 A MGTE 089 40.448302 53.071679 84132.47 110389.09 40.448302 41.459510 42.495998 43.558398 44.647358 45.763542 46.907631 48.080322 49.282330 50.514388 51.777248 53.071679
Redline Report Print Date:1/5/2024 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
Recreation Manager | 001803 | MGMT
A MGTE 087 50.355809 66.071185 104740.08 137428.06 50.355809 51.614704 52.905072 54.227699 55.583391 56.972976 58.397300 59.857232 61.353663 62.887505 64.459693 66.071185 A MGTE 087 52.873599 69.374744 109977.09 144299.47 52.873599 54.195439 55.550325 56.939083 58.362560 59.821624 61.317165 62.850094 64.421346 66.031880 67.682677 69.374744 Recreation Superintendent | 001804 | MGMT
A MGTE 088 42.802438 56.160508 89029.07 116813.86 42.802438 43.872499 44.969311 46.093544 47.245883 48.427030 49.637706 50.878649 52.150615 53.454380 54.790740 56.160508 A MGTE 088 44.942559 58.968533 93480.52 122654.55 44.942559 46.066123 47.217776 48.398220 49.608176 50.848380 52.119590 53.422580 54.758145 56.127099 57.530276 58.968533 Risk Manager | 001864 | MGMT
A MGTE 166 60.834059 79.819556 126534.84 166024.68 60.834059 62.354910 63.913783 65.511628 67.149419 68.828154 70.548858 72.312579 74.120393 75.973403 77.872738 79.819556 A MGTE 166 63.875762 83.810534 132861.58 174325.91 63.875762 65.472656 67.109472 68.787209 70.506889 72.269561 74.076300 75.928208 77.826413 79.772073 81.766375 83.810534 Senior Accountant Auditor | 010824 | CONF
A CONF 045 39.464793 51.781229 82086.77 107704.96 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229 A CONF 045 41.438032 54.370290 86191.11 113090.20 41.438032 42.473983 43.535833 44.624229 45.739835 46.883331 48.055414 49.256799 50.488219 51.750424 53.044185 54.370290 Senior Accountant Auditor | 014013 | MSUP
A MSUP 013 39.464793 51.781229 82086.77 107704.96 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229 A MSUP 013 41.438032 54.370290 86191.11 113090.20 41.438032 42.473983 43.535833 44.624229 45.739835 46.883331 48.055414 49.256799 50.488219 51.750424 53.044185 54.370290 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 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 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 Senior Applications Developer | 001812 | MGMT
A MGTE 094 47.164103 61.883392 98101.33 128717.46 47.164103 48.343206 49.551786 50.790581 52.060346 53.361855 54.695901 56.063299 57.464881 58.901503 60.374041 61.883392 A MGTE 094 49.522310 64.977562 103006.40 135153.33 49.522310 50.760368 52.029377 53.330111 54.663364 56.029948 57.430697 58.866464 60.338126 61.846579 63.392743 64.977562 Senior Architect | 001813 | MGMT
A MGTE 095 50.814394 66.672890 105693.94 138679.61 50.814394 52.084754 53.386873 54.721545 56.089584 57.491824 58.929120 60.402348 61.912407 63.460217 65.046722 66.672890 A MGTE 095 53.355115 70.006535 110978.64 145613.59 53.355115 54.688993 56.056218 57.457623 58.894064 60.366416 61.875576 63.422465 65.008027 66.633228 68.299059 70.006535
Redline Report Print Date:1/5/2024 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
Senior Auditor | 001935 | MGMT
A MGTE 210 36.395761 47.754392 75703.18 99329.14 36.395761 37.305655 38.238296 39.194253 40.174109 41.178462 42.207924 43.263122 44.344700 45.453318 46.589651 47.754392 A MGTE 210 38.215550 50.142112 79488.34 104295.59 38.215550 39.170939 40.150212 41.153967 42.182816 43.237386 44.318321 45.426279 46.561936 47.725984 48.919134 50.142112 Senior Budget Analyst | 010825 | CONF
A CONF 046 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A CONF 046 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 Senior Budget Analyst | 014014 | MSUP
A MSUP 014 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MSUP 014 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 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 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 Senior Debt Analyst | 001814 | MGMT
A MGTE 096 45.384512 59.548413 94399.78 123860.70 45.384512 46.519125 47.682103 48.874156 50.096010 51.348410 52.632120 53.947923 55.296621 56.679037 58.096013 59.548413 A MGTE 096 47.653739 62.525834 99119.78 130053.74 47.653739 48.845082 50.066209 51.317864 52.600811 53.915831 55.263727 56.645320 58.061453 59.512989 61.000814 62.525834 Senior Deputy City Attorney | 001815 | MGMT
A MGTE 097 72.612442 95.273816 151033.88 198169.54 72.612442 74.427753 76.288447 78.195658 80.150549 82.154313 84.208171 86.313375 88.471209 90.682989 92.950064 95.273816 A MGTE 097 76.243063 100.037507 158585.57 208078.02 76.243063 78.149140 80.102869 82.105441 84.158077 86.262029 88.418580 90.629045 92.894771 95.217140 97.597568 100.037507 Senior Deputy City Clerk | 010828 | CONF
A CONF 049 29.904359 39.237110 62201.07 81613.19 29.904359 30.651968 31.418267 32.203724 33.008817 33.834037 34.679888 35.546885 36.435557 37.346446 38.280107 39.237110 A CONF 049 31.399578 41.198966 65311.12 85693.85 31.399578 32.184567 32.989181 33.813911 34.659259 35.525740 36.413883 37.324230 38.257336 39.213769 40.194113 41.198966 Senior Deputy City Clerk | 014004 | MSUP
A MSUP 005 29.904359 39.237110 62201.07 81613.19 29.904359 30.651968 31.418267 32.203724 33.008817 33.834037 34.679888 35.546885 36.435557 37.346446 38.280107 39.237110 A MSUP 005 31.399578 41.198966 65311.12 85693.85 31.399578 32.184567 32.989181 33.813911 34.659259 35.525740 36.413883 37.324230 38.257336 39.213769 40.194113 41.198966 Senior Development Project Mgr | 001816 | MGMT
A MGTE 098 48.369817 63.465391 100609.22 132008.01 48.369817 49.579062 50.818539 52.089002 53.391227 54.726008 56.094158 57.496512 58.933925 60.407273 61.917455 63.465391 A MGTE 098 50.788307 66.638661 105639.68 138608.42 50.788307 52.058015 53.359465 54.693452 56.060788 57.462308 58.898866 60.371338 61.880621 63.427637 65.013328 66.638661
Redline Report Print Date:1/5/2024 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
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 Senior Engineer | 001817 | MGMT
A MGTE 099 51.417051 67.463626 106947.47 140324.34 51.417051 52.702477 54.020039 55.370540 56.754804 58.173674 59.628016 61.118716 62.646684 64.212851 65.818172 67.463626 A MGTE 099 53.987903 70.836807 112294.84 147340.56 53.987903 55.337601 56.721041 58.139067 59.592544 61.082358 62.609417 64.174652 65.779018 67.423493 69.109080 70.836807 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 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 Senior Fiscal Policy Analyst | 001938 | MGMT
A MGTE 211 44.591455 58.507852 92750.23 121696.33 44.591455 45.706241 46.848897 48.020119 49.220622 50.451138 51.712416 53.005226 54.330357 55.688616 57.080831 58.507852 A MGTE 211 46.821027 61.433245 97387.74 127781.15 46.821027 47.991553 49.191342 50.421126 51.681654 52.973695 54.298037 55.655488 57.046875 58.473047 59.934873 61.433245 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 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 Senior Investment Officer | 001818 | MGMT
A MGTE 100 60.479837 79.354789 125798.06 165057.96 60.479837 61.991833 63.541629 65.130170 66.758424 68.427385 70.138070 71.891522 73.688810 75.531030 77.419306 79.354789 A MGTE 100 63.503829 83.322528 132087.96 173310.86 63.503829 65.091425 66.718711 68.386679 70.096346 71.848755 73.644974 75.486098 77.373250 79.307581 81.290271 83.322528 Senior Landscape Architect | 001819 | MGMT
A MGTE 101 45.485805 59.681317 94610.47 124137.14 45.485805 46.622950 47.788524 48.983237 50.207818 51.463013 52.749588 54.068328 55.420036 56.805537 58.225675 59.681317 A MGTE 101 47.760095 62.665383 99341.00 130344.00 47.760095 48.954097 50.177949 51.432398 52.718208 54.036163 55.387067 56.771744 58.191038 59.645814 61.136959 62.665383 Senior Legal Staff Asst (Ex) | 010811 | CONF
A CONF 032 26.306892 34.516922 54718.34 71795.20 26.306892 26.964564 27.638678 28.329645 29.037886 29.763833 30.507929 31.270627 32.052393 32.853703 33.675046 34.516922 A CONF 032 27.622236 36.242768 57454.25 75384.96 27.622236 28.312792 29.020612 29.746127 30.489780 31.252025 32.033326 32.834159 33.655013 34.496388 35.358798 36.242768
Redline Report Print Date:1/5/2024 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
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 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 Senior Personnel Analyst | 001821 | MGMT
A MGTE 103 41.034133 53.840338 85351.00 111987.90 41.034133 42.059986 43.111486 44.189273 45.294005 46.426355 47.587014 48.776689 49.996106 51.246009 52.527159 53.840338 A MGTE 103 43.085839 56.532355 89618.54 117587.30 43.085839 44.162985 45.267060 46.398736 47.558704 48.747672 49.966364 51.215523 52.495911 53.808309 55.153517 56.532355 Senior Planner | 001822 | MGMT
A MGTE 104 44.349066 58.189819 92246.06 121034.82 44.349066 45.457793 46.594238 47.759094 48.953071 50.176898 51.431320 52.717103 54.035031 55.385907 56.770555 58.189819 A MGTE 104 46.566520 61.099310 96858.36 127086.56 46.566520 47.730683 48.923950 50.147049 51.400725 52.685743 54.002887 55.352959 56.736783 58.155203 59.609083 61.099310 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 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 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 Senior Staff Assistant | 010712 | CONF
A CONF 012 23.953033 31.428454 49822.31 65371.18 23.953033 24.551859 25.165655 25.794796 26.439666 27.100658 27.778174 28.472628 29.184444 29.914055 30.661906 31.428454 A CONF 012 25.150686 32.999877 52313.43 68639.74 25.150686 25.779453 26.423939 27.084537 27.761650 28.455691 29.167083 29.896260 30.643666 31.409758 32.195002 32.999877 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 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
Redline Report Print Date:1/5/2024 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
Senior Systems Engineer | 001823 | MGMT
A MGTE 105 47.335384 62.108124 98457.60 129184.90 47.335384 48.518769 49.731738 50.975031 52.249407 53.555642 54.894533 56.266896 57.673568 59.115407 60.593292 62.108124 A MGTE 105 49.702151 65.213530 103380.47 135644.14 49.702151 50.944705 52.218323 53.523781 54.861876 56.233423 57.639259 59.080240 60.557246 62.071177 63.622956 65.213530 Special Asst. to City Attorney | 010826 | CONF
A CONF 047 32.266428 42.336350 67114.17 88059.61 32.266428 33.073089 33.899916 34.747414 35.616099 36.506501 37.419164 38.354643 39.313509 40.296347 41.303756 42.336350 A CONF 047 33.879748 44.453168 70469.88 92462.59 33.879748 34.726742 35.594911 36.484784 37.396904 38.331827 39.290123 40.272376 41.279185 42.311165 43.368944 44.453168 Special Asst. to City Attorney | 014015 | MSUP
A MSUP 015 32.266428 42.336350 67114.17 88059.61 32.266428 33.073089 33.899916 34.747414 35.616099 36.506501 37.419164 38.354643 39.313509 40.296347 41.303756 42.336350 A MSUP 015 33.879748 44.453168 70469.88 92462.59 33.879748 34.726742 35.594911 36.484784 37.396904 38.331827 39.290123 40.272376 41.279185 42.311165 43.368944 44.453168 Special Districts Manager | 001915 | MGMT
A MGTE 202 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 202 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Special Projects Manager | 001855 | MGMT
A MGTE 127 48.515711 63.656817 100912.68 132406.18 48.515711 49.728604 50.971819 52.246114 53.552267 54.891074 56.263351 57.669935 59.111683 60.589475 62.104212 63.656817 A MGTE 127 50.941496 66.839658 105958.31 139026.49 50.941496 52.215033 53.520409 54.858419 56.229879 57.635626 59.076517 60.553430 62.067266 63.618948 65.209422 66.839658 Staff Aide CON (Min/Max) | 010721 | CONF
A CONF 016 20.822560 48.949800 43310.92 101815.58
A CONF 016 21.434990 28.124564 44584.78 58499.09
Staff Aide MGM (Min/Max) | 001856 | MGMT
A MGTE 128 26.683200 97.124400 55501.06 202018.75
A MGTE 128 44.576610 58.488377 92719.35 121655.82
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
Staff Assistant | 010713 | CONF
A CONF 013 21.242230 27.871646 44183.84 57973.02 21.242230 21.773286 22.317618 22.875558 23.447447 24.033633 24.634474 25.250336 25.881594 26.528634 27.191850 27.871646 A CONF 013 22.304341 29.265228 46393.03 60871.67 22.304341 22.861950 23.433499 24.019336 24.619819 25.235314 25.866197 26.512852 27.175673 27.855065 28.551442 29.265228 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
Redline Report Print Date:1/5/2024 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
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 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 Stores Administrator | 001945 | MGMT
A MGTE 217 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A MGTE 217 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 Stores Administrator | 014006 | MSUP
A MSUP 007 36.118633 47.390776 75126.76 98572.81 36.118633 37.021599 37.947139 38.895817 39.868212 40.864917 41.886540 42.933703 44.007046 45.107222 46.234903 47.390776 A MSUP 007 37.924564 49.760315 78883.09 103501.46 37.924564 38.872678 39.844495 40.840607 41.861622 42.908163 43.980867 45.080389 46.207399 47.362584 48.546649 49.760315 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 Streets Manager | 001883 | MGMT
A MGTE 146 49.483961 64.927244 102926.64 135048.67 49.483961 50.721060 51.989086 53.288813 54.621033 55.986559 57.386223 58.820879 60.291401 61.798686 63.343653 64.927244 A MGTE 146 51.958159 68.173606 108072.97 141801.10 51.958159 53.257113 54.588541 55.953255 57.352086 58.785888 60.255535 61.761923 63.305971 64.888620 66.510835 68.173606 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 Supervising Architect | 001829 | MGMT
A MGTE 110 56.460439 74.080989 117437.71 154088.46 56.460439 57.871950 59.318749 60.801718 62.321761 63.879805 65.476800 67.113720 68.791563 70.511352 72.274136 74.080989 A MGTE 110 59.283460 77.785038 123309.60 161792.88 59.283460 60.765547 62.284686 63.841803 65.437848 67.073794 68.750639 70.469405 72.231140 74.036919 75.887842 77.785038 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 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
Redline Report Print Date:1/5/2024 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
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 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 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 Supervising Engineer | 001831 | MGMT
A MGTE 112 57.130055 74.959584 118830.51 155915.94 57.130055 58.558306 60.022264 61.522821 63.060892 64.637414 66.253349 67.909683 69.607425 71.347611 73.131301 74.959584 A MGTE 112 59.986559 78.707563 124772.04 163711.73 59.986559 61.486223 63.023379 64.598963 66.213937 67.869285 69.566017 71.305167 73.087796 74.914991 76.787866 78.707563 Supervising Financial Analyst | 001832 | MGMT
