City of Sacramento
City Council - 5PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2025-01382 9/9/2025
Approval of the Removal of Fire Assistant Chief and Fire Marshal Classifications from Representation by the Sacramento City Exempt Employees Association (SCXEA), Placement into Unrepresented Unit 20, Approval of the Salary Adjustment for the Utilities Operations & Maintenance Superintendent, and Approval of the Employer-Employee Relations Policy, Salary Schedule, and Personnel Resolution Covering Unrepresented Officers and Employees File ID: 2025-01382
Location: Citywide
Recommendation: Adopt a Resolution: 1) approving the removal of the Fire Assistant Chief and Fire Marshal classifications from representation by the Sacramento City Exempt Employees Association (SCXEA) and placing them in Unrepresented Unit 20; 2) approving the adjusted salary range for the Utilities Operations & Maintenance Superintendent; 3) approving the updated Employer -Employee Relations Policy (EERP); 4) approving the Citywide Salary Schedule; 5) approving the Personnel Resolution Covering Unrepresented Officers and Employees (Unrepresented Resolution) to include provisions applicable to the Fire Assistant Chief and Fire Marshal classifications; 6) authorizing the Interim City Manager or designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors; and 7) authorizing the Interim City Manager or designee to make minor changes or adjustments to the associated budget in order to apply retro year -end savings, if available.
Contact: Leslie Wisniewski, Labor Relations Officer, (916) 808-5422 [email protected], Human Resources
Presenter: Leslie Wisniewski, Labor Relations Officer, (916) 808-5422 [email protected], Human Resources
Attachments:
1-Description/Analysis
2-EERP (Redline)
3-Unrepresented Resolution (Redline)
4-Salary Schedule (Redline)
5-Resolution
6-Exhibit A - EERP
7-Exhibit B - Unrepresented Resolution
File ID: 2025-01382 9/9/2025
8-Exhibit C - SXCEA LOU
9-Exhibit D - Salary Schedule
Description/Analysis
Issue Detail:
The City and the Sacramento City Exempt Employees Association (SCXEA) have reached agreement to remove the Fire Assistant Chief (nine budgeted positions) and Fire Marshal (one budgeted position) classifications from SCXEA representation. These classifications will be reassigned from Representation Unit 01 to Unrepresented Unit 20. There are no changes to pay and benefits as a result of the unit change.
The Office of Emergency Management has been moved from the City Manager’s Office to the Fire Department. As a result of this organizational change, the unrepresented classification title of Director of Emergency Management is being eliminated.
The Citywide Classification and Compensation Study determined that there is a salary compaction issue between the Utilities Operations & Maintenance Superintendent (UOMS) classification and the Supervising Plant Operator. Currently there is only a 3.2% spread between the two classifications. To ensure the department can effectively recruit for and fill this critical position, it is recommended that the annual salary range be adjusted from $107,123.56-$150,733.60 to $114,176.67-$160,658.04.
This would provide a 9.3% spread between the classifications. The UOMS classification is represented by SCXEA. SCXEA has concurred with this proposed adjustment in Exhibit C (Attachment 8) to the Resolution.
As a result of the above changes, the following documents require corresponding updates:
· Employer-Employee Relations Policy (EERP): Reflecting the movement of Fire Assistant Chief and Fire Marshal classifications into Unrepresented Unit 20 and the elimination of the title of Director of Emergency Management.
· Citywide Salary Schedule: Reflecting the change in compensation and representation unit and/or title, as applicable.
· Personnel Resolution Covering Unrepresented Officers and Employees (Unrepresented Resolution): Updating the Unrepresented Resolution to include provisions from the SCXEA labor agreement that will now apply to the Fire Assistant Chief and Fire Marshal classifications as unrepresented employees. Again, there no additional pay or benefits associated with this unit change.
Employer-Employee Relations Policy (EERP)
The EERP is brought to Council for approval to document when classifications are added (new), deleted, modified, or assigned to different units.
File ID: 2025-01382 9/9/2025
The following classification titles have been modified in the EERP:
· Moved from Represented Unit 01 to Unrepresented Unit 20 o Fire Assistant Chief
o Fire Marshal
· Delete Title
o Director of Emergency Management to Emergency Services Manager A red-lined version of the EERP is included as Attachment 2 and a clean copy of the EERP is included as Exhibit A (Attachment 6) to the Resolution.
Personnel Resolution Covering Unrepresented Officers and Employees (Unrepresented Resolution)
The Unrepresented Resolution must be modified to include language specific to the Fire Assistant Chief and Fire Marshal. The language addresses both a Shift Command schedule, under which employees work 2,912 hours per year, and a non-Shift Command schedule, under which employees work 2,080 hours per year. Both schedules receive the same annual salary; the difference is in the hourly calculation, not in total pay. There is no additional pay or monetary benefit by moving to the 2,912-hour Shift Command schedule. The following items are being modified:
1. Article 2.2 - Added to account for Fire Assistant Chiefs who work 24-hour shifts (Shift Command). There is no monetary benefit or change as a result of this language.
2. Article 2.7 - Modified to add Fire Assistant Chief to “Emergency Response by Deputy Fire Chief and Fire Assistant Chief.” This is a benefit the Fire Assistant Chiefs already had under SCXEA MOU Article 10.5. There is no monetary benefit or change as a result of this language.
3. Article 7.2 - Modified to show the leave balances to be provided for Shift Command. The higher accrual/conversion balance is consistent with Rule 15.5(c) of the Rules and Regulations of the Civil Service Board. There is no monetary benefit or change as a result of this language.
4. Article 7.3(d) and (f) - Adding Fire Assistant Chiefs (all shifts) and Fire Marshal to the exclusion language because they have benefits under other provisions. There is no monetary benefit or change as a result of this language.
5. Article 7.3(old h) - Moved to new (e) with a clarification that it applies to (c) and (d), no other changes. There is no monetary benefit or change as a result of this language.
6. Article 7.3(new h) - Providing holiday language in lieu of holiday pay with days off. Employees on a 24/7 schedule who work in lieu of holidays off receive this benefit. There is no monetary benefit or change as a result of this language.
7. Article 7.6(a)(2) - Modified for conversion of hours for Fire Assistant Chiefs on Shift Command.
There is no monetary benefit or change as a result of this language.
File ID: 2025-01382 9/9/2025
8. Article 7.8(b) - Reflects a current statutory right that already exists. There is no monetary benefit or change as a result of this language.
In addition to language for Fire Assistant Chief and Fire Marshal, the Unrepresented Resolution is brought forward annually for needed changes and general clean-up. The following provisions have been modified as part of this annual process:
1. Article 3 (opening) - Modified to reflect the hours Fire Assistant Chiefs on Shift Command are required to be paid to receive either 50% or 100% of the City’s Health and Welfare Contribution. There is no additional monetary benefit or cost by modifying this article.
2. Article 3.1 - Updated to reflect current health and welfare contributions that resulted from striking 3.1(d). This is not a new benefit or an increase to the existing benefit. 3.1(d) was stricken because (a), (b), and (c) have been updated.
3. Article 4.1(h) - Modified as part of the annual update. These benefits are extended annually.
There is no additional monetary benefit or cost by modifying this article.
4. Article 7.14(a) - Clarified to insert history of employees who received Paid City Leave. There is no monetary benefit or change as a result of this language.
5. Article 8.1(e) - Added to be consistent with the Rules and Regulations of the Civil Service Board. There is no monetary benefit or change as a result of this language.
6. Article 9.1 - Added to be consistent with City Code § 2.16.010 and the Rules and Regulations of the Civil Service Board. There is no monetary benefit or change as a result of this language.
The specific changes to the Unrepresented Resolution are presented in two versions, a red-lined version of changes to the Unrepresented Resolution as Attachment 3, and a clean copy of the Unrepresented Resolution is included as Exhibit B (Attachment 7) to the Resolution.
Salary Schedule
The California Code of Regulations requires that the City Council adopt the City’s Salary Schedule at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed to ensure that salary rates are transparent and publicly available. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.
The Sacramento Police Officers Association (SPOA) labor agreement expired January 24, 2025. The City and SPOA engaged in negotiations regarding wages, hours, and terms and conditions of employment but reached impasse on July 10, 2025. Pursuant to City Charter § 503 Impasse Resolution Procedures, the dispute was submitted to an Arbitration Board.
The decision of the Arbitration Board is final and binding on both the City and SPOA. Neither the City nor the City Council has any discretion to modify, reject, or approve the award. The City Charter
File ID: 2025-01382 9/9/2025
specifically prohibits any further action by the City Council or the electorate to confirm or approve the Arbitration Board’s decision. The City is legally required to implement the award as issued.
Because CalPERS requires all salary schedules to be publicly adopted by the City Council for retirement reporting purposes, Council’s action is ministerial and limited solely to adopting the salary schedule to comply with these requirements; it does not constitute approval or disapproval of the arbitration award.
The updated salary schedule implementing the unit change for Fire Assistant Chief and Fire Marshal, the elimination of the title of Director of Emergency Management, the salary change addressing salary compaction for the Utilities Operations and Maintenance Superintendent, and the changes resulting from the arbitration award are attached. The specific changes to the City’s Salary Schedule are presented in two versions: a red-lined version of changes to the Salary Schedule as Attachment 4 and a clean copy of the Salary Schedule is included as Exhibit D (Attachment 9) to the Resolution.
Policy Considerations: Approval of this action is consistent with the City’s obligations under the California Public Employees’ Retirement System (CalPERS) and the City Charter § 503.
Economic Impacts: None.
Environmental Considerations: This report concerns administrative activities that will not have a significant effect on the environment and that do not constitute a “project” as defined by the California Environmental Quality Act (CEQA) Guidelines Sections 15061(b)(3) and 15378(b)(2).
Sustainability: Not applicable.
Commission/Committee Action: Not applicable.
Rationale for Recommendation: Approval of this action implements an agreed-upon change between the City and SCXEA, realigns classifications with appropriate representation units, updates the City’s governing personnel policies accordingly to maintain legal and organizational compliance, and establishes compliance with the California Code of Regulations §570.5.
Financial Considerations: The increased costs associated with correcting the compaction issue in the Department of Utilities (DOU) will be funded within DOU’s operating budget. The Arbitration Board’s binding ruling for the labor agreement with SPOA included a 5% salary adjustment, an adjustment in longevity pay, and an adjustment for the Dispatcher III classification. The total cost of this ruling for Fiscal Year (FY) 2025/26 is approximately $7.1 million, and it will have an ongoing annual cost of $8.3 million in future FYs. The City will use any available prior year savings and funding budgeted for classification and compensation adjustments to finance these cost increases.
File ID: 2025-01382 9/9/2025
Local Business Enterprise (LBE): Not applicable.
Employer-Employee Relations Policy
Scope: CITYWIDE
Policy Contact
Department of Human Resources
(916) 808-5731
[email protected]
Regulatory References
California Government Code Sections 3500
Effective Date
Employer-Employee Relations Policy
June 17, 2025September 9, 2025
Supersedes
Employer-Employee Relations Policy
February 11, 2025June 17, 2025
i
Table of Contents
Employer-Employee Relations Policy ........................................................................................... 1 POLICY STATEMENT .................................................................................................................. 1 PURPOSE .................................................................................................................................... 1 POLICY ......................................................................................................................................... 1 APPENDIX A - Designation of Representation Units and Unrepresented Classifications .......... 11 Represented Units ................................................................................................................... 11 A. Building Trades and Craft Unit (Represented Unit 06) .............................................. 11 B. Plant Operator Unit (Represented Unit 04) ............................................................... 11 C. Water and Sewer Unit (Represented Unit 07) ........................................................... 12 D. Traffic Engineering Unit (Represented Unit 08) ........................................................ 12 E. Fire Department Unit (Represented Unit 05) ............................................................. 12 F. Police Department Unit (Represented Unit 02) ......................................................... 12 G. Professional Unit (Represented Unit 17) ................................................................... 13 H. Office and Technical Unit (Represented Unit 16) ...................................................... 13 I. Operations and Maintenance Unit (Represented Unit 03) ........................................ 16 J. General Supervisory Unit (Represented Unit 15) ...................................................... 17 K. Engineering Unit (Represented Unit 11) ................................................................... 19 L. Automotive/Equipment Mechanics Unit (Represented Unit 12) ................................ 19 M. Management Support (Represented Unit 14) ........................................................... 19 N. Confidential/Administrative (Represented Unit 10) ................................................... 20 O. Exempt Management (Represented Unit 01) ............................................................ 21 Unrepresented Units ............................................................................................................... 24 A. Executive Management (Unrepresented Unit 20) ..................................................... 24 B. Mayor/Council Support (Unrepresented Unit 21) ...................................................... 25 C. Executive Management Support (Unrepresented Unit 22) ................................ 262525 D. Mayor/Council (Unrepresented Unit 23) .................................................................... 26 E. Non-Career (Unrepresented Unit 09) ........................................................................ 26 DEFINITIONS ............................................................................................................................. 28
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1 POLICY STATEMENT
This policy is enacted pursuant to California Government Code Sections 3500 et seq., to establish orderly procedures to promote full communication between the City and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the City and its employee organizations.
Nothing contained herein shall be deemed to supersede the provisions of existing State law, the City Charter, ordinances, resolutions and rules which establish and regulate the merit and civil service system, or which provide for other methods of administe ring employer-employee relations. This Resolution is intended, instead, to strengthen merit, civil service, and other methods of administering employer -employee relations through the establishment of uniform and orderly methods of communications between employees and the City.
PURPOSE
It is the purpose of this policy to promote the improvement of personnel management and employer-employee relations within the City by providing a uniform basis for recognizing the right of its employees to join organizations of their own choice and be represented by such organizations in their employment relationship with the City.
POLICY
1. Authority of City Manager
The City hereby declares, as a matter of policy, that the City Council and its members will deal with employee organizations and their representatives solely through the City Manager except when otherwise expressly provided for by the terms of this Resolution.
2. Representation Units
The representation units set forth in Appendix A attached hereto are the appropriate units for representation by recognized employee organizations.
3. Recognized Employee Organizations
a. An employee organization that wishes to be certified as the recognized employee organization for a designated representation unit for which unit no employee organization has been certified shall file a recognition petition with the Employee Relations Officer.
1. Petition – The petition shall be signed by the organization’s duly authorized officers, and shall contain the following information and documentation:
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2 1) The name and mailing address of the organization.
2) The names and titles of its officers.
3) Designation of those persons, not exceeding three in number, and their addresses, to whom notice sent by regular mail will be deemed sufficient notice on the organization for any purpose.
4) A statement that the organization does not discriminate or restrict membership or participation based on race, color, creed, national origin, or sex.
5) A statement that the employee organization has, as one of its primary purposes, representing employees in their
employment relations with the City.
6) A statement that the employee organization agrees to comply with the provisions of this Resolution.
7) A copy of its constitution and bylaws, if any.
8) Identification of the representation unit for which petitioner seeks certification as the recognized employee organization. 9) Proof of employee approval of thirty percent (30%) or more of the employees within such representation unit.
2. The Employee Relations Officer shall give written notice of such petition to the petitioner, to the employees involved and to any employee organization that has filed a written request for receipt of such notice to them. Within thirty (30) days of the date of such notice, other employee organizations may file a challenging petition seeking to become the recognized employee organization within such representation unit.
b. Election
1. Calling of Election – The Employee Relations Officer shall, whether or not a challenging petition is filed, request the State Conciliation Service to call and conduct a secret ballot election in accordance with its own procedures and regulations and pursuant to the election procedures as herein below set forth. If a challenging petition is filed, and is accompanied by proof of employee approval equal to at least ten percent (10%) of the employees within the representation unit, the State Conciliation Servic e shall include such challenging employee organization on the ballot.
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3 2. Election Procedures – Whenever the State Conciliation Service calls an election pursuant hereto, it shall include the choice of no organization on the ballot. Employees entitled to vote in a representational election shall be those employees within the representation unit whose name appeared on the payroll immediately prior to the date of the election. An employee organization shall be certified by the Employee Relations Officer as the recognized employee organization within the representation unit if:
1) That employee organization has received the vote of a numerical majority of all the employees eligible to vote in the unit of which the election is held, or,
2) More than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, and the employee organization receives a numerical majority of all votes cast in the election, or,
3) In an election involving three or more choices, where none of the choices receives a majority of the ballot votes cast, and where more than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, a run -off election shall be conducted between the two choices receiving the largest number of ballot votes cast; the rules governing an initial election being applicable to a run- off election.
3. Decertification Procedures – A decertification petition may be filed with the Employee Relations Officer by employees or an employee organization to determine whether or not a recognized employee organization continues to represent a majority of the employ ees in the representation unit. Such petition must be accompanied by proof of employee approval equal to at least thirty percent (30%) of the employees within the representation unit. The time periods for a petition to be filed with the Employee Relations Officer are: a) after the first full year of recognition if no written agreement has been negotiated; b) within the period commencing ninety (90) and ending sixty (60) days immediately prior to the expiration date of a written agreement; or c) any time af ter a written agreement has been in effect for five years or more. When such a valid petition has been filed, the State Conciliation Service shall be requested to conduct an election to determine whether or not the incumbent recognized employee organizatio n shall be decertified, and where filed by an employee organization, whether such organization shall be recognized. Such election shall be in accordance with the procedures and regulations of the State Conciliation Service, and the election procedures as hereinabove set forth.
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4 4. In the event that the State Conciliation Service is unable to or unwilling to provide any of the services required of it by paragraphs 2 and 3 above, the American Arbitration Association, or another impartial third party agreed to by the City and the conce rned employee organization(s), shall perform said services.
5. Costs of conducting elections, if any, shall be borne equally by the City and the employee organization(s).
6. Recognized employee organizations shall annually, on or before the anniversary date of recognition, file a written statement with the Employee Relations Officer, indicating changes in items 1 through 7 as they appeared in the recognition petition filed pursuant to paragraph 3(a)(1), above, or as subsequently amended by a written statement hereunder, or, as appropriate, shall indicate that there has been no change in such information. The statement shall be signed by the duly authorized officers of the recog nized employee organization.
4. Meet and Confer
a. Upon request, a recognized employee organization shall have the right to meet and confer in good faith regarding matters within the scope of representation with the Employee Relations Officer and/or their designee.
Provided, however, that nothing herein shall require meeting and conferring between parties to a Memorandum of Understanding during the term of such Memorandum regarding matters to take effect during such term, except that such parties may meet and confer during such term on a matter within the scope of representation where (a) the matter was not covered by the Memorandum or expressly raised as an issue during the meeting and conferring process out of which such Memorandum arose, and (b) there shall have arisen a significant change in circumstances with respect to such matter, which could not have reasonably been anticipated by both parties at the time they signed such Memorandum.
b. Employees in classifications not included in supervisory and confidential representation units shall not participate in meeting and conferring or grievance resolution processes pertaining to supervisory and confidential representation unit classifications.
c. In the absence of express authorization in advance by the Employee Relations Officer, not more than two City employees representing a recognized employee organization requesting such a meeting shall be entitled to attend without loss of compensation or oth er benefit, nor shall more than a total of three representatives for each recognized employee organization be entitled to attend such meetings.
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5 d. City employees who shall represent a recognized employee organization at such meeting shall give reasonable advance notice thereof to their immediate supervisor, but in no event shall such notice be given less than one full working day or shift before the meeting; except, however, that the Employee Relations Officer may, in their discretion, waive this requirement for advance notice.
e. If agreement is reached on matters subject to approval by the City Council or by the Civil Service Board or Retirement Board, the parties shall jointly prepare a written memorandum of such understanding, and the Employee Relations Officer shall present it to the Council or such Board, as appropriate, for determination. If agreement is reached on matters not subject to such approval, the Employee Relations Officer and the recognized employee organization(s) shall, at the request of one of the parties, prepare a written memorandum of such understanding.
5. Payroll Deductions
a. Only recognized employee organizations shall have the right to have the regular membership dues of its members deducted from employees’ paychecks upon the written authorization of each such employee member in such form as will not infringe upon an employee's rights under California Government Code Sec. 3502.
b. This Article shall not be construed to restrict a recognized employee organization from meeting and conferring with the City regarding additional payroll deductions upon the written authorization of employees in such representation unit.
6. Communication with Employees
a. Reasonable access to employee work locations shall be granted to officers of recognized employee organizations for the purpose of processing grievances or contacting members of the organization concerning business within the scope of representation. Such o fficers shall not enter any work location without previous notice to and consent from the Department Head or their designee, and access may be restricted so as not to interfere with departmental operations or with established safety and security requirements.
b. Campaigning for office, conducting meetings or elections, and other internal employee organization business of a similar nature shall not be carried on during work hours.
7. Use of City Facilities
City buildings and other facilities may be made available for use by City employees
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6 or an employee organization or their representatives in accordance with administrative procedures governing such use.
8. Advance Notice
a. Except in cases of emergency as provided in this Article, the City Council, the Civil Service Board and the Retirement Board, shall give reasonable written notice to each recognized employee organization affected by any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council, the Civil Service Board, or the Retirement Board, and shall give such recognized employee organization the opportunity to meet with the City Council, the Civil Service Board, or the Retirement Board. The Council or such Board shall, upon request of the Employee Relations Officer or a recognized employee organization, delay consideration of the matter proposed to be acted upon for such period of time deemed to be reasonable by the Council or such Board, to give the parties an opportunity to meet and confer thereon in order to endeavor to agree upon a joint recommendation to be made to the Council or such Board.
b. In cases of emergency when the City Council, the Civil Service Board, or the Retirement Board determine that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with a recognized employee organization, t he City Council, the Civil Service Board, or the Retirement Board shall provide such notice and opportunity to meet at the earliest practicable time following the adoption of such ordinance, rule, resolution, or regulation.
9. Employee Organization
Employee organizations may represent their individual employee members in individual employment relations, including grievances, to the extent required by the Government Code.
10. Individual Employees
Nothing in this Resolution shall be construed to restrict or in any way modify the right of an individual employee to present matters involving their individual employment relationship to the appropriate level of management, provided that any action taken in not inconsistent with the terms of a memorandum or understanding then in effect, and that before any action is taken which could affect the terms and conditions of employment of other employees in the representation unit, such proposed action is communi cated to the recognized employee organization for its opinion on the merits and the effect on the proposed action.
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7 11. Prohibition Against Discrimination
a. No appointing authority or their representative shall discriminate for or against any employee organization, or in any way coerce or influence any employee in their free choice to join or refrain from joining any employee organization.
b. It is the policy of the City to affirmatively support and encourage equal opportunity of employment for members of racial, religious and other minority groups. If evidence of such discrimination by an employee organization comes to the attention of the Emp loyee Relations Officer, it shall be their duty to refer such evidence to an appropriate legal authority having jurisdiction thereof, if any.
12. Application of Labor Code Section 923
The enactment of this Resolution shall not be construed as making the provisions of Section 923 of the Labor Code applicable to employees or employee organizations.
13. Impasse Procedures
a. Initiation of Impasse Procedures – Impasse procedures may be invoked after the possibility of settlement by direct discussion has been exhausted.
Any party may initiate the impasse procedures by filing with the other party or parties a written request for an impasse meeting, together with a statement of its position on all disputed issues. An impasse meeting shall then be scheduled by the Employee Relations Officer forthwith after the date of filing of the written request for such meeting, with written notice to all parties affected. The purpose of such impasse meeting shall be two-fold:
1. To permit a review of the position of all parties in a final effort to reach an agreement on the disputed issues; and
2. If agreement is not concluded, to discuss arrangements for implementing the specific impasse procedure or procedures to which the dispute shall be submitted.
b. Impasse Procedures – Impasse procedures are as follows:
1. If the parties so agree, the dispute shall be submitted directly to the City Council for determination.
2. If they do not so agree with a reasonable period of time, the dispute shall be submitted to mediation. All mediation proceedings shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the is sues. If the parties are unable to agree on a mediator after a reasonable period
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8 of time, they shall select the mediator from a list of three names to be provided by the State Conciliation Service, or if that body for any reason shall fail to provide such list, by the American Arbitration Association. The recognized employee organization or organizations shall first strike one name, the Employee Relations Officer shall then strike one name, and the name remaining shall be the mediator.
3. If the parties have failed to resolve all their disputes through mediation within fifteen (15) days after the mediator commenced meeting with the parties, the parties may agree to submit the issues in dispute directly to the City Council. In that event the City Council shall finally determine the issues after conducting a public hearing thereon and after such further investigation of the relevant facts as it may deem appropriate.
4. If the parties fail to agree to submit the dispute directly to the City Council, the disputed issues shall be submitted to fact-finding. c. The parties may agree on the appointment of one or more fact -finders. If they fail to so agree, a fact -finding panel of three shall be appointed in the following manner: One member of the panel shall be appointed by the Employee Relations Officer, one memb er shall be appointed by the recognized employee organization, and those two shall name a third, who shall be the chairman. If they are unable to agree upon a third, they shall select the third member from a list of five names to be provided by the American Arbitration Association, the one to serve to be determined by the alternate striking of names, with the party who is to strike the first name to be determined by chance method.
