EXHIBIT A – CONTINUING LETTERS OF UNDERSTANDING (LOUs)
i
and
International Union of Operating
Engineers,
Stationary Engineers, Local 39
Labor Agreement
Covering All Employees
In The General Supervisory Unit
20252023-20282025
ii
TABLE OF CONTENTS
Section Page
PREAMBLE ................................................................................................................................... 1 ARTICLE 1 – RECOGNITION ........................................................................................................ 1
1.1 RECOGNITION ............................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ................................................................................................ 1
2.1 SOLE AGREEMENT ....................................................................................................................... 1 ARTICLE 3 – CITY RIGHTS .......................................................................................................... 2
3.1 CITY RIGHTS .................................................................................................................................. 2 ARTICLE 4 – UNION RIGHTS ....................................................................................................... 2
4.1 PAYROLL DEDUCTIONS ............................................................................................................... 2
4.2 BULLETIN BOARDS ....................................................................................................................... 4
4.3 LIST OF NEW EMPLOYEES .......................................................................................................... 5
4.4 STEWARDS .................................................................................................................................... 5
4.5 USE OF CITY INFORMATION SYSTEMS ..................................................................................... 5
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................. 5 ARTICLE 5 – GRIEVANCE PROCEDURE .................................................................................... 7
5.1 GRIEVANCE PROCEDURE ........................................................................................................... 7
5.2 PURPOSE ....................................................................................................................................... 7
5.3 DEFINITIONS .................................................................................................................................. 7
5.4 STEP ONE ...................................................................................................................................... 8
5.5 STEP TWO ...................................................................................................................................... 8
5.6 STEP THREE .................................................................................................................................. 8
5.7 ARBITRATION ................................................................................................................................ 9
5.8 WITNESSES ................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ...................................................................................... 10
6.1 SALARY RANGE .......................................................................................................................... 10
6.2 GENERAL SALARIES................................................................................................................... 10
6.3 EQUITY ADJUSTMENTS ............................................................................................................. 10
6.4 SIGNING BONUS ......................................................................................................................... 10 ARTICLE 7 – SALARY ADMINISTRATION ................................................................................. 11
7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ................................................................. 11
7.2 ADVANCEMENT IN RATE OF COMPENSATION ....................................................................... 11
7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .............................. 13
7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ..................................... 13
7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................. 13
7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ............................................................................. 14
7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY...................... 14
7.8 LONGEVITY PAY (CITY CHARTER) ........................................................................................... 14
7.9 LONGEVITY PAY (CONTRACT) .................................................................................................. 15
7.10 SECTION 401(A) MONEY PURCHASE PLAN ............................................................................. 15 iii
ARTICLE 8 – HEALTH AND WELFARE ...................................................................................... 15
8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ............................. 15
8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES .................................................................... 16
8.3 AMOUNT OF CONTRIBUTION .................................................................................................... 16
8.4 COVERED DEPENDENTS ........................................................................................................... 19
8.5 CASH-BACK LIMITS ..................................................................................................................... 20
8.6 LIFE INSURANCE ......................................................................................................................... 20
8.7 FLEXIBLE SPENDING ACCOUNTS ............................................................................................ 21
8.8 RETIREES OR SURVIVOR DEPENDENTS ................................................................................ 21 ARTICLE 9 – HOURS OF WORK ................................................................................................ 24
9.1 WORKDAY, WORKWEEK ............................................................................................................ 24
9.2 REST PERIODS ............................................................................................................................ 25
9.3 DISPATCHER SHIFT BIDS AND ASSIGNMENTS ...................................................................... 26 ARTICLE 10 – OVERTIME COMPENSATION ............................................................................. 26
10.1 OVERTIME/COMPENSATING TIME OFF (CTO) ........................................................................ 26
10.2 COURT OVERTIME ...................................................................................................................... 27 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY ........................ 29
11.1 STANDBY ASSIGNMENTS .......................................................................................................... 29
11.2 NIGHT-SHIFT PREMIUM PAY ..................................................................................................... 29 ARTICLE 12 – LEAVES ............................................................................................................... 30
12.1 HOLIDAYS .................................................................................................................................... 30
12.2 VACATION .................................................................................................................................... 34
12.3 SICK LEAVE ................................................................................................................................. 36
12.4 COURT LEAVE ............................................................................................................................. 39
12.5 PARENTAL LEAVE ....................................................................................................................... 39
12.6 CATASTROPHIC LEAVE PLAN ................................................................................................... 40
12.7 PERSONAL TIME OFF (PTO) ...................................................................................................... 42
12.8 SUPERVISORY PERSONAL TIME OFF ..................................................................................... 42
12.9 FAMILY MEDICAL LEAVE ............................................................................................................ 43
12.10 STATE DISABILITY INSURANCE (SDI ........................................................................................ 43
12.11 BEREAVEMENT LEAVE .............................................................................................................. 44
12.12 PAID CITY LEAVE (PCL) .............................................................................................................. 44 ARTICLE 13 – SPECIAL ALLOWANCES .................................................................................... 44
13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION ............................................................. 44
13.2 TUITION REIMBURSEMENT ....................................................................................................... 45
13.3 FORENSIC IDENTIFICATION CERTIFICATE PROGRAM .......................................................... 45
13.4 SUPERVISING PLANT OPERATOR CERTIFICATE PAY ........................................................... 45
13.5 TOOL ALLOWANCE AND INSURANCE ...................................................................................... 46
13.6 PROFESSIONAL ENRICHMENT ................................................................................................. 46
13.7 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 46
13.8 CONTINUING EDUCATION ......................................................................................................... 49
13.9 EDUCATIONAL INCENTIVE ........................................................................................................ 50
13.10 PLAYGROUND INSPECTOR INCENTIVE ................................................................................... 50
13.11 TECHNOLOGY ALLOWANCE ..................................................................................................... 50
13.12 BILINGUAL PAY ........................................................................................................................... 51
13.13 CERTIFICED ACCESS SPECIALIST (CASp) CERTIFICATION PAY ......................................... 51
13.14 INSTRUMENTATION SUPERVISOR INCENTIVE PAY .............................................................. 52
13.15 DRONE CERTIFICATION PAY .................................................................................................... 52
13.16 SUPERVISING DISPATCHER POST CERTIFICATION PAY .......................................................... 52 iv
13.17 UTILITIES OPERATIONS AND MAINTENANCE SUPERVISOR CERTIFICATION PAY ............... 52 ARTICLE 14 – TRANSPORTATION ............................................................................................ 53
14.1 GENERAL ..................................................................................................................................... 53
14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE .................................. 53
14.3 TRANSPORTATION ..................................................................................................................... 53
14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS ................................................................. 54
14.5 DISCOUNTED PARKING RATES ................................................................................................ 54 ARTICLE 15 – LAYOFF ............................................................................................................... 55
15.1 PURPOSE ..................................................................................................................................... 55
15.2 DEFINITIONS ................................................................................................................................ 55
15.3 PROCEDURE ............................................................................................................................... 57
15.4 SALARY IN EVENT OF DOWNGRADE ....................................................................................... 59
15.5 FRINGE BENEFITS ...................................................................................................................... 60
15.6 RECALL ........................................................................................................................................ 61
15.7 GENERAL ..................................................................................................................................... 62 ARTICLE 16 – UNIFORMS AND COVERALLS ........................................................................... 63
16.1 UNIFORMS ................................................................................................................................... 63
16.2 FOUL WEATHER JACKET ........................................................................................................... 63
16.3 SUMMER WEAR ........................................................................................................................... 64
16.4 SENIOR ANIMAL CARE TECHNICIAN AND SENIOR ANIMAL CONTROL OFFICER .............. 64
16.5 SUPERVISING FORENSIC INVESTIGATORS ............................................................................ 64 ARTICLE 17 – SAFETY SHOES AND SAFETY GLASSES ......................................................... 65
17.1 SAFETY SHOES ........................................................................................................................... 65
17.2 SAFETY GLASSES ....................................................................................................................... 66 ARTICLE 18 – CLASSIFICATION AND PAY ............................................................................... 66
18.1 NEW OR REVISED JOB CLASSIFICATIONS ............................................................................. 66 ARTICLE 19 – DISCIPLINE ......................................................................................................... 67
19.1 LETTER OF REPRIMAND ............................................................................................................ 67
19.2 IN-LIEU DISCIPLINE..................................................................................................................... 67
19.3 DISCIPLINE TOLLING PERIOD ................................................................................................... 68
19.4 MEDIATION .................................................................................................................................. 68
19.5 DISCIPLINE APPEAL HEARING PROCEDURE .......................................................................... 68
19.6 DECISION ..................................................................................................................................... 69
19.7 WITHDRAWAL OF APPEAL ......................................................................................................... 69
19.8 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION ................................................ 69 ARTICLE 20 – MISCELLANEOUS ............................................................................................... 70
20.1 CIVIL SERVICE RULES ............................................................................................................... 70
20.2 SELECTION OF VACANCIES ...................................................................................................... 70
20.3 PROMOTION FROM WITHIN ....................................................................................................... 70
20.4 CONSOLIDATION ......................................................................................................................... 71
20.5 DAMAGE TO PRESCRIPTION GLASSES ................................................................................... 71
20.6 REMOTE WORK ........................................................................................................................... 71
20.7 SAVINGS CLAUSE ....................................................................................................................... 71
20.8 NON-FAULT VEHICULAR ACCIDENTS ...................................................................................... 71
20.9 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) AND VEHICLE STICKERS .... 71 v
20.10 CONTRACTING-OUT ................................................................................................................... 72
20.11 STRIKES AND LOCKOUTS ......................................................................................................... 72
20.12 BLOOD BANK TIME ..................................................................................................................... 72
20.13 TIME OFF FOR EXAMINATIONS ................................................................................................. 72
20.14 SUPERVISING DISPATCHERS USE OF FITNESS CENTER .................................................... 73
20.15 TRIAL PERIOD ............................................................................................................................. 73
20.16 PAYROLL ERRORS ..................................................................................................................... 74
20.17 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 75
20.18 EMPLOYEE PERFORMANCE EVALUATIONS ........................................................................... 75
20.19 DEFERRED COMPENSATION PLAN .......................................................................................... 76
20.20 URBAN FORESTRY ..................................................................................................................... 76
20.21 TERM ............................................................................................................................................ 76 EXHIBIT A – REGRESSION LADDERS ...................................................................................... 79 EXHIBIT B – USE OF FITNESS CENTER WAIVER OF LIABILITY ............................................. 84 PREAMBLE ................................................................................................................................... 1 ARTICLE 1 – RECOGNITION ........................................................................................................ 1
1.1 RECOGNITION ............................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ................................................................................................ 1
2.1 SOLE AGREEMENT ....................................................................................................................... 1 ARTICLE 3 – CITY RIGHTS .......................................................................................................... 2
3.1 CITY RIGHTS .................................................................................................................................. 2 ARTICLE 4 – UNION RIGHTS ....................................................................................................... 2
4.1 PAYROLL DEDUCTIONS ............................................................................................................... 2
4.2 BULLETIN BOARDS ....................................................................................................................... 4
4.3 LIST OF NEW EMPLOYEES .......................................................................................................... 5
4.4 STEWARDS .................................................................................................................................... 5
4.5 USE OF CITY INFORMATION SYSTEMS ..................................................................................... 5
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................. 5 ARTICLE 5 – GRIEVANCE PROCEDURE .................................................................................... 6
5.1 GRIEVANCE PROCEDURE ........................................................................................................... 6
5.2 PURPOSE ....................................................................................................................................... 6
5.3 DEFINITIONS .................................................................................................................................. 7
5.4 STEP ONE ...................................................................................................................................... 7
5.5 STEP TWO ...................................................................................................................................... 8
5.6 STEP THREE .................................................................................................................................. 8
5.7 ARBITRATION ................................................................................................................................ 8
5.8 WITNESSES ................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ........................................................................................ 9
6.1 SALARY RANGE ............................................................................................................................ 9
6.2 SALARIES ....................................................................................................................................... 9
6.3 SIGNING BONUS ........................................................................................................................... 9 vi
ARTICLE 7 – SALARY ADMINISTRATION ................................................................................. 10
7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ................................................................. 10
7.2 ADVANCEMENT IN RATE OF COMPENSATION ....................................................................... 10
7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .............................. 12
7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ..................................... 12
7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................. 13
7.6 RATES HIGHER THAN TOP STEP (Y-RATE .............................................................................. 13
7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY...................... 13
7.8 LONGEVITY PAY .......................................................................................................................... 13
7.9 SECTION 401(A) MONEY PURCHASE PLAN ............................................................................. 14
7.10 LIVING WAGE MEETING ............................................................................................................. 14 ARTICLE 8 – HEALTH AND WELFARE ...................................................................................... 14
8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ............................. 14
8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES .................................................................... 15
8.3 AMOUNT OF CONTRIBUTION .................................................................................................... 15
8.4 COVERED DEPENDENTS ........................................................................................................... 17
8.5 CASH-BACK LIMITS ..................................................................................................................... 17
8.6 LIFE INSURANCE ......................................................................................................................... 18
8.7 FLEXIBLE SPENDING ACCOUNTS ............................................................................................ 18
8.8 RETIREES OR SURVIVOR DEPENDENTS ................................................................................ 18 ARTICLE 9 – HOURS OF WORK ................................................................................................ 22
9.1 WORKDAY, WORKWEEK ............................................................................................................ 22
9.2 REST PERIODS ............................................................................................................................ 23
9.3 DISPATCHER SHIFT BIDS AND ASSIGNMENTS ...................................................................... 23 ARTICLE 10 – OVERTIME COMPENSATION ............................................................................. 23
10.1 OVERTIME/COMPENSATING TIME OFF (CTO) ........................................................................ 23
10.2 COURT OVERTIME ...................................................................................................................... 24 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY ........................ 26
11.1 STANDBY ASSIGNMENTS .......................................................................................................... 26
11.2 NIGHT-SHIFT PREMIUM PAY ..................................................................................................... 26 ARTICLE 12 – LEAVES ............................................................................................................... 27
12.1 HOLIDAYS .................................................................................................................................... 27
12.2 VACATION .................................................................................................................................... 30
12.3 SICK LEAVE ................................................................................................................................. 32
12.4 COURT LEAVE ............................................................................................................................. 35
12.5 PARENTAL LEAVE ....................................................................................................................... 36
12.6 CATASTROPHIC LEAVE PLAN ................................................................................................... 37
12.7 PERSONAL TIME OFF (PTO) ...................................................................................................... 38
12.8 SUPERVISORY PERSONAL TIME OFF (PTO) ........................................................................... 39
12.9 FAMILY MEDICAL LEAVE ............................................................................................................ 39
12.10 STATE DISABILITY INSURANCE (SDI ........................................................................................ 39
12.11 BEREAVEMENT LEAVE .............................................................................................................. 40
12.12 PAID CITY LEAVE (PCL) .............................................................................................................. 40 ARTICLE 13 – SPECIAL ALLOWANCES .................................................................................... 41
13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION ............................................................. 41
13.2 TUITION REIMBURSEMENT ....................................................................................................... 41
13.3 FORENSIC IDENTIFICATION CERTIFICATE PROGRAM .......................................................... 41 vii
13.4 SUPERVISING PLANT OPERATOR CERTIFICATE PAY ........................................................... 42
13.5 TOOL ALLOWANCE AND INSURANCE ...................................................................................... 42
13.6 PROFESSIONAL ENRICHMENT ................................................................................................. 42
13.7 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 42
13.8 CONTINUING EDUCATION ......................................................................................................... 45
13.9 EDUCATIONAL INCENTIVE ........................................................................................................ 46
13.10 PLAYGROUND INSPECTOR INCENTIVE ................................................................................... 46
13.11 TECHNOLOGY ALLOWANCE ..................................................................................................... 46
13.12 BILINGUAL PAY ........................................................................................................................... 47
13.13 CERTIFICED ACCESS SPECIALIST (CASp) CERTIFICATION PAY ......................................... 47
13.14 INSTRUMENTATION SUPERVISOR INCENTIVE PAY .............................................................. 47
13.15 DRONE CERTIFICATION PAY .................................................................................................... 48 ARTICLE 14 – TRANSPORTATION ............................................................................................ 48
14.1 GENERAL ..................................................................................................................................... 48
14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE .................................. 48
14.3 TRANSPORTATION ..................................................................................................................... 49
14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS ................................................................. 49
14.5 DISCOUNTED PARKING RATES ................................................................................................ 50 ARTICLE 15 – LAYOFF ............................................................................................................... 50
15.1 PURPOSE ..................................................................................................................................... 50
15.2 DEFINITIONS ................................................................................................................................ 50
15.3 PROCEDURE ............................................................................................................................... 53
15.4 SALARY IN EVENT OF DOWNGRADE ....................................................................................... 55
15.5 FRINGE BENEFITS ...................................................................................................................... 55
15.6 RECALL ........................................................................................................................................ 56
15.7 GENERAL ..................................................................................................................................... 57 ARTICLE 16 – UNIFORMS AND COVERALLS ........................................................................... 58
16.1 UNIFORMS ................................................................................................................................... 58
16.2 FOUL WEATHER JACKET ........................................................................................................... 59
16.3 SUMMER WEAR ........................................................................................................................... 59
16.4 SENIOR ANIMAL CARE TECHNICIAN AND SENIOR ANIMAL CONTROL OFFICER .............. 59
16.5 SUPERVISING FORENSIC INVESTIGATORS ............................................................................ 60 ARTICLE 17 – SAFETY SHOES AND SAFETY GLASSES ......................................................... 61
17.1 SAFETY SHOES ........................................................................................................................... 61
17.2 SAFETY GLASSES ....................................................................................................................... 61 ARTICLE 18 – CLASSIFICATION AND PAY ............................................................................... 62
18.1 NEW OR REVISED JOB CLASSIFICATIONS ............................................................................. 62 ARTICLE 19 – DISCIPLINE ......................................................................................................... 62
19.1 LETTER OF REPRIMAND ............................................................................................................ 62
19.2 IN-LIEU DISCIPLINE..................................................................................................................... 63
19.3 DISCIPLINE TOLLING PERIOD ................................................................................................... 63
19.4 MEDIATION .................................................................................................................................. 63
19.5 DISCIPLINE APPEAL HEARING PROCEDURE .......................................................................... 63
19.6 DECISION ..................................................................................................................................... 64
19.7 WITHDRAWAL OF APPEAL ......................................................................................................... 64
19.8 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION ................................................ 64 viii
ARTICLE 20 – MISCELLANEOUS ............................................................................................... 65
20.1 CIVIL SERVICE RULES ............................................................................................................... 65
20.2 SELECTION OF VACANCIES ...................................................................................................... 65
20.3 PROMOTION FROM WITHIN ....................................................................................................... 66
20.4 CONSOLIDATION ......................................................................................................................... 66
20.5 DAMAGE TO PRESCRIPTION GLASSES ................................................................................... 66
20.6 REMOTE WORK ........................................................................................................................... 66
20.7 SAVINGS CLAUSE ....................................................................................................................... 66
20.8 NON-FAULT VEHICULAR ACCIDENTS ...................................................................................... 67
20.9 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) AND VEHICLE STICKERS .... 67
20.10 CONTRACTING-OUT ................................................................................................................... 67
20.11 STRIKES AND LOCKOUTS ......................................................................................................... 67
20.12 BLOOD BANK TIME ..................................................................................................................... 67
20.13 TIME OFF FOR EXAMINATIONS ................................................................................................. 68
20.14 SUPERVISING DISPATCHERS USE OF FITNESS CENTER .................................................... 68
20.15 TRIAL PERIOD ............................................................................................................................. 69
20.16 PAYROLL ERRORS ..................................................................................................................... 69
20.17 PERS RETIREMENT PLAN AND CONTRIBUTION .................................................................... 70
20.18 EMPLOYEE PERFORMANCE EVALUATIONS ........................................................................... 71
20.19 DEFERRED COMPENSATION PLAN .......................................................................................... 71
20.20 URBAN FORESTRY ..................................................................................................................... 71
20.21 TERM ............................................................................................................................................ 71 EXHIBIT A – REGRESSION LADDERS ...................................................................................... 74 EXHIBIT B – USE OF FITNESS CENTER WAIVER OF LIABILITY ............................................. 79
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the INTERNATIONAL UNION OF OPERATING ENGINEERS, STATIONARY LOCAL 39, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious labor relations between the City and the Union, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, hours of work, and other conditions of employment.
ARTICLE 1 – RECOGNITION
1.1 RECOGNITION
a. The City hereby recognizes the Union as the exclusive bargaining agent for all employees in the General Supervisory Unit, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as authorized by law. b. The Union will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting an election pursuant to the City's Employer-Employee Relations Policy.
ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. This Agreement when signed by the parties hereto, and approved by the City Council, supersedes all other Agreements and supplements, and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend, or alter the provisions of the Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of the City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms. c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.
2 ARTICLE 3 – CITY RIGHTS
3.1 CITY RIGHTS
The City retains the exclusive right, subject to and in accordance with applicable laws, the City Charter, Civil Service Board Rules and Regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable Charter, ordinance and Civil Service Board Rule provisions; (d) to discipline employees in accordance with applicable Rules; (e) to dismiss employees because of lack of work or for other reasonable cause; (f) to determine the mission of its Divisions and Departments, and its budget, organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift, or tour of duty, and the methods and technology of performing its work; and (g) to take whatever action may be appropriate to carry out its mission in situations of emergency.
ARTICLE 4 – UNION RIGHTS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly Union membership dues, initiation fees, and assessments; and (2) the insurance premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member.
The City must approve any new payroll deductions for insurance premiums for plans to which the City is not the contracting party which are not being payroll deducted as of the effective date of this Agreement. b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in using the dues authorization form agreed to by the City and the Union, and shall include:
Employee full name
Employee eCAPS ID number or the last four digits of their Social Security number
Amount or percentage of monthly membership dues
3 Additional Union-sponsored deductions (e.g., life insurance) Any additional necessary information
(2) Any future changes or modifications to the authorization form shall be agreed upon between the City and the Union.
(3) The authorization form for deductions shall be completed and submitted by the Union to the Payroll Division, Department of Finance. (4) Such deductions shall be made only upon submission of the authorization form by the Union to the Payroll Division, Department of Finance.
(5) When changes in rates affect large groups of Union members, the Union may, in lieu of utilizing the dues authorization form, notify the Labor Relations Division, Department of Human Resources, by email of the new rate and clearly define the group(s) of Union members who are affected.
(6) The Union is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance, any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(7) Dues, deductions shall occur over twenty-four (24) pay periods per year, which shall be the first two (2) pay periods each month. (8) If for any reason an employee does not have sufficient funds due them to provide for payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Union shall assume the duty of direction collection from the employee. (9) Deductions and authorizations shall be separated by type of deductions (e.g., Union membership dues, initiation fees, insurance premiums) and by payee.
(10) Unless notified in writing by the Union of an employee’s request to cancel their dues deductions, the City will continue to deduct union dues, and/or any additional deduction(s) noted. Notification of cancellation will be made utilizing the dues authorization form notating in the “Additional Information” or “Action” column that it is a membership cancellation.
4 (11) The City shall make the Union’s requested dues changes, enroll new members, and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days following notification. (12) The City will remit to the Union a check for all of the deductions. (13) The Union shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization. (14) The Union shall indemnify, defend, and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues, initiation fees, insurance, or other programs sponsored by the Union. (15) In the event there is a change in the law whereby any provision hereof becomes invalid or if for any reason any provision of this Section is rendered unlawful by any published appellate court decision, this Section shall be forthwith deemed amended to comply with the change or decision in question. Upon occurrence of such an event, the parties shall meet and confer as soon as practicable regarding the invalidated or amended provision(s).
(16) Employees recalled pursuant to Article 15 shall immediately be re- enrolled upon recall into the union dues deduction, or other payment that existed at the time of layoff, as appropriate.
4.2 BULLETIN BOARDS
a. In addition to providing the Union with a locked bulletin board at City Hall, space shall be provided on City property, at locations mutually agreed upon, for Union bulletin boards for the posting of the following types of notices:
(1) Union recreational and social activities
(2) Union steward elections
(3) Union appointments and results of Union elections
(4) Union meetings
b. Such other notices may be mutually agreed upon by the Union and the Department of Human Resources. Bulletin boards are for the sole purpose of such notices as are listed above. The board size shall be no larger than three (3) feet by four (4) feet.
5 4.3 LIST OF NEW EMPLOYEES
At least every thirty (30) days, the City shall provide the Union with a list of employees who are employed in the classifications represented by the bargaining unit.
To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.
4.4 STEWARDS
a. The City recognizes that the Union has established Stewards, who consist of career City employees represented by the Union. A current list of Stewards shall be made available to the Director of Human Resources, together with any changes thereto.
b. Stewards shall be designated in accordance with areas mutually agreed upon by the Union and the City. The Union will not exceed a ratio of one (1) Steward to every fifty-five (55) represented employees.
c. Stewards shall not conduct Union or representational activities on City time unless prior approval is expressly granted by City management.
4.5 USE OF CITY INFORMATION SYSTEMS
a. The Union shall have the right to reasonable use of the City's existing internal mail system for the limited purpose of communicating with employees who have been designated in writing by the Union as Stewards. The envelope for such mail shall contain the following information: Steward's name, Department, Division, and work location. The City shall not be held responsible for untimely or lost mail.
b. The Union may have reasonable use of the City's electronic mail (Outlook) system (email) for the limited purpose of communicating with employees who have been designated in writing by the Union as stewards. Stewards may, with the advance approval of Department management, have reasonable use of City email to fulfill their role as a Steward.
c. Failure to comply with these requirements will result in withdrawal of the use of City information systems.
4.6 NEW EMPLOYEE ORIENTATION
a. Unless otherwise agreed in advance, Union Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Union and the labor agreement.