A MGTE 113 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 113 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 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 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 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 Supervising Landscape Architct | 001898 | MGMT
A MGTE 160 50.034469 65.649559 104071.70 136551.08 50.034469 51.285331 52.567464 53.881651 55.228692 56.609409 58.024644 59.475260 60.962141 62.486195 64.048350 65.649559 A MGTE 160 52.536192 68.932037 109275.28 143378.64 52.536192 53.849597 55.195837 56.575733 57.990126 59.439879 60.925876 62.449023 64.010249 65.610505 67.250768 68.932037 Supervising Legal Secretary | 010816 | CONF
A CONF 028 34.388095 45.120160 71527.24 93849.93 34.388095 35.247797 36.128992 37.032217 37.958022 38.906973 39.879647 40.876638 41.898554 42.946018 44.019668 45.120160 A CONF 028 36.107499 47.376168 75103.60 98542.43 36.107499 37.010186 37.935441 38.883827 39.855923 40.852321 41.873629 42.920470 43.993482 45.093319 46.220652 47.376168
Redline Report Print Date:1/5/2024 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
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 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 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 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 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 Support Services Manager | 001834 | MGMT
A MGTE 115 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 115 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092 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 Systems Engineer | 010714 | CONF
A CONF 014 43.084714 56.530880 89616.20 117584.23 43.084714 44.161832 45.265878 46.397525 47.557463 48.746400 49.965060 51.214186 52.494541 53.806905 55.152078 56.530880 A CONF 014 45.238952 59.357424 94097.02 123463.44 45.238952 46.369926 47.529174 48.717403 49.935338 51.183721 52.463314 53.774897 55.119269 56.497251 57.909682 59.357424 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 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
Redline Report Print Date:1/5/2024 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
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 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 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 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 Training Specialist | 001857 | MGMT
A MGTE 129 39.080127 51.276513 81286.66 106655.15 39.080127 40.057130 41.058558 42.085022 43.137148 44.215577 45.320966 46.453990 47.615340 48.805723 50.025866 51.276513 A MGTE 129 41.034134 53.840339 85351.00 111987.90 41.034134 42.059987 43.111487 44.189274 45.294006 46.426356 47.587015 48.776690 49.996107 51.246010 52.527160 53.840339 Treasury Analyst | 010827 | CONF
A CONF 048 39.464793 51.781229 82086.77 107704.96 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229 A CONF 048 41.438032 54.370290 86191.11 113090.20 41.438032 42.473983 43.535833 44.624229 45.739835 46.883331 48.055414 49.256799 50.488219 51.750424 53.044185 54.370290 Treasury Analyst | 014016 | MSUP
A MSUP 016 39.464793 51.781229 82086.77 107704.96 39.464793 40.451413 41.462698 42.499265 43.561747 44.650791 45.767061 46.911238 48.084019 49.286119 50.518272 51.781229 A MSUP 016 41.438032 54.370290 86191.11 113090.20 41.438032 42.473983 43.535833 44.624229 45.739835 46.883331 48.055414 49.256799 50.488219 51.750424 53.044185 54.370290 Treasury Assistant | 010715 | CONF
A CONF 033 28.264593 37.085597 58790.35 77138.04 28.264593 28.971208 29.695488 30.437875 31.198822 31.978793 32.778263 33.597720 34.437663 35.298605 36.181070 37.085597 A CONF 033 29.677825 38.939877 61729.88 80994.94 29.677825 30.419771 31.180265 31.959772 32.758766 33.577735 34.417178 35.277607 36.159547 37.063536 37.990124 38.939877 Treasury Manager | 001801 | MGMT
A MGTE 085 70.628934 92.671280 146908.18 192756.26 70.628934 72.394657 74.204523 76.059636 77.961127 79.910155 81.907909 83.955607 86.054497 88.205859 90.411005 92.671280 A MGTE 085 74.160377 97.304844 154253.58 202394.08 74.160377 76.014386 77.914746 79.862615 81.859180 83.905660 86.003302 88.153385 90.357220 92.616151 94.931555 97.304844 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
Redline Report Print Date:1/5/2024 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
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 Urban Design Manager | 001894 | MGMT
A MGTE 156 56.460439 74.080989 117437.71 154088.46 56.460439 57.871950 59.318749 60.801718 62.321761 63.879805 65.476800 67.113720 68.791563 70.511352 72.274136 74.080989 A MGTE 156 59.283460 77.785038 123309.60 161792.88 59.283460 60.765547 62.284686 63.841803 65.437848 67.073794 68.750639 70.469405 72.231140 74.036919 75.887842 77.785038 Util Operations & Maint Supt | 001841 | MGMT
A MGTE 120 51.569715 67.663936 107265.01 140740.99 51.569715 52.858958 54.180432 55.534943 56.923317 58.346400 59.805060 61.300186 62.832691 64.403508 66.013596 67.663936 A MGTE 120 54.148202 71.047133 112628.26 147778.04 54.148202 55.501907 56.889455 58.311691 59.769483 61.263720 62.795313 64.365196 65.974326 67.623684 69.314276 71.047133 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 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 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 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 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 Utilities Ops and Maint Mgr | 001842 | MGMT
A MGTE 198 60.078697 78.828457 124963.69 163963.19 60.078697 61.580664 63.120181 64.698186 66.315641 67.973532 69.672870 71.414692 73.200059 75.030060 76.905812 78.828457 A MGTE 198 63.082631 82.769880 131211.87 172161.35 63.082631 64.659697 66.276189 67.933094 69.631421 71.372207 73.156512 74.985425 76.860061 78.781563 80.751102 82.769880 Utility Construction Coord | 001839 | MGMT
A MGTE 118 46.412743 60.897543 96538.50 126666.89 46.412743 47.573062 48.762389 49.981449 51.230985 52.511760 53.824554 55.170168 56.549422 57.963158 59.412237 60.897543 A MGTE 118 48.733381 63.942420 101365.43 133000.23 48.733381 49.951716 51.200509 52.480522 53.792535 55.137348 56.515782 57.928677 59.376894 60.861316 62.382849 63.942420
Redline Report Print Date:1/5/2024 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
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 Veterinarian | 001875 | MGMT
A MGTE 140 45.659158 59.908773 94971.05 124610.25 45.659158 46.800637 47.970653 49.169919 50.399167 51.659146 52.950625 54.274391 55.631251 57.022032 58.447583 59.908773 A MGTE 140 47.942117 62.904212 99719.60 130840.76 47.942117 49.140670 50.369187 51.628417 52.919127 54.242105 55.598158 56.988112 58.412815 59.873135 61.369963 62.904212 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 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 Website Administrator | 001904 | MGMT
A MGTE 170 50.628103 66.428459 105306.45 138171.20 50.628103 51.893806 53.191151 54.520930 55.883953 57.281052 58.713078 60.180905 61.685428 63.227564 64.808253 66.428459 A MGTE 170 53.159508 69.749882 110571.78 145079.76 53.159508 54.488496 55.850708 57.246976 58.678150 60.145104 61.648732 63.189950 64.769699 66.388941 68.048665 69.749882 Workers Comp Claims Asst I | 010818 | CONF
A CONF 037 27.677968 36.315892 57570.17 75537.06 27.677968 28.369917 29.079165 29.806144 30.551298 31.315080 32.097957 32.900406 33.722916 34.565989 35.430139 36.315892 A CONF 037 29.061866 38.131687 60448.68 79313.91 29.061866 29.788413 30.533123 31.296451 32.078862 32.880834 33.702855 34.545426 35.409062 36.294289 37.201646 38.131687 Workers Comp Claims Asst II | 010819 | CONF
A CONF 038 30.445764 39.947482 63327.19 83090.76 30.445764 31.206908 31.987081 32.786758 33.606427 34.446588 35.307753 36.190447 37.095208 38.022588 38.973153 39.947482 A CONF 038 31.968054 41.944856 66493.55 87245.30 31.968054 32.767255 33.586436 34.426097 35.286749 36.168918 37.073141 37.999970 38.949969 39.923718 40.921811 41.944856 Workers Comp Claims Mgr | 001927 | MGMT
A MGTE 195 55.303614 72.563134 115031.52 150931.32 55.303614 56.686204 58.103359 59.555943 61.044842 62.570963 64.135237 65.738618 67.382083 69.066635 70.793301 72.563134 A MGTE 195 58.068794 76.191291 120783.09 158477.88 58.068794 59.520514 61.008527 62.533740 64.097084 65.699511 67.341999 69.025549 70.751188 72.519968 74.332967 76.191291 Workers' Comp Claims Rep | 001943 | MGMT
A MGTE 215 43.317598 56.836442 90100.60 118219.80 43.317598 44.400538 45.510551 46.648315 47.814523 49.009886 50.235133 51.491011 52.778286 54.097743 55.450187 56.836442 A MGTE 215 45.483478 59.678264 94605.63 124130.79 45.483478 46.620565 47.786079 48.980731 50.205249 51.460380 52.746890 54.065562 55.417201 56.802631 58.222697 59.678264 Workers' Comp Claims Supervr | 001942 | MGMT
A MGTE 214 47.649359 62.520088 99110.67 130041.78 47.649359 48.840593 50.061608 51.313148 52.595977 53.910876 55.258648 56.640114 58.056117 59.507520 60.995208 62.520088 A MGTE 214 50.031827 65.646092 104066.20 136543.87 50.031827 51.282623 52.564689 53.878806 55.225776 56.606420 58.021580 59.472120 60.958923 62.482896 64.044968 65.646092
Description Percent/Dollar FTE
FY2023/24
(9 months)
FY2024/25
(12 months)
FY2025/26
(3 months)
FY2025/26
(12 months)
Salary Adjustment 9/23/2023 - G/MU Funds 5.00% 723.75 3,824,276 5,099,035 1,274,759 5,099,035 Salary Adjustment 9/23/2023 - Other Funds 5.00% 220.00 1,056,867 1,409,156 352,289 1,409,156 Salary Adjustment 7/13/2024 - G/MU Funds 2.00% 723.75 - 2,141,595 535,399 2,141,595 Salary Adjustment 7/13/2024 - Other Funds 2.00% 220.00 - 591,845 147,961 591,845 Health & Welfare Contribution 12/30/23 - G/MU Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
592,358 1,268,265 337,954 1,351,815 Health & Welfare Contribution 12/30/23 - Other Funds
Kaiser $25 Plan 100/80/80
+ additional $25/mo year 2
156,634 335,317 89,342 357,367 Longevity Pay 7/13/2024 - G/MU Funds
3% @ 17 Years
816,288 197,256 854,775
Longevity Pay 7/13/2024 - Other Funds
3% @ 17 Years
250,457 57,798 250,457 Salary Step Collapse 7/27/2024 - G/MU Funds
8 steps
5% between steps 807,229 408,212 1,632,847 Salary Step Collapse 7/27/2024 - Other Funds
8 steps
5% between steps 226,162 114,369 457,475 Safety Shoes & Glasses - G/MU Funds
Shoes: $250/pair (max 2)
Glasses: $125/pair
20,769 27,000 6,231 27,000 Safety Shoes & Glasses - G/MU Funds
Shoes: $250/pair (max 2)
Glasses: $125/pair
6,346 8,250 1,904 4,437,403 10,159,412 2,759,810 11,107,067 1,219,846 2,821,186 763,662 3,066,300
Impact of SCXEA Contract
Contract Cost through 9/19/25 22,161,320$
Ongoing Cost in FY2025/26 14,173,367$
SCXEA (Contract Term 9/23/23 - 9/19/25)
Cost for G/MU Funds
Cost for Other Funds
Adopted by the Sacramento City Council
[CC MEETING DATE]
Approving the Memorandum of Understanding between the
City of Sacramento and Sacramento City Exempt Employees Association, and the Citywide Salary Schedule
BACKGROUND
A. The 2021-2023 Memorandum of Understanding ( MOU) between City of Sacramento and the Sacramento City Exempt Employees Association (SCXEA) expired on September 22, 2023. The City entered into successor negotiations with SCXEA which represents employees in the Exempt Management, Confidential/Administrative, and Exempt Management Support Unit (Representation Unit 01, 10, 14). The negotiations resulted in a MOU expiring on September 19, 2025. The City has been informed by David Kruckenberg, Chief Negotiator , that ratification meetings were held, and that SCXEA Unit members successfully ratified the terms of the MOU.
B. The California Code of Regulations requires that the City Council adopt the City’s salary schedules at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed.
C. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.
D. The salary schedules attached to this Resolution as Exhibit B 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 SCXEA attached to this Resolution as Exhibit A is approved.
Section 2. The salary schedule attached to this Resolution as Exhibit B is adopted.
Section 3. The City Manager is authorized to make minor changes or adjustments to Exhibits A and B to correct omissions and errors.
Section 4. Exhibits A and B are part of this resolution.
Section 5. The City Manager is authorized to amend the FY2023/24 Approved Budget and to conduct budget adjustments and transfers from fund balance as necessary to implement the terms of the agreements.
Table of Contents
Exhibit A – SCXEA MOU
Exhibit B – Salary Schedule
And
Labor Agreement
Covering All Employees in the
Exempt Management,
Exempt Management Support,
and Confidential/Administrative Units
2023-2025
i
TABLE OF CONTENTS
Section Page
PREAMBLE ........................................................................................................................ 1 ARTICLE 1 – RECOGNITION ............................................................................................. 1
1.1 RECOGNITION ................................................................................................................................. 1
1.2 EMPLOYEES COVERED BY THIS AGREEMENT .......................................................................... 1
1.3 DEFINITIONS .................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ..................................................................................... 3
2.1 SOLE AGREEMENT ......................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS ............................................................................................... 3
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY ........................................................................ 3
3.2 FILLING VACANT POSITIONS ........................................................................................................ 3 ARTICLE 4 – ASSOCIATION RIGHTS ............................................................................... 4
4.1 PAYROLL DEDUCTIONS ................................................................................................................. 4
4.2 RELEASE TIME ................................................................................................................................ 5
4.3 BULLETIN BOARDS ......................................................................................................................... 6
4.4 LIST OF EMPLOYEES ...................................................................................................................... 6