1. The following constitute the jurisdictional and procedural requirements for fact- finding:
1) Fact-finders shall not have served as mediator in the same impasse under subparagraph (b) (2), and shall not be
employees or officers of the City or members of one of the City's employee organizations.
2) Fact-finding is authorized hereunder in connection with all disputed issues that are within the scope of representation. 3) The fact -finder(s) shall, to the extent they are applicable, determine and apply the following standards to the disputed issues in making recommendations:
a. City job classifications shall be compared to
comparable job classifications in private and public
employment in the Sacramento metropolitan area, and
in the three California cities next larger and the three
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9 California cities next smaller in population than
Sacramento, to the extent such can be reasonably
done.
b. In determining job comparability, the following factors will be considered: The nature and complexity of the
duties involved; the degree of supervision received and exercised; the educational, experience and physical
qualifications, and the special skills required; the
physical working conditions; and the hazards inherent
in the job.
c. Comparisons shall be in terms of total compensation
and benefits of employment, and, to the extent
feasible, shall be measured in monetary terms.
d. The comparison data as hereinabove provided for
shall, to the extent feasible, be adjusted as appropriate for differences in the cost of living in Sacramento as
compared to other cities considered; the benefits of job stability and continuity of employment ; difficulty of
recruiting qualified applicants; and equitable
employment benefit relationships between job
classifications in City employment.
e. The state of the economy in the Sacramento
metropolitan area, and the financial condition and
resources of City government, shall be considered.
4) The fact -finder(s) shall make written findings of fact and recommendations for the resolution of the issues in dispute, which shall be presented in terms of the standards specified in (3) above. The fact -finder or chairman of the fact - finding panel shall serve such findings and recommendations on the Employee Relations Officer and the designated
representative of the recognized employee organization. If these parties have not resolved the impasse within ten (10) days after service of the findings and recommendations upon them, and in no event later than ten (10) days prior to the final date set by law for fixing of the tax rate, the fact -finder or the chairman of the fact -finding panel shall make them public by submitting them to the City Clerk for consideration by the City Council in connection with the Council's legislative
determination of the issues.
5) Costs of mediation and fact -finding shall be divided one -half to the City and one -half to the recognized employee
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10 organization.
*Non-Career, Part-Time or Seasonal Classification
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APPENDIX A - Designation of Representation Units and Unrepresented Classifications
Represented Units
1. The Council determines that the following (including special job classifications designated by "Special Manpower Planning") are the appropriate representation units:
A. Building Trades and Craft Unit (Represented Unit 06)
1. Blacksmith Welder
2. Carpenter
3. Electrical Design Technician
4. Electrician
5. Electrician Supervisor
6. Generator Technician
7. HVAC Supervisor
8. Machinist
9. Machinist Helper
10. Machinist Supervisor
11. Mechanical Maintenance Supervisor
12. Painter
13. Plumber
14. Plumber Apprentice
15. Plumbing Supervisor
16. Senior Carpenter
17. Senior Electrician
18. Senior Generator Technician
19. Senior Painter
20. Senior Plumber
21. Stagehand I
22. Stagehand II
23. Structural Maintenance Supervisor
24. Supervising Generator Technician
B. Plant Operator Unit (Represented Unit 04)
1. Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic
2. Junior Plant Operator
3. Plant Operator
4. Senior Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic
*Non-Career, Part-Time or Seasonal Classification
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5. Senior Plant Operator
6. Senior Stationary Engineer
7. Stationary Engineer
C. Water and Sewer Unit (Represented Unit 07)
1. Assistant Water Cross-Connection Control Specialist
2. Utilities Locator
3. Utilities Operations and Maintenance Serviceworker Apprentice
4. Utilities Operations and Maintenance Leadworker
5. Utilities Operations and Maintenance Serviceworker
6. Water Cross-Connection Control Specialist
D. Traffic Engineering Unit (Represented Unit 08)
1. Traffic Worker I
2. Traffic Worker II
3. Traffic Worker III
4. Traffic Worker Trainee
E. Fire Department Unit (Represented Unit 05)
1. Fire Battalion Chief
2. Fire Captain
3. Fire Engineer
4. Fire Investigator I
5. Fire Investigator II
6. Fire Prevention Officer I
7. Fire Prevention Officer II
8. Fire Prevention Officer Trainee
9. Firefighter
10. Sacramento Fire Emergency Medical Technician
11. Sacramento Fire Paramedic
12. Senior Fire Prevention Officer
F. Police Department Unit (Represented Unit 02)
1. Community Service Officer III
2. Community Service Officer I (Limited-Term)*
3. Community Service Officer II (Limited-Term)*
4. Dispatcher I
5. Dispatcher II
6. Dispatcher III
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 13
7. Park Safety Ranger
8. Park Safety Ranger Assistant
9. Park Safety Ranger Supervisor
10. Police Officer
11. Police Sergeant
12. Reserve Community Service Officer*
13. Reserve Dispatcher*
14. Reserve Police Officer I*
15. Reserve Police Officer II*
16. Reserve Police Officer III*
17. Reserve Police Sergeant*
18. Security Officer*
G. Professional Unit (Represented Unit 17)
1. Arborist/Urban Forester
2. Archivist
3. Art Museum Registrar
4. Assistant Planner
5. Associate Curator of Art
6. Associate Planner
7. Geographic Information Systems (GIS) Specialist I
8. Geographic Information Systems (GIS) Specialist II
9. Geographic Information Systems (GIS) Specialist III
10. Junior Planner
11. Media Production Specialist I
12. Media Production Specialist II
13. Process Control Systems Specialist
14. Public Information Coordinator
15. Real Property Agent I
16. Real Property Agent II
17. Real Property Agent III
18. Registrar
19. Telecommunications Systems Analyst I
20. Telecommunications Systems Analyst II
21. Telecommunications Systems Analyst III
22. Water Quality Chemist
H. Office and Technical Unit (Represented Unit 16)
1. 311 Customer Service Agent
2. 311 Customer Service Specialist
3. Account Clerk I
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 14
4. Account Clerk II
5. Accounting Technician
6. Aquatics Recreation Coordinator
7. Aquatics Specialist*
8. Architectural Technician I
9. Architectural Technician II
10. Architectural Technician III
11. Arts Program Assistant
12. Arts Program Coordinator
13. Booking Coordinator
14. Building Inspector I
15. Building Inspector II
16. Building Inspector III
17. Building Inspector IV
18. Building Monitor*
19. Cache Logistics Coordinator
20. Cashier
21. Claims Collector
22. Code Enforcement Officer
23. Community Service Representative I
24. Community Service Representative II
25. Construction Inspector I
26. Construction Inspector II
27. Construction Inspector III
28. Crew Leader, Landscape & Learning*
29. Customer Service Assistant
30. Customer Service Representative
31. Customer Service Specialist
32. Customer Service Trainee
33. Department Systems Specialist I
34. Department Systems Specialist II
35. Development Services Technician I
36. Development Services Technician II
37. Development Services Technician III
38. Electrical Construction Inspector I
39. Electrical Construction Inspector II
40. Electrical Construction Inspector III
41. Engineering Technician I
42. Engineering Technician II
43. Engineering Technician III
44. Events Coordinator
45. Evidence and Property Technician
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 15
46. Fingerprint Clerk
47. Fleet Management Technician
48. Fleet Service Coordinator
49. Forensic Investigator I
50. Forensic Investigator II
51. Graphics Assistant
52. Information Technology Support Specialist I
53. Information Technology Support Specialist II
54. Information Technology Trainee
55. Landscape Technician I
56. Landscape Technician II
57. Lead Forensic Investigator
58. Mail Processor I
59. Mail Processor II
60. Neighborhood Resources Coordinator I
61. Neighborhood Resources Coordinator II
62. Office Specialist
63. Personnel Transactions Coordinator
64. Pick-Up Driver
65. Plans Examiner I
66. Plans Examiner II
67. Plans Examiner III
68. Police Clerk I
69. Police Clerk II
70. Police Clerk III
71. Police Records Specialist I
72. Police Records Specialist II
73. Police Records Specialist III
74. Program Coordinator
75. Program Coordinator (Adaptive Recreation)
76. Program Coordinator (Older Adults)
77. Program Developer
78. Program Developer (Older Adults)
79. Program Leader
80. Program Leader (Older Adults)
81. Recreation Aide*
82. Recreation Aide (Older Adults)*
83. Recreation Leader (Adaptive Recreation)*
84. Senior Claims Collector
85. Senior Department Systems Specialist
86. Senior Evidence and Property Technician
87. Senior Information Technology (IT) Support Specialist
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 16
88. Senior Landfill Engineering Technician
89. Senior Office Specialist
90. Senior Personnel Transactions Coordinator
91. Senior Recreation Aide*
92. Senior Recreation Aide (Older Adults)*
93. Storekeeper
94. Stores Clerk I
95. Stores Clerk II
96. Traffic Investigator I
97. Traffic Investigator II
98. Traffic Investigator III
99. Utility Services Inspector
100. Water Conservation Representative
101. Water Conservation Specialist
102. Water Quality Laboratory Technician
103. Zoning Investigator
I. Operations and Maintenance Unit (Represented Unit 03)
1. Animal Care Technician
2. Animal Control Officer I
3. Animal Control Officer II
4. Assistant Code Enforcement Officer
5. Building Maintenance Worker
6. Community Center Attendant I
7. Community Center Attendant II
8. Custodian I
9. Custodian II
10. Electronic Maintenance Technician I
11. Electronic Maintenance Technician II
12. Electronic Maintenance Technician Trainee
13. Instrument Technician I
14. Instrument Technician II
15. Instrument Technician Trainee
16. Integrated Waste Equipment Operator
17. Irrigation Technician
18. Locksmith
19. Maintenance Worker
20. Marina and Boating Facilities Attendant
21. Meter Reader
22. Park Equipment Operator
23. Park Maintenance Worker
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 17
24. Park Maintenance Worker I
25. Park Maintenance Worker II
26. Park Maintenance Worker III
27. Parking Enforcement Officer
28. Parking Lot Attendant
29. Parking Meter Coin Collector
30. Parking Meter Repair Worker
31. Registered Veterinary Technician
32. Security Guard
33. Senior Building Maintenance Worker
34. Senior Custodian
35. Senior Electronic Maintenance Technician
36. Senior Integrated Waste Equipment Operator
37. Senior Maintenance Worker
38. Senior Parking Enforcement Officer
39. Senior Parking Lot Attendant
40. Senior Telecommunications Technician
41. Senior Tree Maintenance Worker
42. Senior Tree Pruner
43. Street Construction Equipment Operator
44. Street Construction Laborer
45. Street Construction Laborer Trainee*
46. Survey Technician I
47. Survey Technician II
48. Telecommunications Technician I
49. Telecommunications Technician II
50. Telecommunications Technician Trainee
51. Traffic Control and Lighting Technician I
52. Traffic Control and Lighting Technician II
53. Traffic Control and Lighting Technician Trainee
54. Tree Maintenance Worker
55. Tree Maintenance Worker Trainee
56. Tree Pruner I
57. Tree Pruner II
58. Tree Pruner Trainee
59. Utility Worker*
60. Zoo Attendant I
61. Zoo Attendant II
J. General Supervisory Unit (Represented Unit 15)
1. 311 Customer Service Supervisor
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 18
2. Aquatics Recreation Supervisor
3. Assistant Box Office Supervisor
4. Concrete Construction Leadworker
5. Custodial Supervisor
6. Customer Service Supervisor
7. Enforcement and Collections Supervisor
8. Equipment Maintenance Supervisor
9. Financial Services Supervisor
10. Instrumentation Supervisor
11. Integrated Waste Supervisor
12. Meter Reading Supervisor
13. Museum Security Supervisor
14. Parking Enforcement Supervisor
15. Parking Facilities Maintenance Supervisor
16. Parking Lot Supervisor
17. Parking Meter Collection Supervisor
18. Parks Supervisor
19. Permit Services Supervisor
20. Police Records Supervisor
21. Program Supervisor
22. Program Supervisor (Older Adults)
23. Senior Accounting Technician
24. Senior Animal Care Technician
25. Senior Animal Control Officer
26. Senior Code Enforcement Officer
27. Senior Engineering Technician
28. Senior Parking Lot Supervisor
29. Senior Police Records Supervisor
30. Senior Storekeeper
31. Street Maintenance Supervisor
32. Supervising Building Inspector
33. Supervising Code Enforcement Officer
34. Supervising Community Center Attendant
35. Supervising Construction Inspector
36. Supervising Dispatcher
37. Supervising Forensic Investigator
38. Supervising Plant Operator
39. Supervising Police Clerk
40. Supervising Property Assistant
41. Supervising Surveyor
42. Supervising Water Quality Chemist
43. Survey Party Chief
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 19
44. Traffic Control and Lighting Supervisor
45. Traffic Supervisor
46. Tree Maintenance Supervisor
47. Tree Pruner Supervisor
48. Utilities Operations and Maintenance Supervisor
49. Water Conservation Supervisor
K. Engineering Unit (Represented Unit 11)
1. Assistant Architect
2. Assistant Civil Engineer
3. Assistant Electrical Engineer
4. Assistant Mechanical Engineer
5. Associate Architect
6. Associate Civil Engineer
7. Associate Electrical Engineer
8. Associate Landscape Architect
9. Associate Mechanical Engineer
10. Junior Engineer
11. Junior Landscape Assistant
12. Landscape Assistant
13. Telecommunications Engineer I
14. Telecommunications Engineer II
15. Telecommunications Engineer III
L. Automotive/Equipment Mechanics Unit (Represented Unit 12)
1. Equipment Mechanic I
2. Equipment Mechanic II
3. Equipment Mechanic III
4. Equipment Serviceworker
5. Fire Service Worker
6. General Repair Worker
7. Senior Equipment Serviceworker
8. Supervising Fire Service Worker
9. Vehicle Service Attendant
M. Management Support (Represented Unit 14)
Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.
Represented Unit 14 is a closed unit. All classifications in this unit are duplicated in Represented Unit 10. All new hires, hired on or after December 21, 2019, will
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 20
be placed in the classifications in Unit 10. Once legacy employees attrit out of the Unit 14, Unit 14 will be dissolved.
1. Accountant Auditor
2. Administrative Analyst
3. Budget Analyst
4. Personnel Analyst
5. Senior Accountant Auditor
6. Senior Budget Analyst
7. Senior Deputy City Clerk
8. Special Assistant to the City Attorney (Ex)
9. Treasury Analyst
N. Confidential/Administrative (Represented Unit 10)
Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.
1. Accountant Auditor
2. Administrative Analyst
3. Administrative Assistant
4. Administrative Assistant (Confidential/Exempt)
5. Administrative Technician
6. Administrative Technician (Confidential/Exempt)
7. Animal Services Coordinator
8. Applications Developer
9. Budget Analyst
10. Deputy City Clerk
11. Legal Secretary (Exempt)
12. Legal Staff Assistant (Exempt)
13. Paralegal (Exempt)
14. Paralegal Technical Support (Exempt)
15. Payroll Technician
16. Personnel Analyst
17. Personnel Technician
18. Senior Accountant Auditor
19. Senior Budget Analyst
20. Senior Deputy City Clerk
21. Senior Legal Staff Assistant (Exempt)
22. Senior Staff Assistant
23. Special Assistant to the City Attorney (Exempt)
24. Staff Assistant
25. Supervising Legal Secretary (Exempt)
26. Systems Engineer
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 21
27. Treasury Analyst
28. Treasury Assistant
29. Workers’ Compensation Claims Assistant I
30. Workers’ Compensation Claims Assistant II
O. Exempt Management (Represented Unit 01)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. 311 Manager
2. Administrative Officer
3. Animal Care Services Manager
4. Arts Administrator
5. Arts in Public Places Specialist
6. Assistant Camp Sacramento Supervisor
7. Assistant Director
8. Auditor
9. Banking Operations Manager
10. Building Services Manager
11. Business Services Manager
12. Camp Sacramento Supervisor
13. Cannabis Manager
14. Chief Animal Control Officer
15. Chief Building Official
16. Chief Investment Officer
17. City Historian
18. City Housing Manager
19. Code and Housing Enforcement Chief
20. Code Enforcement Manager
21. Contracts and Compliance Specialist
22. Convention Center General Manager
23. Cultural Services and Creative Economy Manager
24. Curator of Art
25. Curator of Education
26. Curator of History
27. Debt Analyst
28. Deputy Chief Building Official
29. Deputy City Attorney I
30. Deputy City Attorney II
31. Deputy Convention Center General Manager
32. Development Project Manager
33. Diversity and Equity Manager
34. Economic Development Manager
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 22
35. Emergency Communications Manager
36. Emergency Medical Services Coordinator
37. Engineering Manager
38. Environmental Health and Safety Manager
39. Environmental Health and Safety Officer
40. Environmental Health and Safety Specialist
41. Equal Employment Manager
42. Equal Employment Specialist
43. Ethics Program Compliance Officer
44. Events Services Manager
45. Events Services Supervisor
46. Facilities and Real Property Superintendent
47. Facilities Manager
48. Finance Manager
49. Fire Assistant Chief
50. Fire Marshal
51.49. Fiscal Policy Analyst
52.50. Fleet Manager
53.51. Graphic Designer
54.52. Homeless Services Manager
55.53. Human Resources Manager
56.54. Information Technology (IT) Manager
57.55. Information Technology (IT) Supervisor
58.56. Integrated Waste Collections Superintendent
59.57. Integrated Waste General Manager
60.58. Integrated Waste General Supervisor
61.59. Integrated Waste Planning Superintendent
62.60. Investigator
63.61. Investment Officer
64.62. Investment Operations Analyst
65.63. Law Office Administrator
66.64. Licensed Land Surveyor
67.65. Marina Manager
68.66. Media and Communications Specialist
69.67. Neighborhood Services Area Manager
70.68. Neighborhood Services Manager
71.69. Operations General Supervisor
72.70. Park Maintenance Manager
73.71. Park Maintenance Superintendent
74.72. Park Planning, Design and Development Manager
75.73. Parking Manager
76.74. Permit Services Manager
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 23
77.75. Planning Director
78.76. Police Captain
79.77. Police Lieutenant
80.78. Police Social Services Administrator
81.79. Principal Accountant
82.80. Principal Applications Developer
83.81. Principal Building Inspector
84.82. Principal Engineer
85.83. Principal Fiscal Policy Analyst
86.84. Principal Planner
87.85. Principal Systems Engineer
88.86. Process Control Supervisor
89.87. Procurement Services Manager
90.88. Program Manager
91.89. Program Specialist
92.90. Public Safety Administrative Manager
93.91. Public Safety Communications Manager
94.92. Recreation General Supervisor
95.93. Recreation Manager
96.94. Recreation Superintendent
97.95. Risk Manager
98.96. Senior Applications Developer
99.97. Senior Architect
100.98. Senior Auditor
101.99. Senior Debt Analyst
102.100. Senior Deputy City Attorney
103.101. Senior Development Project Manager
104.102. Senior Engineer
105.103. Senior Fiscal Policy Analyst
106.104. Senior Investment Officer
107.105. Senior Landscape Architect
108.106. Senior Personnel Analyst
109.107. Senior Planner
110.108. Senior Systems Engineer
111.109. Special Districts Manager
112.110. Special Projects Manager
113.111. Stores Administrator
114.112. Streets Manager
115.113. Supervising Architect
116.114. Supervising Engineer
117.115. Supervising Financial Analyst
118.116. Supervising Landscape Architect
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 24
119.117. Support Services Manager
120.118. Training Specialist
121.119. Treasury Manager
122.120. Urban Design Manager
123.121. Utilities Operations and Maintenance Superintendent 124.122. Utilities Operations and Maintenance Manager
125.123. Utility Construction Coordinator
126.124. Veterinarian
127.125. Website Administrator
128.126. Workers’ Compensation Claims Manager
129.127. Workers’ Compensation Claims Representative
130.128. Workers’ Compensation Claims Supervisor
Unrepresented Units
2. The Council designates the following class titles as "unrepresented classifications."
A. Executive Management (Unrepresented Unit 20)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Assistant City Attorney
2. Assistant City Auditor
3. Assistant City Clerk
4. Assistant City Manager
5. Assistant to the City Manager
6. Budget Manager
7. Chief Assistant City Attorney
8. Chief Information Officer
9. City Attorney
10. City Auditor
11. City Clerk
12. City Manager
13. City Treasurer
14. Community Engagement Manager
15. Deputy Fire Chief
16. Deputy Police Chief
17. Director of Community Development
18. Director of Community Response
19. Director of Convention and Culture Services
20. Director of Economic Development
21. Director of Emergency Management
22.21. Director of Finance
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 25
23.22. Director of Governmental Affairs
24.23. Director of Human Resources
25.24. Director of Public Safety Accountability
26.25. Director of Public Works
27.26. Director of Utilities
28.27. Director of Youth, Parks & Community Enrichment (YPCE)
29.28. Executive Director, SAC CCOMWP
29. Fire Assistant Chief
30. Fire Chief
30.31. Fire Marshal
31.32. Governmental Affairs Manager
32.33. Governmental Affairs Manager (Public Safety)
33.34. Human Resources Manager (Benefits & Retirement, Employment & Classification, and Labor Relations)
34.35. Labor Relations Administrative and EEO Investigator
35.36. Labor Relations Analyst
36.37. Labor Relations Officer
37.38. Media and Communications Officer
38.39. Office of Public Safety Accountability Assistant Director
39.40. Police Chief
40.41. Principal Budget Analyst (Finance/Budget)
41.42. Supervising Deputy City Attorney
B. Mayor/Council Support (Unrepresented Unit 21)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Administrator of Government Relations
2. Chief of Staff to the Mayor
3. Council/Clerk Operations Manager
4. Council Representative
5. Office of Public Safety and Accountability Analyst
6. Office of Public Safety and Accountability Community Engagement Coordinator
7. Office of Public Safety and Accountability Deputy Inspector General
8. Office of Public Safety and Accountability Inspector General
9. Office of Public Safety and Accountability Investigator
10. Office of Public Safety and Accountability Senior Investigator
11. Senior Advisor to the Mayor
12. Senior Council Representative
13. Senior Policy Advisor
14. Special Assistant to the Mayor
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 26
C. Executive Management Support (Unrepresented Unit 22)
(Civil Service Exempt Unit/At-Will Classifications)
1. Executive Assistant (City Manager’s Office)
2. Executive Assistant (Mayor/Council)
3. Mayoral Aide (Mayor/Council)
4. Staff Assistant (Mayor/Council)
D. Mayor/Council (Unrepresented Unit 23)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Mayor
2. City Council
E. Non-Career (Unrepresented Unit 09)
(Civil Service Exempt Unit/At-Will Classifications)
1. Assistant Camp Caretaker*
2. Assistant Camp Chef*
3. Assistant Pool Manager*
4. Camp Aide*
5. Camp Caretaker*
6. Camp Chef*
7. Camp Host*
8. Camp Program Director*
9. Camp Recreation Leader*
10. Cashier (Aquatics)*
11. Dispatcher Recruit*
12. Emergency Medical Service Trainee*
13. Events Associate*
14. Events Duty Person*
15. Fire Recruit*
16. Graduate Student Trainee*
17. General Intern*
18. Lead Events Associate*
19. Lifeguard*
20. Marina Aide*
21. Mayor/Council Intern*
22. Nurse*
23. Nurse (Adaptive Recreation)*
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: June September 2025 Page 27
24. Pilot*
25. Police Background Investigator*
26. Police Officer Recruit*
27. Pool Manager*
28. Public Service Aide*
29. Reserve Evidence and Property Technician*
30. Reserve Police Records Specialist*
31. Senior Camp Sacramento Aquatics Leader
32. Senior Lifeguard*
33. Student Trainee*
34. Ticket Seller (Exempt)*
35. Youth Aide*
Last Reviewed: June September 2025 Page 28
DEFINITIONS
Confidential Employee
An employee who regularly participates in making or regularly has advance knowledge of decisions of the City affecting employee relations.
Employee
Except as otherwise provided for in a collective bargaining agreement, employee is defined as:
(a) A full-time career employee, or
(b) an employee who works within one year from each date of employment, in excess of 1,040 hours during a continuous period of employment of more than six (6) months
Employee Organization
As defined in California Government Code Section 3501.
Employee Relations Officer
The City Manager or their duly authorized representative.
Impasse
A deadlock in discussions between a recognized employee organization and the Employee Relations Officer over any matters concerning which they are required to meet and confer in good faith, or over the scope of such subject matter.
Management Employee
An employee having responsibility for formulating, administering, or managing the implementation of City policies and programs.
