311 Manager | 001914 | MGMT
A MGTE 181 07/27/2024 46.725533 65.747517 97189.11 136754.84 46.725533 49.061810 51.514900 54.090645 56.795177 59.634936 62.616683 65.747517 A MGTE 181 9/20/2025 47.192790 66.404992 98161.00 138122.38 47.192790 49.552429 52.030050 54.631552 57.363130 60.231286 63.242850 66.404992 Sssss Accountant Auditor | 010821 | CONF
A CONF 040 07/27/2024 35.471475 49.911926 73780.67 103816.81 35.471475 37.245049 39.107301 41.062666 43.115799 45.271589 47.535168 49.911926 A CONF 040 9/20/2025 35.826188 50.411045 74518.47 104854.97 35.826188 37.617497 39.498372 41.473291 43.546956 45.724304 48.010519 50.411045 Sssss Accountant Auditor | 014010 | MSUP
A MSUP 010 07/27/2024 35.471475 49.911926 73780.67 103816.81 35.471475 37.245049 39.107301 41.062666 43.115799 45.271589 47.535168 49.911926 A MSUP 010 9/20/2025 35.826188 50.411045 74518.47 104854.97 35.826188 37.617497 39.498372 41.473291 43.546956 45.724304 48.010519 50.411045 Sssss Administrative Analyst | 010700 | CONF
A CONF 041 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A CONF 041 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Administrative Analyst | 014000 | MSUP
A MSUP 001 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A MSUP 001 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Administrative Assistant | 010701 | CONF
A CONF 003 07/27/2024 27.731002 39.020305 57680.48 81162.23 27.731002 29.117552 30.573430 32.102102 33.707207 35.392567 37.162195 39.020305 A CONF 003 9/20/2025 28.008312 39.410508 58257.29 81973.86 28.008312 29.408728 30.879164 32.423122 34.044278 35.746492 37.533817 39.410508 Sssss Administrative Asst (Conf/Ex) | 010800 | CONF
A CONF 018 07/27/2024 27.731002 39.020305 57680.48 81162.23 27.731002 29.117552 30.573430 32.102102 33.707207 35.392567 37.162195 39.020305 A CONF 018 9/20/2025 28.008312 39.410508 58257.29 81973.86 28.008312 29.408728 30.879164 32.423122 34.044278 35.746492 37.533817 39.410508 Sssss Administrative Officer | 001702 | MGMT
A MGTE 006 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 006 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Administrative Tech (Conf/Ex) | 010807 | CONF
A CONF 024 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 024 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264 Sssss Administrative Technician | 010702 | CONF
A CONF 004 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 004 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Animal Care Services Manager | 001845 | MGMT
A MGTE 122 07/27/2024 62.760187 88.309885 130541.19 183684.56 62.760187 65.898196 69.193106 72.652761 76.285399 80.099669 84.104652 88.309885 A MGTE 122 9/20/2025 63.387789 89.192984 131846.60 185521.41 63.387789 66.557178 69.885037 73.379289 77.048253 80.900666 84.945699 89.192984 Sssss Animal Services Coordinator | 010820 | CONF
A CONF 039 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 039 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264 Sssss Applications Developer | 010703 | CONF
A CONF 005 07/27/2024 41.393690 58.245079 86098.88 121149.76 41.393690 43.463375 45.636544 47.918371 50.314290 52.830004 55.471504 58.245079 A CONF 005 9/20/2025 41.807628 58.827530 86959.87 122361.26 41.807628 43.898009 46.092909 48.397554 50.817432 53.358304 56.026219 58.827530 Sssss Arts Administrator | 001703 | MGMT
A MGTE 007 07/27/2024 39.678102 55.831073 82530.45 116128.63 39.678102 41.662007 43.745107 45.932362 48.228980 50.640429 53.172450 55.831073 A MGTE 007 9/20/2025 40.074883 56.389384 83355.76 117289.92 40.074883 42.078627 44.182558 46.391686 48.711270 51.146833 53.704175 56.389384 Sssss Arts Program Specialist | 001859 | MGMT
A MGTE 130 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A MGTE 130 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Assistant Camp Sacramento Supv | 001922 | MGMT
A MGTE 188 07/27/2024 34.973993 49.211920 72745.90 102360.79 34.973993 36.722693 38.558828 40.486769 42.511107 44.636662 46.868495 49.211920 A MGTE 188 9/20/2025 35.323732 49.704039 73473.36 103384.40 35.323732 37.089919 38.944415 40.891636 42.936218 45.083029 47.337180 49.704039 Sssss Assistant Director | 001896 | MGMT
A MGTE 158 07/27/2024 63.157335 88.868713 131367.26 184846.92 63.157335 66.315202 69.630962 73.112510 76.768136 80.606543 84.636870 88.868713 A MGTE 158 9/20/2025 63.788908 89.757400 132680.93 186695.39 63.788908 66.978353 70.327271 73.843635 77.535817 81.412608 85.483238 89.757400 Sssss Assistant WtrCrsConCtrlSpclst | 007903 | L447
A WATR 005 07/01/2023 34.463445 48.493528 71683.97 100866.54 34.463445 36.186617 37.995948 39.895745 41.890532 43.985059 46.184312 48.493528 A WATR 005 7/12/2025 34.808080 48.978463 72400.81 101875.20 34.808080 36.548484 38.375908 40.294703 42.309438 44.424910 46.646155 48.978463 Sssss Auditor | 001934 | MGMT
A MGTE 207 07/27/2024 30.896280 43.474169 64264.26 90426.27 30.896280 32.441094 34.063149 35.766306 37.554621 39.432352 41.403970 43.474169 A MGTE 207 9/20/2025 31.205244 43.908911 64906.91 91330.54 31.205244 32.765506 34.403781 36.123970 37.930168 39.826676 41.818010 43.908911 Sssss Banking Operations Manager | 001837 | MGMT
A MGTE 012 07/27/2024 43.142916 60.706415 89737.26 126269.34 43.142916 45.300062 47.565065 49.943318 52.440484 55.062508 57.815633 60.706415 A MGTE 012 9/20/2025 43.574345 61.313479 90634.64 127532.04 43.574345 45.753062 48.040715 50.442751 52.964889 55.613133 58.393790 61.313479
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Blacksmith Welder | 006001 | BULT
A BLDG 001 07/01/2023 29.784028 49.413166 61950.78 102779.38 29.784028 32.017830 34.419167 37.000605 39.775650 42.758824 45.965736 49.413166 A BLDG 001 7/12/2025 30.081868 49.907298 62570.28 103807.18 30.081868 32.338008 34.763359 37.370611 40.173407 43.186412 46.425393 49.907298 Sssss Budget Analyst | 010822 | CONF
A CONF 042 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A CONF 042 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Budget Analyst | 014011 | MSUP
A MSUP 011 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A MSUP 011 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Building Services Manager | 001886 | MGMT
A MGTE 149 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 149 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Business Services Manager | 001709 | MGMT
A MGTE 013 07/27/2024 54.724500 77.002866 113826.96 160165.96 54.724500 57.460725 60.333761 63.350449 66.517971 69.843870 73.336063 77.002866 A MGTE 013 9/20/2025 55.271744 77.772895 114965.23 161767.62 55.271744 58.035331 60.937098 63.983953 67.183151 70.542309 74.069424 77.772895 Sssss Camp Sacramento Supervisor | 001912 | MGMT
A MGTE 178 07/27/2024 38.471393 54.133113 80020.50 112596.88 38.471393 40.394963 42.414711 44.535447 46.762219 49.100330 51.555346 54.133113 A MGTE 178 9/20/2025 38.856106 54.674444 80820.70 113722.84 38.856106 40.798911 42.838857 44.980800 47.229840 49.591332 52.070899 54.674444 Sssss Cannabis Manager | 001924 | MGMT
A MGTE 192 07/27/2024 56.974697 80.169121 118507.37 166751.77 56.974697 59.823432 62.814604 65.955334 69.253101 72.715756 76.351544 80.169121 A MGTE 192 9/20/2025 57.544445 80.970812 119692.45 168419.29 57.544445 60.421667 63.442750 66.614887 69.945631 73.442913 77.115059 80.970812 Sssss Carpenter | 006002 | BULT
A BLDG 002 07/01/2023 27.663161 45.894542 57539.38 95460.65 27.663161 29.737898 31.968240 34.365858 36.943297 39.714044 42.692597 45.894542 A BLDG 002 7/12/2025 27.939791 46.353487 58114.76 96415.25 27.939791 30.035275 32.287921 34.709515 37.312729 40.111184 43.119523 46.353487 Sssss Chief Animal Control Officer | 001827 | MGMT
A MGTE 108 07/27/2024 46.615324 65.592442 96959.87 136432.28 46.615324 48.946090 51.393394 53.963064 56.661217 59.494278 62.468992 65.592442 A MGTE 108 9/20/2025 47.081477 66.248366 97929.47 137796.60 47.081477 49.435551 51.907329 54.502695 57.227830 60.089221 63.093682 66.248366 Sssss Chief Building Official | 001712 | MGMT
A MGTE 015 07/27/2024 63.170413 88.887116 131394.46 184885.20 63.170413 66.328934 69.645381 73.127650 76.784032 80.623234 84.654396 88.887116 A MGTE 015 9/20/2025 63.802118 89.775987 132708.40 186734.05 63.802118 66.992224 70.341835 73.858927 77.551873 81.429467 85.500940 89.775987
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Chief Investment Officer | 001714 | MGMT
A MGTE 017 07/27/2024 72.480097 101.986776 150758.60 212132.49 72.480097 76.104102 79.909307 83.904772 88.100011 92.505012 97.130263 101.986776 A MGTE 017 9/20/2025 73.204899 103.006644 152266.19 214253.82 73.204899 76.865144 80.708401 84.743821 88.981012 93.430063 98.101566 103.006644 Sssss Chief Park Ranger | 001949 | MGMT
A MGTE 206 03/10/2026 43.564766 61.300000 90614.71 127504.00 43.564766 45.743004 48.030154 50.431662 52.953245 55.600907 58.380952 61.300000 A MGTE 206 9/20/2025 44.000412 61.913000 91520.86 128779.04 44.000412 46.200433 48.510455 50.935978 53.482777 56.156916 58.964762 61.913000 Sssss City Historian | 001905 | MGMT
A MGTE 172 07/27/2024 56.918750 80.090395 118391.00 166588.02 56.918750 59.764687 62.752921 65.890567 69.185095 72.644350 76.276567 80.090395 A MGTE 172 9/20/2025 57.487935 80.891299 119574.90 168253.90 57.487935 60.362332 63.380449 66.549471 69.876945 73.370792 77.039332 80.891299 Sssss City Housing Manager | 001933 | MGMT
A MGTE 205 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 205 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Code Enforcement Manager | 001861 | MGMT
A MGTE 131 07/27/2024 51.795179 72.881019 107733.97 151592.52 51.795179 54.384938 57.104185 59.959394 62.957364 66.105232 69.410494 72.881019 A MGTE 131 9/20/2025 52.313132 73.609829 108811.32 153108.44 52.313132 54.928789 57.675228 60.558989 63.586938 66.766285 70.104599 73.609829 Sssss Code&Housing Enforcement Chief | 001917 | MGMT
A MGTE 183 07/27/2024 56.974697 80.169121 118507.37 166751.77 56.974697 59.823432 62.814604 65.955334 69.253101 72.715756 76.351544 80.169121 A MGTE 183 9/20/2025 57.544445 80.970812 119692.45 168419.29 57.544445 60.421667 63.442750 66.614887 69.945631 73.442913 77.115059 80.970812 Sssss Contract and Compliance Spclst | 001280 | MGMT
A MGTE 173 07/27/2024 37.874551 53.293298 78779.07 110850.06 37.874551 39.768279 41.756693 43.844528 46.036754 48.338592 50.755522 53.293298 A MGTE 173 9/20/2025 38.253297 53.826231 79566.86 111958.56 38.253297 40.165962 42.174260 44.282973 46.497122 48.821978 51.263077 53.826231 Sssss Convention Center General Mgr | 001723 | MGMT
A MGTE 020 07/27/2024 63.243055 88.989328 131545.55 185097.80 63.243055 66.405208 69.725468 73.211741 76.872328 80.715944 84.751741 88.989328 A MGTE 020 9/20/2025 63.875484 89.879221 132861.01 186948.78 63.875484 67.069258 70.422721 73.943857 77.641050 81.523103 85.599258 89.879221 Sssss Cultural&Creative Economy Mgr | 001921 | MGMT
A MGTE 187 07/27/2024 63.243055 88.989328 131545.55 185097.80 63.243055 66.405208 69.725468 73.211741 76.872328 80.715944 84.751741 88.989328 A MGTE 187 9/20/2025 63.875484 89.879221 132861.01 186948.78 63.875484 67.069258 70.422721 73.943857 77.641050 81.523103 85.599258 89.879221 Sssss Curator of Art | 001727 | MGMT
A MGTE 023 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 023 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Curator of Education | 001728 | MGMT
A MGTE 024 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 024 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Curator of History | 001899 | MGMT
A MGTE 161 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 161 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Debt Analyst | 001729 | MGMT
A MGTE 025 07/27/2024 39.412750 55.457696 81978.52 115352.01 39.412750 41.383387 43.452556 45.625184 47.906443 50.301765 52.816853 55.457696 A MGTE 025 9/20/2025 39.806877 56.012273 82798.30 116505.53 39.806877 41.797221 43.887082 46.081436 48.385508 50.804783 53.345022 56.012273 Sssss Deputy Chief Building Official | 001900 | MGMT
A MGTE 162 07/27/2024 52.800157 74.295123 109824.33 154533.86 52.800157 55.440165 58.212173 61.122782 64.178921 67.387867 70.757260 74.295123 A MGTE 162 9/20/2025 53.328159 75.038074 110922.57 156079.19 53.328159 55.994567 58.794295 61.734010 64.820710 68.061745 71.464832 75.038074 Sssss Deputy City Attorney I | 001730 | MGMT
A MGTE 026 07/27/2024 47.784982 67.238269 99392.76 139855.60 47.784982 50.174231 52.682943 55.317090 58.082945 60.987092 64.036447 67.238269 A MGTE 026 9/20/2025 48.262831 67.910652 100386.69 141254.16 48.262831 50.675973 53.209772 55.870261 58.663774 61.596963 64.676811 67.910652 Sssss Deputy City Attorney II | 001731 | MGMT
A MGTE 027 07/27/2024 55.575847 78.200796 115597.76 162657.66 55.575847 58.354639 61.272371 64.335990 67.552789 70.930428 74.476949 78.200796 A MGTE 027 9/20/2025 56.131604 78.982804 116753.74 164284.23 56.131604 58.938184 61.885093 64.979348 68.228315 71.639731 75.221718 78.982804 Sssss Deputy City Clerk | 010705 | CONF
A CONF 007 07/27/2024 27.677110 38.944473 57568.39 81004.50 27.677110 29.060965 30.514013 32.039714 33.641700 35.323785 37.089974 38.944473 A CONF 007 9/20/2025 27.953880 39.333918 58144.07 81814.55 27.953880 29.351574 30.819153 32.360111 33.978117 35.677023 37.460874 39.333918 Sssss Deputy Convntn Ctr General Mgr | 001889 | MGMT
A MGTE 152 07/27/2024 53.756595 75.640928 111813.72 157333.13 53.756595 56.444425 59.266646 62.229978 65.341477 68.608551 72.038979 75.640928 A MGTE 152 9/20/2025 54.294161 76.397337 112931.86 158906.46 54.294161 57.008869 59.859312 62.852278 65.994892 69.294637 72.759369 76.397337 Sssss Development Project Manager | 001744 | MGMT
A MGTE 038 07/27/2024 43.475426 61.174290 90428.89 127242.52 43.475426 45.649197 47.931657 50.328240 52.844652 55.486885 58.261229 61.174290 A MGTE 038 9/20/2025 43.910180 61.786033 91333.17 128514.95 43.910180 46.105689 48.410973 50.831522 53.373098 56.041753 58.843841 61.786033 Sssss Diversity and Equity Manager | 001923 | MGMT
A MGTE 197 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 197 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
EMS Coordinator | 001913 | MGMT
A MGTE 180 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 180 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Economic Development Manager | 001745 | MGMT
A MGTE 039 07/27/2024 56.830622 79.966392 118207.69 166330.10 56.830622 59.672153 62.655761 65.788549 69.077976 72.531875 76.158469 79.966392 A MGTE 039 9/20/2025 57.398927 80.766056 119389.77 167993.40 57.398927 60.268873 63.282317 66.446433 69.768755 73.257193 76.920053 80.766056 Sssss Electrical Design Technician | 006268 | BULT
A BLDG 026 07/01/2023 34.695533 57.561593 72166.71 119728.11 34.695533 37.297698 40.095025 43.102152 46.334813 49.809924 53.545668 57.561593 A BLDG 026 7/12/2025 35.042487 58.137209 72888.37 120925.40 35.042487 37.670674 40.495975 43.533173 46.798161 50.308023 54.081125 58.137209 Sssss Electrician | 006004 | BULT
A BLDG 003 07/01/2023 31.939676 52.989492 66434.53 110218.14 31.939676 34.335152 36.910288 39.678560 42.654452 45.853536 49.292551 52.989492 A BLDG 003 7/12/2025 32.259073 53.519387 67098.87 111320.32 32.259073 34.678503 37.279391 40.075345 43.080996 46.312071 49.785476 53.519387 Sssss Electrician Supervisor | 006006 | BULT
A BLDG 004 07/01/2023 37.059478 61.483495 77083.71 127885.67 37.059478 39.838939 42.826859 46.038873 49.491789 53.203673 57.193949 61.483495 A BLDG 004 7/12/2025 37.430072 62.098330 77854.55 129164.53 37.430072 40.237327 43.255127 46.499262 49.986707 53.735710 57.765888 62.098330 Sssss Emergency Communications Mgr | 001746 | MGMT
A MGTE 164 07/27/2024 49.317362 69.394481 102580.11 144340.52 49.317362 51.783230 54.372391 57.091011 59.945562 62.942840 66.089982 69.394481 A MGTE 164 9/20/2025 49.810536 70.088426 103605.92 145783.93 49.810536 52.301063 54.916116 57.661922 60.545018 63.572269 66.750882 70.088426 Sssss Engineering Manager | 001884 | MGMT
A MGTE 147 07/27/2024 67.123194 94.449075 139616.24 196454.08 67.123194 70.479354 74.003322 77.703488 81.588662 85.668095 89.951500 94.449075 A MGTE 147 9/20/2025 67.794427 95.393566 141012.41 198418.62 67.794427 71.184148 74.743355 78.480523 82.404549 86.524776 90.851015 95.393566 Sssss Environmental Hlth & Sfty Mngr | 001928 | MGMT
A MGTE 200 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 200 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Environmental Hlth & Sfty Offr | 001809 | MGMT
A MGTE 091 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 091 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Environmental Hlth & Sfty Spec | 001810 | MGMT
A MGTE 092 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 092 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Equal Employment Manager | 001139 | MGMT
A MGTE 189 07/27/2024 50.209710 70.650105 104436.20 146952.22 50.209710 52.720196 55.356206 58.124016 61.030217 64.081728 67.285814 70.650105 A MGTE 189 9/20/2025 50.711808 71.356606 105480.56 148421.74 50.711808 53.247398 55.909768 58.705256 61.640519 64.722545 67.958672 71.356606 Sssss Equal Employment Specialist | 001748 | MGMT
A MGTE 040 07/27/2024 39.028590 54.917146 81179.47 114227.66 39.028590 40.980019 43.029020 45.180471 47.439495 49.811470 52.302044 54.917146 A MGTE 040 9/20/2025 39.418875 55.466317 81991.26 115369.94 39.418875 41.389819 43.459310 45.632276 47.913890 50.309585 52.825064 55.466317 Sssss Ethics Program Compliance Ofc | 001930 | MGMT
A MGTE 201 07/27/2024 49.144867 69.151762 102221.32 143835.66 49.144867 51.602110 54.182215 56.891326 59.735892 62.722687 65.858821 69.151762 A MGTE 201 9/20/2025 49.636314 69.843280 103243.53 145274.02 49.636314 52.118130 54.724037 57.460239 60.333251 63.349914 66.517410 69.843280 Sssss Events Services Manager | 001749 | MGMT
A MGTE 041 07/27/2024 43.765495 61.582447 91032.23 128091.49 43.765495 45.953770 48.251458 50.664031 53.197233 55.857095 58.649950 61.582447 A MGTE 041 9/20/2025 44.203150 62.198271 91942.55 129372.40 44.203150 46.413308 48.733973 51.170672 53.729206 56.415666 59.236449 62.198271 Sssss Events Services Supervisor | 001750 | MGMT
A MGTE 042 07/27/2024 37.200671 52.345079 77377.40 108877.76 37.200671 39.060705 41.013740 43.064427 45.217648 47.478530 49.852456 52.345079 A MGTE 042 9/20/2025 37.572676 52.868530 78151.17 109966.54 37.572676 39.451310 41.423876 43.495070 45.669824 47.953315 50.350981 52.868530 Sssss Facilities & Real Prop Supt | 001751 | MGMT
A MGTE 043 07/27/2024 48.421959 68.134561 100717.68 141719.89 48.421959 50.843057 53.385210 56.054471 58.857195 61.800055 64.890058 68.134561 A MGTE 043 9/20/2025 48.906181 68.815907 101724.86 143137.09 48.906181 51.351490 53.919064 56.615017 59.445768 62.418056 65.538959 68.815907 Sssss Facilities Manager | 001880 | MGMT
A MGTE 143 07/27/2024 62.760187 88.309885 130541.19 183684.56 62.760187 65.898196 69.193106 72.652761 76.285399 80.099669 84.104652 88.309885 A MGTE 143 9/20/2025 63.387789 89.192984 131846.60 185521.41 63.387789 66.557178 69.885037 73.379289 77.048253 80.900666 84.945699 89.192984 Sssss Finance Manager | 001925 | MGMT
A MGTE 193 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 193 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Fiscal Policy Analyst | 001936 | MGMT
A MGTE 208 07/27/2024 37.131911 52.248328 77234.38 108676.52 37.131911 38.988507 40.937932 42.984829 45.134070 47.390773 49.760312 52.248328 A MGTE 208 9/20/2025 37.503229 52.770811 78006.72 109763.29 37.503229 39.378390 41.347310 43.414676 45.585410 47.864681 50.257915 52.770811 Sssss Fleet Manager | 001881 | MGMT
A MGTE 144 07/27/2024 54.240906 76.322401 112821.08 158750.59 54.240906 56.952951 59.800599 62.790629 65.930160 69.226668 72.688001 76.322401 A MGTE 144 9/20/2025 54.783314 77.085625 113949.29 160338.10 54.783314 57.522480 60.398604 63.418534 66.589461 69.918934 73.414881 77.085625
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Generator Technician | 006061 | BULT
A BLDG 023 07/01/2023 34.404714 48.410888 71561.80 100694.65 34.404714 36.124950 37.931198 39.827758 41.819146 43.910103 46.105608 48.410888 A BLDG 023 7/12/2025 34.748762 48.894997 72277.42 101701.59 34.748762 36.486200 38.310510 40.226035 42.237337 44.349204 46.566664 48.894997 Sssss Graphic Designer | 001929 | MGMT
A MGTE 199 12/14/2024 28.969962 38.822520 60257.52 80750.84 28.969962 30.418460 31.939383 33.536352 35.213170 36.973829 38.822520 A MGTE 199 9/20/2025 29.259662 39.210745 60860.10 81558.35 29.259662 30.722645 32.258777 33.871716 35.565302 37.343567 39.210745 Sssss HVAC Supervisor | 006269 | BULT
A BLDG 027 07/01/2023 37.266903 61.827623 77515.16 128601.46 37.266903 40.061921 43.066565 46.296557 49.768799 53.501459 57.514068 61.827623 A BLDG 027 7/12/2025 37.639572 62.445899 78290.31 129887.47 37.639572 40.462540 43.497231 46.759523 50.266487 54.036473 58.089208 62.445899 Sssss Homeless Services Manager | 001939 | MGMT
A MGTE 212 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 212 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Human Resources Manager | 001851 | MGMT
A MGTE 124 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 124 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss IT Manager | 001761 | MGMT
A MGTE 052 07/27/2024 61.054172 85.909351 126992.68 178691.45 61.054172 64.106881 67.312225 70.677836 74.211728 77.922314 81.818430 85.909351 A MGTE 052 9/20/2025 61.664714 86.768445 128262.60 180478.37 61.664714 64.747950 67.985347 71.384614 74.953845 78.701537 82.636614 86.768445 Sssss IT Supervisor | 001762 | MGMT
A MGTE 053 07/27/2024 53.552160 75.353267 111388.49 156734.80 53.552160 56.229768 59.041256 61.993319 65.092985 68.347634 71.765016 75.353267 A MGTE 053 9/20/2025 54.087682 76.106800 112502.38 158302.14 54.087682 56.792066 59.631669 62.613252 65.743915 69.031111 72.482667 76.106800 Sssss Integrated Waste Collctns Supt | 001763 | MGMT
A MGTE 054 07/27/2024 50.371744 70.878102 104773.23 147426.45 50.371744 52.890331 55.534848 58.311590 61.227170 64.288528 67.502954 70.878102 A MGTE 054 9/20/2025 50.875461 71.586883 105820.96 148900.72 50.875461 53.419234 56.090196 58.894706 61.839441 64.931413 68.177984 71.586883 Sssss Integrated Waste General Mgr | 001764 | MGMT
A MGTE 055 07/27/2024 59.999470 84.425278 124798.90 175604.58 59.999470 62.999443 66.149415 69.456886 72.929730 76.576216 80.405027 84.425278 A MGTE 055 9/20/2025 60.599464 85.269531 126046.88 177360.62 60.599464 63.629437 66.810909 70.151454 73.659027 77.341978 81.209077 85.269531 Sssss Integrated Waste General Supv | 001765 | MGMT
A MGTE 056 07/27/2024 45.334568 63.790290 94295.90 132683.80 45.334568 47.601296 49.981361 52.480429 55.104450 57.859673 60.752657 63.790290 A MGTE 056 9/20/2025 45.787913 64.428193 95238.86 134010.64 45.787913 48.077309 50.481174 53.005233 55.655495 58.438270 61.360184 64.428193
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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 Planning Supt | 001766 | MGMT
A MGTE 057 07/27/2024 50.371744 70.878102 104773.23 147426.45 50.371744 52.890331 55.534848 58.311590 61.227170 64.288528 67.502954 70.878102 A MGTE 057 9/20/2025 50.875461 71.586883 105820.96 148900.72 50.875461 53.419234 56.090196 58.894706 61.839441 64.931413 68.177984 71.586883 Sssss Investigator | 001944 | MGMT
A MGTE 216 07/27/2024 32.730223 46.054712 68078.86 95793.80 32.730223 34.366734 36.085071 37.889325 39.783791 41.772981 43.861630 46.054712 A MGTE 216 9/20/2025 33.057527 46.515259 68759.66 96751.74 33.057527 34.710403 36.445923 38.268219 40.181630 42.190711 44.300247 46.515259 Sssss Investment Officer | 001767 | MGMT
A MGTE 058 07/27/2024 51.340069 72.240632 106787.34 150260.52 51.340069 53.907072 56.602426 59.432547 62.404174 65.524383 68.800602 72.240632 A MGTE 058 9/20/2025 51.853470 72.963038 107855.22 151763.12 51.853470 54.446143 57.168450 60.026872 63.028216 66.179627 69.488608 72.963038 Sssss Investment Operations Analyst | 001890 | MGMT
A MGTE 153 07/27/2024 43.142916 60.706415 89737.26 126269.34 43.142916 45.300062 47.565065 49.943318 52.440484 55.062508 57.815633 60.706415 A MGTE 153 9/20/2025 43.574345 61.313479 90634.64 127532.04 43.574345 45.753062 48.040715 50.442751 52.964889 55.613133 58.393790 61.313479 Sssss Law Office Administrator | 001853 | MGMT
A MGTE 126 07/27/2024 46.586798 65.552303 96900.54 136348.79 46.586798 48.916138 51.361945 53.930042 56.626544 59.457871 62.430765 65.552303 A MGTE 126 9/20/2025 47.052667 66.207826 97869.55 137712.28 47.052667 49.405300 51.875565 54.469343 57.192810 60.052450 63.055072 66.207826 Sssss Legal Secretary (Ex) | 010803 | CONF
A CONF 021 07/27/2024 29.863255 42.020600 62115.57 87402.85 29.863255 31.356418 32.924239 34.570451 36.298974 38.113923 40.019619 42.020600 A CONF 021 9/20/2025 30.161889 42.440806 62736.73 88276.88 30.161889 31.669983 33.253482 34.916156 36.661964 38.495062 40.419815 42.440806 Sssss Legal Staff Assistant (Ex) | 010809 | CONF
A CONF 025 07/27/2024 21.214216 29.850533 44125.57 62089.11 21.214216 22.274927 23.388673 24.558107 25.786012 27.075313 28.429079 29.850533 A CONF 025 9/20/2025 21.426359 30.149038 44566.83 62710.00 21.426359 22.497677 23.622561 24.803689 26.043873 27.346067 28.713370 30.149038 Sssss Licensed Land Surveyor | 001770 | MGMT
A MGTE 165 07/27/2024 49.303344 69.374756 102550.96 144299.49 49.303344 51.768511 54.356937 57.074784 59.928523 62.924949 66.071196 69.374756 A MGTE 165 9/20/2025 49.796378 70.068504 103576.47 145742.49 49.796378 52.286197 54.900507 57.645532 60.527809 63.554199 66.731909 70.068504 Sssss Machinist | 006009 | BULT
A BLDG 006 07/01/2023 30.980388 51.397986 64439.21 106907.81 30.980388 33.303917 35.801711 38.486839 41.373352 44.476353 47.812080 51.397986 A BLDG 006 7/12/2025 31.290192 51.911966 65083.60 107976.89 31.290192 33.636956 36.159728 38.871708 41.787086 44.921117 48.290201 51.911966 Sssss Machinist Helper | 006011 | BULT
A BLDG 008 07/01/2023 24.827973 41.190826 51642.18 85676.92 24.827973 26.690071 28.691826 30.843713 33.156991 35.643765 38.317047 41.190826 A BLDG 008 7/12/2025 25.076252 41.602734 52158.60 86533.69 25.076252 26.956971 28.978744 31.152150 33.488561 36.000203 38.700218 41.602734
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Machinist Supervisor | 006010 | BULT
A BLDG 007 07/01/2023 35.978334 59.689824 74834.94 124154.83 35.978334 38.676709 41.577462 44.695772 48.047955 51.651552 55.525418 59.689824 A BLDG 007 7/12/2025 36.338116 60.286722 75583.28 125396.38 36.338116 39.063475 41.993236 45.142729 48.528434 52.168067 56.080672 60.286722 Sssss Marina Manager | 001773 | MGMT
A MGTE 062 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 062 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Mechanical Maintenance Supv | 006054 | BULT
A BLDG 016 07/01/2023 34.506393 57.247802 71773.30 119075.43 34.506393 37.094372 39.876450 42.867184 46.082223 49.538390 53.253769 57.247802 A BLDG 016 7/12/2025 34.851458 57.820280 72491.03 120266.18 34.851458 37.465317 40.275216 43.295857 46.543046 50.033774 53.786307 57.820280 Sssss Media & Communications Spclst | 001775 | MGMT
A MGTE 064 07/27/2024 37.874551 53.293298 78779.07 110850.06 37.874551 39.768279 41.756693 43.844528 46.036754 48.338592 50.755522 53.293298 A MGTE 064 9/20/2025 38.253297 53.826231 79566.86 111958.56 38.253297 40.165962 42.174260 44.282973 46.497122 48.821978 51.263077 53.826231 Sssss Neighborhood Services Area Mgr | 001778 | MGMT
A MGTE 067 07/27/2024 50.561339 71.144880 105167.58 147981.35 50.561339 53.089406 55.743876 58.531070 61.457623 64.530504 67.757029 71.144880 A MGTE 067 9/20/2025 51.066951 71.856329 106219.26 149461.16 51.066951 53.620299 56.301314 59.116380 62.072199 65.175809 68.434599 71.856329 Sssss Neighborhood Services Manager | 001901 | MGMT
A MGTE 167 07/27/2024 67.414976 94.859642 140223.15 197308.06 67.414976 70.785725 74.325011 78.041262 81.943325 86.040491 90.342516 94.859642 A MGTE 167 9/20/2025 68.089126 95.808238 141625.38 199281.14 68.089126 71.493582 75.068261 78.821674 82.762758 86.900896 91.245941 95.808238 Sssss Operations General Supervisor | 001802 | MGMT
A MGTE 086 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 086 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Painter | 006012 | BULT
A BLDG 009 07/01/2023 27.781540 46.090939 57785.60 95869.15 27.781540 29.865155 32.105042 34.512920 37.101389 39.883993 42.875292 46.090939 A BLDG 009 7/12/2025 28.059355 46.551848 58363.46 96827.84 28.059355 30.163807 32.426092 34.858049 37.472403 40.282833 43.304045 46.551848 Sssss Paralegal (Ex) | 010804 | CONF
A CONF 022 07/27/2024 32.664796 45.962649 67942.78 95602.31 32.664796 34.298036 36.012938 37.813585 39.704264 41.689477 43.773951 45.962649 A CONF 022 9/20/2025 32.991444 46.422275 68622.20 96558.33 32.991444 34.641016 36.373067 38.191720 40.101306 42.106371 44.211690 46.422275 Sssss Paralegal Tech Support (Ex) | 010805 | CONF
A CONF 36 07/27/2024 39.066249 54.970134 81257.80 114337.88 39.066249 41.019561 43.070539 45.224066 47.485269 49.859532 52.352509 54.970134 A CONF 36 9/20/2025 39.456910 55.519835 82070.37 115481.26 39.456910 41.429756 43.501244 45.676306 47.960121 50.358127 52.876033 55.519835
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Park Maintenance Manager | 001781 | MGMT
A MGTE 069 07/27/2024 49.158592 69.171076 102249.87 143875.84 49.158592 51.616522 54.197348 56.907215 59.752576 62.740205 65.877215 69.171076 A MGTE 069 9/20/2025 49.650180 69.862787 103272.37 145314.60 49.650180 52.132689 54.739323 57.476289 60.350103 63.367608 66.535988 69.862787 Sssss Park Maintenance Superintendnt | 001782 | MGMT
A MGTE 070 07/27/2024 44.242732 62.253968 92024.88 129488.25 44.242732 46.454869 48.777612 51.216493 53.777318 56.466184 59.289493 62.253968 A MGTE 070 9/20/2025 44.685161 62.876508 92945.14 130783.14 44.685161 46.919419 49.265390 51.728659 54.315092 57.030847 59.882389 62.876508 Sssss Park Plan Design & Devlpmt Mgr | 001869 | MGMT
A MGTE 135 07/27/2024 55.653786 78.310466 115759.88 162885.77 55.653786 58.436475 61.358299 64.426214 67.647525 71.029901 74.581396 78.310466 A MGTE 135 9/20/2025 56.210324 79.093571 116917.47 164514.63 56.210324 59.020840 61.971882 65.070476 68.324000 71.740200 75.327210 79.093571 Sssss Parking Manager | 001882 | MGMT
A MGTE 145 07/27/2024 55.162698 77.619457 114738.41 161448.47 55.162698 57.920833 60.816875 63.857719 67.050605 70.403135 73.923292 77.619457 A MGTE 145 9/20/2025 55.714327 78.395652 115885.80 163062.96 55.714327 58.500043 61.425045 64.496297 67.721112 71.107168 74.662526 78.395652 Sssss Payroll Technician | 010707 | CONF
A CONF 008 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 008 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264 Sssss Permit Services Manager | 001784 | MGMT
A MGTE 071 07/27/2024 46.024120 64.760559 95730.17 134701.96 46.024120 48.325326 50.741592 53.278672 55.942606 58.739736 61.676723 64.760559 A MGTE 071 9/20/2025 46.484361 65.408165 96687.47 136048.98 46.484361 48.808579 51.249008 53.811458 56.502031 59.327133 62.293490 65.408165 Sssss Personnel Analyst | 010823 | CONF
A CONF 043 07/27/2024 35.300040 49.670701 73424.08 103315.06 35.300040 37.065042 38.918294 40.864209 42.907419 45.052790 47.305430 49.670701 A CONF 043 9/20/2025 35.653039 50.167408 74158.32 104348.21 35.653039 37.435691 39.307476 41.272850 43.336493 45.503318 47.778484 50.167408 Sssss Personnel Analyst | 014012 | MSUP
A MSUP 012 07/27/2024 35.300040 49.670701 73424.08 103315.06 35.300040 37.065042 38.918294 40.864209 42.907419 45.052790 47.305430 49.670701 A MSUP 012 9/20/2025 35.653039 50.167408 74158.32 104348.21 35.653039 37.435691 39.307476 41.272850 43.336493 45.503318 47.778484 50.167408 Sssss Personnel Technician | 010708 | CONF
A CONF 009 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 009 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264 Sssss Planning Director | 001786 | MGMT
A MGTE 073 07/27/2024 61.301841 86.257848 127507.83 179416.32 61.301841 64.366933 67.585280 70.964544 74.512771 78.238410 82.150331 86.257848 A MGTE 073 9/20/2025 61.914860 87.120426 128782.91 181210.49 61.914860 65.010603 68.261133 71.674190 75.257899 79.020794 82.971834 87.120426
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Plumber | 006014 | BULT
A BLDG 010 07/01/2023 29.789657 49.422505 61962.49 102798.81 29.789657 32.023881 34.425672 37.007597 39.783167 42.766905 45.974423 49.422505 A BLDG 010 7/12/2025 30.087553 49.916730 62582.11 103826.80 30.087553 32.344119 34.769928 37.377673 40.180999 43.194574 46.434167 49.916730 Sssss Plumber Apprentice | 006264 | BULT
A BLDG 021 07/01/2023 17.796781 29.525733 37017.30 61413.52 17.796781 19.131540 20.566405 22.108885 23.767051 25.549580 27.465798 29.525733 A BLDG 021 7/12/2025 17.974748 29.820990 37387.48 62027.66 17.974748 19.322854 20.772068 22.329973 24.004721 25.805075 27.740456 29.820990 Sssss Plumbing Supervisor | 006270 | BULT
A BLDG 028 07/01/2023 33.501352 55.580389 69682.81 115607.21 33.501352 36.013953 38.714999 41.618624 44.740021 48.095523 51.702687 55.580389 A BLDG 028 7/12/2025 33.836365 56.136193 70379.64 116763.28 33.836365 36.374092 39.102149 42.034810 45.187421 48.576478 52.219714 56.136193 Sssss Police Captain | 001789 | MGMT
A MGTP 076 07/27/2024 82.395016 115.938062 171381.63 241151.17 82.395016 86.514767 90.840505 95.382530 100.151657 105.159240 110.417202 115.938062 A MGTP 076 9/20/2025 83.218966 117.097443 173095.45 243562.68 83.218966 87.379914 91.748910 96.336355 101.153173 106.210832 111.521374 117.097443 Sssss Police Lieutenant | 001870 | MGMT
A MGTP 136 07/27/2024 71.647839 100.815705 149027.50 209696.67 71.647839 75.230231 78.991743 82.941330 87.088396 91.442816 96.014957 100.815705 A MGTP 136 9/20/2025 72.364318 101.823862 150517.78 211793.63 72.364318 75.982534 79.781661 83.770744 87.959281 92.357245 96.975107 101.823862 Sssss Police Social Services Admnstr | 001932 | MGMT
A MGTE 204 07/27/2024 47.585353 66.957372 98977.53 139271.33 47.585353 49.964621 52.462852 55.085995 57.840295 60.732310 63.768926 66.957372 A MGTE 204 9/20/2025 48.061208 67.626946 99967.31 140664.05 48.061208 50.464268 52.987481 55.636855 58.418698 61.339633 64.406615 67.626946 Sssss Principal Accountant | 001791 | MGMT
A MGTE 078 07/27/2024 41.273741 58.076299 85849.38 120798.70 41.273741 43.337428 45.504299 47.779514 50.168490 52.676915 55.310761 58.076299 A MGTE 078 9/20/2025 41.686479 58.657062 86707.88 122006.69 41.686479 43.770803 45.959343 48.257310 50.670176 53.203685 55.863869 58.657062 Sssss Principal Applications Develpr | 001828 | MGMT
A MGTE 109 07/27/2024 52.698739 74.152417 109613.38 154237.03 52.698739 55.333676 58.100360 61.005378 64.055647 67.258429 70.621350 74.152417 A MGTE 109 9/20/2025 53.225725 74.893941 110709.51 155779.40 53.225725 55.887011 58.681362 61.615430 64.696202 67.931012 71.327563 74.893941 Sssss Principal Building Inspector | 001793 | MGMT