4.5 USE OF CITY EMAIL ........................................................................................................................ 7
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ......................................................................... 7
5.1 PURPOSE ......................................................................................................................................... 7
5.2 PROCEDURE ................................................................................................................................... 7
5.3 DEFINITIONS .................................................................................................................................... 8
5.4 STEP ONE ........................................................................................................................................ 8
5.5 STEP TWO ........................................................................................................................................ 8
5.6 ARBITRATION .................................................................................................................................. 9
5.7 WITNESSES ..................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................ 9
6.1 SALARIES ......................................................................................................................................... 9 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 10
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 10
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ........................ 10
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ........................... 10
7.4 LONGEVITY PAY (CITY CHARTER) ............................................................................................. 10
7.5 LONGEVITY PAY (CONTRACT) .................................................................................................... 11
7.6 OUT-OF-CLASSIFICATION PAY ................................................................................................... 11
7.7 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES .......................................... 11
7.8 SALARY STEP ADVANCEMENT ................................................................................................... 11
7.9 PROBATIONARY PERIOD ............................................................................................................. 12
7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 12
7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 13
7.12 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................. 13
ii
ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 13
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ......... 13
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .................................................................... 14
8.3 AMOUNT OF CONTRIBUTION ...................................................................................................... 14
8.4 COVERED DEPENDENTS ............................................................................................................. 16
8.5 CASH-BACK LIMITS ....................................................................................................................... 16
8.6 LIFE INSURANCE ........................................................................................................................... 17
8.7 LONG-TERM DISABILITY .............................................................................................................. 17
8.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 17
8.9 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 17
8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) ........................................................................ 18
8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 18 ARTICLE 9 – RETIREMENT ............................................................................................. 21
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ........................... 21
9.2 DEFERRED COMPENSATION PLAN ............................................................................................ 22
9.3 SECTION 401(a) MONEY PURCHASE PLAN ............................................................................... 22 ARTICLE 10 – HOURS OF WORK ................................................................................... 23
10.1 HOURS OF EMPLOYMENT ........................................................................................................... 23
10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 23
10.3 REMOTE WORK PROGRAM ......................................................................................................... 23
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 23
10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .................................................................. 24
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................. 24
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ....................................... 24
10.8 POLICE LIEUTENANT COVERAGE .............................................................................................. 24
10.9 SUPPLEMENTAL POLICE EMPLOYMENT ................................................................................... 24
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) ....................................................................................................... 25 ARTICLE 11 – OVERTIME COMPENSATION ................................................................. 26
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES .......................................... 26
11.2 OVERTIME FOR NON-CAREER EMPLOYEES ............................................................................ 26
11.3 STANDBY ASSIGNMENTS ............................................................................................................ 27 ARTICLE 12 – LEAVES .................................................................................................... 27
12.1 HOLIDAYS ...................................................................................................................................... 27
12.2 VACATION ...................................................................................................................................... 30
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................. 31
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ................................................................................... 32
12.5 SICK LEAVE ................................................................................................................................... 32
12.6 INJURY-ON-DUTY .......................................................................................................................... 35
12.7 COURT LEAVE ............................................................................................................................... 35
12.8 CITY-PAID PARENTAL LEAVE ...................................................................................................... 36
12.9 CATASTROPHIC LEAVE PLAN ..................................................................................................... 36
12.10 PERSONAL LEAVE ........................................................................................................................ 36
12.11 MEDICAL LEAVE ............................................................................................................................ 36
12.12 CITY-PAID BEREAVEMENT LEAVE .............................................................................................. 37
12.13 PAID CITY LEAVE (PCL) ................................................................................................................ 37 ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 38
iii
13.1 POLICE AND FIRE UNIFORM ALLOWANCE ................................................................................ 38
13.2 TUITION REIMBURSEMENT ......................................................................................................... 38
13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................. 39
13.4 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 39
13.5 CONTINUING EDUCATION ........................................................................................................... 39
13.6 BILINGUAL PAY ............................................................................................................................. 39
13.7 TECHNOLOGY ALLOWANCE ....................................................................................................... 39
13.8 NOTARY PAY ................................................................................................................................. 40
13.9 SAFETY SHOES ............................................................................................................................. 40
13.10 SAFETY GLASSES ......................................................................................................................... 40 ARTICLE 14 – TRANSPORTATION ................................................................................. 41
14.1 TRANSPORTATION AND PARKING ............................................................................................. 41 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 43
15.1 PURPOSE ....................................................................................................................................... 43
15.2 PROCEDURE ................................................................................................................................. 43
15.3 NOTICE OF LAYOFF ...................................................................................................................... 44
15.4 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 45
15.5 EMPLOYEE ON IOD STATUS ....................................................................................................... 45
15.6 FRINGE BENEFITS ........................................................................................................................ 45
15.7 RECALL .......................................................................................................................................... 45
15.8 GENERAL ....................................................................................................................................... 46 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 46
16.1 PROCEDURE ................................................................................................................................. 46
16.2 NOTICE OF LAYOFF ...................................................................................................................... 46
16.3 EMPLOYEE ON IOD STATUS ....................................................................................................... 46
16.4 GENERAL ....................................................................................................................................... 47 ARTICLE 17 – DISCIPLINE .............................................................................................. 47
17.1 DISCIPLINE .................................................................................................................................... 47
17.2 LETTER OF REPRIMAND .............................................................................................................. 47
17.3 DOCUMENTED COUNSELING RETENTION ................................................................................ 48
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ......................................... 48
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .................................................................... 48
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................ 49
17.7 WITHDRAWAL OF APPEAL ........................................................................................................... 49 ARTICLE 18 – MISCELLANEOUS ................................................................................... 49
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD .................................................. 49
18.2 SAVINGS CLAUSE ......................................................................................................................... 49
18.3 NEW OR REVISED JOB CLASSIFICATIONS................................................................................ 49
18.4 STAFF AIDE POSITIONS ............................................................................................................... 50
18.5 OFF-DUTY EMPLOYMENT ............................................................................................................ 51
18.6 TIME OFF FOR EXAMINATIONS ................................................................................................... 52
18.7 PAYROLL ERRORS ....................................................................................................................... 52
18.8 RETIREE COURT APPEARANCE FEES ....................................................................................... 52
18.9 NOTICE OF JOB ANNOUNCEMENTS .......................................................................................... 53
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY .................................................... 53
18.11 EQUITY ADJUSTMENT REOPENER ............................................................................................ 53
18.12 FIRE ASSISTANT CHIEF COVERAGE .......................................................................................... 53
iv
18.13 TERM .............................................................................................................................................. 53
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the SACRAMENTO CITY EXEMPT EMPLOYEES ASSOCIATION, hereinafter referred to as the Association, has as its purpose the promotion of harmonious labor relations between the City and the Association and the establishment of rates of pay, hours of work, and other conditions of employment.