Mediation
As defined in California Government Code Section 3501.
Professional Employee
An employee engaged in work (a) predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical, or physical work, and (b) involving the consistent exercise of discretion and judgment in its performance, and (c) of such a character that the output produced or the result accomplished cannot be standardized in relation to a given period of time, and (d) requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of sp ecialized intellectual instruction and study in an institution of higher learning or a hospital, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual, or physical processes.
Proof of Employee Approval
Demonstrated under this Resolution by (a) an authorization card recently signed by an employee, or (b) employee dues deduction authorizations, using the payroll immediately
Last Reviewed: June September 2025 Page 29 prior to the date a petition is filed hereunder, except that deductions for more than one employee organization for the account of any one employee shall not be considered proof of employee approval for more than one employee organization, or (c) a verified authorization petition or petitions recently signed by an employee.
Recently Signed
Signed within one hundred eighty (180) days prior to the filing of a petition hereunder.
Recognized Employee Organization
As defined in California Government Code Section 3501.
Scope of Representation
As defined in California Government Code Section 3504.
Supervisory Employee
An employee having responsibility for assigning and directing the work of other employees, or for rewarding or disciplining them, or for adjusting their grievances, or effectively to recommend such action if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
Personnel Resolution Covering
Unrepresented Officers and Employees
February 11September 9, 2025
i
Table of Contents
ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS ........................................................... 1
1.1 APPOINTING AUTHORITY ............................................................................................................ 1
1.2 APPLICABILITY .............................................................................................................................. 1
1.3 TYPE OF APPOINTMENTS ........................................................................................................... 1
1.4 STAFF AIDE POSITIONS ............................................................................................................... 2
1.5 CITY SERVICE ............................................................................................................................... 2 ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME ......................................................... 2
2.1 HOURS OF EMPLOYMENT ........................................................................................................... 2
2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM ................................... 2
2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES .................................................................... 4
2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES ........................................................... 4
2.5 REMOTE WORK PROGRAM ......................................................................................................... 4
2.6 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 5
2.7 EMERGENCY RESPONSE BY DEPUTY FIRE CHIEF ................................................................. 5
2.8 EMERGENCY RESPONSE BY DEPUTY POLICE CHIEF ............................................................ 5 ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE ................................................ 5
3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) .......................................... 6
3.2 COVERED DEPENDENTS ............................................................................................................. 7
3.3 LIFE INSURANCE .......................................................................................................................... 7
3.4 LONG TERM DISABILITY .............................................................................................................. 8
3.5 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 8
3.6 DEFERRED COMPENSATION PLAN ............................................................................................ 8
3.7 SECTION 401(A) MONEY PURCHASE PLAN ............................................................................... 8
3.8 LONGEVITY PAY (CITY CHARTER) ............................................................................................. 9
3.9 LONGEVITY PAY (UNREP RESO) ................................................................................................ 9 ARTICLE 4 – RETIREMENT ........................................................................................................... 9
4.1 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 9
4.2 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 12 ARTICLE 5 – CHARTER OFFICERS ............................................................................................ 13
5.1 CHARTER OFFICER SALARIES ................................................................................................. 13
5.2 EXPENSE ALLOWANCE .............................................................................................................. 13 ARTICLE 6 – NON-CAREER EMPLOYEES ................................................................................. 14
6.1 NON-CAREER BENEFITS ........................................................................................................... 14
6.2 CITY HEALTH AND WELFARE CONTRIBUTION ....................................................................... 14
6.3 POOL SAFETY CLASSIFICATIONS ............................................................................................ 14
6.4 GENERAL INTERN CLASSIFICATION ........................................................................................ 15
6.5 TUITION REIMBURSEMENT – STUDENT TRAINEE ................................................................. 15 ARTICLE 7 – LEAVES ................................................................................................................... 15
7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS .......................................................... 16
7.2 VACATION .................................................................................................................................... 16
7.3 HOLIDAYS .................................................................................................................................... 17
7.4 MANAGEMENT LEAVE TIME ...................................................................................................... 21
7.5 ADMINISTRATIVE LEAVE TIME .................................................................................................. 22
ii
7.6 SICK LEAVE ................................................................................................................................. 22
7.7 PARENTAL PAY ........................................................................................................................... 24
7.8 INJURY-ON-DUTY ........................................................................................................................ 25
7.9 COURT LEAVE ............................................................................................................................. 25
7.10 CATASTROPHIC LEAVE ............................................................................................................. 26
7.11 BEREAVEMENT PAY ................................................................................................................... 26
7.12 FAMILY AND MEDICAL LEAVE ................................................................................................... 26
7.13 PERSONAL TIME OFF ................................................................................................................. 27
7.14 PAID CITY LEAVE (PCL) .............................................................................................................. 27 ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES ............................................................ 27
8.1 TRANSPORTATION AND PARKING ALLOWANCES ................................................................. 28
8.2 FIRE UNIFORM ALLOWANCE ..................................................................................................... 30
8.3 POLICE UNIFORM ALLOWANCE ................................................................................................ 30
8.4 TUITION REIMBURSEMENT ....................................................................................................... 30
8.5 STATE OF CALIFORNIA BAR DUES........................................................................................... 30
8.6 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 30
8.7 CONTINUING EDUCATION ......................................................................................................... 31
8.8 BILINGUAL PAY ........................................................................................................................... 31
8.9 TECHNOLOGY ALLOWANCE ..................................................................................................... 31
8.10 NOTARY PAY ............................................................................................................................... 31 ARTICLE 9 – MISCELLANEOUS .................................................................................................. 32
9.1 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES............................................................. 32
9.2 PAYROLL ERRORS ..................................................................................................................... 33
9.3 RETIREE COURT APPEARANCE FEES ..................................................................................... 34
9.4 OUT-OF-CLASSIFICATION PAY ................................................................................................. 34
9.5 SALARY STEPS FOR EMERGENCY MEDICAL SERVICE TRAINEE (EMS TRAINEE) .............. 35
9.6 SALARY RANGE ADJUSTMENTS FOR DESIGNATED CLASSIFICATIONS ............................ 35
1 ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS
1.1 APPOINTING AUTHORITY
a. For the City of Sacramento, appointing authority is vested with the Mayor, City Council members, and Charter Officers. Subject to applicable Rules and Regulations of the Civil Service Board , Council-adopted resolutions, and administrative policy instructions, appointing authority provides for the ability to hire City employees.
b. The Appointing Authority has the authority, subject to the approved Budget Resolution and administrative policy, to:
(1) Allocate full-time equivalent positions to specific job classifications and to establish rates of pay for incumbents in those classifications; (2) Change the number of exempt management positions under their administrative jurisdiction, so long as their total exempt management salary budget does not increase;
(3) Adjust the salary of individual exempt positions, so long as the total exempt salary budget for each department does not increase; and (4) Grant performance -based salary adjustments to unrepresented officers and employees consistent with employee appraisal procedures. Salary adjustments shall not apply to non -career employees.
1.2 APPLICABILITY
The terms of this Resolution apply to unrepresented employees of the City unless superseded by an employment contract approved by the City Council. This Resolution does not apply to any employee appointed as a retired annuitant.
1.3 TYPE OF APPOINTMENTS
a. Nothing in this Resolution shall create an express or implied covenant or contract or create a property right or tenure for any person appointed to unrepresented classifications covered by this Resolution. All unrepresented employees serve at the pleasure of the Appointing Authority. Consequently, just cause need not be established to impose discipline, and employees covered by this resolution have no rights to appeal the imposition of discipline.
b. This Personnel Resolution covers all unrepresented officers and employees of the City of Sacramento appointed or incumbent to any
2 position in the Executive Management, Executive Management Support, Mayor/Council Support, and Non-Career units as defined by the Employer- Employee Relations Policy . This Personnel Resolution applies to these positions whether the employee is considered full -time, part -time, seasonal, or appointed on a limited-term basis.
1.4 STAFF AIDE POSITIONS
The Director of Human Resources must approve the use of the title of Staff Aide.
Staff Aide may be used only in very limited situations, such as when a classification is needed either pending establishment of a new classification or a position is funded for a limited time and no appropriate classification exists. An employee may be appointed to the Staff Aide classification for a maximum of twelve (12) months. The salary for any Staff Aide position shall be established by the Director of Human Resources.
1.5 CITY SERVICE
City service for purposes of calculating benefits shall be calculated using each employee’s cumulative career employment with the City . For career part-time employees, City service shall be prorated. Th e use of prior employment for calculating the City service for rehired employees shall not create a right to retroactive benefits. This provision shall not apply to non-career employees. Non- career employees do not accrue Classification or City Service.
ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME
2.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal work week for full-time employees, who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA), shall consist of forty (40) hours of work during the normal work period. c. The normal work week shall not apply to employees exempt from the overtime provisions of FLSA. These employees are expected to work any amount of time required to perform the duties of their positions. d. The normal work week for part-time employees shall be determined by the Appointing Authority.
2.2 WORK SCHEDULES FOR FIRE ASSISTANT CHIEFS ASSIGNED TO SHIFT
COMMAND
a. Shift Command Assistant Chiefs
3 Three (3) Fire Assistant Chiefs will be assigned to Shift Command and shall be subject to the terms contained within this Section. With the exception of subsection (e), below, nothing in this Section shall apply to other Fire Assistant Chiefs who are assigned to temporarily cover any portion or all of a Shift Command shift.
b. Daily Hour Value
Upon the transfer from another non -Shift Command assignment to Shift Command, the Fire Assistant Chief’s leave banks will be adjusted to reflect
11.2 hours for each eight (8) hours in the existing leave bank. Upon transfer from Shift Command to another non -Shift Command Fire Assistant Chief assignment, the Fire Assistant Chief’s leave bank will be adjusted to reflect eight (8) hours for each 11.2 hours in the existing leave bank. The conversion is completed by multiplying or dividing the current balances by the daily hour value of 1.4, depending on whether the employee is going from-or-to a shift command assignment.
c. Annual Anticipated Hours
The base annual salary for Fire Assistant Chiefs assigned to Shift Command will be the same as for Fire Assistant Chiefs not so assigned, but their hourly rate is calculated based upon an anticipated 2,912 paid hours for each calendar year.
d. Schedule and Hours
Shifts for Fire Assistant Chiefs assigned to Shift Command shall begin at 7:00 a.m. and end at 7:00 a.m. the following morning. Fire Assistant Chiefs on Shift Command assignment will work a rotating schedule of two (2) consecutive twenty-four ( 24) hour shifts followed by four (4) consecutive twenty-four (24) hour shifts off duty. The duty schedule is as follows:
“X” denotes work day or duty shift
“O” denotes day off or shift off duty
X-X-O-O-O-O-X-X-O-O-O-O
Payroll records will correctly reflect the above work schedule of Fire Assistant Chiefs assigned to Shift Command commencing with the first pay period that begins after the effective date hereof. Example: A twenty -four (24) hour shift beginning at 7:00 a.m. on a Monday and ending at 7:00 a.m. on a Tuesday will show seventeen (17) hours on-duty time on Monday and seven (7) hours on-duty time on Tuesday.
e. FLSA Exemption and Fire Assistant Chief Coverage
(1) Fire Assistant Chiefs are exempt from the provisions of the Fair
4 Labor Standards Act (FLSA) and shall not be eligible to accrue compensating time off or earn overtime pay for time worked in excess of their schedule.
(2) Notwithstanding the FLSA exemption described above, when a Fire Assistant Chief is required to work during their scheduled time off to fill the role of a Fire Assistant Chief on Shift Command due to a vacancy or absence, the Fire Assistant Chief who is fil ling in shall be compensated at their base hourly rate, and if eligible, the contractual longevity incentive described in Section 3.9, Longevity Pay (City Charter ), below, for all hours worked on the additional Shift Command shift.
2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM
The City's Voluntary Work Furlough/Reduced Workweek Program shall be available to unrepresented full -time employees on the same terms as apply to represented employees. The benefit plan for eligible employees shall not be reduced or prorated by participation in such work reductions.
2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES
a. All overtime shall be calculated and paid consistent with FLSA requirements. Overtime compensation shall be paid by cash payment or compensating time off (CTO) as determined by the Appointing Authority. b. Employees may accrue up to one hundred and twenty (120) hours of CTO. c. An employee’s request to use accrued CTO must be made in advance and shall be at the discretion of the Appointing Authority. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
d. Upon termination from City service, employees shall be paid for any unused CTO hours at the rate of pay at the time of separation.
2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES
a. All overtime for non-career employees shall be calculated and paid consistent with FLSA requirements. Non -career employees shall be compensated for overtime with pay at one and one-half (1-1/2) times the regular rate of pay in cash payment.
b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour work week.
2.5 REMOTE WORK PROGRAM
5 Employees may work remotely, at the discretion of the Appointing Authority, in a manner consistent with the City’s Remote Work Policy.
2.6 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority, in Alternative Work Schedule Program such as 9/80 or 4/10 schedules. Employee participation in Alternative Work Schedule Program shall be dependent on employee performance and shall not disrupt department operations.
2.7 EMERGENCY RESPONSE BY DEPUTY FIRE CHIEF AND FIRE ASSISTANT CHIEF
When a Deputy Fire Chief or a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or as part of 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 the time they return.
2.8 EMERGENCY RESPONSE BY DEPUTY POLICE CHIEF
When a Deputy Police Chief 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.
ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE
The fringe benefit plan described in this Article shall be available to full -time Executive Management, Mayor/Council Support, and Executive Management Support employees.
The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code § Section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions as defined in Section
3.1, Health and Welfare Contribution (City Contribution) . For employees that elect to participate in a City-sponsored health plan, one-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to t he City’s medical, dental, and vision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA) , whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
The City shall make the contributions provided in Section 3.1 on either a 100% or 50% basis for full -time, part-time, and non -career (+1,040) employees. Except as provided
6 herein, the City contribution shall be applied toward the premiums for City -sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of the City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid (89.6 hours for Fire Assistant Chief on Shift Command) = 100% contribution; 40 -63.9 hours paid (56-89.5 hours for Fire Assistant Chief on Shift Command) = 50% contribution.
3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) a. Employee Only
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee only shall be up to a maximum of $955 971 per month.
b. Employee Plus One (1) Dependent
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus one (1) dependent shall be $1,54520 per month.
c. Employee Plus Two (2) or More Dependents
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents shall be $2,05126 per month.
d. Effective the first paycheck of 2025, for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50) of premium increases, up to a total City dollar maximum contribution of twenty -five dollars ($25) per month, rounded up to the nearest whole dollar, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked plans ((twenty -five dollar) ($25) 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.d. For employees enrolled in an Account -Based Health Plan (ABHP), as defined by the City, the contributions shall be as specified above. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City contribution shall be credited to the employee’s Health Savings Account (HSA), to the extent allowed by law. f.e. Full-time employees not enrolled in a City -sponsored medical plan shall receive up to $ 747 per month to purchase City-sponsored dental and vision coverage.
g.f. Employees who are eligible to receive the City contribution who do not
7 provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage.
h.g. Employees shall not receive any unused portion of the City contribution as cash.
i.h. In addition to the City contribution received above, the City Manager, City Attorney, City Auditor, City Clerk, and City Treasurer shall receive three percent (3%) of base salary to apply to optional benefits.
3.2 COVERED DEPENDENTS
a. Funds used to pay the health insurance premium cost for a domestic partner and/or a domestic partner's dependent children shall be in accordance with Federal and State tax laws.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California may cover the domestic partner and/or the domestic partner's children, under the employee's City - sponsored medical, dental, or vision plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 3.1.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age twenty-six (26) who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age twenty-six ( 26) who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of twenty-six (26) in which the City has received notice of a Qualified Domestic Relations Order of required coverage; and disabled unmarried children over the age of twenty-six (26) who reside with the employee . The definition of dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.
3.3 LIFE INSURANCE
a. City-paid basic life insurance shall be:
Group Amount
8 Executive Management, Executive Management Support
and Mayor Council Support $50,000
City Attorney, City Auditor, City Clerk and City Treasurer $100,000 City Manager $150,000
b. Optional Employee-Paid Insurance:
Executive Management, Mayor/Council Support, and Executive Management Support employees may purchase, at their expense, City- sponsored supplemental life insurance subject to limitations specified by the insurance carrier.
3.4 LONG TERM DISABILITY
Executive Management and Mayor/Council Support employees shall receive City-paid long-term disability insurance.
3.5 FLEXIBLE SPENDING ACCOUNTS
The City offers a Flexible Spending Account program to employees as permitted by Internal Revenue Code and associated Regulations.
3.6 DEFERRED COMPENSATION PLAN
Executive Management, Mayor/Council Support, and Executive Management Support career employees may participate in the City's Deferred Compensation 457(b) Plan (Plan) to the extent allowed by law and the Plan documents.
Each participant in the Plan shall contribute one dollar and fifty cents ($1.50) per month from their Plan balance to the Plan’s administrative allowance account.
3.7 SECTION 401(A) MONEY PURCHASE PLAN
The City’s established Internal Revenue Code (IRC) § Section 401(a) Plan shall be made available to eligible career employees and participation for eligible employees shall be mandatory. The Plan shall conform to all IRC requirements.
Contributions to the Plan shall be as follows:
a. For Executive Management and Mayor/Council Support regular employees the City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary.
b. For Executive Management Support regular employees, the City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary.
c. The 401(a) Plan shall conform to all IR C requirements. Vesting of City
9 funds occurs with enrollment consistent with the Internal Revenue Code, and the 401(a) plan documents.
3.8 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided under Section§ 108 of the City Charter. The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). This lLongevity pay is provided for in the City Charter and not through this Resolution. In the event changes are made to the City Charter, those changes shall supersede the provisions of this Resolution.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation.
3.9 LONGEVITY PAY (UNREP RESO)
Effective June 15, 2024, Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) employees, excluding the City Manager, City Attorney, City Clerk, City Treasurer, City Auditor, Director of Public Safety Accountability, and Assistant City Managers, 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. Effective January 10, 2026, Assistant City Managers will be eligible for longevity 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 1.5, City Service.
ARTICLE 4 – RETIREMENT
4.1 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or eligible survivor dependents shall receive City retiree insurance contributions for medical, dental, and vision insurance benefits from the City as follows:
a. The maximum City contribution toward s the purchase of medical, dental, or vision insurance for retirees is up to three hundred dollars ($300) per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive up to an additional sixty-five dollars ($65) per month, for a total maximum monthly City contribution up to three hundred and sixty -five dollars ( $365). Retirees shall not receive any unused portion of the City contribution as cash.
10 b. Retiree Insurance Contributions for Employees Retiring on or after July 1, 1992
(1) Employees retiring with thirty (30) or more years of City service shall be eligible for up to the City's maximum retiree health insurance contribution identified in subsection 4.1(a) above on the date of retirement without regard to age.
(2) Employees retiring with a minimum of twenty (20) full years of City service but less than thirty (30) full years of City service who are at least fifty (50) years of age shall receive up to one hundred percent (100%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(3) Employees retiring with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service who are at least fifty (50) years of age shall receive up to seventy-five percent (75%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(4) Employees retiring with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service who are at least fifty (50) years of age shall receive up to fifty percent (50%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
(6) An employee who does not retire from the Sacramento City Employee Retirement System or CalPERS within one -hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase a non -City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated. d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible
11 dependents must enroll in Medicare Parts A and B upon being eligible for such benefits. Medicare retirees may elect to pa rticipate in a City - sponsored Medicare medical plan or purchase an individual Medicare plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare plan without restriction to the amount of time that the retiree has waived a City-sponsored medical plan. 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 4.1(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution identified in subsection 4.1(a) above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in -line-of-duty survivor benefits will be eligible for up to one hundred percent (100%) of the City’s applicable maximum retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in subsection 4.1(b). h. Limitation Clause
No employee or retiree shall have any rights provided by this Section 4.1 after June 267, 20256.
i. Elimination of Retirees or Survivor Dependents Benefits No employee hired, reemployed, or rehired on or after July 20, 2012, shall
12 be eligible for any benefits provided by this Section 4.1. Employees being recalled from layoff or transferring to unrepresented classifications after July 20, 2012, shall be ineligible for any benefits by this Section, unless the employee was eligible for retiree or survivor dependent benefits at the time of layoff or transfer.
4.2 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers shall pay eight percent (8%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous classic members shall, from the date of the amendment, pay the seven percent (7%) employee contribution and one percent age point (1%) of the employer contribution through PERS cost-share. If this PERS cost-share is not approved by a vote of the unrepresented unit miscellaneous employees, the one percent (1%) cost -share will remain in the City’s account. Classic members in miscellaneous classifications shall qualify for the 2% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(2) Police Safety
Executive Management Police Safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost -share agreement in which Executive Management Police Safety classic members shall, from the date of the amendment, pay the nine percent (9%) employee contribution and three percent age points (3%) of the employer contribution through PERS cost -share. If this PERS cost-share is not approved by a vote of the unrepresented Executive Management Police Safety unit employees, the three percent (3%) cost -share will remain in the City’s account. Classic members in Executive Management Police Safety classifications shall qualify for the 3% at 50 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(3) Fire Safety
Executive Management Fire Safety employees shall pay twelve percent ( 12%) of the employer’s contribution to the PERS retirement plan. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire
13 safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law (pay and report). If necessary, the contract with PERS shall be amended to reflect the proper allocation of funds. Classic members of Executive Management Fire Safety classifications shall qualify for the 3% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
b. Member Contribution to PERS Retirement Plan – New Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers hired after December 31, 2012, shall be members in the PERS on terms consistent with Public Employees’ Pension Reform Act (PEPRA). New members in miscellaneous classifications shall qualify for the 2% at 62 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.
(2) Safety
Executive Management Safety employees hired after December 31, 2012, shall be members in the PERS on terms consistent with PEPRA. New members in safety classifications shall qualify for the
2.7% at 57 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty -six (36) consecutive months of compensation.
ARTICLE 5 – CHARTER OFFICERS
5.1 CHARTER OFFICER SALARIES
The salaries for the City Attorney, City Auditor, City Clerk, City Manager, and City Treasurer shall be modified only by City Council action and approval.
5.2 EXPENSE ALLOWANCE
The City will pay to the City Manager a sum of four hundred dollars ( $400) per month for City expenses for which no vouchers need be furnished. The City will pay to the City Attorney, City Auditor, City Clerk, and City Treasurer a sum of three hundred and fifty dollars ( $350) per month for City expenses for which no vouchers need be furnished.
14 ARTICLE 6 – NON-CAREER EMPLOYEES
6.1 NON-CAREER BENEFITS
Except as provided herein, unrepresented non-career (+1,040) employees do not accrue benefits.
6.2 CITY HEALTH AND WELFARE CONTRIBUTION
a. Employees in the classification of Fire Recruit shall receive the same City monthly health and welfare contribution amount as provided for the classification of Firefighter in the applicable Memorandum of Understanding.
b. Employees in the classification of Police Officer Recruit and Community Service Officer (Limited-Term) shall receive the same City monthly health and welfare contribution amount as provided for the classification of Police Officer in the applicable Memorandum of Understanding.
c. Employees in the classification of Dispatcher Recruit shall receive the same City health and welfare contribution amount as provided for the non- supervisory Dispatcher classification in the applicable Memorandum of Understanding.
d. Non-Career employees under this Section are not eligible to receive any unused portion of the City contribution as cash.
6.3 POOL SAFETY CLASSIFICATIONS
Employees holding classifications designated as pool safety positions may be eligible for additional compensation for qualifying work associated with the summer aquatics program. Such compensation is authorized solely for the purpose of recruiting and retaining qualified employees at City-operated swimming pools. Said employees shall be paid additional compensation as follows:
a. Certification Fee Reimbursements
Upon submittal of documents showing successful completion of the required water safety courses and receipts showing fees paid, the City shall reimburse eligible employees up to two hundred ( $200) for completing their certification course work.
b. Recruitment Incentive
Upon successful completion of eighty (80) hours of work in a designated pool safety classification, the City shall pay eligible employees a lump sum amount of two hundred dollars ($200).
15 c. Retention Incentive
Upon successful completion of work during the entire summer aquatics season, the City shall pay eligible employees a lump sum amount of four hundred dollars ($400).
6.4 GENERAL INTERN CLASSIFICATION
Individuals holding the classification of General Intern may be eligible for additional compensation for qualifying work. Additional compensation in the amounts described below is authorized solely for the purpose of recruiting and retaining qualified interns. General Interns may be paid additional compensation as follows:
a. General Interns
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns a lump sum amount of two hundred and fifty dollars ($250).
(2) Retention Incentive
Upon successful completion of three hundred and twenty (320) hours of work, the City may pay eligible General Interns a lump sum amount of five hundred dollars ($500).
b. General Interns in the City Attorney’s Office
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of five hundred dollars ($500). (2) Retention Incentive
Upon successful completion of four hundred (400) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of one thousand and five hundred dollars ($1,500).