6 The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Union’s representative(s) to attend, shall be established by the City. The City shall make a reasonable effort to provide the Union with at least forty-eight (48) hours’ notice of changes to the regular schedule.
b. The Union shall be permitted to have one (1) Union steward attend the new employee orientation so long as their absence from their assignment does not unduly disrupt the operation of the City and the steward obtains their supervisor’s authorization. The steward shall be on City-paid Union release time for up to one (1) hour of regular time; overtime will not be paid for a steward to attend orientation.
The Union may have only one (1) steward on City-paid release time regardless of the unit they are in (i.e. Miscellaneous, Plant Operators, General Supervisors).
The City may terminate 4.6 (b) by providing written notice to the Union within thirty (30) calendar days ofprior to the expiration of this Agreement. c. When new-employee orientations occur virtually, the City will include the Union Business Representative on the meeting invitation, so that a representative may attend consistent with subsections (a) and (b), above. It is the Union’s responsibility to pre-designate the Union Business Representative contact with the City.
If a Union Business Representative is not available to attend the virtual new- employee orientation, the Union Business Representative may contact the employee and the employee’s department management to schedule a thirty (30) minute meeting with the employee. The meeting shall be either in person at the employee’s primary physical City work location or if that is not practical, may be virtual.
This meeting shall occur within the first thirty (30) calendar days of the new employees’ employment and shall be scheduled within seven (7) calendar days of the Union’s request on a date and time that is mutually agreed upon between the City and the Union Business Representative.
During the meeting, the employee shall be released from duty. The meeting shall occur during the employee’s normally scheduled work shift and without loss of compensation to the employee; however, under no circumstance will the meeting take place on overtime.
The City may terminate section 4.6 (c) by providing written notice to the Union within thirty (30) calendar days prior to the expiration of this Agreement.
7 Within ninety (90) calendar days of adoption of this Agreement by City Council, at the Union’s written request, the City and the Union agree to meet and discuss new-employee orientations. Absent agreement, the City’s current new-employee orientation process shall remain.
ARTICLE 5 – GRIEVANCE PROCEDURE
5.1 GRIEVANCE PROCEDURE
The City and the Union agree to implement the following grievance procedure:
No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance was based. With the consent of the City's third step representative, the thirty (30) day time limit for filing grievances may be extended.
5.2 PURPOSE
a. This grievance procedure shall be used to process and resolve grievances arising under this Agreement except to the extent that the City Charter vests jurisdiction elsewhere.
b. The purposes of this procedure are:
(1) to resolve grievances informally at the lowest possible level; (2) to provide an orderly procedure for reviewing and resolving grievances promptly.
5.3 DEFINITIONS
a. A grievance is a good faith complaint of one (1) or a group of employees, or a dispute between the City and the Union involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the term "supervisor" means the individual who assigns, reviews and directs the work of an employee.
c. As used in this procedure the term "party" means an employee, the Union, the City, or their authorized representatives.
d. The employee retains all rights conferred by Sections 3500 et. seq., of the Government Code or the Rules and Regulations of the Civil Service Board unless waived by such employee.
8 5.4 STEP ONE
An employee who believes they have cause for grievance may contact their supervisor alone. An employee who believes they have cause for grievance may contact their supervisor with their Steward. If after discussions with the supervisor, the employee does not feel the grievance has been properly adjusted, the grievance may be reduced to writing. The grievance statement shall include the following:
a. A statement of the grievance clearly indicating the question raised by the grievance and the article(s) and section(s) of this Agreement. b. The remedy or correction requested of the City.
c. The grievance form shall be signed by the grieving employee, the date and time of presentation affixed thereto, and signed as received by the employee's supervisor.
d. The grieving employee's Division Head or designee shall give their answer to the grievance in writing within fourteen (14) calendar days from the time they received the grievance in writing. The answer by the Division Head or designee shall include the following:
(1) a complete statement of the City's position and the facts upon which it is based;
(2) the remedy or correction which has been offered, if any.
5.5 STEP TWO
The appeal to the second step will be made within fourteen (14) calendar days after receipt of the City’s Step One Response. The hearing of the grievance will be held within fourteen (14) calendar days of the second step appeal. The Union representative and designated Departmental representative will meet in an effort to settle the matter. The City's answer will be made fourteen (14) calendar days after the hearing is held. The employee has fourteen (14) calendar days after receiving the City’s Step Two Response to determine whether or not to appeal the grievance to the third step.
5.6 STEP THREE
a. The Union's representative and the designated representative of the City will meet to hear grievance appealed to the third step.
b. Grievances of general nature pertaining to matters not normally decided by Shop or Unit supervisory personnel may be presented directly to the third step.
9 c. Grievances appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
d. A written answer will be made within fourteen (14) calendar days after the hearing, stating the City's position.
5.7 ARBITRATION
If the third step answer is not satisfactory, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
a. An arbitrator may be selected by mutual agreement between the Union representative and the Labor Relations Manager, or designee. b. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the arbitrator will only interpret this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding.
d. The fees of the arbitrator and the court reporter if used will be borne equally by the Union and the City.
e. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. f. If the City does not meet time limits, the Union may process the grievance to the next step of the grievance procedure. Time limits at each grievance step may be waived by mutual agreement of the parties.
g. The Union District Representative or designee shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.
5.8 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant hereto. The Union agrees that
10 the number of witnesses requested to attend and their scheduling shall be reasonable.
ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARY RANGE
a. The salary schedule shall consist of eight (8) steps with five percent (5.0%) between steps.
6.2 GENERAL SALARIES
a. Effective September 23, 2023 September 20, 2025, all salary steps shall be increased by one percent (1.0%) six percent (6.0%).
This salary increase will be implemented within sixtyninety (690) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date the payment is issued shall be eligible to receive retroactive pay.of implementation will receive the increase retroactively.
b. Effective September 19, 2026, all salary steps shall be increased by two and one-half percent (2.5%).
c. Effective July 13, 2024September 18, 2027, all salary steps shall be increased by three percent (3.0%) four percent (4.0%).
6.3 EQUITY ADJUSTMENTS
a. Effective April 4, 2026, all salary steps for the classification of Integrated Waste Supervisor shall be increased by seven percent (7%). b. Effective April 4, 2026, all salary steps for the classification of Supervising Dispatcher shall be increased by five percent (5%).
6.4 SIGNING BONUS
Within forty-five (45) calendar days after adoption of this Agreement by City Council, the City will pay all employees covered by this Agreement a signing bonus of five hundred dollars ($500), less normal and customary payroll deductions. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date the payment is issued will receive the signing bonus.
Within sixty (60) calendar days after the adoption of this Agreement by the City Council, the City will pay employees a signing bonus of one thousand dollars ($1,000.00), less normal and customary payroll deductions. Only those employees
11 who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is made will receive the signing bonus.
ARTICLE 7 – SALARY ADMINISTRATION
7.1 ORIGINAL APPOINTMENT COMPENSATION RATE
The rate of compensation upon original appointment shall normally be Step 1, as applicable. However, if the City Manager or designee finds that the appointee has extraordinary qualifications, or that a higher step is necessary in order to recruit, appointment at any step in the range may be made. This provision shall apply to original appointments to career positions and appointments to non-career positions.
7.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty-six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date.
For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases.
(3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.
(4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in-Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in-grade, shall have the right to appeal to the Civil Service Board in accordance with its Rules and Regulations. (This subsection shall not apply to non-career employees.)
12 c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi-weekly pay period following the date the employee became eligible for a pay increase, which bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period (1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days. (2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on- duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date. (3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks.
13 (5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.
7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in-grade salary step (5.0%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification.
When an employee is promoted into the General Supervisory Unit, the employee shall be placed at the step that would result in a five percent (5.0%) increase in pay from the prior position, inclusive of any incentives that the employee will lose as a result of the promotion, but not to exceed the maximum rate of the higher classification.
b. Movement to Another Position in the Same Classification or to a Classification with the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee’s position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.
7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION
Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.
7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the
14 same salary step paid and shall be credited with the duration of time spent in their salary step paid at the time of departure. The period of time separated from City service shall not be included in the calculation of the anniversary date for future in-grade salary adjustments.
b. If the employee is reemployed after resignation to a classification lower than that in which last employed, the employee may receive any step, but not to exceed the salary of the classification in which last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.
7.6 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds top step of the salary range established for a classification, such salary shall be designated as a “Y-rate.”. During such time as an employee’s salary remains above the top step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the “Y-rate,”, and be eligible for advancement to succeeding steps in the range as outlined in this Agreement. In the event an employee is “Y-rated” below top step, the employee shall be permitted to advance to the maximum step of the original range.
7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY A salaried employee exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act who works for only a portion of the day shall not have their salary reduced that day due to insufficient accrued, usable leave.
7.8 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay as provided in Section 108 of the City Charter shall be determined by an employee’s City Service Seniority as defined in Article 15, Layoff, Section 15.2(b)(2). The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay is provided in the City Charter and not through this Agreement.
In the event that changes are made to the City Charter, those changes shall supersede the provision of this Agreement regarding Longevity Pay.
Longevity Pay as provided in the Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended. The specific language of this proposal is subject to change based on review by CalPERS.
15 7.9 LONGEVITY PAY (CONTRACT)
a. Employees who have completed seventeen (17) years of City service shall be eligible to receive contract longevity pay as follows:
(1) Effective September 19, 2026, longevity pay will be one percent (1%) of their base rate of pay.
(2) Effective September 18, 2027, longevity pay will be increased by two percent (2%) of their base rate of pay, for a total of three percent (3%). b. 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, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined under Article 15, Layoff, Section 15.2 (b)(2).
7.910 SECTION 401(A) MONEY PURCHASE PLAN
An IRS Section 401(a) Plan shall be available to supervisors and effective November 15, 2014, participation shall be mandatory. The City will contribute two percent (2.0%) of salary and the employee shall contribute two percent (2.0%) of salary to the 401(a) Plan.
7.10 LIVING WAGE MEETING
Within ninety (90) calendar days of adoption of this Agreement by City Council, at the written request of the Union, the parties agree to meet and discuss the recruitment and retention challenges facing the City’s lowest wage classifications represented by Local 39. Any change shall require mutual agreement between the parties.
ARTICLE 8 – HEALTH AND WELFARE
8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Section 125 of the Internal Revenue Code. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half (1/2) of the City contributions will be made to eligible employees on the first two (2) paychecks (Eligible Paycheck) in each month for insurance coverage the first and second halves of that month, respectively.
b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who
16 are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c. The amount of City contribution for each of the first two (2) paychecks of each months shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours = 100% contribution; 40-
63.9 hours paid = 50% contribution.
d. Notwithstanding Sections subsections 8.1(b) and 8.1(c) above, eligible employees shall continue to receive a City contribution for each Eligible Paycheck during: (1) an approved leave of absence, if required by state and federal law; or (2) while suspended from service without pay. e. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.
8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided below, on either a 100% or 50% basis, for non-career (+1,040) employees. Except as provided herein, the City contribution shall be applied toward the premiums for City-sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any. The amount of City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution. b. To be eligible for the City contribution under this Section, the non-career employee must be paid for a minimum of forty (40) hours of work on each paycheck. If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.
8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP)
17 (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP shall receive the same City contributions as specified in Section 8.3(b), below. To the extent the premium for the ABHP is less than the City contributions outlined in Section 8.3(b), below, any excess City contribution shall be credited to the employee’s HSA to the extent allowed by law.
b. City Contributions
(1) For Plan Years Prior to the Effective Date of Subsection (2), the City contributions shall be as follows:Effective the pay period beginning December 18, 2021, for full-time employees enrolled in a City- sponsored medical plan for employee only, the City contribution shall be $838.00 per month.
i. Effective December 30, 2023, for fFor full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be nine hundred seventy-one dollars ($971955.00) per month.
(2) Effective the pay period beginning December 18, 2021, for full- time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00 per month.
ii. Effective December 30, 2023, for fFor full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be one thousand five hundred forty-five dollars ($1,54520.00) per month.
(3) Effective the pay period beginning December 18, 2021, for full- time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.
iii. Effective December 30, 2023, for fFor full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be two thousand fifty-one dollars ($2,05126.00) per month.
(2) Effective the pay period beginning March 21, 2026, with the increased contribution first appearing on the paycheck issued April 14, 2026, the City’s monthly contributions shall be as follows:
18 (i) For full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be one thousand fifty-one dollars ($1,051) per month.
(ii) For full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be one thousand six hundred seventy-four dollars ($1,674) per month.
(iii) For full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be two thousand two hundred thirty dollars ($2,230) per month.
(3) Effective the first Eligible Paycheck of 2027 for plan year 2027, the City shall contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a total City dollar maximum contribution of fifty dollars ($50) per month toward the cumulative total increase in premiums, from plan year 2026 to plan year 2027, of the benchmarked 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.
If the year-over-year premium increase for the benchmarked twenty- five dollar ($25) Kaiser HMO for any applicable coverage level (Employee Only, Employee +1 dependent, Employee +2 or more dependents) from plan year 2026 to plan year 2027 exceeds ten percent (10%), the parties shall meet and discuss, upon the Union’s request, City dollar contribution increases limited solely to the specific coverage level for which the year-over-year premium increase exceeds ten percent (10%). Absent mutual agreement, the City dollar contribution calculation outlined in this subsection 8.3 (b)(3) shall remain in effect.
(4) Effective the first Eligible Paycheck of 2028 for plan year 2028, the City shall contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a total City dollar maximum contribution of fifty dollars ($50) per month toward the cumulative total increase in premiums, from plan year 2027 to plan year 2028, of the benchmarked 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.
If the year-over-year premium increase for the benchmarked twenty- five dollar ($25) Kaiser HMO for any applicable coverage level (Employee Only, Employee +1 dependent, Employee +2 or more
19 dependents) from plan year 2027 to plan year 2028 exceeds ten percent (10%), the parties shall meet and confer, upon the Union’s request, City dollar contribution increases limited solely to the specific coverage level for which the year-over-year premium increase exceeds ten percent (10%).
c. Full-time employees not enrolled in a City-sponsored medical plan shall receive a City contribution of up to seven hundred and forty-seven dollars ($747.00) per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall be receive a prorated City contribution consistent with subsection as indicated in 8.1(c).
e. Effective the first paycheck of 2025, for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount.
f.e. If all City bargaining units agree to the change, eEmployees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
f. Employees shall not receive any unused portion of the City contribution as cash.
g. Changes to the City’s healthcare contribution levels as provided in this Section, including the adjustments effective for plan year 2026, shall not create or entitle employees to a special open enrollment period. Open enrollment opportunities shall occur only as provided in the City’s normal annual benefits cycle or as otherwise required by law.
8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City-provided affidavit as of January 23, 2018, may cover the domestic partner under the employee’s City-sponsored health plan. The employee will pay for the premium difference for the domestic partner coverage as an out-of-pocket employee cost. There shall be no new enrollees in this program, however, an
20 employee promoting into this Unit who has a domestic partner covered by this Section in another bargaining unit agreement shall remain eligible for this benefit.
b. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of 26 in which the City has received notice of a Qualified Domestic Relations Order of required coverage; and disabled unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for the purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
c. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.
8.5 CASH-BACK LIMITS
a. The cash-back of City dollars shall be limited to two hundred dollars ($200).00 per month for career employees who have waived City-sponsored medical insurance continuously since June 29, 2012. Part-time employees shall be prorated as indicated in 8.1(c).
b. New employees or employees who were not receiving the cash-back as of June 29, 2012, shall not be eligible for any cash-back. c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored medical insurance.
8.6 LIFE INSURANCE
The City provides basic life insurance in an amount of $35,000.00 to each eligible career employee at no charge. Employees may purchase, at their expense, additional City-sponsored term life insurance in an amount not to exceed $15,000.00.
Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations specified by the insurance carrier.
21 8.7 FLEXIBLE SPENDING ACCOUNTS
The City shall offer the following Flexible Spending Accounts (FSA) as permitted by Internal Revenue Service Regulations:
a. Out-of-pocket costs for City-sponsored health, dental, and vision insurance plans;
b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
d. The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to the employees and to the Union.
8.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ($300).00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65.00) per month, for a total maximum monthly contribution of three hundred sixty-five dollars ($365.00). Retirees shall not receive any unused portion of the City contribution as cash.
b. Employees Retiring on or After July 1, 1992
(1) Except as provided below, to be eligible for the City’s retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and be minimum age fifty (50).
(2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum ten (10) full years of City service but less than fifteen (15) full years of City service shall be eligible to a maximum of fifty percent (50%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
22 (b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to a maximum of seventy-five percent (75%) of the City's maximum retiree insurance contribution identified in subsection
8.8(a) above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible for up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
(5) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employee Retirement System (CalPERS) within one-hundred twenty (120) days from the date of separation from City service shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Persons in Deferred Retirement Status as of January 1, 1991 Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before January 23, 2018, shall be eligible for the City's retiree insurance contribution as follows:
(1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(3) Retirees must be at least 50 years of age.
(4) There is no eligibility to such health insurance contribution or dental benefit for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 8.8(b) above.
d. Pre-Medicare Eligible Retirees
Retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall
23 be eligible to reenroll in a City-sponsored medical plan within two (2) consecutive plan years of waiving City coverage.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent shall not be eligible for the City contribution as provided in subsection 8.8(a) above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in-line-of-duty survivors shall be entitled to one hundred percent (100%) of the City-retiree insurance contribution for retirees regardless of years of service. g. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to three hundred dollars ($300).00 for the survivor only or up to three hundred sixty-five dollars ($365).00 for the survivor and an eligible dependent.
“Eligible dependent,” as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
h. Medicare Supplement
In order to maintain eligibility for the City retiree insurance contribution, each eligible retiree and dependent shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits.
i. Limitation Clause
No employee or retiree shall have any rights provided by Section 8.8 (Retirees or Survivor Dependents) after September 19, 2025 September 15, 2028. j. Elimination of Retiree or Survivors Dependents Benefits for Employees Hired After June 30, 2012
Unless required by law, no employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any of the benefits provided in Section 8.8 (Retirees or Survivor Dependents). Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring to classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by Section 8.8
24 only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel Who Unretire from City Service and Subsequently Re-Retire from City Service On/After September 23, 2023
Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 8.8(j), upon re-retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.8 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of service during the employee’s return to active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.8.
Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution. The individual unretires and works in a Union represented
classification for another ten (10) years. When the employee re- retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.
ARTICLE 9 – HOURS OF WORK
9.1 WORKDAY, WORKWEEK
a. The workweek for employees covered by this Agreement shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The employees' workweek shall consist of forty (40) working hours during the said seven (7) day period.
b. The City may establish a workweek schedule consisting of forty (40) hours in increments of four (4), ten (10) hour workdays; five (5), eight (8) hour workdays; or a 9-80 workweek schedule consisting of four (4), nine (9) hour workdays, four (4), nine (9) hour workdays, and one (1), eight (8) hour workday during an eighty (80) hour bi-weekly period. The City shall discuss with the Union thirty (30) days in advance of implementation of the four ten (10) workweek or 9-80 workweek schedule. Every effort will be made to
25 schedule such workdays consecutively and avoid back-to-back workweeks, unless a separate written workweek agreement is entered into by the City and the Union.
c. All employees covered by this Agreement, except those employees on a straight eight (8) hour workday, shall be allowed a lunch period, to be used as the employee desires within accepted standards, of not less than thirty (30) minutes nor more than one (1) hour which may be scheduled generally in the middle of the work shift. If an employee is required to work during their lunch period, and if no alternate lunch period is taken, at the approval of the employee's supervisor said time shall be compensated at the overtime rate of one and one-half (1 ½) times the employee’s regular rate of pay if the hours worked exceed that of their scheduled work shift.
d. Employees shall be given at least ten (10) workdays' notice prior to a permanent change in their assigned hours of work. The notice requirement shall not apply to emergency assignments or changes as a result of absences by other employees. If an employee's shift or days off are changed without the above notification, they shall be paid one and one-half (1 ½) times their regular rate of pay for all hours worked on the first day of the new shift. e. Employees may voluntarily, and with the mutual agreement of their Department Head, or designee, flex their shift(s) to meet the needs of the operation. These voluntary shift changes shall not require the payment of overtime; however, the City shall not change an employee’s shift involuntarily to avoid the payment of overtime. This provision may be cancelled by either party with thirty (30) days’ written notice.
9.2 REST PERIODS
a. Each employee covered by this Agreement will be afforded rest periods.
These rest periods will be as currently administered by their respective departments.
b. The length of the rest periods will be fifteen (15) minutes during the first half of an employee's work shift, and fifteen (15) minutes during the last half of an employee's work shift, unless the City and Union agree otherwise in writing. c. The City shall notify employees or post in each work location a policy statement regarding when rest periods shall be taken. In the event it is deemed necessary to change an established rest period within a work organization, notification will be given to the Union prior to implementing such change.
26 9.3 DISPATCHER SHIFT BIDS AND ASSIGNMENTS
a. Career employees in the classification of Supervising Dispatcher who have completed their probationary period shall be permitted to annually bid for work shift preference based on classification seniority; however, administrative positions shall be filled by management.
b. Shift bid sign-ups will take effect within police dispatch.
ARTICLE 10 – OVERTIME COMPENSATION
10.1 OVERTIME/COMPENSATING TIME OFF (CTO)
a. Employees are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility. a. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) hours per workweek, shall be compensated for such work time at one and one-half (1-1/2) times their regular rate of pay. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek, are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purpose of calculating overtime eligibility.
c.b. Scheduled overtime is work required to be performed outside of the employee’s regular shift with twenty-four (24) hours’ notice or more. If an employee is entitled to overtime compensation pursuant to Article 10.1(a) or
10.1(b), scheduled overtime shall be compensated for a minimum of one (1) hour at the overtime rate for days which are included in the employee’s regular shift, and two (2) hours at the overtime rate for days on which the employee is not otherwise regularly scheduled to work.
d.c. Overtime compensation shall be paid by cash payment. In lieu of cash payment, Compensating Time Off (CTO) may be earned by mutual agreement between the employee and the appointing authority or designee. The scheduling of CTO use must be approved in advance by the appointing authority or designee.
27 e.d. Employees may accrue up to one hundred sixty (160) hours of CTO. The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved. f.e. The City shall not adjust a regular workweek schedule during said workweek to avoid payment of overtime.
g.f. Out-of-class incentive and/or night shift differential shall be included when calculating an employee’s overtime rate of pay for all actual hours worked in said assignment.
h.g. Cash-back provided to employees who opt-out of City sponsored medical insurance as provided in Section 8.5 (Cash-Back Limits), shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.
10.2 COURT OVERTIME
a. Court Overtime
(1) This Section applies when an employee is subpoenaed to appear in the litigation of a public offense in their capacity as an employee of the City of Sacramento. For the purposes of this Section "subpoenaed to appear" shall be defined as being served with a subpoena in California Penal Code Sections 1326 through 1332, or a "subpoena request form" used by the Sacramento Police Department.
(2) When an employee is subpoenaed to appear in court and is not scheduled to be on duty, during the time of their appearance, upon reporting to the court the employee will receive a minimum of four (4) hours pay at time and one-half the employee’s base rate of pay, plus applicable incentives, or the actual amount of time spent in court, whichever is greater.
(3) When such court appearance on off-duty time requires the employee to be in attendance before and after the lunch recess, such lunch time will be included in determining the employee's court overtime pay. (4) When an employee works a graveyard shift that ends at or after 7:00 a.m., and is required to make a morning court appearance on the same day, the employee shall receive court overtime pay at time and one- half the employee’s base rate of pay, plus applicable incentives, beginning at the end of the employee’s shift. The employee shall use the time to the maximum extent possible to travel to and prepare for the court appearance.
28 (5) When the employee's court appearance is scheduled within two (2) hours prior to the beginning of the employee's work hours, the employee will be compensated at the rate of time and one-half the employee’s base rate of pay, plus applicable incentives, for a minimum of two (2) hours for such court appearance.
(6) When an employee is on vacation more than two hundred (200) miles from Sacramento and the vacation is interrupted by a court appearance, the employee shall be paid a minimum of four (4) hours pay at the rate of double time for such court appearance, and shall be given an additional vacation day for each day at court appearance and travel time, if such travel time is at least one full day. (Travel time is defined as seven (7) hours.) However, for an employee to be eligible for compensation under this subsection the employee must, upon receiving the subpoena, notify both their immediate supervisor and the Court Liaison Office of the scheduled vacation/court appearance conflict.
b. Telephone Standby Time
(1) When an employee is placed on telephone standby by the District Attorney, or the judge of the court, the employee is required, at no cost to the City, to notify the Court Liaison Office, and the employee's immediate supervisor, of the court order. If the standby requirement has been confirmed by the Department, the employee will be compensated at the rate of one and one-half (1-1/2) times their regular rate of pay for only those hours that the court is actually in session. (2) There shall be no telephone overtime for an employee merely answering their personal telephone.
(3) This Section does not preclude the employee from contacting the court, District Attorney, their office, or the Court Liaison Office at their own discretion. However, these calls will not be compensated. c. Cancellation of Appearances
Notice of cancellation will be given to employees three (3) hours prior to court or at the end of last shift prior to court. In the event that such notice is given within the three (3) hours, employees will receive two (2) hours of overtime at the rate of time and one-half. Notification to employees prior to three (3) hours will eliminate overtime compensation.