ARTICLE 1 – RECOGNITION
1.1 RECOGNITION
The City hereby recognizes the Association as the exclusive bargaining agent for all employees in the Exempt Management (Unit 01), Exempt Management Support (Unit 14) , and Confidential/Administrative (Unit 10) Units, as defined in the City's Employer-Employee Relations Policy
, and agrees to meet and confer and otherwise
deal exclusively with the Association on all matters within the scope of representation pertaining to the said employees as authorized by law.
1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) Units as defined in the Employer-Employee Relations Policy shall be covered by this Agreement except as hereinafter provided.
1.3 DEFINITIONS
a. As used throughout this Agreement, the terms “Career Employee” and “Non- Career Employee” shall be given the same meaning as set forth in the Rules and Regulations of the Civil Service Board.
b. As used throughout this Agreement, the term “Exempt Employee” shall mean employees filling classifications identified as exempt from the classified service pursuant to the City Charter and as identified in the Employer-
Employee Relations Policy . E xempt employees are “at -will” employees serving at the pleasure of the Appointing Authority. Nothing in this Agreement shall be construed to be an express or implied covenant or contract of continued employment, or to create a property right or tenure for any person appointed to positions that are exempt from the classified service.
Consequently, just cause is not required for discipline and there are no appeal rights.
2 c. Eligibility for Benefit and Leave Accrual
(1) E xempt, career, and non-career +1040 employees shall receive health benefits and leave accruals based on the full-time equivalent (FTE) of the budgeted authorized position (BAP) as follows:
(a) 0 .8 FTE BAP or higher shall receive full benefit s and leave accruals
(b) 0 .5 up to a 0 .79 FTE BAP shall receive one- half (1/2) of the benefits and leave accruals
(c) 0 .49 or less FTE BAP shall not receive benefit s or leave accruals
(d) Employees in less than a 0.8 FTE BAP but working thirty (30) or more hours per week shall receive health benefits consistent with the Patient Protection and Affordable Care Act.
(2) Unless provided otherwise in this Agreement, non- career -1040 employees are not eligible for any health benefits or leave accruals. d. City Service Seniority: City service seniority shall be calculated using each employee’s cumulative employment with the City. For a part -time employee, City service seniority shall be prorated. Within ninety (90) days of being rehired employees may make a request to Human Resources that their prior employment be used to calculate their City service seniority. This use of prior employment for calculating the Ci ty service seniority for rehired employees shall not create a right to retroactive benefits.
e. Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification plus any time spent in a higher job classification, but not including any time spent in a lower job classification.
The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee whose position has been reallocated in accordance with the applic able Rules and Regulations of the Civil Service
Board, classification seniority shall include all time in the prior classification.
For a part-time employee, classification seniority shall be prorated. f. Hire Date Seniority: Hire date seniority shall be defined as the employee’s first date of hire to any position with the City.
g. Seniority Adjustments: Classification seniority and City service seniority shall be reduced by any period not employed. There shall be no reduction for time spent on an approved unpaid leave of absence.
3 h. Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(1) Discharge
(2) Retirement
(3) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. This Agreement , when signed by the parties and approved by the City Council, supersedes all other Agreements between the parties and represents the sole agreement between the parties.
b. Neither party shall be obligated to meet and confer during the term of this Agreement on any matter contained in this Agreement.
c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.
ARTICLE 3 – CITY RIGHTS
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY
It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various departments in all aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement except as expressly modified in this Agreement. Unless specifically in conflict with this Agreement, all management rights shall remain vested exclusively with the City including the right to eliminate, contract or subcontract out functions or services performed by unit personnel.
3.2 FILLING VACANT POSITIONS
The City retains the sole and exclusive right to determine when and if a vacant position will be filled.
4 ARTICLE 4 – ASSOCIATION RIGHTS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly member dues and (2) the insurance premiums for the City or Association plans, not to exceed three (3) insurance deductions per member.
b. The above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth herein using the authorization forms agreed to by the City and the Association. Any future changes or modifications to the authorized form shall be agreed upon between the City and the Association. The form shall include the following:
• Employee full name
• Employee eCAPS ID number or the last four digits of their Social Security number
• Bargaining Unit
• Amount or percentage of monthly membership dues
• Additional union-sponsored deductions (e.g. life insurance) Any future changes or modifications to the authorization form shall be agreed upon between the City and the Association.
(2) If for any reason an employee does not have sufficient funds due them to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Association shall assume the duty of direct collect ion from the employee.
(3) The authorization form for deductions shall be completed and submitted by the Association to the Payroll Division, Department of Finance.
(4) Such deductions shall be made only upon submission to the Payroll Division, Department of Finance, of the said authorization form duly completed and executed by the Association.
(5) When changes in rates affect large groups of Association members, the Association may, in lieu of the dues authorization form, notify the Payroll Division, Department of Finance, by email of the new rate and clearly define the group(s) of Association members who are affected.
5 (6) The Association is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance with any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(7) Dues deductions shall occur over twenty-four (24) paychecks per year, which shall be the first two (2) paychecks each month.
(8) The City will remit to the Association a single dues check for all SCXEA units each pay period. At such time as the City’s accounts payable system is able to do so, the City will remit to the Association by electronic funds transfer (EFT) for all deductions. The City shall include with the check a report listing the employees enrolled and the amount the employees paid.
(9) Unless notified in writing by the Association of an employee’s request to cancel their dues deduction, the City will continue to deduct Association dues, and/or any additional deduction(s) noted.
Notification will be made to the Payroll Division, Department of Finance, utilizing the dues authorization form notating in the “Additional Information” column that it is a membership cancellation. (10) Dues deductions that have been submitted by the Association utilizing the dues authorization form received in Payroll Division, Department of Finance, by noon on the last day of a pay period, will reflect a deduction on the check for that pay period. There shall be no collection of dues arrearages by the City.
(11) The Association shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization.
(12) The Association shall indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance premiums or other programs sponsored by the Association.
4.2 RELEASE TIME
a. SCXEA-represented employees shall utilize the Association release time donation forms
and/or associated procedures to authorize donation of their leave balances for such purposes.
b. Eligible SCXEA Board members shall be allowed to use this leave to attend meetings with the City and for other Association activities not prohibited by
6 law. Use of the leave bank shall be subject to the approval of SCXEA and the employee’s supervisor.
c. Employees may donate up to forty (40) hours each year from accrued leave balances, excluding sick leave, to a bank of employee-donated Release Time.
Employee donations shall be irrevocable and not returnable to the donating employee. The maximum cumulative number of hours donated by all members to this bank shall not exceed one thousand forty (1040) hours per calendar year. Any unused hours in the bank on December 31 shall be carried over into the next calendar year. The total amount of release time in this bank, including any carryover, shall at no time exceed one thousand forty (1040) hours.
d. Within thirty (30) calendar days of adoption of this Agreement by the City Council, the City will provide SCXEA with a one -time leave bank of one thousand forty (1040) hours of release time for SCXEA Board Members for Association business. This release time may be carried over beyond the term of this Agreement for use by the Association until exhausted. Board members shall endeavor to provide forty-eight (48) hours’ advance notice for the use of this leave by emailing their supervisor and copying the SCXEA President. Use of this leave is subject to the approval of the employee’s supervisor. This Section 4.2(d) is rescinded as of September 19, 2025.
e. During the term of this Agreement, the Association’s release time bank shall not exceed two thousand eighty hours (2,080) hours, except that through June 28, 2024, the Association shall be allowed to carry a balance which shall not exceed two thousand three hundred (2,300) hours. Effective June 29, 2024, all unused release time hours in excess of two thousand eighty (2,080) hours will be forfeited. All new donations of “member donated leave” made pursuant to paragraph (c), above, shall be suspended until the total release time hours fall below two thousand eighty (2,080) hours.
4.3 BULLETIN BOARDS
The City shall provide bulletin boards at work locations mutually agreed upon with the Association for posting Association information, notices and communications.
The board size shall be no larger than three (3) feet by four (4) feet unless agreed to otherwise by the parties.
4.4 LIST OF EMPLOYEES
At least every thirty (30) days the City shall provide the Association with a list of employees who are employed in classifications represented by the bargaining unit.
To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.
7 4.5 USE OF CITY EMAIL
a. The Association shall have reasonable use of the City’s electronic mail system (email) for communicating with its members and with the City. Members of the Association shall have reasonable use of the City email system to contact the Association and its members. Use of the email system is subject to provisions of the City’s Information Technology Resource Policy (API#30) .
b. The Association shall have the right to reasonable use of the City’s existing internal mail system to contact its members.
c. The City shall not be held responsible for untimely or lost communications.
4.6 NEW EMPLOYEE ORIENTATION
Unless otherwise agreed in advance, Association Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Association and the labor agreement.
The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Association’s representative(s) to attend, shall be established by the City.
The City shall make a reasonable effort to provide the Association with at least forty- eight (48) hours’ notice of changes to the regular schedule.
ARTICLE 5 – GRIEVANCE PROCEDURE
5.1 PURPOSE
The City and the Association recognize the desirability of establishing an orderly, systematic, and efficient procedure through which an employee may resolve concerns arising out of the interpretation and application of the express terms of this Agreement and shall exclude matters for which there are established and applicable Civil Service Board appeals processes.
5.2 PROCEDURE
a. The City and the Association agree to implement the following grievance procedure. The grievance procedure shall be used to process and resolve disputes arising under this Agreement except to the extent that the City Charter or the R ules and Regulations of the Civil Service Board vests jurisdiction elsewhere. The purpose of this procedure is to resolve issues informally at the appropriate level, and to provide an orderly procedure for reviewing and resolving disputes promptly.
b. No matter shall be considered as a dispute under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the
8 events on which the grievance is based. The thirty (30) day time limit for filing a grievance may be extended with the mutual agreement of the parties. Time limits at each step may be waived by mutual agreement of the parties.
5.3 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Association involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the term “supervisor” means the individual who assigns, reviews, and directs the work of an employee.
c. As used in this procedure, the term “party” means an employee, the Association, the City, or their authorized representatives. d. The employee retains all rights conferred by Sections 3500 et seq., of the Government Code or the Rules and Regulations of the Civil Service Board unless waived by such employee.
5.4 STEP ONE
a. An employee who believes they have cause for grievance may contact the Association and their supervisor. If, after discussion with the supervisor, the employee does not feel the issue has been resolved, the dispute shall be reduced to a written appeal, signed by the employee or their representative. b. The written appeal shall include a statement indicating the dispute raised by the employee and cite to section(s) of this Agreement at issue. The appeal shall also include a description of the remedy or correction requested of the City.
c. The employee’s manager or designee shall provide a written response to the appeal within fourteen (14) calendar days from the time they received the appeal. The response from the manager or designee shall include a statement of the City’s position and the facts upon which it is based, and the remedy or correction which has been offered, if any.