6.5 TUITION REIMBURSEMENT – STUDENT TRAINEE
Employees in the classification of Student Trainee, who are in the Police Officer hiring pipeline, may be eligible for tuition reimbursement pursuant to Section 8.4.
ARTICLE 7 – LEAVES
16 7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS
Unless provided otherwise in this Article, leave hours shall accrue over twenty-four (24) pay periods per year, during the first two (2) pay periods of each month.
7.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section§ 107 of the City Charter . Based on length of City service, the accrual of annual vacation allowances shall be as follows:
Non-Shift Command Hours
Length of Service Annual Vacation Allowance
1 to 5 years 10 days/80 hours
5 years and 1 day to 15 years 15 days/120 hours
more than 15 years 20 days/160 hours
Shift Command Hours
Length of Service Annual Vacation Allowance
1 to 5 years 112 hours
5 years and 1 day to 15 years 168 hours
more than 15 years 224 hours
b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service Board , unless an exception is authorized by the City Manager under appropriate circumstances. For Charter Officers , exceptions to the rules for vacation allowance administration shall be authorized by the Mayor or the Mayor’s designee.
Employees other than Fire Assistant Chiefs assigned to Shift Command may accumulate a maximum of four hundred and eighty (480) vacation hours. Fire Assistant Chiefs assigned to Shift Command may accumulate a total of six hundred and seventy-two (672) hours. Once these maximums is are reached, there shall be employees will no further longer vacation accrueal vacation until the such time as the employee’s vacation leave balances falls below four hundred and eighty (480) hours the applicable maximum.
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 election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in -lieu
17 payment will be made to the employee on the last paycheck in March of the calendar year following the election. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in-lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
7.3 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays for eligible employees:
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 Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
(1) To be eligible for holiday pay, the employee must be in a paid work status the scheduled workday before and after the recognized holiday. Any payable leave time, such as vacation, and sick shall be considered hours worked for the purpose of holiday pay eligibility. (2) A part-time employee, including an employee in a work-sharing program, and non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:
Number of
Recognized Holidays
in the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
0.5 18 28.8
1.0 16 25.6
18 1.5 14 22.4
2.0 12 19.2
An employee paid for less than the minimum number of hours required for the 50% benefit shall receive no recognized holiday benefit.
(3) Non-career (-1,040) employees shall not receive recognized holiday benefits.
c. Holiday Observance
(1) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
i. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
ii. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
(2) If an employee's schedule differs from the traditional Monday - Friday workweek in which a recognized holiday falls, the following shall apply:
i. The actual dates as listed above shall be considered as the employee's holiday.
ii. If the recognized holiday falls on the employee's scheduled day off, the employee shall receive holiday earned for the hours of the holiday benefit.
d. Employee Holiday Earned Accrual (Non-Safety)
Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) employees (excluding Charter Officers, department heads, classifications above department head, Deputy Fire Chiefs, and Deputy Police Chiefs, Fire Assistant Chiefs (all shifts), and the Fire Marshal) who are required by their supervisors to work on a holiday shall receive Holiday Earned Credit leave 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.
e. Employees may accumulate a maximum of eighty (80) hours of Holiday Earned hours pursuant to (c) and (d), above . Once the maximum is reached, there shall be no further Holiday Earned accrual until the
19 employee’s balance falls below eighty (80) hours. Holiday Earned may be taken by the employee at the discretion of the department head. f. Holiday Hours for Deputy Fire Chiefs , and Deputy Police Chiefs , Fire Assistant Chiefs Not Assigned to Shift Command, and Fire Marshal Deputy Fire Chiefs , and Deputy Police Chiefs , Fire Assistant Chiefs not assigned to Shift Command, and Fire Marshal regularly scheduled to work on a recognized holiday shall receive Hholiday Earned leavecredit up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday. Holiday Earnedcredit accumulations shall be limited to a maximum carryover 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.
g. Floating Holidays
(1) Accrual
i. In addition to the recognized holidays specified above, except as provided below, employees shall receive the
equivalent of two (2) floating holiday s per fiscal year on an accrual basis as follows:
1. Each full-time Executive Management, Mayor/
Council Support, and Executive Management Support
employee shall accrue sixteen (16) hours of floating
holiday per calendar year at the rate of forty (40)
minutes on each of the first two (2) paychecks each
month, as long as the employee is in paid status forty
(40) or more hours of salary on the paycheck that the
accrual would occur.
2. A part-time Executive Management, Mayor/Council
Support, or Executive Management Support
employee, including an employee in a work sharing
program, or a non-career (+1,040) employee shall
accrue floating holiday credit based on the number of
hours for which the employee was paid in that bi -
weekly pay period: 64 or more hours paid = 100%
accrual [forty (40) minutes per each eligible
paycheck]; 40-63.9 hours paid = 50% accrual [twenty
(20) minutes per each eligible paycheck].
ii. Non-career ( -1,040) employees shall not receive floating holiday benefits.
20 (2) Administration
i. The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designated
representative.
ii. An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual.
There shall be no cash out of floating holiday hours, either annually or upon separation.
h. Holiday Hours for Fire Assistant Chief Assigned to Shift Command (1) In lieu of the recognized holidays identified in Section 7.3(a), Recognized Holidays, Fire Assistant Chiefs who are assigned to the Shift Command schedule shall be credited with holiday accrual at the rate of six (6) hours and thirty -two (32) minutes on the first two paychecks of each month. Employees may accumulate twenty-four (24) hours of holiday leave, after which all remaining accruals shall be paid to the employee at the employee’s base rate of pay including, if eligible, the contractual longevity incentive described in Section 3.9, Longevity Pay (City Charter).
(2) Holiday hours shall be credited to an employee consistent with ( h) (1) only while the employee is in paid status.
(3) Holiday hours shall be used to offset vacation time as follows:
iii. Employees earning ten (10) vacation days per year: Holiday Earned = 1:36/shift
iv. Employees earning fifteen (15) vacation days per year:
Holiday Earned = 3:00/shift
v. Employees earning twenty (20) vacation days per year:
Holiday Earned = 1:36/shift
vi. Employees earning twenty (20) vacation days per year and who sell back one (1) week in lieu of vacation: Holiday Earned = 3:00/shift
(4) Fire Assistant Chiefs who are returning from a Shift Command schedule shall convert any accrued holiday hours in a manner consistent with Section 2.2(b).
h. Holiday Earned Accumulation
21 Employees may accumulate a maximum of eighty (80) hours of holiday earned hours. Once the maximum is reached, there shall be no further holiday earned until the balance falls below eighty (80) hours. Holiday earned may be taken by the employee at the discretion of the department head.
i. Closure of Operations on Half Holidays
The City may opt to close operations on Christmas Eve or New Year’s Eve.
If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy.
7.4 MANAGEMENT LEAVE TIME
a. Executive Management and Mayor/Council Support employees exempt from the overtime provisions of FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week but shall be expected to devote as much time to their employment as may be necessary for the efficient operation of City government.
b. Executive Management and Mayor/Council Support employees determined by the City to be exempt from the overtime provisions of the FLSA shall be credited with eighty (80) hours of management leave time each calendar year , with the time posted to each employee’s leave balances the first pay period in January. Executive Management and Mayor/Council Support employees appointed after January 1 of a calendar year shall be entitled to a pro rata share of eighty (80) hours of management leave time based upon the number of full months remaining in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
Full-time career Executive Management and Mayor/Council Support employees who receive management leave time pursuant to this subparagraph shall have the option to receive a cash payment for up to forty (40) hours in lieu of the equivalent management leave accruals in the calendar year following the date the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising such option shall be required to sign 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.
(2) Any employee exercising the option to receive cash in lieu of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed.
22 (3) The employee shall receive the in-lieu payment on the first paycheck in February of the year following the date of the election. (4) Payment for up to forty (40) hours shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
c. Management leave time shall not accumulate from year to year, and any management leave time not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited.
d. There shall be no cash out of management leave time upon separation. e. Part-time Executive Management and Mayor/Council Support employees shall be credited with a prorated amount of management leave.
7.5 ADMINISTRATIVE LEAVE TIME
a. Executive Management Support employees shall be credited with twenty- four (24) hours of administrative leave time each fiscal year. Such time will be posted in the first pay period in July. Executive Management Support employees hired after July 1 of a fiscal year shall be entitled to a prorated share of administrative leave time based upon the number of full months remaining in that fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the employee’s immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year, and any administrative leave time not used in the fiscal year in which it was awarded shall be forfeited. There shall be no cash out of administrative leave time.
c. Part-time Executive Management Support employees shall be credited with a prorated amount of administrative leave.
7.6 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. Part-time career and non -career employees earn sick leave on a pro -rata basis per the Rules and Regulations of the Civil Service Board and/or California’s Healthy Workplaces, Healthy Families Act of 2014.
23 (2) Employees who have sick leave of at least four hundred and eighty (480) hours on regular schedules or six hundred and seventy -two (672) hours on Shift Command schedules 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 sick leave accrual of not more than twenty -four (24) hours on standard schedules or thirty-three point six (33.6) hours on Shift Command schedules of sick leave during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the election.
(3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable electio n.
Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(4) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash Out
(1) PERS
i. PERS members hired , reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of
continuous City service, are eligible to cash out sick leave upon separation for reasons of retirement, resignation, layoff or death as follows:
1. Eligible employees may receive a cash payment
equal to thirty-three and one -third percent (33 -1/3%) of the total sick leave credits accumulated (to the
nearest full day) by the employee on the date of their
retirement, resignation, or layoff.
2. Eligible employees with an effective retirement date from PERS within one hundred twenty (120) calendar
days of their separation from City service may also
convert any or all of their total sick leave credits
accrued, less any payment received pursuant to
subparagraph 1, above, to PERS service credit as of
24 the date of their retirement consistent with and
pursuant to the PERS contract with the City, as
amended.
3. 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 subparagraph 1, above, may
receive payment for thirty -three and one -third (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.
ii. Employees hired, reemployed, or rehired on or after January 1, 2005, shall not be eligible for cash out payment of any portion of accumulated sick leave credits.
iii. PERS members may convert their sick leave balance to service credit pursuant to the PERS contract with the City upon separation of employment from the City for retirement, without regard to date of hire, reemployment, or rehire. iv. No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon retirement, SCERS members eligible to accumulate sick leave credits shall receive a cash payment representing the value of thirty -three and one-third percent (33 -1/3%) of the sick leave credits (rounded to the nearest full day) accumulated to the date of retirement.
c. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
d. The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all covered employees.
7.7 PARENTAL PAY
25 Pursuant to the City’s Leave Administration Policy, full-time employees who have completed at least three (3) years of full-time career City service from the most recent date of hire are eligible for parental pay of up to one hundred and sixty (160) hours of continuous time off. Part -time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody; or
b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.
7.8 INJURY-ON-DUTY
a. Full-time career employees shall receive benefits for injuries suffered in the performance of their duties consistent with Section § 253 of the City Charter. In the event changes are made to the City Charter, those changes shall supersede the provisions of this Resolution. To the extent permitted by law, the City shall receive a credit for the benefits provided pursuant to Charter § Section 253 against future workers’ compensation benefits. a.b. Safety employees may also be entitled to benefits pursuant to California Labor Code § 4850, as amended.
b.c. If the employee qualifies for temporary disability benefits after exhausting the one-year leave of absence for workplace injuries described in Charter § Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave pursuant to policy for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.
7.9 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the
26 time of such absence.
b. If a swing shift or graveyard shift employee has served an amount of time that exceeds one-half of the employee’s next scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift. If the employee is in court or on jury duty less than one-half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance.
e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.
f. When a non-career employee is regularly scheduled to work and is ordered to appear in court or report for jury duty, such employee shall be entitled to court leave benefits in accordance with the above -stated procedure.
7.10 CATASTROPHIC LEAVE
Employees are entitled to catastrophic leave pursuant to, and consistent with, the City’s Leave Administration Policy.
7.11 BEREAVEMENT PAY
An employee may receive up to twenty-four (24) working hours of City bereavement pay for time taken off for the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandchild, or grandparent. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service Board for additional time off or to attend to other death, bereavement, or funeral needs.
Bereavement Pay is expressly excluded from the conversion requirements set forth in Article 2.2 (b) of the Agreement for Fire Assistant Chief on Shift Command.
7.12 FAMILY AND MEDICAL LEAVE
27 Employees may be entitled to leave pursuant to the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and/or Pregnancy Disability leave (PDL) consistent with the City’s Leave Administration Policy.
7.13 PERSONAL TIME OFF
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal leave at the beginning of the first pay period in January of each year. Part -time career employees who have completed ten (10) full years of City service shall be credited with a prorated amount of time based on their regular schedule.
b. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
c. Non-career employees are not eligible for personal leave benefits. c.d. Personal Time Off is expressly excluded from the conversion requirements set forth in Article 2.2 (b) of the Agreement for Fire Assistant Chief on Shift Command.
7.14 PAID CITY LEAVE (PCL)
a. Employees who were both in an unrepresented classification in Units 20, 21, or 22, and on the payroll on April 9, 2022, were granted thirty-five (35) hours of Paid City Leave (PCL). Employees who were both in an unrepresented classification in Units 20, 21, or 22, and on the payroll on October 31, 2022, were granted thirty-five (35) hours of PCL. This Paid City Leave (PCL) shall not expire, and shall have no cash value except upon separation from City service. Employees with a balance of the PCL upon separation shall receive a payment for the PCL balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
b. The total maximum number of PCL an employee may receive is seventy (70) hours. Employees who promote or transfer to a classification covered by the Unrepresented Resolution and who previously received PCL hours while employed in a represented classification covered by a memorandum of understanding (MOU) that provided PCL, may carry over the balance of their remaining PCL hours, if any . However, under no circumstance will any employee be provided more than a total of seventy (70) PCL hours.
ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES
28 8.1 TRANSPORTATION AND PARKING ALLOWANCES
a. Reimbursement for Use of Privately-Owned Vehicles
(1) Charter Officers or their designees may offer reimbursement for the use of privately -owned vehicles on City business or as compensation in lieu of the use of City vehicles on City business subject to the limits identified in this aArticle. Employees receiving a vehicle allowance prior to August 8, 2013, may continue to receive the amount of that reimbursement, even if in excess of the limits set below:
Executive Team Members $500/month
Division Managers $250/month
Professional Level $0 - $175/month
Support/Miscellaneous Staff $0 - $100/month
(2) Executive Management and Mayor/Council Support employees shall receive City -provided parking. Executive Management Support employees are eligible for City-provided parking. (3) Employees receiving less than two hundred and fifty dollars ($250) in monthly vehicle allowance may receive out -of-town mileage reimbursement. Reimbursement for out-of-town mileage shall be at the general mileage reimbursement rate (minus twenty-five ( 25) miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
b. Any automobile operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount at least equal to $100,000 per person, $300,000 per accident, and property damage limits at least equal to $50,000 (100/300/50).
c. Monthly Bus Transportation Reimbursement
(1) Sacramento Regional Transit District (SRTD)
Full-time Executive Management, Mayor/Council Support, and Executive Management Support employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City -paid SRTD monthly non -zone sticker pass in lieu of the City-paid parking and vehicle allowance. Part -time employees shall be eligible for a fifty percent (50%) price discount on the monthly non-zone sticker pass. The employee must notify
29 the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that next month. Non -career employees shall not be eligible for the allowance. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(2) Other Public Transportation
Eligible full-time employees, as described in Section 8.1(c)(1), who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home-to-work commuting, are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City -paid parking and vehicle allowance. Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division, prior to the first day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred and twenty dollars ($120). An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Downtown Parking Subsidy
i. Eligible full -time Executive Management Support
employees, as described above, who work in the downtown area, shall receive a ninety dollar ( $90) per month
transportation allowance. Part -time Executive Management Support employees who work in the downtown area shall
receive a sixty dollar ( $60) per month transportation
allowance. Non-career employees shall not be eligible for the allowance.
ii. Employees who receive City -paid parking as described in Section 8.1 shall not be eligible for the downtown parking subsidy.
d. Discounted Parking Rates
Discounted parking will be available to Executive Management Support employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. e. City Vehicle Retention
30 The City Manager /Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on -call assignments, and other special or emergency assignments. Employees having custody of City vehicles must reside within thirty-five (35) air miles from the freeway interchange at W -X, 29th-30th Streets, so as to provide the citizens of this City with an effective response capability to emergencies.
8.2 FIRE UNIFORM ALLOWANCE
Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty-five dollars ($ 35) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
8.3 POLICE UNIFORM ALLOWANCE
Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty -five dollars ($ 35) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
8.4 TUITION REIMBURSEMENT
Employees will be reimbursed for the cost of tuition up to a maximum of one thousand and five hundred dollars ( $1,500) per calendar year, pursuant to the City's Employee Educational Assistance Program, as amended. In addition, the employee’s department may authorize tuition reimbursement for training through other approved sources. Except as provided in Section 6.5, Tuition Reimbursement, non-career employees are not eligible for tuition reimbursement.
8.5 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after being provided documentation establishing payment was made by the employee requesting the reimbursement.
8.6 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.
31 8.7 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.
8.8 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be operationally necessary. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient and, if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process necessary to authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of forty dollars ($40) per month for any month in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.
8.9 TECHNOLOGY ALLOWANCE
a. If the City requires an employee in the Executive Management, Executive Management Support, or Mayor/Council Support unit to be generally accessible via technology device for the conduct of City-related business, the City shall provide a technology allowance in accordance with the provisions of this Section.
b. Employees in the Executive Management, Executive Management Support, or Mayor/Council Support units may be authorized a monthly technology allowance of up to one hundred dollars ($100). c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular phone and service that is available to conduct City-related business. The employee shall provide , and the City may publish, the cellular phone number to designated individuals and organizations with whom the employee normally conducts City-related business.
8.10 NOTARY PAY
An Executive Management Support employee who is required to maintain, or who obtains for City benefit, a notary registration shall receive a monthly certification pay of thirty dollars ($30).
32 ARTICLE 9 – MISCELLANEOUS
9.1 RESTRICTIONS UPON OFFICERS AND EMPLOYEES
a. Consistent with Sacramento City Code 2.16.010, n o employee shall be interested directly or indirectly in any contract or transaction with the City or with any department, board, officer or employee thereof, nor become surety for the performance of any contract made with or for the City upon bonds given to the City.
b. No employee shall receive any commission, money or thing of value, or derive any profit, benefit or advantage, directly or indirectly, from or by reason of any dealings with or service for the City by the employee or others, except the lawful compensation paid to such employee. c. No employee shall hold status in more than one (1) classification, nor receive more than one (1) salary from the City for the same work or hours of work.
9.21 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES
a. 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 contrary to the most effective performance of the mission 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 Appointing Authority or designated representative.
c. Employees shall submit annual requests for approval for off -duty employment at the beginning of each fiscal year.
d. 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 with the express written authorization of the Appointing Authority).
33 (4) In any off-duty position while on sick leave or injured-on-duty status. e. An employee may request authorization for off-duty employment by forwarding a letter of request to the Appointing Authority. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
f. The Appointing Authority will notify in writing to the employee of action taken on the request for off -duty employment. A copy of the letter will be retained in the employee’s personnel file.
g. Authorization for off-duty employment may be revoked at the discretion of the Appointing Authority at any time.
h. Part-time, seasonal, or limited-term employees are not subject to the restrictions of this Section.
9.32 PAYROLL ERRORS
a. In the event an error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, reimbursement to the City shall be mutually agreed to between the parties and shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from useable vacation, compensating time off (CTO), or holiday credit balances equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.
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, which leads to collection efforts or other legal remedies, the overpayment collection shall not exceed twenty-six (26) pay periods. c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee
34 in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
9.43 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in their capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for their particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty-five dollars ($125) for a full day or seventy-five dollars ($75) for a half day, which is defined as four hours or less.
Nothing herein shall serve to establish an employment relationship for any purpose, including, but not limited to, employee benefits, reimb ursements, compensation, court cancellation fee, or any other rights.
9.54 OUT-OF-CLASSIFICATION PAY
a. Unit 09
Temporary assignments to higher classifications shall be permitted only in those classifications where , in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to perform the duties of a higher classification shall be compensated for the duration of the ou t-of- classification assignment by the payment of five percent (5%) of the base rate of pay the employee received prior to the out -of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification. Departments shall establish internal tracking and approval systems for out-of-classification pay administration. b. Units 20, 21, and 22
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out -of-classification pay up to a maximum of ten percent (10%) the employee’s base rate of pay, but not more than the maximum salary of the higher classification. A department head may approve out -of-classification pay greater than ten percent (10%) with written justification and approval by the appropriate Charter Officer. Employees shall not receive out-of-classification pay in a department head’s absence, unless the department head is on a leave of absence of at least ten (10) consecutive calendar days for a reason identified in the City’s Leave Administration Policy , and the full range of responsibilities and decision-making authority of the department head has been delegated to the employee. Additionally, employees are not eligible for out-of-classification pay when their job specification states they may act in the absence of the department head.
35 9.65 SALARY STEPS FOR EMERGENCY MEDICAL SERVICE TRAINEE (EMS
TRAINEE)
a. EMS Trainee shall be a non -career, part-time classification for recruiting and training to learn the duties of a Fire Service Paramedic for the Sacramento Fire Department.
b. The EMS Trainee classification shall consist of five (5) salary steps with five percent (5%) between steps.
c. Employees in the classification of EMS Trainee shall be advanced to the next higher step of the salary range of the classification upon successful completion of twenty -six (26) weeks (520 hours) of service. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (1,040 hours) intervals to succeeding steps of the assigned salary range.
9.76 SALARY RANGE ADJUSTMENTS FOR DESIGNATED CLASSIFICATIONS Unrepresented classifications in the Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) units, who have similar or equivalent classifications in the Sacramento City Exempt Employees Association (SCXEA) shall receive salary range adjustments by the same percentage, and on the same dates, as salary range adjustments received by the SCXEA classifications. In addition, a salary compaction review will be performed to ensure the City maintains minimum spreads between SCXEA classifications and higher-level unrepresented classifications. Any needed range adjustments will take place as soon as practicable following implementation of SCXEA range increases and after the City Council approves the rates (salary schedule) for the unrepresented classifications at a public meeting pursuant to the California Code of Regulations § 570.5.
No Charter Officer, department head, or classification above department head shall be considered similar or equivalent to any SCXEA classification.
The City retains sole discretion to determine which job classifications represented by SCXEA are similar or equivalent to any unrepresented classification.