29 ARTICLE 11 – STANDBY ASSIGNMENTS AND NIGHT-SHIFT PREMIUM PAY
11.1 STANDBY ASSIGNMENTS
a. An employee who is required to remain on standby for emergency work shall be paid $280 per week, or the daily pro rata rate of $40.00, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their regular rate of pay, or, consistent with Article 10.1, one and one-half (1 ½) times their regular rate of pay for all hours worked, whichever is greater. Non-career employees shall not be on standby for emergency work. Any employee who is on standby New Year's Day, Christmas Day, Thanksgiving Day or the 4th of July shall receive twelve (12) hours holiday credit.
b. Effective April 4, 2026, the following subsection will replace subsection (a), above: An employee who is required to remain on standby for emergency work shall be paid $329 per week, or the daily pro rata rate of $47.00, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their regular rate of pay, or consistent with Article 10.1, one and one-half (1 ½) times their regular rate of pay for all hours worked, whichever is greater. Non-career employees shall not be on standby for emergency work. Any employee who is on standby New Year’s Day, Christmas Day, Thanksgiving Day or the 4th of July shall receive twelve (12) hours holiday credit.
b.c. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by the appointing authority.
c.d. With the exception of sick leave, employees may use any type of authorized leave, including, but not limited to, vacation; CTO; holiday credit; etc., during their standby assignment, so long as they remain available for their standby assignment. An employee utilizing sick leave who is unable to work due to a personal illness, shall not receive standby pay for the day(s) out sick.
Employees who fall ill after hours while they are on standby, shall notify the Standby Supervisor who will find a replacement for the day(s) the employee is out sick. The standby assignment may resume when the employee returns to work.
11.2 NIGHT-SHIFT PREMIUM PAY
a. Employees covered by this Agreement who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated therefore, by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Said employees who work less than five-eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated for those hours worked (to the
30 nearest one-half hour) within this period by payment of an additional five percent (5%) of their base pay for such hours.
b. Effective April 4, 2026, employees employed in the classification of Supervising Plant Operator shall no longer be eligible to receive the Night- Shift Premium Pay provided in 11.2 (a) above, and instead shall receive the following night-shift premium pay:
1. Swing Shift shall be defined as hours worked between 6:00 p.m. and 12:00 a.m. Employees who work five-eights (5/8) or more of their regular work shift between 6:00 p.m. and 12:00 a.m., shall receive a swing shift differential of five percent (5%) of their base rate of pay for the entire shift.
2. Graveyard Shift shall be defined as hours worked between 12:00 a.m. and 6:00 a.m. Employees who work five-eights (5/8) or more of their regular work shift between 12:00 a.m. and 6:00 a.m., shall receive a graveyard shift differential of seven percent (7%) of their base rate of pay for the entire shift.
3. Employees who work less than five-eights (5/8) of the shift, including overtime hours, within the defined swing or graveyard periods shall receive the applicable differential of their base rate of pay on an hour- for-hour basis, rounded to the nearest one-half (0.5) hour.
4. Swing and Graveyard shift differentials are additive and do not compound with any other pay or benefits.
b.c. An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay.
ARTICLE 12 – LEAVES
12.1 HOLIDAYS
a. The following shall be the recognized holidays under this Agreement:
Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
31 Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
To be eligible for holiday pay, the employee shall work the last scheduled workday before and after the recognized holiday. Paid time on vacation, sick leave or CTO shall be considered hours worked for the purpose of holiday pay eligibility. An employee absent due to a disciplinary suspension shall not be considered to have missed a scheduled workday for the purpose of holiday pay eligibility.
c. Monday-Friday Schedule
If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
(3) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
d. Weekend Schedule
If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
32 (3) An employee who is regularly scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
e. Alternate Monday-Friday Schedules
(1) For employees who work a Monday through Friday 9/80 or 4/10 schedule, if the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit, up to a maximum of eight (8) hours.
(2) An employee who is scheduled to work on a recognized holiday shall receive holiday pay plus time and one-half compensation for working the holiday.
f. Holiday Benefit for Employees in Classifications Which Accrue Holiday Time (1) The number of recognized holiday hours for full-time career employees in a classification designated to accrue holiday time shall be one hundred and twentywelve (112120) hours per calendar year which shall accrue at fiveour (45) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(2) The following classifications shall accrue holiday credit:
Supervising Property Assistant
Supervising Dispatcher
Parking Lot Supervisor
Senior Parking Lot Supervisor
(3) At the option of the City, the employee shall either be given one day off with pay for accrued holiday credit on a one-day for one-day basis, or in lieu thereof shall have their pay adjusted on the basis of an additional four (4) hours pay per eight (8) hours of holiday credit. (4) Employees who accrue holiday time may accumulate holiday credit up to a maximum of one hundred twentytwelve ( 112120) hours.
Thereafter, all accrued holiday time in excess of one hundred twelvetwenty (112120) hours shall be paid to the employee at their straight-time hourly rate of pay. Holiday credit may be taken by the employee at the discretion of the Department Head. Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.
33 g. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, all employees, except those employees covered under subsection (f), shall receive the equivalent of two (2) floating holidays per calendar year accrued as follows:
(a) Full-time career employees shall accrue forty (40) minutes of each floating holiday on each of the first two (2) paychecks each month, as long as the employee is in paid status forty (40) or more hours on the paycheck that the accrual would occur. (b) A part-time career employee, including an employee in a work sharing program or a non-career (+1,040) employee shall accrue floating holiday credit based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% accrual; 40-63.9 hours paid = 50% accrual.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designated
representative.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday. All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s straight-time hourly rate of pay on the final paycheck of the calendar year in which it was earned.
(c) An employee terminating for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate. (3) Close Operations/Conversion of Floating Holiday
The City may elect to close operations for a full day on Christmas Eve and New Year’s Eve and eliminate one (1) floating holiday. The City agrees to meet and confer on the impacts associated with the implementation of the conversion of the floating holiday to the extent required by law.
34 h. Christmas Eve and New Year's Eve Holidays
In the event an eligible employee cannot be scheduled off the last four (4) hours of the work shift, or applicable pro-ration for part-time employees, on the two (2) four (4)-hour recognized holidays before Christmas and New Year's, the holidays shall be observed as a single holiday, at the discretion of the City, on Christmas Eve or New Year's Eve.
12.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks each month. (2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) An employee’s maximum accrual of vacation shall not exceed four hundred eighty (480) hours. Accrual shall be suspended until the balance is reduced below the maximum accrual amount. Accrual will resume on the applicable paycheck following the paycheck in which the balance is brought down.
b. Employees who are eligible to receive a cash payment in-lieu of vacation leave, as provided in Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election.
Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in-lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in-lieu payment, the employee forfeits any right to receive 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.
35 c. Integration of Vacation with Workers Compensation Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury-on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay.
As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 12.4, Sick Leave.
d. Vacation Scheduling
(1) The time at which the employee shall be granted a vacation is at the approval of the Department Head. The Department shall determine the number and classification of employees who can be off on vacation on any given day. However, in an effort to accommodate the employee's requested vacation schedule each Department shall open to bid vacation scheduling thirty-one (31) days prior to November 1st of each year. Classification seniority shall govern where more than one employee bids for the same period. In case of a tie the employee with the greatest amount of continuous City service shall be senior. (2) The final vacation schedule as approved by the Department Head shall be permanently posted in the employee work area not later than the first Friday of December.
(3) Annual vacations applied for other than during the open bid period will be granted with the approval of the Department Head or their authorized representative. Such request shall not be unreasonably denied.
(4) In no event may a senior employee bump a junior employee from a vacation period after the thirty-one (31) day bidding period has run.
However, employees may trade vacation periods if all trading employees agree. Changes in the vacation schedule may be amended with the approval of the Department Head or designee.
e. Employees covered by this Agreement are entitled to schedule accumulated and unused vacation credits in increments of any duration.
36 12.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job-related; however, in accordance with the Rules and Regulations of the Civil Service Board, one-third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury- on-duty time; however, the combination of workers’ compensation temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. Such usage shall not exceed the maximum amount of the employee's accumulation. A part-time career or non-career (+1,040) employee shall earn sick leave on a pro rata basis.
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours in the designated election. (3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
(4) If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from the January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
(a) PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit upon separation as follows:
37 i. Eligible employees may receive payment for thirty-three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the
employee on the date of their retirement, resignation, or layoff.
ii. Eligible employees with an effective retirement date from PERS within one hundred twenty (120) calendar days of
their separation from City service may also convert any or all of their total sick leave credits accrued, less any payment received pursuant to sub-paragraph (i) above,
to PERS service credit as of the date of their retirement consistent with and pursuant to the PERS contract with
the City, as amended.
iii. Individuals identified pursuant to California Government Code Section 53245 as being the person designated on
the employee’s “Designation of Person Authorized to
Receive Warrants,” or in the absence of an identified
person pursuant to California Government Code Section
53245, persons entitled by law to the possession of the estate of a deceased employee who was eligible to cash
out sick leave credits pursuant to sub-paragraph (i),
above, may receive payments for thirty-three and one-
third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee’s death.
(b) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon retirement, resignation, or layoff regardless of their years of service. However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert their remaining sick leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
(c) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation, or layoff after service for a period of not less than two (2) years, or death, such
38 employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff Any employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one-third percent (33-1/3%) of those sick leave credits which accrued after the date of recall. d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy, the Rules and Regulations of the Civil Service Board, Rule 16, and Attachment A to the Rules and Regulations of the Civil Service Board.
e. Administration of Sick Leave
The Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits and the Citywide Sick Leave Policy shall apply to all eligible employees.
f. Sick Leave Credit Limitation
Except as provided herein, no payments made, or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
g. Sick Leave Verification
Departments shall notify and receive approval from the Citywide Leave Administrator in the Department of Human Resources prior to placing employees on sick leave verification to ensure compliance with appropriate laws and policies. Employees placed on sick leave verification may request to be removed after three (3) months, or earlier based upon appropriate City policy. If it is determined by the Citywide Leave Administrator in the
39 Department of Human Resources that the employee is in compliance with the policy, the employee shall be removed from sick leave verification. If the employee is not in compliance, the employee may request to be removed on a monthly basis thereafter.
12.4 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non-work related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City. b. If a swing shift or graveyard shift employee has served in excess of one-half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of 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 of the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, 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. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accordance with the above-stated procedure.
12.5 PARENTAL LEAVE
a. Effective January 12, 1991, the current Pregnancy Disability Leave Policy for female employees shall be replaced by a parental leave policy for both male and female employees with the following provisions:
40 (1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City-paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave.
(2) To be eligible for the paid leave an employee hired on or before June 23, 1995 must have completed at least 2,080 hours of service from the most recent date of hire, or an employee hired on or after June 24, 1995 must have completed at least 6,240 hours of service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City-paid leave shall not change based on a change in employment status, such as from part-time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday, and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.
12.6 CATASTROPHIC LEAVE PLAN
a. A benefit-qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides
41 for such donation or receipt, usable vacation, floating holiday, management leave, or compensating time off hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City-provided forms. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non-Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:
(1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
42 i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave. k. Used donated leave time shall be subject to the recipient's normal payroll deductions.
12.7 PERSONAL TIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty-four (24) hours of personal time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed, pursuant to Article 15.2 (b)(5)(a) into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis.
For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
c. Use of PTO shall not cause overtime.
d. PTO shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
12.8 SUPERVISORY PERSONAL TIME OFF (PTO)
a. Full-time career employees shall be credited with twenty-four (24) hours of personal leave time on July 1 of each fiscal year. Employees appointed after July 1 shall be entitled to a pro rata share of the time based on the number of full months remaining in that fiscal year.
b. Personal time off shall not accumulate from fiscal year to fiscal year. If an employee is unable to use all of the time by the end of the fiscal year based on operational need, the department may approve carry-over to the next year.
In all other cases, the time shall be forfeited.
43 12.9 FAMILY MEDICAL LEAVE
a. The federal and state medical leave acts are applicable to career and non- career employees who have completed the required 1250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of FMLA leave, if applicable. b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent schedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, federal and state FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employees and may be obtained from the Department of Human Resources.
12.10 STATE DISABILITY INSURANCE (SDI
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee- authorized deductions shall be deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
44 (4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro- rata basis.
12.11 BEREAVEMENT LEAVE
An employee may receive up to twenty-four (24) hours of City-paid leave for bereavement based on the death of the employee’s spouse, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Board Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement or funeral needs.
12.12 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification covered by this Agreement on January 1, 2022, shall receive a one-time leave bank contribution of thirty- five (35) hours of Paid City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contribution described in Section
12.12(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in 12.12(a) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
ARTICLE 13 – SPECIAL ALLOWANCES
13.1 TEMPORARY WORK IN A HIGHER CLASSIFICATION
a. Temporary assignments to higher classifications shall be permitted only in those classifications where in the judgment of the Department Head or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to perform the duties of a higher classification shall be compensated for the duration of the out-of-
45 classification assignment by the payment of five percent (5%) of the regular salary the employee received prior to the out-of-classification assignment, or the salary provided for in Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed top step of the higher classification.
Departments may establish internal tracking and approval systems for out-of- classification pay administration.
b. Temporary work in a higher classification shall first be offered to career employees. If no career employee desires the temporary work in a higher classification said assignment may then be offered to a non-career employee. c. The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions.
13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year pursuant to the City's existing policy for such education reimbursement. This provision shall not apply to employees eligible for an educational incentive program.
In addition, the Department may authorize tuition reimbursement for training through other approved sources.
13.3 FORENSIC IDENTIFICATION CERTIFICATE PROGRAM
a. Career employees in the classification of Supervising Forensic Investigator who possess a Latent Print Examiner Certificate shall receive incentive compensation at the rate of fifteen percent (15.0%) of their base hourly rate of pay. The I.A.I. (International Association for Identification) standards currently in effect or any revised standards shall apply to the Latent Print Examiner Certificate.
b. To receive for the Incentive Compensation Program, eligible employees who possess the Latent Print Examiner Certificate must place the certificate on file with the Police Department for verification and processing of the incentive compensation to be effective in the next bi-weekly pay period.
13.4 SUPERVISING PLANT OPERATOR CERTIFICATE PAY
a. Employees in the classification of Supervising Plant Operator shall receive certificate pay of sixty dollars ($60.00) per pay period for the possession of a T-5 certificate.
b. During the term of this Agreement, should the City agree to establish Water Treatment, Water Distribution and/or Waste Water Operator Certificate Pay for classifications represented by Local 447, the same certificate pay(s) shall
46 be provided to employees in the classification Utilities Operations and Maintenance Supervisor.
c. Within ninety (90) calendar days of adoption of this Agreement by City Council, at the written request of the Union, the parties agree to meet and discuss certification pay for the classification of Supervising Plant Operator.
Absent mutual agreement, the status quo shall continue. The rights created by this subsection 13.4 (c) shall expire on September 15, 2028, unless expressly renegotiated by the parties.
13.5 TOOL ALLOWANCE AND INSURANCE
a. Employees in the classification of Equipment Maintenance Supervisor shall receive a five dollar ($5.00) tool allowance on each of the first two (2) paychecks each month.
b. Employees in the classification of Equipment Maintenance Supervisor will be provided tool insurance against loss by fire or burglary where there is evidence of forced entry into the shop building (but not for loss by mysterious disappearance) provided the employee furnishes the City a list of their tools on an inventory form and notifies the City when they remove their tools from the City premises. This insurance will be on the basis of a fifty dollar ($50.00) deductible and it is understood the employee shall pay the deductible. Losses under this Section shall be reimbursed by replacement value of the tools, with a maximum reimbursement of four thousand dollars ($4,000.00). It is understood that tool boxes shall be included in the coverage under this Section. Insurance reimbursement shall not be authorized in any event if a full and complete police report is not made regarding loss of tools under this Section.
13.6 PROFESSIONAL ENRICHMENT
Supervisors who are members of work-related professional organizations or subscribe to periodicals related to their field may request that the costs attached to these be reimbursed by the Department. Such request shall not be unreasonably denied.
13.7 REQUIRED LICENSES AND CERTIFICATIONS
a. Where the City requires that employees maintain licenses and/or certifications, the Department Head or designee may consider, on a classification-by-classification basis, reimbursing employees for costs associated with the renewal of such licenses and/or certifications. This Section shall not apply to driver licenses.
47 b. Building Inspector Certificate Pay
(1) Employees in the classifications of Supervising Building Inspector, and Senior Supervising Building Inspector will receive a monthly certificate pay for the possession of one or more of the certificates listed below:
(a) ICC Commercial Building Inspector or NFPA
Certified Building Inspector or Building Inspector (Combination Inspector)
(b) ICC Commercial Electrical Inspector or NFPA
Certified Electrical Inspector-Master or Electrical Inspector (Combination Inspector)
(c) ICC Commercial Plumbing Inspector or IAPMO
Plumbing Inspector or Plumbing Inspector (Combination
Inspector)
(d) ICC Permit Technician
(e) ICC Accessibility Inspector/Plans Examiner
(f) ICC Residential Combination Inspector
(g) ICC Building Plans Examiner or NFPA Certified Building Plans Examiner
(h) ICC Fire Inspector I & II or NFPA Certified Fire Inspector I & II or NFPA Certified Fire Protection Specialist
(i) AACE Housing and Property Maintenance Inspector or ICC Property Maintenance and Housing Inspector
(j) PC 832, Arrest Search and Seizure
(k) CACE Code Enforcement Officer
(l) ICC Zoning Inspector or AACE Zoning Officer
(m) ICC Commercial Energy Inspector
(n) ICC Commercial Energy Plans Examiner
(o) ICC Residential Energy Inspector/Plans Examiner
48 (p) ICC Structural Masonry Inspector
(q) ICC Steel and Welding Special Inspector
(r) ICC Pre-stressed Concrete Special Inspector
(s) ICC Certified Building Official
(t) AA degree in Building Inspector Technology
(u) ICC Commercial Mechanical Inspector or
IAPMO Mechanical Inspector or
ICC Mechanical Inspector
(v) ICC Housing Code Official or
AACE Code Enforcement Administrator
(w) ICC Property Maintenance and Housing Inspector
(x) ICC Electrical Plans Examiner
(y) ICC Plumbing Plans Examiner
(z) ICC Building Code Official
(aa) ICC Electrical Code Official
(bb) ICC Mechanical Code Official
(cc) ICC Plumbing Code Official
(dd) ICC Master Code Professional
(ee) ICC Reinforced Concrete Special Inspector
(ff) NFPA Certified Fire Plan Examiner I
(gg) Construction Technology Certificate from an accredited College (minimum of 30 Units of Construction Technology curriculum) (2) Employees shall receive thirty dollars ($30.00) for each certificate they possess up to a maximum of $300.00 for ten (10) certificates.
49 c. Code Enforcement Certificate Pay
(1) Employees in the classification of Senior Code Enforcement Officer who are required to maintain, or who obtain for City benefit, shall receive a monthly certificate pay for the possession of one or more of the certificates listed below:
(a) ICC Zoning Inspector or AACE
(b) ICC Property Maintenance & Housing Inspector or AACE (c) Public Health Vector Control Certification
(2) Employees shall receive thirty dollars ($30.00) for each certificate they possess up to a maximum of ninety dollars ($90.00) per month for possession of a maximum of three (3) certifications.
d. Water Treatment Grade 2 Certification
Employees in the Department of Utilities in the classification of Instrumentation Supervisor shall receive a one hundred twenty-five dollar ($125.00) per month incentive for maintaining a valid Water Treatment Grade 2 (T-2 water) or higher certification. The employee will begin receiving the incentive within thirty (30) days after providing a valid copy of their T-2 water certification to the department. The City will pay the cost of certification for an employee to receive a T-2 water certification.
e. Professional Land Surveyor License
Employees in the classification of Survey Party Chief shall receive incentive pay at the rate of five percent (5%) of their base salary for obtaining and maintaining the Professional Land Surveyor License.
f. Within ninety (90) calendar days of adoption of this Agreement by City Council, at the written request of the Union, the parties agree to meet and discuss implementation issues related to certification pay under subsection
13.7, including clarification of employee submission requirements and documentation standards. The purpose of such discussions shall be to ensure consistent administration of this subsection and to explore resolution of identified disputes. Absent mutual agreement, the status quo shall continue.
The rights created by this subsection 13.7 (f) shall expire on September 15, 2028, unless expressly renegotiated by the parties.
13.8 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,
50 the employee shall be responsible for obtaining the CEUs. Where feasible, the City will provide the needed CEUs on-duty.
When the City provides such training, CEU credit not received through the City shall be the responsibility of the employee. When the City does not provide required CEU training, the employee may request that the Department approve and pay for the training and allow the employee to attend on City time. Such request shall not be unreasonably denied.
13.9 EDUCATIONAL INCENTIVE
a. Employees with a bachelor’s degree (BA or BS) from an accredited college or university shall receive an educational incentive in the amount of five percent (5.0%) of their base rate of pay.
b. Employee with an associate’s degree (AA or AS) from an accredited college or university shall receive an educational incentive in the amount of three percent (3.0%) of their base rate of pay.
c. An employee is eligible to only one of the above incentives. d. The incentive shall be effective the start of the pay period following presentation of the degree to the department.
13.10 PLAYGROUND INSPECTOR INCENTIVE
a. Employees in the classification of Park Supervisor who are regularly assigned playground inspector duties and who possess a valid Certified Playground Safety Inspector (CPSI) Certificate shall receive an additional five percent (5.0%) of their base rate of pay during each full pay period when so assigned. b. Any fees or other costs related to obtaining or renewing the Certificate are at employee expense. Training or examination time spent in obtaining the Certificate shall either be during non-working hours or while on approved personal leave, including vacation, CTO, or holiday time. c. The incentive is payable only during those pay periods when a current valid certificate is on file in the Department of Youth, Parks, & Community Enrichment during the entire pay period.
13.11 TECHNOLOGY ALLOWANCE
a. Employees in the classifications of Supervising Dispatcher who, in their capacity as line supervisors, have Dispatcher IIIs reporting to them, and Survey Party Chief shall receive a monthly technology allowance of fifty dollars ($50.00).
51 b. Use of City-provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the monthly technology allowance the employee shall provide and maintain a personal cellular phone and service that is available to conduct City-related business. The employee shall provide the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.
13.12 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for the bilingual pay, the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at two percent (2%) of the employees’ base rate of pay the rate of twenty dollars ($20.00) bi-weekly for any pay period in which the employee is certified. This incentive is additive and does not compound with any other incentive. An employee who is receiving bilingual pay may be required to provide assistance to any City operation.
13.13 CERTIFICED ACCESS SPECIALIST (CASp) CERTIFICATION PAY a. The City shall determine the number of employees authorized to receive CASp Certification Pay.
b. Authorized employees in the classification(s) of Supervising Building Inspector and Senior Supervising Building Inspector who obtain a (CASp) certification from the California Division of the State Architect shall be paid five percent (5.0%) of their base rate of pay for such certification. This incentive is additive and does not compound with any other incentive(s). c. Authorized employees who obtain CASp certification will be reimbursed for the receipted pre-approved costs and fees associated with obtaining and maintaining the certification. Authorized training for this certification shall be on City-time.
d. Employees already receiving CASp certification pay who promote into the Supervising Building Inspector or Senior Supervising Building Inspector classifications shall continue to receive said pay as provided in subsection (b), above.
52 13.14 INSTRUMENTATION SUPERVISOR INCENTIVE PAY
Career employees in the classification of Instrumentation Supervisor who obtain/maintain the California Water Environment Association (CWEA) certification of Electrical/Instrumentation Technologist shall receive incentive pay as follows:
Grade 2 - $25.00 per month
Grade 3 - $50.00 per month
The employee will begin receiving the incentive within thirty (30) days after providing a valid copy of their certificate.
13.15 DRONE CERTIFICATION PAY
a. The City shall determine the number of employees authorized to be drone certified.
b. Authorized employees in the classification of Supervising Building Inspector who obtain certification to operate drones from the Federal Aviation Administration (FAA) shall receive fifteen dollars ($15.00) per pay period for Drone Certification Pay.
c. Employees who receive prior authorization from their supervisor will be reimbursed for the cost of obtaining and maintaining certification. d. Certification coursework shall be on paid City time with prior authorization. e. This incentive is additive and does not compound with any other incentive.
13.16 SUPERVISING DISPATCHER POST CERTIFICATION PAY
a. Within ninety (90) calendar days of adoption of this Agreement by City Council, at the written request of the Union, the parties agree to meet and discuss POST certification pay for the classification of Supervising Dispatcher.
Absent mutual agreement, the status quo shall continue. The rights created by this subsection 13.16 shall expire on September 15, 2028, unless expressly renegotiated by the parties.
13.17 UTILITIES OPERATIONS AND MAINTENANCE SUPERVISOR CERTIFICATION PAY
a. Within ninety (90) calendar days of adoption of this Agreement by City Council, at the written request of the Union, the parties agree to meet and discuss certification pay for the classification of Utilities Operations and Maintenance Supervisor. Absent mutual agreement, the status quo shall
53 continue. The rights created by this subsection 13.17 shall expire on September 15, 2028, unless expressly renegotiated by the parties.
ARTICLE 14 – TRANSPORTATION
14.1 GENERAL
It is the understanding of the parties that the City retains the right to eliminate, at any time, the overnight retention of City vehicles for employees in the Units represented by the Union upon fifteen (15) days’ notice to the employee.
14.2 MILEAGE REIMBURSEMENT AND MONTHLY VEHICLE ALLOWANCE a. The City has the right to offer one of the following mileage reimbursements to individual employees who use their personal vehicles for City business:
(1) The Internal Revenue Service (IRS) rate established by the City for general mileage reimbursement; or
(2) Monthly vehicle allowance at one of the following rates:
Average Miles Per Month Monthly Vehicle Allowance
400 $160
200 $100
100 $50
b. If a personal vehicle was not a condition of employment, individual employees have the right to refuse to use their personal vehicles for City business.
14.3 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home-to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part-time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Effective December 1, 2005, eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for
54 home-to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass. Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Revenue Division by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120). c. Downtown Parking Subsidy
The City shall provide a one-hundred twenty dollar ($120) per month parking subsidy to eligible full-time career employees who are regularly assigned to work in the downtown area. Eligible part-time career employees who are regularly assigned to work in the downtown area will receive a ninety dollar ($90) per month parking subsidy. The subsidy will be included in the employee’s bi-weekly paycheck, subject to applicable state and federal taxes.