5.5 STEP TWO
If the employee or A ssociation determines that the City’s first step response is not satisfactory, an appeal to the second step must be made to the Labor Relations Manager or designee within fourteen (14) calendar days. The second step meeting will be held within fourteen (14) calendar days of the second step appeal. The Association representative and a designated City representative will meet in an effort to resolve the matter. The City’s response to the second step appeal will be made within fourteen (14) calendar days after the closure of the meeting.
9 5.6 ARBITRATION
a. If the Association determines that the City’s second step response is not satisfactory, the Association may appeal the dispute to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager or designee within thirty (30) calendar days from the date of the second step response.
b. An arbitrator may be selected by mutual agreement between the Association and the City. Should the parties fail to agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) or more qual ified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the arbitrator will only interpret the Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator’s decision shall be final and binding on the City, the Association, and the employee.
d. The fees of the arbitrator and any court reporter will be borne equally by the Association and the City.
5.7 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent in attendance at a meeting or arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable, and that best efforts will be made to schedule the witnesses to avoid unnecessary time waiting to testify.
ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARIES
a. Effective September 23, 2023, all salary steps shall be increased by five percent (5%).
The September 23, 2023, increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date the increase is implemented will receive the increase retroactively.
b. Effective July 13, 2024, all salary steps shall be increased by two percent (2%).
10 ARTICLE 7 – SALARY ADMINISTRATION
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee who is recalled after layoff shall return at the same salary step occupied prior to the layoff. Upon recall, the anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of recall until the maximum of the salary range is reached.
b. If a former employee is reemployed or rehired, the employee may receive any salary in the classification range. The anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of reemployment or rehire until the maximum of the salary range is reached.
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY For FLSA-exempt employees, except as otherwise provided by City policy, for partial day absences a salaried employee shall be charged leave for each whole hour of absence if the absence results in the employee working less than forty (40) hours in the week. If there is no accrued, useable leave, that employee’s pay shall be reduced in an amount equal to the employee’s hourly rate of pay for each whole hour of the absence.
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION Time spent on a leave of absence without pay of ten (10) or less consecutive workdays shall not affect the pay adjustment eligibility during a rating period. Such leaves in excess of ten (10) consecutive working days may affect eligibility during a rating period at the discretion of the Appointing Authority in a manner consistent with state and federal law.
7.4 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108
of the City Charter us ing an employee’s City Service Seniority as defined in Section
1.3(d) (Definitions). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
11 7.5 LONGEVITY PAY (CONTRACT)
a. Effective July 13, 2024, the Letters of Understanding titled “SCXEA Public Safety Classifications” and “SCXEA Fire Marshal Classification Rate of Pay” shall terminate.
b. Effective July 13, 2024, the Letter of Understanding titled “Select SCXEA Classifications within the Office of the City Attorney” shall terminate with the exception of paragraph 4 which shall continue until all leave time referenced is exhausted or all eligible employees have separated, whichever occurs first. c. Effective July 13, 2024, employees who have completed seventeen (17) years of City service shall begin to receive longevity pay in the amount of three percent (3%) of their base rate of pay. Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity pay, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Section 1.3(d).
7.6 OUT-OF-CLASSIFICATION PAY
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out-of-classification pay up to a maximum of ten percent (10.0%) above the employee’s rate of pay, or the maximum salary of the higher classification where there is not a ten percent (10.0%) differential between the classifications. A department head may approve out-of-classification pay greater than ten percent (10.0 %) with written justification and approval by the appropriate Charter Officer. The City will provide the Association a monthly list of employees in classifications represented by the Association who received out-of-classification pay and to which position the employee is working out-of-classification.
7.7 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the employee became eligible for, or subject to, the change. Each bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week.
7.8 SALARY STEP ADVANCEMENT
Employees shall be covered by a step advancement process as follows:
a. The salary range for each classification, unless otherwise adjusted by the parties, shall be applied as a twelve (12) step range with the current maximum set as Step 12.
b. The range differential shall be two and one-half (2.5%) percent between steps.
12 c. Effective July 27, 2024, all employees on the twelve (12) step salary schedule will be moved to an eight (8) step salary schedule which shall consist of five percent (5%) between the steps. These employees shall move to the closest step that does not result in a loss of pay. Employees will maintain their seniority date for purposes of annual step increases.
d. Except as otherwise provided in this Section, employees shall be eligible to advance to the next higher step on the pay period following the completion of fifty-two (52) weeks (2,080 regular hours) in their current classification. e. Employees occupying classifications of Police Captain and Police Lieutenant prior to August 6, 2015, shall be eligible to advance to the next step on the pay period following January 1 of each year that they continuously occupy that classification.
f. Steps may be accelerated or withheld by the Appointing Authority based on each employee’s documented performance in the employee’s classification.
7.9 PROBATIONARY PERIOD
a. The probationary period for Civil Service employees, hired on or after December 4, 2018, employed in classifications covered under this Agreement, shall be twelve (12) months (2,080 regular hours). Probation is an extension of the hiring process and the employee may be released from probation at any time during the probationary period with no appeal rights. Employees shall receive one performance evaluation every three (3) months during the probationary period.
Employee performance evaluations are not subject to the grievance procedure.
b. If the probationary period is extended in excess of thirty (30) consecutive calendar days due to light duty, sick leave, leave without pay, or injury-on-duty time, the employee’s first salary step increase will be delayed for a period consistent with the extension. If the employee completes the probationary period, the increase shall be implemented retroactively to the date when it was originally due.
7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a higher classification is when an employee moves from one classification to another which has a higher salary range, and the employee shall receive an increase at least equal to five percent (5%) or the minimum of the new range, up to the maximum rate of the higher classification. b. Movement to another position in the same classification or a classification with the same salary range means that the employee shall maintain the same
13 salary and same anniversary date unless the Appointing Authority authorizes an increase.
c. Movement to a lower classification is when an employee’s position is reallocated to a classification with a lower salary range, and the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. When an employee voluntarily demotes, they shall remain at the same salary, or the top of the new salary range, whichever is less.
7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of the employees in the classification shall be adjusted consistent with the change, except that the Appointing Authority may withhold the increase based on documented performance issues. In cases where the increase is withheld, the employee shall retain the current anniversary date for further step increases within the new range.
7.12 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE)
Whenever the salary of an employee is above the maximum of the salary range for the classification, such salary shall be designated as a “Y -rate.” Upon promotion to a higher classification, the employee shall receive a five percent (5%) minimum increase, not to exceed the top of the new range.
ARTICLE 8 – HEALTH AND WELFARE
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART -TIME CAREER
EMPLOYEES
a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125
. The details of Plan eligibility and
operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined in Section 8.3, below. For employees that elect to participate in a City-sponsored health plan, one- half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA) , whichever is gr eater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
14 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) above, eligible employees 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.
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 CONTRIBUTIONS TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided in Section 8.3 below, on
either a 100% or 50% basis, for non- career (+1,040) employees. Except as provided herein, the City dollars shall be applied toward the premiums for City- sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of the City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution. b. To be eligible for City dollars under this Section, the non- career employee must be paid for a minimum of forty (40) hours of work on each pay check. If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee’s paycheck the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee’s paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month shall result in the employee being automatically dropped from the City-sponsored insurance program until the next open enrollment period or qualifying event.
8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contributions shall be as specified in Section 8.3(b)
, below. To the extent that the premium for
the ABHP is less than the monthly City contribution, any excess City
15 contribution shall be credited to the employee’s Health Savings Account (HSA) to the extent allowed by law.
b. Employees Not Enrolled in an ABHP
(1) For full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be $838.00 per month.
Effective the pay period beginning 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 the pay period beginning 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 the pay period beginning December 30, 2023, for full -time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month.
c. Employees not enrolled in a City-sponsored medical plan, shall receive up to $747 per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be prorated as indicated in subsection 8.1(c) .
e. Effective the first paycheck of 2025, for plan 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 plans ((twenty-five dollar) ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans).
The employee shall be responsible for any premium increase(s) which exceed this amount.
f. If all City bargaining units agree to the change, employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost
16 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. g. Employees shall not receive any portion of the City contribution as cash.
8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City-sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California, may cover domestic partner and/or the domestic partner’s children, under the employee’s City -sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3 .
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children under the age of 26 in which the City has received notice of Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee.
The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
8.5 CASH-BACK LIMITS
a. The cash-back of City dollars from the IRS Section 125 Plan shall be limited to $200.00 per month for employees who waive enrollment in a City - sponsored group health plan.
b. New, reemployed, or rehired employees or employees who were not receiving the cash-back as of June 30, 2012, shall not be eligible for the cash- back option.
c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored health insurance.
17 8.6 LIFE INSURANCE
a. Basic Life Insurance
The City will provide basic life insurance in an amount of $5 0,000 to each eligible employee at no charge. This benefit shall not be prorated for part-time employees.
b. Insurance Over $50,000
Employees may purchase out -of-pocket supplemental life insurance in the amount of up to three (3) times annual salary subject to limitations specified by the insurance carrier.
8.7 LONG-TERM DISABILITY
Employees in the Exempt Management (Unit 01) and Exempt Management Support (Unit 14) Units shall receive City-paid long-term disability insurance.
8.8 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees in the Confidential/Administrative Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) 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 employees employed in the Confidential/Administrative Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) may integrate any paid leave balances with SDI.
c. Eligible part-time career employees shall be included in this program on a pro-rata basis.
d. At the request of the Association, the Exempt Management Unit (Unit 01) may participate in an election to enroll in the SDI program. Such election will be held pursuant to the regulations of the State of California.
8.9 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Account (FSA) program to employees as permitted by Internal Revenue Service Regulations for the following:
18 a. Out-of-pocket expenses for City-sponsored health, dental, and vision plans; b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA)
The City has established Retiree Health Savings Accounts (RHSA) for employees covered by this Agreement as follows:
a. For employees hired on or after August 8, 2015, the employee shall contribute two percent (2.0%) of salary per pay period to an individual RHSA. b. For employees hired prior to August 8, 2015, the employee shall contribute twenty-five dollars ($25.00) per pay period to an individual RHSA. c. Employee contributions to the RHSA will be mandatory for each group.
Employee contributions shall be on a pre -tax basis to the extent allowed by law. The plan documents for both groups of employees shall allow employee withdrawals of their RHSA upon separation from the City, subject only to those restrictions in the Internal Revenue Code (IRC) or other applicable law. d. If the contributions collectively made by the City and the employee to any health benefits provided pursuant to this Agreement result in the imposition of the excise tax commonly called the “Cadillac Tax” (imposed on excess contributions pursuant to the Patient Protection and Affordable Care Act), the parties shall meet and confer regarding options to avoid, reduce, or eliminate any payment of the Cadillac Tax.
8.11 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ($300) per month for the retiree.
A retiree with a dependent enrolled on the retiree’s medical plan shall receive an additional sixty- five dollars ( $65.00) per month. The retiree shall not receive any portion of the City contribution as cash.
b. Retiree Insurance Contributions
(1) Except as provided below, to be eligible for the City retiree insurance contribution, the employee must retire from active City service with a minimum of ten (10) full years of City service , a service or ordinary disability retirement, and be at least fifty (50) years of age.
19 (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of service but less than fifteen (15) full years of City service shall be eligible to receive fifty percent (50%) of the City's retiree insurance contribution identified in subsection 8.11(a) above.
(b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to receive seventy-five percent (75%) of the City's retiree insurance contribution identified in subsection 8.11(a) above. (c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive one hundred percent (100%) of the City's retiree insurance contribution identified in 8.11(a) above.
(4) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employees Retirement System (CalPERS) within one- hundred twenty (120) days from the date of separation from employment shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase a non-City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits.