Print Date:8/15/2025
Redline Report
Schedule Effective Date: Sep 9, 2025
Sal Plan Grade Effective Date Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
Community Service Officer I | 002037 | SPOA
A POAM 010 06/29/2024 29.079000 29.079000 60484.32 60484.32 29.079000 A POAM 010 01/25/2025 30.532950 30.532950 63508.54 63508.54 30.532950 Sssss Community Service Officer II | 002038 | SPOA
A POAM 053 06/29/2024 29.079000 35.345707 60484.32 73519.07 29.079000 30.532950 32.059598 33.662578 35.345707 A POAM 053 01/25/2025 30.532950 37.112992 63508.54 77195.02 30.532950 32.059598 33.662578 35.345707 37.112992 Sssss Community Service Officer III | 002036 | SPOA
A POAM 015 06/29/2024 29.079000 35.345707 60484.32 73519.07 29.079000 30.532950 32.059598 33.662578 35.345707 A POAM 015 01/25/2025 30.532950 37.112992 63508.54 77195.02 30.532950 32.059598 33.662578 35.345707 37.112992 Sssss Director of Emergency Mgmt | 020043 | EXMG
U EXMG 216 07/01/2023 59.100908 93.083927 122929.89 193614.57 Sssss
Dispatcher I | 002049 | SPOA
A POAM 020 06/29/2024 29.087817 35.356423 60502.66 73541.36 29.087817 30.542208 32.069318 33.672784 35.356423 A POAM 020 01/25/2025 30.542208 37.124244 63527.79 77218.43 30.542208 32.069318 33.672784 35.356423 37.124244 Sssss Dispatcher II | 002050 | SPOA
A POAM 021 06/29/2024 35.567890 43.232993 73981.21 89924.62 35.567890 37.346285 39.213599 41.174279 43.232993 A POAM 021 01/25/2025 37.346285 45.394643 77680.27 94420.86 37.346285 39.213599 41.174279 43.232993 45.394643 Sssss Dispatcher III | 002051 | SPOA
A POAM 022 06/29/2024 41.614431 50.582602 86558.02 105211.81 41.614431 43.695153 45.879911 48.173907 50.582602 A POAM 022 08/09/2025 45.189005 54.927518 93993.13 114249.24
43.695153
47.448455 49.820878 52.311922 54.927518
Sssss
Dispatcher Recruit | 009113 | TEMP
A TEMP 048 06/29/2024 27.702683 27.702683 57621.58 57621.58 27.702683 A TEMP 048 01/25/2025 29.087817 29.087817 60502.66 60502.66 29.087817 Sssss
Fire Assistant Chief | 001753 | MGMT
A FM40 003 07/27/2024 77.004690 108.353330 160169.76 225374.93 77.004690 80.854924 84.897670 89.142553 93.599681 98.279665 103.193648 108.353330 A POAM 022 01/25/2025 43.695153 53.111732 90885.92 110472.40
45.189005
45.879911 48.173907 50.582602 53.111732
Print Date:8/15/2025
Redline Report
Schedule Effective Date: September 9, 2025
Sal Plan Grade Effective Date Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
[ New ] Fire Assistant Chief | 020053 | EXMG
U EXMG 223
U EXMG 223 09/09/2025 77.004692 108.353332 160169.76 225374.93 Sssss Fire Assistant Chief (2912) | 001948 | MGMT
A FM56 003 11/19/2024 55.003350 77.395237 160169.76 225374.93 55.003350 57.753517 60.641193 63.673253 66.856916 70.199762 73.709750 77.395237 Sssss
[ New ] Fire Assistant Chief (56 Hrs) | 020055 | EXMG
EX56 001
EX56 001 09/09/2025 55.003352 77.395237 160169.76 225374.93 Sssss Fire Marshal | 001926 | MGMT
A FM40 004 07/27/2024 77.004690 108.353330 160169.76 225374.93 77.004690 80.854924 84.897670 89.142553 93.599681 98.279665 103.193648 108.353330 Sssss
[ New ] Fire Marshal | 020054 | EXMG
U EXMG 224
U EXMG 224 09/09/2025 77.004692 108.353332 160169.76 225374.93 Sssss Park Safety Ranger | 002061 | SPOA
A POAM 051 06/29/2024 30.200952 42.495773 62817.98 88391.21 30.200952 31.711000 33.296550 34.961378 36.709447 38.544190 40.472165 42.495773 A POAM 051 01/25/2025 31.711000 44.620562 65958.88 92810.77 31.711000 33.296550 34.961378 36.709447 38.544919 40.472165 42.495773 44.620562 Sssss Park Safety Ranger Assistant | 002060 | SPOA
A POAM 050 06/29/2024 27.455410 38.632521 57107.25 80355.64 27.455410 28.828181 30.269590 31.783070 33.372224 35.040835 36.792877 38.632521 A POAM 050 01/25/2025 28.828181 40.564147 59962.62 84373.43 28.828181 30.269590 31.783070 33.372224 35.040835 36.792877 38.632521 40.564147 Sssss Park Safety Ranger Supervisor | 002062 | SPOA
A POAM 052 06/29/2024 34.731095 48.870139 72240.68 101649.89 34.731095 36.467650 38.291033 40.205585 42.215864 44.326657 46.542990 48.870139 A POAM 052 01/25/2025 36.467650 51.313646 75852.71 106732.38 36.467650 38.291033 40.205585 42.215864 44.326657 46.542990 48.870139 51.313646 Sssss Police Officer | 002027 | SPOA
A SPOA 002 06/29/2024 40.926177 54.844990 85126.45 114077.58 40.926177 42.972486 45.121110 47.377165 49.746023 52.233324 54.844990 A SPOA 002 01/25/2025 42.972486 57.587240 89382.77 119781.46 42.972486 45.121110 47.377165 49.746023 52.233324 54.844990 57.587240 Sssss Police Officer Recruit | 009123 | TEMP
A TEMP 056 06/29/2024 38.977311 38.977311 81072.81 81072.81 38.977311 A TEMP 056 01/25/2025 40.926177 40.926177 85126.45 85126.45 40.926177
Print Date:8/15/2025
Redline Report
Schedule Effective Date:
September 9, 2025
Sal Plan Grade Effective Date Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
Police Sergeant | 002015 | SPOA
A SPOA 001 06/29/2024 54.596543 66.362438 113560.81 138033.87 54.596543 57.326370 60.192688 63.202322 66.362438 A SPOA 001 01/25/2025 57.326370 69.680560 119238.85 144935.56 57.326370 60.192688 63.202322 66.362438 69.680560 Sssss Reserve Community Service Off | 002000 | SPOA
A TEMP 062 06/29/2024 29.079000 29.079000 60484.32 60484.32 29.079000 A TEMP 062 01/25/2025 30.532950 30.532950 63508.54 63508.54 30.532950 Sssss Reserve Dispatcher | 002001 | SPOA
A TEMP 049 06/29/2024 43.232993 43.232993 89924.62 89924.62 43.232993 A TEMP 049 01/25/2025 45.394643 45.394643 94420.86 94420.86 45.394643 Sssss Reserve Police Officer I | 002002 | SPOA
A TEMP 006 06/29/2024 52.735567 54.844990 109689.98 114077.58 54.844990 52.735567 52.735567 A TEMP 006 01/25/2025 52.735567 57.587240 109689.98 119781.46 57.587240 52.735567 52.735567 Sssss Reserve Police Officer II | 002003 | SPOA
A TEMP 004 06/29/2024 40.926177 40.926177 85126.45 85126.45 40.926177 A TEMP 004 01/25/2025 42.972486 42.972486 89382.77 89382.77 42.972486 Sssss Reserve Police Officer III | 002004 | SPOA
A TEMP 002 06/29/2024 32.059598 32.059598 66683.96 66683.96 32.059598 A TEMP 002 01/25/2025 33.662578 33.662578 70018.16 70018.16 33.662578 Sssss Reserve Police Sergeant | 002005 | SPOA
A TEMP 019 06/29/2024 66.362438 66.362438 138033.87 138033.87 66.362438 A TEMP 019 01/25/2025 69.680560 69.680560 144935.56 144935.56 69.680560 Sssss Security Officer | 002006 | SPOA
A TEMP 051 06/29/2024 28.279744 28.279744 58821.87 58821.87 28.279744 A TEMP 051 01/25/2025 29.693731 29.693731 61762.96 61762.96 29.693731 Sssss Util Operations & Maint Supt | 001841 | MGMT
A MGTE 120 07/27/2024 51.501709 72.468076 107123.56 150733.60 51.501709 54.076794 56.780634 59.619666 62.600649 65.730681 69.017215 72.468076 A MGTE 120 9/20/2025 54.892631 77.239444 114176.67 160658.04 54.892631 57.637526 60.519125 63.545081 66.722335 70.058452 73.561375 77.239444
Adopted by the Sacramento City Council
September 9, 2025
Approval of the Removal of Fire Assistant Chief and Fire Marshal Classifications from Representation by the
Sacramento City Exempt Employees Association (SCXEA),
Placement into Unrepresented Unit 20, Approval of the Salary Adjustment for the Utilities Operations & Maintenance
Superintendent, and Approval of the Employer-Employee
Relations Policy, Salary Schedule, and Personnel Resolution Covering Unrepresented Officers and Employees
BACKGROUND
A. The Employer-Employee Relations Policy (EERP) has been amended to reflect classification changes attached to this Resolution as Exhibit A.
B. The Personnel Resolution Coving Unrepresented Officers and Employees (Unrepresented Resolution) attached to this Resolution as Exhibit B sets forth general administrative provisions, hours of work, and other terms and conditions of employment affecting unrepresented job classifications.
C. The City of Sacramento (City) and Sacramento City Exempt Employees Association (SCXEA) met and conferred in good faith regarding the salary adjustment for the Utilities Operations & Maintenance Superintendent classification.
D. The Salary Schedule attached to this Resolution as Exhibit C has been amended to reflect the unit change for Fire Assistant Chief and Fire Marshal, changes resulting from the Sacramento Police Officers Association arbitration award, and the salary adjustment for the Utilities Operations & Maintenance Superintendent. The Salary Schedule includes all City classifications to ensure that salary ranges are transparent and publicly available.
E. 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.
F. 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.
BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:
Section 1. The EERP attached to this Resolution as Exhibit A is approved.
Section 2. The Unrepresented Resolution attached to this Resolution as Exhibit B is approved.
Section 3. The LOU with SCXEA attached to this Resolution as Exhibit C is approved.
Section 4. The salary schedule attached to this Resolution as Exhibit D is adopted.
Section 5. The City Manager is authorized to make minor changes or adjustments to Exhibits A, B, and D to correct omissions and errors.
Section 6. Exhibit A, B, C, and D are part of this Resolution.
Table of Contents
Exhibit A – EERP
Exhibit B – Unrepresented Resolution
Exhibit C – SCXEA LOU
Exhibit D – Salary Schedule
Employer-Employee Relations Policy
Scope: CITYWIDE
Policy Contact
Department of Human Resources
(916) 808-5731
[email protected]
Regulatory References
California Government Code Sections 3500
Effective Date
Employer-Employee Relations Policy
September 9, 2025
Supersedes
Employer-Employee Relations Policy
June 17, 2025
i
Table of Contents
Employer-Employee Relations Policy ........................................................................................... 1 POLICY STATEMENT .................................................................................................................. 1 PURPOSE .................................................................................................................................... 1 POLICY ......................................................................................................................................... 1 APPENDIX A - Designation of Representation Units and Unrepresented Classifications .......... 11 Represented Units ................................................................................................................... 11 A. Building Trades and Craft Unit (Represented Unit 06) .............................................. 11 B. Plant Operator Unit (Represented Unit 04) ............................................................... 11 C. Water and Sewer Unit (Represented Unit 07) ........................................................... 12 D. Traffic Engineering Unit (Represented Unit 08) ........................................................ 12 E. Fire Department Unit (Represented Unit 05) ............................................................. 12 F. Police Department Unit (Represented Unit 02) ......................................................... 12 G. Professional Unit (Represented Unit 17) ................................................................... 13 H. Office and Technical Unit (Represented Unit 16) ...................................................... 13 I. Operations and Maintenance Unit (Represented Unit 03) ........................................ 16 J. General Supervisory Unit (Represented Unit 15) ...................................................... 17 K. Engineering Unit (Represented Unit 11) ................................................................... 19 L. Automotive/Equipment Mechanics Unit (Represented Unit 12) ................................ 19 M. Management Support (Represented Unit 14) ........................................................... 19 N. Confidential/Administrative (Represented Unit 10) ................................................... 20 O. Exempt Management (Represented Unit 01) ............................................................ 21 Unrepresented Units ............................................................................................................... 24 A. Executive Management (Unrepresented Unit 20) ..................................................... 24 B. Mayor/Council Support (Unrepresented Unit 21) ...................................................... 25 C. Executive Management Support (Unrepresented Unit 22) ........................................ 25 D. Mayor/Council (Unrepresented Unit 23) .................................................................... 26 E. Non-Career (Unrepresented Unit 09) ........................................................................ 26 DEFINITIONS ............................................................................................................................. 28
Last Reviewed: September 2025 Page
1 POLICY STATEMENT
This policy is enacted pursuant to California Government Code Sections 3500 et seq., to establish orderly procedures to promote full communication between the City and its employees by providing a reasonable method of resolving disputes regarding wages, hours, and other terms and conditions of employment between the City and its employee organizations.
Nothing contained herein shall be deemed to supersede the provisions of existing State law, the City Charter, ordinances, resolutions and rules which establish and regulate the merit and civil service system, or which provide for other methods of administe ring employer-employee relations. This Resolution is intended, instead, to strengthen merit, civil service, and other methods of administering employer -employee relations through the establishment of uniform and orderly methods of communications between employees and the City.
PURPOSE
It is the purpose of this policy to promote the improvement of personnel management and employer-employee relations within the City by providing a uniform basis for recognizing the right of its employees to join organizations of their own choice and be represented by such organizations in their employment relationship with the City.
POLICY
1. Authority of City Manager
The City hereby declares, as a matter of policy, that the City Council and its members will deal with employee organizations and their representatives solely through the City Manager except when otherwise expressly provided for by the terms of this Resolution.
2. Representation Units
The representation units set forth in Appendix A attached hereto are the appropriate units for representation by recognized employee organizations.
3. Recognized Employee Organizations
a. An employee organization that wishes to be certified as the recognized employee organization for a designated representation unit for which unit no employee organization has been certified shall file a recognition petition with the Employee Relations Officer.
1. Petition – The petition shall be signed by the organization’s duly authorized officers, and shall contain the following information and documentation:
Last Reviewed: September 2025 Page
2 1) The name and mailing address of the organization.
2) The names and titles of its officers.
3) Designation of those persons, not exceeding three in number, and their addresses, to whom notice sent by regular mail will be deemed sufficient notice on the organization for any purpose.
4) A statement that the organization does not discriminate or restrict membership or participation based on race, color, creed, national origin, or sex.
5) A statement that the employee organization has, as one of its primary purposes, representing employees in their
employment relations with the City.
6) A statement that the employee organization agrees to comply with the provisions of this Resolution.
7) A copy of its constitution and bylaws, if any.
8) Identification of the representation unit for which petitioner seeks certification as the recognized employee organization. 9) Proof of employee approval of thirty percent (30%) or more of the employees within such representation unit.
2. The Employee Relations Officer shall give written notice of such petition to the petitioner, to the employees involved and to any employee organization that has filed a written request for receipt of such notice to them. Within thirty (30) days of the date of such notice, other employee organizations may file a challenging petition seeking to become the recognized employee organization within such representation unit.
b. Election
1. Calling of Election – The Employee Relations Officer shall, whether or not a challenging petition is filed, request the State Conciliation Service to call and conduct a secret ballot election in accordance with its own procedures and regulations and pursuant to the election procedures as herein below set forth. If a challenging petition is filed, and is accompanied by proof of employee approval equal to at least ten percent (10%) of the employees within the representation unit, the State Conciliation Servic e shall include such challenging employee organization on the ballot.
Last Reviewed: September 2025 Page
3 2. Election Procedures – Whenever the State Conciliation Service calls an election pursuant hereto, it shall include the choice of no organization on the ballot. Employees entitled to vote in a representational election shall be those employees within the representation unit whose name appeared on the payroll immediately prior to the date of the election. An employee organization shall be certified by the Employee Relations Officer as the recognized employee organization within the representation unit if:
1) That employee organization has received the vote of a numerical majority of all the employees eligible to vote in the unit of which the election is held, or,
2) More than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, and the employee organization receives a numerical majority of all votes cast in the election, or,
3) In an election involving three or more choices, where none of the choices receives a majority of the ballot votes cast, and where more than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, a run -off election shall be conducted between the two choices receiving the largest number of ballot votes cast; the rules governing an initial election being applicable to a run- off election.
3. Decertification Procedures – A decertification petition may be filed with the Employee Relations Officer by employees or an employee organization to determine whether or not a recognized employee organization continues to represent a majority of the employ ees in the representation unit. Such petition must be accompanied by proof of employee approval equal to at least thirty percent (30%) of the employees within the representation unit. The time periods for a petition to be filed with the Employee Relations Officer are: a) after the first full year of recognition if no written agreement has been negotiated; b) within the period commencing ninety (90) and ending sixty (60) days immediately prior to the expiration date of a written agreement; or c) any time af ter a written agreement has been in effect for five years or more. When such a valid petition has been filed, the State Conciliation Service shall be requested to conduct an election to determine whether or not the incumbent recognized employee organizatio n shall be decertified, and where filed by an employee organization, whether such organization shall be recognized. Such election shall be in accordance with the procedures and regulations of the State Conciliation Service, and the election procedures as hereinabove set forth.
Last Reviewed: September 2025 Page
4 4. In the event that the State Conciliation Service is unable to or unwilling to provide any of the services required of it by paragraphs 2 and 3 above, the American Arbitration Association, or another impartial third party agreed to by the City and the conce rned employee organization(s), shall perform said services.
5. Costs of conducting elections, if any, shall be borne equally by the City and the employee organization(s).
6. Recognized employee organizations shall annually, on or before the anniversary date of recognition, file a written statement with the Employee Relations Officer, indicating changes in items 1 through 7 as they appeared in the recognition petition filed pursuant to paragraph 3(a)(1), above, or as subsequently amended by a written statement hereunder, or, as appropriate, shall indicate that there has been no change in such information. The statement shall be signed by the duly authorized officers of the recog nized employee organization.
4. Meet and Confer
a. Upon request, a recognized employee organization shall have the right to meet and confer in good faith regarding matters within the scope of representation with the Employee Relations Officer and/or their designee.
Provided, however, that nothing herein shall require meeting and conferring between parties to a Memorandum of Understanding during the term of such Memorandum regarding matters to take effect during such term, except that such parties may meet and confer during such term on a matter within the scope of representation where (a) the matter was not covered by the Memorandum or expressly raised as an issue during the meeting and conferring process out of which such Memorandum arose, and (b) there shall have arisen a significant change in circumstances with respect to such matter, which could not have reasonably been anticipated by both parties at the time they signed such Memorandum.
b. Employees in classifications not included in supervisory and confidential representation units shall not participate in meeting and conferring or grievance resolution processes pertaining to supervisory and confidential representation unit classifications.
c. In the absence of express authorization in advance by the Employee Relations Officer, not more than two City employees representing a recognized employee organization requesting such a meeting shall be entitled to attend without loss of compensation or oth er benefit, nor shall more than a total of three representatives for each recognized employee organization be entitled to attend such meetings.
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5 d. City employees who shall represent a recognized employee organization at such meeting shall give reasonable advance notice thereof to their immediate supervisor, but in no event shall such notice be given less than one full working day or shift before the meeting; except, however, that the Employee Relations Officer may, in their discretion, waive this requirement for advance notice.
e. If agreement is reached on matters subject to approval by the City Council or by the Civil Service Board or Retirement Board, the parties shall jointly prepare a written memorandum of such understanding, and the Employee Relations Officer shall present it to the Council or such Board, as appropriate, for determination. If agreement is reached on matters not subject to such approval, the Employee Relations Officer and the recognized employee organization(s) shall, at the request of one of the parties, prepare a written memorandum of such understanding.
5. Payroll Deductions
a. Only recognized employee organizations shall have the right to have the regular membership dues of its members deducted from employees’ paychecks upon the written authorization of each such employee member in such form as will not infringe upon an employee's rights under California Government Code Sec. 3502.
b. This Article shall not be construed to restrict a recognized employee organization from meeting and conferring with the City regarding additional payroll deductions upon the written authorization of employees in such representation unit.
6. Communication with Employees
a. Reasonable access to employee work locations shall be granted to officers of recognized employee organizations for the purpose of processing grievances or contacting members of the organization concerning business within the scope of representation. Such o fficers shall not enter any work location without previous notice to and consent from the Department Head or their designee, and access may be restricted so as not to interfere with departmental operations or with established safety and security requirements.
b. Campaigning for office, conducting meetings or elections, and other internal employee organization business of a similar nature shall not be carried on during work hours.
7. Use of City Facilities
City buildings and other facilities may be made available for use by City employees
Last Reviewed: September 2025 Page
6 or an employee organization or their representatives in accordance with administrative procedures governing such use.
8. Advance Notice
a. Except in cases of emergency as provided in this Article, the City Council, the Civil Service Board and the Retirement Board, shall give reasonable written notice to each recognized employee organization affected by any ordinance, rule, resolution or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council, the Civil Service Board, or the Retirement Board, and shall give such recognized employee organization the opportunity to meet with the City Council, the Civil Service Board, or the Retirement Board. The Council or such Board shall, upon request of the Employee Relations Officer or a recognized employee organization, delay consideration of the matter proposed to be acted upon for such period of time deemed to be reasonable by the Council or such Board, to give the parties an opportunity to meet and confer thereon in order to endeavor to agree upon a joint recommendation to be made to the Council or such Board.
b. In cases of emergency when the City Council, the Civil Service Board, or the Retirement Board determine that an ordinance, rule, resolution or regulation must be adopted immediately without prior notice or meeting with a recognized employee organization, t he City Council, the Civil Service Board, or the Retirement Board shall provide such notice and opportunity to meet at the earliest practicable time following the adoption of such ordinance, rule, resolution, or regulation.
9. Employee Organization
Employee organizations may represent their individual employee members in individual employment relations, including grievances, to the extent required by the Government Code.
10. Individual Employees
Nothing in this Resolution shall be construed to restrict or in any way modify the right of an individual employee to present matters involving their individual employment relationship to the appropriate level of management, provided that any action taken in not inconsistent with the terms of a memorandum or understanding then in effect, and that before any action is taken which could affect the terms and conditions of employment of other employees in the representation unit, such proposed action is communi cated to the recognized employee organization for its opinion on the merits and the effect on the proposed action.
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7 11. Prohibition Against Discrimination
a. No appointing authority or their representative shall discriminate for or against any employee organization, or in any way coerce or influence any employee in their free choice to join or refrain from joining any employee organization.
b. It is the policy of the City to affirmatively support and encourage equal opportunity of employment for members of racial, religious and other minority groups. If evidence of such discrimination by an employee organization comes to the attention of the Emp loyee Relations Officer, it shall be their duty to refer such evidence to an appropriate legal authority having jurisdiction thereof, if any.
12. Application of Labor Code Section 923
The enactment of this Resolution shall not be construed as making the provisions of Section 923 of the Labor Code applicable to employees or employee organizations.
13. Impasse Procedures
a. Initiation of Impasse Procedures – Impasse procedures may be invoked after the possibility of settlement by direct discussion has been exhausted.
Any party may initiate the impasse procedures by filing with the other party or parties a written request for an impasse meeting, together with a statement of its position on all disputed issues. An impasse meeting shall then be scheduled by the Employee Relations Officer forthwith after the date of filing of the written request for such meeting, with written notice to all parties affected. The purpose of such impasse meeting shall be two-fold:
1. To permit a review of the position of all parties in a final effort to reach an agreement on the disputed issues; and
2. If agreement is not concluded, to discuss arrangements for implementing the specific impasse procedure or procedures to which the dispute shall be submitted.
b. Impasse Procedures – Impasse procedures are as follows:
1. If the parties so agree, the dispute shall be submitted directly to the City Council for determination.
2. If they do not so agree with a reasonable period of time, the dispute shall be submitted to mediation. All mediation proceedings shall be private. The mediator shall make no public recommendation, nor take any public position at any time concerning the is sues. If the parties are unable to agree on a mediator after a reasonable period
Last Reviewed: September 2025 Page
8 of time, they shall select the mediator from a list of three names to be provided by the State Conciliation Service, or if that body for any reason shall fail to provide such list, by the American Arbitration Association. The recognized employee organization or organizations shall first strike one name, the Employee Relations Officer shall then strike one name, and the name remaining shall be the mediator.
3. If the parties have failed to resolve all their disputes through mediation within fifteen (15) days after the mediator commenced meeting with the parties, the parties may agree to submit the issues in dispute directly to the City Council. In that event the City Council shall finally determine the issues after conducting a public hearing thereon and after such further investigation of the relevant facts as it may deem appropriate.
4. If the parties fail to agree to submit the dispute directly to the City Council, the disputed issues shall be submitted to fact-finding. c. The parties may agree on the appointment of one or more fact -finders. If they fail to so agree, a fact -finding panel of three shall be appointed in the following manner: One member of the panel shall be appointed by the Employee Relations Officer, one memb er shall be appointed by the recognized employee organization, and those two shall name a third, who shall be the chairman. If they are unable to agree upon a third, they shall select the third member from a list of five names to be provided by the American Arbitration Association, the one to serve to be determined by the alternate striking of names, with the party who is to strike the first name to be determined by chance method.
1. The following constitute the jurisdictional and procedural requirements for fact- finding:
1) Fact-finders shall not have served as mediator in the same impasse under subparagraph (b) (2), and shall not be
employees or officers of the City or members of one of the City's employee organizations.
2) Fact-finding is authorized hereunder in connection with all disputed issues that are within the scope of representation. 3) The fact -finder(s) shall, to the extent they are applicable, determine and apply the following standards to the disputed issues in making recommendations:
a. City job classifications shall be compared to
comparable job classifications in private and public
employment in the Sacramento metropolitan area, and
in the three California cities next larger and the three
Last Reviewed: September 2025 Page
9 California cities next smaller in population than
Sacramento, to the extent such can be reasonably
done.
b. In determining job comparability, the following factors will be considered: The nature and complexity of the
duties involved; the degree of supervision received and exercised; the educational, experience and physical
qualifications, and the special skills required; the
physical working conditions; and the hazards inherent
in the job.
c. Comparisons shall be in terms of total compensation
and benefits of employment, and, to the extent
feasible, shall be measured in monetary terms.
d. The comparison data as hereinabove provided for
shall, to the extent feasible, be adjusted as appropriate for differences in the cost of living in Sacramento as
compared to other cities considered; the benefits of job stability and continuity of employment ; difficulty of
recruiting qualified applicants; and equitable
employment benefit relationships between job
classifications in City employment.
e. The state of the economy in the Sacramento
metropolitan area, and the financial condition and
resources of City government, shall be considered.