14.4 COMMERCIAL DRIVER LICENSE REQUIREMENTS
a. In those classifications which require a commercial driver license, employees hired on or after October 20, 1990, shall be required to possess the appropriate valid commercial California driver license and endorsements as a condition of continued employment.
b. An employee who was hired prior to October 20, 1990, who is unable to qualify for the required commercial license but is able to maintain a Class "C" license shall be transferred to an alternate assignment and shall have their salary reduced by 2.5% until such time as they obtain the required license. Such reassignment and reduction in salary shall not be subject to the grievance procedure nor be disciplinary action as defined by Rule 12 of the Rules and Regulations of the Civil Service Board. In the event the employee obtains the required license, such employee shall be transferred back to their previous assignment and shall have their salary restored to the same step in the salary range that they occupied prior to the transfer and salary reduction. c. An employee who is unable to qualify for the required commercial license for medical reasons, but is able to maintain a Class "C" license, shall not have their salary reduced by 2.5%. The City shall attempt to make reasonable accommodation for such employee.
14.5 DISCOUNTED PARKING RATES
Discounted parking will be available to employees, on a first-come, first-serve basis, for parking spaces in the Memorial Garage, located at 14th and H Streets, at seventy percent (70%) of the regular monthly Memorial Garage rate. This means that the employee discounted rate is thirty percent (30%) off the full monthly rate. This provision will remain in effect until further notice by the City.
55 ARTICLE 15 – LAYOFF
15.1 PURPOSE
This Article provides the procedure to be followed when an employee is to be displaced/laid off from their position.
15.2 DEFINITIONS
a. Layoff A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee. b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification, but less any time spent in a lower job classification due to a downgrade.
The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee who has not served a probationary period in their present job classification, or any employee whose position has been reallocated in accord with the Rules and Regulations of the Civil Service Board, classification seniority shall be mutually established by the City and the Union. For an employee who has downgraded, computation of classification seniority for a job classification lower than that of which the employee holds permanent status, the following seniority shall be counted:
(a) classification seniority in any higher classifications, and (b) previous classification seniority in the job classification in which the employee is currently working, and
(c) present time spent in the job classification in which the employee is currently working.
For a part-time career employee, classification seniority shall be prorated.
(2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position, or as the effective date of appointment to the employee's first full-time position (or positions) which immediately preceded an appointment to a permanent career position, whichever is greater.
56 For a part-time career employee, City seniority shall be prorated. (3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service. There shall be no adjustment for time spent on an approved unpaid leave of absence.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is appointed from a reemployment list and completes a probationary period, if any, in the position to which they were reemployed may count the seniority which they accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder, except as provided in Section 15.3(b)(4) of this Article. d. Regression Ladder A regression ladder shall be defined as a classification series through which an employee may downgrade. The regression ladders are as set forth in Exhibit A to this Agreement.
e. Permanent Status For the purposes of this layoff procedure, permanent status is attained in a job classification when an employee has successfully completed their probationary period in that job classification. An employee in an exempt classification represented by the Union shall be considered a permanent employee under this Article.
f. Leave of Absence Employees on an approved unpaid leave of absence shall accrue seniority.
57 g. Department The application of the term "department" for the sole purpose of layoff and/or downgrade of career employees shall mean:
(1) The Departments of Public Works shall be considered a single department.
(2) The Department of Utilities shall be considered a single department. (3) The Departments of Youth, Parks & Community Enrichment; Community Development; Economic Development; and Convention & Cultural Services shall be considered a single department. (4) The Departments of Police, Fire, Information Technology, Finance and Human Resources shall be considered a single department. (5) The Charter Offices of the City Attorney, City Auditor, City Clerk, City Manager and City Treasurer shall each be considered a single, separate department.
A function that is assigned to work in a different department as part of an inter- departmental project, but continues to be funded from the original department (op-conned), remains a part of the original department for the purpose of layoff.
Any future departmental reorganization shall be effective for purposes of layoff only after one year from implementation. At the request of the Union, the City agrees to discuss such reorganization at the time of implementation to review the placement of the reorganized function, and the application and impact of this Section, if any.
15.3 PROCEDURE
a. Non-Career Employees
(1) When a layoff is to occur within a job classification within a department, all non-career employees in the regression ladder in which that job classification is found shall be laid off first, except in the Solid Waste and Parking functions. In these functions, the City may continue working non-career Parking Lot Attendants and up to twenty-five (25) non-career Integrated Waste Equipment Operators regardless of any career employees who may be laid off in the regression ladder in which these job classifications fall. Career Integrated Waste Equipment Operators subject to layoff shall have the right to bump into the non- career classifications.
(2) Non-career employees shall be laid off in the order provided by established department procedures. If such procedures have not been
58 established on the effective date of this Agreement, non-career employees shall be laid off in such order as the Department Head shall provide. In no event shall a career employee suffer a layoff until all non- career employees in the affected regression ladder in the Department have been laid off.
b. Career Employees
(1) Within each job classification in each Department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority.
(2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last Department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules and Regulations. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification.
(3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the Department, in descending order, to job classifications within their regression ladder, provided that the employee meets the qualifications of the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, they shall be laid off.
(4) A career employee in a classification contained in classification group 36 who is to be laid off, displaced, or demoted shall have the right to downgrade, within the Department and in descending order, to
59 represented classifications in which the employee previously held permanent status provided a vacancy exists.
(5) Any permanent employee currently working in a classification contained within classification group 35 shall have the right to downgrade, in the same manner as provided in Section 15.3(b)(3), to the last classification in which permanent status was held, if any, provided such classification is contained within regression ladder 1 through 34, or classification group 35. If such a downgrade is not possible, the employee shall be laid off. If such a downgrade is possible, the employee shall then in the future have the right to downgrade through that new regression ladder only.
(6) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within five (5) working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employees shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off.
(7) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
(8) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.
c. Notice of Layoff
In the event of a layoff, the City shall send by certified mail a layoff notice to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address currently in the City’s payroll system, and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees.
15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to downgrade providing there is no increase in pay.
60 b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.2 "Advancement in Rate of Compensation" with time served in the classification from which the downgrade occurred counting toward salary step advancement. c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the employee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher. The anniversary date for future in-grade salary adjustments shall be the date of recall to the permanent classification.
d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the current salary schedule.
15.5 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances, including but not limited to: vacation, sick, holiday, longevity, and similar benefits that have a cash value at separation, per this Agreement, applicable ordinances, and rules. Employees who are subsequentlybeing recalled and who were eligible for sick leave cashout at the time of separation, shall have theany uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules. However, if eligible, oOnly those sick leave hours accrued after recall shall be applied toward any subsequent future sick leave payoff, if eligible.
b. Employees and their eligible dependent(s) enrolled in City insurance programs may continue elected coverage limited to the City's medical, dental, or vision, and life insurance coverageplans at the time of layoff may continue their coverage for a period up to six (6) months or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA)., whichever is greater, by advanced personal remittance for each month's premium for the cost of such coverage, at the time of layoff. The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums for COBRA continuation coverage. Payment for COBRA premiums shall be made by the payment deadline specified on the invoice issued by the health carrier or the City.
c. Assistance with enrollment in COBRA coverage or information on eligibility for City retiree health benefits this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City
61 Charter will be provided by the Benefit Services Division, Department of Human Resources, at theupon request of laid-off employees.
15.6 RECALL
a. When a vacancy occurs in a job classification, the laid off or downgraded employee(s) eligible to return to that job classification shall be recalled in the order of City service seniority, beginning with the employee with the greatest City service seniority. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, or to lower classifications within the same regression ladder, but shall have no recall rights to any job classification in which provisional status was held at the time of layoff or downgrade. Permanent employees who held probationary status in another job classification on the date of layoff shall be eligible to return to the job classification in which probationary status was held for a period of five (5) years from the date of layoff; but upon such return must serve the complete probationary period for such job classification.
b. Career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which they is downgraded. If, however, a permanent employee has been recalled or downgraded but has not been recalled to the classification in which permanent status is held within the five (5) year period, said employee shall continue to possess recall rights back to the classification in which permanent status is held, and to any other classifications in the employee's regression ladder which are lower than the classification in which permanent status is held and higher than the classification in which the employee was working at the expiration of the five (5) year period. If said employee is recalled to a classification higher in their regression ladder than the employee was working at the expiration of the five (5) year period, the employee shall serve the complete probationary period in such higher classification. If said employee fails to satisfactorily complete the probationary period they shall return to the next highest classification in the applicable regression ladder in which a vacancy exists and shall gain permanent status in such classification. In no event shall the employee be required to return to a classification lower than that from which they left to take the probationary appointment. Said employee shall then continue to possess recall rights to any higher classification in their regression ladder which is lower than the classification in which the employee failed to complete the probationary period but higher than the classification to
62 which the employee returned after failing probation, subject to all provisions stated above.
c. When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid off/downgraded employee. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, they will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other minimum qualifications of the classification to which they are recalled. Any additional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. An employee who accepts recall shall receive all seniority to which they are entitled under Section 15.2(b) of this Article.
d. Career employees holding recall rights may be offered a non-career job of less than 1,040 hours annually, and if said career employee accepts or refuses such non-career jobs of less than 1,040 hours it shall have no effect on said career employee's normal recall rights.
15.7 GENERAL
a. A seniority list shall be made available to the Union on the first working day in September of each year, and after review with the Union, said list shall be posted by each department and copies made available for ready inspection.
A copy shall be furnished free of cost to the Union each September. b. The City shall immediately after effecting a layoff provide the Union a list of those employees who have been laid off. Said list shall be known as a Recall List and shall be updated as necessary.
c. The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. Any grievance filed regarding this Article shall be submitted directly to the third step of the grievance procedure as set forth in Article 5.
63 ARTICLE 16 – UNIFORMS AND COVERALLS
16.1 UNIFORMS
a. City Provided Uniforms
(1) The City agrees to provide uniforms for employees who are required to wear uniforms.
(2) All employees covered by this Agreement and required by the City to wear a uniform shall have a clean uniform provided five days a week (5-5-1), at no cost to the employee, with the exception of Supervising Forensic Investigators.
(3) The value of uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) biweekly to the Public Employees Retirement System (PERS).
(4) All employees who are provided a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.
b. Uniform Allowance
(1) New and/or promoted employees, excluding Supervising Property Assistant, hired into the classifications for which the City requires a uniform which the employee must provide, shall receive an initial allowance of two hundred fifty dollars ($250) for the purchase of the necessary uniform, including but not limited to appropriate footwear. (2) Thereafter, employees shall receive a uniform allowance of twenty-two dollars ($22.00) for uniform maintenance and replacement cost bi- weekly.
(3) All employees who receive a uniform allowance shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.
16.2 FOUL WEATHER JACKET
a. Employees in the classification of Senior Animal Control Officer and Integrated Waste Supervisor shall be supplied with one foul weather jacket.
Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.
64 b. Supervisory employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket.
c. Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.
16.3 SUMMER WEAR
a. Employees in the classifications of Parking Meter Collection Supervisor and Parking Enforcement Supervisor shall have the option to wear summer shorts and shoes between May 1 and September 30.
b. Employees will adhere to the appropriate departmental uniform policy and will be responsible for the purchase and maintenance of the shorts and shoes, and other uniform articles if required.
16.4 SENIOR ANIMAL CARE TECHNICIAN AND SENIOR ANIMAL CONTROL
OFFICER
a. Employees in the classification of Senior Animal Care Technician shall be provided six (6) tops/shirts and five (5) pair of pants for each employee. b. Employees in the classification of Senior Animal Control Officer shall be provided with six (6) tops/shirts and six (6) pair of pants for each employee. c. The City shall provide employees in the Animal Care Technician series, on an as-needed basis, up to two (2) pair of rubber boots per fiscal year. d. Employees who are provided uniforms pursuant to this section shall be required to maintain the uniform in a clean, presentable, professional condition. When necessary, the department shall replace uniform tops and/or pants via the selected vendors(s) at Department expense. e. Employees provided uniforms pursuant to this section shall not be eligible for uniform allowance provided in Section 16.1(b).
16.5 SUPERVISING FORENSIC INVESTIGATORS
a. The City shall provide the following uniforms to the Supervising Forensic Investigators:
Long-Sleeve
Shirt
Short-Sleeve
Shirt Pants
Supervising Forensic
Investigator 2 2 2
65 b. The City shall provide laundry service twice per week. c. The City shall be responsible for the replacement of unserviceable uniforms. d. Employees in this classification series are authorized, at their sole expense, including cleaning and replacement of unserviceable items, to wear the following load bearing vests: Safariland #DN6700 & #DN6701; or the Point Blank #BP2256, each of which must bear a black 6x10 inch patch with the words “CSI” affixed to the center back of the load bearing vest. Employees in this classification are also authorized, at their sole expense, including cleaning and replacement of unserviceable items, to wear the following uniform shirts: Blauer #8471; Flying Cross Hybrid Shirt (long sleeve) #05VS8486; or Hybrid Base Shirt (short sleeve) #55VS8486 with appropriate SPD forensic shoulder patches.
16.6 TREE PRUNER SUPERVISOR
a. In lieu of laundered trousers provided through the City’s uniform vendor, employees in the classification of Tree Pruner Supervisor shall be provided with six (6) pairs of Levi jeans per fiscal year.
b. Employees who are provided jeans pursuant to this Section shall be required to maintain the uniform in a clean, presentable, and professional condition.
The Department shall replace the jeans only when the damage is caused by circumstances which arise out of employment, and not from ordinary wear incidental to normal use and employment.
16.7 SOLID WASTE UNIFORMS
The Policies and Procedures Manual for the Solid Waste Division (which shall be incorporated by reference) shall be amended to give employees in the classification of Integrated Waste Supervisor the choice of collared shirts or t-shirts and pants or jeans, or any combination thereof.
ARTICLE 17 – SAFETY SHOES AND SAFETY GLASSES
17.1 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe, inserts, and/or repairs for safety shoes up to a maximum of $200 per pair, or up to a maximum of $250 if special order of the safety shoes is required, and generally no more than two (2) pair per fiscal year. Employees may initially request two (2) pair of shoes at the same time.
To be eligible for this reimbursement, the employee must obtain prior
66 authorization from their supervisor before purchasing safety shoes, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. Safety shoes shall normally be authorized for a single pair, and the second pair in the fiscal year shall only be approved if replacement is necessary.
b. The City maintains the right to specify the type of required safety shoes.
17.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum of $125 per pair of glasses. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non-prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
ARTICLE 18 – CLASSIFICATION AND PAY
18.1 NEW OR REVISED JOB CLASSIFICATIONS
a. It is recognized that the establishment of new or revised job classifications within the Unit covered by this Agreement may be warranted because of changes in job content or services offered by the City. Under such circumstances, the City shall prepare and submit to the Union the proposed descriptions and proposed appropriate rate ranges for such job classifications as will have been determined to be within the Unit covered by this Agreement not less than fifteen (15) days prior to submission of the job classification to the Civil Service Board. Upon request of the Union, the fifteen (15) day period will be extended by an additional ten (10) days.
67 b. The Union and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board. The Union and the City shall follow provisions of applicable state law and the City's Employer-Employee Relations Policy regarding negotiations of an appropriate salary range for any revised entry or revised promotional classification covered by this Agreement.
c. The Union shall have the right to file an appeal to the Civil Service Board regarding job classification.
d. The City shall submit all job announcements for positions covered under this Agreement to the Union not less than five (5) days prior to publication by the City.
e. In the event the Employer-Employee Relations Policy is revised in respect to the assignment of classifications to representation units, either party may reopen this Section for the purpose of reaching mutual agreement on the procedural changes which may need to be made under this Section.
ARTICLE 19 – DISCIPLINE
19.1 LETTER OF REPRIMAND
a. A letter of reprimand issued on or after October 20, 1990, shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations. The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision by the Director or designee will be rendered within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure.
b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, including but not limited to, fact-finding transcripts and written complaints filed. The City is not required to prepare transcriptions of audio-taped interviews to meet this obligation. However, if a transcript of audio-taped interviews is prepared, the City shall provide the transcript.
19.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed
68 at the conclusion of the appeal process, the City shall reinstate the forfeited credits.
This provision shall not be subject to the grievance procedure.
19.3 DISCIPLINE TOLLING PERIOD
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. This time limitation shall be extended if any of the conditions referenced in the California Peace Officers’ Bill of Rights Act, as amended, (California Government Code sections §§3300 et seq.) exist during the 365 day period.
19.4 MEDIATION
The Parties may participate in mediation in an attempt to settle the disciplinary matters before a hearing with the Administrative Law Judge. Mediation shall be required if requested by either party and the parties will request a mediator from the State Mediation and Conciliation Service. All mediation proceedings shall be private.
The mediator shall make no public recommendations, nor take any public position at any time concerning the issues. All costs of the mediation shall be borne by the requesting party.
19.5 DISCIPLINE APPEAL HEARING PROCEDURE
Disciplinary appeals above a letter of reprimand shall be conducted pursuant to Rule 12 of the Rules and Regulations of the Civil Service Board.
An employee’s appeal of discipline shall be heard by an Administrative Law Judge at the California Office of Administrative Hearings (OAH). a. The hearing shall be transcribed by a certified shorthand reporter. The appearance fees of the reporter will be borne equally by the City and the Union. If only one party orders a transcript, that party shall pay for the cost of the transcription. If both parties elect to order a transcript, the parties will equally bear the cost of the original transcript and any necessary copies. b. The hearing shall be conducted pursuant to the procedures of Rule 12 of the Rules and Regulations of the Civil Service Board. On issues of procedure where the Rules and Regulations of the Civil Service Board are silent, the California Administrative Procedures Act shall govern the proceedings. c. The City agrees that employees shall not suffer loss of compensation for time spent as a witness at a discipline hearing held pursuant to this procedure. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.
69 d. The parties agree that any dispute of the jointly recommended proposed decision to the Civil Service Board shall be limited to the grounds specified in Section 1286.2 of the California Code of Civil Procedure.
19.6 DECISION
The Administrative Law Judge shall issue a written decision. The parties agree to jointly recommend the Administrative Law Judge’s decision to the Civil Service Board, any dispute with the decision by a party shall be limited to the grounds specified in Section 1286.2 of the California Code of Civil Procedure.
19.7 WITHDRAWAL OF APPEAL
The employee may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Judge or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) calendar days to a written request by the City schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
19.8 DISCIPLINE AND DOCUMENTED COUNSELING RETENTION
a. Suspensions and pay reductions issued after June 30, 2014, will not be permanently placed in an employee’s official personnel file. Suspensions and pay reductions will be withdrawn from the employee’s official personnel file five (5) years from the date of issue provided there has not been additional formal discipline imposed during the five-year period. All suspensions and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations. Should an employee have subsequent discipline, the earlier disciplines may be used for purposes of progressive discipline. b. A letter of reprimand issued after October 20, 1990, will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two-year period.
c. A letter of reprimand issued prior to October 20, 1990, may be pulled at the request of the employee provided there was no additional formal discipline imposed within five (5) years from the date of issue.
d. Documented counselings will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance the subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
70 ARTICLE 20 – MISCELLANEOUS
20.1 CIVIL SERVICE RULES
In the event that any Civil Service Board Rules or Regulations are in conflict with this Agreement, the Agreement shall apply.
20.2 SELECTION OF VACANCIES
a. Whenever a vacancy occurs in a particular job assignment, and the manager elects to permanently fill said vacancy, the vacancy shall be posted for a period of ten (10) calendar days which shall include the duties of the position.
Employees holding career status in the classification allocated to that position, and who are assigned to the particular operation in which the vacancy arises, may request to be reassigned to fill said vacancy. The manager shall give first consideration to those employees making such requests before considering any other persons for the vacancy. The term “first consideration” does not mean that employees requesting transfer to the vacant position have first priority to the job or require the appointing authority to appoint an employee from such list to the vacancy, but only assures that such employees shall in fact be given consideration for the position prior to reviewing other candidates. b. In the event more than one qualified employee requests to fill said vacancy, the assignment shall be based on classification seniority (or in the case of a tie, highest position on the eligible list) provided relative experience and capability in performing the required job functions and relative disruptive effect on the established work schedule are equal.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immediate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational and personnel needs of the departments. f. This Section does not apply to non-career employees.
20.3 PROMOTION FROM WITHIN
In accord with Article VII, Section 84 of the Charter of the City of Sacramento, the City does hereby reaffirm its policy to promote from within whenever possible.
71 20.4 CONSOLIDATION
Prior to entering into an Agreement to consolidate any City function which includes employees represented by Local 39 as the recognized employee organization, the City shall meet with the Union in an attempt to resolve employee problems.
20.5 DAMAGE TO PRESCRIPTION GLASSES
a. The City agrees to repair or replace prescription glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the City of such loss.
b. The prescription shall not be more than twenty-four (24) months old to qualify for reimbursement under the Section. All costs to update the prescription shall be borne by the employee.
20.6 REMOTE WORK
Employee eligibility and participation in the City’s Remote Work Program will be pursuant to the City’s Remote Work Policy.
This policy shall not be subject to the grievance procedure but shall follow the review procedures outlined in the Remote Work Policy.
20.7 SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
20.8 NON-FAULT VEHICULAR ACCIDENTS
At the request of an employee who was involved in a non-fault vehicular accident while performing City work, the City will provide a letter to the employee stating the accident was non-fault.
20.9 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) AND VEHICLE
STICKERS
Zonar and other GPS devices will be used for purposes of improving departmental efficiencies to include, but not limited to, preserving City resources and preventing idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings or confirm work performance issues for purposes of discipline. A list of vehicles which contain Zonar or other GPS devices will be maintained in the department and provided to employees. The City may place
72 one (1) “safety sticker” on City vehicles which reads “How’s My Driving? Dial 311.” Safety stickers shall not exceed 200 square inches and will not be placed in an area which obscures the driver’s safe operation of the vehicle.
20.10 CONTRACTING-OUT
a. The City shall not contract out for goods and services performed by bargaining unit employees which will result in any career employee being laid off without prior consultation with the Union concerning the impact on the terms and conditions of employment of employees covered by this Agreement. b. Any layoffs resulting from the City's action shall be made pursuant to the layoff provisions of this Agreement.
20.11 STRIKES AND LOCKOUTS
For the duration of this Agreement the Union and its members agree that it shall not call, sanction or engage in any strike, slowdown, suspension or stoppage of work activity, and the City agrees that it shall not cause or engage in any lockout.
20.12 BLOOD BANK TIME
a. The City shall establish a blood bank account with the Sacramento Medical Foundation Blood Center.
b. An employee shall be permitted time off without loss of compensation to donate blood during duty hours when a mobile blood unit vehicle is located at the employee's work site. Time off shall only be granted if work activities are not unduly disrupted. Such paid time off shall not exceed thirty (30) minutes per blood donation, unless extended by City management on a case-by-case basis.
c. Time off without compensation shall be permitted during duty hours in the event an employee wishes to donate blood at the office of the Blood Center.
In such case, the employee may be permitted to use accrued vacation, CTO or holiday time.
d. This provision is not intended to authorize any overtime compensation.
20.13 TIME OFF FOR EXAMINATIONS
If a request is made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.
The employee must give the immediate supervisor at least three (3) working days' advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.
73 20.14 SUPERVISING DISPATCHERS USE OF FITNESS CENTER
a. Supervising Dispatchers shall be permitted to use the fitness center at the Communication Center as follows:
(1) Employees Working a 4/10 Schedule – During Meal Period Supervising Dispatchers who currently have a forty (40) minute paid meal period and wish to exercise in the fitness center shall be permitted to have a sixty (60) minute meal period in order to exercise. The minimum workout time shall be twenty (20) minutes.
(2) Employees Working a 5/8 Schedule – During Normal Shift Supervising Dispatchers shall be permitted to work out during their normal shift for a maximum of twenty (20) minutes. Employees who chose to work out for more than twenty (20) minutes will do so before or after their normal shift or during their meal period. For example, if an employee who starts work at 8:00 a.m. wishes to work out for thirty (30) minutes at the beginning of their shift, they will start ten (10) minutes before 8:00 a.m. and will work out until 8:20 a.m. The first ten (10) minutes are unpaid, and the remaining twenty (20) minutes are paid at the regular rate of pay.
b. Supervising Dispatchers who use the fitness center as stated in (a), above, will be required to meet with the Police Department’s fitness coordinator for assessment and approval prior to using the fitness center. c. Although Supervising Dispatchers will be using the fitness center on paid time, the parties agree that participation is not a job requirement in the classification of Supervising Dispatcher, that use of the fitness center is completely voluntary, and that such use is not work related.
d. Supervising Dispatchers will be required to sign a waiver of liability, as shown in Exhibit B, which acknowledges their understanding and acceptance of the conditions for use of the fitness center.
e. Supervising Dispatchers on a 4/10 work schedule, who do not use the fitness center during their regular shift, will continue to have a forty (40) minute paid meal period.
20.15 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee on and after November 22, 1986, shall serve a trial period. A former employee is a person who was previously employed with the
74 City but terminated such employment for any reason including the expiration of a limited-term appointment.
b. The trial period shall be a thirty (30) calendar day period beginning with the first day the employee reports to work or until the employee has worked one hundred sixty-eight (168) straight-time hours, whichever occurs last. c. A non-career employee may be released from their position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing. d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.
20.16 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages, overtime payment, health care contributions, incentives, or leave accruals, balances and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from all available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.
No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
75 d. The City shall make a reasonable effort to verify employee underpayments within ten (10) calendar days of discovery or by written notice by the employee or the employee’s representative. Once verified, repayment shall be made within thirty (30) calendar days.