Medicare retirees may elect to participate in a City -sponsored Medicare medical plan or purchase an individual Medicare plan.
20 Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare plan without restriction to the amount of time that the retiree has waived a City - sponsored medical plan. Medicare retirees may only enroll eligible dependents on their City -sponsored Medicare medical plan, if the eligible dependents have enrolled in Parts A and B. Non- Medicare dependents may be enrolled as long as the retiree has been enrolled on a City non -Medicare plan within two (2) years of the effective date of coverage for enrollment of the non-Medicare dependent.
Medicare retirees who are eligible for Medicare Parts A and B who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premium associated with a Medicar e Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to the City contribution identified in subsection 8.11(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City retiree contribution as outlined above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions and death in the line of duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 8.11(a) .
h. Limitation Clause
No employee or retiree shall have any rights to retiree or survivor dependent benefits provided by Section 8.11 after September 19, 2025. i. Elimination of Retirees or Survivor Dependents Benefits Unless otherwise required by law, no employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any retiree or survivor dependent City-contribution provided by this Article 8.11 . Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring into classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits
21 provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. j. 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 8.11 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 8.11(i), upon re- retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.11 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 active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.11.
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 – RETIREMENT
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN a. Member Contribution to PERS Retirement Plan – Classic Members (1) Effective June 30, 2012, police safety employees and miscellaneous employees shall pay the full member contribution, 9% and 7% respectively, to the PERS retirement plan.
(2) Effective January 1, 2013, fire safety employees shall pay, as a cost share, the 9.81% value of the employer share of PERS. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law.
22 (3) Effective August 22, 2015:
(a) Fire safety employees shall pay twelve percent (12%) of salary to the employer share of PERS. The parties have amended the PERS contract to reflect a new cost-share agreement, in which fire safety classic member shall, from the date of the
amendment, pay the twelve percent (12%) of the employer contribution as a PERS cost-share and it will be credited to the employee’s account.
(b) Police safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost -share agreement in which police safety classic members shall, from the date of the amendment, pay a nine percent (9%) employee contribution and three percent (3%) of the employer contribution through PERS cost-share so that it will be credited to the employee’s account. (c) Miscellaneous employees shall pay eight percent (8%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost -share agreement in which miscellaneous members shall, from the date of amendment, pay a seven percent (7%) employee contribution and one percent (1%) of the employer contribution through PERS cost -share so that it will be credited to the employee’s account.
b. Member Contribution to PERS Retirement Plan – New Members Employees hired after December 31, 2012, shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA).
Employees who are “new members” shall contribute fifty percent (50%) of the total normal cost as required by PEPRA.
9.2 DEFERRED COMPENSATION PLAN
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.
9.3 SECTION 401(a) MONEY PURCHASE PLAN
The City’s established IRS Section 401(a) Plans shall be available to eligible employees and participation for eligible employees shall be mandatory . The Plans shall conform to all IRS requirements. Contributions to the Plan shall be as follows:
23 a. Exempt Management Unit (Unit 01)
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
b. Exempt Management Support Unit (Unit 14)
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
c. Confidential/Administrative Unit (Unit 10)
The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the Plan.
ARTICLE 10 – HOURS OF WORK
10.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal workweek for full -time employees who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA) shall consist of forty (40) hours of work during the seven (7) day normal work period. c. The normal workweek shall not apply to employees exempt from the overtime provisions of the FLSA. These employees are expected to work whatever time is required to perform the duties of their positions.
d. The workweek for part-time employees shall be determined by the Appointing Authority.
10.2 VOLUNTARY WORK FURLOUGH PROGRAM
The City’s Voluntary Work Furlough/Reduced Workweek Program shall be applicable to all employees. The benefit plan of eligible employees shall not be reduced or prorated by participation in such work reductions.
10.3 REMOTE WORK PROGRAM
Employees may participate, at the discretion of the Appointing Authority, in the City’s Remote Work Program consistent with the Remote Work Policy, as amended.
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority or designee, in an alternative work schedule program such as 9/80 or 4/10 schedules.
24 Employee participation in an alternative work schedule program shall be dependent on employee performance, shall not disrupt department operations, and may require a change in the employee’s workweek or work period at the City’s discretion.
10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT
When a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or a strike team, and works in excess of the employee’ s regular work schedule, the employee shall be paid at the regular hourly rate from time of dispatch until time returned.
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT
When a Police Lieutenant or a Police Captain is required to respond to a call for mutual aid during an emergency or disaster and works in excess of the employee’ s regular work schedule, the employee shall be paid at the regular hourly rate for the duration of the call-up.
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS Employees in the classifications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney who are required by their supervisor to remain on call for response to an officer involved shooting or in custody death, shall be paid ($65.00) each day that they remain on call. There shall be no additional compensation for the time worked in response to an officer involved shooting or in custody death, even when in excess of the employee’s regular work schedule.
10.8 POLICE LIEUTENANT COVERAGE
When a Police Lieutenant is required to work for another Lieutenant during the employee’s scheduled time off, the employee shall be paid at the regular hourly rate for all hours worked on the additional shift.
10.9 SUPPLEMENTAL POLICE EMPLOYMENT
The Police Department may utilize the services of lieutenants and captains for supplemental employment under the following conditions:
a. Lieutenants and captains may volunteer for assignments in the same manner as authorized officers and sergeants and shall be allowed to fill positions after all authorized officers and sergeants on the list have been placed. b. Lieutenants and captains shall be paid at the officer rate for work performed, unless assigned to the duties of a sergeant, at which time they would be paid the sergeant rate for work performed.
25 c. When working a supplemental assignment, lieutenants and captains shall be assigned by the Supplemental Employment Unit Sergeant and shall work at the direction of the sergeant assigned to the event.
d. In the event that a police incident arises which requires the presence of command staff on scene, a lieutenant and/or captain working supplemental employment at the event shall assume command of the scene until relieved by the on-duty Watch Commander.
e. In the event there are insufficient authorized sworn personnel to cover an event and the Police Department requires a lieutenant or captain to work at a supplemental employment event, they shall be paid at their typical rate for all hours worked.
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)
a. With the approval of their manager/supervisor, FLSA exempt employees who work more than forty (40) hours in a workweek may be allowed to reduce their work schedule by the same number of hours, or less, within the same bi - weekly pay period. For good cause s hown, and with the approval of the Department Head or designee, the reduced schedule may occur in a subsequent pay period. The employee must:
(1) Work in an assignment that allows such flexibility with consideration of internal and external customer needs, operational requirements, and status of current assignments;
(2) Be in good standing and performing at a satisfactory or higher level; b. With the approval of their manager/supervisor, FLSA exempt employees may be permitted to work remotely from their assigned work site on an occasional basis. This remote work shall not be interpreted as a telecommuting agreement and shall be allowed only if the conditions listed in Section
10.10(a)(1)-(2) are met. When working remotely, the employee must work their normal hours and remain available by telephone and e-mail. c. The decision to allow for a reduction in hours or to work remotely pursuant to this Section 10.10 is within the discretion of the supervisor/manager. The denial of an exempt employee’s request, or the rescission of approval once given, shall not be considered a grievance subject to procedures set forth in Article 5
.
26 ARTICLE 11 – OVERTIME COMPENSATION
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES
This Section applies only to those employees who are non-exempt from the overtime provisions of the Fair Labor Standards Act (FLSA):
a. Employees who are required to work in excess of forty (40) hours in a single workweek shall be compensated at one and one-half (1.5) times their regular rate of pay in cash payment. In lieu of cash payment Compensatory Time Off (CTO) may be earned by mutual agreement between the employee and the department head or designee. All paid time, with the exception of sick leave, shall count as time worked for the purposes of calculating overtime. b. 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 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.
d. An employee’s request to use accrued CTO must be made in advance and shall be at the discretion of the Department Head or designee. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable time period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
e. Upon termination from City service, employees shall be paid for any unused CTO hours at the applicable rate of pay.
f. If the City and at least half of its recognized bargaining units amend their operative memoranda of understanding to limit the receipt of overtime to the provisions of the Fair Labor Standards Act, this section will immediately terminate without additional negotiation and overtime eligible employees overtime will be paid in accordance with the Fair Labor Standards Act.
11.2 OVERTIME FOR NON-CAREER EMPLOYEES
a. Non-career employees who are required to work in excess of forty (40) hours per week shall be compensated for overtime consistent with the FLSA, and at a of rate one and one-half (1.5) times their regular rate of pay in cash payment.
27 b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour workweek.
11.3 STANDBY ASSIGNMENTS
a. An employee who is required to remain on call for emergency work shall be paid $210 per week, or the daily pro rata rate of $30, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their straight time base rate of pay, or time and one-half (1.5) times their base rate of pay consistent with Article 11.1 .
b. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by their supervisor to do so.
c. If an employee is assigned to standby and receives telephone contacts and is engaged in a problem resolution which exceeds fifteen (15) minutes, the employee shall receive the two (2) hour minimum call-out pay, or actual time worked, whichever is greater. Additional calls within the two (2) hour period are covered under that minimum time.
ARTICLE 12 – LEAVES
12.1 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays:
Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
28 b. Eligibility
To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time shall be considered hours worked for the purpose of holiday pay eligibility.
c. Holiday Observance Monday-Friday Schedule (Traditional Work Schedule) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
d. Holiday Observance For Employees on a Weekend Schedule If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
e. Holiday Observance For Employees on an Alternative Schedule If an employee is on an alternative Monday through Friday schedule and a recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit. f. Employee Holiday Accrual
Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) employees , other than Police Lieutenants and Captains, who are required by their supervisors to work on a holiday shall receive Holiday Earned Credit for those hours actually worked on a holiday up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday.
29 g. Floating Holidays
(1) Accrual
Each full -time e mployee shall accrue sixteen (16) hours of floating holiday per calendar year at the rate of forty (40) minutes on each of the first two (2) paychecks each month, as long as t he employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual. There shall be no cash out of floating holiday hours.
h. Closure of Operations on Half Holidays
The Association recognizes the right of the City to close operations on Christmas Eve or New Year’s Eve. If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy. i. Holiday Hours for Police Captains and Police Lieutenants Police Captains and Police Lieutenants regularly scheduled to work on a recognized holiday shall receive holiday credit for the hours worked on the holiday. Holiday credit accumulations shall be limited to a maximum carry - over of forty (40) hours from the preceding calendar year. Effective the pay period which includes January 8 of each year, earned holiday hours in excess of forty (40) shall be paid to the employee in cash at the employee's regular rate of pay for that pay period, unless an exception is authorized by the City Manager under appropriate circumstances.
j. H oliday Earned Credit Accumulation
Employees may accumulate holiday earned credit up to a maximum of eighty (80) hours. Holiday earned credit may be taken by the employee at the discretion of the department head.
k. Assistant Fire Chief Holiday Earned Leave Balance Conversion to Wages (1) Employees promoted to the classification of Assistant Fire Chief shall have thirty (30) calendar days from the effective date of their promotion to notify the Payroll Division in writing of their irrevocable request to
30 convert one hundred percent (100%) of their Holiday -Earned leave balance to wages at their current hourly rate of pay.
(2) Payment shall be made to a requesting employee by the second paycheck following notification to the City and shall be subject to applicable payroll taxes and other payroll deductions.
(3) Employees in the classification of Assistant Fire Chief who decline to convert their Holiday -Earned leave balance to wages shall have said balance converted to wages upon separation from City service.
12.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section 107 of the City Charter
. The parties acknowledge that vacation is
provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding vacation. Based on length of City service, the accrued annual vacation allowances shall be as follows:
Annual Vacation Allowance Length of Service
10 days (80 hours) to 5 years
15 days (120 hours) to 15 years
20 days (160 hours) 16 or more years
b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service Board, unless an exception is authorized by the City Manager under appropriate circumstances. Employees may accumulate up to a cap of 480 vacation hours. Once the cap is reached, there shall be no further accrual until the balance falls below 480 hours. c. Employees who are eligible to receive a cash 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 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 accrued from January 1 to the last day of employment.