A MGTE 079 07/27/2024 47.520140 66.865609 98841.89 139080.47 47.520140 49.896147 52.390954 55.010502 57.761027 60.649078 63.681532 66.865609 A MGTE 079 9/20/2025 47.995343 67.534265 99830.31 140471.27 47.995343 50.395110 52.914865 55.560608 58.338638 61.255570 64.318348 67.534265 Sssss Principal Engineer | 001918 | MGMT
A MGTE 184 07/27/2024 59.907800 84.296290 124608.22 175336.28 59.907800 62.903190 66.048350 69.350767 72.818305 76.459220 80.282181 84.296290 A MGTE 184 9/20/2025 60.506877 85.139253 125854.30 177089.65 60.506877 63.532221 66.708832 70.044274 73.546488 77.223812 81.085003 85.139253
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Principal Fiscal Policy Anlyst | 001937 | MGMT
A MGTE 209 07/27/2024 49.876780 70.181639 103743.70 145977.81 49.876780 52.370619 54.989150 57.738608 60.625538 63.656815 66.839656 70.181639 A MGTE 209 9/20/2025 50.375548 70.883455 104781.14 147437.59 50.375548 52.894325 55.539041 58.315993 61.231793 64.293383 67.508052 70.883455 Sssss Principal Planner | 001795 | MGMT
A MGTE 080 07/27/2024 52.106566 73.319170 108381.66 152503.87 52.106566 54.711894 57.447489 60.319863 63.335856 66.502649 69.827781 73.319170 A MGTE 080 9/20/2025 52.627630 74.052362 109465.47 154028.91 52.627630 55.259012 58.021963 60.923061 63.969214 67.167675 70.526059 74.052362 Sssss Principal Systems Engineer | 001796 | MGMT
A MGTE 081 07/27/2024 52.698739 74.152417 109613.38 154237.03 52.698739 55.333676 58.100360 61.005378 64.055647 67.258429 70.621350 74.152417 A MGTE 081 9/20/2025 53.225725 74.893941 110709.51 155779.40 53.225725 55.887011 58.681362 61.615430 64.696202 67.931012 71.327563 74.893941 Sssss Process Control Supervisor | 001947 | MGMT
A MGTE 219 07/27/2024 45.710288 64.318966 95077.40 133783.45 45.710288 47.995802 50.395592 52.915372 55.561141 58.339198 61.256158 64.318966 A MGTE 219 9/20/2025 46.167391 64.962156 96028.17 135121.28 46.167391 48.475761 50.899549 53.444526 56.116752 58.922590 61.868720 64.962156 Sssss Procurement Services Manager | 001797 | MGMT
A MGTE 082 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 082 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Program Manager | 001798 | MGMT
A MGTE 083 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 083 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Program Specialist | 001799 | MGMT
A MGTE 084 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 084 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Public Safety Admin. Manager | 001788 | MGMT
A MGTE 075 07/27/2024 49.317362 69.394481 102580.11 144340.52 49.317362 51.783230 54.372391 57.091011 59.945562 62.942840 66.089982 69.394481 A MGTE 075 9/20/2025 49.810536 70.088426 103605.92 145783.93 49.810536 52.301063 54.916116 57.661922 60.545018 63.572269 66.750882 70.088426 Sssss Public Safety Communicatns Mgr | 001931 | MGMT
A MGTE 203 07/27/2024 59.180834 83.273377 123096.14 173208.62 59.180834 62.139876 65.246870 68.509213 71.934674 75.531408 79.307978 83.273377 A MGTE 203 9/20/2025 59.772643 84.106111 124327.10 174940.71 59.772643 62.761275 65.899339 69.194306 72.654021 76.286722 80.101058 84.106111 Sssss Recreation General Supervisor | 001805 | MGMT
A MGTE 089 07/27/2024 38.471393 54.133113 80020.50 112596.88 38.471393 40.394963 42.414711 44.535447 46.762219 49.100330 51.555346 54.133113 A MGTE 089 9/20/2025 38.856106 54.674444 80820.70 113722.84 38.856106 40.798911 42.838857 44.980800 47.229840 49.591332 52.070899 54.674444
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Recreation Manager | 001803 | MGMT
A MGTE 087 07/27/2024 50.289403 70.762239 104601.96 147185.46 50.289403 52.803873 55.444067 58.216270 61.127083 64.183437 67.392609 70.762239 A MGTE 087 9/20/2025 50.792295 71.469861 105647.97 148657.31 50.792295 53.331910 55.998505 58.798430 61.738352 64.825270 68.066534 71.469861 Sssss Recreation Superintendent | 001804 | MGMT
A MGTE 088 07/27/2024 42.745992 60.147904 88911.66 125107.64 42.745992 44.883292 47.127457 49.483830 51.958021 54.555922 57.283718 60.147904 A MGTE 088 9/20/2025 43.173452 60.749383 89800.78 126358.72 43.173452 45.332125 47.598731 49.978668 52.477601 55.101481 57.856555 60.749383 Sssss Risk Manager | 001864 | MGMT
A MGTE 166 07/27/2024 60.753834 85.486745 126367.98 177812.43 60.753834 63.791526 66.981102 70.330157 73.846665 77.538998 81.415948 85.486745 A MGTE 166 9/20/2025 61.361371 86.341612 127631.65 179590.55 61.361371 64.429440 67.650912 71.033458 74.585131 78.314388 82.230107 86.341612 Sssss Senior Accountant Auditor | 010824 | CONF
A CONF 045 07/27/2024 39.412750 55.457696 81978.52 115352.01 39.412750 41.383387 43.452556 45.625184 47.906443 50.301765 52.816853 55.457696 A CONF 045 9/20/2025 39.806877 56.012273 82798.30 116505.53 39.806877 41.797221 43.887082 46.081436 48.385508 50.804783 53.345022 56.012273 Sssss Senior Accountant Auditor | 014013 | MSUP
A MSUP 013 07/27/2024 39.412750 55.457696 81978.52 115352.01 39.412750 41.383387 43.452556 45.625184 47.906443 50.301765 52.816853 55.457696 A MSUP 013 9/20/2025 39.806877 56.012273 82798.30 116505.53 39.806877 41.797221 43.887082 46.081436 48.385508 50.804783 53.345022 56.012273 Sssss Senior Applications Developer | 001812 | MGMT
A MGTE 094 07/27/2024 47.101907 66.277113 97971.97 137856.40 47.101907 49.457002 51.929852 54.526345 57.252662 60.115295 63.121060 66.277113 A MGTE 094 9/20/2025 47.572926 66.939884 98951.69 139234.96 47.572926 49.951572 52.449151 55.071609 57.825189 60.716448 63.752270 66.939884 Sssss Senior Architect | 001813 | MGMT
A MGTE 095 07/27/2024 50.747384 71.406666 105554.56 148525.86 50.747384 53.284753 55.948991 58.746441 61.683763 64.767951 68.006349 71.406666 A MGTE 095 9/20/2025 51.254858 72.120733 106610.10 150011.12 51.254858 53.817601 56.508481 59.333905 62.300600 65.415630 68.686412 72.120733 Sssss Senior Auditor | 001935 | MGMT
A MGTE 210 07/27/2024 36.347764 51.144954 75603.35 106381.50 36.347764 38.165152 40.073410 42.077080 44.180934 46.389981 48.709480 51.144954 A MGTE 210 9/20/2025 36.711242 51.656404 76359.38 107445.32 36.711242 38.546804 40.474144 42.497851 44.622744 46.853881 49.196575 51.656404 Sssss Senior Budget Analyst | 010825 | CONF
A CONF 046 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A CONF 046 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547 Sssss Senior Budget Analyst | 014014 | MSUP
A MSUP 014 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MSUP 014 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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 Carpenter | 006256 | BULT
A BLDG 017 07/01/2023 29.044788 48.186730 60413.16 100228.40 29.044788 31.223147 33.564883 36.082249 38.788418 41.697549 44.824865 48.186730 A BLDG 017 7/12/2025 29.335235 48.668597 61017.29 101230.68 29.335235 31.535378 33.900531 36.443071 39.176301 42.114524 45.273113 48.668597 Sssss Senior Debt Analyst | 001814 | MGMT
A MGTE 096 07/27/2024 45.324662 63.776351 94275.30 132654.81 45.324662 47.590895 49.970440 52.468962 55.092410 57.847030 60.739382 63.776351 A MGTE 096 9/20/2025 45.777909 64.414115 95218.05 133981.36 45.777909 48.066804 50.470144 52.993651 55.643334 58.425501 61.346776 64.414115 Sssss Senior Deputy City Attorney | 001815 | MGMT
A MGTE 097 07/27/2024 72.516685 102.038257 150834.70 212239.58 72.516685 76.142519 79.949645 83.947127 88.144483 92.551707 97.179292 102.038257 A MGTE 097 9/20/2025 73.241852 103.058640 152343.05 214361.97 73.241852 76.903945 80.749142 84.786599 89.025929 93.477225 98.151086 103.058640 Sssss Senior Deputy City Clerk | 010828 | CONF
A CONF 049 07/27/2024 29.864923 42.022945 62119.04 87407.73 29.864923 31.358169 32.926077 34.572381 36.301000 38.116050 40.021852 42.022945 A CONF 049 9/20/2025 30.163571 42.443174 62740.23 88281.80 30.163571 31.671750 33.255338 34.918105 36.664010 38.497210 40.422070 42.443174 Sssss Senior Deputy City Clerk | 014004 | MSUP
A MSUP 005 07/27/2024 29.864923 42.022945 62119.04 87407.73 29.864923 31.358169 32.926077 34.572381 36.301000 38.116050 40.021852 42.022945 A MSUP 005 9/20/2025 30.163571 42.443174 62740.23 88281.80 30.163571 31.671750 33.255338 34.918105 36.664010 38.497210 40.422070 42.443174 Sssss Senior Development Project Mgr | 001816 | MGMT
A MGTE 098 07/27/2024 48.306029 67.971434 100476.54 141380.58 48.306029 50.721330 53.257397 55.920267 58.716280 61.652094 64.734699 67.971434 A MGTE 098 9/20/2025 48.789090 68.651148 101481.31 142794.39 48.789090 51.228544 53.789971 56.479470 59.303443 62.268615 65.382046 68.651148 Sssss Senior Electrician | 006266 | BULT
A BLDG 022 07/01/2023 33.536660 55.638966 69756.25 115729.05 33.536660 36.051909 38.755802 41.662487 44.787174 48.146212 51.757178 55.638966 A BLDG 022 7/12/2025 33.872027 56.195356 70453.82 116886.34 33.872027 36.412429 39.143361 42.079113 45.235046 48.627674 52.274750 56.195356 Sssss Senior Engineer | 001817 | MGMT
A MGTE 099 07/27/2024 51.349245 72.253543 106806.43 150287.37 51.349245 53.916707 56.612542 59.443169 62.415327 65.536093 68.812898 72.253543 A MGTE 099 9/20/2025 51.862736 72.976078 107874.49 151790.24 51.862736 54.455873 57.178667 60.037600 63.039480 66.191454 69.501027 72.976078 Sssss Senior Fiscal Policy Analyst | 001938 | MGMT
A MGTE 211 07/27/2024 44.532650 62.661910 92627.91 130336.77 44.532650 46.759283 49.097247 51.552109 54.129714 56.836200 59.678010 62.661910 A MGTE 211 9/20/2025 44.977976 63.288529 93554.19 131640.14 44.977976 47.226875 49.588219 52.067630 54.671011 57.404562 60.274790 63.288529 Sssss Senior Generator Technician | 006062 | BULT
A BLDG 024 07/01/2023 36.600713 51.500879 76129.48 107121.83 36.600713 38.430749 40.352286 42.369900 44.488395 46.712815 49.048456 51.500879 A BLDG 024 7/12/2025 36.966721 52.015888 76890.78 108193.05 36.966721 38.815057 40.755810 42.793600 44.933280 47.179944 49.538941 52.015888
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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 Investment Officer | 001818 | MGMT
A MGTE 100 07/27/2024 60.400082 84.988979 125632.17 176777.08 60.400082 63.420086 66.591090 69.920644 73.416676 77.087510 80.941885 84.988979 A MGTE 100 9/20/2025 61.004082 85.838869 126888.49 178544.85 61.004082 64.054286 67.257000 70.619850 74.150843 77.858385 81.751304 85.838869 Sssss Senior Landscape Architect | 001819 | MGMT
A MGTE 101 07/27/2024 45.425821 63.918691 94485.71 132950.88 45.425821 47.697112 50.081968 52.586066 55.215369 57.976137 60.874944 63.918691 A MGTE 101 9/20/2025 45.880079 64.557878 95430.56 134280.39 45.880079 48.174083 50.582787 53.111926 55.767522 58.555898 61.483693 64.557878 Sssss Senior Legal Staff Asst (Ex) | 010811 | CONF
A CONF 032 07/27/2024 26.272200 36.967623 54646.18 76892.66 26.272200 27.585810 28.965100 30.413355 31.934023 33.530724 35.207260 36.967623 A CONF 032 9/20/2025 26.534921 37.337299 55192.64 77661.58 26.534921 27.861667 29.254750 30.717488 32.253362 33.866030 35.559332 37.337299 Sssss Senior Painter | 006051 | BULT
A BLDG 013 07/01/2023 29.529226 48.990437 61420.79 101900.11 29.529226 31.743918 34.124712 36.684065 39.435370 42.393023 45.572500 48.990437 A BLDG 013 7/12/2025 29.824518 49.480341 62035.00 102919.11 29.824518 32.061357 34.465959 37.050906 39.829724 42.816953 46.028224 49.480341 Sssss Senior Personnel Analyst | 001821 | MGMT
A MGTE 103 07/27/2024 40.980019 57.663002 85238.44 119939.04 40.980019 43.029020 45.180471 47.439495 49.811470 52.302043 54.917145 57.663002 A MGTE 103 9/20/2025 41.389819 58.239632 86090.82 121138.44 41.389819 43.459310 45.632276 47.913890 50.309584 52.825063 55.466316 58.239632 Sssss Senior Planner | 001822 | MGMT
A MGTE 104 07/27/2024 44.290581 62.321296 92124.41 129628.30 44.290581 46.505110 48.830366 51.271884 53.835478 56.527252 59.353615 62.321296 A MGTE 104 9/20/2025 44.733488 62.944509 93045.66 130924.58 44.733488 46.970162 49.318670 51.784603 54.373833 57.092525 59.947151 62.944509 Sssss Senior Plumber | 006258 | BULT
A BLDG 018 07/01/2023 32.863175 54.521623 68355.40 113404.98 32.863175 35.327913 37.977507 40.825820 43.887757 47.179339 50.717789 54.521623 A BLDG 018 7/12/2025 33.191807 55.066839 69038.96 114539.02 33.191807 35.681193 38.357282 41.234078 44.326634 47.651132 51.224967 55.066839 Sssss Senior Staff Assistant | 010712 | CONF
A CONF 012 07/27/2024 23.921445 33.659875 49756.61 70012.54 23.921445 25.117517 26.373393 27.692063 29.076666 30.530499 32.057024 33.659875 A CONF 012 9/20/2025 24.160659 33.996474 50254.17 70712.67 24.160659 25.368692 26.637127 27.968983 29.367432 30.835804 32.377594 33.996474 Sssss Senior Systems Engineer | 001823 | MGMT
A MGTE 105 07/27/2024 47.272960 66.517801 98327.76 138357.03 47.272960 49.636608 52.118438 54.724360 57.460578 60.333607 63.350287 66.517801 A MGTE 105 9/20/2025 47.745690 67.182979 99311.04 139740.60 47.745690 50.132974 52.639623 55.271604 58.035184 60.936943 63.983790 67.182979 Sssss Special Asst to City Attny(Ex) | 010826 | CONF
A CONF 047 07/27/2024 32.223877 45.342231 67025.66 94311.84 32.223877 33.835071 35.526825 37.303166 39.168324 41.126740 43.183077 45.342231 A CONF 047 9/20/2025 32.546116 45.795653 67695.92 95254.96 32.546116 34.173422 35.882093 37.676198 39.560008 41.538008 43.614908 45.795653
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Special Asst. to City Attorney | 014015 | MSUP
A MSUP 015 07/27/2024 32.223877 45.342231 67025.66 94311.84 32.223877 33.835071 35.526825 37.303166 39.168324 41.126740 43.183077 45.342231 A MSUP 015 9/20/2025 32.546116 45.795653 67695.92 95254.96 32.546116 34.173422 35.882093 37.676198 39.560008 41.538008 43.614908 45.795653 Sssss Special Districts Manager | 001915 | MGMT
A MGTE 202 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 202 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Special Projects Manager | 001855 | MGMT
A MGTE 127 07/27/2024 48.451730 68.176451 100779.60 141807.02 48.451730 50.874316 53.418032 56.088934 58.893381 61.838050 64.929953 68.176451 A MGTE 127 9/20/2025 48.936248 68.858216 101787.40 143225.09 48.936248 51.383060 53.952213 56.649824 59.482315 62.456431 65.579253 68.858216 Sssss Staff Assistant | 010713 | CONF
A CONF 013 07/27/2024 21.214216 29.850533 44125.57 62089.11 21.214216 22.274927 23.388673 24.558107 25.786012 27.075313 28.429079 29.850533 A CONF 013 9/20/2025 21.426359 30.149038 44566.83 62710.00 21.426359 22.497677 23.622561 24.803689 26.043873 27.346067 28.713370 30.149038 Sssss Stagehand I | 006016 | BULT
A BLDG 011 07/01/2023 26.154118 36.801471 54400.56 76547.06 26.154118 27.461824 28.834915 30.276661 31.790494 33.380019 35.049020 36.801471 A BLDG 011 7/12/2025 26.415660 37.169486 54944.57 77312.53 26.415660 27.736443 29.123265 30.579428 32.108399 33.713819 35.399510 37.169486 Sssss Stagehand II | 006017 | BULT
A BLDG 012 07/01/2023 24.405039 40.489159 50762.48 84217.45 24.405039 26.235417 28.203073 30.318304 32.592177 35.036590 37.664334 40.489159 A BLDG 012 7/12/2025 24.649089 40.894051 51270.10 85059.63 24.649089 26.497771 28.485104 30.621487 32.918099 35.386956 38.040978 40.894051 Sssss Stores Administrator | 001945 | MGMT
A MGTE 217 07/27/2024 36.071000 50.755521 75027.68 105571.48 36.071000 37.874550 39.768278 41.756692 43.844527 46.036753 48.338591 50.755521 A MGTE 217 9/20/2025 36.431710 51.263076 75777.96 106627.20 36.431710 38.253296 40.165961 42.174259 44.282972 46.497121 48.821977 51.263076 Sssss Streets Manager | 001883 | MGMT
A MGTE 146 07/27/2024 49.418704 69.537078 102790.90 144637.12 49.418704 51.889639 54.484121 57.208327 60.068743 63.072180 66.225789 69.537078 A MGTE 146 9/20/2025 49.912890 70.232449 103818.81 146083.49 49.912890 52.408535 55.028962 57.780410 60.669430 63.702902 66.888047 70.232449 Sssss Structural Maintenance Supv | 006053 | BULT
A BLDG 015 07/01/2023 34.479574 57.203306 71717.51 118982.88 34.479574 37.065542 39.845458 42.833867 46.046407 49.499887 53.212378 57.203306 A BLDG 015 7/12/2025 34.824369 57.775339 72434.69 120172.70 34.824369 37.436197 40.243912 43.262205 46.506870 49.994885 53.744501 57.775339 Sssss Supervising Architect | 001829 | MGMT
A MGTE 110 07/27/2024 56.385983 79.340739 117282.84 165028.74 56.385983 59.205282 62.165546 65.273823 68.537514 71.964390 75.562609 79.340739 A MGTE 110 9/20/2025 56.949841 80.134146 118455.67 166679.02 56.949841 59.797333 62.787200 65.926560 69.222888 72.684032 76.318234 80.134146
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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 Engineer | 001831 | MGMT
A MGTE 112 07/27/2024 57.054715 80.281714 118673.81 166985.96 57.054715 59.907451 62.902824 66.047965 69.350363 72.817881 76.458775 80.281714 A MGTE 112 9/20/2025 57.625263 81.084531 119860.55 168655.82 57.625263 60.506526 63.531852 66.708445 70.043867 73.546060 77.223363 81.084531 Sssss Supervising Financial Analyst | 001832 | MGMT
A MGTE 113 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 113 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Supervising Generator Tech | 006063 | BULT
A BLDG 025 07/01/2023 33.741821 55.979339 70182.99 116437.02 33.741821 36.272458 38.992892 41.917359 45.061161 48.440748 52.073804 55.979339 A BLDG 025 7/12/2025 34.079238 56.539132 70884.82 117601.40 34.079238 36.635181 39.382820 42.336531 45.511771 48.925154 52.594541 56.539132 Sssss Supervising Landscape Architct | 001898 | MGMT
A MGTE 160 07/27/2024 49.968486 70.310678 103934.45 146246.21 49.968486 52.466910 55.090256 57.844769 60.737007 63.773857 66.962550 70.310678 A MGTE 160 9/20/2025 50.468170 71.013785 104973.79 147708.67 50.468170 52.991579 55.641158 58.423216 61.344377 64.411596 67.632176 71.013785 Sssss Supervising Legal Secretary | 010816 | CONF
A CONF 028 07/27/2024 34.342745 48.323691 71432.91 100513.28 34.342745 36.059882 37.862876 39.756020 41.743821 43.831012 46.022563 48.323691 A CONF 028 9/20/2025 34.686173 48.806928 72147.24 101518.41 34.686173 36.420482 38.241506 40.153581 42.161260 44.269323 46.482789 48.806928 Sssss Support Services Manager | 001834 | MGMT
A MGTE 115 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 115 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604 Sssss Systems Engineer | 010714 | CONF
A CONF 014 07/27/2024 43.027896 60.544572 89498.02 125932.71 43.027896 45.179291 47.438256 49.810169 52.300677 54.915711 57.661497 60.544572 A CONF 014 9/20/2025 43.458176 61.150018 90393.01 127192.04 43.458176 45.631085 47.912639 50.308271 52.823685 55.464869 58.238112 61.150018 Sssss Traffic Worker I | 008001 | TRAF
A TRAF 001 07/13/2024 25.063012 35.266176 52131.06 73353.65 25.063012 26.316163 27.631971 29.013570 30.464249 31.987461 33.586834 35.266176 A TRAF 001 1/10/2026 25.313643 35.618838 52652.38 74087.18 25.313643 26.579325 27.908291 29.303706 30.768891 32.307336 33.922703 35.618838 Sssss Traffic Worker II | 008002 | TRAF
A TRAF 002 07/13/2024 27.560200 38.779970 57325.22 80662.34 27.560200 28.938210 30.385121 31.904377 33.499596 35.174576 36.933305 38.779970 A TRAF 002 1/10/2026 27.835802 39.167770 57898.47 81468.96 27.835802 29.227592 30.688972 32.223421 33.834592 35.526322 37.302638 39.167770 Sssss Traffic Worker III | 008003 | TRAF
A TRAF 003 07/13/2024 29.286719 41.209354 60916.38 85715.46 29.286719 30.751055 32.288608 33.903038 35.598190 37.378099 39.247004 41.209354 A TRAF 003 1/10/2026 29.579586 41.621448 61525.54 86572.61 29.579586 31.058565 32.611493 34.242068 35.954171 37.751880 39.639474 41.621448
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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 Worker Trainee | 008005 | TRAF
A TRAF 005 07/13/2024 21.986369 30.937029 45731.65 64349.02 21.986369 23.085687 24.239971 25.451970 26.724569 28.060797 29.463837 30.937029 A TRAF 005 1/10/2026 22.206232 31.246399 46188.96 64992.51 22.206232 23.316544 24.482371 25.706490 26.991814 28.341405 29.758475 31.246399 Sssss Training Specialist | 001857 | MGMT
A MGTE 129 07/27/2024 39.028590 54.917146 81179.47 114227.66 39.028590 40.980019 43.029020 45.180471 47.439495 49.811470 52.302044 54.917146 A MGTE 129 9/20/2025 39.418875 55.466317 81991.26 115369.94 39.418875 41.389819 43.459310 45.632276 47.913890 50.309585 52.825064 55.466317 Sssss Treasury Analyst | 010827 | CONF
A CONF 048 07/27/2024 39.412750 55.457696 81978.52 115352.01 39.412750 41.383387 43.452556 45.625184 47.906443 50.301765 52.816853 55.457696 A CONF 048 9/20/2025 39.806877 56.012273 82798.30 116505.53 39.806877 41.797221 43.887082 46.081436 48.385508 50.804783 53.345022 56.012273 Sssss Treasury Analyst | 014016 | MSUP
A MSUP 016 07/27/2024 39.412750 55.457696 81978.52 115352.01 39.412750 41.383387 43.452556 45.625184 47.906443 50.301765 52.816853 55.457696 A MSUP 016 9/20/2025 39.806877 56.012273 82798.30 116505.53 39.806877 41.797221 43.887082 46.081436 48.385508 50.804783 53.345022 56.012273 Sssss Treasury Assistant | 010715 | CONF
A CONF 033 07/27/2024 28.227322 39.718675 58712.83 82614.84 28.227322 29.638688 31.120622 32.676653 34.310486 36.026010 37.827310 39.718675 A CONF 033 9/20/2025 28.509594 40.115862 59299.96 83440.99 28.509594 29.935074 31.431828 33.003419 34.653590 36.386270 38.205583 40.115862 Sssss Treasury Manager | 001801 | MGMT
A MGTE 085 07/27/2024 70.535791 99.250941 146714.44 206441.96 70.535791 74.062581 77.765710 81.653995 85.736695 90.023530 94.524706 99.250941 A MGTE 085 9/20/2025 71.241149 100.243450 148181.59 208506.38 71.241149 74.803206 78.543366 82.470534 86.594061 90.923764 95.469952 100.243450 Sssss Urban Design Manager | 001894 | MGMT
A MGTE 156 07/27/2024 56.385983 79.340739 117282.84 165028.74 56.385983 59.205282 62.165546 65.273823 68.537514 71.964390 75.562609 79.340739 A MGTE 156 9/20/2025 56.949841 80.134146 118455.67 166679.02 56.949841 59.797333 62.787200 65.926560 69.222888 72.684032 76.318234 80.134146 Sssss Util Operations & Maint Supt | 001841 | MGMT
A MGTE 120 09/20/2025 54.892631 77.239444 114176.67 160658.04 54.892631 57.637526 60.519125 63.545081 66.722335 70.058452 73.561375 77.239444 A MGTE 120 9/20/2025 55.441556 78.011838 115318.44 162264.62 55.441556 58.213634 61.124316 64.180532 67.389559 70.759037 74.296989 78.011838 Sssss Utilities Locator | 007010 | L447
A WATR 006 07/01/2023 32.094120 45.159650 66755.77 93932.07 32.094120 33.698826 35.383767 37.152955 39.010603 40.961133 43.009190 45.159650 A WATR 006 7/12/2025 32.415062 45.611247 67423.33 94871.39 32.415062 34.035815 35.737606 37.524486 39.400710 41.370746 43.439283 45.611247 Sssss Utilities O&M Leadworker | 007002 | L447
A WATR 002 07/01/2023 34.463445 48.493528 71683.97 100866.54 34.463445 36.186617 37.995948 39.895745 41.890532 43.985059 46.184312 48.493528 A WATR 002 7/12/2025 34.808080 48.978463 72400.81 101875.20 34.808080 36.548484 38.375908 40.294703 42.309438 44.424910 46.646155 48.978463
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Utilities O&M Serviceworker | 007001 | L447
A WATR 001 07/01/2023 31.311337 44.058194 65127.58 91641.04 31.311337 32.876904 34.520749 36.246786 38.059125 39.962081 41.960185 44.058194 A WATR 001 7/12/2025 31.624449 44.498776 65778.85 92557.45 31.624449 33.205671 34.865955 36.609253 38.439716 40.361702 42.379787 44.498776 Sssss Utilities Ops and Maint Mgr | 001842 | MGMT
A MGTE 198 07/27/2024 59.999470 84.425278 124798.90 175604.58 59.999470 62.999443 66.149415 69.456886 72.929730 76.576216 80.405027 84.425278 A MGTE 198 9/20/2025 60.599464 85.269531 126046.88 177360.62 60.599464 63.629437 66.810909 70.151454 73.659027 77.341978 81.209077 85.269531 Sssss Utility Construction Coord | 001839 | MGMT
A MGTE 118 07/27/2024 46.351537 65.221268 96411.20 135660.24 46.351537 48.669114 51.102570 53.657698 56.340583 59.157612 62.115493 65.221268 A MGTE 118 9/20/2025 46.815053 65.873481 97375.31 137016.84 46.815053 49.155806 51.613596 54.194276 56.903990 59.749190 62.736649 65.873481 Sssss Veterinarian | 001875 | MGMT
A MGTE 140 07/27/2024 45.598946 64.162296 94845.81 133457.58 45.598946 47.878893 50.272838 52.786480 55.425804 58.197094 61.106949 64.162296 A MGTE 140 9/20/2025 46.054936 64.803919 95794.27 134792.15 46.054936 48.357683 50.775567 53.314345 55.980062 58.779065 61.718018 64.803919 Sssss Water Cross Conn Ctrl Spclst | 007902 | L447
A WATR 004 07/01/2023 39.627997 55.760571 82426.23 115981.99 39.627997 41.609397 43.689867 45.874360 48.168078 50.576482 53.105306 55.760571 A WATR 004 7/12/2025 40.024277 56.318177 83250.50 117141.81 40.024277 42.025491 44.126766 46.333104 48.649759 51.082247 53.636359 56.318177 Sssss Website Administrator | 001904 | MGMT
A MGTE 170 07/27/2024 50.561339 71.144880 105167.58 147981.35 50.561339 53.089406 55.743876 58.531070 61.457623 64.530504 67.757029 71.144880 A MGTE 170 9/20/2025 51.066951 71.856329 106219.26 149461.16 51.066951 53.620299 56.301314 59.116380 62.072199 65.175809 68.434599 71.856329 Sssss Workers Comp Claims Asst I | 010818 | CONF
A CONF 037 07/27/2024 27.641467 38.894321 57494.25 80900.19 27.641467 29.023540 30.474717 31.998453 33.598376 35.278295 37.042210 38.894321 A CONF 037 9/20/2025 27.917882 39.283264 58069.20 81709.19 27.917882 29.313776 30.779465 32.318438 33.934360 35.631078 37.412632 39.283264 Sssss Workers Comp Claims Asst II | 010819 | CONF
A CONF 038 07/27/2024 30.405614 42.783753 63243.68 88990.21 30.405614 31.925895 33.522190 35.198299 36.958214 38.806125 40.746431 42.783753 A CONF 038 9/20/2025 30.709670 43.211591 63876.11 89880.11 30.709670 32.245154 33.857412 35.550283 37.327797 39.194187 41.153896 43.211591 Sssss Workers Comp Claims Mgr | 001927 | MGMT
A MGTE 195 07/27/2024 55.230683 77.715117 114879.82 161647.44 55.230683 57.992217 60.891828 63.936419 67.133240 70.489902 74.014397 77.715117 A MGTE 195 9/20/2025 55.782990 78.492268 116028.62 163263.92 55.782990 58.572139 61.500746 64.575783 67.804572 71.194801 74.754541 78.492268 Sssss Workers' Comp Claims Rep | 001943 | MGMT
A MGTE 215 07/27/2024 43.260471 60.871829 89981.78 126613.40 43.260471 45.423495 47.694670 50.079404 52.583374 55.212543 57.973170 60.871829 A MGTE 215 9/20/2025 43.693077 61.480547 90881.60 127879.54 43.693077 45.877731 48.171618 50.580199 53.109209 55.764669 58.552902 61.480547
Redline Report Print Date:4/3/2026
Schedule Effective Date: April 14, 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
Workers' Comp Claims Supervr | 001942 | MGMT
A MGTE 214 07/27/2024 47.586522 66.959014 98979.97 139274.75 47.586522 49.965848 52.464140 55.087347 57.841714 60.733800 63.770490 66.959014 A MGTE 214 9/20/2025 48.062386 67.628604 99969.76 140667.50 48.062386 50.465505 52.988780 55.638219 58.420130 61.341137 64.408194 67.628604
Description Percent/Dollar FTE
FY2025/26
(12 months)
FY2026/27
(12 months)
FY2027/28
(12 months)
FY2028/29
(7 days)
FY2028/29
(12 months)
FY 26 Salary Adjustment, General Funds 1.00% 20.00 24,287 25,041 25,041 480 25,041 FY 26 Salary Adjustment, Other Funds 1.00% 66.00 77,143 79,540 79,540 1,525 79,540 FY 27 Salary Adjustment, General Funds 2.50% 20.00 - 61,497 63,229 1,213 63,229 FY 27 Salary Adjustment, Other Funds 2.50% 66.00 - 195,336 200,839 3,852 200,839 FY 28 Salary Adjustment, General Funds 3.00% 20.00 - - 75,854 1,492 77,772 FY 28 Salary Adjustment, Other Funds 3.00% 66.00 - - 240,940 4,738 247,032 FY 27 Longevity Pay, General Funds 1% at 17 years of service 5.00 - 6,615 6,820 145 6,820 FY 27 Longevity Pay, Other Funds 1% at 17 years of service 13.00 - 16,559 17,744 375 17,744 FY 28 Longevity Pay, General Funds 2% at 17 years of service 5.00 - - 13,626 299 14,050 FY 28 Longevity Pay, Other Funds 2% at 17 years of service 14.00 - - 36,431 833 39,413 Signing Bonus, General Funds $500 for existing staff 19.00 9,500 - - - - Signing Bonus, Other Funds $500 for existing staff 60.00 30,000 - - - - Standby Pay, General Fund Increase to $47 per day 8.00 223 1,072 1,072 21 1,072 Standby Pay, Other Funds Increase to $47 per day 53.00 3,151 15,124 15,124 290 15,124 Health, General Fund 13.00 4,205 20,184 20,184 841 20,184 Health, Other Funds 55.00 18,660 89,568 89,568 3,732 89,568 Medical Contribution Stipend, General Fund
Plan Year 2027: $50 per month
Plan Year 2028: additional $50 per 13.00 - 3,900 11,700 650 15,600 Medical Contribution Stipend, Other Funds
Plan Year 2027: $50 per month
Plan Year 2028: additional $50 per 55.00 - 16,500 49,500 2,750 66,000 Juneteenth (All Units), General Fund 20.00 925 948 977 - 977 Juneteenth (All Units), Other Funds 66.00 3,900 3,997 4,117 - 4,117 171,993 535,881 952,307 23,235 984,122
Impact of City Proposal
Three-Year Contract Cost 1,683,417$
General Funds Ongoing Cost 224,745$
Other Funds Ongoing Cost 759,377$
Annual Ongoing Cost 984,122$
BLT Costing (Contract Term 07/12/25 to 07/07/28)
Cost / (Savings) to City
2026: EE only: $1051/mo; EE+1:
$1,674/mo; EE+2 $2,230/mo
2027 and 2028: 100%/80%/80%
Description Percent/Dollar FTE
FY2025/26
(9 months)
FY2026/27
(12 months)
FY2027/28
(12 months)
FY2028/29
(3 months)
FY2027/28
(12 months)
FY 26 Salary Adjustment, General Funds 1.00% 724.75 834,087 1,071,977 1,071,977 237,891 1,071,977 FY 26 Salary Adjustment, Other Funds 1.00% 224.50 246,579 316,906 316,906 70,327 316,906 FY 27 Salary Adjustment, General Funds 2.50% 724.75 - 2,113,484 2,706,743 593,259 2,706,743 FY 27 Salary Adjustment, Other Funds 2.50% 224.50 - 625,438 801,000 175,562 801,000 FY 28 Salary Adjustment, General Funds 3.00% 724.75 - - 2,610,676 718,618 3,329,294 FY 28 Salary Adjustment, Other Funds 3.00% 224.50 - - 772,571 212,659 985,230 Standby Pay, General Fund Increase to $47 per day 7,534 36,162 36,162 9,040 36,162 Standby Pay, Other Funds Increase to $47 per day 1,212 5,820 5,820 1,455 5,820 Signing Bonus, General Funds $500 for Existing staff 618 309,000 - - - Signing Bonus, Other Funds $500 for Existing staff 202 101,000 - - - Health (All Units), General Fund 565.00 173,255 831,624 831,624 207,906 831,624 Health (All Units), Other Funds 182.00 57,023 273,708 273,708 68,427 273,708 Medical Contribution Stipend, General Fund
Plan Year 2027: $50 per month
Plan Year 2028: $100 per month 565.00 - 169,500 508,500 169,500 678,000 Medical Contribution Stipend, Other Funds
Plan Year 2027: $50 per month
Plan Year 2028: $100 per month 182.00 - 20,400 61,200 20,400 81,600 Parking (Unit 10), General Fund Increase to $120 per month 137.00 10,275 49,320 49,320 12,330 49,320 Parking (Unit 10), Other Funds Increase to $10 per month 20.00 1,500 7,200 7,200 1,800 7,200 Juneteenth (All Units), General Fund - 437 448 462 - 462 Juneteenth (All Units), Other Funds - - - - - - 1,741,902 5,521,988 10,053,869 2,499,174 11,175,046
Impact of Proposal
Contract Cost 19,816,932$
General Fund Ongoing Cost 8,703,581$
Other Funds Ongoing Cost 2,471,464$
Annual Ongoing Cost 11,175,046$
SCXEA Costing (9/20/25-9/16/28)
Cost / (Savings) to City
2026: EE only: $1051/mo; EE+1: $1,674/mo;
EE+2 $2,230/mo
2027 and 2028: 100%/80%/80%
Description Percent/Dollar FTE
FY2025/26
(6 months)
FY2026/27
(12 months)
FY2027/28
(12 months)
FY2028/29
(6 months) Ongoing
FY 26 Salary Adjustment, General Funds 1.00% 16.00 6,096 12,861 12,861 6,430 12,861 FY 26 Salary Adjustment, Other Funds 1.00% - - - - - - FY 27 Salary Adjustment, General Funds 2.50% 16.00 - 15,481 32,474 16,815 32,474 FY 27 Salary Adjustment, Other Funds 2.50% - - - - - - FY 28 Salary Adjustment, General Funds 3.00% 16.00 - - 19,316 20,683 39,942 FY 28 Salary Adjustment, Other Funds 3.00% - - - - - - FY 26 Standby Pay, General Funds Increase to $47 per day 14.00 645 3,180 3,180 1,681 3,180 FY 26 Standby Pay, Other Funds Increase to $47 per day - - - - - - FY 27 Longevity Pay, General Funds 1% at 17 years of service 3.00 - 1,355 2,875 1,489 2,875 FY 27 Longevity Pay, Other Funds 1% at 17 years of service - - - - - - FY 28 Longevity Pay, General Funds 2% at 17 years of service 3.00 - - 2,800 3,067 5,923 FY 28 Longevity Pay, Other Funds 2% at 17 years of service - - - - - - Signing Bonus, General Funds $500 for existing staff 12.00 6,000 - - - - Signing Bonus, Other Funds $500 for existing staff - - - - - - Health, General Fund 11.00 3,066 14,716 14,716 7,358 14,716 Health, Other Funds - - - - - - Medical Contribution Stipend, General Funds
Plan Year 2027: $50 per month Plan
Year 2028: additional $50 per month 11.00 - 3,300 9,900 6,600 13,200 Medical Contribution Stipend, Other Funds
Plan Year 2027: $50 per month Plan
Year 2028: additional $50 per month - - - - - - Juneteenth Holiday, General Funds N/A 2.00 357 364 371 - 371 Juneteenth Holiday, Other Funds N/A - - - - - 16,163 51,257 98,493 64,124 125,543
Impact of City Proposal
Three-Year Contract Cost 230,037$
General Fund Ongoing Cost 125,543$
Other Funds Ongoing Cost -$
Annual Ongoing Cost 125,543$
L1176 Costing (1/19/26 - 1/5/29)
Cost / (Savings) to City
2026: EE only: $1051/mo; EE+1:
$1,674/mo; EE+2 $2,230/mo
2027 and 2028: 100%/80%/80%
Description Percent/Dollar FTE
FY2025/26
(12 months)
FY2026/27
(12 months)
FY2027/28
(12 months)
FY2028/29
(7 days)
FY2028/29
(12 months)
FY 26 Salary Adjustment, Other Funds 1.00% 188.00 203,159 209,472 209,472 4,017 209,472 FY 27 Salary Adjustment, Other Funds 2.50% 188.00 - 514,426 528,917 10,144 528,917 FY 28 Salary Adjustment, Other Funds 3.00% 188.00 - - 634,526 12,477 650,568 Longevity Adjustments, Other Funds 1% at 17 years of service 40.00 - 46,967 48,426 1,017 48,426 Longevity Adjustments, Other Funds 2% at 17 years of service 42.00 - - 99,224 2,202 104,914 Signing Bonus, Other Funds $500 for existing staff 172.00 86,000 - - - - Standby Pay, Other Funds Increase to $47 per day 161.00 14,968 71,847 71,847 1,378 71,847 Health (All Units), Other Funds
2026: EE only: $1051/mo; EE+1:
$1,674/mo; EE+2 $2,230/mo
2027 and 2028: 100%/80%/80%145.00 47,783 229,356 229,356 9,557 229,356 Medical Contribution Stipend, Other Funds
Plan Year 2027: $50 per month
Plan Year 2028: additional $50
per month 145.00 - 43,500 130,500 7,250 174,000 Juneteenth (All Units), Other Funds 188.00 11,229 11,510 11,855 - 11,855 363,139 1,127,077 1,964,123 48,041 2,029,354
Impact of City Proposal
Three-Year Contract Cost 3,502,380$
Other Funds Ongoing Cost 2,029,354$
Annual Ongoing Cost 2,029,354$
L447 Costing (Contract Term 07/12/25 to 07/07/28)
Cost / (Savings) to City
Adopted by the Sacramento City Council
April 14, 2026
Approving the Memorandums of Understanding between the
City of Sacramento and the following Recognized Employee Organizations: Sacramento-Sierra’s Building and Construction Trades Council; Sacramento City Exempt Employees
Association; Auto Marine and Specialty Painters, Local 1176; Plumbers and Pipefitters, Local 447; and Approving the
Citywide Salary Schedule
BACKGROUND
A. The 2023-2025 Memorandum of Understanding ( MOU) between City of Sacramento and the Sacramento-Sierra’s Building and Construction Trades (BLT) expired on July 11, 2025. The City entered successor negotiations with BLT, which represents employees in the Building Trades and Craft Unit (Representation Unit 0 6). The negotiations resulted in an MOU expiring on July 7, 2028. The City has been informed by Mark Martin, Business Representative of BLT, that ratification meetings were held, and that BLT Unit members successfully ratified the terms of the MOU.