20.17 PERS RETIREMENT PLAN AND CONTRIBUTION
a. Miscellaneous employees are covered by the following Public Employees Retirement System (PERS) plan – Classic Members
Modified 2% at age 55
One-year highest compensation
2% COLA
25% survivor continuation
50% industrial disability
Military service credit
Sick leave conversion credit
b. Effective June 30, 2012, “classic members” as defined by PERS shall pay the seven percent (7%) member contribution to the PERS retirement plan. Classic members shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) consecutive months of compensation. c. Effective the November 15, 2014, “classic members” shall pay eight percent (8%) of salary to the PERS retirement plan. If necessary, the contract with PERS shall be amended to reflect the eight percent (8%) employee contribution rate for classic members.
d. Member Contribution to PERS Retirement Plan – New Members “New members” as defined by Public Employees’ Pension Reform Act (PEPRA) shall be members in the PERS on terms consistent with the PEPRA.
New members shall qualify for the 2% at 62 benefit formula, shall contribute fifty percent (50%) of the total normal cost as required by PEPRA, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.
20.18 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each City department shall have the right to conduct employee performance evaluations on a department-wide basis at the discretion of the appointing authority. Probationary employees will normally be evaluated every three (3) months. Non-probationary employees will normally be evaluated annually. b. An employee who disagrees with a performance evaluation may within ten (10) workdays from the date of the performance evaluation: (1) Write a rebuttal statement for the attachment to the performance evaluation form; and
76 (2) Informally appeal to the supervisor of the reviewer, but in no case higher than the department head.
c. Appeals of employee performance evaluations are not subject to the grievance procedure.
d. In accordance with Rule 12 of the Sacramento Civil Service Board Rules, withholding an employee’s salary step advancement is formal discipline.
Salary step advancements shall not be delayed solely because the employee’s performance evaluation is not completed on time. Step advancements delayed solely due to untimely performance evaluations shall be subject to the grievance procedures.
20.19 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensations 457 Plan, to the extent provided by law.
Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.
20.20 URBAN FORESTRY
Within sixty (60) days of the adoption of this Agreement, at the request of the Union, the parties shall meet and discuss options to reduce the reliance on service contracts in Urban Forestry. Absent mutual agreement, the status quo shall remain.
20.21 TERM
a. This Agreement shall remain in full force and effect from September 23, 2023September 20, 2025, to and including September 19, 2025 September 15, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
77 DATED: JANUARY 9, 2024March 24, 2026
INTERNATIONAL UNION OF
OPERATING ENGINEERS,
STATIONARY ENGINEERS LOCAL
39, AFL-CIO CITY OF SACRAMENTO
Bart FlorenceTim Eggen Leyne Milstein Shelley Banks-Robinson Business Manager Assistant City Manager Director of Human Resources
Jeff Gladiuex Aaron Donato
President Labor Relations Manager
Brandy Johnson Chee Khang
Director of Public Employees Chief Negotiatoring Team Member
Laura LeSieur Approve as to form:
District Representative
Amanda Skibby Brett M. Witter
Business Representative Assistant City Attorney
Lesley Currie
Negotiating Committee Member
Matt Hermann
Negotiating Committee Member
Deion MaysPhilip Lozano
Negotiating Committee Member
Philip Meyer
Negotiating Committee Member
Seth OgdenPaolo Ferro
Negotiating Committee Member
78 Angelia Manuel
Negotiating Committee Member
EXHIBIT A – REGRESSION LADDERS
(Includes Flexibly Staffed Classifications)
GENERAL SUPERVISORY UNIT
1. Traffic Control and Lighting Supervisor
Traffic Control and Lighting Technician II/I/Trainee
2. Supervising Water Quality Chemist
Water Quality Chemist
Water Quality Laboratory Technician
3. Senior Maintenance Worker
Maintenance Worker
Security Guard
4. Supervising Building Inspector
Building Inspector 4
Building Inspector 3/2/1
Development Services Technician III
Development Services Technician II/I
5. Supervising Construction Inspector
Construction Inspector III/II/I
6. Supervising Forensic Investigator
Lead Forensic Investigator
Forensic Investigator II/I
7. Assistant Box Office Supervisor
Ticket Seller
Cashier
8. Supervising Community Center Attendant
Custodial Supervisor
Community Center Attendant II
Community Center Attendant I
Senior Custodian
Custodian II
Custodian I
Security Guard
9. Senior Accounting Technician
Accounting Technician
Account Clerk II/I
10. Supervising Dispatcher
*****Dispatcher III
*****Dispatcher II/I
11. Supervising Property Assistant
Senior Evidence and Property Technician
Evidence and Property Technician
12. Senior Animal Control Officer
Animal Control Officer II/I
Senior Animal Care Technician
Animal Care Technician
13. Integrated Waste Supervisor
Senior Integrated Waste Equipment Operator
Integrated Waste Equipment Operator
14. Program Supervisor
Program Coordinator
Program Developer
Program Leader
15. Program Supervisor (Older Adults)
Program Coordinator (Older Adults)
Program Developer (Older Adults)
16. Parks Supervisor
Park Maintenance Worker III
Park Equipment Operator
Park Maintenance Worker II
Park Maintenance Worker I
Park Maintenance Worker (employee may downgrade to Park Equipment Operator only if they previously held such classification)
17. Tree Maintenance Supervisor
Senior Tree Maintenance Worker
Tree Maintenance Worker/Trainee
18. Tree Pruner Supervisor
Senior Tree Pruner
Tree Pruner II/I/Trainee
19. Supervising Police Clerk
Police Clerk III
Police Clerk II/I
20. Senior Parking Lot Supervisor
Parking Lot Supervisor
Senior Parking Lot Attendant
Parking Lot Attendant
21. Parking Meter Collection Supervisor
Parking Enforcement Supervisor
Parking Meter Coin Collector
Parking Enforcement Officer
22. Instrumentation Supervisor
Instrument Technician II/I/Trainee
23. Supervising Code Enforcement Officer
Senior Code Enforcement Officer
Code Enforcement Officer
Assistant Code Enforcement Officer
24. Supervising Plant Operator
*Senior Plant Operator
*Plant Operator
*Junior Plant Operator
25. Equipment Maintenance Supervisor (Mechanical Shops) **Equipment Mechanic III
**Equipment Mechanic II/I
26. Equipment Maintenance Supervisor
**Equipment Mechanic III
**Equipment Mechanic II/I
27. Senior Police Records Supervisor
Police Records Supervisor
Police Records Specialist III
Police Records Specialist II/I
28. Meter Reading Supervisor
Utility Services Inspector
Meter Reader
29. Water Conservation Supervisor
Water Conservation Specialist
Water Conservation Representative
30. Streets Maintenance Supervisor
Street Construction Equipment Operator
Street Construction Laborer/Trainee
31. Utilities Operations and Maintenance Supervisor
******Utilities Operations and Maintenance Leadworker
******Utilities Operations and Maintenance Specialist
******Utilities Locater
******Utilities Operations and Maintenance Serviceworker ******Utilities Operations and Maintenance Serviceworker (Apprentice)
32. Customer Service Supervisor
Customer Service Specialist
Customer Service Representative/Assistant/Trainee
(Or the employee may downgrade to the classification from which promoted/transferred/ reallocated)
33. Supervising Surveyor
Survey Party Chief
Survey Technician II/I
Engineering Aide II/I
34. 311 Customer Service Supervisor
311 Customer Service Specialist
311 Customer Service Agent (Or the employee may downgrade to the Customer Service Series from which promoted/transferred/ reallocated)
35. Bump to previously held classification’s regression ladder
Curator of Education
Enforcement and Collections Supervisor
Financial Services Supervisor
Museum Security Supervisor
Parking Facilities Maintenance Supervisor
36. Classifications designated as Confidential/Administrative (***) or Exempt Management Support (*******) may downgrade to vacant positions in classifications where previously held permanent status
***/*******Administrative Analyst
***Administrative Assistant
***Administrative Assistant (Confidential/Exempt)
***Administrative Technician
***Administrative Technician (Confidential/Exempt)
***Applications Developer
***Data System Technician
***Deputy City Clerk
***Desktop Support Specialist
***Executive Assistant
***LAN Administrator
***Legal Secretary
***Legal Staff Assistant
***Legal Staff Assistant (Exempt)
***Paralegal
***Payroll Technician
***Personnel Technician
***Personnel Technician (Confidential)
***/*******Program Analyst
***Programmer
*******Senior Deputy City Clerk
***Senior Legal Staff Assistant
***Senior Staff Assistant
***Staff Assistant
***Staff Assistant (Exempt)
***Supervising Legal Secretary
***Systems Engineer
***Treasury Assistant
*******Workers’ Compensation Claims Representative
* Plant Operator Unit
** Automotive/Equipment Mechanics Unit
*** Confidential/Administrative
**** Engineering Unit
***** Police Department Unit
****** Plumbers and Pipefitters Unit
******* Exempt Management Support
EXHIBIT B – USE OF FITNESS CENTER WAIVER OF LIABILITY
SUPERVISING DISPATCHERS
I understand and agree that I may use the fitness center at the Communications Center during my paid meal period, or if I am on a 5/8 schedule, during my regular shift. I understand that use of the center is voluntary, not a requirement of my job classification or employment with the City, and is not work related.
The City does not anticipate injury to occur during the use of the fitness center; however, it is still a possibility. Knowing the risk, and in consideration of being permitted to use the center during my meal period, I agree to assume all risks connected to such use.
Except as otherwise prohibited by law, I agree to release and discharge the City of Sacramento, its officers, employees, agents, and volunteers from any and all liability for personal injury, death or property damage connected with the use of the fitness center, even though that liability may arise out of their negligence or carelessness.
This release will be a continuing release and will remain in effect until revoked in writing.
Signature: Date:
Name (printed):
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
311 Customer Service Agent | 016872 | L39A
A OFFT 140 07/13/2024 22.845014 32.145229 47517.63 66862.08 22.845014 23.987265 25.186628 26.445959 27.768257 29.156670 30.614504 32.145229 A OFFT 140 9/20/2025 23.073464 32.466681 47992.80 67530.70 23.073464 24.227137 25.438494 26.710419 28.045940 29.448237 30.920649 32.466681 Sssss 311 Customer Svc Specialist | 016873 | L39A
A OFFT 141 07/13/2024 25.827038 36.341236 53720.24 75589.77 25.827038 27.118390 28.474310 29.898025 31.392926 32.962572 34.610701 36.341236 A OFFT 141 9/20/2025 26.085308 36.704648 54257.44 76345.67 26.085308 27.389573 28.759052 30.197005 31.706855 33.292198 34.956808 36.704648 Sssss 311 Customer Svc Supervisor | 015108 | L39C
A SUPV 068 07/13/2024 29.436017 41.419431 61226.92 86152.42 29.436017 30.907818 32.453209 34.075869 35.779662 37.568645 39.447077 41.419431 A SUPV 068 9/20/2025 29.730376 41.833625 61839.18 87013.94 29.730376 31.216895 32.777740 34.416627 36.137458 37.944331 39.841548 41.833625 Sssss Account Clerk I | 016001 | L39A
A OFFT 001 01/25/2025 20.888087 26.659081 43447.22 55450.89 20.888087 21.932491 23.029116 24.180572 25.389601 26.659081 A OFFT 001 9/20/2025 21.096969 26.925672 43881.70 56005.40 21.096969 22.151817 23.259408 24.422378 25.643497 26.925672 Sssss Account Clerk II | 016002 | L39A
A OFFT 002 07/13/2024 21.850815 30.746292 45449.70 63952.29 21.850815 22.943356 24.090524 25.295050 26.559803 27.887793 29.282183 30.746292 A OFFT 002 9/20/2025 22.069324 31.053755 45904.19 64591.81 22.069324 23.172790 24.331430 25.548001 26.825401 28.166671 29.575005 31.053755 Sssss Accounting Technician | 016003 | L39A
A OFFT 003 07/13/2024 23.205113 32.651925 48266.64 67916.00 23.205113 24.365369 25.583637 26.862819 28.205960 29.616258 31.097071 32.651925 A OFFT 003 9/20/2025 23.437165 32.978444 48749.30 68595.16 23.437165 24.609023 25.839474 27.131448 28.488020 29.912421 31.408042 32.978444 Sssss Animal Care Technician | 003647 | L39A
A OPMT 029 07/13/2024 21.640010 30.449666 45011.22 63335.30 21.640010 22.722010 23.858110 25.051016 26.303567 27.618745 28.999682 30.449666 A OPMT 029 9/20/2025 21.856410 30.754163 45461.33 63968.66 21.856410 22.949230 24.096691 25.301526 26.566602 27.894932 29.289679 30.754163 Sssss Animal Control Officer I | 003600 | L39A
A OPMT 073 07/13/2024 25.084022 35.295738 52174.77 73415.14 25.084022 26.338223 27.655134 29.037891 30.489786 32.014275 33.614989 35.295738 A OPMT 073 9/20/2025 25.334863 35.648695 52696.52 74149.29 25.334863 26.601606 27.931686 29.328270 30.794683 32.334417 33.951138 35.648695 Sssss Animal Control Officer II | 003601 | L39A
A OPMT 001 07/13/2024 26.338223 37.060525 54783.50 77085.89 26.338223 27.655134 29.037891 30.489786 32.014275 33.614989 35.295738 37.060525 A OPMT 001 9/20/2025 26.601606 37.431130 55331.34 77856.75 26.601606 27.931686 29.328270 30.794683 32.334417 33.951138 35.648695 37.431130 Sssss Aquatic Specialist | 016031 | L39A
A TEMP 073 07/13/2024 19.629356 25.758801 40829.06 53578.31 A TEMP 073 9/20/2025 19.629356 26.016389 40829.06 54114.09
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Aquatics Recreation Coord | 016980 | L39A
A OFFT 143 07/13/2024 25.722141 36.193635 53502.05 75282.76 25.722141 27.008248 28.358660 29.776593 31.265423 32.828694 34.470129 36.193635 A OFFT 143 9/20/2025 25.979362 36.555571 54037.07 76035.59 25.979362 27.278330 28.642247 30.074359 31.578077 33.156981 34.814830 36.555571 Sssss Aquatics Recreation Supervisor | 015110 | L39C
A SUPV 070 07/13/2024 33.501051 47.139344 69682.19 98049.84 33.501051 35.176104 36.934909 38.781654 40.720737 42.756774 44.894613 47.139344 A SUPV 070 9/20/2025 33.836062 47.610737 70379.01 99030.33 33.836062 35.527865 37.304258 39.169471 41.127945 43.184342 45.343559 47.610737 Sssss Arborist/Urban Forester | 017001 | L39A
A PROF 001 07/13/2024 33.596909 47.274226 69881.57 98330.39 33.596909 35.276754 37.040592 38.892622 40.837253 42.879116 45.023072 47.274226 A PROF 001 9/20/2025 33.932880 47.746968 70580.39 99313.69 33.932880 35.629524 37.411000 39.281550 41.245627 43.307908 45.473303 47.746968 Sssss Architectural Technician I | 016214 | L39A
A OFFT 081 07/13/2024 26.868909 37.807253 55887.33 78639.09 26.868909 28.212354 29.622972 31.104121 32.659327 34.292293 36.006908 37.807253 A OFFT 081 9/20/2025 27.137598 38.185326 56446.20 79425.48 27.137598 28.494478 29.919202 31.415162 32.985920 34.635216 36.366977 38.185326 Sssss Architectural Technician II | 016215 | L39A
A OFFT 082 07/13/2024 28.212336 39.697590 58681.66 82570.99 28.212336 29.622953 31.104101 32.659306 34.292271 36.006885 37.807229 39.697590 A OFFT 082 9/20/2025 28.494459 40.094566 59268.48 83396.70 28.494459 29.919182 31.415141 32.985898 34.635193 36.366953 38.185301 40.094566 Sssss Architectural Technician III | 016216 | L39A
A OFFT 083 07/13/2024 31.033649 43.667461 64549.99 90828.32 31.033649 32.585331 34.214598 35.925328 37.721594 39.607674 41.588058 43.667461 A OFFT 083 9/20/2025 31.343986 44.104136 65195.49 91736.60 31.343986 32.911185 34.556744 36.284581 38.098810 40.003751 42.003939 44.104136 Sssss Archivist | 017018 | L39A
A PROF 010 07/13/2024 29.538106 41.563081 61439.26 86451.21 29.538106 31.015011 32.565762 34.194050 35.903752 37.698940 39.583887 41.563081 A PROF 010 9/20/2025 29.833487 41.978712 62053.65 87315.72 29.833487 31.325161 32.891419 34.535990 36.262790 38.075930 39.979726 41.978712 Sssss Art Museum Registrar | 017010 | L39A
A PROF 006 07/13/2024 26.922875 37.883188 55999.58 78797.03 26.922875 28.269019 29.682470 31.166593 32.724923 34.361169 36.079227 37.883188 A PROF 006 9/20/2025 27.192103 38.262020 56559.57 79585.00 27.192103 28.551708 29.979293 31.478258 33.052171 34.704780 36.440019 38.262020 Sssss Arts Program Assistant | 016108 | L39A
A OFFT 059 07/13/2024 23.617476 33.232162 49124.35 69122.90 23.617476 24.798350 26.038268 27.340181 28.707190 30.142550 31.649678 33.232162 A OFFT 059 9/20/2025 23.853651 33.564484 49615.59 69814.13 23.853651 25.046334 26.298651 27.613584 28.994263 30.443976 31.966175 33.564484 Sssss Arts Program Coordinator | 016109 | L39A
A OFFT 060 07/13/2024 32.262562 45.396665 67106.13 94425.06 32.262562 33.875690 35.569475 37.347949 39.215346 41.176113 43.234919 45.396665 A OFFT 060 9/20/2025 32.585189 45.850632 67777.19 95369.32 32.585189 34.214448 35.925170 37.721429 39.607500 41.587875 43.667269 45.850632
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Assistant Box Office Supv | 015010 | L39C
A SUPV 001 07/13/2024 25.622041 36.052785 53293.84 74989.79 25.622041 26.903143 28.248300 29.660715 31.143751 32.700939 34.335986 36.052785 A SUPV 001 9/20/2025 25.878263 36.413313 53826.79 75739.69 25.878263 27.172176 28.530785 29.957324 31.455190 33.027949 34.679346 36.413313 Sssss Assistant Code Enforcmnt Ofcr | 003912 | L39A
A OPMT 062 07/13/2024 22.331507 31.422672 46449.54 65359.16 22.331507 23.448082 24.620486 25.851510 27.144086 28.501290 29.926354 31.422672 A OPMT 062 9/20/2025 22.554822 31.736899 46914.03 66012.75 22.554822 23.682563 24.866691 26.110026 27.415527 28.786303 30.225618 31.736899 Sssss Assistant Planner | 017002 | L39A
A PROF 002 07/13/2024 31.555837 44.402232 65636.14 92356.64 31.555837 33.133629 34.790310 36.529826 38.356317 40.274133 42.287840 44.402232 A PROF 002 9/20/2025 31.871395 44.846254 66292.50 93280.21 31.871395 33.464965 35.138213 36.895124 38.739880 40.676874 42.710718 44.846254 Sssss Associate Curator of Art | 017023 | L39A
A PROF 012 07/13/2024 29.538106 41.563081 61439.26 86451.21 29.538106 31.015011 32.565762 34.194050 35.903752 37.698940 39.583887 41.563081 A PROF 012 9/20/2025 29.833487 41.978712 62053.65 87315.72 29.833487 31.325161 32.891419 34.535990 36.262790 38.075930 39.979726 41.978712 Sssss Associate Planner | 017003 | L39A
A PROF 003 07/13/2024 38.792561 54.585028 80688.53 113536.86 38.792561 40.732189 42.768798 44.907238 47.152600 49.510230 51.985741 54.585028 A PROF 003 9/20/2025 39.180486 55.130878 81495.41 114672.23 39.180486 41.139510 43.196486 45.356310 47.624125 50.005331 52.505598 55.130878 Sssss Booking Coordinator | 016903 | L39A
A OFFT 103 07/13/2024 25.789422 36.288307 53642.00 75479.68 25.789422 27.078893 28.432838 29.854480 31.347204 32.914564 34.560292 36.288307 A OFFT 103 9/20/2025 26.047317 36.651190 54178.42 76234.48 26.047317 27.349683 28.717167 30.153025 31.660676 33.243710 34.905895 36.651190 Sssss Building Inspector I | 016011 | L39A
A OFFT 010 07/13/2024 33.912020 47.717618 70537.00 99252.64 33.912020 35.607621 37.388002 39.257402 41.220272 43.281286 45.445350 47.717618 A OFFT 010 9/20/2025 34.251140 48.194794 71242.37 100245.17 34.251140 35.963697 37.761882 39.649976 41.632475 43.714099 45.899804 48.194794 Sssss Building Inspector II | 016012 | L39A
A OFFT 011 07/13/2024 35.607660 50.103553 74063.93 104215.39 35.607660 37.388043 39.257445 41.220317 43.281333 45.445400 47.717670 50.103553 A OFFT 011 9/20/2025 35.963737 50.604589 74804.57 105257.54 35.963737 37.761924 39.650020 41.632521 43.714147 45.899854 48.194847 50.604589 Sssss Building Inspector III | 016229 | L39A
A OFFT 095 07/13/2024 37.388289 52.609076 77767.64 109426.88 37.388289 39.257703 41.220588 43.281617 45.445698 47.717983 50.103882 52.609076 A OFFT 095 9/20/2025 37.762170 53.135167 78545.31 110521.15 37.762170 39.650279 41.632793 43.714433 45.900155 48.195163 50.604921 53.135167 Sssss Building Inspector IV | 016230 | L39A
A OFFT 096 07/13/2024 39.257592 55.239375 81655.79 114897.90 39.257592 41.220472 43.281496 45.445571 47.717850 50.103742 52.608929 55.239375 A OFFT 096 9/20/2025 39.650169 55.791769 82472.35 116046.88 39.650169 41.632677 43.714311 45.900027 48.195028 50.604779 53.135018 55.791769
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Building Maintenance Worker | 003603 | L39A
A OPMT 002 07/13/2024 24.622652 34.646544 51215.12 72064.81 24.622652 25.853785 27.146474 28.503798 29.928988 31.425437 32.996709 34.646544 A OPMT 002 9/20/2025 24.868877 34.993009 51727.26 72785.46 24.868877 26.112321 27.417937 28.788834 30.228276 31.739690 33.326675 34.993009 Sssss Building Monitor | 016032 | L39A
A TEMP 069 12/13/2025 16.900000 19.779075 35152.00 41140.48 A TEMP 069 9/20/2025 16.900000 19.976865 35152.00 41551.88 Sssss Cache Logistics Coordinator | 016237 | L39A
A OFFT 155 07/13/2024 22.913087 32.241013 47659.22 67061.31 22.913087 24.058741 25.261678 26.524762 27.851000 29.243550 30.705727 32.241013 A OFFT 155 9/20/2025 23.142218 32.563423 48135.81 67731.92 23.142218 24.299329 25.514295 26.790010 28.129510 29.535985 31.012784 32.563423 Sssss Cashier | 016018 | L39A