31 12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14)
a. Employees exempt from the overtime provisions of the FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week.
b. Management Leave Time in 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with forty (40) hours of management leave time on July 1, 2022. This time will be posted the first pay period in July.
Employees appointed after July 1, 2022, but before December 31, 2022, shall be entitled to a pro rata share of forty (40) hours of management leave time based upon the number of full months remaining in the calendar year.
Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor. Management leave time accrued in 2022 must be used by December 31, 2022, or it shall be forfeited. c. Management Leave Time After 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with eighty (80) hours of management leave time each calendar year beginning on January 1, 2023. This time will be posted the first pay period in January. Employees appointed after January 1 of the calendar year shall be entitled to a pro rata share of management leave time based upon the number of full months remaining in that calendar year. Management leave time shal l be useable upon being credited, subject to the approval of the immediate supervisor.
Employees who receive management leave time pursuant to this subparagraph shall have the option to cash out up to forty (40) hours of management leave time by agreeing to forego accrual of the same number of hours in the calendar year following the year in which the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising this option must execute an appropriate form requesting payment in lieu of up to forty (40) hours of management leave time which shall be submitted to Payroll no later than November 30 of the calendar year before the Management Leave Time is accrued.
(2) Any employee exercising the option to receive cash in lieu of one week of management leave time shall h ave the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in- lieu payment on the first paycheck in February of the year following the date of the election. (4) Payment for the cashed out Management Leave Time shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
32 d. Management leave time shall not accumulate from year to year and any management leave time credited on or after January 1, 2023, that is not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited. e. There shall be no cash out of management leave time upon separation.
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10)
a. Effective July 1, 2019, Confidential/Administrative (non-Exempt) ( Unit 10) employees and Confidential/Administrative (Exempt) ( Unit 10) employees shall be credited with twenty-four (24) hours of administrative leave time each fiscal year. Such time will be posted the first pay period in July.
Confidential/Administrative (Unit 10) employees hired after July 1 of a fiscal year shall be entitled to a pro rata share of administrative leave time based upon the number of full months remaining in th e fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year and any administrative leave time not used pursuant to the terms of this Section shall be forfeited at the end of the fiscal year in which it was credited. c. There shall be no cash out of administrative leave time upon separation.
12.5 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave credits at the rate of four (4) hours on each of the first two (2) paychecks each month, which may be used by the employee in the event of illness or injury which is not job-related. As outlined in the Rules and Regulations of the Civil Service Board, one-t hird (1/3) of the accrued sick leave may be used after exhaustion of injury -on-duty time; however, the combination of temporary disability payments and sick leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. (2) Employees who have at least four hundred eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the designated election. (3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May
33 of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(4) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
(a) PERS members hired, reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees may receive payment for thirty -three and one-third percent (33-1/3%) of the sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, or layoff.
(ii) E ligible 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 “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i),
above, may receive payment for thirty-three and one-
third percent (33- 1/3%) o f the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee’s death.
34 (iv) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon
retirement, resignation, or layoff regardless of their years of service. However , employees hired, rehired, or
reemployed on or after January 1, 2005, may convert
their remaining sick leave balance to service credit
consistent with law and pursuant to the PERS contract
with the City upon separation of employment for
retirement.
(b) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years, or death, such employee, or those entitled by law to the possession of the estate of a deceased employee, shall receive payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty -three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee, if otherwise eligible, shall only receive payment for thirty-three and one-third percent (33- 1/3%) of those sick leave credits which accrued after the date of recall.
d. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
35 e. T he administration of sick leave privileges and benefits shall be applied to all employees as outlined in the Rules and Regulations of the Civil Service Board and the Citywide Sick Leave Policy.
12.6 INJURY-ON-DUTY
a. Employees shall receive injury in the performance of duty benefits consistent with Section 253 of the City Charter . The parties acknowledge that injury in the performance of duty benefits are provided for in the City of Sacramento Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement.
b. If the employee qualifies for temporary disability benefits after exhausting the one (1) year leave of absence for workplace injuries described in Charter Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.
12.7 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non- work- related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. b. If a swing shift or graveyard shift employee has served in excess of one- half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift.
If the employee is in court or on jury duty less than one half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service
36 as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.
12.8 CITY-PAID PARENTAL LEAVE
Pursuant to the City’s Leave Administration Policy, full-time employees who have completed at least three (3) years of City service from the most recent date of hire are eligible for City-paid Parental Pay of up to four (4) weeks [one hundred-sixty (160) hours] of continuous paid time off. Part-time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody: or
b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.
12.9 CATASTROPHIC LEAVE PLAN
Employees are entitled to catastrophic leave pursuant to the Cit y’s Leave Administration Policy.
12.10 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal leave in January of each applicable year. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. b. Use of personal leave shall not cause overtime.
c. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry -over to the next year. In all other cases, the time shall be forfeited.
12.11 MEDICAL LEAVE
a. Employees shall be eligible for the federal Family Medical Leave Act (FMLA), state California Family Rights Act (CFRA), the Pregnancy Disability Leave Act (PDL) consistent with City Policy.
37 b. The duration of FMLA/CFRA leave cannot exceed twelve weeks. The employee must use their accrued leave during the FMLA/CFRA leave, except that they may retain up to forty (40) hours of accrued leave at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
c. To the extent allowed by law, FMLA/CFRA leaves shall be used concurrently.
12.12 CITY-PAID BEREAVEMENT LEAVE
An employee may receive up to twenty -four (24) hours of City-paid Bereavement Leave based on the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service
Board f or additional time off or to attend to other death, bereavement or funeral needs.
12.13 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by SCXEA on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This p aid city leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the paid city leave contribution described in Section 12.13(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(a) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification represented by SCXEA on October 31, 2022, shall receive a one- time leave bank contribution of thirty - five (35) hours of paid city leave that will become available for use on the first paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the paid city leave described in Section 12.13(b) may make an irrevocable election to receive a one-time cash payment by foregoing the thirty -five (35) hours of paid city leave in 2023.
38 Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the straight time rate of pay the employee is receiving at the time payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(b) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
ARTICLE 13 – SPECIAL ALLOWANCES
13.1 POLICE AND FIRE UNIFORM ALLOWANCE
a. Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty -five dollars ($35.00) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
b. Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty -five dollars ($35.00) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
c. The Police Department Public Safety Communications Manager (Civilian) shall receive a uniform allowance of twenty-two dollars ($22.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
d. The Administrati ve Officer assigned to the Police Department Records Division Manager (Civilian) shall receive a uniform allowance of twenty dollars ($20.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year, pursuant to the City’s Educational Assistance Program. This provision shall not apply to employees eligible for any educational incentive created by this MOU.
39 13.3 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the paying department has produced documentation showing payment was made by the employee receiving the reimbursement.
13.4 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that an employee maintain a license and/or certification, the Department Head or designee may, on a case -by-case basis, reimburse the employee for costs associated with the renewal of such license. This Section shall not apply to driver’s licenses.
13.5 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate, which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.
13.6 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of fifty dollars ($50.00) monthly for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.
13.7 TECHNOLOGY ALLOWANCE
a. If the City requires an Exempt Management or Exempt Management Support employee to be generally accessible via cellular telephone for the conduct of City-related business, the City shall either provide a technology allowance or a City-issued cellular phone in lieu of a technology allowance in accordance with the provisions of this Section.
b. Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees may be authorized a monthly technology allowance of up to one-
40 hundred dollars ($100.00). At the discretion of the Appointing Authority, or as delegated by the City Manager to a department head, the City may provide a City-issued cellular phone in lieu of a technology allowance. Use of City - provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular telephone and service that is available to conduct City-related business. The employee shall provide and the City may publish the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.
13.8 NOTARY PAY
An employee who is required to maintain, or who obtains for City benefit , a notary registration shall receive a monthly certification pay of thirty dollars ($30.00). Human Resources shall determine the number of employees who are eligible for this incentive.
An employee who receives notary pay may be required to provide assistance to any City operation.
13.9 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe, inserts, and/or repairs for safety shoes up to a maximum of $200 per pair, or up to a maximum of $250 if special order of the safety shoes is required, and generally no more than two (2) pair per fiscal year. Employees may initially request two (2) pair of shoes at the same time.
To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and s ubstantiate the reimbursement. Safety shoes shall normally be authorized for a single pair, and the second pair in the fiscal year shall only be approved if replacement is necessary.
b. The City maintains the right to specify the type of required safety shoes.
13.10 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase
41 of prescription safety glasses up to a maximum of $125 per pair of glasses. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non- prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
ARTICLE 14 – TRANSPORTATION
14.1 TRANSPORTATION AND PARKING
a. Transportation Allowances
(1) Use of Privately-Owned Vehicles
(i) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $250.00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Division Managers.
(ii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $175.00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Professional Level employees in the Exempt Management (Unit 01) or Exempt Management Support (Unit 14) Units.
(iii) T he City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $100.00 per month for the use of privately-owned vehicles on City business for Confidential/Administrative (Unit 10) employees.
(iv) Employees receiving a vehicle allowance prior to June 16, 2014, may continue to receive the amount, even if in excess of the limits set above.
(v) Employees receiving less than $250.00 in monthly vehicle allowance may receive out -of-town mileage reimbursement.
42 Reimbursement for out -of-town travel shall be at the general mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
Any vehicle operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount no less than the minimum State of California required vehicle coverage for bodily injury and property damage. The monthly vehicle allowance shall be in lieu of the payment of all mileage, except for out-of-county travel on official business of the City, and in lieu of the use of City-owned vehicles. (2) Sacramento Regional Transit District (SRTD)
Full-time employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City-paid SRTD monthly non-zone sticker pass in lieu of the City -paid parking. The employee must notify the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that month. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Other Public Transportation
Eligible full-time employees, as described above, who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home- to-work commuting are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City-paid parking, up to a maximum of $120.00. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(4) Downtown Parking Subsidy for Employees Assigned Downtown Eligible full-time Confidential/Administrative (Unit 10) employees, who work in the downtown area, shall receive a $90.00 per month downtown parking subsidy . Part- time career C onfidential/ Administrative employees who work in the downtown area shall receive sixty dollars ( $60.00) per month downtown parking subsidy .
Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Section 14.1(b), below, shall not be eligible for the Downtown Parking Subsidy.
43 b. City-Provided Parking
Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees shall receive City -provided parking. At the discretion of the City, Exempt Confidential/ Administrative (Unit 10) employees may also be eligible for City-provided parking. For questions or determination if an employee is in an Exempt Confidential/Administrative classification, contact Human Resources.
c. Discounted Parking Rates
Discounted parking will be available to Confidential/Administrative (Unit 10) employees, on a first -come, first- serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This provision shall remain in effect until further notice by the City.
d. City Vehicle Retention
The City Manager/Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on- call assignments, and other special or emergency assignments.
ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES
15.1 PURPOSE
This Article provides the procedure to be followed when an employee covered by the Rules and Regulations of the Civil Service Board is to be displaced/laid off from their position. A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
15.2 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all non- career employees; second, all probationary employees in the order of their classification seniority; and, third, permanent career employees in the order of their classification seniority, beginning with the employee with the least such seniority. In the event that two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
44 b. Any non-career or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee has not held permanent status in another job classification, the employee shall be laid off; at the request of the employee, the name of such employee may be restored to an eligible list in accordance with applicable Rules and Regulations of the Civil Service Board
.
c. A career employee with permanent status who is to be laid off or displaced has the right to downgrade:
(1) W ithin the department, to a classification within the series in which the employee’s classification falls;
(2) Within the department to a Unit 10 classification in which the employee previously held permanent status;
(3) Within the department as allowed by the Local 39 labor agreements, in descending order, to a Local 39 classification in which the employee previously held permanent status, provided a vacancy exists; (4) Outside the department to a classification not represented by Local 39 in which the employee previously held permanent status, provided a vacancy exists.