B. The 2023-2025 MOU between the City of Sacramento and the Sacramento City Exempt Employees Association (SCXEA) expired on September 19, 2025. The City entered into successor negotiations with SCXEA, which represents employees in the Exempt Management, Confidential/Admini strative, and Exempt Management Support Unit (Representation Unit s 01 10, 14). The negotiations resulted in a n MOU expiring on September 15, 2028 . The City has been informed by Heather Hoekstra , Chief Negotiator, that ratification meetings were held and that SCXEA Unit members successfully ratified the terms of the MOU.
C. The 2023-2025 MOU between the City of Sacramento and the Auto Marine and Specialty Painters, Local 1176 (L1176) expired on January 9, 2026. The City entered into successor negotiations with L1176, which represents employees in the Traffic Engineering Unit (Representation Unit 08). The negotiations resulted in a n MOU expiring on January 5, 2029. The City has been informed by Richard Morales, Business Representative of L1176, that ratification meetings were held and that L1176 Unit members successfully ratified the terms of the MOU.
D. The 2023-2025 MOU between the City of Sacramento and the Plumbers and Pipefitters, Local 447 (L447) expired on July 11, 2025. The City entered into successor negotiations with L1176, which represents employees in the Water and Sewer Unit (Representation Unit 07). The negotiations resulted in an MOU expiring on July 7, 2028.
The City has been informed by Tom Aten , Business Representative of L 447, that ratification meetings were held and that L447 Unit members successfully ratified the terms of the MOU.
E. The California Code of Regulations requires that the City Council adopt the City’s salary schedules at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed.
F. These publicly adopted rates are used by the California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.
G. The salary schedules attached to this Resolution as Exhibit E are posted to ensure that salary ranges are transparent and publicly available.
BASED ON THE FACTS SET FORTH IN THE BACKGROUND, THE CITY COUNCIL RESOLVES AS FOLLOWS:
Section 1. The MOU with BLT attached to this Resolution as Exhibit A is approved.
Section 2. The MOU with SCXEA attached to this Resolution as Exhibit B is approved.
Section 3. The MOU with L1176 attached to this Resolution as Exhibit C is approved.
Section 3. The MOU with L447 attached to this Resolution as Exhibit D is approved.
Section 4. The salary schedule attached to this Resolution as Exhibit E is adopted.
Section 5. The City Manager is authorized to make minor changes or adjustments to Exhibits A through E to correct omissions and errors.
Section 6. Exhibits A through E are part of this Resolution.
Section 7. The City Manager is authorized to amend the FY2025/26 Approved Budget and to conduct budget adjustments and transfers from fund balance as necessary to implement the terms of the agreements.
Table of Contents
Exhibit A – BLT MOU
Exhibit B – SCXEA MOU
Exhibit C – L1176 MOU
Exhibit D – L447 MOU
Exhibit E – Salary Schedule
and
Labor Agreement
Covering Employees
In The Building Trades and Craft Unit
2025-2028
i
TABLE OF CONTENTS
Section Page
PREAMBLE ............................................................................................................................... 1 ARTICLE 1 – RECOGNITION .................................................................................................... 1
1.1 RECOGNITION ................................................................................................................................ 1
1.2 EMPLOYEES COVERED BY THIS AGREEMENT ......................................................................... 1
1.3 CAREER DEVELOPMENT TRAINEE CLASSIFICATIONS ............................................................ 2 ARTICLE 2 – SOLE AGREEMENT ............................................................................................ 2
2.1 SOLE AGREEMENT ........................................................................................................................ 2 ARTICLE 3 – CITY RIGHTS ...................................................................................................... 2
3.1 CITY RIGHTS .................................................................................................................................. 2 ARTICLE 4 – PAYROLL DEDUCTIONS .................................................................................... 3
4.1 PAYROLL DEDUCTIONS ................................................................................................................ 3 ARTICLE 5 – TIME OFF FOR COUNCIL ACTIVITIES ............................................................... 5
5.1 TIME OFF FOR COUNCIL ACTIVITIES .......................................................................................... 5 ARTICLE 6 – GRIEVANCE PROCEDURE ................................................................................ 5
6.1 GRIEVANCE PROCEDURE ............................................................................................................ 5
6.2 PURPOSE ........................................................................................................................................ 5
6.3 DEFINITIONS .................................................................................................................................. 5
6.4 STEP ONE ....................................................................................................................................... 6
6.5 STEP TWO ...................................................................................................................................... 6
6.6 STEP THREE ................................................................................................................................... 6
6.7 ARBITRATION ................................................................................................................................. 7
6.8 WITNESSES .................................................................................................................................... 7 ARTICLE 7 – SALARY ADJUSTMENTS .................................................................................... 8
7.1 SALARY RANGES ........................................................................................................................... 8
7.2 SALARY ........................................................................................................................................... 8
7.3 SIGNING BONUS ............................................................................................................................ 8 ARTICLE 8 – SALARY ADMINISTRATION ................................................................................ 8
8.1 ORIGINAL APPOINTMENT COMPENSATION RATE .................................................................... 8
8.2 ADVANCEMENT IN RATE OF COMPENSATION .......................................................................... 9
8.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .............................. 10
8.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ...................................... 11
8.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................. 11
8.6 TEMPORARY WORK IN HIGHER CLASSIFICATION .................................................................. 11
8.7 RATES HIGHER THAN TOP STEP (Y-RATE) .............................................................................. 12
8.8 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ...................... 12
8.9 LONGEVITY PAY (CITY CHARTER) ............................................................................................ 12
8.10 LONGEVITY PAY (CONTRACT) ................................................................................................... 12 ii
ARTICLE 9 – HEALTH AND WELFARE ...................................................................................13
9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ............................. 13
9.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ..................................................................... 13
9.3 AMOUNT OF CONTRIBUTION ..................................................................................................... 14
9.4 COVERED DEPENDENTS ............................................................................................................ 16
9.5 CASH-BACK LIMITS ...................................................................................................................... 17
9.6 LIFE INSURANCE ......................................................................................................................... 17
9.7 FLEXIBLE SPENDING ACCOUNTS ............................................................................................. 17
9.8 RETIREES OR SURVIVOR DEPENDENTS ................................................................................. 18 ARTICLE 10 – HOURS OF WORK ...........................................................................................22
10.1 WORKDAY, WORKWEEK ............................................................................................................. 22
10.2 REST PERIODS ............................................................................................................................ 23
10.3 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................ 23 ARTICLE 11 – OVERTIME/COMPENSATING TIME OFF ........................................................23
11.1 OVERTIME/COMPENSATING TIME OFF (CTO) ......................................................................... 23 ARTICLE 12 – SPECIAL ALLOWANCES .................................................................................24
12.1 TOOL ALLOWANCE ...................................................................................................................... 24
12.2 TOOL INSURANCE ....................................................................................................................... 24
12.3 PNEUMATIC AND BATTERY TOOL REPAIR .............................................................................. 25
12.4 ON-CALL PAY ............................................................................................................................... 26
12.5 CALL-BACK PAY ........................................................................................................................... 27
12.6 NIGHT-SHIFT PREMIUM PAY ...................................................................................................... 27
12.7 TUITION REIMBURSEMENT ........................................................................................................ 27
12.8 REQUIRED LICENSES AND CERTIFICATIONS ......................................................................... 27
12.9 CONTINUING EDUCATION .......................................................................................................... 28
12.10 CERTIFICATE INCENTIVES ......................................................................................................... 28
12.11 TECHNOLOGY ALLOWANCE ...................................................................................................... 29 ARTICLE 13 – STAGEHANDS ................................................................................................. 30
13.1 SHIFT CHANGES .......................................................................................................................... 30 ARTICLE 14 – LEAVES ............................................................................................................30
14.1 HOLIDAYS ..................................................................................................................................... 30
14.2 VACATION ..................................................................................................................................... 33
14.3 SICK LEAVE .................................................................................................................................. 34
14.4 PARENTAL LEAVE ........................................................................................................................ 37
14.5 CATASTROPHIC LEAVE PLAN .................................................................................................... 38
14.6 COURT LEAVE .............................................................................................................................. 39
14.7 PERSONAL TIME OFF (PTO) ....................................................................................................... 40
14.8 SUPERVISORY PERSONAL TIME OFF ....................................................................................... 40
14.9 STATE DISABILITY INSURANCE (SDI) ....................................................................................... 41
14.10 BEREAVEMENT LEAVE ............................................................................................................... 41
14.11 PAID CITY LEAVE ......................................................................................................................... 41 ARTICLE 15 – SAFETY SHOES AND SAFETY GLASSES ......................................................43
15.1 SAFETY ......................................................................................................................................... 43
15.2 SAFETY SHOES ............................................................................................................................ 43
15.3 SAFETY GLASSES ....................................................................................................................... 44
15.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES .................................................................... 44 iii
ARTICLE 16 – LAYOFF ............................................................................................................44
16.1 PURPOSE ...................................................................................................................................... 44
16.2 DEFINITIONS ................................................................................................................................ 44
16.3 PROCEDURE ................................................................................................................................ 47
16.4 SALARY IN EVENT OF DOWNGRADE ........................................................................................ 49
16.5 FRINGE BENEFITS ....................................................................................................................... 49
16.6 RECALL ......................................................................................................................................... 50 ARTICLE 17 – DISCIPLINE ......................................................................................................51
17.1 LETTER OF REPRIMAND ............................................................................................................. 51
17.2 IN-LIEU DISCIPLINE ..................................................................................................................... 51
17.3 WITHDRAWAL OF APPEAL.......................................................................................................... 51
17.4 SUSPENSIONS AND PAY REDUCTIONS ................................................................................... 51 ARTICLE 18 – UNIFORMS .......................................................................................................52
18.1 UNIFORMS .................................................................................................................................... 52 ARTICLE 19 – MISCELLANEOUS ............................................................................................ 53
19.1 NEW OR REVISED JOB CLASSIFICATIONS .............................................................................. 53
19.2 EMPLOYEE ORIENTATION .......................................................................................................... 53
19.3 EMPLOYEE INFORMATION ......................................................................................................... 54
19.4 SELECTION OF VACANCIES ....................................................................................................... 54
19.5 DRIVER LICENSE REQUIREMENTS ........................................................................................... 55
19.6 CONTRACTING OUT .................................................................................................................... 55
19.7 SAVINGS CLAUSE ........................................................................................................................ 55
19.8 PAYROLL ERRORS ...................................................................................................................... 56
19.9 TRIAL PERIOD .............................................................................................................................. 56
19.10 MODIFIED/ALTERNATIVE DUTY POLICY ................................................................................... 57
19.11 PERS RETIREMENT PLAN........................................................................................................... 57
19.12 SECTION 401(A) MONEY PURCHASE PLAN ............................................................................. 58
19.13 EMERGENCY RESPONSE ........................................................................................................... 58
19.14 TRANSPORTATION ...................................................................................................................... 58
19.15 PROBATIONARY PERIOD ............................................................................................................ 59
19.16 ZONAR OR OTHER GPS AND SAFETY STICKERS ................................................................... 60
19.17 DEFERRED COMPENSATION PLAN ........................................................................................... 60
19.18 TERM ............................................................................................................................................. 60 EXHIBIT A - EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION .....................................62
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by the CITY OF SACRAMENTO, hereinafter referred to as the City, and the SACRAMENTO - SIERRA'S BUILDING AND CONSTRUCTION TRADES COUNCIL, hereinafter referred to as the COUNCIL, has as its purpose the promotion of harmonious labor relations between the City and the Council, 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 Council as the exclusive bargaining agent for all employees in the Building Trades and Craft Unit, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Council on all matters relating to the scope of representation pertaining to the said employees as authorized by law.
b. The Council will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting any election pursuant to the City's Employer-Employee Relations Policy.
1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Building Trades and Craft Unit shall be covered by this Agreement except as hereinafter provided. Additionally, any career employee covered by this Agreement who accepts a temporary appointment to a classification outside this Agreement shall continue to be covered by this Agreement for a period of ninety (90) calendar days. Such temporary appointment shall be treated as an out -of-classification assignment. Similarly, a career employee not covered by this Agreement who accepts a temporary appointment to a classification covered by this Agreement shall not fall under the provisions of this Agreement for a period of ninety (90) calendar days.
The following terms are defined as used throughout this Agreement:
Career Employees : Those employees having either probationary or permanent status in a classification covered by this Agreement.
Non-Career Employees : Employees working in a classification covered by this Agreement who are not required to serve a probationary period and who therefore have neither probationary nor permanent status. There are the following two (2) categories of non-career employees:
2 (+1,040): These non-career employees work, within one (1) year of each date of employment, in excess of 1,040 hours during a continuous period of employment of more than six (6) months.
(-1,040): These non-career employees work, within one (1) year of each date of employment, 1,040 or less hours. Included in this category are all non- career employees who do not fall under the (+1,040) definition.
1.3 CAREER DEVELOPMENT TRAINEE CLASSIFICATIONS
The City shall have the right during the term of the Agreement to establish Career Development Trainee classifications. Such classifications shall have a flat hourly rate of pay equivalent to ten percent (10%) below Step 1, as applicable, step of the salary range of the career classification, as shown in the salary schedule. (For example, if the Step 1 hourly rate of pay is $8.23 for the career classification for which the career development training is being conducted, the flat hourly rate for the Career D evelopment Trainee would be $8.23 minus $.823 or $7.407.) An employee appointed as a Career Development Trainee shall have non- career (+1,040) status for purposes of benefit eligibility during the term of the appointment.
ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. The City and Council both agree that this Agreement, when signed by both parties hereto, and approved by the City Council, supersedes all other Agreements and supplements and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend or alter the provisions of the Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of t he City and the Council. Any such changes validly made shall become a part of this Agreement and subject to its terms.
ARTICLE 3 – CITY RIGHTS
3.1 CITY RIGHTS
The City retains the exclusive right, among others, in accordance with applicable laws, regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable Charter, ordinance and Civil Service Board Rule provisions; (d) to discipline employees; (e) to dismiss employees because of lack of work, or funds, or for other reasonable cause; (f) to determine the mission of the Division and Department, its budget, its organization, the number of employees, and the numbers, types, classifications
3 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 that may be appropriate to carry out its mission in situations of emergency.
ARTICLE 4 – PAYROLL DEDUCTIONS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions under plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for members of the Council for: (1) the normal and regular monthly Council membership dues and assessments ; and (2) monthly insurance premiums for plans sponsored by the City or Council, not to exceed three (3) insurance deductions per member, including other Council-sponsored programs.
b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in this Agreement using the Council ’s Member Enrollment Form (hereafter, “Member Enrollment Form” ) agreed to by the City and Council. The member enrollment form shall include:
• Employee full name;
• Employee date of birth;
• Employee eCAPS ID number or the last four numbers of their Social Security number;
• Amount or percentage to be deducted from employee’s bi - weekly paycheck for membership dues;
• Additional deductions (e.g., life insurance); and
• Any additional necessary information.
Any future changes or modification to the member enrollment form shall be agreed upon between the City and the Council.
(2) Such deductions shall be made only upon submission of the member enrollment form, by the Council, to the Payroll Division, Department of Finance.
(3) Dues deductions shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) paychecks each month. If for any reason an employee does not have sufficient funds due them to
4 provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Council shall assume the duty of direct collection from the employee. (4) The Council is responsible for submitting the member enrollment 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.
(5) When changes in the rates affect large groups of the Council ’s members, the Council may, in place of the agreed upon member enrollment form, notify the Payroll Division, Department of Finance, by email, clearly defining the group of Council members affected and the new rate.
(6) Unless notified in writing by the Council of any employee’s request to cancel their Council dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, utilizing the member enrollment form notating in the “Additional Information” column that it is a membership cancellation.
(7) In the event that a Council member is no longer employed in a classification covered under this A greement, but remains an ac tive employee of the City, the City may cancel their C ouncil dues deductions(s) without notification from or to the Council. Upon written notification by the Council, the City shall enroll new members and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days after notification. (8) The Council shall maintain signed authorization forms by their members certifying that the dues and/or fee(s) deductions(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.
c. The Council will promptly refund to the City any amounts paid to the Council in error under this Section. The Council expressly agrees to indemnify and hold the City harmless from any and all claims, demands, costs (including any costs incurred by the City in defense of a lawsuit), expenses, damages or other monetary losses out of or in any way connected with any action or inaction of the City in the adoption or administration of this Section. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal actions of any sort or nature against the City based upon or related to this Section.
5 ARTICLE 5 – TIME OFF FOR COUNCIL ACTIVITIES
5.1 TIME OFF FOR COUNCIL ACTIVITIES
The Council shall be provided a total of twenty-six (26) hours per year paid for by the City for participating in Council activities not prohibited by law. Such time off may be utilized by career employees who are members of the Council for the purposes of meeting with other employee organizations, executive boards or membership meetings, administering benefit programs on behalf of Council members; and for participating in grievance or disciplinary proceedings involving the Council or its members.
ARTICLE 6 – GRIEVANCE PROCEDURE
6.1 GRIEVANCE PROCEDURE
The City and the Council agree to implement the below grievance procedure.
6.2 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.
6.3 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 Council involving the interpretation, application, or enforcement of the express terms of this Agreement. No matter shall be considered as a grievance under this Article unless it is presented in writing within sixty (60) calendar days after occurrence of the events on which the grievance is based. With the consent of the City's third step representative the sixty (60) calendar day time limit for filing grievances may be extended.
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 Council, the City, or their authorized representatives.
6 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.
6.4 STEP ONE
a. 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 the Steward. If after discussions with the supervisor, the employee does not feel the grievance has been properly adjusted, the grievance may be reduced to writing. The grievance statement shall include the following:
(1) A statement of the grievance clearly indicating the question raised by the grievance and the article(s) and section(s) of this Agreement. (2) The remedy or correction requested of the City.
(3) The grievance form shall be signed by the grieving employee, the date and time of presentation affixed thereto, and signed as received by the employee's Division Head.
b. The grieving employee's Division Head, or designee, shall give their answer to the grievance in writing fourteen (14) calendar days from the time they received the grievance in writing. The first step answer shall include the following:
(1) A complete statement of the City's position and the facts upon which it is based;
(2) The remedy or correction which has been offered, if any.
6.5 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 Council 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.
6.6 STEP THREE
a. The Council's representative and the designated representative of the City will meet to hear grievances appealed to the third step. Grievances appealed to the third step of the grievance procedure shall be heard within
7 fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
b. A written answer will be made within fourteen (14) calendar days after the hearing stating the City's position.
6.7 ARBITRATION
a. If the third step answer is not satisfactory to the employee, the Council may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Council within fourteen (14) calendar days from the date of the third step answer.
b. An arbitrator may be selected by mutual agreement between the Council ’s representative and the Labor Relations Manager, or designee. c. Should the representatives fail to mutually agree on an arbitrator, they shall make a joint request to the American Arbitration Association for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. d. It is understood that the arbitrator will only interpret this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding on the City, the Council and employee.
e. The fees of the arbitrator and the court reporter, if used, will be borne equally by the Council and the City.
f. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. g. If the City does not meet time limits, the Council may process the grievance to the next step of the grievance procedure. Time limits at each step may be waived by mutual agreement of the parties.
h. A Steward or a Council representative shall have the authority to settle grievances for the Council or employees at the respective steps of the grievance procedure.
6.8 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 Council agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.
8 ARTICLE 7 – SALARY ADJUSTMENTS
7.1 SALARY RANGES
a. The salary schedule shall consist of eight (8) steps. b. The top step for the Senior Electrician classification will be benchmarked at five percent (5%) above the top step of the Electrician classification.
7.2 SALARY
a. Effective July 12, 2025, all salary steps shall be increased by one percent (1%).
This increase to all salary steps will be implemented within ninety (90) calendar days after adoption of this Agreement by City Council. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date they payment is made shall be eligible for retroactive pay.
b. Effective July 11, 2026, all salary steps shall be increased by two and one half percent (2.5%).
c. Effective July 10, 2027, all salary steps shall be increased by three percent (3%).
7.3 SIGNING BONUS
Within forty-five (45) calendar days after the adoption of this Agreement by the City Council, the City will pay employees a signing bonus of five hundred dollars ($500) less normal and customary payroll deductions. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is issued will receive the signing bonus.
ARTICLE 8 – SALARY ADMINISTRATION
8.1 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.
9 8.2 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. (This subsection shall not apply to non-career employees.)
(2) An employee in a classification 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.
(3) 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. b. Denial of Step Increase and Reduction In-Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in- grade, shall have the right to appeal to the Civil Service Board in accordance with its Rules and Regulations. (This subsection shall not apply to non-career employees.) c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the 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.
10 (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 u pon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty -six (26) weeks of service and who successfully completes the extended probationary per iod, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty -two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.
8.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in- grade salary step (5%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification.
11 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.
8.4 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.
8.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid at the time of departure.
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.
8.6 TEMPORARY WORK IN HIGHER CLASSIFICATION
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 in writing to perform the duties of a higher classification shall be compensated for the duration of the out -of-classification assignment by the payment of five percent (5%) above the employee’s base rate of pay, or the salary provided for in Step 1,of the higher classification, whichever is greater, but not to exceed the top step of the higher classification.
12 8.7 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds top step of the salary range established for a classification, such salary shall be designated as a "Y -rate." During such time as an employee's salary remains above the top step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y -rate," and be eligible for advancement to succeeding steps in the range as outlined in this Agreement. In the event an employee is "Y -rated" below top step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.
8.8 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY A salaried employee exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act who works for only a portion of the day shall not have their salary reduced that day due to insufficient accrued, usable leave. This provision will apply only to employees in supervisor classifications.
8.9 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter . The amount of payment after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). Any changes to the City Charter regarding longevity pay shall be subject to impact bargaining.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
8.10 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 July 11, 2026, longevity pay will be one percent (1%) of their base rate of pay.
(2) Effective July 10, 2027, longevity pay will be increased by two percent (2%) of their base rate pay, for a total of three percent (3%). b. Longevity pay shall be additive and shall not compound 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 in Article 16, Layoff, Section 16.2 (b)(2).
13 ARTICLE 9 – HEALTH AND WELFARE
9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan benefits program for employees consistent with Internal Revenue Code Section 125 . The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half of the City contribution 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. The amount of City contribution as provided in subsections 9.3(b) (1-3) and
9.3(c) for the first two (2) paychecks in each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid = 100% contribution; 40- 63.9 hours paid = 50% contribution.
c. Eligible employees shall receive a City contribution for each Eligible Paycheck on which if the employee is paid for forty (40) or more hours.
Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision plans the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
d. Notwithstanding subsections 9.1(b), 9.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck: (1) while on an approved protected leave of absence without pay, if required by state and/or 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.
9.2 CONTRIBUTION TO NON-CAREER EMPLOYEES
a. Benefit eligible non-career employees (+1,040) shall receive prorated City dollars as indicated in subsection 9.1(b). Except as provided herein, the City dollars shall be applied toward the premiums for City -sponsored medical, dental, and vision insurance plans for eligible employees and qualified dependents, if any.
b. To be eligible for City dollars under this Section, the non- career employee must be paid for a minimum of forty (40) hours of work on each paycheck.
If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee's
14 first two (2) paycheck s 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) paycheck s 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.
9.3 AMOUNT OF CONTRIBUTION
a. Account-Based Health Plan (ABHP)
(1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP, the City contributions shall be as specified in subsection 9.3(b), below. To the extent that the premium for the ABHP is less than the City contributions outlined in subsection
9.3(b) below, any remaining City contribution specified in below shall be credited to the employee’s HSA.
b. City Contributions
(1) For Plan Years Prior to the Effective Date of Subsection (2), the City Contributions Shall be as Follows:
(a) For full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be nine hundred seventy-one dollars ($971) per month.
(b) For 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 ($1,545) per month.
(c) 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 fifty -one dollars ($2,051) per month.
(2) Effective the pay period beginning April 18, 2026, with the increased contribution first appearing on the paycheck issued May 12, 2026, for Plan Year 2026, the City contribution shall be as follows:
(a) 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.
15 (b) 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.
(c) 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 the 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) w hich 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 Council’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 subsection 9.3(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 the premium increases, up to a total City dollar maximum contribution of fifty dollars ($50) per mont h 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) w hich 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 2027 to plan year 2028 exceeds ten percent (10%), the parties shall meet and confer, upon the Council’s request, City dollar contribution increases limited solely to the
16 specific coverage level for which the year -over-year premium increase exceeds ten percent (10%),
c. Full time e mployees not enrolled in a City -sponsored medical plan shall receive a City contribution up to seven hundred forty-seven dollars ($747) per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall receive a prorated City contribution consistent with subsection 9.1(b).
e. Employees who are eligible to receive the City contribution who do not provide proof of the 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.
f. Employees shall not receive any unused portion of the City contribution as cash.
g. Changes to the City’s healthcare contributions level 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.
9.4 COVERED DEPENDENTS
a. An employee who has a domestic partner , and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City - sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis. b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner and/or the domestic partner’s children, under the employee’s City - sponsored medical plan. Employees with regist ered State of California domestic partners shall receive the City contributions as specified in Section
9.3, above.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under the legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of 26 in
17 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.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.
9.5 CASH-BACK LIMITS
The cash-back for eligible employees who waive City-sponsored health insurance shall be two hundred dollars ($200) per month. The two hundred dollars ($200) per month shall remain in effect through the end of the contract. a. Cash-back shall be available to employees who waived health insurance enrollment during the 2013 open enrollment period. No employee shall receive cash back that is not receiving cash back at the end of the 2013 open enrollment period.
b. Employees transferring to classifications in the Building Trades and Craft Unit who are receiving cash- back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored health insurance.
c. Part-time employees shall be prorated as indicated in sections 9.1 and 9.2. d. Cash-back shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.
9.6 LIFE INSURANCE
a. The City will provide basic life insurance in an amount of $10,000 to each eligible career employee at no charge. Employees may purchase, at their expense, additional life insurance of $40,000.
b. Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations specified by the insurance carrier.
9.7 FLEXIBLE SPENDING ACCOUNTS
The City shall offer the following Flexible Spending Account (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
18 c. Dependent care reimbursement.
The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to both the employees and the Council.
9.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City -paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. Retiree Health Insurance Contribution Rates and Dental and Vision Insurance Benefits
The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ( $300) per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65) per month, for a total maximum monthly contribution of three hundred sixty-five dollars ( $365). 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 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 and dental and vision benefits effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
• 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 health insurance contribution identified in subsection
9.8(a) above.
• Employees with a minimum of fifteen (15) or more full years of City service, but less than twenty (20) full years of City service shall be eligible to receive up to seventy-five percent (75%) of the City’s maximum health insurance contribution identified in subsection 9.8(a) above.
19 • 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 health insurance contribution identified in subsection 9.8(a) above.
(4) There shall be no City -paid retiree insurance contribution or dental and vision benefit s 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. Retiree Insurance Contribution for Persons in Deferred Retirement Status as of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 23, 2017, shall be eligible for the City's health insurance contribution and dental and vision benefits 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 9.8(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 9.8(a) above. (3) Retirees must be at least 50 years of age.
(4) There is no eligibility to such health insurance contribution or dental and vision benefit s for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 9.8(b)(1) above.
d. Pre-Medicare Eligible Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -Sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase an individual medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
20 e. Medicare Retirees
In order to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect t o participate in a City -sponsored Medicare medical plan or purchase an individual Medicare medical plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare medical plan without restriction to the amount of time the retiree has waived a City -sponsored medical plan . Medicare retirees may only enroll on their City -sponsored Medicare medical plan a Medicare eligible dependent(s) who has enrolled in Parts A and B.
Medicare retirees who are eligible for Medicare Parts A and B and who elect to purchase an individual medical plan shall only be reimbursed the cost of individual premiums associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescri ption Drug plan up to their eligible City contribution.
f. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution as provided in subsection 9.8(a), above.
g. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in- line-of-duty survivors shall be entitled to one hundred percent (100%) of the City -paid health insurance contribution and dental and vision benefit s for retirees regardless of years of service.
h. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to three hundred dollars ($300) for the survivor only or up to three hundred sixty -five ($365) for the survivor and eligible dependent.
Eligible dependent as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
21 i. Medicare Supplement
In order to maintain eligibility for the City -paid retiree health insurance contribution, each eligible retiree and dependent shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. j. Limitation Clause
No employee or retiree shall have any rights provided by this Section 9.8 (Retirees or Survivor Dependents) after July 7, 2028.
k. Elimination of Retirees or Survivor Dependents Benefits for Employees Hired After June 30, 2013
(1) No employee hired, rehired, or reemployed on or after June 30, 2013, shall be eligible for any benefits provided by this Section. Employees transferring to classifications in the Building Trades and Craf t Unit after June 30, 2013, shall be ineligible for any benefits provided by this section, unless the transferring employee was eligible for retiree or survivor dependent benefits at the time of transfer. (2) Employees being recalled from layoff, reinstated consistent with Rules and Regulations of the Civil Service Board , Rule 10.6, or transferring to classifications in the Building Trades and Craft Unit after June 30, 2013, shall be eligible for any benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. l. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel Who Unretire from City Service and Subsequently Re- Retire from City Service On/After January 9, 2024
Individuals retired from classifications represented by the Council who are eligible for retiree or survivor dependents benefits under Section 9.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 9.8(k), upon re- retirement from a classification represented by the Council, retirees who were eligible for retiree or survivor dependents benefits under Section 9.8 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 9.8.