A OFFT 017 01/25/2025 20.280044 25.883045 42182.49 53836.73 20.280044 21.294046 22.358748 23.476685 24.650519 25.883045 A OFFT 017 9/20/2025 20.482843 26.141875 42604.31 54375.10 20.482843 21.506985 22.582334 23.711451 24.897024 26.141875 Sssss Claims Collector | 016104 | L39A
A OFFT 058 07/13/2024 23.950704 33.701047 49817.46 70098.18 23.950704 25.148239 26.405651 27.725934 29.112231 30.567843 32.096235 33.701047 A OFFT 058 9/20/2025 24.190211 34.038057 50315.64 70799.16 24.190211 25.399722 26.669708 28.003193 29.403353 30.873521 32.417197 34.038057 Sssss Code Enforcement Officer | 016114 | L39A
A OFFT 065 07/13/2024 29.121152 40.976388 60572.00 85230.89 29.121152 30.577210 32.106071 33.711375 35.396944 37.166791 39.025131 40.976388 A OFFT 065 9/20/2025 29.412366 41.386152 61177.72 86083.20 29.412366 30.882984 32.427133 34.048490 35.750914 37.538460 39.415383 41.386152 Sssss Community Center Attendant I | 003656 | L39A
A OPMT 038 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OPMT 038 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss Community Center Attendant II | 003657 | L39A
A OPMT 039 07/13/2024 22.987458 32.345664 47813.91 67278.98 22.987458 24.136831 25.343673 26.610857 27.941400 29.338470 30.805394 32.345664 A OPMT 039 9/20/2025 23.217334 32.669121 48292.06 67951.77 23.217334 24.378201 25.597111 26.876967 28.220815 29.631856 31.113449 32.669121 Sssss Community Service Rep I | 016023 | L39A
A OFFT 021 07/13/2024 22.669914 31.898847 47153.42 66349.60 22.669914 23.803410 24.993581 26.243260 27.555423 28.933194 30.379854 31.898847 A OFFT 021 9/20/2025 22.896613 32.217835 47624.96 67013.10 22.896613 24.041444 25.243516 26.505692 27.830977 29.222526 30.683652 32.217835 Sssss Community Service Rep II | 016125 | L39A
A OFFT 067 07/13/2024 25.119533 35.345707 52248.63 73519.07 25.119533 26.375510 27.694286 29.079000 30.532950 32.059598 33.662578 35.345707 A OFFT 067 9/20/2025 25.370730 35.699164 52771.12 74254.26 25.370730 26.639266 27.971229 29.369790 30.838280 32.380194 33.999204 35.699164
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Concrete Construction Leadwrkr | 015104 | L39C
A SUPV 060 07/13/2024 33.618356 47.304404 69926.18 98393.16 33.618356 35.299274 37.064238 38.917450 40.863323 42.906489 45.051813 47.304404 A SUPV 060 9/20/2025 33.954540 47.777448 70625.44 99377.09 33.954540 35.652267 37.434880 39.306624 41.271955 43.335553 45.502331 47.777448 Sssss Construction Inspector I | 016025 | L39A
A OFFT 023 07/13/2024 29.875559 42.037911 62141.16 87438.86 29.875559 31.369337 32.937804 34.584694 36.313929 38.129625 40.036106 42.037911 A OFFT 023 9/20/2025 30.174314 42.458290 62762.57 88313.24 30.174314 31.683030 33.267182 34.930541 36.677068 38.510921 40.436467 42.458290 Sssss Construction Inspector II | 016026 | L39A
A OFFT 024 07/13/2024 33.582848 47.254437 69852.32 98289.23 33.582848 35.261990 37.025089 38.876343 40.820160 42.861168 45.004226 47.254437 A OFFT 024 9/20/2025 33.918675 47.726981 70550.84 99272.12 33.918675 35.614609 37.395339 39.265106 41.228361 43.289779 45.454268 47.726981 Sssss Construction Inspector III | 016027 | L39A
A OFFT 025 07/13/2024 35.261929 49.617074 73344.81 103203.51 35.261929 37.025025 38.876276 40.820090 42.861094 45.004149 47.254356 49.617074 A OFFT 025 9/20/2025 35.614547 50.113245 74078.26 104235.55 35.614547 37.395274 39.265038 41.228290 43.289705 45.454190 47.726900 50.113245 Sssss Crew Leader (Landscp&Learning) | 016033 | L39A
A TEMP 070 12/13/2025 16.900000 23.337659 35152.00 48542.33 A TEMP 070 9/20/2025 16.900000 23.571034 35152.00 49027.75 Sssss Custodial Supervisor | 015018 | L39C
A SUPV 006 07/13/2024 23.072247 32.464968 47990.27 67527.13 23.072247 24.225859 25.437152 26.709010 28.044460 29.446683 30.919017 32.464968 A SUPV 006 9/20/2025 23.302970 32.789618 48470.18 68202.40 23.302970 24.468118 25.691524 26.976100 28.324905 29.741150 31.228208 32.789618 Sssss Custodian I | 003606 | L39A
A OPMT 003 01/25/2025 20.280044 25.883045 42182.49 53836.73 20.280044 21.294046 22.358748 23.476685 24.650519 25.883045 A OPMT 003 9/20/2025 20.482843 26.141875 42604.31 54375.10 20.482843 21.506985 22.582334 23.711451 24.897024 26.141875 Sssss Custodian II | 003922 | L39A
A OPMT 067 01/25/2025 20.279791 27.176860 42181.96 56527.87 20.279791 21.293781 22.358470 23.476393 24.650213 25.882724 27.176860 A OPMT 067 9/20/2025 20.482589 27.448629 42603.78 57093.15 20.482589 21.506718 22.582054 23.711157 24.896715 26.141551 27.448629 Sssss Customer Service Assistant | 016971 | L39A
A OFFT 131 07/13/2024 21.210124 29.844776 44117.06 62077.13 21.210124 22.270630 23.384162 24.553370 25.781039 27.070091 28.423596 29.844776 A OFFT 131 9/20/2025 21.422227 30.143224 44558.23 62697.91 21.422227 22.493338 23.618005 24.798905 26.038850 27.340792 28.707832 30.143224 Sssss Customer Service Rep | 016972 | L39A
A OFFT 132 07/13/2024 22.287819 31.361199 46358.66 65231.29 22.287819 23.402210 24.572320 25.800936 27.090983 28.445532 29.867809 31.361199 A OFFT 132 9/20/2025 22.510697 31.674811 46822.25 65883.61 22.510697 23.636232 24.818044 26.058946 27.361893 28.729988 30.166487 31.674811
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Customer Service Specialist | 016973 | L39A
A OFFT 133 07/13/2024 25.197110 35.454863 52409.99 73746.12 25.197110 26.456965 27.779813 29.168804 30.627244 32.158606 33.766536 35.454863 A OFFT 133 9/20/2025 25.449079 35.809412 52934.08 74483.58 25.449079 26.721533 28.057610 29.460491 30.933516 32.480192 34.104202 35.809412 Sssss Customer Service Supervisor | 015098 | L39C
A SUPV 055 07/13/2024 28.718066 40.409202 59733.58 84051.14 28.718066 30.153969 31.661667 33.244750 34.906988 36.652337 38.484954 40.409202 A SUPV 055 9/20/2025 29.005247 40.813294 60330.91 84891.65 29.005247 30.455509 31.978284 33.577198 35.256058 37.018861 38.869804 40.813294 Sssss Customer Service Trainee | 016914 | L39A
A OFFT 106 01/25/2025 20.142065 26.992292 41895.50 56143.97 20.142065 21.149168 22.206626 23.316957 24.482805 25.706945 26.992292 A OFFT 106 9/20/2025 20.343484 27.262215 42314.45 56705.41 20.343484 21.360658 22.428691 23.550126 24.727632 25.964014 27.262215 Sssss Department Systems Spclst I | 016217 | L39A
A OFFT 084 07/13/2024 35.458156 49.893186 73752.96 103777.83 35.458156 37.231064 39.092617 41.047248 43.099610 45.254590 47.517320 49.893186 A OFFT 084 9/20/2025 35.812737 50.392118 74490.49 104815.60 35.812737 37.603374 39.483543 41.457720 43.530606 45.707136 47.992493 50.392118 Sssss Department Systems Spclst II | 016218 | L39A
A OFFT 085 07/13/2024 39.008146 54.888378 81136.94 114167.83 39.008146 40.958553 43.006481 45.156805 47.414645 49.785377 52.274646 54.888378 A OFFT 085 9/20/2025 39.398226 55.437262 81948.31 115309.50 39.398226 41.368137 43.436544 45.608371 47.888790 50.283230 52.797392 55.437262 Sssss Development Services Tech I | 016004 | L39A
A OFFT 004 07/13/2024 28.152588 39.613517 58557.38 82396.12 28.152588 29.560217 31.038228 32.590139 34.219646 35.930628 37.727159 39.613517 A OFFT 004 9/20/2025 28.434112 40.009652 59142.95 83220.08 28.434112 29.855818 31.348609 32.916039 34.561841 36.289933 38.104430 40.009652 Sssss Development Services Tech II | 016005 | L39A
A OFFT 005 07/13/2024 29.560151 41.594101 61485.11 86515.73 29.560151 31.038159 32.590067 34.219570 35.930549 37.727076 39.613430 41.594101 A OFFT 005 9/20/2025 29.855753 42.010042 62099.97 87380.89 29.855753 31.348541 32.915968 34.561766 36.289854 38.104347 40.009564 42.010042 Sssss Development Services Tech III | 016006 | L39A
A OFFT 006 07/13/2024 31.038139 43.673778 64559.33 90841.46 31.038139 32.590046 34.219548 35.930525 37.727051 39.613404 41.594074 43.673778 A OFFT 006 9/20/2025 31.348520 44.110516 65204.92 91749.87 31.348520 32.915946 34.561743 36.289830 38.104322 40.009538 42.010015 44.110516 Sssss Electrical Constructn Insp I | 016039 | L39A
A OFFT 026 07/13/2024 28.428691 40.002024 59131.68 83204.21 28.428691 29.850126 31.342632 32.909764 34.555252 36.283015 38.097166 40.002024 A OFFT 026 9/20/2025 28.712979 40.402044 59723.00 84036.25 28.712979 30.148628 31.656059 33.238862 34.900805 36.645845 38.478137 40.402044 Sssss Electrical Constructn Insp II | 016040 | L39A
A OFFT 027 07/13/2024 31.278533 44.012038 65059.35 91545.04 31.278533 32.842460 34.484583 36.208812 38.019253 39.920216 41.916227 44.012038 A OFFT 027 9/20/2025 31.591320 44.452158 65709.95 92460.49 31.591320 33.170886 34.829430 36.570901 38.399446 40.319418 42.335389 44.452158
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Electrical Constructn Insp III | 016041 | L39A
A OFFT 028 07/13/2024 33.261952 46.802908 69184.86 97350.05 33.261952 34.925050 36.671303 38.504868 40.430111 42.451617 44.574198 46.802908 A OFFT 028 9/20/2025 33.594571 47.270937 69876.71 98323.55 33.594571 35.274300 37.038015 38.889916 40.834412 42.876133 45.019940 47.270937 Sssss Electronic Maint Tech I | 003615 | L39A
A OPMT 007 07/13/2024 32.636524 45.922866 67883.97 95519.56 32.636524 34.268350 35.981767 37.780855 39.669898 41.653393 43.736063 45.922866 A OPMT 007 9/20/2025 32.962890 46.382095 68562.81 96474.76 32.962890 34.611034 36.341586 38.158665 40.066598 42.069928 44.173424 46.382095 Sssss Electronic Maint Tech II | 003616 | L39A
A OPMT 008 07/13/2024 34.268425 48.219114 71278.32 100295.76 34.268425 35.981846 37.780938 39.669985 41.653484 43.736158 45.922966 48.219114 A OPMT 008 9/20/2025 34.611109 48.701305 71991.11 101298.71 34.611109 36.341664 38.158747 40.066684 42.070018 44.173519 46.382195 48.701305 Sssss Electronic Maint Tech Trnee | 003614 | L39A
A OPMT 006 07/13/2024 29.669576 41.748073 61712.72 86835.99 29.669576 31.153055 32.710708 34.346243 36.063555 37.866733 39.760070 41.748073 A OPMT 006 9/20/2025 29.966271 42.165554 62329.84 87704.35 29.966271 31.464585 33.037814 34.689705 36.424190 38.245400 40.157670 42.165554 Sssss Enforcement & Collections Supv | 015044 | L39C
A SUPV 021 07/13/2024 31.283277 44.018713 65069.22 91558.92 31.283277 32.847441 34.489813 36.214304 38.025019 39.926270 41.922584 44.018713 A SUPV 021 9/20/2025 31.596110 44.458900 65719.91 92474.51 31.596110 33.175916 34.834712 36.576448 38.405270 40.325533 42.341810 44.458900 Sssss Engineering Technician I | 016930 | L39A
A OFFT 110 07/13/2024 26.868812 37.807116 55887.13 78638.80 26.868812 28.212253 29.622866 31.104009 32.659209 34.292169 36.006777 37.807116 A OFFT 110 9/20/2025 27.137499 38.185187 56446.00 79425.19 27.137499 28.494374 29.919093 31.415048 32.985800 34.635090 36.366845 38.185187 Sssss Engineering Technician II | 016931 | L39A
A OFFT 111 07/13/2024 28.212236 39.697449 58681.45 82570.69 28.212236 29.622848 31.103990 32.659190 34.292149 36.006756 37.807094 39.697449 A OFFT 111 9/20/2025 28.494358 40.094423 59268.26 83396.40 28.494358 29.919076 31.415030 32.985781 34.635070 36.366824 38.185165 40.094423 Sssss Engineering Technician III | 016939 | L39A
A OFFT 116 07/13/2024 31.033649 43.667461 64549.99 90828.32 31.033649 32.585331 34.214598 35.925328 37.721594 39.607674 41.588058 43.667461 A OFFT 116 9/20/2025 31.343986 44.104136 65195.49 91736.60 31.343986 32.911185 34.556744 36.284581 38.098810 40.003751 42.003939 44.104136 Sssss Equipment Maint Supv | 015053 | L39C
A SUPV 026 07/13/2024 35.721274 50.263420 74300.25 104547.91 35.721274 37.507338 39.382705 41.351840 43.419432 45.590404 47.869924 50.263420 A SUPV 026 9/20/2025 36.078487 50.766054 75043.25 105593.39 36.078487 37.882411 39.776532 41.765359 43.853627 46.046308 48.348623 50.766054 Sssss Events Coordinator | 016043 | L39A
A OFFT 029 07/13/2024 25.622041 36.052785 53293.84 74989.79 25.622041 26.903143 28.248300 29.660715 31.143751 32.700939 34.335986 36.052785 A OFFT 029 9/20/2025 25.878263 36.413313 53826.79 75739.69 25.878263 27.172176 28.530785 29.957324 31.455190 33.027949 34.679346 36.413313
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Evidence & Property Technician | 016071 | L39A
A OFFT 041 07/13/2024 26.264909 36.957364 54631.01 76871.32 26.264909 27.578154 28.957062 30.404915 31.925161 33.521419 35.197490 36.957364 A OFFT 041 9/20/2025 26.527557 37.326938 55177.32 77640.03 26.527557 27.853935 29.246632 30.708964 32.244412 33.856633 35.549465 37.326938 Sssss Financial Services Supervisor | 015092 | L39C
A SUPV 049 07/13/2024 27.334939 38.463004 56856.67 80003.05 27.334939 28.701686 30.136770 31.643609 33.225789 34.887078 36.631432 38.463004 A SUPV 049 9/20/2025 27.608290 38.847634 57425.24 80803.08 27.608290 28.988704 30.438139 31.960046 33.558048 35.235950 36.997747 38.847634 Sssss Fingerprint Clerk | 016974 | L39A
A OFFT 134 07/13/2024 23.899967 33.629653 49711.93 69949.68 23.899967 25.094965 26.349713 27.667199 29.050559 30.503087 32.028241 33.629653 A OFFT 134 9/20/2025 24.138966 33.965950 50209.05 70649.18 24.138966 25.345914 26.613210 27.943871 29.341065 30.808118 32.348524 33.965950 Sssss Fleet Management Technician | 016045 | L39A
A OFFT 031 07/13/2024 32.657370 45.952200 67927.33 95580.58 32.657370 34.290239 36.004751 37.804989 39.695238 41.680000 43.764000 45.952200 A OFFT 031 9/20/2025 32.983944 46.411722 68606.60 96536.38 32.983944 34.633141 36.364798 38.183038 40.092190 42.096800 44.201640 46.411722 Sssss Fleet Service Coordinator | 016976 | L39A
A OFFT 136 07/13/2024 23.431644 32.970675 48737.82 68579.00 23.431644 24.603226 25.833387 27.125056 28.481309 29.905374 31.400643 32.970675 A OFFT 136 9/20/2025 23.665961 33.300382 49225.20 69264.80 23.665961 24.849259 26.091722 27.396308 28.766123 30.204429 31.714650 33.300382 Sssss Forensic Investigator I | 016047 | L39A
A OFFT 032 07/13/2024 29.299405 41.227204 60942.76 85752.58 29.299405 30.764375 32.302594 33.917724 35.613610 37.394290 39.264004 41.227204 A OFFT 032 9/20/2025 29.592398 41.639476 61552.19 86610.11 29.592398 31.072018 32.625619 34.256900 35.969745 37.768232 39.656644 41.639476 Sssss Forensic Investigator II | 016048 | L39A
A OFFT 033 07/13/2024 32.229346 45.349927 67037.04 94327.85 32.229346 33.840813 35.532854 37.309497 39.174972 41.133721 43.190407 45.349927 A OFFT 033 9/20/2025 32.551639 45.803426 67707.41 95271.13 32.551639 34.179221 35.888182 37.682591 39.566721 41.545057 43.622310 45.803426 Sssss GIS Specialist I | 017026 | L39A
A PROF 014 07/13/2024 38.739870 54.510888 80578.93 113382.65 38.739870 40.676864 42.710707 44.846242 47.088554 49.442982 51.915131 54.510888 A PROF 014 9/20/2025 39.127269 55.055997 81384.72 114516.47 39.127269 41.083632 43.137814 45.294705 47.559440 49.937412 52.434283 55.055997 Sssss GIS Specialist II | 017027 | L39A
A PROF 015 07/13/2024 42.615563 59.964376 88640.37 124725.90 42.615563 44.746341 46.983658 49.332841 51.799483 54.389457 57.108930 59.964376 A PROF 015 9/20/2025 43.041718 60.564020 89526.77 125973.16 43.041718 45.193804 47.453494 49.826169 52.317477 54.933351 57.680019 60.564020 Sssss GIS Specialist III | 017028 | L39A
A PROF 016 07/13/2024 48.527648 68.283275 100937.51 142029.21 48.527648 50.954030 53.501732 56.176819 58.985660 61.934943 65.031690 68.283275 A PROF 016 9/20/2025 49.012925 68.966108 101946.88 143449.50 49.012925 51.463571 54.036750 56.738588 59.575517 62.554293 65.682008 68.966108
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Graphics Assistant | 016957 | L39A
A OFFT 127 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OFFT 127 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss HVAC Systems Mechanic | 004010 | L39B
A PLNT 006 07/13/2024 36.120871 50.825693 75131.41 105717.44 36.120871 37.926915 39.823261 41.814424 43.905145 46.100402 48.405422 50.825693 A PLNT 006 12/27/2025 36.482080 51.333950 75882.73 106774.62 36.482080 38.306184 40.221493 42.232568 44.344196 46.561406 48.889476 51.333950 Sssss IT Support Specialist I | 016219 | L39A
A OFFT 086 07/13/2024 36.009306 50.668711 74899.36 105390.92 36.009306 37.809771 39.700260 41.685273 43.769537 45.958014 48.255915 50.668711 A OFFT 086 9/20/2025 36.369400 51.175398 75648.35 106444.83 36.369400 38.187870 40.097263 42.102126 44.207232 46.417594 48.738474 51.175398 Sssss IT Support Specialist II | 016220 | L39A
A OFFT 087 07/13/2024 39.611823 55.737814 82392.59 115934.65 39.611823 41.592414 43.672035 45.855637 48.148419 50.555840 53.083632 55.737814 A OFFT 087 9/20/2025 40.007942 56.295192 83216.52 117094.00 40.007942 42.008339 44.108756 46.314194 48.629904 51.061399 53.614469 56.295192 Sssss IT Trainee | 016221 | L39A
A OFFT 088 07/13/2024 28.334025 39.868818 58934.77 82927.14 28.334025 29.750726 31.238262 32.800175 34.440184 36.162193 37.970303 39.868818 A OFFT 088 9/20/2025 28.617365 40.267506 59524.12 83756.41 28.617365 30.048233 31.550645 33.128177 34.784586 36.523815 38.350006 40.267506 Sssss Instrument Technician I | 003648 | L39A
A OPMT 030 07/13/2024 31.348824 44.110943 65205.55 91750.76 31.348824 32.916265 34.562078 36.290182 38.104691 40.009926 42.010422 44.110943 A OPMT 030 9/20/2025 31.662312 44.552052 65857.61 92668.27 31.662312 33.245428 34.907699 36.653084 38.485738 40.410025 42.430526 44.552052 Sssss Instrument Technician II | 003649 | L39A
A OPMT 031 07/13/2024 35.296479 49.665689 73416.68 103304.63 35.296479 37.061303 38.914368 40.860086 42.903090 45.048244 47.300656 49.665689 A OPMT 031 9/20/2025 35.649443 50.162346 74150.84 104337.68 35.649443 37.431915 39.303511 41.268687 43.332121 45.498727 47.773663 50.162346 Sssss Instrument Technician Trainee | 003646 | L39A
A OPMT 028 07/13/2024 28.489517 40.087612 59258.20 83382.23 28.489517 29.913993 31.409693 32.980178 34.629187 36.360646 38.178678 40.087612 A OPMT 028 9/20/2025 28.774412 40.488488 59850.78 84216.06 28.774412 30.213133 31.723790 33.309979 34.975478 36.724252 38.560465 40.488488 Sssss Instrumentation Supervisor | 015087 | L39C
A SUPV 046 07/13/2024 40.558978 57.070556 84362.67 118706.76 40.558978 42.586927 44.716273 46.952087 49.299691 51.764676 54.352910 57.070556 A SUPV 046 9/20/2025 40.964570 57.641262 85206.31 119893.82 40.964570 43.012798 45.163438 47.421610 49.792690 52.282324 54.896440 57.641262 Sssss Integrated Waste Equip Operatr | 003663 | L39A
A OPMT 044 07/13/2024 25.916543 36.467178 53906.41 75851.73 25.916543 27.212370 28.572989 30.001638 31.501720 33.076806 34.730646 36.467178 A OPMT 044 9/5/2025 26.175707 36.831850 54,445.47 76,610.25 26.175707 27.484492 28.858717 30.301653 31.816736 33.407573 35.077952 36.831850 A OPMT 044 4/4/2026 28.008010 39.410080 58256.66 81972.97 28.008010 29.408410 30.878830 32.422771 34.043910 35.746105 37.533410 39.410080 Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Integrated Waste Supervisor | 015032 | L39C
A SUPV 014 07/13/2024 35.624678 50.127500 74099.33 104265.20 35.624678 37.405912 39.276208 41.240018 43.302019 45.467120 47.740476 50.127500 A SUPV 014 9/20/2025 35.980925 50.628775 74,840.32 105,307.85 35.980925 37.779971 39.668970 41.652418 43.735039 45.921791 48.217881 50.628775 Irrigation Technician | 003921 | L39A
A OPMT 066 07/13/2024 24.622652 34.646544 51215.12 72064.81 24.622652 25.853785 27.146474 28.503798 29.928988 31.425437 32.996709 34.646544 A OPMT 066 9/20/2025 24.868877 34.993009 51727.26 72785.46 24.868877 26.112321 27.417937 28.788834 30.228276 31.739690 33.326675 34.993009 Sssss
Junior Planner | 017004 | L39A
A PROF 004 07/13/2024 28.562357 40.190104 59409.70 83595.42 28.562357 29.990475 31.489999 33.064499 34.717724 36.453610 38.276290 40.190104 A PROF 004 9/20/2025 28.847980 40.592005 60003.80 84431.37 28.847980 30.290379 31.804898 33.395143 35.064900 36.818145 38.659052 40.592005 Sssss
Junior Plant Operator | 004001 | L39B
A PLNT 001 07/13/2024 26.634400 37.477275 55399.55 77952.73 26.634400 27.966120 29.364426 30.832647 32.374279 33.992993 35.692643 37.477275 A PLNT 001 12/27/2025 26.900744 37.852048 55953.55 78732.26 26.900744 28.245781 29.658070 31.140974 32.698023 34.332924 36.049570 37.852048 Sssss Landscape Technician I | 016209 | L39A
A OFFT 077 07/13/2024 26.868812 37.807116 55887.13 78638.80 26.868812 28.212253 29.622866 31.104009 32.659209 34.292169 36.006777 37.807116 A OFFT 077 9/20/2025 27.137499 38.185187 56446.00 79425.19 27.137499 28.494374 29.919093 31.415048 32.985800 34.635090 36.366845 38.185187 Sssss Landscape Technician II | 016054 | L39A
A OFFT 035 07/13/2024 28.212236 39.697449 58681.45 82570.69 28.212236 29.622848 31.103990 32.659190 34.292149 36.006756 37.807094 39.697449 A OFFT 035 9/20/2025 28.494358 40.094423 59268.26 83396.40 28.494358 29.919076 31.415030 32.985781 34.635070 36.366824 38.185165 40.094423 Sssss Lead Forensic Investigator | 016926 | L39A
A OFFT 109 07/13/2024 35.452350 49.885016 73740.89 103760.83 35.452350 37.224967 39.086215 41.040526 43.092552 45.247180 47.509539 49.885016 A OFFT 109 9/20/2025 35.806871 50.383866 74478.29 104798.44 35.806871 37.597215 39.477076 41.450930 43.523477 45.699651 47.984634 50.383866 Sssss
Locksmith | 003928 | L39A
A OPMT 074 07/13/2024 28.520990 40.131898 59323.66 83474.35 28.520990 29.947039 31.444391 33.016611 34.667442 36.400814 38.220855 40.131898 A OPMT 074 9/20/2025 28.806200 40.533217 59916.90 84309.09 28.806200 30.246510 31.758836 33.346778 35.014117 36.764823 38.603064 40.533217 Sssss
Mail Processor I | 016028 | L39A