(5) Where employees are displaced as a result of downgrade pursuant to
15.2(c)(1) or (c)(2), non-career employees in such lower classification with the least City service seniority shall be displaced first. If there are no non-career employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither non- career nor probationary employees in the lower classification, the permanent career employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority.
d. An employee may accept layoff in lieu of the opportunity to downgrade by providing written notification to the City within forty -eight (48) hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification within the department from which the employee was laid off.
15.3 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee's address in the City’s payroll system and shall be deemed appropriate notice.
45 15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded pursuant to this Article shall be paid in the new classification the salary step closest to that received immediately prior to the downgrade providing that there is no increase in pay. b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7. 7 "Salary Step Advancement" with time served in the higher classification applied toward salary step advancement.
c. Upon recall the employee shall be placed at the salary step which the employee occupied prior to the layoff. However, an employee who is recalled from a downgraded position shall be placed at the salary step closest to that occupied in the downgraded position at the time of recall , or the prior step in the higher classification, whichever is greater.
15.5 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.
15.6 FRINGE BENEFITS
Upon layoff, employees shall be paid for accrued leave balances and similar benefits, as applicable. Employees being recalled shall have the uncompensated portion of their sick leave balance restored. However, only those sick leave hours accrued after recall shall be applied to any subsequent sick leave payoff.
15.7 RECALL
a. When a vacancy exists, and employees are to be recalled to a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification, within the department, shall be recalled based on the highest classification seniority they occupied before the layoff . Non-career employees shall have no recall rights.
b. Permanent career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade.
When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice.
46 15.8 GENERAL
a. A seniority list shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, said list shall be posted by each Department and copies made available for ready inspection.
b. The City shall immediately provide the Association the recall list of those employees who have been laid off.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. A grievance filed regarding this Article shall be submitted directly to the second level of the procedure as set forth in Article 5 .
ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES
16.1 PROCEDURE
a. The City shall give consideration to the length of service with the City when making layoff and termination decisions related to budgetary position reductions for non-classified employees; however, nothing in this provision shall require the City to make layoff or termination decisions based on length of service with the City.
b. If the employee holds career status in a Civil Service classification, they may return to that department and classification pursuant to the Rules and Regulations of the Civil Service Board, Rule
10.8. 16.2 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee’s address in the City’s payroll system and shall be deemed appropriate notice.
16.3 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date
for recall purposes shall be the date of actual layoff as stated on the layoff notice.
47 16.4 GENERAL
a. An anniversary date shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, shall be the controlling document regarding such dates. b. Non-Civil Service employees shall, upon layoff, and at their request, be placed on an interview list to fill vacancies as they may arise. The department with a vacancy shall be notified of the interview list and will consider the employee for an interview. An employee shall notify Human Resources within five (5) business days of the layoff date of their request to be placed on the interview list for a period of one (1) year from the date of layoff. The City shall immediately provide the Association with the list of those employees who have requested to be placed on the interview list.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. Except for the right to return to the prior classification as provided in the Rules and Regulations of the Civil Service Board, Rule
10.8, this Article shall not be
subject to the grievance procedure as set forth in Article 5.
ARTICLE 17 – DISCIPLINE
17.1 DISCIPLINE
Discipline for employees in the classified service shall be applied in accordance with Rule 12 of the Rules and Regulations of the Civil Service Board.
17.2 LETTER OF REPRIMAND
a. A letter of reprimand issued to an employee shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Labor Relations Manager. 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. b. Effective January 9, 2024, a letter of reprimand issued to an employee shall not be appealable, except that employees in the Confidential/Administrative Unit (Unit 10) and the Exempt/Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service Board may
48 have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Labor Relations Manager. 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.
c. A letter of reprimand will be withdrawn from an employee's official personnel file two (2) years from the date of issue, provided there has not been additional formal discipline imposed during the two- year period. Once removed, the letter of reprimand may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
17.3 DOCUMENTED COUNSELING RETENTION
A documented counseling will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION Suspensions, demotions, and pay reductions issued will be maintained in the employee’s file official personnel file for a period of five (5) years from the date of issuance provided there has not been additional formal discipline imposed during the five (5) year period. If forma l discipline is imposed during the five (5) year period, both disciplinary documents will become permanent records within the employee’s file.
If there is no additional discipline within the five (5) years from date of issue, the suspensions, demotions, and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations and should the employee receive subsequent formal discipline, the removed discipline may be used for purposes of progressive discipline or impeachment.
This Section (17.4) shall only apply to employees employed in classifications within the Confidential/Administrative Unit (Unit 10) and employees employed in classifications within the Exempt Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service Board.
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. The time limitations shall be extended if any of
49 the conditions referenced within the Public Safety Officers Procedural Bill of Rights (POBR) or Firefighters Procedural Bill of Rights (FFBOR) exist during the 365- day period.
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS
Employees shall not suffer a loss of compensation for time spent testifying as a witness in a City of Sacramento disciplinary hearing.
17.7 WITHDRAWAL OF APPEAL
The employee may withdraw the appeal at any time after it has been filed and before the Civil Service Board has determined the matter. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
ARTICLE 18 – MISCELLANEOUS
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD
In the event that the Rules and Regulat ions of the Civil Service Board is in conflict
with this Agreement, the Agreement shall control.
18.2 SAVINGS CLAUSE
If any provision of this Agreement or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
18.3 NEW OR REVISED JOB CLASSIFICATIONS
It is recognized that the establishment of new or revised job classifications within the Units covered by this Agreement may be warranted because of changes in job content or services offered by the City. When changes are necessary, the City shall prepare and submit to the Association the proposed descriptions for such job classifications.
a. Civil Service Classifications
(1) For civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to submission to the Civil Service Board.
50 (2) The Association and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board.
b. Non-Civil Service Classifications
(1) For non-civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to changes by the Department of Human Resources.
(2) The Association and the City shall meet prior to approval of the proposed descriptions by the Department of Human Resources. Said meeting shall occur within fifteen (15) calendar days of the Union’s receipt of notice from the City unless the timeline is extended by mutual written agreement.
c. Unrepresented Classifications
(1) For unrepresented classifications the City will provide new or amended proposed job classifications to the Association not less than fifteen (15) calendar days prior to the changes being adopted by the Department of Human Resources.
(2) Upon receipt of the proposed new or amended unrepresented job classifications, the Association shall have seven (7) calendar days to advise the City of a desire to meet prior to approval of the proposed descriptions by the Department of Human Resources. This meeting shall occur within fifteen (15) calendar days of the Association’s receipt of notice from the City unless the timeline is extended by mutual written agreement. The City retains the right to finalize and adopt the unrepresented job classification.
18.4 STAFF AIDE POSITIONS
The classification of Staff Aide may be used when a classification is needed either pending establishment of a regular classification or a position is funded for a limited time and no appropriate classification exists. The Association will be notified any time the Staff Aide position is proposed to be used for new or altered positions. If the parties agree that no appropriate classification exists, the parties will agree on a pay range until an appropriate classification has been established and a new pay range developed. The Association will be notified who is assigned to the position and what pay the employee will receive. A person may be appointed to such classification for a maximum period of twelve (12) months.
51 18.5 OFF-DUTY EMPLOYMENT
a. Exempt Management, Exempt Management Support , Exempt Confidential/ Administrative (exempt) employees shall not engage in any other employment, work, profession, business or enterprise that is inconsistent, incompatible, in conflict with or adversely affects the performance of their duties, or that is inimical to the most effective performance of the miss ion of City management or the best interests of the City.
b. Employees shall not accept any off -duty employment without the express consent, in advance, of the City Manager /Charter Officer or designated representative.
c. An employee shall not work:
(1) In any employment which will tend to bring discredit upon City management, or which is detrimental to City goals, or which will reduce an individual's efficiency or usefulness as a City employee. (2) In any employment requiring an affiliation, membership or allegiance tending to influence conduct in a manner inconsistent with the proper discharge of responsibilities to the City or the public interest. (3) In any employment for any other municipality or political subdivision of the state or federal government except by express permission of the City Manager/Charter Officer.
(4) In any off-duty position while on sick leave or injured-on-duty status. d. An employee may request authorization for off -duty employment by forwarding a letter of request to their department head. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
e. The department head will notify each employee of action taken on the request for off-duty employment by indicating such action on the letter of request and returning it to the individual. A copy of the letter will be retained in the employee’s personnel file.
f. Authorization for off -duty employment may be revoked by the department head at any time it has been determined that the provisions of this Section have not been followed. The department head will notify the employee, by letter, of actions taken to revoke previous authorization for off -duty employment.
52 18.6 TIME OFF FOR EXAMINATIONS
If a request if made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.
When possible, the employee must give the immediate supervisor at least three (3) working days’ advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.
18.7 PAYROLL ERRORS
a. In the event a payroll error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, the City and employee shall agree upon a repayment schedule utilizing one, or a combination of, the following elements:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available accrued leave balances except sick leave equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties. c. No repayment schedule shall exceed fifty -two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. d. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
18.8 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in his or her capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for his or her particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty -five dollars ($125.00) for a full day or
53 seventy-five dollars ($75.00) for a half day, which is defined as four (4) hours or less.
Nothing herein shall serve to establish an employment relationship for any purpose, including, but not limited to, employee benefits, reimbursements, compensation, court cancellation fee, or any other rights.
18.9 NOTICE OF JOB ANNOUNCEMENTS
The City shall provide all job announcements for classifications covered under this Agreement to the Association not less than three (3) days prior to publication by the City.
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY
Employees who are in classificati ons covered by this Agreement and whose salary ranges and/or other items of compensation are decreased as a result of the ongoing Citywide Classification and Compens ation Study (Study), shall not suffer a loss in pay and/or benefits as a result of that study, but shall retain their current salary as a “Y-rated” salary range as described in Section 7.11 until such time as their salary is within the appropriate range for their classification. This “Y-rating” shall apply only to those employees who are in the classificati on at the ti me of the salary range adjustment from the current study. The process described in this Sec tion, 18. 10 Citywide Classification and Compensati on Study, only applies to classification and compensation studies that are completed prior to September 19, 2025.
18.11 EQUITY ADJUSTMENT REOPENER
No earlier than ninety (90) calendar days after the adoption of this Agreement, but no later than September 20, 2024, at the written request of either party, the parties agree to meet and discuss pay equity issues for classifications represented by the Association. Absent mutual agreement, the status quo shall continue.
18.12 FIRE ASSISTANT CHIEF COVERAGE
No earlier than ninety (90) calendar days after adoption of this Agreement, at the written request of the Association, the parties agree to meet and discuss pay for Fire Assistant Chiefs who are required to work for another Fire Assistant Chief or to cover a vacancy. Absent mutual agreement, the status quo shall continue.
18.13 TERM
a. This Agreement shall remain in full force and effect from September 23, 2023, to and including September 19, 2025.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
54 DATED: January 9, 2024
SACRAMENTO CITY EXEMPT
EMPLOYEES ASSOCIATION
CITY OF SACRAMENTO
David Kruckenberg
SCXEA Chief Negotiator
Shelley Banks-Robinson
Director of Human Resources
Heather Hoekstra
SCXEA President
Aaron Donato
Labor Relations Manager
Sheri Adams
Negotiations Committee Member
Sean Arnold
Chief Negotiator
Khyra Blackman
Negotiations Committee Member
Leslie Wisniewski
Negotiations Committee Member
Michael Longstreet
Negotiations Committee Member
Jason Bader
Negotiations Committee Member
Approved as to form:
Brett M. Witter
Assistant City Attorney
Salary Schedule/Classification Listing Print Date:1/5/2024
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