2026-00408 Establishment of Appointed Officers Unit (Unit 24) and Adoption of the Personnel Resolution Covering Appointed Officers, Personnel Resolution Covering Unrepresented Employees, Employer-Employee Relations Policy, and Citywide Salary Schedule — Sacramento City Council, February 3, 2026 (part 1 of 2)

City of Sacramento
City Council - 2PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2026-00408 2/3/2026
Establishment of Appointed Officers Unit (Unit 24) and Adoption of the Personnel Resolution Covering Appointed Officers, Personnel Resolution Covering Unrepresented Employees, Employer-Employee Relations Policy, and Citywide Salary Schedule File ID: 2026-00408
Location: Citywide
Recommendation: Adopt a Resolution: 1) establishing a new unrepresented Appointed Officers Unit (Unit 24) within the City’s Employer-Employee Relations Policy; 2) approving the Personnel Resolution Covering Appointed Officers; 3) approving amendments to the Personnel Resolution Covering Unrepresented Employees; 4) approving the updated Employer-Employee Relations Policy (EERP); 5) approving the Citywide Salary Schedule; 6) considering and, if approved, adopting longevity pay provisions for appointed officers and clarifying individualized salary review authority as set forth in the Personnel Resolution Covering Appointed Officers; and 7) authorizing the City Manager or designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors.

Contact: Jennifer Wilkinson, Administrative Officer, (916) 808-5925, [email protected], Department of Human Resources Presenter: None
Attachments:
1-Description/Analysis
2-EERP (Redline)
3-Personnel Resolution Covering Unrepresented Employees (Redline) 4-Salary Schedule (Redline)
5-Resolution
6-Exhibit A - EERP
7-Exhibit B - Personnel Resolution Covering Appointed Officers 8-Exhibit C - Personnel Resolution Covering Unrepresented Employees 9-Exhibit D - Salary Schedule
Description/Analysis
Issue Detail: The Personnel and Public Employees Committee (Committee) is currently establishing

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File ID: 2026-00408 2/3/2026
a formal process for the performance review of appointed officers inclusive of the City Manager, City Attorney, City Auditor, City Clerk, City Treasurer, and Director of Public Safety Accountability who serve at the pleasure of the Mayor and City Council. The appointed officers’ salaries and benefits are established by Council. Pursuant to the Council Rules of Procedure items involving the compensation of appointed officers may only be brought forward with the initial approval of the Mayor or recommendation by a majority of the Personnel and Public Employees (P&PE) Committee.

To align with this ongoing Committee work to formalize a clear, consistent review and oversight process for appointed officers, and for transparency, administrative clarity, policy alignment, and compliance with the Council Rules of Procedure, the Committee recommends creating a distinct Appointed Officers Unit (Unit 24) under the City’s Employer-Employee Relations Policy (EERP), separating the appointed officers into their own personnel resolution that will govern the terms and conditions of their employment.

Historically, appointed officers have been included in the City’s Personnel Resolution Covering Unrepresented Officers and Employees. Separating appointed officers into their own resolution will reduce confusion between Council-appointed officers and those who are appointed by the appointed officers and other department directors, clarify accountability lines, and reinforce the unique governance structure established under the City Charter. To improve transparency and ease of administration, staff have developed a stand-alone Personnel Resolution Covering Appointed Officers that mirrors all current pay and benefit provisions. Additionally, the P&PE Committee asked that the full City Council review the potential to add longevity pay to the Appointed Officer Resolution, to be in line with employees covered under the Personnel Resolution Covering Unrepresented Officers and Employees. If Council contemplates and adds longevity pay to the Appointed Officer Resolution, the following language would be added as a new section (Section 2.9):

2.9 LONGEVITY PAY (APPOINTED OFFICER RESOLUTION)
Employees who have completed seventeen (17) years of City service shall receive longevity pay in the amount of three percent (3%) of their base rate of pay.

Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity pay, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Section 1.5, City Service.