A OFFT 154 07/13/2024 20.630181 29.028738 42910.78 60379.78 20.630181 21.661690 22.744775 23.882014 25.076115 26.329921 27.646417 29.028738 A OFFT 154 9/20/2025 20.836484 29.319025 43339.89 60983.57 20.836484 21.878308 22.972223 24.120834 25.326876 26.593220 27.922881 29.319025 Sssss
Mail Processor II | 016022 | L39A
A OFFT 152 07/13/2024 22.186748 31.218981 46148.44 64935.48 22.186748 23.296085 24.460889 25.683933 26.968130 28.316536 29.732363 31.218981 A OFFT 152 9/20/2025 22.408614 31.531171 46609.92 65584.84 22.408614 23.529045 24.705497 25.940772 27.237811 28.599702 30.029687 31.531171 A SUPV 014 4/4/2026 38.499590 54.172789 80079.15 112679.40 38.499590 40.424569 42.445797 44.568087 46.796491 49.136316 51.593132 54.172789 Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Mail Processor II (Legacy) | 016010 | L39A
A OFFT 151 07/13/2024 23.296085 32.779931 48455.86 68182.26 23.296085 24.460889 25.683933 26.968130 28.316537 29.732364 31.218982 32.779931 A OFFT 151 9/20/2025 23.529045 33.107730 48940.41 68864.08 23.529045 24.705497 25.940772 27.237811 28.599702 30.029687 31.531171 33.107730 Sssss Maintenance Worker | 003651 | L39A
A OPMT 033 07/13/2024 20.430281 28.747458 42494.98 59794.71 20.430281 21.451795 22.524385 23.650604 24.833134 26.074791 27.378531 28.747458 A OPMT 033 9/20/2025 20.634585 29.034933 42919.94 60392.66 20.634585 21.666314 22.749630 23.887111 25.081467 26.335540 27.652317 29.034933 Sssss Marina&Boating Facilities Attd | 003650 | L39A
A OPMT 032 07/13/2024 21.661689 30.480173 45056.31 63398.76 21.661689 22.744773 23.882012 25.076113 26.329919 27.646415 29.028736 30.480173 A OPMT 032 9/20/2025 21.878307 30.784975 45506.88 64032.75 21.878307 22.972222 24.120833 25.326875 26.593219 27.922880 29.319024 30.784975 Sssss Media Production Specialist I | 017013 | L39A
A PROF 007 07/13/2024 28.941960 40.724246 60199.28 84706.43 28.941960 30.389058 31.908511 33.503937 35.179134 36.938091 38.784996 40.724246 A PROF 007 9/20/2025 29.231381 41.131488 60801.27 85553.50 29.231381 30.692950 32.227597 33.838977 35.530926 37.307472 39.172846 41.131488 Sssss Media Production Specialist II | 017025 | L39A
A PROF 013 07/13/2024 32.392029 45.578837 67375.42 94803.98 32.392029 34.011630 35.712211 37.497822 39.372713 41.341349 43.408416 45.578837 A PROF 013 9/20/2025 32.715949 46.034625 68049.17 95752.02 32.715949 34.351746 36.069333 37.872800 39.766440 41.754762 43.842500 46.034625 Sssss Meter Reader | 003621 | L39A
A OPMT 011 01/25/2025 20.892597 26.664836 43456.60 55462.86 20.892597 21.937227 23.034088 24.185792 25.395082 26.664836 A OPMT 011 9/20/2025 21.101523 26.931484 43891.17 56017.49 21.101523 22.156599 23.264429 24.427650 25.649032 26.931484 Sssss Meter Reading Supervisor | 015094 | L39C
A SUPV 051 07/13/2024 27.852540 39.191320 57933.28 81517.95 27.852540 29.245167 30.707425 32.242796 33.854936 35.547683 37.325067 39.191320 A SUPV 051 9/20/2025 28.131065 39.583233 58512.62 82333.12 28.131065 29.537618 31.014499 32.565224 34.193485 35.903159 37.698317 39.583233 Sssss Museum Security Supervisor | 015086 | L39C
A SUPV 045 07/13/2024 24.703051 34.759675 51382.35 72300.12 24.703051 25.938204 27.235114 28.596870 30.026714 31.528050 33.104452 34.759675 A SUPV 045 9/20/2025 24.950083 35.107272 51896.17 73023.13 24.950083 26.197587 27.507466 28.882839 30.326981 31.843330 33.435497 35.107272 Sssss Neighborhood Rsrcs Coord I | 016968 | L39A
A OFFT 129 07/13/2024 26.232809 36.912197 54564.24 76777.37 26.232809 27.544449 28.921671 30.367755 31.886143 33.480450 35.154473 36.912197 A OFFT 129 9/20/2025 26.495137 37.281319 55109.88 77545.14 26.495137 27.819894 29.210889 30.671433 32.205005 33.815255 35.506018 37.281319 Sssss Neighborhood Rsrcs Coord II | 016969 | L39A
A OFFT 130 07/13/2024 29.562747 41.597752 61490.51 86523.32 29.562747 31.040884 32.592928 34.222574 35.933703 37.730388 39.616907 41.597752 A OFFT 130 9/20/2025 29.858372 42.013730 62105.41 87388.56 29.858372 31.351291 32.918856 34.564799 36.293039 38.107691 40.013076 42.013730
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Office Specialist | 016095 | L39A
A OFFT 054 01/25/2025 20.888087 26.659081 43447.22 55450.89 20.888087 21.932491 23.029116 24.180572 25.389601 26.659081 A OFFT 054 9/20/2025 21.096969 26.925672 43881.70 56005.40 21.096969 22.151817 23.259408 24.422378 25.643497 26.925672 Sssss Park Equipment Operator | 003666 | L39A
A OPMT 046 07/13/2024 24.933571 35.084040 51861.83 72974.80 24.933571 26.180250 27.489263 28.863726 30.306912 31.822258 33.413371 35.084040 A OPMT 046 9/20/2025 25.182908 35.434880 52380.45 73704.55 25.182908 26.442053 27.764156 29.152364 30.609982 32.140481 33.747505 35.434880 Sssss Park Maintenance Worker | 003927 | L39A
A OPMT 072 01/25/2025 20.535906 21.562701 42714.68 44850.42 20.535906 21.562701 A OPMT 072 9/20/2025 20.741265 21.778328 43141.83 45298.92 20.741265 21.778328 Sssss Park Maintenance Worker I | 003653 | L39A
A OPMT 035 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OPMT 035 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss Park Maintenance Worker II | 003654 | L39A
A OPMT 036 07/13/2024 23.077435 32.472268 48001.06 67542.32 23.077435 24.231307 25.442872 26.715016 28.050767 29.453305 30.925970 32.472268 A OPMT 036 9/20/2025 23.308210 32.796991 48481.08 68217.74 23.308210 24.473620 25.697301 26.982166 28.331274 29.747838 31.235230 32.796991 Sssss Park Maintenance Worker III | 003655 | L39A
A OPMT 037 07/13/2024 26.947414 37.917717 56050.62 78868.85 26.947414 28.294785 29.709524 31.195000 32.754750 34.392487 36.112111 37.917717 A OPMT 037 9/20/2025 27.216887 38.296894 56611.12 79657.54 27.216887 28.577731 30.006618 31.506949 33.082296 34.736411 36.473232 38.296894 Sssss Parking Enforcement Officer | 003630 | L39A
A OPMT 016 07/13/2024 22.319123 31.405248 46423.78 65322.92 22.319123 23.435079 24.606833 25.837175 27.129034 28.485486 29.909760 31.405248 A OPMT 016 9/20/2025 22.542314 31.719300 46888.01 65976.14 22.542314 23.669430 24.852902 26.095547 27.400324 28.770340 30.208857 31.719300 Sssss Parking Enforcement Supervisor | 015025 | L39C
A SUPV 010 07/13/2024 25.643250 36.082627 53337.96 75051.86 25.643250 26.925412 28.271683 29.685267 31.169530 32.728007 34.364407 36.082627 A SUPV 010 9/20/2025 25.899682 36.443453 53871.34 75802.38 25.899682 27.194666 28.554399 29.982119 31.481225 33.055286 34.708050 36.443453 Sssss Parking Facilities Maint Supv | 015055 | L39C
A SUPV 027 07/13/2024 29.059408 40.889505 60443.57 85050.17 29.059408 30.512378 32.037997 33.639897 35.321892 37.087987 38.942386 40.889505 A SUPV 027 9/20/2025 29.350002 41.298400 61048.00 85900.67 29.350002 30.817502 32.358377 33.976296 35.675111 37.458867 39.331810 41.298400 Sssss Parking Lot Attendant | 003627 | L39A
A OPMT 013 01/25/2025 20.092417 26.925760 41792.23 56005.58 20.092417 21.097038 22.151890 23.259484 24.422458 25.643581 26.925760 A OPMT 013 9/20/2025 20.293342 27.195018 42210.15 56565.64 20.293342 21.308009 22.373409 23.492079 24.666683 25.900017 27.195018
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Parking Lot Supervisor | 015026 | L39C
A SUPV 011 07/13/2024 22.917037 32.246573 47667.44 67072.87 22.917037 24.062889 25.266033 26.529335 27.855802 29.248592 30.711022 32.246573 A SUPV 011 9/20/2025 23.146208 32.569039 48144.11 67743.60 23.146208 24.303518 25.518694 26.794629 28.134360 29.541078 31.018132 32.569039 Sssss Parking Meter Coin Collector | 003628 | L39A
A OPMT 014 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OPMT 014 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss Parking Meter Collection Supv | 015085 | L39C
A SUPV 044 07/13/2024 25.174667 35.423283 52363.31 73680.43 25.174667 26.433400 27.755070 29.142823 30.599964 32.129962 33.736460 35.423283 A SUPV 044 9/20/2025 25.426412 35.777516 52886.94 74417.23 25.426412 26.697733 28.032620 29.434251 30.905964 32.451262 34.073825 35.777516 Sssss Parking Meter Repair Worker | 003629 | L39A
A OPMT 015 07/13/2024 22.529211 31.700864 46860.76 65937.80 22.529211 23.655672 24.838456 26.080379 27.384398 28.753618 30.191299 31.700864 A OPMT 015 9/20/2025 22.754505 32.017873 47329.37 66597.18 22.754505 23.892230 25.086841 26.341183 27.658242 29.041154 30.493212 32.017873 Sssss Parks Supervisor | 015028 | L39C
A SUPV 013 07/13/2024 31.934760 44.935415 66424.30 93465.66 31.934760 33.531498 35.208073 36.968477 38.816901 40.757746 42.795633 44.935415 A SUPV 013 9/20/2025 32.254108 45.384769 67088.54 94400.32 32.254108 33.866813 35.560154 37.338162 39.205070 41.165324 43.223590 45.384769 Sssss Permit Services Supervisor | 015114 | L39C
A SUPV 075 07/13/2024 34.141952 48.041156 71015.26 99925.60 34.141952 35.849050 37.641503 39.523578 41.499757 43.574745 45.753482 48.041156 A SUPV 075 9/20/2025 34.483371 48.521568 71725.41 100924.86 34.483371 36.207540 38.017917 39.918813 41.914754 44.010492 46.211017 48.521568 Sssss Personnel Transactions Coord | 016065 | L39A
A OFFT 037 07/13/2024 21.214412 29.850809 44125.98 62089.68 21.214412 22.275133 23.388890 24.558334 25.786251 27.075564 28.429342 29.850809 A OFFT 037 9/20/2025 21.426556 30.149317 44567.24 62710.58 21.426556 22.497884 23.622778 24.803917 26.044113 27.346319 28.713635 30.149317 Sssss Pick Up Driver | 016988 | L39A
A OFFT 150 01/25/2025 20.354731 23.563146 42337.84 49011.34 20.354731 21.372468 22.441091 23.563146 A OFFT 150 9/20/2025 20.558278 23.798777 42761.22 49501.46 20.558278 21.586192 22.665502 23.798777 Sssss Plans Examiner I | 016007 | L39A
A OFFT 007 07/13/2024 29.767130 41.885341 61915.63 87121.51 29.767130 31.255486 32.818260 34.459173 36.182132 37.991239 39.890801 41.885341 A OFFT 007 9/20/2025 30.064801 42.304194 62534.79 87992.72 30.064801 31.568041 33.146443 34.803765 36.543953 38.371151 40.289709 42.304194 Sssss Plans Examiner II | 016008 | L39A
A OFFT 008 07/13/2024 31.338783 44.096814 65184.67 91721.37 31.338783 32.905722 34.551008 36.278558 38.092486 39.997110 41.996966 44.096814 A OFFT 008 9/20/2025 31.652170 44.537782 65836.51 92638.59 31.652170 33.234778 34.896517 36.641343 38.473410 40.397081 42.416935 44.537782
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Plans Examiner III | 016009 | L39A
A OFFT 009 07/13/2024 36.655229 51.577588 76242.88 107281.38 36.655229 38.487990 40.412390 42.433009 44.554659 46.782392 49.121512 51.577588 A OFFT 009 9/20/2025 37.021781 52.093364 77005.30 108354.20 37.021781 38.872870 40.816514 42.857340 45.000207 47.250217 49.612728 52.093364 Sssss Plant Operator | 004002 | L39B
A PLNT 002 07/13/2024 31.903836 44.891902 66359.98 93375.16 31.903836 33.499028 35.173979 36.932678 38.779312 40.718278 42.754192 44.891902 A PLNT 002 12/27/2025 32.222875 45.340821 67023.58 94308.91 32.222875 33.834019 35.525720 37.302006 39.167106 41.125461 43.181734 45.340821 Sssss Police Clerk I | 016066 | L39A
A OFFT 038 01/25/2025 20.844134 22.980658 43355.80 47799.77 20.844134 21.886341 22.980658 A OFFT 038 9/20/2025 21.052576 23.210465 43789.36 48277.77 21.052576 22.105205 23.210465 Sssss Police Clerk II | 016067 | L39A
A OFFT 039 01/25/2025 20.888087 26.659081 43447.22 55450.89 20.888087 21.932491 23.029116 24.180572 25.389601 26.659081 A OFFT 039 9/20/2025 21.096969 26.925672 43881.70 56005.40 21.096969 22.151817 23.259408 24.422378 25.643497 26.925672 Sssss Police Clerk III | 016068 | L39A
A OFFT 040 07/13/2024 21.043642 29.610518 43770.78 61589.88 21.043642 22.095824 23.200615 24.360646 25.578678 26.857612 28.200493 29.610518 A OFFT 040 9/20/2025 21.254079 29.906623 44208.48 62205.78 21.254079 22.316783 23.432622 24.604253 25.834466 27.126189 28.482498 29.906623 Sssss Police Records Specialist I | 016933 | L39A
A OFFT 113 07/13/2024 21.401245 30.113701 44514.59 62636.50 21.401245 22.471307 23.594872 24.774616 26.013347 27.314014 28.679715 30.113701 A OFFT 113 9/20/2025 21.615257 30.414838 44959.74 63262.86 21.615257 22.696020 23.830821 25.022362 26.273480 27.587154 28.966512 30.414838 Sssss Police Records Specialist II | 016934 | L39A
A OFFT 114 07/13/2024 24.611482 34.630826 51191.88 72032.12 24.611482 25.842056 27.134159 28.490867 29.915410 31.411180 32.981739 34.630826 A OFFT 114 9/20/2025 24.857595 34.977134 51703.80 72752.44 24.857595 26.100475 27.405499 28.775774 30.214563 31.725291 33.311556 34.977134 Sssss Police Records Specialist III | 016935 | L39A
A OFFT 115 07/13/2024 27.072599 38.093866 56311.01 79235.24 27.072599 28.426229 29.847540 31.339917 32.906913 34.552259 36.279872 38.093866 A OFFT 115 9/20/2025 27.343325 38.474805 56874.12 80027.59 27.343325 28.710491 30.146016 31.653317 33.235983 34.897782 36.642671 38.474805 Sssss Police Records Supervisor | 015101 | L39C
A SUPV 057 07/13/2024 29.779898 41.903309 61942.19 87158.88 29.779898 31.268893 32.832338 34.473955 36.197653 38.007536 39.907913 41.903309 A SUPV 057 9/20/2025 30.077698 42.322342 62561.61 88030.47 30.077698 31.581583 33.160662 34.818695 36.559630 38.387611 40.306992 42.322342 Sssss Process Control Systems Splst | 017037 | L39A
A PROF 023 07/13/2024 42.745630 60.147395 88910.91 125106.58 42.745630 44.882911 47.127057 49.483410 51.957581 54.555460 57.283233 60.147395 A PROF 023 9/20/2025 43.173088 60.748869 89800.02 126357.65 43.173088 45.331742 47.598329 49.978245 52.477157 55.101015 57.856066 60.748869
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Program Coord. (Adaptive Rec.) | 016985 | L39A
A OFFT 146 07/13/2024 23.851438 33.561369 49610.99 69807.65 23.851438 25.044010 26.296210 27.611021 28.991572 30.441151 31.963209 33.561369 A OFFT 146 9/20/2025 24.089952 33.896983 50107.10 70505.72 24.089952 25.294450 26.559173 27.887132 29.281489 30.745563 32.282841 33.896983 Sssss Program Coord. (Older Adults) | 016984 | L39A
A OFFT 145 07/13/2024 23.851438 33.561369 49610.99 69807.65 23.851438 25.044010 26.296210 27.611021 28.991572 30.441151 31.963209 33.561369 A OFFT 145 9/20/2025 24.089952 33.896983 50107.10 70505.72 24.089952 25.294450 26.559173 27.887132 29.281489 30.745563 32.282841 33.896983 Sssss Program Coordinator | 016210 | L39A
A OFFT 078 07/13/2024 23.383764 32.903304 48638.23 68438.87 23.383764 24.552952 25.780600 27.069630 28.423111 29.844267 31.336480 32.903304 A OFFT 078 9/20/2025 23.617603 33.232337 49124.61 69123.26 23.617603 24.798483 26.038407 27.340327 28.707343 30.142710 31.649845 33.232337 Sssss Program Developer | 016211 | L39A
A OFFT 079 01/25/2025 20.904025 28.013392 43480.37 58267.86 20.904025 21.949226 23.046687 24.199021 25.408972 26.679421 28.013392 A OFFT 079 9/20/2025 21.113064 28.293526 43915.17 58850.53 21.113064 22.168717 23.277153 24.441011 25.663062 26.946215 28.293526 Sssss Program Develpr (Older Adults) | 016986 | L39A
A OFFT 147 07/13/2024 20.306767 28.573660 42238.08 59433.21 20.306767 21.322105 22.388210 23.507621 24.683002 25.917152 27.213010 28.573660 A OFFT 147 9/20/2025 20.509834 28.859397 42660.46 60027.55 20.509834 21.535326 22.612092 23.742697 24.929832 26.176324 27.485140 28.859397 Sssss Program Leader | 016949 | L39A
A OFFT 121 01/25/2025 20.159950 23.337661 41932.70 48542.34 20.159950 21.167947 22.226344 23.337661 A OFFT 121 9/20/2025 20.361550 23.571038 42352.02 49027.76 20.361550 21.379627 22.448608 23.571038 Sssss Program Leader (Older Adults) | 016987 | L39A
A OFFT 148 01/25/2025 20.861166 22.999435 43391.22 47838.82 20.861166 21.904224 22.999435 A OFFT 148 9/20/2025 21.069777 23.229429 43825.14 48317.21 21.069777 22.123266 23.229429 Sssss Program Supervisor | 015091 | L39C
A SUPV 048 07/13/2024 30.455501 42.853950 63347.44 89136.22 30.455501 31.978276 33.577190 35.256050 37.018853 38.869796 40.813286 42.853950 A SUPV 048 9/20/2025 30.760057 43.282490 63980.92 90027.58 30.760057 32.298060 33.912963 35.608611 37.389042 39.258494 41.221419 43.282490 Sssss Program Suprvsr (Older Adults) | 015112 | L39C
A SUPV 073 07/13/2024 31.064611 43.711029 64614.39 90918.94 31.064611 32.617842 34.248734 35.961171 37.759230 39.647191 41.629551 43.711029 A SUPV 073 9/20/2025 31.375259 44.148139 65260.54 91828.13 31.375259 32.944022 34.591223 36.320784 38.136823 40.043664 42.045847 44.148139 Sssss Public Information Coordinator | 017022 | L39A
A PROF 011 07/13/2024 27.826904 39.155248 57879.96 81442.92 27.826904 29.218249 30.679161 32.213119 33.823775 35.514964 37.290712 39.155248 A PROF 011 9/20/2025 28.105171 39.546800 58458.76 82257.34 28.105171 29.510430 30.985952 32.535250 34.162012 35.870113 37.663619 39.546800
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Real Property Agent I | 017032 | L39A
A PROF 019 07/13/2024 31.360128 44.126850 65229.07 91783.85 31.360128 32.928134 34.574541 36.303268 38.118431 40.024353 42.025571 44.126850 A PROF 019 9/20/2025 31.673730 44.568119 65881.36 92701.69 31.673730 33.257417 34.920288 36.666302 38.499617 40.424598 42.445828 44.568119 Sssss Real Property Agent II | 017033 | L39A
A PROF 020 07/13/2024 36.181020 50.910329 75256.52 105893.48 36.181020 37.990071 39.889575 41.884054 43.978257 46.177170 48.486028 50.910329 A PROF 020 9/20/2025 36.542830 51.419432 76009.09 106952.42 36.542830 38.369971 40.288470 42.302894 44.418039 46.638941 48.970888 51.419432 Sssss Real Property Agent III | 017034 | L39A
A PROF 021 07/13/2024 40.098879 56.423150 83405.67 117360.15 40.098879 42.103823 44.209014 46.419465 48.740438 51.177460 53.736333 56.423150 A PROF 021 9/20/2025 40.499869 56.987382 84239.73 118533.76 40.499869 42.524862 44.651105 46.883660 49.227843 51.689235 54.273697 56.987382 Sssss Recreation Aide | 016034 | L39A
A TEMP 027 12/13/2025 16.900000 17.120272 35152.00 35610.17 A TEMP 027 9/20/2025 16.900000 17.291476 35152.00 35966.27 Sssss Recreation Aide (Older Adults) | 016035 | L39A
A TEMP 071 12/13/2025 16.900000 17.120272 35152.00 35610.17 A TEMP 071 9/20/2025 16.900000 17.291476 35152.00 35966.27 Sssss Recreation Leader (Adpt Rec) | 016036 | L39A
A TEMP 026 12/13/2025 16.900000 17.120272 35152.00 35610.17 A TEMP 026 9/20/2025 16.900000 17.291476 35152.00 35966.27 Sssss Registered Veterinary Tech | 003926 | L39A
A OPMT 071 07/13/2024 27.806854 39.127037 57838.26 81384.24 27.806854 29.197197 30.657057 32.189910 33.799406 35.489376 37.263845 39.127037 A OPMT 071 9/20/2025 28.084924 39.518307 58416.64 82198.08 28.084924 29.489170 30.963629 32.511810 34.137400 35.844270 37.636483 39.518307 Sssss Registrar | 017014 | L39A
A PROF 008 07/13/2024 26.922875 37.883188 55999.58 78797.03 26.922875 28.269019 29.682470 31.166593 32.724923 34.361169 36.079227 37.883188 A PROF 008 9/20/2025 27.192103 38.262020 56559.57 79585.00 27.192103 28.551708 29.979293 31.478258 33.052171 34.704780 36.440019 38.262020 Sssss Security Guard | 003641 | L39A
A OPMT 025 01/25/2025 20.280044 25.883045 42182.49 53836.73 20.280044 21.294046 22.358748 23.476685 24.650519 25.883045 A OPMT 025 9/20/2025 20.482843 26.141875 42604.31 54375.10 20.482843 21.506985 22.582334 23.711451 24.897024 26.141875 Sssss Senior Accounting Technician | 015064 | L39C
A SUPV 032 07/13/2024 25.531670 35.925623 53105.87 74725.30 25.531670 26.808253 28.148666 29.556099 31.033904 32.585599 34.214879 35.925623 A SUPV 032 9/20/2025 25.786986 36.284879 53636.93 75472.55 25.786986 27.076335 28.430152 29.851660 31.344243 32.911455 34.557028 36.284879
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Senior Animal Care Technician | 015097 | L39C
A SUPV 054 07/13/2024 24.331226 34.236478 50608.95 71211.87 24.331226 25.547787 26.825176 28.166435 29.574757 31.053495 32.606170 34.236478 A SUPV 054 9/20/2025 24.574539 34.578843 51115.04 71923.99 24.574539 25.803266 27.093429 28.448100 29.870505 31.364030 32.932231 34.578843 Sssss Senior Animal Control Officer | 015033 | L39C
A SUPV 015 07/13/2024 30.420650 42.804909 63274.95 89034.21 30.420650 31.941683 33.538767 35.215705 36.976490 38.825314 40.766580 42.804909 A SUPV 015 9/20/2025 30.724856 43.232958 63907.70 89924.55 30.724856 32.261099 33.874154 35.567862 37.346255 39.213568 41.174246 43.232958 Sssss Senior Building Maint Worker | 003632 | L39A
A OPMT 017 07/13/2024 25.928173 36.483545 53930.60 75885.77 25.928173 27.224582 28.585811 30.015102 31.515857 33.091650 34.746233 36.483545 A OPMT 017 9/20/2025 26.187456 36.848380 54469.91 76644.63 26.187456 27.496829 28.871670 30.315253 31.831016 33.422567 35.093695 36.848380 Sssss Senior Claims Collector | 016103 | L39A
A OFFT 057 07/13/2024 27.542102 38.754502 57287.57 80609.36 27.542102 28.919207 30.365167 31.883425 33.477596 35.151476 36.909050 38.754502 A OFFT 057 9/20/2025 27.817521 39.142047 57860.44 81415.46 27.817521 29.208397 30.668817 32.202258 33.812371 35.502990 37.278140 39.142047 Sssss Senior Code Enforcement Ofcr | 015066 | L39C
A SUPV 034 07/13/2024 32.773679 46.115857 68169.25 95920.98 32.773679 34.412363 36.132981 37.939630 39.836611 41.828442 43.919864 46.115857 A SUPV 034 9/20/2025 33.101416 46.577016 68850.94 96880.19 33.101416 34.756487 36.494311 38.319027 40.234978 42.246727 44.359063 46.577016 Sssss Senior Custodian | 003678 | L39A
A OPMT 050 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OPMT 050 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss Senior Department Sys Spclst | 016222 | L39A
A OFFT 089 07/13/2024 42.908750 60.376920 89250.20 125583.99 42.908750 45.054188 47.306897 49.672242 52.155854 54.763647 57.501829 60.376920 A OFFT 089 9/20/2025 43.337838 60.980689 90142.70 126839.83 43.337838 45.504730 47.779966 50.168964 52.677412 55.311283 58.076847 60.980689 Sssss Senior Electronic Maint Tech | 003633 | L39A