Example: An employee retires from a classification represented by the Council 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 Council represented
22 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 10 – HOURS OF WORK
10.1 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 such seven (7) day period. This paragraph shall not apply to non- career employees.
b. The City may establish a workweek schedule consisting of forty (40) hours in increments of four (4) ten (10) hour workdays or 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 agrees to discuss with the Council thirty (30) days in advance of implementation of the four (4) ten (10) workweek or 9-80 workweek schedule. Every effort will be made to schedule such workdays consecutively and avoid back-to-back workweeks, unless a separate written workweek agreement is entered into by the City and the Council.
c. All employees covered by this Agreement shall be allowed a lunch period of not less than thirty (30) minutes nor more than one (1) hour which may be scheduled generally in the middle of the workshift. 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 applicable overtime rate if the hours worked exceed that of their scheduled workshift. This paragraph does not apply to non- career employees.
d. Employees shall be given at least five (5) workdays' notice prior to a permanent change in their scheduled 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 the overtime rate for all hours worked on the first day of the new shift. This paragraph applies only to those non- career (+1,040) employees who have a permanent shift schedule. This paragraph does not apply to employees in the classifications of Stagehand I and II.
23 10.2 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 workshift, and fifteen (15) minutes during the last half of an employee's workshift, unless the City and Council agree otherwise in writing. Non-career employees shall be entitled to a fifteen (15) minute rest period during every four (4) hours of scheduled work.
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 Council prior to implementing such change.
10.3 VOLUNTARY WORK FURLOUGH PROGRAM
Pursuant to the Furlough/Reduced Work Week Policy, the City may establish for full-time career employees a voluntary work furlough/reduced work week consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a r egular fixed basis to less than forty (40) hours per week.
Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this Citywide Program.
ARTICLE 11 – OVERTIME/COMPENSATING TIME OFF
11.1 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 purpose of calculating overtime eligibility. b. 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 Department Head or designee.
Considering the request of the employee, the determination of additional pay or time off for overtime compensation shall be made by the Department Head or designee.
c. Both the cash payment and the CTO shall be computed at the rate of time and one-half (1.5) the number of overtime hours worked. The scheduling or CTO use must be approved in advance by the employee's Department Head or designee.
24 d. Employees may accrue up to one hundred and 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.
e. In the event an employee transfers or is promoted to another division or department, CTO will be paid to the employee in the next full paycheck following the date of transfer or promotion.
ARTICLE 12 – SPECIAL ALLOWANCES
12.1 TOOL ALLOWANCE
The following classifications will be paid a thirty-five dollar ($35.00) per month tool allowance: Generator Technician, Senior Generator Technician, Supervising Generator Technician, Blacksmith Welder, Machinist, Machinist Supervisor, Electrician (Department of Utilities only), Senior Electrician (Department of Utilities only), and Electrician Supervisor (Department of Utilities only).
The tool allowance will be paid the first two paydays in a calendar month at $17.50 per payday for a total of $35.00 monthly.
12.2 TOOL INSURANCE
a. The City agrees to provide employees in the classifications of Generator Technician, Senior Generator Technician, Supervising Generator Technician, Blacksmith Welder, Machinist, Machinist Supervisor, Electrician (Department of Utilities only), Senior Electrician (Department of Utilities only), and Electrician Supervisor (Department of Utilities only) insurance on the employee’s tools against loss by fire or burglary where there is evidence of forced entry into the shop building (but not for by mysterious disappearance). Tool reimbursement shall be administered as follows:
(1) The supervisor will review the complement of tools and tool inventory kept by an employee in the workplace; the supervisor will notify the employee of tools which are deemed not necessary for the performance of the job; and such tools shall be removed from the workplace.
(2) The employee shall be responsible for providing the supervisor with a current inventory of tools at all times, and no less than once a year.
The most recent inventory of tools, reviewed and approved by the supervisor, shall be deemed accurate and complete for purposes of determining the value of a covered loss. The City shall not be liable for any tool(s) not contained in said inventory.
25 (3) In the event of a covered loss, when the conditions of (1) and (2) above are met, the City shall be responsible for the actual value of all tools on the authorized inventory, less the deductible of fifty dollars ($50).
(4) In the absence of an authorized tool inventory within the current year, or the failure to meet the conditions of (1) and (2) above, the City's insurance liability shall be limited to the actual value of the tools lost, or seven thousand five hundred dollars ($7,500), whichever is less. (5) 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. The Council specifically waives the provisions of Labor Code Section 2802, if applicable, as to such tool losses by the terms of this Agreement, and shall not endorse, support or finance a claim by any member of the Council for reimbursement in excess of the limits identified herein.
(6) A complete police report is made regarding the loss. b. Employees who are assigned temporary work in a higher classification pursuant to Section 8.6 of the Agreement are eligible for tool reimbursement under this Agreement if they meet all of the requirements the same as if they were appointed to the classification.
c. The City shall waive the fifty dollar ($50.00) deductible when an employee’s tools are stolen from a tool box attached to a City vehicle provided:
(1) The tools are identified with the employees last or first name, and (2) The employee completes and signs the City’s incident/loss report form.
12.3 PNEUMATIC AND BATTERY TOOL REPAIR
a. The City will repair employee-owned pneumatic and battery powered tools, including battery replacement, which are used in their regular City service.
Employees wishing to take advantage of this policy must include their tools on their tool inventory and must register their tools with the Shop Supervisor and receive supervisor approval to enter their tool into the program. If it is determined during the course of repair that the repair cost exceeds seventy percent (70%) of the current replacement cost, including sales tax, the employee would be required to procure a new tool. The City shall reimburse the employee for the cost of the new tool, or battery at seventy percent (70%) of the current replacement cost, including sales tax, or the cost of repair of the old tool, whichever is less.
26 b. Employees wishing to remove one of these tools from the City premises will be required to obtain prior approval from their Shop Supervisor. A re- inspection will be performed when the tool is brought back and re- entered into the tool repair program.
c. The City will not be responsible for pneumatic tools, battery powered tools, or batteries which are abused, misused, or destroyed while under the above-mentioned program.
12.4 ON-CALL PAY
a. Effective January 13, 2024, an employee who is required to remain on call for emergency work shall be paid $315 per week, or the daily pro rata rate $45, in addition to the employee’s regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay, or actual hours worked, whichever is greater, at one and one- half (1.5) times the employee’s regular rate of pay.
b. Effective April 18, 2026, the following subsection will replace subsection (a), above: An employee who is required to remain on call for emergency work shall be paid $329 per week, or the daily pro rata rate of $47, in addition to the employee’s regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay, or actual hours worked, whichever is greater, at one and one- half (1.5) times the employee’s regular rate of pay.
c. Employees who are assigned as a rain patrol standby crew list members and who accept and respond to the emergency work shall receive the daily prorated standby rate for responding to work. Employees who respond to work shall receive a minimum of two (2) hours pay, or actual hours worked, whichever is greater at the rate of one and one half (1.5) times the employee’s regular rate of pay . The employee shall be required to be available and ready to work for the remainder of the regularly assigned standby period, which normally ends just prior to the regular work hours, following acceptance of work.
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.
27 e. Employees who are on standby assignment on New Year's Day, Christmas Day, Thanksgiving Day or the 4th of July shall receive twelve (12) hours holiday credit.
f. If an employee is assigned to standby and receives telephone contacts and engages in problem resolution which totals in excess of fifteen (15) minutes, the employee shall receive the two- hour minimum call -out pay, or actual time worked, whichever is greater.
12.5 CALL-BACK PAY
An employee not on standby assignment who has completed their regular shift and has left City premises and is called back to work, shall receive a minimum of two (2) hours pay at the overtime rate of time and one-half.
12.6 NIGHT-SHIFT PREMIUM PAY
a. Career and non-career (+1,040) employees covered by this Agreement who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated therefore, by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Said employees who work less than five- eighths (5/8) of their regular workshift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated for those hours worked (to the nearest one- half hour) within this period by payment of an additional five percent (5%) of their base pay for such hours.
b. An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay.
12.7 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.
12.8 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that employees maintain licenses and/or certifications, the Department Head or designee shall 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.
28 12.9 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate which mandates continuing education units (CEUs) to maintain the license or certificate, the employee shall be responsible for obtaining the CEUs. Where feasible, the City will provide the needed CEUs on-duty for employees.
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.
12.10 CERTIFICATE INCENTIVES
Incentive certificate pay shall be paid to eligible employees in the Unit. a. An eligible employee is an employee who is required to possess and maintain a current state required license or certificate above the minimum requirements required by the City for performing duties and responsibilities.
Incentive pay shall not apply to driver’s license.
b. Where the City requires that employees maintain licenses and/or certificates, the Department Head or designee shall consider, on a classification-by-classification basis, reimbursing employees for costs associated with the renewal of such licenses and/or certifications. c. The incentive pay shall be paid at the flat dollar amount of thirty dollars ($30.00) per month for each required current license or certificate. d. Crane Certification
Employees in the classifications of Machinist Helper, Machinist, Generator Technician, Senior Generator Technician, and Supervising Generator Technician will receive a five percent (5%) incentive for hours actually worked operating a crane which requires a State of California certification.
The employee must maintain and provide a valid copy of their Crane certificate to the department within thirty (30) calendar days of obtaining their certificate in order to begin receiving the incentive.
The Department Head or designee will develop a rotation to assist employees with a crane certification in achieving their one thousand (1,000) hours of crane operation in accordance with State regulations.
The City will determine based on the Department’s operational need the number of employees desired to receive a State of California Crane certification, the vendor and/or provider who will provide the training and the cost associated with an employee obtaining this certification.
29 e. Electrician Certification
Employees in the classification of Electrician, Electrician Lineworker, Senior Electrician, Electrician Supervisor, Generator Technician, Senior Generator Technician, and Supervising Generator Technician will receive a one hundred twenty-five dollar ($125.00) per month incentive for maintaining a valid State of California Electrician certification. The employee must provide a valid copy of their Electrician certification to the Department within thirty (30) calendar days of receiving their certification in order to begin receiving the incentive.
The City will pay the cost of certification for an employee to receive the State Electrician certification.
f. Water Treatment Grade 2 Certification
Employees in the Department of Utilities in the classifications of Machinist, Machinist Helper, and Electrician will receive a one hundred twenty -five ($125.00) dollar per month incentive for maintaining a valid Water Treatment Grade 2 (T -2 water) certific ation. The employee must maintain and provide a valid copy of their T -2 water certification to the Department within thirty (30) calendar days of receiving the certification in order to begin receiving the incentive.
The City will pay the cost of certification for an employee to receive a T -2 water certification.
12.11 TECHNOLOGY ALLOWANCE
a. Supervisors in the classifications of Electrician Supervisor, HVAC Supervisor, Machinist Supervisor, Mechanical Maintenance Supervisor, Plumbing Supervisor, Structural Maintenance Supervisor, and Supervising Generator Technician will receive a monthly technology allowance of one hundred dollars ($100).
b. Employees in the classification of Electrician, Senior Electrician, Electrical Design Technician, Machinist, Machinist Helper, Generator Technician, and Senior Generator Technician who are required to work standby and conduct City-related business will receive a monthly technology allowance of fifty dollars ($50).
c. Use of City-provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
d. Upon approval of the monthly technology allowance the employee shall provide and maintain a personal cellular phone and service that is available to conduct City-related business. The employee and/or
30 the City shall provide the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business. In addition, the employee shall adhere to the City’s records retention policy.
ARTICLE 13 – STAGEHANDS
This provision shall be applicable only to employees in the classification of Stagehand I and Stagehand II.
13.1 SHIFT CHANGES
If an employee's shift is changed more than three (3) times in one (1) calendar month the employee shall receive overtime at one and one- half (1.5) times their regular rate of pay for all hours worked on the fourth and subsequent rescheduled shifts during that one-month period. Provided, however, that the shift change is for four (4) or more hours and the change is at the request of the City.
ARTICLE 14 – LEAVES
14.1 HOLIDAYS
a. The following shall be the recognized holidays for all employees covered under this Agreement:
Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. An employee who is scheduled to work on a holiday shall receive holiday pay plus time and one-half (1.5) compensation for working the holiday.
31 c. Eligibility
(1) To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time off shall be considered hours worked for the purpose of holiday pay eligibility.
An employee absent due to a disciplinary suspension shall not be considered to have missed a scheduled workday for the purpose of holiday pay eligibility.
(2) A part -time career employee, including an employee in a work sharing program, or non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:
Number of
Recognized Holidays
In the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
0.5 18 28.8
1.0 16 25.6
1.5 14 22.4
2.0 12 19.2
An employee paid for less than the minimum number of hours required for the fifty percent (50%) benefit shall receive no recognized holiday benefit.
(3) Non-career (-1,040) employees shall not receive recognized holiday benefits.
d. Monday-Friday Schedule
If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. Weekend Schedule
If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
32 (1) The actual dates as listed above shall be considered the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
f. Holiday Credit Accumulation
Employees may accumulate holiday credit up to a maximum of eighty (80) hours. All accrued holiday time in excess of eighty (80) hours in any bi - weekly pay period shall be paid to the employee at the straight-time hourly rate. Holiday credit may be taken by the employee at the discretion of the Department Head. Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.
g. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, employees 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 floating holiday on each of the first two (2) paychecks each month, as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur. (b) A part-time career employee, including an employee in a work sharing program or a non- career (+1,040) employee shall accrue floating holiday credit based upon the number of hours 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; less than 40 hours paid = 0% 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.
33 (c) An employee separating from City employment for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate of pay.
14.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks of each month.
(2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service shall be used to determine the vacation accrual date used in determining the above accrual rates. (5) An employee’s maximum accrual of vacation shall not exceed four hundred and eighty (480) hours. Accrual shall be suspended until the balance is brough below the maximum accrual amount. Accrual will resume on the applicable paycheck following the paycheck in which the balance is brought down.
(6) Employees who are eligible to receive a cash payment in- lieu of vacation leave, as provided for in Article 8 Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in- lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight - time hourly rate of pay the employee is receiving at the time the payment is made. If the employee electing the in- lieu payment separates from City employment for any purpose before receiving the in- lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have been accrued from January 1 to the last day of employment.
34 b. Integration of Vacation With Workers’ Compensation Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is r eceiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay shall not exceed on hundred percent (100%) of the employee’s regular rate of pay. As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 14.3, Sick Leave.
14.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job -related. In accordance with the Rules and Regulations of the Civil Service Board, one- third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed on hundred percent (100%) of the employee’s regular rate of pay . Such usage shall not exceed the maximum amount of the employee's accumulation. A part-time career or non- career (+1,040) employee shall earn sick leave on a pro rata basis.
(2) Employees who have at least four hundred and eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forgo the accrual of not more than twenty -four (24) hours of sick leave during the following calendar year and receive instead, a cash payment for the number of sick leave hours designate d in the election.
Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time payment is made.
35 If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to receiv e the payment, but will instead have their sick leave balances credited with the sick leave hours the employee would have accrued from January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion To PERS Service Credit (1) PERS
(a) PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees 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 from their separation from City service may also
convert any or all of their total sick leave credits
accrued, less any payment received pursuant to
subparagraph (i), above, to PERS service credit as of
the date of their retirement consistent with and
pursuant to the PERS contract with the City , as
amended.
(iii) Individuals identified pursuant to California
Government Code Section 53245 as being the person
designated on the employee’s “Designation of Person
Authorized to Receive Warrants” form, or in the
absence of an identified person pursuant to California
Government Code Section 53245, persons entitled by
law to the possession of the estate of a deceased
employee who was eligible to cash out sick leave
credits pursuant to subparagraph (i), above, may
receive payment for thirty -three and one-third percent (33-1/3%) of the total sick leave credits accumulated
(to the nearest full day) by the employee on the date of the employee’s death.
(b) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of
36 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 separated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
(a) Upon separation of an employee eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years , or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall
receive payment for thirty -three and one- third percent (33- 1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such
retirement, resignation, layoff, or death.
(b) No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits. c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty -six and two -thirds percent (66- 2/3%) of their accumulated sick leave credits if and when said employee is recalled.
If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one- third percent (33-1/3%) of those sick leave credits which accrued after the date of recall.
d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board, Rule 16 and Attachment A to the Rules and Regulations of the Civil Service Board.
37 e. 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.
f. Administration of Sick Leave
The Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.
14.4 PARENTAL LEAVE
a. The parental leave policy applies for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City -paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave. (2) To be eligible for the paid leave an employee must have completed at least three (3) years of City service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom th e employee has physical and legal custody. Court- appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City -paid leave shall not 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
38 of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.
14.5 CATASTROPHIC LEAVE PLAN
a. A benefit -qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or compensating time off hours. Participation in this plan shall be voluntary. Sick leave may not be donated under this plan.
b. All donations shall be made and accepted in writing using City -provided forms or electronically through the City’s payroll system. c. The donation in any category must be a minimum of eight (8) hours of usable time.
d. Donations shall be on an hour-for-hour basis, regardless of the pay rates of the donor and recipient, except hours transferred between employees on the Fire Suppression (56 hours) schedule and the non-Fire Suppression (40 hours) schedule shall be adjusted by a factor of 1.4 to 1. e. Hours to be donated shall be kept in a pledge status until used. As needed, pledged hours shall be debited from the donor's leave balance and credited to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from 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;
39 (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave.
k. Used donated leave time shall be subject to the recipient's normal payroll deductions.
l. The City shall promulgate a policy and procedure to implement and administer catastrophic leave.
14.6 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non- work related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City.
b. If a swing shift or graveyard shift employee has served in excess of one half of their scheduled shift in court or on jury duty, the employee will notify their supervisor in advance of the start time so they can be excused from the
40 shift. If the employee is in court or on jury duty less than one half of the scheduled shift, they will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave provided that if the employee serves less than one half of the shift they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a juror or appearance in court for that purpose, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to jury duty benefits in accordance with the above stated procedure.
14.7 PERSONAL TIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. Employees who separate service and who are subsequently reemployed, pursuant to Article 16.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful comp letion of probation, on a go- forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
c. Use of PTO shall not cause overtime.
d. PTO shall not accumulate from calendar year to calendar year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the d epartment may approve carry-over to the next year. In all other cases, the time shall be forfeited.
14.8 SUPERVISORY PERSONAL TIME OFF
a. Full-time career employees in the classifications of Electrician Supervisor, Machinist Supervisor , and Supervising Generator Technician 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
41 share of the time based on the number of full months remaining in that fiscal year.
b. Personal time off shall not accumulate from year to year. If an employee is unable to use all of the time by the end of the fiscal year based on operational need, the department may approve carry-over to the next year.
In all other cases, the time shall be forfeited.
14.9 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross incom e, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee- authorized deductions shall be deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro-rata basis.
14.10 BEREAVEMENT LEAVE
An employee may receive up to three (3) days of City-paid leave for bereavement based on the death of the employee’ s parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Board Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement or funeral needs.
14.11 PAID CITY LEAVE
a. Within ninety (90) calendar days of adoption by the City Council, employees who are employed in a classification represented by the Council and who
42 are still active on payroll 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 contributions described in Section 14.11(a) may make an irrevocable election to receive cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Divis ion, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the hourly rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in 14.11(a) shall receive payment for the Paid City Leave balance at the hourly rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification represented by the Council on October 31, 2022, shall receive a one- time leave bank contribution of thirty-five (35) hours of Paid City Leave that will become available for use on the first paycheck in January 2023. This Paid City Leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving Paid City Leave contributions described in Section 14.11(b) may make an irrevocable election to receive a one- time cash payment by foregoing the thirty-five (35) hours of Paid City Leave in 2023. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the hourly rate of pay the employee is receiving at the time of payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave.
(2) Upon separation from City service, employees with a balance of the Paid City Leave described in 14.11(b) shall receive a payment for the Paid City Leave balance at the hourly rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
43 ARTICLE 15 – SAFETY SHOES AND SAFETY GLASSES
15.1 SAFETY
The City is committed to and mandated by law to provide its employees with a safe working environment and understands its obligations to do so. The Council agrees that the City shall determine safety, health and property protection measures as required to meet its obligations under the law. The City will conduct safety training, meetings and inspections as mandated by law and operational needs. The City and employees acknowledge the responsibility of each to communicate safety concerns, safety hazards, prevention techniques and safety recommendations and ideas.
15.2 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse employees up to an annual maximum of $400.00 , or up to a maximum of $500.00 if a special order is required due to a medical need, for the cost of acceptable safety shoes, inserts, and/or repairs to safety shoes. These employees may purchase any brand of safety shoe from any outlet as long as such shoes meet the requirements of being an acceptable “safety shoe” as provided in the City’s Protective Footwear Policy. The annual maximum may be used toward the purchase of a single pair or two (2) pair, as needed, at the same time. When an employee has purchased a pair of safety shoes, inserts, and/or repairs to safety shoes, which do not meet the annual maximum, the employee shall be allowed to use the remainder of the annual maximum for a future purchase in the same year. The City maintains the right to specify the type of required safety shoe.
b. Except as provided above, employees shall normally be authorized for a single pair of safety shoes. A second pair of safety shoes in the same fiscal year shall be approved if replacement is deemed necessary by the employee’s supervisor.
c. To be eligible for reimbursement or repair of safety shoes under this Section, the employee must obtain prior authorization from their supervisor before purchasing the required safety shoe and must submit the receipt to the supervisor to verify the purchase, substantiate the reimbursement, and remaining annual maximum, if any. Only safety shoes qualify for reimbursement or repair pursuant to this subsection.
d. Provisions in the City’s Protective Footwear Policy regarding authorized safety shoe vendors, vouchers, and invoices shall not apply to employees in classifications covered by this Agreement.
44 15.3 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. The City shall provide non- prescription safety glasses for employees. Employees who wear prescription glasses shall wear protective eye wear provided by the City of prescription safety glasses.
b. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $150.00 per pair.
c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses, and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non- prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription s hall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
15.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES
a. The City agrees to repair or replace prescription safety glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the City of such loss.
b. The prescription shall not be more than twenty -four (24) months old to qualify for reimbursement under the Article. All costs to update the prescription shall be borne by the employee.
ARTICLE 16 – LAYOFF
16.1 PURPOSE
This Article provides the procedure to be followed when an employee is to be displaced/laid off from their position.
16.2 DEFINITIONS
a. Layoff
A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
45 b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's current job classification, less any time spent in a lower classification due to a downgrade. In the case of an employee who is demoted or whose position is reallocated in accord with the Rules and Regulations of the Civil Service Board, classification seniority for the reallocated or demoted employee shall be mutually established by the City and Council at the time of real location. Within a regression ladder, computation of classification seniority for a job classification lower than that in which the employee holds permanent status, the following seniority shall be counted: (a) classification seniority in any higher classifications within the regression ladder, and (b) previous classification seniority in the job classification in which the employee is currently working, and (c) present time spent in the job classification in which the employee is currently working, minus any seniority adjustments.
(2) City Service Seniority: City service seniority shall be defined as the effective date of appointment to the employee's first permanent career position.
(3) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (4) Seniority Adjustments: Classification seniority and City service seniority shall be adjusted (reduced) in calendar days to reflect time spent on layoff from City service.
(5) Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is reemployed and completes a probationary period, if any, in the position to which the employee was reemployed may count the seniority which they accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
(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.
46 c. Downgrade
A downgrade shall be defined as a change in job classification to which the top step is less than the top step of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classification within the employee's regression ladder. d. Regression Ladder
A regression ladder shall be defined as a classification series through which an employee may downgrade. Regression ladders for the Building Trades and Craft Unit are as follows:
(1) Electrician Supervisor
Senior Electrician
Electrician
(2) Electrician Lineworker
(3) Blacksmith Welder
(4) Machinist Supervisor
Machinist
Machinist Helper
(5) Senior Plumber
Plumber
Plumber Apprentice
(6) Senior Painter
Painter
(7) Structural Maintenance Supervisor
Senior Carpenter
Carpenter
(8) Stagehand II
Stagehand I
(9) Mechanical Maintenance Supervisor
Senior Sheet Metal Worker
Sheet Metal Worker
(10) Roofer
(11) Supervising Generator Technician
Senior Generator Technician
Generator Technician
47 e. Permanent Status
For the purposes of this layoff procedure permanent status is attained in a job classification when an employee has successfully completed the probationary period in that job classification.
f. Career and Non-Career
Career employees shall be those employees in positions which are in the classified service who are required to serve a probationary period. Non- career employees are all other employees covered by this Agreement.
16.3 PROCEDURE
a. Non-Career Employees
When layoff is to occur within a job classification within a d epartment, all non-career employees in the regression ladder in which that job classification is found shall be laid off first. In no event shall a career employee suffer a layoff until all non- career employees in the affected regression ladder have been laid off. Non-career employees shall have no right to downgrade.
b. Career Employees
(1) Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning with the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority.
(2) Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee does not hold permanent status in another job classification, they shall be laid off. If the employee does hold permanent status in another job classification, they shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. (3) Any permanent employee who is to be laid off or displaced shall have the right to downgrade, within the d epartment, in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisional employee with the least City service
48 seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee attempting to downgrade is unable to do so, they shall be laid off.
(4) Notwithstanding any other provisions of this Article, those City employees who have at least ten (10) years of continuous City service seniority and who are unable to downgrade within their current regression ladder shall have the right to return to their last classification in which they held permanent status, if the employee meets the qualifications of that classification, and shall have the right to downgrade through that regression ladder pursuant to Section
16.3(b)(3).
(5) An employee may accept layoff in lieu of the opportunity to downgrade by notifying Labor Relations within two (2) normal workdays of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off.
(6) If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, then by random number, if necessary.
(7) The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.
c. Notice of Layoff
In the event of layoff, the City shall send by certified mail return receipt requested a layoff notice to all affected employee(s). Such notice shall be postmarked at least fourteen (14) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address in the City’s payroll system , and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees. However, the employee who is on sick leave or injury-on- duty status on the date of the layoff notice shall not be laid off or
49 downgraded until the employee returns to work; except that the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.
16.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay rate received immediately prior to downgrade providing there is no increase in pay.
b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 8.2 "Advancement in Rate of Compensation" with time served in the classification from which the downgrade occurred counting toward salary step advancement.
c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the e mployee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher in the permanent classification. The anniversary date for future in-grade salary adjustments shall be the date of recall to the permanent classification.
d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the salary schedule.
16.5 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances that have a cash value at separation, per this Agreement, applicable ordinances, and rules. Employees who are subsequently recalled and who were eligible for sick leave cashout at the time of separation shall have any uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules . Only those sick leave hours accrued after recall shall be applied toward any future sick leave payoff, if eligible.
b. Employees and their eligible dependent(s) enrolled in City medical, dental, or vision insurance coverage at the time of layoff may continue their coverage for the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA) . The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums
50 for COBRA continuation of 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 enrolling in COBRA coverage or information on eligibility for City retiree health benefits will be provided by the Benefit Services Division, Department of Human Resources, upon request.
16.6 RECALL
a. When a vacancy occurs in a job classification, the laid- off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of their downgrade or layoff. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, but shall have no recall rights to any job classification in which provisional or probationary status was held at the time of layoff or downgrade. When a recall list exists and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Provisional and probationary employees who had no permanent status in another job classification at the time of layoff shall have no recall rights. Non-career employees shall have no recall rights.
b. Employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which they are downgraded. An employee who has downgraded and has not been recalled to the classification where permanent status is held within the five (5) year period shall gain permanent status for purposes of layoff in the classification to which the employee downgraded, or is c urrently working at the time recall rights are lost, whichever is higher in the regression ladder.
c. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail return receipt requested and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within fourteen (14) calendar days, the employee will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and other qualifications of the classification to which they are recalled. Any additional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law.
51 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.
ARTICLE 17 – DISCIPLINE
17.1 LETTER OF REPRIMAND
a. A letter of reprimand shall not be appealable to the Civil Service Board, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations . The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting.
This Section shall not be subject to the Grievance Procedure. b. A letter of reprimand issued on or after October 20, 1990, will be withdrawn from an employee's official personnel file eighteen (18) months from the date of issue provided there has not been additional formal discipline imposed during this period.
17.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed at the conclusion of the appeal process, the City shall reinstate the forfeited credits. This provision shall not be subject to the grievance procedure.
17.3 WITHDRAWAL OF APPEAL
An employee or Council may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Judge or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
17.4 SUSPENSIONS AND PAY REDUCTIONS
a. Suspensions and pay reductions imposed after June 20, 2009, will be withdrawn from an employee's official personnel file and any other personnel files maintained by the City five (5) years from the date of issue provided there has not been additional formal discipline imposed during the
52 five-year period. If an employee had additional discipline in the five- year period, the removal date will restart.
b. All discipline documents that are removed from the employee’s personnel file will be retained in Labor Relations. Should an employee have subsequent discipline, the earlier disciplines may be used for purposes of progressive discipline.
ARTICLE 18 – UNIFORMS
18.1 UNIFORMS
a. City-Provided Uniforms
(1) The City agrees to provide five (5) uniform changes per week to employees in the Building Trades and Craft Unit (5- 5-1), at no cost to the employee.
(2) The City may provide uniforms for non-career employees. b. Stagehand Uniforms
(1) The City shall provide full -time career employees in the classifications of Stagehand I and II with the following dress uniform in addition to the current work (5-5-1) uniform:
1 blazer
2 shirts
1 pair pants
1 tie
(2) The City shall be responsible for the repair and replacement of dress uniform items.
(3) The City shall be responsible for the cost of dry cleaning the sports coat and tie.
(4) The employee shall be responsible for the cleaning of the dress shirts and pants.
(5) The City shall designate the events at which the dress uniform shall be worn.
c. Inclement Weather Jacket
(1) Unit employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket.
53 (2) Employees shall be responsible for the laundry, maintenance, and repair of such jacket. Replacement of unserviceable jackets shall be the responsibility of the City.
(3) Employees in the classifications of Blacksmith Welder, Machinist, Machinist Helper, Electrician, Electrician Supervisor , Generator Technician, Senior Generator Technician, and Supervising Generator Technician shall be provided an inclement weather jacket with the outer layer made of all cotton fibers.
The above specified jacket is not protective safety wear. Required protective safety equipment and gear, determined necessary and mandated for use by management, shall be worn while performing work in and around hazardous conditions.
ARTICLE 19 – MISCELLANEOUS
19.1 NEW OR REVISED JOB CLASSIFICATIONS
a. It is recognized that the establishment of new or revised job classifications covered by this Agreement may be warranted because of changes in job content or services offered by the City. Under such circumstances, the City shall prepare and submit to the Council the proposed descriptions and proposed appropriate rate ranges for such job classifications as will have been determined to be within the Unit covered by this Agreement not less than fifteen (15) days prior to submission of the job classification to the Civil Service Board. Upon request of the Council, the fifteen (15) day period will be extended by an additional ten (10) days.
b. The Council and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board. The Council and the City shall follow provisions of applicable state law and the Employer-Employee Relations Policy regarding negotiations of an appropriate salary range for any revised entry or revised promotional classification covered by this Agreement.
c. The Council shall have the right to file an appeal to the Civil Service Board regarding job classification.
19.2 EMPLOYEE ORIENTATION
a. Unless otherwise agreed in advance, Council Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new -employee orientations so that they may provide information about the Council and the labor agreement.
54 b. The new -employee orientation schedule, and the reserved fifteen (15) minutes of time for the Council’s representative(s) to attend, shall be established by the City. The City shall make a reasonable effort to provide the Council with at least forty -eight (48) hours’ notice of changes to the regular schedule.
19.3 EMPLOYEE INFORMATION
a. At least every thirty (30) days, the City shall provide the Council with a list of employees who are employed in classification represented by the bargaining unit.
b. To the extent it is known, information shall include: name, classification date; job title; department; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.
19.4 SELECTION OF VACANCIES
a. Whenever a vacancy occurs in a particular job assignment of a regular civil service position, and the Department Head or designee, in their discretion, elects to permanently fill said vacancy, employees holding permanent civil service status in the classification allocated to that position, and who are assigned to the particular operation in which the vacancy arises, may request to be reassigned to fill said vacancy. The Department Head shall give first consideration to those employees making such requests before considering any other persons for the vacancy.
b. In the event more than one qualified employee requests to fill said vacancy, the assignment shall be based on classification seniority (or in the case of a tie, highest position on the eligible list) provided relative experience and capability in performin g the required job functions and relative disruptive effect on the established work schedule are equal.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immediate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational and personnel needs of the departments. This Article does not apply to non-career employees.
55 19.5 DRIVER LICENSE REQUIREMENTS
a. In those classifications which require a commercial driver license, employees hired on or after October 20, 1990, shall be required to possess the appropriate valid commercial California driver license and endorsements as a condition of continued employment.
b. Employees hired prior to October 20, 1990, who are temporarily unable to maintain the required commercial license, but is able to maintain a Class “C” license, shall, as a result of that failure, be transferred to an alternate assignment, if available, with a salary reduction of 2.5%, until the required license has been obtained in a reasonable amount of time. However, in the event the employee is unable to obtain a required license, the employee shall be separated from employment.
Further, the salary reduction or separation from employment shall not be subject to the grievance procedures provided for in Section 5, nor shall the reduction be considered disciplinary action as defined by Rule 12 of the Rules and Regulations of the Civi l Service Board. In the event the transferred employee subsequently obtains the required license with endorsements, the employee shall be transferred back to the previous assignment at the same step in the salary range occupied prior to the transfer and salary reduction.
c. An employee who is unable to qualify for a required commercial license, due to medical reasons, shall not be subject to the contractual transfer or salary reduction described in section (b), above.
19.6 CONTRACTING OUT
a. The City shall not contract out for goods or services performed by bargaining unit employees which will result in any career employee being laid off without prior consultation with the Council concerning the impact on the terms and conditions of employment of employees covered by this Agreement.
b. Any layoffs resulting from the City's action shall be made pursuant to the layoff provisions of this Agreement.
19.7 SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
56 19.8 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages , overtime payment , healthcare contributions, incentives, or leave accruals, balances and/ or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment in compensation, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.
No repayment schedule shall exceed fifty-two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty -six (26) pay periods.
The time period may be extended by a signed agreement between the City and the employee.
c. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
19.9 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee on or after November 22, 1986, shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such employment for any reason including the expiration of a limited-term appointment.
b. The trial period shall be a thirty (30) calendar day period beginning with the first day the employee reports to work or until the employee has worked one hundred sixty-eight (168) straight-time hours, whichever occurs last. 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.
57 d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.
19.10 MODIFIED/ALTERNATIVE DUTY POLICY
The City’s Modified/Alternative Duty Policy shall be applicable to eligible employees who have been injured on-the-job.
19.11 PERS RETIREMENT PLAN
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Classic members in miscellaneous classifications shall pay seven percent (7%) of the members contribution to the PERS retirement plan, shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) consecutive mont hs of compensation.
(2) Effective June 20, 2020, employees covered under Section 19.11(a) (Member Contribution to PERS Retirement Plan – Classic Members) shall pay, through payroll deduction, one hundred percent (100%) of the seven percent (7%) member contribution, plus an additional one percent (1%) of the employer’s contribution of PERSable compensation for a total contribution of eight percent (8%) toward the cost of pension benefits as permitted by Government Code section 20516 (Employee Cost Sharing of Additional Benefits). T he parties acknowledge that CalPERS mandates an election of unit members, separate from the ratification of this MOU, to provide for this cost sharing pursuant to Government Code section 20516. As soon as practicable after the effective date of this MOU, the City will initiate the contract amendment process. Upon approval and agreement from the bargaining unit and completion of the City’s amendment to the CalPERS contract, employee contributions will be made pursuant to Government Code section 20516. Should the membership vote against the CalPERS contract amendment, effective June 20, 2020, the above referenced one percent (1%) cost sharing shall be implemented outside of a CalPERS contract amendment as authorized by Government Code section 20516(f).
The Council and the City will take all actions necessary to implement the pension cost sharing agreement described in this Section. b. Member Contributions to PERS Retirement Plan – New Members New members in miscellaneous classifications shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA). New members shall qualify for the 2% at 62 benefit formula shall contribute fifty percent (50%) of the total normal cost of the PERS retirement
58 plan and retirement shall be based upon the highest thirty six (36) consecutive months of compensation.
19.12 SECTION 401(A) MONEY PURCHASE PLAN
As soon as practicable, the City shall establish an IRS Section 401(a) Plan for employees in the classifications of Electrician Supervisor, HVAC Supervisor, Machinist Supervisor, Mechanical Maintenance Supervisor, Plumbing Supervisor, Structural Maintenance Supervisor, and Supervising Generator Technician. The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the 401(a) Plan.
The 401(a) Plan shall conform to all Internal Revenue Code (IRC) requirements. Vesting of City funds occurs with enrollment consistent with the IRC and the 401(a) plan documents.
19.13 EMERGENCY RESPONSE
a. Employees may be assigned and/or reassigned for emergency reasons including, but not limited to, storm duty . In consideration of the individual employee’s sleep needs, the number of additional hours which an employee may work, and the time off between hours worked shall be established jointly by the supervisor and employee. The supervisor may determine that an employee is to be released from the shift when, in the judgment of the supervisor, the employee is no longer capable of performing the job safely. b. In consideration of employee safety, if the emergency response is prolonged, the supervisor shall provide appropriate break times and areas, available emergency equipment, reporting responsibilities and other necessary support to allow the employee to perf orm effectively in the emergency.
c. Nothing in this Section shall be construed to limit management’s right to assign or reassign employees in an emergency.
19.14 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home -to-work transportation are eligible for an eighty 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.