4) The fact -finder(s) shall make written findings of fact and recommendations for the resolution of the issues in dispute, which shall be presented in terms of the standards specified in (3) above. The fact -finder or chairman of the fact - finding panel shall serve such findings and recommendations on the Employee Relations Officer and the designated
representative of the recognized employee organization. If these parties have not resolved the impasse within ten (10) days after service of the findings and recommendations upon them, and in no event later than ten (10) days prior to the final date set by law for fixing of the tax rate, the fact -finder or the chairman of the fact -finding panel shall make them public by submitting them to the City Clerk for consideration by the City Council in connection with the Council's legislative
determination of the issues.
5) Costs of mediation and fact -finding shall be divided one -half to the City and one -half to the recognized employee
Last Reviewed: September 2025 Page
10 organization.
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 11
APPENDIX A - Designation of Representation Units and Unrepresented Classifications
Represented Units
1. The Council determines that the following (including special job classifications designated by "Special Manpower Planning") are the appropriate representation units:
A. Building Trades and Craft Unit (Represented Unit 06)
1. Blacksmith Welder
2. Carpenter
3. Electrical Design Technician
4. Electrician
5. Electrician Supervisor
6. Generator Technician
7. HVAC Supervisor
8. Machinist
9. Machinist Helper
10. Machinist Supervisor
11. Mechanical Maintenance Supervisor
12. Painter
13. Plumber
14. Plumber Apprentice
15. Plumbing Supervisor
16. Senior Carpenter
17. Senior Electrician
18. Senior Generator Technician
19. Senior Painter
20. Senior Plumber
21. Stagehand I
22. Stagehand II
23. Structural Maintenance Supervisor
24. Supervising Generator Technician
B. Plant Operator Unit (Represented Unit 04)
1. Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic
2. Junior Plant Operator
3. Plant Operator
4. Senior Heating, Ventilation and Air Conditioning (HVAC) Systems Mechanic
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 12
5. Senior Plant Operator
6. Senior Stationary Engineer
7. Stationary Engineer
C. Water and Sewer Unit (Represented Unit 07)
1. Assistant Water Cross-Connection Control Specialist
2. Utilities Locator
3. Utilities Operations and Maintenance Serviceworker Apprentice
4. Utilities Operations and Maintenance Leadworker
5. Utilities Operations and Maintenance Serviceworker
6. Water Cross-Connection Control Specialist
D. Traffic Engineering Unit (Represented Unit 08)
1. Traffic Worker I
2. Traffic Worker II
3. Traffic Worker III
4. Traffic Worker Trainee
E. Fire Department Unit (Represented Unit 05)
1. Fire Battalion Chief
2. Fire Captain
3. Fire Engineer
4. Fire Investigator I
5. Fire Investigator II
6. Fire Prevention Officer I
7. Fire Prevention Officer II
8. Fire Prevention Officer Trainee
9. Firefighter
10. Sacramento Fire Emergency Medical Technician
11. Sacramento Fire Paramedic
12. Senior Fire Prevention Officer
F. Police Department Unit (Represented Unit 02)
1. Community Service Officer III
2. Community Service Officer I (Limited-Term)*
3. Community Service Officer II (Limited-Term)*
4. Dispatcher I
5. Dispatcher II
6. Dispatcher III
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 13
7. Park Safety Ranger
8. Park Safety Ranger Assistant
9. Park Safety Ranger Supervisor
10. Police Officer
11. Police Sergeant
12. Reserve Community Service Officer*
13. Reserve Dispatcher*
14. Reserve Police Officer I*
15. Reserve Police Officer II*
16. Reserve Police Officer III*
17. Reserve Police Sergeant*
18. Security Officer*
G. Professional Unit (Represented Unit 17)
1. Arborist/Urban Forester
2. Archivist
3. Art Museum Registrar
4. Assistant Planner
5. Associate Curator of Art
6. Associate Planner
7. Geographic Information Systems (GIS) Specialist I
8. Geographic Information Systems (GIS) Specialist II
9. Geographic Information Systems (GIS) Specialist III
10. Junior Planner
11. Media Production Specialist I
12. Media Production Specialist II
13. Process Control Systems Specialist
14. Public Information Coordinator
15. Real Property Agent I
16. Real Property Agent II
17. Real Property Agent III
18. Registrar
19. Telecommunications Systems Analyst I
20. Telecommunications Systems Analyst II
21. Telecommunications Systems Analyst III
22. Water Quality Chemist
H. Office and Technical Unit (Represented Unit 16)
1. 311 Customer Service Agent
2. 311 Customer Service Specialist
3. Account Clerk I
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 14
4. Account Clerk II
5. Accounting Technician
6. Aquatics Recreation Coordinator
7. Aquatics Specialist*
8. Architectural Technician I
9. Architectural Technician II
10. Architectural Technician III
11. Arts Program Assistant
12. Arts Program Coordinator
13. Booking Coordinator
14. Building Inspector I
15. Building Inspector II
16. Building Inspector III
17. Building Inspector IV
18. Building Monitor*
19. Cache Logistics Coordinator
20. Cashier
21. Claims Collector
22. Code Enforcement Officer
23. Community Service Representative I
24. Community Service Representative II
25. Construction Inspector I
26. Construction Inspector II
27. Construction Inspector III
28. Crew Leader, Landscape & Learning*
29. Customer Service Assistant
30. Customer Service Representative
31. Customer Service Specialist
32. Customer Service Trainee
33. Department Systems Specialist I
34. Department Systems Specialist II
35. Development Services Technician I
36. Development Services Technician II
37. Development Services Technician III
38. Electrical Construction Inspector I
39. Electrical Construction Inspector II
40. Electrical Construction Inspector III
41. Engineering Technician I
42. Engineering Technician II
43. Engineering Technician III
44. Events Coordinator
45. Evidence and Property Technician
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 15
46. Fingerprint Clerk
47. Fleet Management Technician
48. Fleet Service Coordinator
49. Forensic Investigator I
50. Forensic Investigator II
51. Graphics Assistant
52. Information Technology Support Specialist I
53. Information Technology Support Specialist II
54. Information Technology Trainee
55. Landscape Technician I
56. Landscape Technician II
57. Lead Forensic Investigator
58. Mail Processor I
59. Mail Processor II
60. Neighborhood Resources Coordinator I
61. Neighborhood Resources Coordinator II
62. Office Specialist
63. Personnel Transactions Coordinator
64. Pick-Up Driver
65. Plans Examiner I
66. Plans Examiner II
67. Plans Examiner III
68. Police Clerk I
69. Police Clerk II
70. Police Clerk III
71. Police Records Specialist I
72. Police Records Specialist II
73. Police Records Specialist III
74. Program Coordinator
75. Program Coordinator (Adaptive Recreation)
76. Program Coordinator (Older Adults)
77. Program Developer
78. Program Developer (Older Adults)
79. Program Leader
80. Program Leader (Older Adults)
81. Recreation Aide*
82. Recreation Aide (Older Adults)*
83. Recreation Leader (Adaptive Recreation)*
84. Senior Claims Collector
85. Senior Department Systems Specialist
86. Senior Evidence and Property Technician
87. Senior Information Technology (IT) Support Specialist
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 16
88. Senior Landfill Engineering Technician
89. Senior Office Specialist
90. Senior Personnel Transactions Coordinator
91. Senior Recreation Aide*
92. Senior Recreation Aide (Older Adults)*
93. Storekeeper
94. Stores Clerk I
95. Stores Clerk II
96. Traffic Investigator I
97. Traffic Investigator II
98. Traffic Investigator III
99. Utility Services Inspector
100. Water Conservation Representative
101. Water Conservation Specialist
102. Water Quality Laboratory Technician
103. Zoning Investigator
I. Operations and Maintenance Unit (Represented Unit 03)
1. Animal Care Technician
2. Animal Control Officer I
3. Animal Control Officer II
4. Assistant Code Enforcement Officer
5. Building Maintenance Worker
6. Community Center Attendant I
7. Community Center Attendant II
8. Custodian I
9. Custodian II
10. Electronic Maintenance Technician I
11. Electronic Maintenance Technician II
12. Electronic Maintenance Technician Trainee
13. Instrument Technician I
14. Instrument Technician II
15. Instrument Technician Trainee
16. Integrated Waste Equipment Operator
17. Irrigation Technician
18. Locksmith
19. Maintenance Worker
20. Marina and Boating Facilities Attendant
21. Meter Reader
22. Park Equipment Operator
23. Park Maintenance Worker
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 17
24. Park Maintenance Worker I
25. Park Maintenance Worker II
26. Park Maintenance Worker III
27. Parking Enforcement Officer
28. Parking Lot Attendant
29. Parking Meter Coin Collector
30. Parking Meter Repair Worker
31. Registered Veterinary Technician
32. Security Guard
33. Senior Building Maintenance Worker
34. Senior Custodian
35. Senior Electronic Maintenance Technician
36. Senior Integrated Waste Equipment Operator
37. Senior Maintenance Worker
38. Senior Parking Enforcement Officer
39. Senior Parking Lot Attendant
40. Senior Telecommunications Technician
41. Senior Tree Maintenance Worker
42. Senior Tree Pruner
43. Street Construction Equipment Operator
44. Street Construction Laborer
45. Street Construction Laborer Trainee*
46. Survey Technician I
47. Survey Technician II
48. Telecommunications Technician I
49. Telecommunications Technician II
50. Telecommunications Technician Trainee
51. Traffic Control and Lighting Technician I
52. Traffic Control and Lighting Technician II
53. Traffic Control and Lighting Technician Trainee
54. Tree Maintenance Worker
55. Tree Maintenance Worker Trainee
56. Tree Pruner I
57. Tree Pruner II
58. Tree Pruner Trainee
59. Utility Worker*
60. Zoo Attendant I
61. Zoo Attendant II
J. General Supervisory Unit (Represented Unit 15)
1. 311 Customer Service Supervisor
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 18
2. Aquatics Recreation Supervisor
3. Assistant Box Office Supervisor
4. Concrete Construction Leadworker
5. Custodial Supervisor
6. Customer Service Supervisor
7. Enforcement and Collections Supervisor
8. Equipment Maintenance Supervisor
9. Financial Services Supervisor
10. Instrumentation Supervisor
11. Integrated Waste Supervisor
12. Meter Reading Supervisor
13. Museum Security Supervisor
14. Parking Enforcement Supervisor
15. Parking Facilities Maintenance Supervisor
16. Parking Lot Supervisor
17. Parking Meter Collection Supervisor
18. Parks Supervisor
19. Permit Services Supervisor
20. Police Records Supervisor
21. Program Supervisor
22. Program Supervisor (Older Adults)
23. Senior Accounting Technician
24. Senior Animal Care Technician
25. Senior Animal Control Officer
26. Senior Code Enforcement Officer
27. Senior Engineering Technician
28. Senior Parking Lot Supervisor
29. Senior Police Records Supervisor
30. Senior Storekeeper
31. Street Maintenance Supervisor
32. Supervising Building Inspector
33. Supervising Code Enforcement Officer
34. Supervising Community Center Attendant
35. Supervising Construction Inspector
36. Supervising Dispatcher
37. Supervising Forensic Investigator
38. Supervising Plant Operator
39. Supervising Police Clerk
40. Supervising Property Assistant
41. Supervising Surveyor
42. Supervising Water Quality Chemist
43. Survey Party Chief
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 19
44. Traffic Control and Lighting Supervisor
45. Traffic Supervisor
46. Tree Maintenance Supervisor
47. Tree Pruner Supervisor
48. Utilities Operations and Maintenance Supervisor
49. Water Conservation Supervisor
K. Engineering Unit (Represented Unit 11)
1. Assistant Architect
2. Assistant Civil Engineer
3. Assistant Electrical Engineer
4. Assistant Mechanical Engineer
5. Associate Architect
6. Associate Civil Engineer
7. Associate Electrical Engineer
8. Associate Landscape Architect
9. Associate Mechanical Engineer
10. Junior Engineer
11. Junior Landscape Assistant
12. Landscape Assistant
13. Telecommunications Engineer I
14. Telecommunications Engineer II
15. Telecommunications Engineer III
L. Automotive/Equipment Mechanics Unit (Represented Unit 12)
1. Equipment Mechanic I
2. Equipment Mechanic II
3. Equipment Mechanic III
4. Equipment Serviceworker
5. Fire Service Worker
6. General Repair Worker
7. Senior Equipment Serviceworker
8. Supervising Fire Service Worker
9. Vehicle Service Attendant
M. Management Support (Represented Unit 14)
Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.
Represented Unit 14 is a closed unit. All classifications in this unit are duplicated in Represented Unit 10. All new hires, hired on or after December 21, 2019, will
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 20
be placed in the classifications in Unit 10. Once legacy employees attrit out of the Unit 14, Unit 14 will be dissolved.
1. Accountant Auditor
2. Administrative Analyst
3. Budget Analyst
4. Personnel Analyst
5. Senior Accountant Auditor
6. Senior Budget Analyst
7. Senior Deputy City Clerk
8. Special Assistant to the City Attorney (Ex)
9. Treasury Analyst
N. Confidential/Administrative (Represented Unit 10)
Titles with “Exempt” or “Ex” are exempt from civil service, at-will classifications.
1. Accountant Auditor
2. Administrative Analyst
3. Administrative Assistant
4. Administrative Assistant (Confidential/Exempt)
5. Administrative Technician
6. Administrative Technician (Confidential/Exempt)
7. Animal Services Coordinator
8. Applications Developer
9. Budget Analyst
10. Deputy City Clerk
11. Legal Secretary (Exempt)
12. Legal Staff Assistant (Exempt)
13. Paralegal (Exempt)
14. Paralegal Technical Support (Exempt)
15. Payroll Technician
16. Personnel Analyst
17. Personnel Technician
18. Senior Accountant Auditor
19. Senior Budget Analyst
20. Senior Deputy City Clerk
21. Senior Legal Staff Assistant (Exempt)
22. Senior Staff Assistant
23. Special Assistant to the City Attorney (Exempt)
24. Staff Assistant
25. Supervising Legal Secretary (Exempt)
26. Systems Engineer
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 21
27. Treasury Analyst
28. Treasury Assistant
29. Workers’ Compensation Claims Assistant I
30. Workers’ Compensation Claims Assistant II
O. Exempt Management (Represented Unit 01)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. 311 Manager
2. Administrative Officer
3. Animal Care Services Manager
4. Arts Administrator
5. Arts in Public Places Specialist
6. Assistant Camp Sacramento Supervisor
7. Assistant Director
8. Auditor
9. Banking Operations Manager
10. Building Services Manager
11. Business Services Manager
12. Camp Sacramento Supervisor
13. Cannabis Manager
14. Chief Animal Control Officer
15. Chief Building Official
16. Chief Investment Officer
17. City Historian
18. City Housing Manager
19. Code and Housing Enforcement Chief
20. Code Enforcement Manager
21. Contracts and Compliance Specialist
22. Convention Center General Manager
23. Cultural Services and Creative Economy Manager
24. Curator of Art
25. Curator of Education
26. Curator of History
27. Debt Analyst
28. Deputy Chief Building Official
29. Deputy City Attorney I
30. Deputy City Attorney II
31. Deputy Convention Center General Manager
32. Development Project Manager
33. Diversity and Equity Manager
34. Economic Development Manager
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 22
35. Emergency Communications Manager
36. Emergency Medical Services Coordinator
37. Engineering Manager
38. Environmental Health and Safety Manager
39. Environmental Health and Safety Officer
40. Environmental Health and Safety Specialist
41. Equal Employment Manager
42. Equal Employment Specialist
43. Ethics Program Compliance Officer
44. Events Services Manager
45. Events Services Supervisor
46. Facilities and Real Property Superintendent
47. Facilities Manager
48. Finance Manager
49. Fiscal Policy Analyst
50. Fleet Manager
51. Graphic Designer
52. Homeless Services Manager
53. Human Resources Manager
54. Information Technology (IT) Manager
55. Information Technology (IT) Supervisor
56. Integrated Waste Collections Superintendent
57. Integrated Waste General Manager
58. Integrated Waste General Supervisor
59. Integrated Waste Planning Superintendent
60. Investigator
61. Investment Officer
62. Investment Operations Analyst
63. Law Office Administrator
64. Licensed Land Surveyor
65. Marina Manager
66. Media and Communications Specialist
67. Neighborhood Services Area Manager
68. Neighborhood Services Manager
69. Operations General Supervisor
70. Park Maintenance Manager
71. Park Maintenance Superintendent
72. Park Planning, Design and Development Manager
73. Parking Manager
74. Permit Services Manager
75. Planning Director
76. Police Captain
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 23
77. Police Lieutenant
78. Police Social Services Administrator
79. Principal Accountant
80. Principal Applications Developer
81. Principal Building Inspector
82. Principal Engineer
83. Principal Fiscal Policy Analyst
84. Principal Planner
85. Principal Systems Engineer
86. Process Control Supervisor
87. Procurement Services Manager
88. Program Manager
89. Program Specialist
90. Public Safety Administrative Manager
91. Public Safety Communications Manager
92. Recreation General Supervisor
93. Recreation Manager
94. Recreation Superintendent
95. Risk Manager
96. Senior Applications Developer
97. Senior Architect
98. Senior Auditor
99. Senior Debt Analyst
100. Senior Deputy City Attorney
101. Senior Development Project Manager
102. Senior Engineer
103. Senior Fiscal Policy Analyst
104. Senior Investment Officer
105. Senior Landscape Architect
106. Senior Personnel Analyst
107. Senior Planner
108. Senior Systems Engineer
109. Special Districts Manager
110. Special Projects Manager
111. Stores Administrator
112. Streets Manager
113. Supervising Architect
114. Supervising Engineer
115. Supervising Financial Analyst
116. Supervising Landscape Architect
117. Support Services Manager
118. Training Specialist
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 24
119. Treasury Manager
120. Urban Design Manager
121. Utilities Operations and Maintenance Superintendent 122. Utilities Operations and Maintenance Manager
123. Utility Construction Coordinator
124. Veterinarian
125. Website Administrator
126. Workers’ Compensation Claims Manager
127. Workers’ Compensation Claims Representative
128. Workers’ Compensation Claims Supervisor
Unrepresented Units
2. The Council designates the following class titles as "unrepresented classifications."
A. Executive Management (Unrepresented Unit 20)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Assistant City Attorney
2. Assistant City Auditor
3. Assistant City Clerk
4. Assistant City Manager
5. Assistant to the City Manager
6. Budget Manager
7. Chief Assistant City Attorney
8. Chief Information Officer
9. City Attorney
10. City Auditor
11. City Clerk
12. City Manager
13. City Treasurer
14. Community Engagement Manager
15. Deputy Fire Chief
16. Deputy Police Chief
17. Director of Community Development
18. Director of Community Response
19. Director of Convention and Culture Services
20. Director of Economic Development
21. Director of Finance
22. Director of Governmental Affairs
23. Director of Human Resources
24. Director of Public Safety Accountability
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 25
25. Director of Public Works
26. Director of Utilities
27. Director of Youth, Parks & Community Enrichment (YPCE)
28. Executive Director, SAC CCOMWP
29. Fire Assistant Chief
30. Fire Chief
31. Fire Marshal
32. Governmental Affairs Manager
33. Governmental Affairs Manager (Public Safety)
34. Human Resources Manager (Benefits & Retirement, Employment & Classification, and Labor Relations)
35. Labor Relations Administrative and EEO Investigator
36. Labor Relations Analyst
37. Labor Relations Officer
38. Media and Communications Officer
39. Office of Public Safety Accountability Assistant Director
40. Police Chief
41. Principal Budget Analyst (Finance/Budget)
42. Supervising Deputy City Attorney
B. Mayor/Council Support (Unrepresented Unit 21)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Administrator of Government Relations
2. Chief of Staff to the Mayor
3. Council/Clerk Operations Manager
4. Council Representative
5. Office of Public Safety and Accountability Analyst
6. Office of Public Safety and Accountability Community Engagement Coordinator
7. Office of Public Safety and Accountability Deputy Inspector General
8. Office of Public Safety and Accountability Inspector General
9. Office of Public Safety and Accountability Investigator
10. Office of Public Safety and Accountability Senior Investigator
11. Senior Advisor to the Mayor
12. Senior Council Representative
13. Senior Policy Advisor
14. Special Assistant to the Mayor
C. Executive Management Support (Unrepresented Unit 22)
(Civil Service Exempt Unit/At-Will Classifications)
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 26
1. Executive Assistant (City Manager’s Office)
2. Executive Assistant (Mayor/Council)
3. Mayoral Aide (Mayor/Council)
4. Staff Assistant (Mayor/Council)
D. Mayor/Council (Unrepresented Unit 23)
(FLSA and Civil Service Exempt Unit/At-Will Classifications)
1. Mayor
2. City Council
E. Non-Career (Unrepresented Unit 09)
(Civil Service Exempt Unit/At-Will Classifications)
1. Assistant Camp Caretaker*
2. Assistant Camp Chef*
3. Assistant Pool Manager*
4. Camp Aide*
5. Camp Caretaker*
6. Camp Chef*
7. Camp Host*
8. Camp Program Director*
9. Camp Recreation Leader*
10. Cashier (Aquatics)*
11. Dispatcher Recruit*
12. Emergency Medical Service Trainee*
13. Events Associate*
14. Events Duty Person*
15. Fire Recruit*
16. Graduate Student Trainee*
17. General Intern*
18. Lead Events Associate*
19. Lifeguard*
20. Marina Aide*
21. Mayor/Council Intern*
22. Nurse*
23. Nurse (Adaptive Recreation)*
24. Pilot*
25. Police Background Investigator*
26. Police Officer Recruit*
*Non-Career, Part-Time or Seasonal Classification
Last Reviewed: September 2025 Page 27
27. Pool Manager*
28. Public Service Aide*
29. Reserve Evidence and Property Technician*
30. Reserve Police Records Specialist*
31. Senior Camp Sacramento Aquatics Leader
32. Senior Lifeguard*
33. Student Trainee*
34. Ticket Seller (Exempt)*
35. Youth Aide*
Last Reviewed: September 2025 Page 28
DEFINITIONS
Confidential Employee
An employee who regularly participates in making or regularly has advance knowledge of decisions of the City affecting employee relations.
Employee
Except as otherwise provided for in a collective bargaining agreement, employee is defined as:
(a) A full-time career employee, or
(b) an employee who works within one year from each date of employment, in excess of 1,040 hours during a continuous period of employment of more than six (6) months
Employee Organization
As defined in California Government Code Section 3501.
Employee Relations Officer
The City Manager or their duly authorized representative.
Impasse
A deadlock in discussions between a recognized employee organization and the Employee Relations Officer over any matters concerning which they are required to meet and confer in good faith, or over the scope of such subject matter.
Management Employee
An employee having responsibility for formulating, administering, or managing the implementation of City policies and programs.
Mediation
As defined in California Government Code Section 3501.
Professional Employee
An employee engaged in work (a) predominantly intellectual and varied in character as opposed to routine mental, manual, mechanical, or physical work, and (b) involving the consistent exercise of discretion and judgment in its performance, and (c) of such a character that the output produced or the result accomplished cannot be standardized in relation to a given period of time, and (d) requiring knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of sp ecialized intellectual instruction and study in an institution of higher learning or a hospital, as distinguished from a general academic education or from an apprenticeship or from training in the performance of routine mental, manual, or physical processes.
Proof of Employee Approval
Demonstrated under this Resolution by (a) an authorization card recently signed by an employee, or (b) employee dues deduction authorizations, using the payroll immediately
Last Reviewed: September 2025 Page 29 prior to the date a petition is filed hereunder, except that deductions for more than one employee organization for the account of any one employee shall not be considered proof of employee approval for more than one employee organization, or (c) a verified authorization petition or petitions recently signed by an employee.
Recently Signed
Signed within one hundred eighty (180) days prior to the filing of a petition hereunder.
Recognized Employee Organization
As defined in California Government Code Section 3501.
Scope of Representation
As defined in California Government Code Section 3504.
Supervisory Employee
An employee having responsibility for assigning and directing the work of other employees, or for rewarding or disciplining them, or for adjusting their grievances, or effectively to recommend such action if, in connection with the foregoing, the exercise of such authority is not of a merely routine or clerical nature, but requires the use of independent judgment.