Establishing a separate Appointed Officers Unit (Unit 24) and adopting a stand-alone Personnel Resolution does not set, standardize, or authorize uniform salaries or salary increases for appointed officers. Each appointed officer’s compensation must continue to be individually considered, discussed, and approved by the City Council in compliance with Government Code section 54953 and applicable open-meeting requirements. The creation of Unit 24 is an administrative and

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File ID: 2026-00408 2/3/2026
organizational action intended to improve transparency and governance clarity and does not alter the City Council’s existing authority, discretion, or obligation to take separate, individual action on the compensation of each appointed officer. For clarity and consistency with longstanding City practice, the following language is proposed for City Council’s consideration for inclusion in Section 4.1, Salaries:

4.1 SALARIES
a. The salaries for the Charter Officers and Director of Public Safety Accountability shall be modified only by City Council resolution. (EXISTING LANGUAGE) b. Individualized Salary Review and Determination (PROPOSED LANGUAGE) The salary for each Charter Officer and the Director of Public Safety Accountability shall be reviewed and considered independently and separately by the City Council. Any salary action shall be determined on an individual basis and shall not be joint, collective, interdependent, or contingent upon salary actions taken for any other position. Any salary adjustment shall be based on an individualized assessment of the specific position, including, but not limited to duties, responsibilities, performance considerations, and external market comparisons with similar positions in comparable agencies. Approval of a salary adjustment for one Council Appointed Officer shall not create an expectation, entitlement, precedent, or obligation to approve the same or any adjustment for any other Council Appointed Officer.

The proposed EERP updates establish a new Unit 24 (Appointed Officers) to clearly delineate this group from the other unrepresented units; Executive Management, Mayor/Council Support, and Executive Management Support. This reorganization ensures that each unit under the policy is clearly identified, improving administrative consistency and public transparency.

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.

The Personnel Resolution Covering Appointed Officers is a new document and presented in one version included as Exhibit B (Attachment 7) to the Resolution, as there is no current version from which to provide a redline document.

The specific changes to the Personnel Resolution Covering Unrepresented Employees are presented in two versions, a red-lined version of changes to the Unrepresented Resolution as Attachment 3, and a clean copy of the Personnel Resolution Covering Unrepresented Employees is included as Exhibit C (Attachment 8) to the Resolution. The only changes to the unrepresented resolution is the

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File ID: 2026-00408 2/3/2026
removal of those elements that are unique to the appointed officers. This amended personnel resolution does not provide covered employees with any new salary or benefit increases.

The Citywide Salary Schedule has been updated to:
· Add the newly established Unit 24 (Appointed Officers); · Reflect corresponding job code number updates; and
· Incorporate adjustments required to comply with the State of California minimum wage increase effective January 1, 2026.

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: This action supports transparency, organizational clarity, and compliance with the City’s Charter and the Council Rules of Procedure. Establishing Unit 24 ensures appointed officers are properly classified within the City’s Employer-Employee Relations framework, separate from other unrepresented groups.

Economic Impacts: There is minimal fiscal impact associated with this action beyond the previously anticipated and budgeted adjustments necessary to meet the State’s January 1, 2026, minimum wage increase.

Environmental Considerations:

California Environmental Quality Act (CEQA): This action is not a project that is subject to CEQA because it is an organizational or administrative activity that will not result in direct or indirect physical changes in the environment. (CEQA Guidelines §15378(b)(5)).

Sustainability: Not applicable.

Commission/Committee Action: January 27, 2026, the P&PE Committee passed a motion recommending Council establish the creation of a new unrepresented unit for Council-Appointed Officers and approval of a Personnel Resolution for Council-Appointed Officers.

Rationale for Recommendation: Separating appointed officers into their own personnel resolution and establishing Unit 24 promotes transparency and clarity, streamlines administration, and ensures that appointed officers who report directly to the Mayor and City Council are distinct from other unrepresented employees who report to the appointed officers or departmental appointing authorities.

Updating the EERP and Citywide Salary Schedule ensures compliance with administrative,

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File ID: 2026-00408 2/3/2026
organizational, and legal requirements while maintaining accuracy in reporting, record-keeping, and alignment with State minimum wage law.

Financial Considerations: Not applicable.

Local Business Enterprise (LBE): Not applicable.

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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, 2025February 3, 2026

Supersedes
Employer-Employee Relations Policy
September 9, 2025
June 17, 2025

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. Appointed Officers (Unrepresented Unit 24) ............................................................. 26 F. Non-Career (Unrepresented Unit 09) ........................................................................ 26 DEFINITIONS ............................................................................................................................. 28 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