59 b. Other Bus Transportation
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home- to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass.
Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division, by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120).
c. Downtown Parking Subsidy
The City shall provide a ninety dollar ($90) per month parking subsidy to eligible full-time career employees who are regularly assigned to work in the downtown area. Eligible part -time career employees who are regularly assigned to work in the downtown area will receive a sixty dollar ($60) per month parking subsidy. The subsidy will be included in the employee’s bi - weekly paycheck, subject to applicable state and federal taxes.
19.15 PROBATIONARY PERIOD
a. Probationary Period
The probationary period is an extension of and an integral part of the examination process. It shall be utilized for closely observing the employee’s work, for securing the most effective assimilation of a new employee, and for determining if performance meets the required standards of the job.
(1) The probationary period for employees in this Unit shall be twelve (12) months in duration.
(2) An employee may be released, without right of appeal, during the probationary period. Written notice of for the release shall be furnished the probationer.
b. Employee Service Rating and Reports
Employees are entitled to Employee Service Rating and Reports which outline progress and performance in their classifications. c. The Employee Service Rating and Report shall primarily serve as follows:
(1) To regularly review employee’s performance with the supervisor;
60 (2) To ascertain and encourage the improvement in performance or progress of employee;
(3) To provide effective supervision of an employee; and (4) To note and reward outstanding achievement by an employee.
An employee in a twelve (12) month probationary position shall receive such Reports on or about the end of the third, fifth, eighth, and eleventh months of service and annually thereafter.
19.16 ZONAR OR OTHER GPS AND SAFETY STICKERS
Zonar and other Global Positioning Systems ( GPS) devices will be used for purposes of improving departmental efficiencies to include, but not be limited to, preserving City resources and preventing unnecessary idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings, or confirm work performance issues for purposes of discipline.
The City may place one “safety sticker” on City vehicles which reads “How’s My Driving? Dial 311.” Safety stickers shall not exceed 200 square inches and will not be placed in an area which obscures the driver’s safe operation of the vehicle.
19.17 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.
Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.
19.18 TERM
a. This Agreement shall remain in full force and effect from July 12, 2025, to and including July 7, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
61 DATED: April 14, 2026
SACRAMENTO-SIERRA'S BUILDING
AND CONSTRUCTION TRADES
COUNCIL
CITY OF SACRAMENTO
Mark Martin
Chief Negotiator
Leyne Milstein
Assistant City Manager
Matthew Nootenboom
Business Representative
Aaron Donato
Labor Relations Manager
Steve Dotson
Negotiations Committee
Christen Snyder
Labor Relations Officer
Jim Pumphrey
Negotiations Committee
Phillip Pineda
Negotiations Committee
David Hoekstra
Negotiations Committee
Approved as to form:
Bradley Hoekstra
Negotiations Committee
Brett M. Witter
Chief Assistant City Attorney
62 EXHIBIT A - EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION
EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION AND
REQUEST FOR RECOGNIZED EMPLOYEE ORGANIZATION
SPONSORED INSURANCE PREMIUM(S)
(Front side of form to be completed and executed by employee.) I, , hereby request and authorize my employer, City of Sacramento, to deduct from my earnings and pay to
(insert name and address of payee to whom amounts are to be remitted), the amount of $ per month for insurance premium(s) covering a plan or plans sponsored by the said recognized employee organization.
PLEASE READ
I understand and agree that:
1. Neither the City of Sacramento, nor any of its officer, agents or employees, make any representations of any kind or nature concerning such insurance plan or plans; and that the City of Sacramento is simply providing payroll deductions as a benefit to those eligible employees who choose to avail themselves of this service and who have decided that they wish to be covered by a plan or plans.
2. The City of Sacramento, and its officers, agents and employees assume no liability on account of payroll deduction made or any action taken or not taken pursuant to this authorization and request.
3. This authorization and request shall remain in effect until terminated by me in writing properly delivered or addressed to the Director of Human Resources of the City of Sacramento or until my present employment with the City of Sacramento terminates for any reason, or until the
(insert name of recognized employee organization) ceases to be certified as a recognized employee organization under applicable City law, whichever occurs first.
4. The City of Sacramento will not make the herein authorized and requested deduction from my earnings in the event that my earnings for the pay period from which the said deduction would ordinarily be made are not sufficient after other legally required deductions are made, nor will the City in such event make the said payroll deduction for such period at a later date, nor will the City accept a deposit from me of my contribution for such period for transmittal to the payee.
5. PLEASE NOTE: It is my responsibility to check my payroll stub to verify that the proper payroll deduction I am authorizing and requesting has in fact been made. (This is to be signed and dated by each employee, and information completed indicating home address, job classification, and department.)
63 (The reverse side of the form should be completed by an authorized officer of the recognized employee organization.)
The (insert name of
recognized employee organization) agrees to and does hereby indemnify, defend, and hold the City, its officers, agents, and employees harmless against any claims made, liability incurred, and any suits instituted against them or any one of them on account of the payroll deduction herein authorized and requested.
Accepted on behalf of
(insert name of recognized employee organization):
By:
(This is to be signed and dated by a duly authorized officer of the recognized employee organization.)
And
Labor Agreement
Covering All Employees in the
Exempt Management,
Exempt Management Support,
and Confidential/Administrative Units
2025-2028
i
TABLE OF CONTENTS
Section Page
PREAMBLE ........................................................................................................................ 1 ARTICLE 1 – RECOGNITION ............................................................................................. 1
1.1 RECOGNITION ................................................................................................................................. 1
1.2 EMPLOYEES COVERED BY THIS AGREEMENT .......................................................................... 1
1.3 DEFINITIONS .................................................................................................................................... 1 ARTICLE 2 – SOLE AGREEMENT ..................................................................................... 3
2.1 SOLE AGREEMENT ......................................................................................................................... 3 ARTICLE 3 – CITY RIGHTS ............................................................................................... 3
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY ........................................................................ 3
3.2 FILLING VACANT POSITIONS ........................................................................................................ 3 ARTICLE 4 – ASSOCIATION RIGHTS ............................................................................... 4
4.1 PAYROLL DEDUCTIONS ................................................................................................................. 4
4.2 RELEASE TIME ................................................................................................................................ 5
4.3 BULLETIN BOARDS ......................................................................................................................... 6
4.4 LIST OF EMPLOYEES...................................................................................................................... 6
4.5 USE OF CITY EMAIL ........................................................................................................................ 7
4.6 NEW EMPLOYEE ORIENTATION ................................................................................................... 7 ARTICLE 5 – GRIEVANCE PROCEDURE ......................................................................... 7
5.1 PURPOSE ......................................................................................................................................... 7
5.2 PROCEDURE ................................................................................................................................... 7
5.3 DEFINITIONS .................................................................................................................................... 8
5.4 STEP ONE ........................................................................................................................................ 8
5.5 STEP TWO ........................................................................................................................................ 8
5.6 ARBITRATION .................................................................................................................................. 9
5.7 WITNESSES ..................................................................................................................................... 9 ARTICLE 6 – SALARY ADJUSTMENTS ............................................................................ 9
6.1 SALARIES ......................................................................................................................................... 9
6.2 SIGNING BONUS ........................................................................................................................... 10 ARTICLE 7 – SALARY ADMINISTRATION ...................................................................... 10
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................... 10
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ........................ 10
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION ........................... 10
7.4 LONGEVITY PAY (CITY CHARTER) ............................................................................................. 10
7.5 LONGEVITY PAY (CONTRACT) .................................................................................................... 11
7.6 OUT-OF-CLASSIFICATION PAY ................................................................................................... 11
7.7 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES .......................................... 11
7.8 SALARY STEP ADVANCEMENT ................................................................................................... 12
7.9 PROBATIONARY PERIOD ............................................................................................................. 12
7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ................................ 13
7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 13
ii
7.12 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE) ............................................................. 13 ARTICLE 8 – HEALTH AND WELFARE ........................................................................... 13
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART-TIME CAREER EMPLOYEES ......... 13
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES .................................................................... 14
8.3 AMOUNT OF CONTRIBUTION ...................................................................................................... 15
8.4 COVERED DEPENDENTS ............................................................................................................. 17
8.5 CASH-BACK LIMITS ....................................................................................................................... 17
8.6 LIFE INSURANCE ........................................................................................................................... 18
8.7 LONG-TERM DISABILITY .............................................................................................................. 18
8.8 STATE DISABILITY INSURANCE (SDI) ......................................................................................... 18
8.9 FLEXIBLE SPENDING ACCOUNTS .............................................................................................. 19
8.10 HEALTH REIMBURSEMENT ARRANGEMENT (HRA) ................................................................. 19
8.11 RETIREES OR SURVIVOR DEPENDENTS .................................................................................. 19 ARTICLE 9 – RETIREMENT ............................................................................................. 22
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ........................... 22
9.2 DEFERRED COMPENSATION PLAN ............................................................................................ 23
9.3 SECTION 401(a) MONEY PURCHASE PLAN ............................................................................... 23 ARTICLE 10 – HOURS OF WORK ................................................................................... 24
10.1 HOURS OF EMPLOYMENT ........................................................................................................... 24
10.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................................................. 24
10.3 REMOTE WORK PROGRAM ......................................................................................................... 24
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ........................................................................... 24
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT ............................................................. 24
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ....................................... 24
10.8 POLICE LIEUTENANT COVERAGE .............................................................................................. 25
10.9 SUPPLEMENTAL POLICE EMPLOYMENT ................................................................................... 25
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)........................................................................................................ 25 ARTICLE 11 – OVERTIME COMPENSATION ................................................................. 26
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES .......................................... 26
11.2 OVERTIME FOR NON-CAREER EMPLOYEES ............................................................................ 27
11.3 STANDBY ASSIGNMENTS FOR FLSA COVERED EMPLOYEES ............................................... 27 ARTICLE 12 – LEAVES .................................................................................................... 28
12.1 HOLIDAYS ...................................................................................................................................... 28
12.2 VACATION ...................................................................................................................................... 30
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .................................................................. 31
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ................................................................................... 32
12.5 SICK LEAVE ................................................................................................................................... 32
12.6 INJURY-ON-DUTY .......................................................................................................................... 35
12.7 COURT LEAVE ............................................................................................................................... 35
12.8 CITY-PAID PARENTAL LEAVE ...................................................................................................... 36
12.9 CATASTROPHIC LEAVE PLAN ..................................................................................................... 36
12.10 PERSONAL LEAVE ........................................................................................................................ 36
12.11 MEDICAL LEAVE ............................................................................................................................ 37
12.12 CITY-PAID BEREAVEMENT LEAVE .............................................................................................. 37
12.13 PAID CITY LEAVE (PCL) ................................................................................................................ 37
iii
ARTICLE 13 – SPECIAL ALLOWANCES ......................................................................... 38
13.1 POLICE UNIFORM ALLOWANCE ................................................................................................. 38
13.2 TUITION REIMBURSEMENT ......................................................................................................... 38
13.3 STATE OF CALIFORNIA BAR DUES ............................................................................................. 39
13.4 REQUIRED LICENSES AND CERTIFICATIONS ........................................................................... 39
13.5 CONTINUING EDUCATION ........................................................................................................... 39
13.6 BILINGUAL PAY ............................................................................................................................. 39
13.7 TECHNOLOGY ALLOWANCE ....................................................................................................... 39
13.8 NOTARY PAY ................................................................................................................................. 40
13.9 SAFETY SHOES ............................................................................................................................. 40
13.10 SAFETY GLASSES ......................................................................................................................... 40 ARTICLE 14 – TRANSPORTATION ................................................................................. 41
14.1 TRANSPORTATION AND PARKING ............................................................................................. 41 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES .......................................... 43
15.1 PURPOSE ....................................................................................................................................... 43
15.2 PROCEDURE ................................................................................................................................. 43
15.3 NOTICE OF LAYOFF ...................................................................................................................... 45
15.4 SALARY IN EVENT OF DOWNGRADE ......................................................................................... 45
15.5 EMPLOYEE ON IOD STATUS ....................................................................................................... 45
15.6 FRINGE BENEFITS ........................................................................................................................ 45
15.7 RECALL .......................................................................................................................................... 46
15.8 GENERAL ....................................................................................................................................... 46 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ................................. 47
16.1 PROCEDURE ................................................................................................................................. 47
16.2 NOTICE OF LAYOFF ...................................................................................................................... 47
16.3 EMPLOYEE ON IOD STATUS ....................................................................................................... 47
16.4 GENERAL ....................................................................................................................................... 47 ARTICLE 17 – DISCIPLINE .............................................................................................. 48
17.1 DISCIPLINE .................................................................................................................................... 48
17.2 LETTER OF REPRIMAND .............................................................................................................. 48
17.3 DOCUMENTED COUNSELING RETENTION ................................................................................ 48
17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ......................................... 49
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS .................................................................... 49
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ............................................................................ 49
17.7 WITHDRAWAL OF APPEAL ........................................................................................................... 49 ARTICLE 18 – MISCELLANEOUS ................................................................................... 50
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD .................................................. 50
18.2 SAVINGS CLAUSE ......................................................................................................................... 50
18.3 NEW OR REVISED JOB CLASSIFICATIONS ............................................................................... 50
18.4 STAFF AIDE POSITIONS ............................................................................................................... 51
18.5 OFF-DUTY EMPLOYMENT ............................................................................................................ 51
18.6 TIME OFF FOR EXAMINATIONS ................................................................................................... 52
18.7 PAYROLL ERRORS ....................................................................................................................... 52
18.8 RETIREE COURT APPEARANCE FEES ....................................................................................... 53
18.9 NOTICE OF JOB ANNOUNCEMENTS .......................................................................................... 53
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY .................................................... 53
18.11 EQUITY ADJUSTMENT REOPENER ............................................................................................ 54
iv
18.13 TERM .............................................................................................................................................. 54
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafter referred to as the City, and the SACRAMENTO CITY EXEMPT EMPLOYEES ASSOCIATION , hereinafter referred to as the Association, has as its purpose the promotion of harmonious labor relations between the City and the Association and the establishment of rates of pay, hours of work, and other conditions of employment.
ARTICLE 1 – RECOGNITION
1.1 RECOGNITION
The City hereby recognizes the Association as the exclusive bargaining agent for all employees in the Exempt Management (Unit 01) , Exempt Management Support (Unit 14) , and Confidential/Administrative (Unit 10) Units, as defined in the City's Employer-Employee Relations Policy, and agrees to meet and confer and otherwise deal exclusively with the Association on all matters within the scope of representation pertaining to the said employees as authorized by law.
1.2 EMPLOYEES COVERED BY THIS AGREEMENT
Any employee working in a job classification in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) Units as defined in the Employer-Employee Relations Policy shall be covered by this Agreement except as hereinafter provided.
1.3 DEFINITIONS
a. As used throughout this Agreement, the terms “Career Employee” and “Non- Career Employee” shall be given the same meaning as set forth in the Rules and Regulations of the Civil Service Board.
b. As used throughout this Agreement, the term “Exempt Employee” shall mean employees filling classifications identified as exempt from the classified service pursuant to the City Charter and as identified in the Employer - Employee Relations Policy . Exempt employees are “at -will” employees serving at the pleasure of the Appointing Authority. Nothing in this Agreement shall be construed to be an express or implied covenant or contract of continued employment, or to create a property right or tenure for any person appointed to positions that are exempt from the classified service.
Consequently, just cause is not required for discipline and there are no appeal rights.
2 c. Eligibility for Benefit and Leave Accrual
(1) Exempt, career, and non-career +1040 employees shall receive health benefits and leave accruals based on the full-time equivalent (FTE) of the budgeted authorized position (BAP) as follows:
(a) 0.8 FTE BAP or higher shall receive full benefit s and leave accruals
(b) 0.5 up to a 0.79 FTE BAP shall receive one- half (1/2) of the benefits and leave accruals
(c) 0.49 or less FTE BAP shall not receive benefit s or leave accruals
(d) Employees in less than a 0.8 FTE BAP but working thirty (30) or more hours per week shall receive health benefits consistent with the Patient Protection and Affordable Care Act.
(2) Unless provided otherwise in this Agreement, non- career -1040 employees are not eligible for any health benefits or leave accruals. d. City Service Seniority: City service seniority shall be calculated using each employee’s cumulative employment with the City . For a part -time employee, City service seniority shall be prorated. Within ninety (90) days of being rehired employees may make a request to Human Resources that their prior employment be used to calculate their City service seniority. This use of prior employment for calculating the Ci ty service seniority for rehired employees shall not create a right to retroactive benefits.
e. Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification plus any time spent in a higher job classification, but not including any time spent in a lower job classification.
The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee whose position has been reallocated in accordance with the applic able Rules and Regulations of the Civil Service Board, classification seniority shall include all time in the prior classification.
For a part-time employee, classification seniority shall be prorated. f. Hire Date Seniority: Hire date seniority shall be defined as the employee’s first date of hire to any position with the City.
g. Seniority Adjustments: Classification seniority and City service seniority shall be reduced by any period not employed. There shall be no reduction for time spent on an approved unpaid leave of absence.
3 h. Termination of Seniority: Termination of classification seniority and City service seniority shall occur upon:
(1) Discharge
(2) Retirement
(3) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. This Agreement , when signed by the parties and approved by the City Council, supersedes all other Agreements between the parties and represents the sole agreement between the parties.
b. Neither party shall be obligated to meet and confer during the term of this Agreement on any matter contained in this Agreement.
c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.
ARTICLE 3 – CITY RIGHTS
3.1 RIGHTS VESTED EXCLUSIVELY WITH THE CITY
It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various departments in all aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement except as expressly modified in this Agreement. Unless specifically in conflict with this Agreement, all management rights shall remain vested exclusively with the City including the right to eliminate, contract or subcontract out functions or services performed by unit personnel.
3.2 FILLING VACANT POSITIONS
The City retains the sole and exclusive right to determine when and if a vacant position will be filled.
4 ARTICLE 4 – ASSOCIATION RIGHTS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions for group insurance plans to which the City is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for: (1) the normal and regular monthly member dues and (2) the insurance premiums for the City or Association plans, not to exceed three (3) insurance deductions per member.
b. The above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth herein using the authorization forms agreed to by the City and the Association. Any future changes or modifications to the authorized form shall be agreed upon between the City and the Association. The form shall include the following:
• Employee full name
• Employee eCAPS ID number or the last four digits of their Social Security number
• Bargaining Unit
• Amount or percentage of monthly membership dues
• Additional union-sponsored deductions (e.g. life insurance) Any future changes or modifications to the authorization form shall be agreed upon between the City and the Association.
(2) If for any reason an employee does not have sufficient funds due them to provide for the payment of any of the above payroll deductions after all other authorized or mandatory deductions or garnishments have been made, if any, no such sums shall be payroll deducted and the Association shall assume the duty of direct collect ion from the employee.
(3) The authorization form for deductions shall be completed and submitted by the Association to the Payroll Division, Department of Finance.
(4) Such deductions shall be made only upon submission to the Payroll Division, Department of Finance, of the said authorization form duly completed and executed by the Association.
(5) When changes in rates affect large groups of Association members, the Association may, in lieu of the dues authorization form, notify the Payroll Division, Department of Finance, by email of the new rate and clearly define the group(s) of Association members who are affected.
5 (6) The Association is responsible for submitting the dues authorization form to the Payroll Division, Department of Finance with any changes in the amounts to be payroll deducted from the paychecks of employees who have so authorized.
(7) Dues deductions shall occur over twenty-four (24) paychecks per year, which shall be the first two (2) paychecks each month.
(8) The City will remit to the Association a single dues check for all SCXEA units each pay period. At such time as the City’s accounts payable system is able to do so, the City will remit to the Association by electronic funds transfer (EFT) for all deductions. The City shall include with the check a report listing the employees enrolled and the amount the employees paid.
(9) Unless notified in writing by the Association of an employee’s request to cancel their dues deduction, the City will continue to deduct Association dues, and/or any additional deduction(s) noted.
Notification will be made to the Payroll Division, Departmen t of Finance, utilizing the dues authorization form notating in the “Additional Information” column that it is a membership cancellation. (10) Dues deductions that have been submitted by the Association utilizing the dues authorization form received in Payroll Division, Department of Finance, by noon on the last day of a pay period, will reflect a deduction on the check for that pay period. There shall be no collection of dues arrearages by the City.
(11) The Association shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization.
(12) The Association shall indemnify, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against the City arising from its deductions for dues or insurance premiums or other programs sponsored by the Association.
4.2 RELEASE TIME
a. SCXEA-represented employees shall utilize the Association release time donation forms and/or associated procedures to authorize donation of their leave balances for such purposes.
b. Eligible SCXEA Board members shall be allowed to use this leave to attend meetings with the City and for other Association activities not prohibited by
6 law. Use of the leave bank shall be subject to the approval of SCXEA and the employee’s supervisor.
c. Employees may donate up to forty (40) hours each year from accrued leave balances, excluding sick leave, to a bank of employee-donated Release Time.
Employee donations shall be irrevocable and not returnable to the donating employee. The maximum cumulative number of hours donated by all members to this bank shall not exceed one thousand forty (1040) hours per calendar year. Any unused hours in the bank on December 31 shall be carried over into the next calendar year. The total amount of release time in this bank, including any carryover, shall at no time exceed one thousand forty (1040) hours.
d. Within thirty (30) calendar days of adoption of this Agreement by the City Council, the City will provide SCXEA with a one -time leave bank of one thousand forty (1040) hours of release time for SCXEA Board Members for Association business. This release time may be carried over beyond the term of this Agreement for use by the Association until exhausted. Board members shall endeavor to provide forty-eight (48) hours’ advance notice for the use of this leave by emailing their supervisor and copying the SCXEA President. Use of this leave is subject to the approval of the employee’s supervisor. This Section 4.2(d) is rescinded as of September 19, 2025.
e. During the term of this Agreement, the Association’s release time bank shall not exceed two thousand eighty hours (2,080) hours, except that through June 28, 2024, the Association shall be allowed to carry a balance which shall not exceed two thousand three hundred (2,300) hours. Effective June 29, 2024, all unused release time hours in excess of two thousand eighty (2,080) hours will be forfeited. All new donations of “member donated leave” made pursuant to paragraph (c), above, shall be suspended until the total release time hours fall below two thousand eighty (2,080) hours.
4.3 BULLETIN BOARDS
The City shall provide bulletin boards at work locations mutually agreed upon with the Association for posting Association information, notices and communications.
The board size shall be no larger than three (3) feet by four (4) feet unless agreed to otherwise by the parties.
4.4 LIST OF EMPLOYEES
At least every thirty (30) days the City shall provide the Association with a list of employees who are employed in classifications represented by the bargaining unit.
To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.
7 4.5 USE OF CITY EMAIL
a. The Association shall have reasonable use of the City’s electronic mail system (email) for communicating with its members and with the City. Members of the Association shall have reasonable use of the City email system to contact the Association and its members. Use of the email system is subject to provisions of the City’s Information Technology Resource Policy (API#30). b. The Association shall have the right to reasonable use of the City’s existing internal mail system to contact its members.
c. The City shall not be held responsible for untimely or lost communications.
4.6 NEW EMPLOYEE ORIENTATION
Unless otherwise agreed in advance, Association Business Representatives, or their designees, shall be provided up to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Association and the labor agreement.
The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Association’s representative(s) to attend, shall be established by the City.
The City shall make a reasonable effort to provide the Association with at least forty- eight (48) hours’ notice of changes to the regular schedule.
ARTICLE 5 – GRIEVANCE PROCEDURE
5.1 PURPOSE
The City and the Association recognize the desirability of establishing an orderly, systematic, and efficient procedure through which an employee may resolve concerns arising out of the interpretation and application of the express terms of this Agreement and shall exclude matters for which there are established and applicable Civil Service Board appeals processes.
5.2 PROCEDURE
a. The City and the Association agree to implement the following grievance procedure. The grievance procedure shall be used to process and resolve disputes arising under this Agreement except to the extent that the City Charter or the R ules and Regulations of the Civil Service Board vests jurisdiction elsewhere. The purpose of this procedure is to resolve issues informally at the appropriate level, and to provide an orderly procedure for reviewing and resolving disputes promptly.
b. No matter shall be considered as a dispute under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the
8 events on which the grievance is based. The thirty (30) day time limit for filing a grievance may be extended with the mutual agreement of the parties. Time limits at each step may be waived by mutual agreement of the parties.
5.3 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Association involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the term “supervisor” means the individual who assigns, reviews, and directs the work of an employee.
c. As used in this procedure, the term “party” means an employee, the Association, the City, or their authorized representatives. d. The employee retains all rights conferred by Sections 3500 et seq., of the Government Code or the Rules and Regulations of the Civil Service Board unless waived by such employee.
5.4 STEP ONE
a. An employee who believes they have cause for grievance may contact the Association and their supervisor. If, after discussion with the supervisor, the employee does not feel the issue has been resolved, the dispute shall be reduced to a written appeal, signed by the employee or their representative. b. The written appeal shall include a statement indicating the dispute raised by the employee and cite to section(s) of this Agreement at issue. The appeal shall also include a description of the remedy or correction requested of the City.
c. The employee’s manager or designee shall provide a written response to the appeal within fourteen (14) calendar days from the time they received the appeal. The response from the manager or designee shall include a statement of the City’s position and the facts upon which it is based, and the remedy or correction which has been offered, if any.
5.5 STEP TWO
If the employee or Association determines that the City’s first step response is not satisfactory, an appeal to the second step must be made to the Labor Relations Manager or designee within fourteen (14) calendar days. The second step meeting will be held within fourteen (14) calendar days of the second step appeal. The Association representative and a designated City representative will meet in an effort to resolve the matter. The City’s response to the second step appeal will be made within fourteen (14) calendar days after the closure of the meeting.
9 5.6 ARBITRATION
a. If the Association determines that the City’s second step response is not satisfactory, the Association may appeal the dispute to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager or designee within thirty (30) calendar days from the date of the second step response.
b. An arbitrator may be selected by mutual agreement between the Association and the City. Should the parties fail to agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) or more qual ified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the arbitrator will only interpret the Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator’s decision shall be final and binding on the City, the Association, and the employee.
d. The fees of the arbitrator and any court reporter will be borne equally by the Association and the City.
5.7 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent in attendance at a meeting or arbitration hearing held pursuant hereto. The Association agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable, and that best efforts will be made to schedule the witnesses to avoid unnecessary time waiting to testify.
ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARIES
a. Effective September 20, 2025 , all salary steps shall be increased by one percent (1.0%).
The September 20, 2025, increase to all salary steps will be implemented within ninety (90) 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.
b. Effective September 19, 2026, all salary steps shall be increased by two and one-half percent (2.5%).
10 c. Effective September 18, 2027, all salary steps shall be increased by three percent (3.0%).
6.2 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.
ARTICLE 7 – SALARY ADMINISTRATION
7.1 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee who is recalled after layoff shall return at the same salary step occupied prior to the layoff. Upon recall, the anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of recall until the maximum of the salary range is reached.
b. If a former employee is reemployed or rehired, the employee may receive any salary in the classification range. The anniversary date for subsequent salary adjustments shall be twelve (12) months from the date of reemployment or rehire until the maximum of the salary range is reached.
7.2 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY For FLSA-exempt employees, except as otherwise provided by City policy, for partial day absences a salaried employee shall be charged leave for each whole hour of absence if the absence results in the employee working less than forty (40) hours in the week. If there is no accrued, useable leave, that employee’s pay shall be reduced in an amount equal to the employee’s hourly rate of pay for each whole hour of the absence.
7.3 EFFECT OF LEAVE OF ABSENCE WITHOUT PAY UPON COMPENSATION Time spent on a leave of absence without pay of ten (10) or less consecutive workdays shall not affect the pay adjustment eligibility during a rating period. Such leaves in excess of ten (10) consecutive working days may affect eligibility during a rating period at the discretion of the Appointing Authority in a manner consistent with state and federal law.
7.4 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter using an employee’s City Service Seniority as defined in Section
1.3(d) (Definitions). The amount to be paid annually on the second check in July after
11 twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
7.5 LONGEVITY PAY (CONTRACT)
a. Effective July 13, 2024, the Letters of Understanding titled “SCXEA Public Safety Classifications” and “SCXEA Fire Marshal Classification Rate of Pay” shall terminate.
b. Effective July 13, 2024, the Letter of Understanding titled “Select SCXEA Classifications within the Office of the City Attorney” shall terminate with the exception of paragraph 4 which shall continue until all leave time referenced is exhausted or all eligible employees have separated, whichever occurs first. c. Effective July 13, 2024, employees who have completed seventeen (17) years of City service shall begin to receive longevity pay in the amount of three percent (3%) of their base rate of pay. Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity pay, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Section 1.3(d).
7.6 OUT-OF-CLASSIFICATION PAY
If a supervisor assigns an employee to perform the full range of duties of a higher classification, the employee shall receive out-of-classification pay up to a maximum of ten percent (10.0%) above the employee’s rate of pay, or the maximum salary of the higher classification where there is not a ten percent (10.0%) differential between the classifications. A department head may approve out-of-classification pay greater than ten percent (10.0 %) with written justification and approval by the appropriate Charter Officer. The City will provide the Association a monthly list of employees in classifications represented by the Association who received out-of-classification pay and to which position the employee is working out-of-classification.
7.7 EFFECTIVE DATE OF SALARY INCREASES/PAYROLL CHANGES
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the employee became eligible for, or subject to, the change. Each bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week.
12 7.8 SALARY STEP ADVANCEMENT
Employees shall be covered by a step advancement process as follows:
a. The salary range for each classification, unless otherwise adjusted by the parties, shall be applied as a twelve (12) step range with the current maximum set as Step 12.
b. The range differential shall be two and one-half (2.5%) percent between steps. c. Effective July 27, 2024, all employees on the twelve (12) step salary schedule will be moved to an eight (8) step salary schedule which shall consist of five percent (5%) between the steps. These employees shall move to the closest step that does not result in a loss of pay. Employees will maintain their seniority date for purposes of annual step increases.
d. Except as otherwise provided in this Section, employees shall be eligible to advance to the next higher step on the pay period following the completion of fifty-two (52) weeks (2,080 regular hours) in their current classification. e. Employees occupying classifications of Police Captain and Police Lieutenant prior to August 6, 2015, shall be eligible to advance to the next step on the pay period following January 1 of each year that they continuously occupy that classification.
f. Steps may be accelerated or withheld by the Appointing Authority based on each employee’s documented performance in the employee’s classification.
7.9 PROBATIONARY PERIOD
a. The probationary period for Civil Service employees, hired on or after December 4, 2018, employed in classifications covered under this Agreement, shall be twelve (12) months (2,080 regular hours). Probation is an extension of the hiring process and the employee may be released from probation at any time during the probationary period with no appeal rights. Employees shall receive one performance evaluation every three (3) months during the probationary period.
Employee performance evaluations are not subject to the grievance procedure.
b. If the probationary period is extended in excess of thirty (30) consecutive calendar days due to light duty, sick leave, leave without pay, or injury-on-duty time, the employee’s first salary step increase will be delayed for a period consistent with the extension. If the employee completes the probationary period, the increase shall be implemented retroactively to the date when it was originally due.
13 7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a higher classification is when an employee moves from one classification to another which has a higher salary range, and the employee shall receive an increase at least equal to five percent (5%) or the minimum of the new range, up to the maximum rate of the higher classification. b. Movement to another position in the same classification or a classification with the same salary range means that the employee shall maintain the same salary and same anniversary date unless the Appointing Authority authorizes an increase.
c. Movement to a lower classification is when an employee’s position is reallocated to a classification with a lower salary range, and the employee shall suffer no reduction in salary, and the Y-rate provisions of this Agreement shall apply. When an employee voluntarily demotes, they shall remain at the same salary, or the top of the new salary range, whichever is less.
7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of the employees in the classification shall be adjusted consistent with the change, except that the Appointing Authority may withhold the increase based on documented perfor mance issues. In cases where the increase is withheld, the employee shall retain the current anniversary date for further step increases within the new range.
7.12 RATES HIGHER THAN TOP OF THE RANGE (Y-RATE)
Whenever the salary of an employee is above the maximum of the salary range for the classification, such salary shall be designated as a “Y -rate.” Upon promotion to a higher classification, the employee shall receive a five percent (5%) minimum increase, not to exceed the top of the new range.
ARTICLE 8 – HEALTH AND WELFARE
8.1 CITY INSURANCE CONTRIBUTION TO FULL AND PART -TIME CAREER
EMPLOYEES
a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined in Section 8.3, below. For employees that elect to participate in a City-sponsored health plan, one-half (1/2) of the City contribution will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) in each month.
14 b. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision plans for the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c. The amount of City contribution for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
d. Notwithstanding subsections 8.1(b) and 8.1(c) , eligible employees shall continue to receive a City contribution for each Eligible Paycheck during an approved leave of absence, if required by state and federal law, or while suspended from service without pay.
e. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.
8.2 CONTRIBUTIONS TO NON-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided in S ection 8.3 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 the City contribution for each of the first two (2) pay checks 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 paycheck the amount needed to pay for the insurance plans which the employee has selected. If this ded uction from the employee’s paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month shall result in the employee being automatically dropped from the City-sponsored insurance program until the next open enrollment period or qualifying event.
15 8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contribution shall be as specified in Section 8.3(b), below. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City contribution shall be credited to the employee’s Health Savings Account (HSA) to the extent allowed by law.
b. Employees Not Enrolled in an ABHP
(1) For Plan Years Prior to the Effective Date of Subsection (2), the City contributions shall be as follows:
i. Full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be nine hundred seventy- one dollars ($971) per month.
ii. 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 ($1,545) per month. iii. 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 ($2,051) per month. (2) Effective the pay period beginning <INSERT DATE OF FIRST
BENEFITS ELIGIBLE PAY PERIOD FOLLOWING ADOPT ION BY
CITY COUNCIL >, with the increased contribution first appearing on the paycheck issued <INSERT FIRST BENEFITS PAY CHECK
DATE>, for plan year 2026, the contribution shall be as follows:
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 ($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.
16 (3) Effective the first benefits 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 exceeds this amount.
If the year-over-year premium increases for the benchmarked twenty - five dollar ($25) Kaiser HMO for any applicable coverage level (Employee Only, Employee + 1 dependent, or 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, t he City dollar contribution calculation outlined in this subsection, 8.3(b)(3), shall remain in effect.
(4) Effective the fi rst benefits eligible paycheck 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 ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increases(s) which exceeds 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, or Employee + 2 or mor e 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 e mployees not enrolled in a City -sponsored medical plan, shall receive a City contribution of up to seven hundred forty-seven dollars ($747) per month to purchase City-sponsored dental and vision coverage. d. Part-time employees shall receive a prorated City contribution consistent with subsection 8.1(c).
e. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical
17 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.
f. Employees shall not receive any 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 on 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 “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City-sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis.
b. An employee who has a domestic partner and is registered with the Secretary of State of the State of California, may cover domestic partner and/or the domestic partner’s children, under the employee’s City -sponsored medical plan. Employees with registered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children under the age of 26 in which the City has received notice of Qualified Domestic Relations Order of Required Coverage; and disabled unmarried children over the age of 26 who reside with the employee.
The definition of a dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
8.5 CASH-BACK LIMITS
a. The cash-back of City dollars from the IRS Section 125 Plan shall be limited to two hundred dollars ($200) per month for employees who waive enrollment in a City-sponsored group health plan.
b. New, reemployed, or rehired employees or employees who were not receiving the cash-back as of June 30, 2012, shall not be eligible for the cash- back option.
18 c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City-sponsored health insurance.
8.6 LIFE INSURANCE
a. Basic Life Insurance
The City will provide basic life insurance in an amount of $5 0,000 to each eligible employee at no charge. This benefit shall not be prorated for part-time employees.
b. Insurance Over $50,000
Employees may purchase out -of-pocket supplemental life insurance in the amount of up to three (3) times annual salary subject to limitations specified by the insurance carrier.
8.7 LONG-TERM DISABILITY
Employees in the Exempt Management (Unit 01) and Exempt Management Support (Unit 14) Units shall receive City-paid long-term disability insurance.
8.8 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees in the Confidential/Administrative Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi -weekly adjusted net income which is equivalent to 100% of the employee’s regular net income so long as available leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee-authorized deductions shall be deducted from the resultant net pay. b. Eligible employees employed in the Confidential/Administrative Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) may integrate any paid leave balances with SDI.
c. Eligible part-time career employees shall be included in this program on a pro-rata basis.
d. At the request of the Association, the Exempt Management Unit (Unit 01) may participate in an election to enroll in the SDI program. Such election will be held pursuant to the regulations of the State of California.
19 8.9 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Account (FSA) program to employees as permitted by Internal Revenue Service Regulations for the following:
a. Out-of-pocket expenses for City-sponsored health, dental, and vision plans; b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
8.10 HEALTH REIMBURSEMENT ARRANGEMENT (HRA)
The City has established Health Reimbursement Arrangement plans for employees covered by this Agreement as follows:
a. For employees hired on or after August 8, 2015, the employee shall contribute two percent (2.0%) of salary per pay period to an individual HRA plan. b. For employees hired prior to August 8, 2015, the employee shall contribute twenty-five dollars ($25.00) per pay period to an individual HRA plan. c. Contributions shall occur over tw enty-four (24) pay periods per year, which shall be the first two (2) pay periods of each month.
d. Employee contributions to the HRA plan will be mandatory for each group.
Employee contributions shall be on a pre- tax basis to the extent allowed by law. The HRA plan documents for both groups shall allow employee withdrawals from their HRA plan upon separation from the City, subject only to those restrictions in the Internal Revenue Code (IRC) or other applicable law.
8.11 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ($300) per month for the retiree.