Personnel Resolution Covering
Unrepresented Officers and Employees
September 9, 2025
i
Table of Contents
ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS ........................................................... 1
1.1 APPOINTING AUTHORITY ............................................................................................................ 1
1.2 APPLICABILITY .............................................................................................................................. 1
1.3 TYPE OF APPOINTMENTS ........................................................................................................... 1
1.4 STAFF AIDE POSITIONS ............................................................................................................... 2
1.5 CITY SERVICE ............................................................................................................................... 2 ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME ......................................................... 2
2.1 HOURS OF EMPLOYMENT ........................................................................................................... 2
2.2 WORK SCHEDULES FOR FIRE ASSISTANT CHIEFS ASSIGNED TO SHIFT COMMAND ....... 3
2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM ................................... 4
2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES .................................................................... 4
2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES ........................................................... 4
2.5 REMOTE WORK PROGRAM ......................................................................................................... 5
2.6 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 5
2.7 EMERGENCY RESPONSE BY DEPUTY FIRE CHIEF AND FIRE ASSISTANT CHIEF .............. 5
2.8 EMERGENCY RESPONSE BY DEPUTY POLICE CHIEF ............................................................ 5 ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE ................................................ 5
3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) .......................................... 6
3.2 COVERED DEPENDENTS ............................................................................................................. 7
3.3 LIFE INSURANCE .......................................................................................................................... 8
3.4 LONG TERM DISABILITY .............................................................................................................. 8
3.5 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 8
3.6 DEFERRED COMPENSATION PLAN ............................................................................................ 8
3.7 401(A) MONEY PURCHASE PLAN ................................................................................................ 8
3.8 LONGEVITY PAY (CITY CHARTER) ............................................................................................. 9
3.9 LONGEVITY PAY (UNREP RESO) ................................................................................................ 9 ARTICLE 4 – RETIREMENT ........................................................................................................... 9
4.1 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 9
4.2 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 12 ARTICLE 5 – CHARTER OFFICERS ............................................................................................ 13
5.1 CHARTER OFFICER SALARIES ................................................................................................. 13
5.2 EXPENSE ALLOWANCE .............................................................................................................. 14 ARTICLE 6 – NON-CAREER EMPLOYEES ................................................................................. 14
6.1 NON-CAREER BENEFITS ........................................................................................................... 14
6.2 CITY HEALTH AND WELFARE CONTRIBUTION ....................................................................... 14
6.3 POOL SAFETY CLASSIFICATIONS ............................................................................................ 14
6.4 GENERAL INTERN CLASSIFICATION ........................................................................................ 15
6.5 TUITION REIMBURSEMENT – STUDENT TRAINEE ................................................................. 16 ARTICLE 7 – LEAVES ................................................................................................................... 16
7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS .......................................................... 16
7.2 VACATION .................................................................................................................................... 16
7.3 HOLIDAYS .................................................................................................................................... 17
7.4 MANAGEMENT LEAVE TIME ...................................................................................................... 21
ii
7.5 ADMINISTRATIVE LEAVE TIME .................................................................................................. 22
7.6 SICK LEAVE ................................................................................................................................. 23
7.7 PARENTAL PAY ........................................................................................................................... 25
7.8 INJURY-ON-DUTY ........................................................................................................................ 25
7.9 COURT LEAVE ............................................................................................................................. 26
7.10 CATASTROPHIC LEAVE ............................................................................................................. 26
7.11 BEREAVEMENT PAY ................................................................................................................... 27
7.12 FAMILY AND MEDICAL LEAVE ................................................................................................... 27
7.13 PERSONAL TIME OFF ................................................................................................................. 27
7.14 PAID CITY LEAVE (PCL) .............................................................................................................. 27 ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES ............................................................ 28
8.1 TRANSPORTATION AND PARKING ALLOWANCES ................................................................. 28
8.2 FIRE UNIFORM ALLOWANCE ..................................................................................................... 30
8.3 POLICE UNIFORM ALLOWANCE ................................................................................................ 30
8.4 TUITION REIMBURSEMENT ....................................................................................................... 30
8.5 STATE OF CALIFORNIA BAR DUES........................................................................................... 31
8.6 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 31
8.7 CONTINUING EDUCATION ......................................................................................................... 31
8.8 BILINGUAL PAY ........................................................................................................................... 31
8.9 TECHNOLOGY ALLOWANCE ..................................................................................................... 31
8.10 NOTARY PAY ............................................................................................................................... 32 ARTICLE 9 – MISCELLANEOUS .................................................................................................. 32
9.1 RESTRICTIONS UPON OFFICERS AND EMPLOYEES ............................................................. 32
9.2 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES............................................................. 32
9.3 PAYROLL ERRORS ..................................................................................................................... 33
9.4 RETIREE COURT APPEARANCE FEES ..................................................................................... 34
9.5 OUT-OF-CLASSIFICATION PAY ................................................................................................. 34
9.6 SALARY STEPS FOR EMERGENCY MEDICAL SERVICE TRAINEE (EMS TRAINEE) .............. 35
9.7 SALARY RANGE ADJUSTMENTS FOR DESIGNATED CLASSIFICATIONS ............................ 35
1 ARTICLE 1 – GENERAL ADMINISTRATIVE PROVISIONS
1.1 APPOINTING AUTHORITY
a. For the City of Sacramento, appointing authority is vested with the Mayor, City Council members, and Charter Officers. Subject to applicable Rules and Regulations of the Civil Service Board , Council-adopted resolutions, and administrative policy instructions, appointing authority provides for the ability to hire City employees.
b. The Appointing Authority has the authority, subject to the approved Budget Resolution and administrative policy, to:
(1) Allocate full-time equivalent positions to specific job classifications and to establish rates of pay for incumbents in those classifications; (2) Change the number of exempt management positions under their administrative jurisdiction, so long as their total exempt management salary budget does not increase;
(3) Adjust the salary of individual exempt positions, so long as the total exempt salary budget for each department does not increase; and (4) Grant performance -based salary adjustments to unrepresented officers and employees consistent with employee appraisal procedures. Salary adjustments shall not apply to non -career employees.
1.2 APPLICABILITY
The terms of this Resolution apply to unrepresented employees of the City unless superseded by an employment contract approved by the City Council. This Resolution does not apply to any employee appointed as a retired annuitant.
1.3 TYPE OF APPOINTMENTS
a. Nothing in this Resolution shall create an express or implied covenant or contract or create a property right or tenure for any person appointed to unrepresented classifications covered by this Resolution. All unrepresented employees serve at the pleasure of the Appointing Authority. Consequently, just cause need not be established to impose discipline, and employees covered by this resolution have no rights to appeal the imposition of discipline.
b. This Personnel Resolution covers all unrepresented officers and employees of the City of Sacramento appointed or incumbent to any
2 position in the Executive Management, Executive Management Support, Mayor/Council Support, and Non-Career units as defined by the Employer- Employee Relations Policy . This Personnel Resolution applies to these positions whether the employee is considered full -time, part -time, seasonal, or appointed on a limited-term basis.
1.4 STAFF AIDE POSITIONS
The Director of Human Resources must approve the use of the title of Staff Aide.
Staff Aide may be used only in very limited situations, such as when a classification is needed either pending establishment of a new classification or a position is funded for a limited time and no appropriate classification exists. An employee may be appointed to the Staff Aide classification for a maximum of twelve (12) months. The salary for any Staff Aide position shall be established by the Director of Human Resources.
1.5 CITY SERVICE
City service for purposes of calculating benefits shall be calculated using each employee’s cumulative career employment with the City . For career part-time employees, City service shall be prorated. Th e use of prior employment for calculating the City service for rehired employees shall not create a right to retroactive benefits. This provision shall not apply to non-career employees. Non- career employees do not accrue Classification or City Service.
ARTICLE 2 – HOURS OF EMPLOYMENT AND OVERTIME
2.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal work week for full-time employees, who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA), shall consist of forty (40) hours of work during the normal work period. c. The normal work week shall not apply to employees exempt from the overtime provisions of FLSA. These employees are expected to work any amount of time required to perform the duties of their positions. d. The normal work week for part-time employees shall be determined by the Appointing Authority.
3 2.2 WORK SCHEDULES FOR FIRE ASSISTANT CHIEFS ASSIGNED TO SHIFT
COMMAND
a. Shift Command Assistant Chiefs
Three (3) Fire Assistant Chiefs will be assigned to Shift Command and shall be subject to the terms contained within this Section. With the exception of subsection (e), below, nothing in this Section shall apply to other Fire Assistant Chiefs who are assigned to temporarily cover any portion or all of a Shift Command shift.
b. Daily Hour Value
Upon the transfer from another non -Shift Command assignment to Shift Command, the Fire Assistant Chief’s leave banks will be adjusted to reflect
11.2 hours for each eight (8) hours in the existing leave bank. Upon transfer from Shift Command to another non -Shift Command Fire Assistant Chief assignment, the Fire Assistant Chief’s leave bank will be adjusted to reflect eight (8) hours for each 11.2 hours in the existing leave bank. The conversion is completed by multiplying or dividing the current balances by the daily hour value of 1.4, depending on whether the employee is going from-or-to a shift command assignment.
c. Annual Anticipated Hours
The base annual salary for Fire Assistant Chiefs assigned to Shift Command will be the same as for Fire Assistant Chiefs not so assigned, but their hourly rate is calculated based upon an anticipated 2,912 paid hours for each calendar year.
d. Schedule and Hours
Shifts for Fire Assistant Chiefs assigned to Shift Command shall begin at 7:00 a.m. and end at 7:00 a.m. the following morning. Fire Assistant Chiefs on Shift Command assignment will work a rotating schedule of two (2) consecutive twenty-four (24) hour shifts followed by four (4) consecutive twenty-four (24) hour shifts off duty. The duty schedule is as follows:
“X” denotes work day or duty shift
“O” denotes day off or shift off duty
X-X-O-O-O-O-X-X-O-O-O-O
Payroll records will correctly reflect the above work schedule of Fire Assistant Chiefs assigned to Shift Command commencing with the first pay period that begins after the effective date hereof. Example: A twenty -four (24) hour shift beginning at 7:00 a.m. on a Monday and ending at 7:00 a.m.
4 on a Tuesday will show seventeen (17) hours on-duty time on Monday and seven (7) hours on-duty time on Tuesday.
e. FLSA Exemption and Fire Assistant Chief Coverage
(1) Fire Assistant Chiefs are exempt from the provisions of the Fair Labor Standards Act (FLSA) and shall not be eligible to accrue compensating time off or earn overtime pay for time worked in excess of their schedule.
(2) Notwithstanding the FLSA exemption described above, when a Fire Assistant Chief is required to work during their scheduled time off to fill the role of a Fire Assistant Chief on Shift Command due to a vacancy or absence, the Fire Assistant Chief who is fil ling in shall be compensated at their base hourly rate, and if eligible, the contractual longevity incentive described in Section 3.9, Longevity Pay (City Charter ), below, for all hours worked on the additional Shift Command shift.
2.2 VOLUNTARY WORK FURLOUGH/REDUCED WORKWEEK PROGRAM
The City's Voluntary Work Furlough/Reduced Workweek Program shall be available to unrepresented full -time employees on the same terms as apply to represented employees. The benefit plan for eligible employees shall not be reduced or prorated by participation in such work reductions.
2.3 OVERTIME FOR ELIGIBLE CAREER EMPLOYEES
a. All overtime shall be calculated and paid consistent with FLSA requirements. Overtime compensation shall be paid by cash payment or compensating time off (CTO) as determined by the Appointing Authority. b. Employees may accrue up to one hundred and twenty (120) hours of CTO. c. An employee’s request to use accrued CTO must be made in advance and shall be at the discretion of the Appointing Authority. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
d. Upon termination from City service, employees shall be paid for any unused CTO hours at the rate of pay at the time of separation.
2.4 OVERTIME FOR ELIGIBLE NON-CAREER EMPLOYEES
a. All overtime for non-career employees shall be calculated and paid consistent with FLSA requirements. Non -career employees shall be
5 compensated for overtime with pay at one and one-half (1-1/2) times the regular rate of pay in cash payment.
b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour work week.
2.5 REMOTE WORK PROGRAM
Employees may work remotely, at the discretion of the Appointing Authority, in a manner consistent with the City’s Remote Work Policy.
2.6 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority, in Alternative Work Schedule Program such as 9/80 or 4/10 schedules. Employee participation in Alternative Work Schedule Program shall be dependent on employee performance and shall not disrupt department operations.
2.7 EMERGENCY RESPONSE BY DEPUTY FIRE CHIEF AND FIRE ASSISTANT CHIEF
When a Deputy Fire Chief or a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or as part of 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 the time they return.
2.8 EMERGENCY RESPONSE BY DEPUTY POLICE CHIEF
When a Deputy Police Chief 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.
ARTICLE 3 – FRINGE BENEFIT PLAN/HEALTH AND WELFARE
The fringe benefit plan described in this Article shall be available to full -time Executive Management, Mayor/Council Support, and Executive Management Support employees.
The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code § 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions as defined in Section 3.1 , Health and Welfare Contribution (City Contribution) . For employees that elect to participate in a City-sponsored health plan, one-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than
6 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.
The City shall make the contributions provided in Section 3.1 on either a 100% or 50% basis for full -time, part-time, and non -career (+1,040) employees. Except as provided herein, the City contribution shall be applied toward the premiums for City -sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of the City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid (89.6 hours for Fire Assistant Chief on Shift Command) = 100% contribution; 40 -63.9 hours paid (56-89.5 hours for Fire Assistant Chief on Shift Command) = 50% contribution.
3.1 HEALTH AND WELFARE CONTRIBUTION (CITY CONTRIBUTION) a. Employee Only
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee only shall be up to a maximum of $971 per month.
b. Employee Plus One (1) Dependent
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus one (1) dependent shall be $1,545 per month.
c. Employee Plus Two (2) or More Dependents
The City contribution for a full-time employee enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents shall be $2,051 per month.
d. For employees enrolled in an Account -Based Health Plan (ABHP), as defined by the City, the contributions shall be as specified above. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City contribution shall be credited to the employee’s Health Savings Account (HSA), to the extent allowed by law. e. Full-time employees not enrolled in a City -sponsored medical plan shall receive up to $ 747 per month to purchase City-sponsored dental and vision coverage.
f. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City
7 medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage.
g. Employees shall not receive any unused portion of the City contribution as cash.
h. In addition to the City contribution received above, the City Manager, City Attorney, City Auditor, City Clerk, and City Treasurer shall receive three percent (3%) of base salary to apply to optional benefits.
3.2 COVERED DEPENDENTS
a. Funds used to pay the health insurance premium cost for a domestic partner and/or a domestic partner's dependent children shall be in accordance with Federal and State tax laws.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California may cover the domestic partner and/or the domestic partner's children, under the employee's City - sponsored medical, dental, or vision plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 3.1.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age twenty-six (26) who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age twenty-six ( 26) who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of twenty-six (26) in which the City has received notice of a Qualified Domestic Relations Order of required coverage; and disabled unmarried children over the age of twenty-six (26) who reside with the employee . The definition of dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.
8 3.3 LIFE INSURANCE
a. City-paid basic life insurance shall be:
Group Amount
Executive Management, Executive Management Support
and Mayor Council Support $50,000
City Attorney, City Auditor, City Clerk and City Treasurer $100,000 City Manager $150,000
b. Optional Employee-Paid Insurance:
Executive Management, Mayor/Council Support, and Executive Management Support employees may purchase, at their expense, City- sponsored supplemental life insurance subject to limitations specified by the insurance carrier.
3.4 LONG TERM DISABILITY
Executive Management and Mayor/Council Support employees shall receive City-paid long-term disability insurance.
3.5 FLEXIBLE SPENDING ACCOUNTS
The City offers a Flexible Spending Account program to employees as permitted by Internal Revenue Code and associated Regulations.
3.6 DEFERRED COMPENSATION PLAN
Executive Management, Mayor/Council Support, and Executive Management Support career employees may participate in the City's Deferred Compensation 457(b) Plan (Plan) to the extent allowed by law and the Plan documents.
Each participant in the Plan shall contribute one dollar and fifty cents ($1.50) per month from their Plan balance to the Plan’s administrative allowance account.
3.7 401(A) MONEY PURCHASE PLAN
The City’s established Internal Revenue Code (IRC) § 401(a) Plan shall be made available to eligible career employees and participation for eligible employees shall be mandatory. The Plan shall conform to all IRC requirements. Contributions to the Plan shall be as follows:
a. For Executive Management and Mayor/Council Support regular employees the City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary.
9 b. For Executive Management Support regular employees, the City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary.
c. The 401(a) Plan shall conform to all IR C requirements. Vesting of City funds occurs with enrollment consistent with the Internal Revenue Code, and the 401(a) plan documents.
3.8 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided under § 108 of the City Charter. The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). This longevity pay is provided for in the City Charter and not through this Resolution. In the event changes are made to the City Charter, those changes shall supersede the provisions of this Resolution.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation.
3.9 LONGEVITY PAY (UNREP RESO)
Effective June 15, 2024, Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) employees, excluding the City Manager, City Attorney, City Clerk, City Treasurer, City Auditor, Director of Public Safety Accountability, and Assistant City Managers, 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. Effective January 10, 2026, Assistant City Managers will be eligible for longevity 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 1.5, City Service.
ARTICLE 4 – RETIREMENT
4.1 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or eligible survivor dependents shall receive City retiree insurance contributions for medical, dental, and vision insurance benefits from the City as follows:
a. The maximum City contribution toward the purchase of medical, dental, or vision insurance for retirees is up to three hundred dollars ($300) per
10 month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive up to an additional sixty-five dollars ($65) per month, for a total maximum monthly City contribution up to three hundred and sixty -five dollars ( $365). Retirees shall not receive any unused portion of the City contribution as cash.
b. Retiree Insurance Contributions for Employees Retiring on or after July 1, 1992
(1) Employees retiring with thirty (30) or more years of City service shall be eligible for up to the City's maximum retiree health insurance contribution identified in subsection 4.1(a) above on the date of retirement without regard to age.
(2) Employees retiring with a minimum of twenty (20) full years of City service but less than thirty (30) full years of City service who are at least fifty (50) years of age shall receive up to one hundred percent (100%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(3) Employees retiring with a minimum of fifteen (15) full years of City service but less than twenty (20) full years of City service who are at least fifty (50) years of age shall receive up to seventy-five percent (75%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(4) Employees retiring with a minimum of ten (10) full years of City service but less than fifteen (15) full years of City service who are at least fifty (50) years of age shall receive up to fifty percent (50%) of the City’s maximum retiree insurance contribution identified in subsection 4.1(a) above.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
(6) An employee who does not retire from the Sacramento City Employee Retirement System or CalPERS within one -hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase a non -City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan
11 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 dependent must enroll in Medicare Parts A and B upon being eligible for such benefits. Medicare retirees may elect to pa rticipate in a City - sponsored Medicare medical plan or purchase an individual Medicare plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare plan without restriction to the amount of time that the retiree has waived a City-sponsored medical plan. 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 4.1(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution identified in subsection 4.1(a) above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in -line-of-duty survivor benefits will be eligible for up to one hundred percent (100%) of the City’s applicable maximum retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in subsection 4.1(b).
12 h. Limitation Clause
No employee or retiree shall have any rights provided by this Section 4.1 after June 26, 2026.
i. Elimination of Retirees or Survivor Dependents Benefits No employee hired, reemployed, or rehired on or after July 20, 2012, shall be eligible for any benefits provided by this Section 4.1. Employees being recalled from layoff or transferring to unrepresented classifications after July 20, 2012, shall be ineligible for any benefits by this Section, unless the employee was eligible for retiree or survivor dependent benefits at the time of layoff or transfer.
4.2 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers shall pay eight percent (8%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost-share agreement in which miscellaneous classic members shall, from the date of the amendment, pay the seven percent (7%) employee contribution and one percent age point (1%) of the employer contribution through PERS cost-share. If this PERS cost-share is not approved by a vote of the unrepresented unit miscellaneous employees, the one percent (1%) cost -share will remain in the City’s account. Classic members in miscellaneous classifications shall qualify for the 2% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(2) Police Safety
Executive Management Police Safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The City will seek to amend the PERS contract to reflect a new cost -share agreement in which Executive Management Police Safety classic members shall, from the date of the amendment, pay the nine percent (9%) employee contribution and three percent age points (3%) of the employer contribution through PERS cost -share. If this PERS cost-share is not approved by a vote of the unrepresented Executive Management Police Safety unit employees, the three percent (3%) cost -share will remain in the City’s account. Classic members in Executive Management Police Safety classifications
13 shall qualify for the 3% at 50 benefit formula based upon the highest twelve (12) consecutive months of compensation.
(3) Fire Safety
Executive Management Fire Safety employees shall pay twelve percent ( 12%) of the employer’s contribution to the PERS retirement plan. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retirement benefit calculations to the extent allowed by law (pay and report). If necessary, the contract with PERS shall be amended to reflect the proper allocation of funds. Classic members of Executive Management Fire Safety classifications shall qualify for the 3% at 55 benefit formula based upon the highest twelve (12) consecutive months of compensation.
b. Member Contribution to PERS Retirement Plan – New Members (1) Miscellaneous
Executive Management, Mayor/Council Support, Executive
Management Support, and Charter Officers hired after December 31, 2012, shall be members in the PERS on terms consistent with Public Employees’ Pension Reform Act (PEPRA). New members in miscellaneous classifications shall qualify for the 2% at 62 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.
(2) Safety
Executive Management Safety employees hired after December 31, 2012, shall be members in the PERS on terms consistent with PEPRA. New members in safety classifications shall qualify for the
2.7% at 57 benefit formula, shall contribute 50% of the total normal cost of the PERS retirement plan, and retirement shall be based upon the highest thirty -six (36) consecutive months of compensation.
ARTICLE 5 – CHARTER OFFICERS
5.1 CHARTER OFFICER SALARIES
The salaries for the City Attorney, City Auditor, City Clerk, City Manager, and City Treasurer shall be modified only by City Council action and approval.
14 5.2 EXPENSE ALLOWANCE
The City will pay to the City Manager a sum of four hundred dollars ( $400) per month for City expenses for which no vouchers need be furnished. The City will pay to the City Attorney, City Auditor, City Clerk, and City Treasurer a sum of three hundred and fifty dollars ( $350) per month for City expenses for which no vouchers need be furnished.
ARTICLE 6 – NON-CAREER EMPLOYEES
6.1 NON-CAREER BENEFITS
Except as provided herein, unrepresented non-career (+1,040) employees do not accrue benefits.
6.2 CITY HEALTH AND WELFARE CONTRIBUTION
a. Employees in the classification of Fire Recruit shall receive the same City monthly health and welfare contribution amount as provided for the classification of Firefighter in the applicable Memorandum of Understanding.
b. Employees in the classification of Police Officer Recruit and Community Service Officer (Limited-Term) shall receive the same City monthly health and welfare contribution amount as provided for the classification of Police Officer in the applicable Memorandum of Understanding.
c. Employees in the classification of Dispatcher Recruit shall receive the same City health and welfare contribution amount as provided for the non- supervisory Dispatcher classification in the applicable Memorandum of Understanding.
d. Non-Career employees under this Section are not eligible to receive any unused portion of the City contribution as cash.
6.3 POOL SAFETY CLASSIFICATIONS
Employees holding classifications designated as pool safety positions may be eligible for additional compensation for qualifying work associated with the summer aquatics program. Such compensation is authorized solely for the purpose of recruiting and retaining qualified employees at City-operated swimming pools. Said employees shall be paid additional compensation as follows:
15 a. Certification Fee Reimbursements
Upon submittal of documents showing successful completion of the required water safety courses and receipts showing fees paid, the City shall reimburse eligible employees up to two hundred ( $200) for completing their certification course work.
b. Recruitment Incentive
Upon successful completion of eighty (80) hours of work in a designated pool safety classification, the City shall pay eligible employees a lump sum amount of two hundred dollars ($200).
c. Retention Incentive
Upon successful completion of work during the entire summer aquatics season, the City shall pay eligible employees a lump sum amount of four hundred dollars ($400).
6.4 GENERAL INTERN CLASSIFICATION
Individuals holding the classification of General Intern may be eligible for additional compensation for qualifying work. Additional compensation in the amounts described below is authorized solely for the purpose of recruiting and retaining qualified interns. General Interns may be paid additional compensation as follows:
a. General Interns
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns a lump sum amount of two hundred and fifty dollars ($250).
(2) Retention Incentive
Upon successful completion of three hundred and twenty (320) hours of work, the City may pay eligible General Interns a lump sum amount of five hundred dollars ($500).
b. General Interns in the City Attorney’s Office
(1) Recruitment Incentive
Upon successful completion of eighty (80) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of five hundred dollars ($500).
16 (2) Retention Incentive
Upon successful completion of four hundred (400) hours of work, the City may pay eligible General Interns working in the City Attorney’s Office a lump sum amount of one thousand and five hundred dollars ($1,500).
6.5 TUITION REIMBURSEMENT – STUDENT TRAINEE
Employees in the classification of Student Trainee, who are in the Police Officer hiring pipeline, may be eligible for tuition reimbursement pursuant to Section 8.4.