ii
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

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

Nothing contained herein shall be deemed to supersede the provisions of existing State law, the City Charter, ordinances, resolutions and rules which establish and regulate the merit and civil service system, or which provide for other methods of 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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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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2. Election Procedures – Whenever the State Conciliation Service calls an election pursuant hereto, it shall include the choice of no organization on the ballot. Employees entitled to vote in a representational election shall be those employees within the representation unit whose name appeared on the payroll immediately prior to the date of the election. An employee organization shall be certified by the Employee Relations Officer as the recognized employee organization within the representation unit if:
1) That employee organization has received the vote of a numerical majority of all the employees eligible to vote in the unit of which the election is held, or,
2) More than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, and the employee organization receives a numerical majority of all votes cast in the election, or,
3) In an election involving three or more choices, where none of the choices receives a majority of the ballot votes cast, and where more than fifty percent (50%) of the total number of employees in the unit eligible to vote have voted in the election, a run -off election shall be conducted between the two choices receiving the largest number of ballot votes cast; the rules governing an initial election being applicable to a run- off election.

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

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

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

6. Recognized employee organizations shall annually, on or before the anniversary date of recognition, file a written statement with the Employee Relations Officer, indicating changes in items 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 recognized employee organization.

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

Provided, however, that nothing herein shall require meeting and conferring between parties to a Memorandum of Understanding during the term of such Memorandum regarding matters to take effect during such term, except that such parties may meet and confer during such term on a matter within the scope of representation where (a) the matter was not covered by the Memorandum or expressly raised as an issue during the meeting and conferring process out of which such Memorandum arose, and (b) there shall have arisen a significant change in circumstances with respect to such matter, which could not have reasonably been anticipated by both parties at the time they signed such Memorandum.
b. Employees in classifications not included in supervisory and confidential representation units shall not participate in meeting and conferring or grievance resolution processes pertaining to supervisory and confidential representation unit classifications.
c. In the absence of express authorization in advance by the Employee Relations Officer, not more than two City employees representing a recognized employee organization requesting such a meeting shall be entitled to attend without loss of compensation or 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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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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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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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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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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California cities next smaller in population than
Sacramento, to the extent such can be reasonably
done.
b. In determining job comparability, the following factors will be considered: The nature and complexity of the
duties involved; the degree of supervision received and exercised; the educational, experience and physical
qualifications, and the special skills required; the
physical working conditions; and the hazards inherent
in the job.
c. Comparisons shall be in terms of total compensation
and benefits of employment, and, to the extent
feasible, shall be measured in monetary terms.
d. The comparison data as hereinabove provided for
shall, to the extent feasible, be adjusted as appropriate for differences in the cost of living in Sacramento as
compared to other cities considered; the benefits of job stability and continuity of employment ; difficulty of
recruiting qualified applicants; and equitable
employment benefit relationships between job
classifications in City employment.
e. The state of the economy in the Sacramento
metropolitan area, and the financial condition and
resources of City government, shall be considered.
4) The fact -finder(s) shall make written findings of fact and recommendations for the resolution of the issues in dispute, which shall be presented in terms of the standards specified in (3) above. The fact -finder or chairman of the fact - finding panel shall serve such findings and recommendations on the Employee Relations Officer and the designated
representative of the recognized employee organization. If these parties have not resolved the impasse within ten (10) days after service of the findings and recommendations upon them, and in no event later than ten (10) days prior to the final date set by law for fixing of the tax rate, the fact -finder or the chairman of the fact -finding panel shall make them public by submitting them to the City Clerk for consideration by the City Council in connection with the Council's legislative
determination of the issues.
5) Costs of mediation and fact -finding shall be divided one -half to the City and one -half to the recognized employee

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organization.

*Non-Career, Part-Time or Seasonal Classification

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APPENDIX A - Designation of Representation Units and Unrepresented Classifications

Represented Units

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

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

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: September 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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 2025February 2026 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

9.1. City Attorney

10.1. City Auditor

11.1. City Clerk

12.1. City Manager

13.1. City Treasurer

14.9. Community Engagement Manager

15.10. Deputy Fire Chief

16.11. Deputy Police Chief

17.12. Director of Community Development

18.13. Director of Community Response

19.14. Director of Convention and Culture Services

20.15. Director of Economic Development

21.16. Director of Finance

22.17. Director of Governmental Affairs

23.18. Director of Human Resources

24. Director of Public Safety Accountability

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: September 2025February 2026 Page 25