A retiree with a dependent enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65) per month. The retiree shall not receive any portion of the City contribution as cash.
b. Retiree Insurance Contributions
(1) Except as provided below, to be eligible for the City retiree insurance contribution, the employee must retire from active City service with a
20 minimum of ten (10) full years of City service , a service or ordinary disability retirement, and be at least fifty (50) years of age. (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum of ten (10) full years of service but less than fifteen (15) full years of City service shall be eligible to receive fifty percent (50%) of the City's retiree insurance contribution identified in subsection 8.11(a) above.
(b) Employees with a minimum fifteen (15) full years of City service but less than twenty (20) full years of City service shall be eligible to receive seventy-five percent (75%) of the City's retiree insurance contribution identified in subsection 8.11(a) above. (c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive one hundred percent (100%) of the City's retiree insurance contribution identified in 8.11(a) above.
(4) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employees Retirement System (CalPERS) within one -hundred twenty (120) days from the date of separation from employment shall not be eligible for the City’s retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
(5) There shall be no City retiree insurance contribution for retirees with less than ten (10) full years of City service.
c. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City-sponsored medical plan or purchase a non-City medical plan. A retiree who elects to purchase a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits.
21 Medicare retirees may elect to participate in a City -sponsored Medicare medical plan or purchase an individual Medicare plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare plan without restriction to the amount of time that the retiree has waived a City - sponsored medical plan. Medicare retirees may only enroll eligible dependents on their City -sponsored Medicare medical plan, if the eligible dependents have enrolled in Parts A and B. Non- Medicare dependents may be enrolled as long as the retiree has been enrolled on a City non- Medicare plan within two (2) years of the effective date of coverage for enrollment of the non-Medicare dependent.
Medicare retirees who are eligible for Medicare Parts A and B who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premium associated with a Medicar e Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to the City contribution identified in subsection 8.11(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City retiree contribution as outlined above.
f. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions and death in the line of duty survivors will be entitled to one hundred percent (100%) of the City retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 8.11(a). h. Limitation Clause
No employee or retiree shall have any rights to retiree or survivor dependent benefits provided by Section 8.11 after September 16, 2028. i. Elimination of Retirees or Survivor Dependents Benefits Unless otherwise required by law, no employee hired, reemployed, or rehired on or after June 30, 2012, shall be eligible for any retiree or survivor dependent City-contribution provided by this Article 8.11. Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of
22 the Civil Service Board, Rule 10.6, or transferring into classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. j. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel Who Unretire from City Service and Subsequently Re-Retire from City Service On/After January 13, 2024
Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.11 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 8.11(i), upon re- retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.11 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of service during the employee’s return to active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.11.
Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution. The individual unretires and works in a Union represented classification for another ten (10) years. When the employee re- retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.
ARTICLE 9 – RETIREMENT
9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN a. Member Contribution to PERS Retirement Plan – Classic Members (1) Effective June 30, 2012, police safety employees and miscellaneous employees shall pay the full member contribution, 9% and 7% respectively, to the PERS retirement plan.
(2) Effective August 22, 2015:
(a) Police safety employees shall pay twelve percent (12%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost -share agreement in which police safety classic members shall, from the date of the amendment, pay a nine percent (9%) employee contribution and
23 three percent (3%) of the employer contribution through PERS cost-share so that it will be credited to the employee’s account. (b) Miscellaneous employees shall pay eight percent (8%) of salary to the PERS retirement plan. The parties have amended the PERS contract to reflect a new cost -share agreement in which miscellaneous members shall, from the date of amendment, pay a seven percent (7%) employee contribution and one percent (1%) of the employer contribution through PERS cost -share so that it will be credited to the employee’s account.
b. Member Contribution to PERS Retirement Plan – New Members Employees hired after December 31, 2012, shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA).
Employees who are “new members” shall contribute fifty percent (50%) of the total normal cost as required by PEPRA.
9.2 DEFERRED COMPENSATION PLAN
Career employees may participate in the City's Deferred Compensation 457 Plan to the extent provided by law.
Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan’s administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee’s Fee and Expense Policy.
9.3 SECTION 401(a) MONEY PURCHASE PLAN
The City’s established IRS Section 401(a) Plans shall be available to eligible employees and participation for eligible employees shall be mandatory. The Plans shall conform to all IRS requirements. Contributions to the Plan shall be as follows:
a. Exempt Management Unit (Unit 01)
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
b. Exempt Management Support Unit (Unit 14)
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
c. Confidential/Administrative Unit (Unit 10)
The City shall contribute two percent (2%) of salary and the employee shall contribute two percent (2%) of salary to the Plan.
24 ARTICLE 10 – HOURS OF WORK
10.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal workweek for full -time employees who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA) shall consist of forty (40) hours of work during the seven (7) day normal work period. c. The normal workweek shall not apply to employees exempt from the overtime provisions of the FLSA. These employees are expected to work whatever time is required to perform the duties of their positions.
d. The workweek for part-time employees shall be determined by the Appointing Authority.
10.2 VOLUNTARY WORK FURLOUGH PROGRAM
The City’s Voluntary Work Furlough/Reduced Workweek Program shall be applicable to all employees. The benefit plan of eligible employees shall not be reduced or prorated by participation in such work reductions.
10.3 REMOTE WORK PROGRAM
Employees may participate, at the discretion of the Appointing Authority, in the City’s Remote Work Program consistent with the Remote Work Policy, as amended.
10.4 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole discretion of the Appointing Authority or designee, in an alternative work schedule program such as 9/80 or 4/10 schedules.
Employee participation in an alternative work schedule program shall be dependent on employee performance, shall not disrupt department operations, and may require a change in the employee’s workweek or work period at the City’s discretion.
10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT
When a Police Lieutenant or a Police Captain is required to respond to a call for mutual aid during an emergency or disaster and works in excess of the employee’ s regular work schedule, the employee shall be paid at the regular hourly rate for the duration of the call-up.
10.7 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS Employees in the classifications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney who are required by their supervisor to remain on call
25 for response to an officer involved shooting or in custody death, shall be paid ($65.00) each day that they remain on call. There shall be no additional compensation for the time worked in response to an officer involved shooting or in custody death, even when in excess of the employee’s regular work schedule.
10.8 POLICE LIEUTENANT COVERAGE
When a Police Lieutenant is required to work for another Lieutenant during the employee’s scheduled time off, the employee shall be paid at the regular hourly rate for all hours worked on the additional shift.
10.9 SUPPLEMENTAL POLICE EMPLOYMENT
The Police Department may utilize the services of lieutenants and captains for supplemental employment under the following conditions:
a. Lieutenants and captains may volunteer for assignments in the same manner as authorized officers and sergeants and shall be allowed to fill positions after all authorized officers and sergeants on the list have been placed. b. Lieutenants and captains shall be paid at the officer rate for work performed, unless assigned to the duties of a sergeant, at which time they would be paid the sergeant rate for work performed.
c. When working a supplemental assignment, lieutenants and captains shall be assigned by the Supplemental Employment Unit Sergeant and shall work at the direction of the sergeant assigned to the event.
d. In the event that a police incident arises which requires the presence of command staff on scene, a lieutenant and/or captain working supplemental employment at the event shall assume command of the scene until relieved by the on-duty Watch Commander.
e. In the event there are insufficient authorized sworn personnel to cover an event and the Police Department requires a lieutenant or captain to work at a supplemental employment event, they shall be paid at their typical rate for all hours worked.
10.10 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14)
a. With the approval of their manager/supervisor, FLSA exempt employees who work more than forty (40) hours in a workweek may be allowed to reduce their work schedule by the same number of hours, or less, within the same bi - weekly pay period. For good cause s hown, and with the approval of the Department Head or designee, the reduced schedule may occur in a subsequent pay period. The employee must:
26 (1) Work in an assignment that allows such flexibility with consideration of internal and external customer needs, operational requirements, and status of current assignments;
(2) Be in good standing and performing at a satisfactory or higher level; b. With the approval of their manager/supervisor, FLSA exempt employees may be permitted to work remotely from their assigned work site on an occasional basis. This remote work shall not be interpreted as a telecommuting agreement and shall be allowed only if the conditions listed in Section
10.10(a)(1)-(2) are met. When working remotely, the employee must work their normal hours and remain available by telephone and e-mail. c. The decision to allow for a reduction in hours or to work remotely pursuant to this Section 10.10 is within the discretion of the supervisor/manager. The denial of an exempt employee’s request, or the rescission of approval once given, shall not be considered a grievance subject to procedures set forth in Article 5.
ARTICLE 11 – OVERTIME COMPENSATION
11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES
This Section applies only to those employees who are non-exempt from the overtime provisions of the Fair Labor Standards Act (FLSA):
a. Employees who are required to work in excess of forty (40) hours in a single workweek shall be compensated at one and one-half (1.5) times their regular rate of pay in cash payment. In lieu of cash payment Compensatory Time Off (CTO) may be earned by mutual agreement between the employee and the department head or designee. All paid time, with the exception of sick leave, shall count as time worked for the purposes of calculating overtime. b. Part-time employees or employees who are regularly scheduled to work fewer than forty (40) hours per workweek are eligible for overtime compensation at one and one-half (1.5) times their regular rate of pay when they work in excess of forty (40) hours in a workweek. With the exception of sick leave, all paid time shall count as time worked for the purposes of calculating overtime eligibility.
c. Employees may accrue up to one hundred twenty (120) hours of CTO. The City may cash out CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
d. An employee’s request to use accrued CTO must be made in advance and shall be at the discretion of the Department Head or designee. Employees
27 who request use of accrued CTO shall be permitted to use such time within a reasonable time period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
e. Upon termination from City service, employees shall be paid for any unused CTO hours at the applicable rate of pay.
f. If the City and at least half of its recognized bargaining units amend their operative memoranda of understanding to limit the receipt of overtime to the provisions of the Fair Labor Standards Act, this section will immediately terminate without additional negotiation and overtime eligible employees overtime will be paid in accordance with the Fair Labor Standards Act.
11.2 OVERTIME FOR NON-CAREER EMPLOYEES
a. Non-career employees who are required to work in excess of forty (40) hours per week shall be compensated for overtime consistent with the FLSA, and at a of rate one and one-half (1.5) times their regular rate of pay in cash payment. b. The Appointing Authority may establish a flexible work schedule consisting of more than an eight (8) hour day in a forty (40) hour workweek.
11.3 STANDBY ASSIGNMENTS FOR FLSA COVERED EMPLOYEES
a. An employee who is required to remain on call for emergency work shall be paid $210 per week, or the daily pro rata rate of $30, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay at their straight time base rate of pay, or time and one-half (1.5) times their base rate of pay consistent with Article 11.1. b. Effective [first day of the pay period after adoption by City Council ], the following subsection will replace subsection (a) , above: An employee who is required to remain on call for emergency work shall be paid $329 per week, or the daily pro rata rate of $47, in addition to their regular compensation.
Employees who are called out while on standby shall receive two (2) hours minimum pay at their straight time base rate of pay, one and one-half (1.5) times their base rate of pay consistent with Article 11.1. c. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by their supervisor to do so.
d. If an employee is assigned to standby and receives telephone contacts and is engaged in a problem resolution which exceeds fifteen (15) minutes, the employee shall receive the two (2) hour minimum call-out pay, or actual time worked, whichever is greater. Additional calls within the two (2) hour period are covered under that minimum time.
28 ARTICLE 12 – LEAVES
12.1 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays:
Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. Eligibility
To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time shall be considered hours worked for the purpose of holiday pay eligibility.
c. Holiday Observance Monday-Friday Schedule (Traditional Work Schedule) If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
d. Holiday Observance For Employees on a Weekend Schedule If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
29 (1) The actual dates as listed above shall be considered as the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
e. Holiday Observance For Employees on an Alternative Schedule If an employee is on an alternative Monday through Friday schedule and a recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit. f. Employee Holiday Accrual
Exempt Management (Unit 01), Exempt Management Support (Unit 14), and Confidential/Administrative (Unit 10) employees, other than Police Lieutenants and Captains, who are required by their supervisors to work on a holiday shall receive Holiday Earned Credit for those hours actually worked on a holiday up to a maximum of eight (8) hours for a full holiday or four (4) hours for a half holiday.
g. Floating Holidays
(1) Accrual
Each full -time employee shall accrue sixteen (16) hour s of floating holiday per calendar year at the rate of forty (40) minutes on each of the first two (2) paychecks each month, as long as t he employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the Appointing Authority or designee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday accrual. There shall be no cash out of floating holiday hours.
h. Closure of Operations on Half Holidays
The Association recognizes the right of the City to close operations on Christmas Eve or New Year’s Eve. If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy.
30 i. Holiday Hours for Police Captains and Police Lieutenants Police Captains and Police Lieutenants regularly scheduled to work on a recognized holiday shall receive holiday credit for the hours worked on the holiday. Holiday credit accumulations shall be limited to a maximum carry - over of forty (40) hours from the preceding calendar year. Effective the pay period which includes January 8 of each year, earned holiday hours in excess of forty (40) shall be paid to the employee in cash at the employee's regular rate of pay for that pay period, unless an exception is authorized by the City Manager under appropriate circumstances.
j. Holiday Earned Credit Accumulation
Employees may accumulate holiday earned credit up to a maximum of eighty (80) hours. Holiday earned credit may be taken by the employee at the discretion of the department head.
12.2 VACATION
a. Employees shall be entitled to vacation allowances pursuant to the provisions of Section 107 of the City Charter . The parties acknowledge that v acation is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding vacation. Based on length of City service, the accrued annual vacation allowances shall be as follows:
Annual Vacation Allowance Length of Service
10 days (80 hours) to 5 years
15 days (120 hours) to 15 years
20 days (160 hours) 16 or more years
b. Vacation allowance administration shall be in accordance with the Rules and Regulations of the Civil Service Board, unless an exception is authorized by the City Manager under appropriate circumstances. Employees may accumulate up to a cap of 480 vacation hours. Once the cap is reached, there shall be no further accrual until the balance falls below 480 hours. c. Employees who are eligible to receive a cash payment in- lieu of vacation leave, as provided for in Article 8 Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in-lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time the payment is made. If the employee electing the in- lieu payment separates from City employment for any purpose before re ceiving the in-lieu payment, the employee forfeits any
31 right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14)
a. Employees exempt from the overtime provisions of the FLSA shall not accrue compensating time off or earn overtime pay for time worked in excess of eight (8) hours per day or forty (40) hours per week.
b. Management Leave Time in 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with forty (40) hours of management leave time on July 1, 2022. This time will be posted the first pay period in July.
Employees appointed after July 1, 2022, but before December 31, 2022, shall be entitled to a pro rata share of forty (40) hours of management leave time based upon the number of full months remaining in the calendar year.
Management leave time shall be useable upon being credited, s ubject to the approval of the immediate supervisor. Management leave time accrued in 2022 must be used by December 31, 2022, or it shall be forfeited. c. Management Leave Time After 2022: Employees assigned to classifications in Unit 01 and Unit 14 shall be credited with eighty (80) hours of management leave time each calendar year beginning on January 1, 2023. This time will be posted the first pay period in January. Employees appointed after January 1 of the calendar year shall be entitled to a pro rata share of management leave time based upon the number of full months remaining in that calendar year. Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
Employees who receive management leave time pursuant to this subparagraph shall have the option to cash out up to forty (40) hours of management leave time by agreeing to forego accrual of the same number of hours in the calendar year following the year in which the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising this option must execute an appropriate form requesting payment in lieu of up to forty (40) hours of management leave time which shall be submitted to Payroll no later than November 30 of the calendar year before the Management Leave Time is accrued.
(2) Any employee exercising the option to receive cash in lieu of one week of management leave time shall have the commensurate leave value debited from their leave balances when the payout is processed. (3) The employee shall receive the in- lieu payment on the first paycheck in February of the year following the date of the election.
32 (4) Payment for the cashed out Management Leave Time shall be calculated using the employee’s hourly rate of pay on the date that the in-lieu payment is made.
d. Management leave time shall not accumulate from year to year and any management leave time credited on or after January 1, 2023, that is not used or cashed out pursuant to the terms of this Section shall be forfeited on December 31 of the calendar year in which it was credited. e. There shall be no cash out of management leave time upon separation.
12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10)
a. Effective July 1, 2019, Confidential/Administrative (non-Exempt) (Unit 10) employees and Confidential/Administrative (Exempt) (Unit 10) employees shall be credited with twenty-four (24) hours of administrative leave time each fiscal year. Such time will be posted the first pay period in July.
Confidential/Administrative (Unit 10) employees hired after July 1 of a fiscal year shall be entitled to a pro rata share of administrative leave time based upon the number of full months remaining in th e fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
b. Administrative leave time shall not accumulate from fiscal year to fiscal year and any administrative leave time not used pursuant to the terms of this Section shall be forfeited at the end of the fiscal year in which it was credited. c. There shall be no cash out of administrative leave time upon separation.
12.5 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave credits at the rate of four (4) hours on each of the first two (2) paychecks each month, which may be used by the employee in the event of illness or injury which is not job-related. As outlined in the Rules and Regulations of the Civil Service Board, one-third (1/3) of the accrued sick leave may be used after exhaustion of injury -on-duty time; however, the combination of temporary disability payments and sick leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. (2) Employees who have at least four hundred eighty (480) hours of sick leave on the last day of the pay period ending on or before November 1 in any calendar year, may make an irrevocable election to forego the accrual of not more than twenty-four (24) hours of sick leave during the following calendar year and receive instead a cash payment for the number of sick leave hours designated in the designated election.
33 (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, reemployed, or rehired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit as follows:
(i) Eligible employees may receive payment for thirty -three and one-third percent (33-1/3%) of the sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, or layoff.
(ii) 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 payment for thirty-three and one-
third percent (33- 1/3%) of the total sick leave credits
34 accumulated (to the nearest full day) by the employee on the date of the employee’s death.
(iv) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for payment of any portion of accumulated sick leave credits upon
retirement, resignation, or layoff regardless of their years of service. However , employees hired, rehired, or
reemployed on or after January 1, 2005, may convert
their remaining sick leave balance to service credit
consistent with law and pursuant to the PERS contract
with the City upon separation of employment for
retirement.
(b) No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation and/or layoff after service for a period of not less than two (2) years, or death, such employee, or those entitled by law to the possession of the estate of a deceased employee, shall receive payment for thirty-three and one- third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return From Layoff An employee who is laid off and receives payment for thirty -three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty-six and two-thirds percent (66-2/3%) of their accumulated sick leave credits if and when said employee is recalled. If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee, if otherwise eligible, shall only receive payment for thirty-three and one-third percent (33- 1/3%) of those sick leave credits which accrued after the date of recall.
35 d. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e. The administration of sick leave privileges and benefits shall be applied to all employees as outlined in the Rules and Regulations of the Civil Service Board and the Citywide Sick Leave Policy.
12.6 INJURY-ON-DUTY
a. Employees shall receive injury in the performance of duty benefits consistent with Section 253 of the City Charter. The parties acknowledge that injury in the performance of duty benefits are provided for in the City of Sacramento Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement.
b. If the employee qualifies for temporary disability benefits after exhausting the one (1) year leave of absence for workplace injuries described in Charter Section 253, the employee may use accrued leave balances to replace any loss of income. The employee may use full or partial days of leave for this purpose, but in no event shall the cumulative amount received from temporary disability payments and the use of leave balances exceed the hourly rate of pay of the employee as of the date of injury.
12.7 COURT LEAVE
a. When an employee is absent from work to testify in response to a properly served subpoena issued by a court of competent jurisdiction in a non-work- related matter to which the employee is not a party, to serve on a jury, or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert for jury duty and remain on the job until such time as called to testify or serve jury duty. When an employee is required to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. b. If a swing shift or graveyard shift employee has served in excess of one- half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of the start time so they will be excused from the shift.
If the employee is in court or on jury duty less than one half the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee
36 serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance and the compensation paid exclusive of any transportation and subsistence allowance. e. The City reserves the right to require the employee to reimburse the City for all witness fees or jury remuneration received, less transportation and subsistence allowance.
12.8 CITY-PAID PARENTAL LEAVE
Pursuant to the City’s Leave Administration Policy, full-time employees who have completed at least three (3) years of City service from the most recent date of hire are eligible for City-paid Parental Pay of up to four (4) weeks [one hundred-sixty (160) hours] of continuous paid time off. Part-time employees who have completed at least three (3) years of career City service from the most recent date of hire are eligible for parental pay of up to eighty (80) hours of continuous time off. Required career service must be completed preceding either:
a. The birth of a child who resides with the employee and for whom the employee has physical and legal custody: or
b. The adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody.
12.9 CATASTROPHIC LEAVE PLAN
Employees are entitled to catastrophic leave pursuant to the Cit y’s Leave Administration Policy.
12.10 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal leave in January of each applicable year. Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. b. Use of personal leave shall not cause overtime.
c. Personal leave shall not accumulate from year to year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the Department may approve carry -over to the next year. In all other cases, the time shall be forfeited.
37 12.11 MEDICAL LEAVE
a. Employees shall be eligible for the federal Family Medical Leave Act (FMLA), state California Family Rights Act (CFRA), the Pregnancy Disability Leave Act (PDL) consistent with City Policy.
b. The duration of FMLA/CFRA leave cannot exceed twelve weeks. The employee must use their accrued leave during the FMLA/CFRA leave, except that they may retain up to forty (40) hours of accrued leave at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
c. To the extent allowed by law, FMLA/CFRA leaves shall be used concurrently.
12.12 CITY-PAID BEREAVEMENT LEAVE
An employee may receive up to twenty -four (24) hours of City-paid Bereavement Leave based on the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as outlined in the Rules and Regulations of the Civil Service Board for additional time off or to attend to other death, bereavement or funeral needs.
12.13 PAID CITY LEAVE (PCL)
a. Employees who are employed in a classification represented by SCXEA on January 1, 2022, shall receive a one-time leave bank contribution of thirty-five (35) hours of Paid City Leave. This paid city leave shall not expire, and shall have no cash value except as follows:
(1) Employees receiving the paid city leave contribution described in Section 12.13(a) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(a) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a classification represented by SCXEA on October 31, 2022, shall receive a one- time leave bank contribution of thirty - five (35) hours of paid city leave that will become available for use on the first
38 paycheck in January 2023. This leave shall not expire and shall have no cash value except as follows:
(1) Employees receiving the paid city leave described in Section 12.13(b) may make an irrevocable election to receive a one-time cash payment by foregoing the thirty -five (35) hours of paid city leave in 2023.
Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022. This cash payment will be made to the employee on the last paycheck in March 2023. Payment shall be made at the straight time rate of pay the employee is receiving at the time payment is made, less ordinary payroll deductions. If the employee making the irrevocable election separates from City employment for any reason prior to December 31, 2022, the employee forfeits both the right to receive the cash payment and the thirty-five (35) hours of leave.
(2) Upon separation from City service, employees with a balance of the paid city leave described in Section 12.13(b) shall receive a payment for the paid city leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
ARTICLE 13 – SPECIAL ALLOWANCES
13.1 POLICE UNIFORM ALLOWANCE
a. Safety management personnel employed in the Police Department shall receive a uniform allowance of thirty -five dollars ($35.00) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
b. The Police Department Public Safety Communications Manager (Civilian) shall receive a uniform allowance of twenty-two dollars ($22.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
c. The Administrati ve Officer assigned to the Police Department Records Division Manager (Civilian) shall receive a uniform allowance of twenty dollars ($20.00) bi -weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.
13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year, pursuant to the City’s Educational Assistance Program. This provision shall not apply to employees eligible for any educational incentive created by this MOU.
39 13.3 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursement, from the budget of the employing department, for other licensed City employee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the paying department has produced documentation showing payment was made by the employee receiving the reimbursement.
13.4 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that an employee maintain a license and/or certification, the Department Head or designee may, on a case- by-case basis, reimburse the employee for costs associated with the renewal of such license. This Section shall not apply to driver’s licenses.
13.5 CONTINUING EDUCATION
When the City requires that an employee maintain a license or certificate, which mandates continuing education units (CEUs) to maintain the license or certificate, the employee is responsible for obtaining the CEUs. The City may provide the needed CEUs or reimburse the employee for the cost of such training.
13.6 BILINGUAL PAY
a. The City may authorize bilingual pay when it is determined to be necessary for the operation. The City shall determine what languages are appropriate for such pay and the number of employees to be certified. To be eligible for bilingual pay the employee must be determined to be verbally proficient, and if necessary for the assignment, proficient in the written language. The City will arrange the certification and testing process and authorize the bilingual pay.
b. Bilingual pay shall be paid at the rate of fifty dollars ($50.00) monthly for any pay period in which the employee is certified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.
13.7 TECHNOLOGY ALLOWANCE
a. If the City requires an Exempt Management or Exempt Management Support employee to be generally accessible via cellular telephone for the conduct of City-related business, the City shall either provide a technology allowance or a City-issued cellular phone in lieu of a technology allowance in accordance with the provisions of this Section.
b. Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees may be authorized a monthly technology allowance of up to one-
40 hundred dollars ($100.00). At the discretion of the Appointing Authority, or as delegated by the City Manager to a department head, the City may provide a City-issued cellular phone in lieu of a technology allowance. Use of City - provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the technology allowance, the employee shall provide and maintain a personal cellular telephone and service that is available to conduct City-related business. The employee shall provide and the City may publish the cellular telephone number to designated individuals and organizations with whom the employee normally conducts City-related business.
13.8 NOTARY PAY
An employee who is required to maintain, or who obtains for City benefit , a notary registration shall receive a monthly certification pay of thirty dollars ($30.00). Human Resources shall determine the number of employees who are eligible for this incentive.
An employee who receives notary pay may be required to provide assistance to any City operation.
13.9 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe, inserts, and/or repairs for safety shoes up to a maximum of $200 per pair, or up to a maximum of $250 if special order of the safety shoes is required, and generally no more than two (2) pair per fiscal year. Employees may initially request two (2) pair of shoes at the same time.
To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. Safety shoes shall normally be authorized for a single pair, and the second pair in the fiscal year shall only be approved if replacement is necessary.
b. The City maintains the right to specify the type of required safety shoes.
13.10 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
b. Employees are free to purchase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase
41 of prescription safety glasses up to a maximum of $125 per pair of glasses. c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non -prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
ARTICLE 14 – TRANSPORTATION
14.1 TRANSPORTATION AND PARKING
a. Transportation Allowances
(1) Use of Privately-Owned Vehicles
(i) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $250 .00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Division Managers.
(ii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $175 .00 per month for the use of privately-owned vehicles on City business as compensation in lieu of the use of City vehicles on City business for Professional Level employees in the Exempt Management (Unit 01) or Exempt Management Support (Unit 14) Units.
(iii) The City Manager/Charter Officers or as delegated by the City Manager to a department head may offer up to $100.00 per month for the use of privately-owned vehicles on City business for Confidential/Administrative (Unit 10) employees.
(iv) Employees receiving a vehicle allowance prior to June 16, 2014, may continue to receive the amount, even if in excess of the limits set above.
(v) Employees receiving less than $250.00 in monthly vehicle allowance may receive out -of-town mileage reimbursement.
42 Reimbursement for out -of-town travel shall be at the general mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allowance) or comparable coach airfare, whichever is lower.
Any vehicle operated on City business by any employee receiving a monthly vehicle allowance shall be insured against liability in persons and property, including wrongful death, in an amount no less than the minimum State of California required vehicle coverage for bodily injury and property damage. The monthly vehicle allowance shall be in lieu of the payment of all mileage, except for out-of-county travel on official business of the City, and in lieu of the use of City-owned vehicles. (2) Sacramento Regional Transit District (SRTD)
Full-time employees who utilize SRTD for home-to-work transportation are eligible to receive an eighty percent (80%) City-paid SRTD monthly non-zone sticker pass in lieu of the City -paid parking. The employee must notify the Department of Finance, Revenue Division, prior to the first day of the month to obtain the monthly pass discount for that month. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(3) Other Public Transportation
Eligible full-time employees, as described above, who regularly utilize other public transportation regulated by the Public Utilities Commission or the equivalent for home- to-work commuting are eligible for monthly transit pass reimbursement up to eighty percent (80%) of the cost in lieu of City-paid parking, up to a maximum of $120.00. An employee who receives a reimbursement for use of a privately-owned vehicle shall not be eligible for benefits under this Section.
(4) Downtown Parking Subsidy for Employees Assigned Downtown Eligible full-time Confidential/Administrative (Unit 10) employees, who work in the downtown area, shall receive a $90.00 per month downtown parking subsidy . Part -time career C onfidential/ Administrative employees who work in the downtown area shall receive sixty dollars ( $60.00) per month downtown parking subsidy .
Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Section 14.1(b), below, shall not be eligible for the Downtown Parking Subsidy.
Effective [first full pay period after adoption by City Council], the following subsection will replace subsection 14.1(a)(4) above: Eligible full-time Confidential/Administrative (Unit 10) employees, who work in
43 the downtown area, shall receive a one- hundred twenty dollar ($120) per month downtown parking subsidy. Eligible part -time career Confidential/Administrative (Unit 10) employees who work in the downtown area shall receive a ninety dollars ($90) per month downtown parking subsidy. Confidential/Administrative (Unit 10) employees who receive City -provided parking pursuant to Section
14.1(b), below, shall not be eligible for the Downtown Parking subsidy. b. City-Provided Parking
Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees shall receive City -provided parking. At the discretion of the City, Exempt Confidential/ Administrative (Unit 10) employees may also be eligible for City-provided parking. For questions or determination if an employee is in an Exempt Confidential/Administrative classification, contact Human Resources.
c. Discounted Parking Rates
Discounted parking will be available to Confidential/Administrative (Unit 10) employees, on a first -come, first -serve basis, for parking spaces in the Memorial Garage at a cost of seventy percent (70%) of the regular Memorial Garage monthly rate. This provision shall remain in effect until further notice by the City.
d. City Vehicle Retention
The City Manager/Charter Officers may authorize overnight home retention of City vehicles for public safety assignments, on- call assignments, and other special or emergency assignments.
ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES
15.1 PURPOSE
This Article provides the procedure to be followed when an employee covered by the Rules and Regulations of the Civil Service Board is to be displaced/laid off from their position. A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
15.2 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all non- career employees; second, all probationary employees in the order of their classification seniority; and, third, permanent career employees in the order
44 of their classification seniority, beginning with the employee with the least such seniority. In the event that two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
b. Any non- career or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last department and job classification in which the employee holds permanent status, if any. If the employee has not held permanent status in another job classification, the employee shall be laid off; at the request of the employee, the name of such employee may be restored to an eligible list in accordance with applicable Rules and Regulations of the Civil Service Board.
c. A career employee with permanent status who is to be laid off or displaced has the right to downgrade:
(1) Within the department, to a classification within the series in which the employee’s classification falls;
(2) Within the department to a Unit 10 classification in which the employee previously held permanent status;
(3) Within the department as allowed by the Local 39 labor agreements, in descending order, to a Local 39 classification in which the employee previously held permanent status, provided a vacancy exists; (4) Outside the department to a classification not represented by Local 39 in which the employee previously held permanent status, provided a vacancy exists.
(5) Where employees are displaced as a result of downgrade pursuant to
15.2(c)(1) or (c)(2), non-career employees in such lower classification with the least City service seniority shall be displaced first. If there are no non-career employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither non- career nor probationary employees in the lower classification, the permanent career employee with the least City service seniority sha ll be displaced, provided that the downgrading employee has greater City service seniority.
d. An employee may accept layoff in lieu of the opportunity to downgrade by providing written notification to the City within forty -eight (48) hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy
45 within the same classification within the department from which the employee was laid off.
15.3 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee's address in the City’s payroll system and shall be deemed appropriate notice.
15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded pursuant to this Article shall be paid in the new classification the salary step closest to that received immediately prior to the downgrade providing that there is no increase in pay. b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7. 7 "Salary Step Advancement" with time served in the higher classification applied toward salary step advancement.
c. Upon recall the employee shall be placed at the salary step which the employee occupied prior to the layoff. However, an employee who is recalled from a downgraded position shall be placed at the salary step closest to that occupied in the downgraded position at the time of recall , or the prior step in the higher classification, whichever is greater.
15.5 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.
15.6 FRINGE BENEFITS
Upon layoff, employees shall be paid for leave balances that have a cash value at separation, per this Agreement, applicable ordinances, and rules . Employees who are subsequently recalled and who were eligible for sick leave cashout at the time of separation shall have any uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules . Only those sick leave hours accrued after recall shall be applied toward any future sick leave payoff, if eligible.
Employees and their eligible dependent(s) enrolled in City medical, dental, or vision insurance coverage at the time of layoff may continue their elected coverage for the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA). The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums for COBR A continuation coverage. Payment for
46 COBRA premiums shall be made by the payment deadline specified on the invoice issued by the health carrier or the City.
Assistance with enrolling in COBRA coverage or information on eligibility for City retiree health benefits will be provided by the Benefit Services Division, Department of Human Resources, upon request.
15.7 RECALL
a. When a vacancy exists, and employees are to be recalled to a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification, within the department, shall be recalled based on the highest classification seniority they occupied before the layoff . Non-career employees shall have no recall rights.
b. Permanent career employees shall be entitled to recall rights for a period of five (5) consecutive years from the effective date of layoff or downgrade.
When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice.
15.8 GENERAL
a. A seniority list shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, said list shall be posted by each Department and copies made available for ready inspection.
b. The City shall immediately provide the Association the recall list of those employees who have been laid off.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to th e procedures set forth in this Agreement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. A grievance filed regarding this Article shall be submitted directly to the second level of the procedure as set forth in Article 5.
47 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES
16.1 PROCEDURE
a. The City shall give consideration to the length of service with the City when making layoff and termination decisions related to budgetary position reductions for non-classified employees; however, nothing in this provision shall require the City to make layoff or termination decisions based on length of service with the City.
b. If the employee holds career status in a Civil Service classification, they may return to that department and classification pursuant to the Rules and Regulations of the Civil Service Board, Rule 10.8.
16.2 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee’s address in the City’s payroll system and shall be deemed appropriate notice.
16.3 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date
for recall purposes shall be the date of actual layoff as stated on the layoff notice.
16.4 GENERAL
a. An anniversary date shall be made available free of cost to the Association on the first working day in September of each year, and after review with the Association, shall be the controlling document regarding such dates. b. Non-Civil Service employees shall, upon layoff, and at their request, be placed on an interview list to fill vacancies as they may arise. The department with a vacancy shall be notified of the interview list and will consider the employee for an interview. An employee shall notify Human Resources within five (5) business days of the layoff date of their request to be placed on the interview list for a period of one (1) year from the date of layoff. The City shall immediately provide the Association with the list of those employees who have requested to be placed on the interview list.
c. The City or the Association shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to th e 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.
48 d. Except for the right to return to the prior classification as provided in the Rules and Regulations of the Civil Service Board, Rule 10.8, this Article shall not be subject to the grievance procedure as set forth in Article 5.
ARTICLE 17 – DISCIPLINE
17.1 DISCIPLINE
Discipline for employees in the classified service shall be applied in accordance with Rule 12 of the Rules and Regulations of the Civil Service Board.
17.2 LETTER OF REPRIMAND
a. A letter of reprimand issued to a n employee shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Labor Relations Manager. The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. b. Effective January 9, 2024, a letter of reprimand issued to an employee shall not be appealable, except that employees in the Confidential/Administrative Unit (Unit 10) and the Exempt/Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service Board may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Labor Relations Manager. The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting.
c. A letter of reprimand will be withdrawn from an employee's official personnel file two (2) years from the date of issue, provided there has not been additional formal discipline imposed during the two- year period. Once removed, the letter of reprimand may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
17.3 DOCUMENTED COUNSELING RETENTION
A documented counseling will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.
49 17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION Suspensions, demotions, and pay reductions issued will be maintained in the employee’s file official personnel file for a period of five (5) years from the date of issuance provided there has not been additional formal discipline imposed during the five (5) year period. If formal discipline is imposed during the five (5) year period, both disciplinary documents will become permanent records within the employee’s file.
If there is no additional discipline within the five (5) years from date of issue, the suspensions, demotions, and pay reductions removed from the employee’s official personnel file will be retained in Labor Relations and should the employee receive subsequent formal discipline, the removed discipline may be used for purposes of progressive discipline or impeachment.
This Section (17.4) shall only apply to employees employed in classifications within the Confidential/Administrative Unit (Unit 10) and employees employed in classifications within the Exempt Management Support Unit (Unit 14) who are not exempt from the Rules and Regulations of the Civil Service Board.
17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS
In all disciplinary matters, the City shall issue a letter of intent to discipline within 365 days from the date of discovery of the misconduct by a person authorized to initiate an investigation of the misconduct. The time limitations shall be extended if any of the conditions referenced within the Public Safety Officers Procedural Bill of Rights (POBR) exist during the 365-day period.
17.6 RELEASE TIME FOR DISCIPLINE HEARINGS
Employees shall not suffer a loss of compensation for time spent testifying as a witness in a City of Sacramento disciplinary hearing.
17.7 WITHDRAWAL OF APPEAL
The employee may withdraw the appeal at any time after it has been filed and before the Civil Service Board has determined the matter. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
50 ARTICLE 18 – MISCELLANEOUS
18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD
In the event that the Rules and Regulations of the Civil Service Board is in conflict with this Agreement, the Agreement shall control.
18.2 SAVINGS CLAUSE
If any provision of this Agreement or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by the reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
18.3 NEW OR REVISED JOB CLASSIFICATIONS
It is recognized that the establishment of new or revised job classifications within the Units covered by this Agreement may be warranted because of changes in job content or services offered by the City. When changes are necessary, the City shall prepare and submit to the Association the proposed descriptions for such job classifications.
a. Civil Service Classifications
(1) For civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to submission to the Civil Service Board.