ARTICLE 7 – LEAVES
7.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS
Unless provided otherwise in this Article, leave hours shall accrue over twenty-four (24) pay periods per year, during the first two (2) pay periods of each month.
7.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of § 107 of the City Charter. Based on length of City service, the accrual of annual vacation allowances shall be as follows:
Non-Shift Command Hours
Length of Service Annual Vacation Allowance
1 to 5 years 10 days/80 hours
5 years and 1 day to 15 years 15 days/120 hours
more than 15 years 20 days/160 hours
Shift Command Hours
Length of Service Annual Vacation Allowance
1 to 5 years 112 hours
5 years and 1 day to 15 years 168 hours
more than 15 years 224 hours
b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service Board , unless an exception is authorized by the City Manager under appropriate circumstances. For Charter Officers , exceptions to the rules for vacation allowance administration shall be authorized by the Mayor or the Mayor’s designee.
Employees other than Fire Assistant Chiefs assigned to Shift Command
17 may accumulate a maximum of four hundred and eighty (480) vacation hours. Fire Assistant Chiefs assigned to Shift Command may accumulate a total of six hundred and seventy-two (672) hours. Once these maximums are reached, employees will no longer accrue vacation until such time as the employee’s vacation leave balances fall below the applicable maximum.
c. Employees who are eligible to receive a cash payment in -lieu of vacation leave, as provided for in Article 8 § 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 election.
Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in -lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. If the employee electing the in -lieu payment separates from City employment for any purpose before receiving the in - lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
7.3 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays for eligible employees:
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 Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
(1) To be eligible for holiday pay, the employee must be in a paid work status the scheduled workday before and after the recognized
18 holiday. Any payable leave time, such as vacation, and sick shall be considered hours worked for the purpose of holiday pay eligibility. (2) A part-time employee, including an employee in a work-sharing program, and non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:
Number of
Recognized Holidays
in the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
0.5 18 28.8
1.0 16 25.6
1.5 14 22.4
2.0 12 19.2
An employee paid for less than the minimum number of hours required for the 50% benefit shall receive no recognized holiday benefit.
(3) Non-career (-1,040) employees shall not receive recognized holiday benefits.
c. Holiday Observance
(1) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
i. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
ii. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
(2) If an employee's schedule differs from the traditional Monday - Friday workweek in which a recognized holiday falls, the following shall apply:
i. The actual dates as listed above shall be considered as the employee's holiday.
ii. If the recognized holiday falls on the employee's scheduled day off, the employee shall receive holiday earned for the hours of the holiday benefit.
19 d. Employee Holiday Earned Accrual (Non-Safety)
Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) employees (excluding Charter Officers, department heads, classifications above department head, Deputy Fire Chiefs, Deputy Police Chiefs, Fire Assistant Chiefs (all shifts), and the Fire Marshal) who are required by their supervisors to work on a holiday shall receive Holiday Earned leave 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.
e. Employees may accumulate a maximum of eighty (80) hours of Holiday Earned hours pursuant to (c) and (d), above . Once the maximum is reached, there shall be no further Holiday Earned accrual until the employee’s balance falls below eighty (80) hours. Holiday Earned may be taken by the employee at the discretion of the department head. f. Holiday Hours for Deputy Fire Chiefs, Deputy Police Chiefs, Fire Assistant Chiefs Not Assigned to Shift Command, and Fire Marshal
Deputy Fire Chiefs , Deputy Police Chiefs , Fire Assistant Chiefs not assigned to Shift Command, and Fire Marshal regularly scheduled to work on a recognized holiday shall receive Holiday Earned leave up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday. Holiday Earned accumulations shall be limited to a maximum carryover 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.
g. Floating Holidays
(1) Accrual
i. In addition to the recognized holidays specified above, except as provided below, employees shall receive the
equivalent of two (2) floating holiday s per fiscal year on an accrual basis as follows:
1. Each full-time Executive Management, Mayor/
Council Support, and Executive Management Support
employee shall accrue sixteen (16) hours of floating
holiday per calendar year at the rate of forty (40)
minutes on each of the first two (2) paychecks each
month, as long as the employee is in paid status forty
(40) or more hours of salary on the paycheck that the
accrual would occur.
20 2. A part-time Executive Management, Mayor/Council
Support, or Executive Management Support
employee, including an employee in a work sharing
program, or a non-career (+1,040) employee shall
accrue floating holiday credit based on the number of
hours for which the employee was paid in that bi -
weekly pay period: 64 or more hours paid = 100%
accrual [forty (40) minutes per each eligible
paycheck]; 40-63.9 hours paid = 50% accrual [twenty
(20) minutes per each eligible paycheck].
ii. Non-career ( -1,040) employees shall not receive floating holiday benefits.
(2) Administration
i. The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designated
representative.
ii. An employee may carry-over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual.
There shall be no cash out of floating holiday hours, either annually or upon separation.
h. Holiday Hours for Fire Assistant Chief Assigned to Shift Command (1) In lieu of the recognized holidays identified in Section 7.3(a), Recognized Holidays, Fire Assistant Chiefs who are assigned to the Shift Command schedule shall be credited with holiday accrual at the rate of six (6) hours and thirty -two (32) minutes on the first two paychecks of each month. Employees may accumulate twenty-four (24) hours of holiday leave, after which all remaining accruals shall be paid to the employee at the employee’s base rate of pay including, if eligible, the contractual longevity incentive described in Section 3.9, Longevity Pay (City Charter).
(2) Holiday hours shall be credited to an employee consistent with ( h) (1) only while the employee is in paid status.
(3) Holiday hours shall be used to offset vacation time as follows:
iii. Employees earning ten (10) vacation days per year: Holiday Earned = 1:36/shift
iv. Employees earning fifteen (15) vacation days per year:
Holiday Earned = 3:00/shift
21 v. Employees earning twenty (20) vacation days per year:
Holiday Earned = 1:36/shift
vi. Employees earning twenty (20) vacation days per year and who sell back one (1) week in lieu of vacation: Holiday Earned = 3:00/shift
(4) Fire Assistant Chiefs who are returning from a Shift Command schedule shall convert any accrued holiday hours in a manner consistent with Section 2.2(b).
i. Closure of Operations on Half Holidays
The City may opt to close operations on Christmas Eve or New Year’s Eve.
If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy.
7.4 MANAGEMENT LEAVE TIME
a. Executive Management and Mayor/Council Support employees exempt from the overtime provisions of FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week but shall be expected to devote as much time to their employment as may be necessary for the efficient operation of City government.
b. Executive Management and Mayor/Council Support employees determined by the City to be exempt from the overtime provisions of the FLSA shall be credited with eighty (80) hours of management leave time each calendar year , with the time posted to each employee’s leave balances the first pay period in January. Executive Management and Mayor/Council Support employees appointed after January 1 of a calendar year shall be entitled to a pro rata share of eighty (80) hours of management leave time based upon the number of full months remaining in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
Full-time career Executive Management and Mayor/Council Support employees who receive management leave time pursuant to this subparagraph shall have the option to receive a cash payment for up to forty (40) hours in lieu of the equivalent management leave accruals in the calendar year following the date the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising such option shall be required to sign an appropriate form requesting payment in lieu of up to forty (40) hours
22 of management leave time which shall be submitted to Payroll no later than November 30.
(2) Any employee exercising the option to receive cash in lieu of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in-lieu payment on the first paycheck in February of the year following the date of the election. (4) Payment for up to forty (40) hours shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
c. Management leave time shall not accumulate from year to year, and any management leave time not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited.
d. There shall be no cash out of management leave time upon separation. e. Part-time Executive Management and Mayor/Council Support employees shall be credited with a prorated amount of management leave.
7.5 ADMINISTRATIVE LEAVE TIME
a. Executive Management Support employees shall be credited with twenty- four (24) hours of administrative leave time each fiscal year. Such time will be posted in the first pay period in July. Executive Management Support employees hired after July 1 of a fiscal year shall be entitled to a prorated share of administrative leave time based upon the number of full months remaining in that fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the employee’s immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year, and any administrative leave time not used in the fiscal year in which it was awarded shall be forfeited. There shall be no cash out of administrative leave time.
c. Part-time Executive Management Support employees shall be credited with a prorated amount of administrative leave.
23 7.6 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. Part-time career and non -career employees earn sick leave on a pro -rata basis per the Rules and Regulations of the Civil Service Board and/or California’s Healthy Workplaces, Healthy Families Act of 2014.
(2) Employees who have sick leave of at least four hundred and eighty (480) hours on regular schedules or six hundred and seventy -two (672) hours on Shift Command schedules 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 sick leave accrual of not more than twenty -four (24) hours on standard schedules or thirty- three point six (33.6) hours on Shift Command schedules during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the election.
(3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable electio n.
Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(4) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash Out
(1) PERS
i. PERS members hired , reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of
continuous City service, are eligible to cash out sick leave upon separation for reasons of retirement, resignation, layoff or death as follows:
1. Eligible employees may receive a cash payment
equal to thirty-three and one -third percent (33 -1/3%)
24 of the total sick leave credits accumulated (to the
nearest full day) by the employee on the date of their
retirement, resignation, or layoff.
2. Eligible employees with an effective retirement date from PERS within one hundred twenty (120) calendar
days of their separation from City service may also
convert any or all of their total sick leave credits
accrued, less any payment received pursuant to
subparagraph 1, 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.
3. Individuals identified pursuant to California
Government Code § 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 § 53245, persons entitled by law to
the possession of the estate of a deceased employee
who was eligible to cash out sick leave credits
pursuant to subparagraph 1, above, may receive
payment for thirty-three and one-third (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.
ii. Employees hired, reemployed, or rehired on or after January 1, 2005, shall not be eligible for cash out payment of any portion of accumulated sick leave credits.
iii. PERS members may convert their sick leave balance to service credit pursuant to the PERS contract with the City upon separation of employment from the City for retirement, without regard to date of hire, reemployment, or rehire. iv. No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon retirement, SCERS members eligible to accumulate sick leave credits shall receive a cash payment representing the value of thirty -three and one-third percent (33 -1/3%) of the sick leave
25 credits (rounded to the nearest full day) accumulated to the date of retirement.
c. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
d. The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all covered employees.
7.7 PARENTAL PAY
Pursuant to the City’s Leave Administration Policy, full-time employees who have completed at least three (3) years of full-time career City service from the most recent date of hire are eligible for parental pay of up to one hundred and sixty (160) hours of continuous time off. Part -time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody; or
b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.
7.8 INJURY-ON-DUTY
a. Full-time career employees shall receive benefits for injuries suffered in the performance of their duties consistent with § 253 of the City Charter .
In the event changes are made to the City Charter, those changes shall supersede the provisions of this Resolution. To the extent permitted by law, the City shall receive a credit for the benefits provided pursuant to Charter § 253 against future workers’ compensation benefits. b. Safety employees may also be entitled to benefits pursuant to California Labor Code § 4850, as amended.
c. If the employee qualifies for temporary disability benefits after exhausting the one-year leave of absence for workplace injuries described in Charter § 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave pursuant to policy for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.
26 7.9 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence.
b. If a swing shift or graveyard shift employee has served an amount of time that exceeds one-half of the employee’s next scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift. If the employee is in court or on jury duty less than one-half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance.
e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.
f. When a non-career employee is regularly scheduled to work and is ordered to appear in court or report for jury duty, such employee shall be entitled to court leave benefits in accordance with the above -stated procedure.
7.10 CATASTROPHIC LEAVE
Employees are entitled to catastrophic leave pursuant to, and consistent with, the City’s Leave Administration Policy.
27 7.11 BEREAVEMENT PAY
An employee may receive up to twenty-four (24) working hours of City bereavement pay for time taken off for the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandchild, or grandparent. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service Board for additional time off or to attend to other death, bereavement, or funeral needs.
Bereavement Pay is expressly excluded from the conversion requirements set forth in Article 2.2 (b) of the Agreement for Fire Assistant Chief on Shift Command.
7.12 FAMILY AND MEDICAL LEAVE
Employees may be entitled to leave pursuant to the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), and/or Pregnancy Disability leave (PDL) consistent with the City’s Leave Administration Policy.
7.13 PERSONAL TIME OFF
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal leave at the beginning of the first pay period in January of each year. Part -time career employees who have completed ten (10) full years of City service shall be credited with a prorated amount of time based on their regular schedule.
b. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
c. Non-career employees are not eligible for personal leave benefits. d. Personal Time Off is expressly excluded from the conversion requirements set forth in Article 2.2 (b) of the Agreement for Fire Assistant Chief on Shift Command.
7.14 PAID CITY LEAVE (PCL)
a. Employees who were both in an unrepresented classification in Units 20, 21, or 22, and on the payroll on April 9, 2022, were granted thirty-five (35) hours of Paid City Leave (PCL). Employees who were both in an unrepresented classification in Units 20, 21, or 22, and on the payroll on October 31, 2022, were granted thirty-five (35) hours of PCL. This PCL shall not expire, and shall have no cash value except upon separation from City service. Employees with a balance of the PCL upon separation shall
28 receive a payment for the PCL balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. The total maximum number of PCL an employee may receive is seventy (70) hours. Employees who promote or transfer to a classification covered by the Unrepresented Resolution and who previously received PCL hours while employed in a represented classification covered by a memorandum of understanding (MOU) that provided PCL, may carry over the balance of their remaining PCL hours, if any . However, under no circumstance will any employee be provided more than a total of seventy (70) PCL hours.
ARTICLE 8 – REIMBURSEMENTS AND ALLOWANCES
8.1 TRANSPORTATION AND PARKING ALLOWANCES
a. Reimbursement for Use of Privately-Owned Vehicles
(1) Charter Officers or their designees may offer reimbursement for the use of privately -owned vehicles on City business or as compensation in lieu of the use of City vehicles on City business subject to the limits identified in this Article. Employees receiving a vehicle allowance prior to August 8, 2013, may continue to receive the amount of that reimbursement, even if in excess of the limits set below:
Executive Team Members $500/month
Division Managers $250/month
Professional Level $0 - $175/month
Support/Miscellaneous Staff $0 - $100/month
(2) Executive Management and Mayor/Council Support employees shall receive City -provided parking. Executive Management Support employees are eligible for City-provided parking. (3) Employees receiving less than two hundred and fifty dollars ($250) in monthly vehicle allowance may receive out -of-town mileage reimbursement. Reimbursement for out-of-town mileage shall be at the general mileage reimbursement rate (minus twenty-five ( 25) miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
b. Any automobile operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount at least equal to $100,000
29 per person, $300,000 per accident, and property damage limits at least equal to $50,000 (100/300/50).
c. Monthly Bus Transportation Reimbursement
(1) Sacramento Regional Transit District (SRTD)
Full-time Executive Management, Mayor/Council Support, and Executive Management Support employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City -paid SRTD monthly non -zone sticker pass in lieu of the City-paid parking and vehicle allowance. Part -time employees shall be eligible for a fifty percent (50%) price discount on the monthly non-zone sticker pass. The employee must notify the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that next month. Non -career employees shall not be eligible for the allowance. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(2) Other Public Transportation
Eligible full-time employees, as described in Section 8.1(c)(1), who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home-to-work commuting, are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City -paid parking and vehicle allowance. Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division, prior to the first day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred and twenty dollars ($120). An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Downtown Parking Subsidy
i. Eligible full -time Executive Management Support
employees, as described above, who work in the downtown area, shall receive a ninety dollar ( $90) per month
transportation allowance. Part -time Executive Management Support employees who work in the downtown area shall
receive a sixty dollar ( $60) per month transportation
30 allowance. Non-career employees shall not be eligible for the allowance.
ii. Employees who receive City -paid parking as described in Section 8.1 shall not be eligible for the downtown parking subsidy.
d. Discounted Parking Rates
Discounted parking will be available to Executive Management Support employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. e. City Vehicle Retention
The City Manager /Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on -call assignments, and other special or emergency assignments. Employees having custody of City vehicles must reside within thirty-five (35) air miles from the freeway interchange at W -X, 29th-30th Streets, so as to provide the citizens of this City with an effective response capability to emergencies.
8.2 FIRE UNIFORM ALLOWANCE
Safety management personnel employed in the Fire Department shall receive a uniform allowance of thirty-five dollars ($ 35) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
8.3 POLICE UNIFORM ALLOWANCE
Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty -five dollars ($ 35) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
8.4 TUITION REIMBURSEMENT
Employees will be reimbursed for the cost of tuition up to a maximum of one thousand and five hundred dollars ( $1,500) per calendar year, pursuant to the City's Employee Educational Assistance Program, as amended. Except as provided in Section 6.5, Tuition Reimbursement, non-career employees are not eligible for tuition reimbursement.
31 8.5 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after being provided documentation establishing payment was made by the employee requesting the reimbursement.
8.6 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that an employee maintain a license and/or certification, the Department Head or designee may, on a case-by-case basis, reimburse the employee for costs associated with the renewal of such license. This Section shall not apply to driver’s licenses.
8.7 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.
8.8 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be operationally necessary. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient and, if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process necessary to authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of forty dollars ($40) per month for any month in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.
8.9 TECHNOLOGY ALLOWANCE
a. If the City requires an employee in the Executive Management, Executive Management Support, or Mayor/Council Support unit to be generally accessible via technology device for the conduct of City-related business, the City shall provide a technology allowance in accordance with the provisions of this Section.
32 b. Employees in the Executive Management, Executive Management Support, or Mayor/Council Support units may be authorized a monthly technology allowance of up to one hundred dollars ($100). c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular phone and service that is available to conduct City-related business. The employee shall provide , and the City may publish, the cellular phone number to designated individuals and organizations with whom the employee normally conducts City-related business.
8.10 NOTARY PAY
An Executive Management Support employee who is required to maintain, or who obtains for City benefit, a notary registration shall receive a monthly certification pay of thirty dollars ($30).
ARTICLE 9 – MISCELLANEOUS
9.1 RESTRICTIONS UPON OFFICERS AND EMPLOYEES
a. Consistent with Sacramento City Code 2.16.010, n o employee shall be interested directly or indirectly in any contract or transaction with the City or with any department, board, officer or employee thereof, nor become surety for the performance of any contract made with or for the City upon bonds given to the City.
b. No employee shall receive any commission, money or thing of value, or derive any profit, benefit or advantage, directly or indirectly, from or by reason of any dealings with or service for the City by the employee or others, except the lawful compensation paid to such employee. c. No employee shall hold status in more than one (1) classification, nor receive more than one (1) salary from the City for the same work or hours of work.
9.2 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES
a. 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 contrary to the most effective performance of the mission 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 Appointing Authority or designated representative.
33 c. Employees shall submit annual requests for approval for off -duty employment at the beginning of each fiscal year.
d. 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 with the express written authorization of the Appointing Authority).
(4) In any off-duty position while on sick leave or injured-on-duty status. e. An employee may request authorization for off-duty employment by forwarding a letter of request to the Appointing Authority. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
f. The Appointing Authority will notify in writing to the employee of action taken on the request for off -duty employment. A copy of the letter will be retained in the employee’s personnel file.
g. Authorization for off-duty employment may be revoked at the discretion of the Appointing Authority at any time.
h. Part-time, seasonal, or limited-term employees are not subject to the restrictions of this Section.
9.3 PAYROLL ERRORS
a. In the event an error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, reimbursement to the City shall be mutually agreed to between the parties and shall be accomplished by:
(1) Lump sum payment by the employee;
34 (2) A one-time deduction from useable vacation, compensating time off (CTO), or holiday credit balances equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.
No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, which leads to collection efforts or other legal remedies, the overpayment collection shall not exceed twenty-six (26) pay periods. c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
9.4 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in their capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for their particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty-five dollars ($125) for a full day or seventy-five dollars ($75) for a half day, which is defined as four hours or less.
Nothing herein shall serve to establish an employment relationship for any purpose, including, but not limited to, employee benefits, reimb ursements, compensation, court cancellation fee, or any other rights.
9.5 OUT-OF-CLASSIFICATION PAY
a. Unit 09
Temporary assignments to higher classifications shall be permitted only in those classifications where , in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to perform the duties of a higher classification shall be compensated for the duration of the ou t-of- classification assignment by the payment of five percent (5%) of the base rate of pay the employee received prior to the out -of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification. Departments shall establish internal tracking and approval systems for out-of-classification pay administration.
35 b. Units 20, 21, and 22
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out -of-classification pay up to a maximum of ten percent (10%) the employee’s base rate of pay, but not more than the maximum salary of the higher classification. A department head may approve out -of-classification pay greater than ten percent (10%) with written justification and approval by the appropriate Charter Officer. Employees shall not receive out-of-classification pay in a department head’s absence, unless the department head is on a leave of absence of at least ten (10) consecutive calendar days for a reason identified in the City’s Leave Administration Policy , and the full range of responsibilities and decision-making authority of the department head has been delegated to the employee. Additionally, employees are not eligible for out-of-classification pay when their job specification states they may act in the absence of the department head.
9.6 SALARY STEPS FOR EMERGENCY MEDICAL SERVICE TRAINEE (EMS
TRAINEE)
a. EMS Trainee shall be a non -career, part-time classification for recruiting and training to learn the duties of a Fire Service Paramedic for the Sacramento Fire Department.
b. The EMS Trainee classification shall consist of five (5) salary steps with five percent (5%) between steps.
c. Employees in the classification of EMS Trainee shall be advanced to the next higher step of the salary range of the classification upon successful completion of twenty -six (26) weeks (520 hours) of service. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (1,040 hours) intervals to succeeding steps of the assigned salary range.
9.7 SALARY RANGE ADJUSTMENTS FOR DESIGNATED CLASSIFICATIONS Unrepresented classifications in the Executive Management (Unit 20), Mayor/Council Support (Unit 21), and Executive Management Support (Unit 22) units, who have similar or equivalent classifications in the Sacramento City Exempt Employees Association (SCXEA) shall receive salary range adjustments by the same percentage, and on the same dates, as salary range adjustments received by the SCXEA classifications. In addition, a salary compaction review will be performed to ensure the City maintains minimum spreads between SCXEA classifications and higher-level unrepresented classifications. Any needed range adjustments will take place as soon as practicable following implementation of SCXEA range increases and after the City Council approves the rates (salary schedule) for the unrepresented classifications at a public meeting pursuant to
36 the California Code of Regulations § 570.5.
No Charter Officer, department head, or classification above department head shall be considered similar or equivalent to any SCXEA classification.
The City retains sole discretion to determine which job classifications represented by SCXEA are similar or equivalent to any unrepresented classification.
Labor Relations Division Main: (916) 808-5424; Fax: (916) 307-6163 915 I Street, HCH First Floor Sacramento, CA 95814-2604 August 15, 2025 Sent via Electronic Mail OnlyHeather Hoekstra, PresidentSacramento City Exempt Employees Association 1017 L Street #503 Sacramento, California 95814 David L. Kruckenberg, CounselMessing, Adam, and Jasmine LLP2150 River Plaza Drive, Suite 140Sacramento, California 95833Email: [email protected], [email protected] Re: Letter of Understanding – Utilities Operations and Maintenance Superintendent Salary Range Increase Dear Ms. Hoekstra and Mr. Kruckenberg: This letter confirms the agreement reached between the City of Sacramento (“City”) and Sacramento Exempt Employees Association (“Association”), regarding the above referenced matter.Specifically, the agreement is as follows: 1. Effective the first pay period after adoption by the City Council, the classification of Utilities Operations and Maintenance Superintendent shall have its salary range increased to the range reflected in “Exhibit A.” This agreement does not establish precedent, nor does it interpret any employee rights under the language of the Labor Agreements, the Rules and Regulations of the Civil Service Board or any applicable policies and procedures of the Department of Human Resources or the City of Sacramento except as expressly stated herein. This agreement memorializes and constitutes the entire understanding between the parties as to all matters referred to or included herein and supersedes and replaces all prior negotiations, proposed discussions, whether written or oral. If this is your understanding of the Agreement reached, please sign and date as indicated below.
Letter of Understanding – Utilities Operations and Maintenance Superintendent Salary Range IncreasePage 2of 2Sincerely,Chee KhangLabor Relations OfficerFOR THE CITY:AGREED TO: AGREED TO:Leyne Milstein Shelley Banks-RobinsonInterim City Manager Human Resources DirectorAGREED TO:Aaron DonatoLabor Relations ManagerFOR THE UNION:AGREED TO: AGREED TO:Heather Hoekstra David L. KruckenbergPresident CounselAPPROVED AS TO FORM:Brett M. WitterAssistant City AttorneyAttachments: Exhibit A – Utilities Operations and Maintenance Superintendent Salary Schedule
Salary Schedule/Classification Listing Print Date:8/15/2025 Schedule Effective Date: September 9, 2025
Sal Plan Grade Effective Date Hourly Min/Max Annual Min/Max Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8