A OPMT 018 07/13/2024 37.095569 52.197191 77158.78 108570.16 37.095569 38.950347 40.897864 42.942757 45.089895 47.344390 49.711610 52.197191 A OPMT 018 9/20/2025 37.466525 52.719163 77930.37 109655.86 37.466525 39.339851 41.306844 43.372186 45.540795 47.817835 50.208727 52.719163 Sssss Senior Engineering Technician | 015111 | L39C
A SUPV 071 07/13/2024 33.500453 47.138502 69680.94 98048.08 33.500453 35.175476 36.934250 38.780962 40.720010 42.756010 44.893811 47.138502 A SUPV 071 9/20/2025 33.835457 47.609887 70377.75 99028.56 33.835457 35.527230 37.303591 39.168771 41.127210 43.183571 45.342750 47.609887 Sssss Senior Evidence/Property Tech | 016072 | L39A
A OFFT 042 07/13/2024 28.447909 40.029064 59171.65 83260.45 28.447909 29.870304 31.363819 32.932010 34.578610 36.307541 38.122918 40.029064 A OFFT 042 9/20/2025 28.732388 40.429355 59763.37 84093.06 28.732388 30.169007 31.677457 33.261330 34.924397 36.670617 38.504148 40.429355
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Senior HVAC Systems Mechanic | 004011 | L39B
A PLNT 007 07/13/2024 39.732899 55.908178 82644.43 116289.01 39.732899 41.719544 43.805521 45.995797 48.295587 50.710366 53.245884 55.908178 A PLNT 007 12/27/2025 39.732899 55.908178 82644.43 116289.01 39.732899 41.719544 43.805521 45.995797 48.295587 50.710366 53.245884 55.908178 Sssss Senior IT Support Spclst | 016223 | L39A
A OFFT 090 07/13/2024 43.571631 61.309663 90628.99 127524.10 43.571631 45.750213 48.037724 50.439610 52.961591 55.609671 58.390155 61.309663 A OFFT 090 9/20/2025 44.007350 61.922760 91535.29 128799.34 44.007350 46.207718 48.518104 50.944009 53.491209 56.165769 58.974057 61.922760 Sssss Senior Intg Was Equip Operator | 003664 | L39A
A OPMT 045 07/13/2024 27.631305 38.880020 57473.11 80870.44 27.631305 29.012870 30.463513 31.986689 33.586023 35.265324 37.028590 38.880020 A OPMT 045
4/4/2026
27.907617 39.268820 58047.84 81679.15 27.907617 29.302998 30.768148 32.306555 33.921883 35.617977 37.398876 39.268820 Sssss Senior Landfill Engn Tech | 016208 | L39A
A OFFT 076 07/13/2024 33.500453 47.138502 69680.94 98048.08 33.500453 35.175476 36.934250 38.780962 40.720010 42.756010 44.893811 47.138502 A OFFT 076 9/20/2025 33.835457 47.609887 70377.75 99028.56 33.835457 35.527230 37.303591 39.168771 41.127210 43.183571 45.342750 47.609887 Sssss Senior Maintenance Worker | 003652 | L39A
A OPMT 034 07/13/2024 22.622775 31.832518 47055.37 66211.64 22.622775 23.753914 24.941610 26.188691 27.498126 28.873032 30.316684 31.832518 A OPMT 034 9/20/2025 22.849004 32.150843 47525.93 66873.75 22.849004 23.991454 25.191027 26.450578 27.773107 29.161762 30.619850 32.150843 Sssss Senior Office Specialist | 016096 | L39A
A OFFT 055 07/13/2024 21.043642 29.610518 43770.78 61589.88 21.043642 22.095824 23.200615 24.360646 25.578678 26.857612 28.200493 29.610518 A OFFT 055 9/20/2025 21.254079 29.906623 44208.48 62205.78 21.254079 22.316783 23.432622 24.604253 25.834466 27.126189 28.482498 29.906623 Sssss Senior Parking Lot Attendant | 003668 | L39A
A OPMT 047 07/13/2024 21.105289 29.697259 43899.00 61770.30 21.105289 22.160553 23.268581 24.432010 25.653610 26.936290 28.283104 29.697259 A OPMT 047 9/20/2025 21.316341 29.994232 44337.99 62388.00 21.316341 22.382158 23.501266 24.676329 25.910145 27.205652 28.565935 29.994232 Sssss Senior Parking Lot Supervisor | 015067 | L39C
A SUPV 035 07/13/2024 29.059408 40.889505 60443.57 85050.17 29.059408 30.512378 32.037997 33.639897 35.321892 37.087987 38.942386 40.889505 A SUPV 035 9/20/2025 29.350002 41.298400 61048.00 85900.67 29.350002 30.817502 32.358377 33.976296 35.675111 37.458867 39.331810 41.298400 Sssss Senior Personnel Trans Coord | 016131 | L39A
A OFFT 070 07/13/2024 23.341570 32.843933 48550.47 68315.38 23.341570 24.508649 25.734081 27.020785 28.371824 29.790415 31.279936 32.843933 A OFFT 070 9/20/2025 23.574985 33.172372 49035.97 68998.53 23.574985 24.753734 25.991421 27.290992 28.655542 30.088319 31.592735 33.172372 Sssss Senior Plant Operator | 004003 | L39B
A PLNT 003 07/13/2024 38.321534 53.922247 79708.79 112158.27 38.321534 40.237611 42.249492 44.361967 46.580065 48.909068 51.354521 53.922247 A PLNT 003 12/27/2025 38.704750 54.461469 80505.88 113279.86 38.704750 40.639988 42.671987 44.805586 47.045865 49.398158 51.868066 54.461469 A OPMT 045 29.861150 42.017637 62111.19 87396.68 29.861150 31.354207 32.921917 34.568013 36.296414 38.111235 40.016797 42.017637 9/20/2025
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Senior Police Records Supv | 015082 | L39C
A SUPV 042 07/13/2024 32.757816 46.093537 68136.26 95874.56 32.757816 34.395707 36.115492 37.921267 39.817330 41.808197 43.898607 46.093537 A SUPV 042 9/20/2025 33.085394 46.554472 68817.62 96833.30 33.085394 34.739664 36.476647 38.300479 40.215503 42.226278 44.337592 46.554472 Sssss Senior Rec Aide (Older Adults) | 016037 | L39A
A TEMP 072 12/13/2025 16.900000 19.775174 35152.00 41132.36 A TEMP 072 9/20/2025 16.900000 19.972918 35152.00 41543.67 Sssss Senior Recreation Aide | 016038 | L39A
A TEMP 052 12/13/2025 16.900000 19.775174 35152.00 41132.36 A TEMP 052 9/20/2025 16.900000 19.972918 35152.00 41543.67 Sssss Senior Stationary Engineer | 004004 | L39B
A PLNT 004 07/13/2024 36.990087 52.048767 76939.38 108261.44 36.990087 38.839591 40.781571 42.820650 44.961682 47.209766 49.570254 52.048767 A PLNT 004 12/272025 37.359989 52.569255 77708.78 109344.05 37.359989 39.227988 41.189387 43.248856 45.411299 47.681864 50.065957 52.569255 Sssss Senior Store Keeper | 015105 | L39C
A SUPV 061 07/13/2024 23.999622 33.769877 49919.21 70241.34 23.999622 25.199603 26.459583 27.782562 29.171690 30.630274 32.161788 33.769877 A SUPV 061 9/20/2025 24.239618 34.107576 50418.40 70943.76 24.239618 25.451599 26.724179 28.060388 29.463407 30.936577 32.483406 34.107576 Sssss Senior Telecommunications Tech | 003923 | L39A
A OPMT 068 07/13/2024 37.720176 53.076076 78457.97 110398.24 37.720176 39.606185 41.586494 43.665819 45.849110 48.141566 50.548644 53.076076 A OPMT 068 9/20/2025 38.097378 53.606837 79242.55 111502.22 38.097378 40.002247 42.002359 44.102477 46.307601 48.622981 51.054130 53.606837 Sssss Senior Tree Maintenance Worker | 003661 | L39A
A OPMT 042 07/13/2024 25.777054 36.270903 53616.27 75443.48 25.777054 27.065907 28.419202 29.840162 31.332170 32.898778 34.543717 36.270903 A OPMT 042 9/20/2025 26.034824 36.633612 54152.43 76197.91 26.034824 27.336565 28.703393 30.138563 31.645491 33.227766 34.889154 36.633612 Sssss Senior Tree Pruner | 003680 | L39A
A OPMT 051 07/13/2024 27.211450 38.289243 56599.82 79641.62 27.211450 28.572023 30.000624 31.500655 33.075688 34.729472 36.465946 38.289243 A OPMT 051 9/20/2025 27.483565 38.672135 57165.82 80438.04 27.483565 28.857743 30.300630 31.815662 33.406445 35.076767 36.830605 38.672135 Sssss Sr Parking Enforcement Officer | 003667 | L39A
A OPMT 075 06/14/2025 23.985495 33.750000 49889.83 70200.00 23.985495 25.184770 26.444009 27.766209 29.154519 30.612245 32.142857 33.750000 A OPMT 075 9/20/2025 24.225350 34.087500 50388.73 70902.00 24.225350 25.436618 26.708449 28.043871 29.446065 30.918368 32.464286 34.087500 Sssss Stationary Engineer | 004005 | L39B
A PLNT 005 07/13/2024 33.623644 47.311843 69937.18 98408.63 33.623644 35.304826 37.070067 38.923570 40.869749 42.913236 45.058898 47.311843 A PLNT 005 12/27/2025 33.959881 47.784961 70636.55 99392.72 33.959881 35.657875 37.440769 39.312807 41.278447 43.342369 45.509487 47.784961
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Storekeeper | 016087 | L39A
A OFFT 049 07/13/2024 22.315847 31.400637 46416.96 65313.32 22.315847 23.431639 24.603221 25.833382 27.125051 28.481304 29.905369 31.400637 A OFFT 049 9/20/2025 22.539004 31.714643 46881.13 65966.46 22.539004 23.665954 24.849252 26.091715 27.396301 28.766116 30.204422 31.714643 Sssss Stores Clerk I | 016088 | L39A
A OFFT 050 01/25/2025 20.280044 25.883045 42182.49 53836.73 20.280044 21.294046 22.358748 23.476685 24.650519 25.883045 A OFFT 050 9/20/2025 20.482843 26.141875 42604.31 54375.10 20.482843 21.506985 22.582334 23.711451 24.897024 26.141875 Sssss Stores Clerk II | 016089 | L39A
A OFFT 051 07/13/2024 20.430583 28.747883 42495.61 59795.60 20.430583 21.452112 22.524718 23.650954 24.833502 26.075177 27.378936 28.747883 A OFFT 051 9/20/2025 20.634890 29.035362 42920.57 60393.55 20.634890 21.666635 22.749967 23.887465 25.081838 26.335930 27.652726 29.035362 Sssss Street Construction Equip Optr | 003687 | L39A
A OPMT 056 07/13/2024 33.618356 47.304404 69926.18 98393.16 33.618356 35.299274 37.064238 38.917450 40.863323 42.906489 45.051813 47.304404 A OPMT 056 9/20/2025 33.954540 47.777448 70625.44 99377.09 33.954540 35.652267 37.434880 39.306624 41.271955 43.335553 45.502331 47.777448 Sssss Street Construction Laborer | 003688 | L39A
A OPMT 057 07/13/2024 30.496600 42.911777 63432.93 89256.50 30.496600 32.021430 33.622501 35.303626 37.068807 38.922247 40.868359 42.911777 A OPMT 057 9/20/2025 30.801566 43.340895 64067.26 90149.06 30.801566 32.341644 33.958726 35.656662 37.439495 39.311470 41.277043 43.340895 Sssss Street Maintenance Supv | 015099 | L39C
A SUPV 056 07/13/2024 35.304222 49.676586 73432.78 103327.30 35.304222 37.069433 38.922905 40.869050 42.912503 45.058128 47.311034 49.676586 A SUPV 056 9/20/2025 35.657266 50.173352 74167.11 104360.57 35.657266 37.440129 39.312135 41.277742 43.341629 45.508710 47.784145 50.173352 Sssss Supervising Building Inspector | 015096 | L39C
A SUPV 053 07/13/2024 41.220262 58.001048 85738.14 120642.18 41.220262 43.281275 45.445339 47.717606 50.103486 52.608660 55.239093 58.001048 A SUPV 053 9/20/2025 41.632465 58.581058 86595.53 121848.60 41.632465 43.714088 45.899792 48.194782 50.604521 53.134747 55.791484 58.581058 Sssss Supervising Code Enforce Ofcr | 015006 | L39C
A SUPV 076 07/13/2024 37.689517 53.032936 78394.20 110308.51 37.689517 39.573993 41.552693 43.630328 45.811844 48.102436 50.507558 53.032936 A SUPV 076 9/20/2025 38.066411 53.563265 79178.14 111411.59 38.066411 39.969732 41.968219 44.066630 46.269962 48.583460 51.012633 53.563265 Sssss Supervising Community Ctr Attd | 015058 | L39C
A SUPV 029 07/13/2024 26.214954 36.887072 54527.10 76725.11 26.214954 27.525702 28.901987 30.347086 31.864440 33.457662 35.130545 36.887072 A SUPV 029 9/20/2025 26.477103 37.255943 55072.37 77492.36 26.477103 27.800958 29.191006 30.650556 32.183084 33.792238 35.481850 37.255943 Sssss Supervising Construction Insp | 015074 | L39C
A SUPV 037 07/13/2024 38.931012 54.779844 80976.50 113942.08 38.931012 40.877563 42.921441 45.067513 47.320889 49.686933 52.171280 54.779844 A SUPV 037 9/20/2025 39.320322 55.327642 81786.27 115081.50 39.320322 41.286338 43.350655 45.518188 47.794097 50.183802 52.692992 55.327642
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Supervising Dispatcher | 015039 | L39C
A SUPV 018 07/13/2024 43.432306 61.113616 90339.20 127116.32 43.432306 45.603921 47.884117 50.278323 52.792239 55.431851 58.203444 61.113616 A SUPV 018 3/27/2026 43.866630 61.724752 91242.59 128387.48 43.866630 46.059961 48.362959 50.781107 53.320162 55.986170 58.785478 61.724752 Sssss Supervising Forensic Invstg | 015060 | L39C
A SUPV 030 07/13/2024 38.997547 54.873464 81114.90 114136.80 38.997547 40.947424 42.994795 45.144535 47.401762 49.771850 52.260442 54.873464 A SUPV 030 9/20/2025 39.387523 55.422199 81926.05 115278.17 39.387523 41.356899 43.424744 45.595981 47.875780 50.269569 52.783047 55.422199 Sssss Supervising Plant Operator | 015040 | L39C
A SUPV 019 07/13/2024 49.902391 70.217676 103796.97 146052.77 49.902391 52.397511 55.017387 57.768256 60.656669 63.689502 66.873977 70.217676 A SUPV 019 9/20/2025 50.401415 70.919853 104834.94 147513.29 50.401415 52.921486 55.567560 58.345938 61.263235 64.326397 67.542717 70.919853 Sssss Supervising Police Clerk | 015041 | L39C
A SUPV 020 07/13/2024 25.444190 35.802530 52923.92 74469.26 25.444190 26.716399 28.052219 29.454830 30.927571 32.473950 34.097648 35.802530 A SUPV 020 9/20/2025 25.698632 36.160555 53453.16 75213.95 25.698632 26.983564 28.332742 29.749379 31.236848 32.798690 34.438624 36.160555 Sssss Supervising Property Assistant | 015062 | L39C
A SUPV 031 07/13/2024 30.845014 43.402031 64157.63 90276.22 30.845014 32.387265 34.006628 35.706959 37.492307 39.366922 41.335268 43.402031 A SUPV 031 9/20/2025 31.153463 43.836051 64799.20 91178.99 31.153463 32.711136 34.346693 36.064028 37.867229 39.760590 41.748620 43.836051 Sssss Supervising Surveyor | 015065 | L39C
A SUPV 033 07/13/2024 42.914654 60.385227 89262.48 125601.27 42.914654 45.060387 47.313406 49.679076 52.163030 54.771181 57.509740 60.385227 A SUPV 033 9/20/2025 43.343800 60.989079 90155.10 126857.28 43.343800 45.510990 47.786539 50.175866 52.684659 55.318892 58.084837 60.989079 Sssss Supervising Water Quality Chem | 015035 | L39C
A SUPV 016 07/13/2024 42.445982 59.725760 88287.64 124229.58 42.445982 44.568281 46.796695 49.136530 51.593357 54.173025 56.881676 59.725760 A SUPV 016 9/20/2025 42.870442 60.323018 89170.52 125471.88 42.870442 45.013964 47.264662 49.627895 52.109290 54.714755 57.450493 60.323018 Sssss Survey Party Chief | 015102 | L39C
A SUPV 058 07/13/2024 35.261929 49.617074 73344.81 103203.51 35.261929 37.025025 38.876276 40.820090 42.861094 45.004149 47.254356 49.617074 A SUPV 058 9/20/2025 35.614547 50.113245 74078.26 104235.55 35.614547 37.395274 39.265038 41.228290 43.289705 45.454190 47.726900 50.113245 Sssss Survey Technician I | 003924 | L39A
A OPMT 069 07/13/2024 23.081923 32.478584 48010.40 67555.46 23.081923 24.236019 25.447820 26.720211 28.056222 29.459033 30.931985 32.478584 A OPMT 069 9/20/2025 23.312743 32.803370 48490.50 68231.01 23.312743 24.478380 25.702299 26.987414 28.336785 29.753624 31.241305 32.803370 Sssss Survey Technician II | 003925 | L39A
A OPMT 070 07/13/2024 26.103631 36.730431 54295.55 76399.30 26.103631 27.408813 28.779254 30.218217 31.729128 33.315584 34.981363 36.730431 A OPMT 070 9/20/2025 26.364668 37.097735 54838.51 77163.29 26.364668 27.682901 29.067046 30.520398 32.046418 33.648739 35.331176 37.097735 A SUPV 018 4/4/2026 46.059961 64.810990 95804.72 134806.86 46.059961 48.362959 50.781107 53.320162 55.986170 58.785478 61.724752 64.810990 Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Telecommunications SysAnls I | 017029 | L39A
A PROF 017 07/13/2024 35.326666 49.708167 73479.46 103392.99 35.326666 37.092999 38.947649 40.895031 42.939783 45.086772 47.341111 49.708167 A PROF 017 9/20/2025 35.679933 50.205249 74214.26 104426.92 35.679933 37.463930 39.337127 41.303983 43.369182 45.537641 47.814523 50.205249 Sssss Telecommunications SysAnls II | 017030 | L39A
A PROF 018 07/13/2024 38.860888 54.681172 80830.65 113736.84 38.860888 40.803932 42.844129 44.986335 47.235652 49.597435 52.077307 54.681172 A PROF 018 9/20/2025 39.249497 55.227984 81638.95 114874.21 39.249497 41.211972 43.272571 45.436200 47.708010 50.093410 52.598080 55.227984 Sssss Telecommunications SysAnls III | 017035 | L39A
A PROF 022 07/13/2024 42.745630 60.147395 88910.91 125106.58 42.745630 44.882911 47.127057 49.483410 51.957581 54.555460 57.283233 60.147395 A PROF 022 9/20/2025 43.173088 60.748869 89800.02 126357.65 43.173088 45.331742 47.598329 49.978245 52.477157 55.101015 57.856066 60.748869 Sssss Telecommunications Tech I | 003683 | L39A
A OPMT 054 07/13/2024 34.843825 49.028761 72475.16 101979.82 34.843825 36.586016 38.415317 40.336083 42.352887 44.470531 46.694058 49.028761 A OPMT 054 9/20/2025 35.192263 49.519049 73199.91 102999.62 35.192263 36.951876 38.799470 40.739444 42.776416 44.915237 47.160999 49.519049 Sssss Telecommunications Tech II | 003684 | L39A
A OPMT 055 07/13/2024 36.586095 51.480310 76099.08 107079.04 36.586095 38.415400 40.336170 42.352979 44.470628 46.694159 49.028867 51.480310 A OPMT 055 9/20/2025 36.951955 51.995113 76860.07 108149.84 36.951955 38.799553 40.739531 42.776508 44.915333 47.161100 49.519155 51.995113 Sssss Telecommunications Tech Trnee | 003682 | L39A
A OPMT 053 07/13/2024 29.669576 41.748073 61712.72 86835.99 29.669576 31.153055 32.710708 34.346243 36.063555 37.866733 39.760070 41.748073 A OPMT 053 9/20/2025 29.966271 42.165554 62329.84 87704.35 29.966271 31.464585 33.037814 34.689705 36.424190 38.245400 40.157670 42.165554 Sssss Traffic Ctrl&Light Supv | 015045 | L39C
A SUPV 022 07/13/2024 40.611891 57.145009 84472.73 118861.62 40.611891 42.642486 44.774610 47.013341 49.364008 51.832208 54.423818 57.145009 A SUPV 022 9/20/2025 41.018010 57.716459 85317.46 120050.24 41.018010 43.068910 45.222356 47.483474 49.857648 52.350530 54.968056 57.716459 Sssss Traffic Ctrl&Light Tech I | 003637 | L39A
A OPMT 021 07/13/2024 30.407023 42.785735 63246.61 88994.33 30.407023 31.927374 33.523743 35.199930 36.959927 38.807923 40.748319 42.785735 A OPMT 021 9/20/2025 30.711094 43.213592 63879.08 89884.27 30.711094 32.246649 33.858981 35.551930 37.329526 39.196002 41.155802 43.213592 Sssss Traffic Ctrl&Light Tech II | 003636 | L39A
A OPMT 020 07/13/2024 33.451575 47.069726 69579.28 97905.03 33.451575 35.124154 36.880362 38.724380 40.660599 42.693629 44.828310 47.069726 A OPMT 020 9/20/2025 33.786091 47.540423 70275.07 98884.08 33.786091 35.475396 37.249166 39.111624 41.067205 43.120565 45.276593 47.540423 Sssss Traffic Ctrl&Light Tech Trnee | 003635 | L39A
A OPMT 019 07/13/2024 27.012150 38.008808 56185.27 79058.32 27.012150 28.362758 29.780896 31.269941 32.833438 34.475110 36.198865 38.008808 A OPMT 019 9/20/2025 27.282271 38.388896 56747.12 79848.90 27.282271 28.646385 30.078704 31.582639 33.161771 34.819860 36.560853 38.388896
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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
Traffic Investigator I | 016202 | L39A
A OFFT 072 07/13/2024 24.766690 34.849220 51514.72 72486.38 24.766690 26.005025 27.305276 28.670540 30.104067 31.609270 33.189733 34.849220 A OFFT 072 9/20/2025 25.014357 35.197712 52029.86 73211.24 25.014357 26.265075 27.578329 28.957245 30.405107 31.925362 33.521630 35.197712 Sssss Traffic Investigator II | 016203 | L39A
A OFFT 073 07/13/2024 27.894832 39.250831 58021.25 81641.73 27.894832 29.289574 30.754053 32.291756 33.906344 35.601661 37.381744 39.250831 A OFFT 073 9/20/2025 28.173781 39.643339 58601.46 82458.14 28.173781 29.582470 31.061593 32.614673 34.245407 35.957677 37.755561 39.643339 Sssss Traffic Investigator III | 016204 | L39A
A OFFT 074 07/13/2024 30.734600 43.246669 63927.97 89953.07 30.734600 32.271330 33.884897 35.579142 37.358099 39.226004 41.187304 43.246669 A OFFT 074 9/20/2025 31.041947 43.679136 64567.25 90852.60 31.041947 32.594044 34.223746 35.934933 37.731680 39.618264 41.599177 43.679136 Sssss Traffic Supervisor | 015109 | L39C
A SUPV 069 07/13/2024 32.691787 46.000628 67998.92 95681.31 32.691787 34.326376 36.042695 37.844830 39.737072 41.723926 43.810122 46.000628 A SUPV 069 9/20/2025 33.018706 46.460634 68678.91 96638.12 33.018706 34.669641 36.403123 38.223279 40.134443 42.141165 44.248223 46.460634 Sssss Tree Maintenance Supervisor | 015046 | L39C
A SUPV 023 07/13/2024 31.683618 44.582032 65901.92 92730.63 31.683618 33.267799 34.931189 36.677748 38.511635 40.437217 42.459078 44.582032 A SUPV 023 9/20/2025 32.000454 45.027852 66560.94 93657.93 32.000454 33.600477 35.280501 37.044526 38.896752 40.841590 42.883669 45.027852 Sssss Tree Maintenance Worker | 003660 | L39A
A OPMT 041 07/13/2024 24.343255 34.253405 50633.97 71247.08 24.343255 25.560418 26.838439 28.180361 29.589379 31.068848 32.622290 34.253405 A OPMT 041 9/20/2025 24.586688 34.595939 51140.31 71959.55 24.586688 25.816022 27.106823 28.462164 29.885272 31.379536 32.948513 34.595939 Sssss Tree Maintenance Worker Trnee | 003917 | L39A
A OPMT 065 07/13/2024 20.854018 29.343699 43376.36 61034.89 20.854018 21.896719 22.991555 24.141133 25.348190 26.615600 27.946380 29.343699 A OPMT 065 9/20/2025 21.062559 29.637136 43810.12 61645.24 21.062559 22.115687 23.221471 24.382545 25.601672 26.881756 28.225844 29.637136 Sssss Tree Pruner I | 003639 | L39A
A OPMT 023 07/13/2024 22.974092 32.326856 47786.11 67239.86 22.974092 24.122797 25.328937 26.595384 27.925153 29.321411 30.787482 32.326856 A OPMT 023 9/20/2025 23.203835 32.650125 48263.98 67912.26 23.203835 24.364027 25.582228 26.861339 28.204406 29.614626 31.095357 32.650125 Sssss Tree Pruner II | 003640 | L39A
A OPMT 024 07/13/2024 25.271522 35.559570 52564.77 73963.91 25.271522 26.535098 27.861853 29.254946 30.717693 32.253578 33.866257 35.559570 A OPMT 024 9/20/2025 25.524237 35.915166 53090.41 74703.54 25.524237 26.800449 28.140471 29.547495 31.024870 32.576114 34.204920 35.915166 Sssss Tree Pruner Supervisor | 015047 | L39C
A SUPV 024 07/13/2024 31.062278 43.707745 64609.54 90912.11 31.062278 32.615392 34.246162 35.958470 37.756393 39.644213 41.626424 43.707745 A SUPV 024 9/20/2025 31.372901 44.144822 65255.63 91821.23 31.372901 32.941546 34.588623 36.318054 38.133957 40.040655 42.042688 44.144822
Redline Report Print Date:3/12/2026
Schedule Effective Date: March 24, 2026
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