25.19. Director of Public Works

26.20. Director of Utilities

27.21. Director of Youth, Parks & Community Enrichment (YPCE)

28.22. Executive Director, SAC CCOMWP

29.23. Fire Assistant Chief

30.24. Fire Chief

31.25. Fire Marshal

32.26. Governmental Affairs Manager

33.27. Governmental Affairs Manager (Public Safety)

34.28. Human Resources Manager (Benefits & Retirement, Employment & Classification, and Labor Relations)

35.29. Labor Relations Administrative and EEO Investigator

36.30. Labor Relations Analyst

37.31. Labor Relations Officer

38.32. Media and Communications Officer

39.33. Office of Public Safety Accountability Assistant Director

40.34. Police Chief

41.35. Principal Budget Analyst (Finance/Budget)

42.36. 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 2025February 2026 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. Appointed Officers (Unrepresented Unit 24)

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

1. City Attorney

2. City Auditor

3. City Clerk

4. City Manager

5. City Treasurer

6. Director of Public Safety Accountability

E.F. 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*

*Non-Career, Part-Time or Seasonal Classification

Last Reviewed: September 2025February 2026 Page 27

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*

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 2025February 2026

Page 28 ends

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 2025February 2026

Page 29 ends

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, 2025February 3, 2026

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 ....... 2

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 .......................................................................................................................... 7

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) ............................................................................................. 8

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 .................................................................... 11 ARTICLE 5 – NON-CAREER EMPLOYEES ................................................................................. 13

5.1 NON-CAREER BENEFITS ........................................................................................................... 14

5.2 CITY HEALTH AND WELFARE CONTRIBUTION ....................................................................... 14

5.3 POOL SAFETY CLASSIFICATIONS ............................................................................................ 14

5.4 GENERAL INTERN CLASSIFICATION ........................................................................................ 15

5.5 TUITION REIMBURSEMENT – STUDENT TRAINEE ................................................................. 15 ARTICLE 6 – LEAVES ................................................................................................................... 15

6.1 ACCRUAL OF LEAVE HOURS OVER 24 PAY PERIODS .......................................................... 15

6.2 VACATION .................................................................................................................................... 16

6.3 HOLIDAYS .................................................................................................................................... 17

6.4 MANAGEMENT LEAVE TIME ...................................................................................................... 21

6.5 ADMINISTRATIVE LEAVE TIME .................................................................................................. 22

6.6 SICK LEAVE ................................................................................................................................. 22

6.7 PARENTAL PAY ........................................................................................................................... 24

6.8 INJURY-ON-DUTY ........................................................................................................................ 25

6.9 COURT LEAVE ............................................................................................................................. 25

6.10 CATASTROPHIC LEAVE ............................................................................................................. 26

6.11 BEREAVEMENT PAY ................................................................................................................... 26

6.12 FAMILY AND MEDICAL LEAVE ................................................................................................... 26

6.13 PERSONAL TIME OFF ................................................................................................................. 26

6.14 PAID CITY LEAVE (PCL) .............................................................................................................. 27 ARTICLE 7 – REIMBURSEMENTS AND ALLOWANCES ............................................................ 27

7.1 TRANSPORTATION AND PARKING ALLOWANCES ................................................................. 27

7.2 FIRE UNIFORM ALLOWANCE ..................................................................................................... 29

7.3 POLICE UNIFORM ALLOWANCE ................................................................................................ 30

7.4 TUITION REIMBURSEMENT ....................................................................................................... 30

7.5 STATE OF CALIFORNIA BAR DUES........................................................................................... 30

7.6 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 30

7.7 CONTINUING EDUCATION ......................................................................................................... 30

7.8 BILINGUAL PAY ........................................................................................................................... 30

7.9 TECHNOLOGY ALLOWANCE ..................................................................................................... 31

7.10 NOTARY PAY ............................................................................................................................... 31 ARTICLE 8 – MISCELLANEOUS .................................................................................................. 31

8.1 RESTRICTIONS UPON OFFICERS AND EMPLOYEES ............................................................. 31

8.2 OFF-DUTY EMPLOYMENT OF EXEMPT EMPLOYEES............................................................. 32

8.3 PAYROLL ERRORS ..................................................................................................................... 33

8.4 RETIREE COURT APPEARANCE FEES ..................................................................................... 33

8.5 OUT-OF-CLASSIFICATION PAY ................................................................................................. 34

8.6 SALARY STEPS FOR EMERGENCY MEDICAL SERVICE TRAINEE (EMS TRAINEE) .............. 34

8.7 SALARY RANGE ADJUSTMENTS FOR DESIGNATED CLASSIFICATIONS ............................ 35 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

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

2.2 WORK SCHEDULES FOR FIRE ASSISTANT CHIEFS ASSIGNED TO SHIFT COMMAND ....... 3