(2) The Association and the City shall meet prior to submission of the proposed descriptions to the Civil Service Board and shall make every reasonable effort to reach agreement on a joint proposal to the Civil Service Board.
b. Non-Civil Service Classifications
(1) For non-civil service classifications represented by the Association, the City will provide proposed job classifications to the Association not less than fifteen (15) calendar days prior to changes by the Department of Human Resources.
(2) The Association and the City shall meet prior to approval of the proposed descriptions by the Department of Human Resources. Said meeting shall occur within fifteen (15) calendar days of the Union’s receipt of notice from the City unless the timeline is extended by mutual written agreement.
51 c. Unrepresented Classifications
(1) For unrepresented classifications the City will provide new or amended proposed job classifications to the Association not less than fifteen (15) calendar days prior to the changes being adopted by the Department of Human Resources.
(2) Upon receipt of the proposed new or amended unrepresented job classifications, the Association shall have seven (7) calendar days to advise the City of a desire to meet prior to approval of the proposed descriptions by the Department of Human Resources. This meeting shall occur within fifteen (15) calendar days of the Association’s receipt of notice from the City unless the timeline is extended by mutual written agreement. The City retains the right to finalize and adopt the unrepresented job classification.
18.4 STAFF AIDE POSITIONS
The classification of Staff Aide may be used when a classification is needed either pending establishment of a regular classification or a position is funded for a limited time and no appropriate classification exists. The Association will be notified any time the Staff Aide position is proposed to be used for new or altered positions. If the parties agree that no appropriate classification exists, the parties will agree on a pay range until an appropriate classification has been established and a new pay r ange developed. The Association will be notified who is assigned to the position and what pay the employee will receive. A person may be appointed to such classification for a maximum period of twelve (12) months.
18.5 OFF-DUTY EMPLOYMENT
a. Exempt Management, Exempt Management Support , Exempt Confidential/ Administrative (exempt) employees shall not engage in any other employment, work, profession, business or enterprise that is inconsistent, incompatible, in conflict with or adversely affects the performance of their duties, or that is inimical to the most effective performance of the miss ion of City management or the best interests of the City.
b. Employees shall not accept any off -duty employment without the express consent, in advance, of the City Manager /Charter Officer or designated representative.
c. An employee shall not work:
(1) In any employment which will tend to bring discredit upon City management, or which is detrimental to City goals, or which will reduce an individual's efficiency or usefulness as a City employee. (2) In any employment requiring an affiliation, membership or allegiance
52 tending to influence conduct in a manner inconsistent with the proper discharge of responsibilities to the City or the public interest. (3) In any employment for any other municipality or political subdivision of the state or federal government except by express permission of the City Manager/Charter Officer.
(4) In any off-duty position while on sick leave or injured-on-duty status. d. An employee may request authorization for off -duty employment by forwarding a letter of request to their department head. The letter should provide details concerning the type of employment, expected duration of employment, and the employer's name.
e. The department head will notify each employee of action taken on the request for off-duty employment by indicating such action on the letter of request and returning it to the individual. A copy of the letter will be retained in the employee’s personnel file.
f. Authorization for off -duty employment may be revoked by the department head at any time it has been determined that the provisions of this Section have not been followed. The department head will notify the employee, by letter, of actions taken to revoke previous authorization for off -duty employment.
18.6 TIME OFF FOR EXAMINATIONS
If a request if made by an employee, such employee shall be released from duty without loss of compensation while competing in City examinations and interviews.
When possible, the employee must give the immediate supervisor at least three (3) working days’ advance notice. Employees shall not be compensated for examination and interview time which occurs during non-duty hours.
18.7 PAYROLL ERRORS
a. In the event a payroll error has been made, including but not limited to the payment of an employee's salary, overtime payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, and give written notice to the employee.
b. In the event an employee received an overpayment, the City and employee shall agree upon a repayment schedule utilizing one, or a combination of, the following elements:
(1) Lump sum payment by the employee;
53 (2) A one-time deduction from available accrued leave balances except sick leave equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties. c. No repayment schedule shall exceed fifty -two (52) pay periods in duration, except that if the employee does not agree to a voluntary repayment schedule, the overpayment collection shall not exceed twenty-six (26) pay periods. d. No action shall be taken to enforce repayment of an overpayment, or to correct an underpayment, unless action is taken within two (2) years from the ending date of the pay period in which the error is discovered. "Action is taken" as used in this Section shall mean written notice to the employee in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
18.8 RETIREE COURT APPEARANCE FEES
A retired City employee who is subpoenaed to appear in court on behalf of the City in his or her capacity as a former City employee shall receive a court appearance fee if the employee reports at the time specified for his or her particular testimony regardless of whether the employee is ultimately required to testify. The court appearance fee shall be one hundred twenty -five dollars ($125.00) for a full day or seventy-five dollars ($75.00) for a half day, which is defined as four (4) hours or less.
Nothing herein shall serve to establish an employment relationship for any purpose, including, but not limited to, employee benefits, reimbursements, compensation, court cancellation fee, or any other rights.
18.9 NOTICE OF JOB ANNOUNCEMENTS
The City shall provide all job announcements for classifications covered under this Agreement to the Association not less than three (3) calendar days, not including weekends or recognized city holidays, prior to publication by the City.
18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY
Employees who are in classificati ons covered by this Agreement and whose salary ranges and/or other items of compensation are decreased as a result of the ongoing Citywide Classification and Compens ation Study (Study), shall not suffer a loss in pay and/or benefits as a result of that study, but shall retain their current salary as a “Y-rated” salary range as described in Section 7.11 until such time as their salary is within the appropriate range for their classification. This “Y-rating” shall apply only to those employees who are in the classificati on at the time of the salary range adjustment from the current study. The process described in this Sec tion, 18. 10
54 Citywide Classification and Compensati on Study, only applies to classification and compensation studies that are completed prior to September 19, 2025.
18.11 EQUITY ADJUSTMENT REOPENER
No earlier than ninety (90) calendar days after the adoption of this Agreement, but no later than September 20, 2024, at the written request of either party, the parties agree to meet and discuss pay equity issues for classifications represented by the Association. Absent mutual agreement, the status quo shall continue.
18.13 TERM
a. This Agreement shall remain in full force and effect from September 20, 2025, to and including September 15, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
55 DATED: April 14, 2026
SACRAMENTO CITY EXEMPT
EMPLOYEES ASSOCIATION
CITY OF SACRAMENTO
Lina Cockrell
SCXEA Chief Negotiator
Leyne Milstein
Assistant City Manager
Heather Hoekstra
SCXEA President
Aaron Donato
Labor Relations Manager
Clayton Buchanan
Negotiations Committee Member
Mark Wilson
Chief Negotiator
Megan Thomas
Negotiations Committee Member
Leslie Wisniewski
Negotiations Committee Member
Michael Longstreet
Negotiations Committee Member
Mirthala Santizo
Negotiations Committee Member
Approved as to form:
Brett M. Witter
Chief Assistant City Attorney
and
Auto Marine and Specialty Painters, Local 1176
Labor Agreement
Covering All Employees
In The Traffic Engineering Unit
2025-2029
i
TABLE OF CONTENTS
Section Page
PREAMBLE ............................................................................................................................... 1 ARTICLE 1 – RECOGNITION .................................................................................................... 1
1.1 RECOGNITION .................................................................................................. 1 ARTICLE 2 – ENTIRE AGREEMENT ........................................................................................ 1
2.1 ENTIRE AGREEMENT ...................................................................................... 1 ARTICLE 3 – CITY RIGHTS ...................................................................................................... 2
3.1 CITY RIGHTS .................................................................................................... 2 ARTICLE 4 – UNION RIGHTS AND PAYROLL DEDUCTIONS ................................................. 2
4.1 PAYROLL DEDUCTIONS .................................................................................. 2 ARTICLE 5 – GRIEVANCE PROCEDURE ................................................................................ 4
5.1 GRIEVANCE PROCEDURE .............................................................................. 4
5.2 PURPOSE.......................................................................................................... 4
5.3 DEFINITIONS .................................................................................................... 4
5.4 STEP ONE ......................................................................................................... 5
5.5 STEP TWO ........................................................................................................ 5
5.6 STEP THREE ..................................................................................................... 6
5.7 ARBITRATION ................................................................................................... 6
5.8 TIME LIMITS ...................................................................................................... 7
5.9 WITNESSES ...................................................................................................... 7 ARTICLE 6 – SALARY ADJUSTMENTS .................................................................................... 7
6.1 SALARY ADJUSTMENTS.................................................................................. 7
6.2 SALARIES.......................................................................................................... 7
6.3 SIGNING BONUS .............................................................................................. 8 ARTICLE 7 – SALARY ADMINISTRATION ................................................................................ 8
7.1 ORIGINAL APPOINTMENT COMPENSATION RATE ....................................... 8
7.2 ADVANCEMENT IN RATE OF COMPENSATION ............................................. 8
7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .. 10
7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ......... 11
7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ................. 11
7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ................................................ 11
7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY ................................................................................................................. 11
ii
7.8 LONGEVITY PAY (CITY CHARTER) ............................................................... 13
7.9 LONGEVITY PAY (CONTRACT) ..................................................................... 13 ARTICLE 8 – HEALTH AND WELFARE ...................................................................................13
8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES . 13
8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ........................................ 14
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 – LEAVES ..............................................................................................................22
9.1 HOLIDAYS ....................................................................................................... 22
9.2 VACATION ....................................................................................................... 26
9.3 SICK LEAVE .................................................................................................... 28
9.4 PARENTAL LEAVE .......................................................................................... 31
9.5 CATASTROPHIC LEAVE PLAN ...................................................................... 32
9.6 PERSONAL TIME OFF (PTO) ......................................................................... 33
9.7 FAMILY MEDICAL LEAVE ............................................................................... 34
9.8 BEREAVEMENT LEAVE ................................................................................. 34
9.9 COURT LEAVE ................................................................................................ 35
9.10 STATE DISABILITY INSURANCE (SDI) .......................................................... 35
9.11 PAID CITY LEAVE (PCL) ................................................................................. 36 ARTICLE 10 – SPECIAL ALLOWANCES .................................................................................37
10.1 STANDBY ASSIGNMENT PAY ....................................................................... 37
10.2 TEMPORARY WORK IN A HIGHER CLASSIFICATION ................................. 38
10.3 NIGHT-SHIFT PREMIUM PAY ........................................................................ 38
10.4 TUITION REIMBURSEMENT .......................................................................... 38 ARTICLE 11 – HOURS OF WORK ...........................................................................................38
11.1 HOURS OF WORK .......................................................................................... 38
11.2 VOLUNTARY WORK FURLOUGH PROGRAM ............................................... 38 ARTICLE 12 – OVERTIME AND CALL-OUT ............................................................................39
12.1 OVERTIME/COMPENSATING TIME OFF (CTO) ............................................ 39
12.2 CALL-OUT PAY ............................................................................................... 39
12.3 PREMIUM PAY CALCULATION ...................................................................... 39 ARTICLE 13 – SAFETY ............................................................................................................40
13.1 SAFETY ........................................................................................................... 40
iii
13.2 SAFETY SHOES AND SAFETY CLIMBING BOOTS ...................................... 40
13.3 SAFETY GLASSES ......................................................................................... 40
13.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES ....................................... 41 ARTICLE 14 – LAYOFF ............................................................................................................41
14.1 PURPOSE........................................................................................................ 41
14.2 DEFINITIONS .................................................................................................. 41
14.3 PROCEDURE .................................................................................................. 43
14.4 NOTICE OF LAYOFF ....................................................................................... 44
14.5 SALARY IN EVENT OF DOWNGRADE .......................................................... 45
14.6 FRINGE BENEFITS ......................................................................................... 45
14.7 RECALL ........................................................................................................... 46
14.8 GENERAL ........................................................................................................ 47 ARTICLE 15 – DISCIPLINE ......................................................................................................47
15.1 LETTER OF REPRIMAND ............................................................................... 47
15.2 IN-LIEU DISCIPLINE ....................................................................................... 47
15.3 WITHDRAWAL OF APPEAL ............................................................................ 48 ARTICLE 16 – MISCELLANEOUS ............................................................................................ 48
16.1 UNIFORMS ...................................................................................................... 48
16.2 STRIKES AND LOCKOUTS............................................................................. 48
16.3 SAVINGS CLAUSE .......................................................................................... 48
16.4 PROBATIONARY PERIOD .............................................................................. 49
16.5 PERFORMANCE EVALUATIONS ................................................................... 49
16.6 TRIAL PERIOD ................................................................................................ 49
16.7 PAYROLL ERRORS ........................................................................................ 50
16.8 PERS RETIREMENT PLAN AND CONTRIBUTION ........................................ 51
16.9 DEFERRED COMPENSATION PLAN ............................................................. 51
16.10 MODIFIED/ALTERNATIVE DUTY POLICY ..................................................... 52
16.11 TRANSPORTATION ........................................................................................ 52
16.12 NEW ZONAR OR OTHER GPS AND SAFETY STICKERS ............................ 52
16.13 TERM ............................................................................................................... 53
1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by the CITY OF SACRAMENTO, hereinafter referred to as the City, and the AUTO, MARINE AND SPECIALTY PAINTERS UNION NO. 1176, AFL-CIO, hereinafter referred to as the Union, has as its purpose the promotion of harmonious labor relations between the City and the Union, establishment of an equitable and peaceful procedure for the resolution of differences and the establishment of rates of pay, hours of work, and other conditions of employment.
ARTICLE 1 – RECOGNITION
1.1 RECOGNITION
a. The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Traffic Engineering Unit, as defined in the City's Employer -Employee Relations Policy. The City agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as provided under the City's Employer - Employee Relations Policy and authorized by law.
b. The Union will not object to the State Mediation and Conciliation Service or the American Arbitration Association conducting any election pursuant to the City's Employer-Employee Relations Policy.
ARTICLE 2 – ENTIRE AGREEMENT
2.1 ENTIRE AGREEMENT
a. This Agreement when signed by the parties hereto, and approved by the City Council, supersedes all other A greements and supplements, and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend or alter the provisions of this Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of the City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms. c. The waiver of any breach or condition of this Agreement by either party shall not constitute a precedent in the future enforcement of all terms and conditions herein.
2 ARTICLE 3 – CITY RIGHTS
3.1 CITY RIGHTS
The City retains the exclusive right, subject to and in accordance with applicable laws, regulations, and the provisions of this Agreement, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees in accordance with applicable City Charter, ordinance and Civil Service Board Rule provisions; (d) to discipline employees in accordance with applicable rules; (e) to dismiss employees because of lack of work, or funds, or for other reasonable cause; (f) to determine the mission of its Divisions and Departments, its budget, its organization, the number of employees, and the numbers, types, classifications and grades of positions or employees assigned to an organization unit, work project, shift or tour of duty, and the methods and technology of performing its work; and (g) to take whatever actions that may be appropriate to carry out its mission in situations of emergency.
ARTICLE 4 – UNION RIGHTS AND PAYROLL DEDUCTIONS
4.1 PAYROLL DEDUCTIONS
a. In addition to continuing existing payroll deductions under plans to which the City now is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for members of the Union for ( 1) the normal and regular monthly Union membership dues, and ( 2) monthly insurance premiums for plans sponsored by the City or the Union, not to exceed three (3) insurance deductions per member, including other Union- sponsored programs.
b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in this Agreement using the Union’s Member Enrollment Form (hereafter, “Member Enrollment Form”) agreed to by the City and Union. The member enrollment form shall include:
• Employee full name;
• Employee date of birth;
• Employee eCAPS ID number or the last four numbers of their Social Security Number;
• Amount or percentage to be deducted from employee’s bi - weekly paycheck for membership dues;
3 • Additional deductions (e.g. life insurance); and
• Any additional necessary information.
Any future changes or modifications to the member enrollment form shall be agreed upon between the City and the Union.
(2) Such deductions shall be made only upon submission of the member enrollment form, by the Union, to the Payroll Division, Department of Finance.
(3) Dues deductions shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) pay periods each month. The City will remit to the Union a check for all of the deductions. (4) The Union is responsible for submitting the member enrollment form to the Payroll Division, Department of Finance, any changes in the amount to be payroll deducted from the paychecks of employees who have so authorized.
(5) When changes in the rates affect large groups of the Union’s members, the Union may, in place of the agreed upon member enrollment form, notify the Payroll Division, Department of Finance, by email, clearly defining the group of union members affected and the new rate.
(6) Unless notified in writing by the Union of an employee’s request to cancel their union dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, utilizing the member enrollment form notating in the “Additional Information” column that is a membership cancellation.
In the event that a union member is no longer employed in a classification covered under this A greement, but remains an active employee of the City, the City may cancel their union dues deduction(s) without notification from the Union.
(7) Upon written notification by the Union, the City shall enroll new members and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days after notification. (8) The Union shall maintain signed authorization forms by their members certifying that the dues and/or fee(s) deduction(s) are authorized and shall provide said authorization forms to the City in
4 the event of a dispute regarding the existence or terms of such authorization.
c. The Union will promptly refund to the City any amounts paid to the Union in error under this Section. The Union expressly agree to indemnify and hold the City harmless from any and all claims, demands, costs (including any costs incurred by the City in def ense of a lawsuit), expenses, damages or other monetary losses arising out of or in any way connected with any action or inaction of the City in the adoption or administration of this Section. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal actions of any sort or nature against the City based upon or related to this Section.
ARTICLE 5 – GRIEVANCE PROCEDURE
5.1 GRIEVANCE PROCEDURE
The City and the Union agree to implement the following grievance procedure.
No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance was based. With the consent of the City’s third step representative the thirty (30) calendar day time limit for fil ing grievances may be extended.
5.2 PURPOSE
a. This grievance procedure shall be used to process and resolve grievances arising under this Agreement except to the extent that the City Charter vests jurisdiction elsewhere.
b. The purposes of this procedure are:
(1) To resolve grievances informally at the lowest possible level; (2) To provide an orderly procedure for reviewing and resolving grievances promptly.
5.3 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Union involving the interpretation, application, or enforcement of the express terms of this Agreement.
5 b. As used in this procedure, the term "supervisor" means the individual who assigns, reviews and directs the work of an employee.
c. As used in this procedure the term "party" means an employee, the Union, the City, or their authorized representatives.
d. The employee retains all rights conferred by Sections 3500 et seq., of the Government Code or Rules and Regulations of the Civil Service Board unless waived by such employee.
5.4 STEP ONE
a. An employee who believes there is cause for grievance may contact their supervisor alone or with their Steward. If after discussions with the supervisor, the employee does not feel the grievance has been properly adjusted, the grievance may be reduced to writing. The grievance statement shall include the following:
(1) A statement of the grievance clearly indicating the question raised by the grievance and the article(s) and section(s) of this Agreement. (2) The remedy or correction requested of the City.
(3) The grievance form shall be signed by the grieving employee, the date and time of presentation affixed thereto, and signed as received by the employee's Division Head.
b. The grieving employee's Division Head, or their designee, shall give their answer to the grievance in writing within fourteen (14) calendar day s from the time the grievance is received in writing. This first step answer shall include the following:
(1) A complete statement of the City's position and the facts upon which it is based.
(2) The remedy or correction which has been offered, if any.
5.5 STEP TWO
The appeal to the second step will be made within fourteen (14) calendar days after receipt of the City’s Step One response. The hearing of the grievance will be held within fourteen (14) calendar days of the second step appeal. The Union representative and the designated departmental representative will meet in an effort to settle the matter. The City's answer will be made within fourteen (14) calendar days after the meeting is held. The employee has fourteen (14) calendar
6 days after receiving the City’s Step Two response to determine whether or not to appeal the grievance to the third step.
5.6 STEP THREE
a. The Union's representative and the designated representative of the City will meet to hear the grievance appealed to the third step. Grievance appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure.
b. A written answer will be made within f ourteen (14) calendar days after the meeting, stating the City's position.
5.7 ARBITRATION
a. If the third step answer is not satisfactory to the employee, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
b. An arbitrator may be selected by mutual agreement between the Union representative and the Labor Relations Manager, or designee. c. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the American Arbitration Association for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. d. It is understood that the arbitrator will only interpret this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding on the City, the Union and the employee.
e. All fees and costs will be borne by the party losing the arbitration. f. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. g. If the City fails to respond to a grievance within the time limits specified for that step, the grievant shall have the right to appeal to the next step.
7 h. A Steward or a Union representative shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.
5.8 TIME LIMITS
Each party involved in the grievance procedure shall act quickly so that the grievance may be resolved promptly. Every effort should be made to complete action within the time limits contained in the grievance procedure, but with the written consent of both parties the time limitation for any step may be extended.
5.9 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant hereto. The Union agrees that the number of witnesses requested to attend and their scheduling shall be reasonable.
ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARY ADJUSTMENTS
The salary schedule shall consist of eight (8) steps with five percent (5.0%) between steps.
6.2 SALARIES
a. Effective January 10, 2026, all salary steps shall be increased by one percent (1%).
This increase to all salary steps will be implemented within ninety (90) 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 made shall be eligible for retroactive pay.
b. Effective January 9, 2027, all salary steps shall be increased by two and one-half percent (2.5%).
c. Effective January 8, 2028, all salary steps shall be increased by three percent (3%).
8 6.3 SIGNING BONUS
Within forty-five (45) calendar days after adoption of this Agreement by the City Council, the City will pay all employees a signing bonus of five hundred dollars ($500), less normal and customary payroll deductions. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is made will receive the signing bonus.
ARTICLE 7 – SALARY ADMINISTRATION
7.1 ORIGINAL APPOINTMENT COMPENSATION RATE
The rate of compensation upon 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.
9 b. Denial of Step Increase and Reduction in Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in grade, shall have the right to appeal to the Civil Service Board in accordance with its rules and regulations. (This subsection shall not apply to non-career employees.)
c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the 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 ex ample, 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 u pon 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
10 increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty -six (26) weeks of service and who successfully completes the extended probationary per iod, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty -two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.
7.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in- grade salary step (5%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification. b. Movement to Another Position in the Same Classification or to a Classification With the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y - rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.
11 7.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION Whenever the salary range of a classification is adjusted upward, the salary rate of each employee in the classification shall be adjusted to the step in the new range which corresponds to the step received in the former range, and the employee shall retain the current anniversary date for further increases within the new range.
7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid and shall be credited with the duration of time spent in their salary step paid at the time of departure. The period of time separated from City service shall not be included in the calculation of the anniversary date for future in-grade salary adjustments. b. If the employee is reemployed after resignation to a classification lower than that in which last employed, the employee may receive any step, but not to exceed the salary of the classification in which last employed. If that step is other than the maximum step of the salary range, the anniversary date for subsequent in-grade adjustments shall be twelve (12) months from the date of reemployment and each year thereafter until the maximum step of the salary range is reached.
7.6 RATES HIGHER THAN TOP STEP (Y-RATE)
Whenever the salary of an employee exceeds t op step of the salary range established for a classification, such salary shall be designated as a "Y -rate." During such time as an employee's salary remains above the t op step, the employee shall not receive further salary increases, except that upon promotion to a higher classification, the employee shall immediately advance to the step of the range of the higher classification next above the "Y -rate", and be eligible for advancement to succeeding steps in the r ange as outlined in this Agreement. In the event an employee is "Y -rated" below top step, as applicable, the employee shall be permitted to advance to the maximum step of the original range.
7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY A salaried employee exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act who works for only a portion of the day shall not have their salary reduced that day due to insufficient accrued, usable leave. This provision will apply only to Traffic Supervisors.
12 13
7.8 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter . The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100), and after twenty-five (25) years of City service, an additional two hundred dollars ($200), for a total of three hundred dollars ($300). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement.
In the event that changes are made to the City Charter, those changes shall supersede the provisions of this Agreement regarding Longevity Pay.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
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 January 9, 2027, longevity pay will be one percent (1%) of the employee’s base rate of pay.
(2) Effective January 8, 2028, longevity pay will be increased by tw o percent (2%) of the employee’s 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 purposed of det ermining employee eligibility for longevity, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined in Article 14, Layoff, Section 14.2(b)(2).
ARTICLE 8 – HEALTH AND WELFARE
8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) for employees consistent with Internal Revenue Code Section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half (1/2) of the City contributions will be made to eligible employees on each of the first two (2) paychecks (Eligible Paycheck) each month for insurance coverage the first and second halves of that month, respectively.
14 b. The amount of City contribution as provided in sub ection 8.3(b)(1-3) and
8.3(c) for each of the first two (2) paychecks each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40- 63.9 hours paid = 50% contribution.
c. Eligible employees shall receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours of salary. Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision insurance plans for the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
d. Notwithstanding subsections 8.1(a), 8.1(b), 8.1(c ), eligible e mployee shall continue to receive a City contribution for each Eligible Paycheck: (1) while on an approved protected leave of absence without pay, if required by state and/or 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. Benefit eligible non-career employees (+1,040 hours) shall receive prorated City dollars as indicated in subsection 8.1(b), above. 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.
b. To be eligible for th e City contribution under this Section, a non-career employee must be paid for a minimum of forty (40) hours of work on each paycheck. If an employee fails to be paid for the minimum forty (40) hours necessary to receive the City contribution, the City shall deduct from the employee's first two (2) paychecks each month the amount needed to pay for the insurance plans, which the employee has selected. If this deduction from the employee's first two (2) paychecks each month cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month including such paycheck(s) shall automatically drop the employee from the City-sponsored insurance program until the next open enrollment period.
15 8.3 AMOUNT OF CONTRIBUTION
a. Account-Based Health Plan (ABHP)
(1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) Employees enrolled in an ABHP, the City contribution shall be as specified in subsection 8.3(b), below. To the extent that the premium for the employee’s ABHP is less than the City contributions outlined in subsection 8.3(b) below, any remaining City contribution shall be credited to the employee’s HSA, to the extent allowed by law. b. City Contributions
(1) Effective the pay period beginning <INSERT DATE OF FIRST
BENEFITS ELIGIBLE PAY PERIOD FOLLOWING ADOPTION BY
CITY COUNCIL>, with the increased contribution first appearing on the paycheck issued <INSERT FIRST BENEFITS ELIGIBLE PAY CHECK DATE>, for plan year 2026, the City contribution shall be as follows:
i. Full-time employees enrolled in a City -sponsored medical plan for employee only, the City contribution shall be one thousand fifty-one ($1,051) per month.
ii. 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. Full-time employees enrolled in a City -sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be t wo thousand two hundred thirty dollars ($2,230) per month.
(2) 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.
16 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, or 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)(2), shall remain in effect.
(3) 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, or Employee + 2 or more 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%). Absent mutual agreement, the City dollar contribution calculation outlined in this subsection, 8.3 (b)(3), shall remain in effect.
c. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage.
d. Full-time e mployees not enrolled in a City -sponsored medical plan shall receive a City contribution up to seven hundred forty-seven dollars ($747) per month to purchase City-sponsored dental and vision coverage. e. Part-time employees shall receive a prorated City contribution consistent with subsection 8.1(b).
17 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 o nly 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 “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before December 5, 2017, may cover the domestic partner under the employee’s City - sponsored medical plan. The employee’s contribution for the premium cost for the domestic partner coverage will be made on an “after tax” basis. b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner and/or the domestic partner’s children, under the employee’s City - sponsored medical plan. Employees with regist ered State of California domestic partners shall receive the City contributions as specified in Section
8.3, above.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children up to age 26 who are placed under legal guardianship of an employee, the employee’s spouse, or employee’s registered domestic partner; children up to the age of 26 in which the City has received notice of a Qualified Domestic Relations Order or Required coverage; and disable unmarried children over the age of 26 who reside with the employee. The definition of a dependent child for the purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act.
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a City dental or vision plan.
8.5 CASH-BACK LIMITS
a. The cash-back of City dollars shall be limited to two hundred dollars ($200) per month for career employees who waive City -sponsored health insurance. Part-time employees shall be prorated as indicated in subsection
18 8.2(a). The cash-back plan shall be closed to any new enrollments after the 2013 open enrollment period. Cash-back shall not be included in the employee’s regular rate of pay when determining such rate for contact overtime.
b. New employees or employees who were not receiving the cash-back as of October 15, 2013, shall not be eligible for cash-back option. c. Employees transferring to classifications in the Traffic Engineering Unit who are enrolled in cash-back at the time of transfer may maintain the cash back option as long as they continuously waive City-sponsored health insurance and comply with other program requirements.
8.6 LIFE INSURANCE
The City provides basic life insurance in an amount of $10,000 to each eligible career employee in the Traffic Engineering Unit at no charge. Employees may purchase, at their expense, additional life insurance of $40,000.
Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations by the insurance carrier.
8.7 FLEXIBLE SPENDING ACCOUNTS
The City shall offer the following Flexible Spending Accounts (FSA) as permitted by Internal Revenue Service Regulations:
a. Out-of-pocket costs for City- sponsored health and dental insurance premiums;
b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment.
8.8 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City -paid retiree insurance contributions for medical , dental, and vision insurance benefits under the following provisions:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ( $300) per month for
19 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) per month, for a total maximum monthly contribution of three hundred sixty-five dollars ( $365). Retirees shall not receive an unused portion of the City contribution as cash.
b. Employees Retiring on or After July 1, 1992
(1) Except as provided below, to be eligible for the City ’s retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and be minimum age fifty (50). (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum ten (10) full years of City service, but less than fifteen (15) full years of City service, shall be eligible to receive a maximum of fifty percent (50%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(b) Employees with a minimum of fifteen (15) or more full years of City service, but less than twenty (20) full years of City service, shall be eligible to receive up to seventy-five percent (75%) of the City’s maximum retiree insurance contribution identified in subsection 8.8(a) above.
(c) Employees with a minimum of twenty (20) full years of City service shall be eligible to receive up to one hundred percent (100%) of the City's maximum retiree insurance contribution identified in subsection 8.8(a) above.
(4) There shall be no City-paid retiree insurance contribution for retirees with less than ten (10) full years of City service.
(5) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) 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.
20 c. Retiree Insurance Contribution for Persons in Deferred Retirement Status as of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 31, 2013, shall be eligible for the City's retiree insurance contribution as follows:
(1) A retiree with at least ten (10) full years of City service shall be eligible for fifty percent (50%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above.
(2) A retiree with twenty (20) full years or more of City service shall be eligible for one hundred percent (100%) of the City's retiree insurance contribution as identified in subsection 8.8(a) above. (3) Retirees must be at least 50 years of age.
(4) There is no eligibility to such health insurance contribution or dental benefit for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection
8.8(b) above.
d. Pre-Medicare Eligible Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase an individual medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of cov erage which is within two (2) years from the date their prior City medical coverage terminated. e. Medicare Retirees
In order to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect t o participate in a City -sponsored Medicare medical plan or purchase an individual Medicare medical plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare medical plan without restriction to the amount of time the retiree has waived a City -sponsored medical plan . Medicare retirees may only enroll on their City -sponsored Medicare medical plan a Medicare eligible dependent(s) who has enrolled in Parts A and B.
21 Medicare retirees who are eligible for Medicare Parts A and B and who elect to purchase an individual medical plan shall only be reimbursed the cost of individual premiums associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescri ption Drug plan up to their eligible City contribution.
f. Retiree Insurance Contribution Exclusion
Retirees who participate in another group health plan as an employee or dependent spouse shall not be eligible for the City contribution outlined
8.8(a) above.
g. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in- line-of-duty survivors shall be entitled to one hundred percent (100%) of the City -paid retiree insurance contribution regardless of years of service. h. Survivor Dependents Benefits
Survivor dependents of eligible employees or retirees shall continue to receive the retiree insurance contribution of up to three hundred dollars ($300) for the survivor only or up to three hundred sixty-five dollars ($365) for the survivor and eligible dependent.
Eligible dependent as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
i. Limitation Clause
No employee or retiree shall have any rights provided by this Section 8.8 (Retirees or Survivor Dependents) after January 5, 2029. j. Elimination of Retirees or Survivor Dependents Benefits for Employees Hired After June 30, 2013
(1) No employee hired, reemployed, or rehired on or after June 30, 2013, shall be eligible for any benefits provided by this Section. Employees transferring to classifications in the Traffic Engineering Unit after June 30, 2013, shall be ineligible for any benefits provided by this section, unless the transferring employee was eligible for retiree or survivor dependent benefits at the time of transfer.
(2) Employees being recalled from layoff, reinstated consistent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or
22 transferring to a classification covered by this Agreement after June 30, 2013, shall be eligible for the benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel who Unretire from City Service and Subsequently Re- Retire from City Service On or After January 13, 2024.
Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.8 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 8.8(j), upon re- retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 8.8 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of service during the employee’s return to active employment will not be used to determine any employee’s entitlement to the City’s retiree insurance contribution under Section 8.8.
Example: An employee retires from a classification represented by the Union with fifteen (15) years of City service. The employee is eligible for 75% of the City’s retiree insurance contribution.
The individual unretires and works in a Union- represented classification for another ten (10) years. When the employee re-retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.
ARTICLE 9 – LEAVES
9.1 HOLIDAYS
a. The following shall be the recognized holidays for all employees covered under this Agreement:
Holiday Date
New Year's Day January 1
Martin Luther King's Birthday Third Monday in January
Washington's Birthday Third Monday in February
Cesar Chavez's Birthday March 31
Memorial Day Last Monday in May
23 Juneteenth June 19
Independence Day July 4
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Day after Thanksgiving Day Friday after Thanksgiving
Christmas Eve (4 hours) December 24
Christmas Day December 25
New Year's Eve (4 hours) December 31
b. An employee who is scheduled to work on a holiday shall receive holiday pay plus time and one-half (1.5) compensation for working the holiday. c. Eligibility
(1) To be eligible for holiday pay, the employee shall work the scheduled workday before and after the recognized holiday. Paid time off shall be considered hours worked for the purpose of holiday pay eligibility.
An employee absent due to a disciplinary suspe nsion shall not be considered to have missed a scheduled workday for the purpose of holiday pay eligibility.
(2) A part -time career employee, including an employee in a work sharing program, or non-career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:
Number of
Recognized Holidays
In the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
.5 18 28.8
1.0 16 25.6
1.5 14 22.4
2.0 12 19.2
An employee paid for less than the minimum number of hours required for the fifty percent (50%) benefit shall receive no recognized holiday benefit.
(3) Non-career (-1,040) employees shall not receive recognized holiday benefits.
24 d. Monday-Friday Schedule
If an employee's scheduled days off are Saturday and Sunday during a standard City workweek in which a recognized holiday falls, the following shall apply:
(1) If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
(2) If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. Weekend Schedule
If an employee's scheduled days off are other than Saturday and Sunday during the standard City workweek in which a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above shall be considered the employee's holiday.
(2) If the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit.
f. Alternative Schedules
For employees who work a 9/80 or 4/10 schedule, if the recognized holiday falls on the employee's scheduled day off, the employee shall accrue holiday credit for the hours of the holiday benefit, up to a maximum of eight (8) hours.
g. Holiday Credit Accumulation
Employees may accumulate holiday credit up to a maximum of eighty (80) hours. All accrued holiday time in excess of eighty (80) hours in any bi - weekly pay period shall be paid to the employee at their straight-time hourly rate. Holiday credit may be taken by the employee at the discretion of the Department Head. Employees may use up to forty (40) hours of holiday accrual in conjunction with a scheduled vacation with the approval of the Department Head.
25 h. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, all employees except those employees covered under subsection (f), shall receive the equivalent of two (2) floating holidays per calendar year on an accrual as follows:
(a) Each full-time career employee shall accrue floating holiday credit at the rate of forty (40) minutes on each of the first two (2) paychecks of each month as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(b) A part-time career employee, including an employee in a work sharing program or a non- career (+1,040) employee , shall accrue floating holiday credit based upon the number of hours the employee was paid in that bi -weekly pay period: 64 or more hours paid = 40 minutes accrual; 40- 63.9 hours paid = 20 minutes accrual; less than 40 hours paid = 0 minutes accrual.
(2) Administration
(a) The scheduling of floating holiday time must be approved in advance by the appointing authority or designee.
(b) An employee may carry over from the preceding calendar year a maximum of eight (8) hours of floating holiday . All floating hours accrued and not used in excess of eight (8) hours shall be paid to the employee at the employee’s
straight-time hourly rate on the final paycheck of the calendar year in which it was earned.
(c) An employee terminating for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate of pay.
i. Closure of Operations on Half Holidays
At its discretion, the City may elect to close operations for a full day on Christmas Eve and New Year’s Eve and eliminate one (1) floating holiday.
26 9.2 VACATION
a. Vacation Leave Accrual
(1) Employees with less than five (5) full years of service shall earn eighty (80) hours of vacation each year which shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks each month.
(2) Employees with more than five (5) full years of service and less than fifteen (15) full years of service shall earn one hundred twenty (120) hours of vacation each year which shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees with more than fifteen (15) full years of service shall earn one hundred sixty (160) hours of vacation each year which shall accrue at six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
(4) Continuous career service and contiguous non- career service prior to the date of appointment to a career classification shall be used to determine the vacation accrual date used in determining the above accrual rates.
(5) Employees who are eligible to receive a cash payment in- lieu of vacation leave, as provided for in Article 8 Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30 for payment to be made on the last paycheck in March of the calendar year following the election.
Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiving the in- lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
b. Integration of Vacation with Workers’ Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is r eceiving straight workers'
27 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 a ccrued vacation is exhausted or the employee returns to work. The employee may also utilize other forms of leave, including sick leave, for this purpose; however, consistent with 9.4, Sick Leave, only 1/3 of an employee’s accrued sick leave may be used for this purpose.
c. Vacation Scheduling
(1) The time at which the employee shall be granted a vacation is at the approval of the Department Head. The Department shall determine the number and classification of employees who can be off on vacation on any given day. However, in an effort to accommodat e the employee's requested vacation schedule each Department shall open to bid vacation scheduling thirty -one (31) days prior to November 1st of each year. Classification seniority shall govern where more than one employee bids for the same period. In case of a tie the employee with the greatest amount of continuous City service shall be senior.
(2) Non-career (+1,040) employees shall be eligible to bid for vacation after all career employees have bid. Date of last hire shall determine seniority for non-career employees. Non-career employees shall bid for vacation on the basis of said seniority.
(3) The final vacation schedule as approved by the Department Head shall be permanently posted in the employee work area not later than the first Friday of December.
(4) Annual vacations applied for other than during the open bid period will be granted with the approval of the Department Head or their designee. Such request shall not be unreasonably denied. (5) In no event may a senior employee bump a junior employee from a vacation period after the thirty -one (31) day bidding period has run.
However, employees may trade vacation periods if all trading employees agree. Changes in the vacation schedule may be amended with the approval of the Department Head or designee. (6) An employee who has bid for and scheduled a vacation shall provide the Department with a minimum two (2) week notice of cancellation
28 if they later decide not to take the time off. Unless there are operational staffing needs which preclude bidding the time off, the Department shall post the available time for employees to bid consistent with (c)(1) above.
d. Employees covered by this Agreement are entitled to schedule accumulated and unused vacation credits in increments of one (1) hour or more.
9.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job -related. In accordance with the Rules and Regulations of the Civil Service Board, one- third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay . Such usage shall not exceed the maximum amount of the 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 designat ed in the election.
a. Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time the payment is made.
b. If the employee electing the payment is separated from City employment before receiving the payment, the employee
forfeits any right to the payment but will instead have their sick leave balances credited with the sick leave hours the
29 employee would have accrued from January 1 following the date of election to the last day of employment.
b. Sick Leave Cash-Out/Conversion to PERS Service Credit (1) PERS
a. PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit upon separation as follows:
(i) Eligible employees may receive payment for thirty - three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by
the employee on the date of retirement, resignation, or layoff.
(ii) Eligible employees with an effective retirement date from PERS within one hundred and twenty (120)
calendar days of their separation from City service may also convert any or all of their total sick leave credits accrued, less any payments received pursuant to
subparagraph (i), above, to PERS service credit as of
the date of their retirement consistent with law and
pursuant to the PERS contract with the City as
amended.
(iii) Individual(s) identified pursuant to California
Government Code Section 53245 as being the person
designated on the employee’s “Designation of Person
Authorized to Receive Warrants,” or in the absence of
an identified person pursuant to California Government
Code Section 53245, persons entitled by law to the
possession of the estate of a deceased employee who
was eligible to cash out sick leave credits pursuant to subparagraph (i) above, may receive payment for
thirty-three and one-third percent (33 1/3% of the tot al sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee’s death.
b. Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for sick leave cash- out upon retirement, resignation, or layoff , regardless of years of service. However, employees hired, rehired, or reemployed on or after January 1, 2005, may convert their remaining sick
30 leave balance to service credit consistent with law and pursuant to the PERS contract with the City upon separation of employment for retirement.
c. No employee whose services are terminated by reason of discharge for cause shall be eligible for payment of any portion of accumulated sick leave credits.
(2) SCERS
Upon termination of any employee in SCERS eligible to accumulate sick leave credits for reasons of retirement, resignation, and/or layoff after service for a period of not less than two (2) years, or death, such employee (or those entitled by law to the possession of the estate of a deceased employee) shall receive payment for thirty -three and one-third percent (33- 1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of such retirement, resignation, layoff, or death. No employee whose services are terminated by reason of discharge for cause, or by reason of resignation or layoff prior to the completion of two (2) years of service, shall be eligible for payment of any portion of accumulated sick leave credits.
c. Reinstatement of Sick Leave After Return from Layoff Any employee who is laid off and receives payment for thirty-three and one- third percent (33-1/3%) of their total accumulated sick leave credits shall be credited with the remaining sixty -six and two -thirds percent (66- 2/3%) of their accumulated sick leave credits if and when said employee is recalled.
If said employee thereafter leaves City service after being recalled and is entitled to payment of their accumulated sick leave credits under this Section, said employee shall only receive payment for thirty-three and one- third percent (33-1/3%) of those sick leave credits which accrued after the date of recall.
d. Utilization of Sick Leave
Use of sick leave is governed by the Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board, Rule 16, and Attachment A to the Rules and Regulations of the Civil Service Board. e. Administration of Sick Leave
The Citywide Sick Leave Policy and the Rules and Regulations of the Civil Service Board relating to the administration of sick leave privileges and benefits shall apply to all eligible employees.
31 f. Sick Leave Credit Limitation
Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
9.4 PARENTAL LEAVE
a. The Pregnancy Disability Leave Policy for female employees shall be replaced by a parental leave policy for both male and female employees with the following provisions:
(1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City-paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non- career employees are not eligible for the four (4) weeks of City-paid parental leave. (2) To be eligible for the paid leave an employee hired on or before June 23, 1995 must have completed at least one (1) year of City service from the most recent date of hire, or an employee hired on or after June 24, 1995 must have completed at least three (3) years of City service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court-appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City -paid leave shall not change based on a change in employment status, such as from part- time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday , and/or unpaid leave to their initial request for parental leave. The total period
32 of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.
9.5 CATASTROPHIC LEAVE PLAN
a. A benefit -qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating holiday, management leave, or CTO hours. Participati on in this plan shall be voluntary. Sick leave may not be donated under this plan. b. All donations shall be made and accepted in writing using City -provided forms or electronically through the City’s payroll system. 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 ap proved 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;
33 (2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
i. Donations received while a recipient is still utilizing previously donated and related accrued leave time may be used immediately thereafter. Hours donated subsequent to exhausting all donated hours shall be accumulated and utilized along with related accrued leave hours in amounts equal to the recipient's normal bi-weekly work hours.
j. Used donated leave time shall count toward the application of City service and benefits in the same manner as when the employee is on paid vacation leave.
k. Used donated leave time shall be subject to the recipient's normal payroll deductions.
l. The City shall promulgate a policy and procedure to implement and administer catastrophic leave.
9.6 PERSONAL TIME OFF (PTO)
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty -four (24) hours of personal time off (PTO). Part-time career employees shall be credited with a prorated amount of time based on their regular schedule. Eligible employees will receive this PTO each year on the paycheck representing the first full pay period that includes January 1.
b. After January 9, 2024, employees who separate service and who are subsequently reemployed, pursuant to Article 14.2(b)(5)(a), into a classification covered by this Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go- forward basis. For purposes of determining eligibility
34 to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided. c. Use of PTO shall not cause overtime.
d. PTO shall not accumulate from calendar year to calendar year and shall have no cash value. If an employee is unable to use all of the time by the end of the calendar year based on operational need, the department may approve carry-over to the next year. In all other cases, the time shall be forfeited.
9.7 FAMILY MEDICAL LEAVE
a. The Federal and State Medical Leave Acts are applicable to career and non-career employees who have completed the required 1250 hours of employment prior to the time requested. The City uses a rolling period under the Acts, determining eligibility from the last date of Family Medical Leave Act (FMLA) leave, if applicable.
b. To apply for a leave the employee must complete the City leave request form available from the Department of Human Resources or the Department support staff. The employee must provide medical verification of the need and the duration or intermittent schedule which is anticipated, to allow for coverage.
c. The duration of FMLA leave cannot exceed twelve (12) weeks. The employee must use their accrued leave during the FMLA leave, except that they may retain up to forty (40) hours of vacation at the time leave without pay commences. The employee may not then resume paid leave until after returning to work.
d. To the extent allowed by law, Federal and State FMLA leaves shall be used concurrently.
e. The City policy covering FMLA shall be applicable to all employees and may be obtained from the Department of Human Resources.
9.8 BEREAVEMENT LEAVE
An employee may receive up to twenty -four (24) hours of City -paid leave for bereavement based on the death of the employee’s spouse, parent, sibling, child, grandchild or grandparent as defined herein. The employee may use sick leave as authorized by Civil Service Board Rule 16, Sick Leave, for additional time off or to attend to other death, bereavement, or funeral needs.
35 9.9 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee to elect to be on telephone alert and remain on the job until such time as called to testify or serve jury duty. When an employee is re quired to be on telephone alert, the employee will cooperate with the court or jury commissioner and the City will be responsible to ensure that the employee is available. Pay for work time lost shall be computed at the employee's regular rate of pay at the time of such absence. The employee shall return all witness fees or jury remuneration received, less transportation allowance, to the City.
b. If a swing shift or graveyard shift employee has served in excess of one- half the scheduled shift in court or on jury duty, the employee will notify the supervisor in advance of their start time so the employee can be excused from their shift. If the employee is in court or on jury duty less than one-half of the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one- half of the shift, the employee will be required to use vacation or other leave accruals to cover the shift. d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance, and the compensation paid exclusive of any transportation and subsistence allowance.
e. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accord with the above-stated procedure.
9.10 STATE DISABILITY INSURANCE (SDI)
a. Eligible career employees who file for SDI benefits in accordance with applicable State of California rules and procedures may integrate such SDI benefits with their own leave balances. Integration is where the SDI benefit and the monetary value of the employee’s leave balances combine to provide a bi-weekly adjusted net income which is equivalent to one hundred percent (100%) of the employee’s regular net income so long as available
36 leave balances and SDI eligibility permits. The regular net income is the employee’s gross income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee-authorized deductions shall be deducted from the resultant net pay.
b. Eligible career employees may integrate the following accrued City leave balance with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)
(4) Holiday Leave
(5) Vacation Leave
c. Eligible part-time career employees shall be included in this program on a pro-rata basis.
9.11 PAID CITY LEAVE (PCL)
Employees who are employed in a classification represented by Local 1176 on April 26, 2022, shall receive a one- time leave bank contribution of thirty -five (35) hours of Paid City Leave. This Paid City Leave shall not expire, and shall have no cash value except as follows:
a. Employees receiving Paid City Leave contributions described in Section
9.11 (Paid City Leave) may make an irrevocable election to receive a cash payment in lieu of using the leave. Notification of the election to receive this cash payment must be made to the Payroll Division, Department of Finance, in writing by November 30, 2022 . Employees making the irrevocable election shall receive the payment on the paycheck representing the first pay period following their election at the straight time rate of pay they are receiving at the time of payment, less ordinary payroll deductions. b. Upon separation from City service, employees with a balance of the Paid City Leave described in Section 9.11 (Paid City Leave) shall receive a payment for the Paid City Leave balance at the straight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.
37 ARTICLE 10 – SPECIAL ALLOWANCES
10.1 STANDBY ASSIGNMENT PAY
a. An employee who is required to remain on standby for emergency work shall be paid $280 per week, or the daily pro rata rate of $40, in addition to their regular compensation. Employees who are called out while on standby shall receive two (2) hours minimum pay, or actual time worked, whichever is greater, at their straight time regular rate of pay, or one and one-half (1.5) times their regular rate of pay consistent with Article 12.1. b. Effective [first day of pay period after adoption by City Council], 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, in addition to their regular compensation.
Employees who are called out while on standby shall receive two (2) hours minimum pay, or actual time worked, whichever is greater, at their straight time regular rate of pay, or one and one-half (1.5) times their regular rate of pay consistent with Article 12.1.
c. Employees who are on standby assignment on New Year's Day, Christmas Day, Thanksgiving Day , Memorial Day, 4th of July , or Labor Day shall receive eight (8) hours holiday credit to be taken at the employee’s request, subject to the Department Head or their designee’s approval. d. If an employee is assigned to standby and receives telephone contacts and engages in problem resolution which totals in excess of fifteen (15) minutes, the employee shall receive the two- hour minimum call -out pay, or actual time worked, whichever is greater.
e. With the exception of sick leave, employee may use any type of authorized leave, including, but not limited to, vacation; CTO; holiday credit; etc., during their standby assignment so long as they remain available for their standby assignment. An employee utilizing sick leave who is unable to work due to personal illness, shall not receive standby pay for the day(s) out sick. An employee who falls ill after hours while they are on standby, shall notify the Standby Supervisor who will find a replacement for the day(s) the employee is out sick. The standby assignment may resume when the employee returns to work.
Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by the appointing authority.
38 10.2 TEMPORARY WORK IN A HIGHER CLASSIFICATION
Employees temporarily assigned to a higher classification for one (1) or more complete shifts shall receive five percent (5%) of the regular salary the employee received prior to the out -of-classification assignment for all time worked in the higher classification commencing with the first day of such work.
10.3 NIGHT-SHIFT PREMIUM PAY
a. Career and non-career (+1,040) employees covered by this Agreement who work five-eighths (5/8) or more of their regular shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated therefore, by payment for the entire shift of an additional five percent (5%) of their base pay for that shift. Said employees who work less than five- eighths (5/8) of their regular work shift in the period extending from 6:00 p.m. to 6:00 a.m., shall be compensated for those hours worked (to the nearest one- half hour) within this period by payment of an additional five percent (5%) of their base pay for such hours.
b. An employee shall not receive night-shift premium pay when on vacation or other authorized leave of absence with pay.
10.4 TUITION REIMBURSEMENT
The City agrees to reimburse career employees for the cost of tuition, books, and fees, excluding parking, up to a maximum of $1,500.00 per calendar year pursuant to the City's existing policy for such education reimbursement. This provision shall not apply to employees eligible for an educational incentive program.
In addition, the department may authorize tuition reimbursement for training through other approved sources.
ARTICLE 11 – HOURS OF WORK
11.1 HOURS OF WORK
The work period for employees covered by this Agreement shall begin at 12:01 a.m. Saturday, and end at 12:00 midnight the following Friday. The normal workweek for full-time career employees shall consist of forty (40) hours of work during the seven (7) day work period.
11.2 VOLUNTARY WORK FURLOUGH PROGRAM
Pursuant to the Furlough/Reduced Work Week Policy, the City may establish for full-time career employees a voluntary work furlough/reduced work week
39 consisting of a full day of unpaid leave on a variable schedule or a work schedule which is modified on a regular fixed basis to less than forty (40) hours per week.
Employees shall apply for participation in the program pursuant to the conditions set forth in the rules and procedures governing this Citywide program.
ARTICLE 12 – OVERTIME AND CALL-OUT
12.1 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. b. Employees shall be entitled to overtime compensation or CTO . Overtime compensation shall be paid by cash payment. In lieu of cash payment, CTO may be earned by mutual agreement between the employee and the appointing authority or designee. Considering the request of the employee, the determination of additional pay or time off for overtime compensation shall be made by the Department Head or designee.
c. Both the cash payment and the CTO shall be computed at the rate of time and one-half (1.5) the number of overtime hours worked. The scheduling of CTO use must be approved in advance by the employee's Department Head or designee.
d. Employees may accrue up to one hundred and twenty (120) hours of CTO.
The City may cash out those CTO hours accumulated in excess of eighty (80) hours at any time provided that the use of such time off has not been previously approved.
12.2 CALL-OUT PAY
When employees in the Traffic Engineering Unit, who are on on- call status, are called out, they shall be entitled to a minimum of two (2) hours compensation for such call-out.
12.3 PREMIUM PAY CALCULATION
The annual hourly factor used to calculate the hourly rate for premium pay is 2,080 hours. The hourly rate is used to determine the following premium pay benefits:
Overtime Pay
Out-of-Classification Pay
Night Shift Premium Pay
40 Sick Leave Incentive Payouts
Vacation Sell-Back
ARTICLE 13 – SAFETY
13.1 SAFETY
The City is committed to and mandated by law to provide its employees with a safe working environment and understands its obligations to do so. The Union agrees that the City shall determine safety, health and property protection measures as required to meet its obligations under the law. The City will conduct safety training, meetings and inspections as mandated by law and operational needs. The City and employees acknowledge the responsibility of each to communicate safety concerns, safety hazards, prevention techniques and safety recommendations and ideas.
13.2 SAFETY SHOES AND SAFETY CLIMBING BOOTS
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse employees up to a maximum of $400, or up to a maximum of $500 if special order is required, annually for the cost of acceptable safety shoes, inserts, and/or repairs to safety shoes. The annual reimbursement may be used to purchase a single pair or two (2) pairs, as needed, at the same time. When an employee has purchased a single pair of safety shoes, which do not meet the annual maximum, t he employee shall be allowed to use the remainder of the annual maximum for a future purchase in the same year. To be eligible for this reimbursement, the employee must obtain prior authorization from their supervisor before purchasing safety shoes and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement.
b. The City maintains the right to specify the type of required safety shoe. c. Provisions in the City’s Protective Footwear Policy regarding authorized safety shoe vendors, vouchers, purchase orders, and invoices shall not apply to employees in classifications covered by this Agreement.
13.3 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. The City shall provide non- prescription safety glasses for employees. Employees who wear prescription glasses shall wear protective eye wear provided by the City or prescription safety glasses.
41 b. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $150.00 per pair.
c. To be eligible for the above reimbursement, the employee must obtain prior authorization from their supervisor before purchasing the required safety glasses and must submit the receipt to the supervisor to verify the cost and substantiate the reimbursement. The City maintains the right to specify the standards for non- prescription safety glasses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the prescription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and special or cosmetic frames shall be paid by the employee.
13.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES
a. The City agrees to repair or replace prescription safety glasses damaged or destroyed while the employee is actively at work provided that the employee furnishes satisfactory proof to the City of such loss.
b. The prescription shall not be more than twenty -four (24) months old to qualify for reimbursement under the Section. All costs to update the prescription shall be borne by the employee.
ARTICLE 14 – LAYOFF
14.1 PURPOSE
This Article provides the procedure to be followed when an employee is to be displaced/laid off from their position.
14.2 DEFINITIONS
a. Layoff
A layoff shall be defined as the dismissal or displacement of at least one employee due to lack of work, lack of funds, abolishment of position, or for other reasons not reflecting discredit on an employee.
42 b. Seniority
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's present job classification including any time spent in a higher job classification, but less any time spent in a lower job classification due to a downgrade. The term higher classification shall mean a job classification in which the top rate of pay is greater than the top rate of pay of the employee's present job classification. For any employee who has not served a probationary period in their present job classification, or any employee whose position has been reallocated in accord with applicable Civil Service Rules, classification seniority shall be mutually established by the City and the Union. For those classifications which have flexible st affing as defined in the Civil Service Rules and provided for in the classification specifications, classification seniority shall be defined as the effective date of probationary appointment to the lowest classification in the classification series.
(2) 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.
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.
(5) Termination of Seniority : Termination of classification seniority and City service seniority shall occur upon:
(a) Resignation, except that any employee who is reemployed and completes a probationary period, if any, in the position to which the employee was reemployed may count the seniority which was accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
43 (d) Layoff in excess of two (2) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within fourteen (14) calendar days from the date of postmark on the recall notice.
c. Downgrade
A downgrade shall be defined as a change in job classification to which the top rate of pay is the same or less than the top rate of pay of the employee's present classification, due to a layoff. A downgrade shall only be allowed to the appropriate classif ication within the employee's regression ladder, except as provided in Section 14.3(c) of this Article.
d. Regression Ladder
A regression ladder shall be defined as a classification series through which an employee may downgrade. The regression ladder for the Traffic Engineering Unit is as set forth below:
Traffic Supervisor
Traffic Worker III
Traffic Worker II
Traffic Worker I
Traffic Worker Trainee
e. Permanent Status
For the purposes of this layoff procedure permanent status is attained in a job classification when an employee has successfully completed their probationary period in that job classification.
14.3 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the following order: first, all provisional employees; second, all probationary employees in the order of their classification seniority, beginning w ith the employee with the least such seniority; and, third, permanent employees in the order of their classification seniority, beginning with the employee with the least such seniority. b. Any provisional or probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last Department and job classification in which the employee holds permanent status, if any.
If the employee does not hold permanent status in another job classification,
44 the employee shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Board Rules. If the employee does hold permanent status in another job classification, the employee shall then be treated as a permanent employee in that job classification with respect to any layoff in that job classification. c. Any permanent employee who is to be laid off or displaced shall have the right to downgrade in descending order, to job classifications within their regression ladder, provided that: (a) the employee meets all of the qualifications of the lower classification, and (b) can displace an employee in the lower classification. If there are any provisional employees in such lower classification, the provisio nal employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City serv ice seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, the employee shall be laid off. d. An employee may accept a layoff in lieu of the opportunity to downgrade by written notification to the Labor Relations within five (5) working days of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification from which the employee was laid off. e. If two (2) or more employees have an equal amount of classification seniority, the senior employee shall be determined on the basis of greater City service seniority. If two (2) or more employees have an equal amount of City service seniority, the senior e mployee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.
f. The application of this procedure is not intended to extend job assignment, work organization, or departmental preference to any employee affected by a layoff.
14.4 NOTICE OF LAYOFF
In the event of layoff, the City shall send by certified mail a layoff notice to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address in the City’s payroll system , and shall be deemed appropriate notice. The employee(s) who is on a paid or unpaid leave shall be
45 affected by the layoff in accordance with the provisions of this Article in the same manner as all other employees.
14.5 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid in the new classification the salary range step closest to the monthly pay received immediately prior to downgrade providing there is no increase in pay.
b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accordance with Section 7.2 "Advancement in Rate of Compensation" with time served in the classification from which the downgrade occurred counting toward salary step advancement.
c. Upon subsequent recall through a regression ladder the employee shall not receive in the next higher classification less than that received in the lower classification, provided however, that upon subsequent placement in the classification from which the e mployee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher. The anniversary date for future in- grade salary adjustments shall be the date of recall to the permanent classification. d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the salary schedule.
14.6 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances that have a cash value at separation, per this Agreement, applicable ordinances, and rules. Employees who are subsequently recalled and who were eligible for sick leave cashout at the time of separation, shall have any uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules . Only sick leave hours accrued after recall shall be applied toward any future sick leave payoff , if eligible.
b. Employees and their eligible dependent(s) enrolled in City medical, dental, or vision insurance coverage at the time of layoff may continue their coverage for the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA) . The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums
46 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 enrolling in COBRA coverage or information on eligibility for City retiree health benefits will be provided by the Benefit Services Division, Department of Human Resources, upon request.
14.7 RECALL
a. When a vacancy occurs in a job classification, the laid- off or downgraded employee(s) eligible to return to that job classification shall be recalled in the inverse order of layoff from that job classification. When a recall list exists, and an employee is on a reinstatement list due to a medical leave of absence, such employee will be merged with employees on the established layoff eligibility list based on seniority. Permanent employees who were laid off or downgraded are eligible to return to the job classification in which permanent status is held within their regression ladder, or to lower classifications within the same regression ladder, but shall have no recall rights to any job classification in which provisional status was held at the time of layoff or downgrade. Permanent employees who held probationary status in another job classification on the date of layoff shall be eligible to return to the job classification in which probationary status was held for a period of one (1) year from the date of l ayoff; but upon such return must serve the complete probationary period for such job classification. b. Employees shall be entitled to recall rights for a period of two (2) consecutive years from the effective date of layoff or downgrade. The effective date of layoff shall be the employee's last day of work. The effective date of downgrade shall be the employee's last day of work in the classification from which the employee is downgraded. An employee who has downgraded and has not been recalled to the classification where permanent status is held within the two (2) year period shall gain permanent status for purposes of layoff in the classification to which the employee downgraded, or is currently working at the time recall rights are lost, whichever is higher in the regression ladder.
c. When a vacancy exists, and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown in the City’s payroll system. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have fourteen (14) calendar days to report to work from the date of postmark on the recall notice. If said empl oyee fails to report to work within fourteen (14) calendar days the employee will lose all recall rights. An employee who has been laid off or downgraded shall be required to meet the physical and
47 other minimum qualifications of the classification to which the employee is recalled. Any additional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. An employee who accepts recall shall receive all seniority to which the employee is entitled under this Article.
14.8 GENERAL
The City or the Union shall have the right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible alternatives to layoff. The City, however, retains the right to proceed with layoffs according to the procedures set forth in this Agreement at any time including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
ARTICLE 15 – DISCIPLINE
15.1 LETTER OF REPRIMAND
a. A letter of reprimand issued on or after August 25, 1990, shall not be appealable to the Civil Service Board, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations . The Manager or designee will schedule a meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision will be rendered by the Manager or designee within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure.
b. Such letter will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two-year period.
15.2 IN-LIEU DISCIPLINE
By mutual agreement between the appointing authority or designee and the employee, an employee suspended from duty without pay may forfeit accumulated holiday, compensating time off, and/or vacation credits equal to the number of hours of suspension in lieu of such suspension. If the suspension is reduced or reversed at the conclusion of the appeal process, the City shall reinstate the forfeited credits. This provision shall not be subject to the grievance procedure.
48 15.3 WITHDRAWAL OF APPEAL
The employee or union may withdraw an appeal of discipline at any time prior to a decision by an Administrative Law Judge (hereafter “ALJ”) or the Civil Service Board. An appeal shall be deemed withdrawn if the employee fails to respond within sixty (60) days to a written request by the City to select an ALJ, schedule a hearing, or otherwise participate in the appeal process. The written request shall be certified and sent to the employee’s mailing address as shown in the City’s payroll system.
An employee who resigns or retires from City service with an outstanding disciplinary appeal is deemed to have withdrawn the appeal and waive any right to pursue the appeal.
ARTICLE 16 – MISCELLANEOUS
16.1 UNIFORMS
a. The City shall provide clean uniforms to employees in the Traffic Engineering Unit five days a week, (5-5-1), at no cost to the employee. The Department Head, or designee, shall have the right to change the uniform at their discretion.
b. For the purposes of increased safety the City shall provide shirts and safety- colored jackets to employees regularly assigned to work as part of a street crew. The color and style of shirts and safety colored jackets shall be determined by the Department Head, or designee, and shall meet ANSI class 3 safety standards.
16.2 STRIKES AND LOCKOUTS
For the duration of this Agreement, the Union and its members agree that it shall not call, sanction or engage in any strike, slowdown, suspension or stoppage of work activity, and the City agrees that it shall not cause or engage in any lockout.
16.3 SAVINGS CLAUSE
If any provision of this Agreement, or the application of such provision should be rendered or declared invalid by any decree of a court of competent jurisdiction or by reason of any existing or subsequently enacted legislation, the remaining parts or portions of this Agreement shall remain in full force and effect.
49 16.4 PROBATIONARY PERIOD
a. Probationary Period
The probationary period is an extension of and an integral part of the examination process. It shall be utilized for closely observing the employee’s work, for securing the most effective assimilation of a new employee, and for determining if performance meets the required standards of the job.
(1) The probationary period for employees in this Unit shall be twelve (12) months in duration.
(2) An employee may be released, without right of appeal, during the probationary period. Written notice of the release shall be furnished to the probationer.
b. Employee Service Rating and Reports
Employees are entitled to Employee Service Rating and Reports which outline progress and performance in their classifications. The Employee Service Rating and Report shall primarily serve as follows:
(1) To regularly review employee’s performance with the supervisor. (2) To ascertain and encourage the improvement in performance or progress of employee.
(3) To provide effective supervision of an employee.
(4) To note and reward outstanding achievement by an employee. (5) An employee in a twelve (12) month probationary position shall receive such Reports on or about the end of the third, fifth, eighth, and eleventh months of service, and annually thereafter.
16.5 PERFORMANCE EVALUATIONS
At the discretion of the appointing authority, the City shall have the right to conduct employee performance appraisals for career and non-career employees.
16.6 TRIAL PERIOD
a. An employee or a former employee appointed to a career classification as a non-career employee shall serve a trial period. A former employee is a person who was previously employed with the City but terminated such
50 employment for any reason including the expiration of a limited- term appointment.
b. The trial period shall be a six (6) month period beginning with the first day the employee reports to work or until the employee has worked one thousand forty (+1,040) straight-time hours, whichever occurs last. c. A non-career employee may be released from their position at the discretion of the appointing authority at any time during the trial period without right of appeal to the Civil Service Board. Such release shall be confirmed in writing. d. This provision shall not be used to circumvent the civil service system in respect to the City's testing practices.
16.7 PAYROLL ERRORS
a. In the event an error has been made in the payment of an employee's compensation, including, but not limited to, wages, overtime payments, healthcare contributions, incentives, or leave accruals, balances, and/or usages, the City shall, for purposes of future compensation, adjust such compensation to the correct amount, giving written notice to the employee. b. In the event an employee received an overpayment, reimbursement to the City shall be accomplished by:
(1) Lump sum payment by the employee;
(2) A one-time deduction from available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (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
51 in the case of an overpayment, or written or oral notice to the City in the case of an underpayment error.
16.8 PERS RETIREMENT PLAN AND CONTRIBUTION
a. “Classic member” miscellaneous employees are covered by the following Public Employees Retirement System (PERS) plan:
• Modified 2% at age 55
• One-year highest compensation
• 2% COLA
• 25% survivor continuation
• 50% industrial disability
• Military service credit
b. Member Contribution to PERS Retirement Plan – Classic Members “Classic members” shall pay the seven percent (7%) of salary employee contribution to the PERS retirement plan, and one percent (1%) of the employer contribution through PERS cost share, for a total of eight percent (8%).
c. Member Contribution to PERS Retirement Plan – New Members New employees shall be members in the PERS on terms consistent with the Public Employees’ Pension Reform Act (PEPRA). New members shall qualify for the 2% at 62 benefit formula, shall contribute fifty percent (50%) of the total normal cost of the PERS retirement plan as required by PEPRA, and retirement shall be based upon the highest thirty -six (36) consecutive months of compensation.
Effective October 15, 2013, the Sacramento City Employees Retirement System one hundred dollars ($100.00) monthly as an add- on shall be eliminated.
16.9 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.
Each participant in the Plan shall contribute an administrative fee of one dollar and fifty cents ($1.50) per month from their plan balance to the Plan's administrative allowance account. Funds accumulated by the administrative fee will be utilized as prescribed in the Defined Contribution Plans Committee's Fee and Expense Policy.
52 16.10 MODIFIED/ALTERNATIVE DUTY POLICY
The parties agree to a Modified/Alternative Duty Policy applicable to employees who have been injured on-the-job. The letter of understanding between the parties sets forth the details of the Modified/Alternative Duty Policy.
16.11 TRANSPORTATION
a. Sacramento Regional Transit District (SRTD)
Full-time career employees who utilize the Sacramento Regional Transit District (SRTD) for home -to-work transportation are eligible for an eighty percent (80%) price discount on an SRTD monthly pass. Part -time career employees shall be eligible for a fifty percent (50%) price discount. The employee must notify the Department of Finance, Revenue Division, on or before the fifth day of the month to obtain the monthly pass discount for that month.
b. Other Bus Transportation
Eligible full-time career employees as described above, who regularly utilize other bus or mass transportation services regulated by the Public Utilities Commission (i.e. buses, vanpools, rail) for home- to-work commuting are eligible for up to eighty percent (80%) of the cost of the monthly pass.
Eligible part-time employees, as described above, shall be eligible for a fifty percent (50%) monthly reimbursement. The employee must present the required proof of purchase to the Department of Finance, Revenue Division, by the fifth day of the month to obtain reimbursement. The amount of monthly reimbursement shall not exceed one hundred twenty dollars ($120.00).
16.12 NEW ZONAR OR OTHER GPS AND SAFETY STICKERS
Zonar and other Global Positioning System ( GPS) devices will be used for purposes of improving departmental efficiencies to include, but not be limited to, preserving City resources and preventing unnecessary idle time. Zonar or GPS data shall not be used by the City as the only factor in gathering data for purposes of discipline. However, the data may be used to substantiate public complaints, support findings, or confirm work performance issues for purposes of discipline.
The City may place one “safety sticker” on City v ehicles 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.
53 16.13 TERM
a. This Agreement shall remain in full force and effect from January 10, 2026, to and including January 5, 2029.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.
54 DATED: April 16, 2026
AUTO, MARINE AND SPECIALTY
PAINTERS, UNION NO. 1176
CITY OF SACRAMENTO
Richard Morales
Business Representative
Leyne Milstein
Assistant City Manager
Carlos Acosta
Negotiating Committee Member
Aaron Donato
Labor Relations Manager
Che Johnson
Chief Negotiator
Leslie Wisniewski
Negotiating Team Member
Kimberly Rhodes
Negotiating Team Member
Approved as to form:
Brett M. Witter
Assistant City Attorney
and
Plumbers and Pipefitters,
Local 447
Labor Agreement
Covering Employees
In The Water and Sewer Unit
2025-2028
i
TABLE OF CONTENTS
Section Page
PREAMBLE ............................................................................................................................... 1 ARTICLE 1 – RECOGNITION .................................................................................................... 1
1.1 RECOGNITION ............................................................................................................................. 1 ARTICLE 2 – SOLE AGREEMENT ............................................................................................ 2
2.1 SOLE AGREEMENT ..................................................................................................................... 2 ARTICLE 3 – CITY RIGHTS ...................................................................................................... 2
3.1 CITY RIGHTS................................................................................................................................ 2 ARTICLE 4 – UNION RIGHTS ................................................................................................... 2
4.1 PAYROLL DEDUCTIONS ............................................................................................................. 2
4.2 LIST OF EMPLOYEES ................................................................................................................. 4
4.3 NEW EMPLOYEE ORIENTATION ............................................................................................... 4 ARTICLE 5 – GRIEVANCE PROCEDURE ................................................................................ 5
5.1 PURPOSE ..................................................................................................................................... 5
5.2 DEFINITIONS................................................................................................................................ 5
5.3 STEP ONE .................................................................................................................................... 5
5.4 STEP TWO .................................................................................................................................... 6
5.5 STEP THREE ................................................................................................................................ 6
5.6 ARBITRATION .............................................................................................................................. 7
5.7 WITNESSES ................................................................................................................................. 7 ARTICLE 6 – SALARY ADJUSTMENTS .................................................................................... 8
6.1 SALARY RANGE .......................................................................................................................... 8
6.2 SALARIES ..................................................................................................................................... 8
6.3 SIGNING BONUS ......................................................................................................................... 8 ARTICLE 7 – WATER AND SEWER INCENTIVE PROGRAM ................................................... 8
7.1 CRANE/BACKHOE CERTIFICATION .......................................................................................... 8 ARTICLE 8 – SALARY ADMINISTRATION ................................................................................ 8
8.1 ORIGINAL APPOINTMENT COMPENSATION RATE ................................................................. 8
8.2 ADVANCEMENT IN RATE OF COMPENSATION ....................................................................... 9
8.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION............................ 11
8.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ................................... 11
8.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ........................................... 11
8.6 RATES HIGHER THAN STEP TOP STEP (Y-RATE) ................................................................ 12
8.7 LONGEVITY PAY (CITY CHARTER) ......................................................................................... 12
8.8 LONGEVITY PAY (CONTRACT) ................................................................................................ 12 ARTICLE 9 – HEALTH AND WELFARE ...................................................................................13
9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES .......................... 13 ii
9.2 CONTRIBUTION TO NON-CAREER EMPLOYEES .................................................................. 13
9.3 AMOUNT OF CONTRIBUTION .................................................................................................. 14
9.4 COVERED DEPENDENTS ......................................................................................................... 16
9.5 CASH-BACK LIMITS ................................................................................................................... 17
9.6 LIFE INSURANCE ...................................................................................................................... 17
9.7 FLEXIBLE SPENDING ACCOUNTS .......................................................................................... 18
9.8 HEALTH REIMBURSEMENT ARRANGEMENT (HRA) ............................................................. 18
9.9 RETIREES OR SURVIVOR DEPENDENTS .............................................................................. 18 ARTICLE 10 – LEAVES ............................................................................................................22
10.1 RECOGNIZED HOLIDAYS ......................................................................................................... 22
10.2 VACATION ADMINISTRATION .................................................................................................. 24
10.3 SICK LEAVE ............................................................................................................................... 26
10.4 PARENTAL LEAVE ..................................................................................................................... 28
10.5 CATASTROPHIC LEAVE PLAN ................................................................................................. 29
10.6 COURT LEAVE ........................................................................................................................... 31
10.7 PERSONAL TIME OFF (PTO) .................................................................................................... 32
10.8 BEREAVEMENT LEAVE ............................................................................................................ 32
10.9 PAID CITY LEAVE ...................................................................................................................... 32 ARTICLE 11 – SPECIAL ALLOWANCES .................................................................................33
11.1 STANDBY ASSIGNMENTS ........................................................................................................ 33
11.2 CALL BACK................................................................................................................................. 34
11.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION ........................................................... 34
11.4 SHIFT DIFFERENTIAL ............................................................................................................... 34
11.5 TUITION REIMBURSEMENT ..................................................................................................... 35
11.6 EMERGENCY RESPONSE ........................................................................................................ 35
11.7 BILINGUAL PAY ......................................................................................................................... 36 ARTICLE 12 – WORKWEEK/OVERTIME .................................................................................36
12.1 WORKWEEK/OVERTIME ........................................................................................................... 36
12.2 PREMIUM PAY CALCULATION ................................................................................................. 38
12.3 VOLUNTARY WORK FURLOUGH PROGRAM ......................................................................... 39 ARTICLE 13 – SAFETY SHOES, SAFETY GLASSES, AND UNIFORMS ................................39
13.1 SAFETY SHOES ......................................................................................................................... 39
13.2 SAFETY GLASSES .................................................................................................................... 39
13.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES.................................................................. 40
13.4 SAFETY AND FOUL WEATHER JACKETS ............................................................................... 40
13.5 UNIFORMS ................................................................................................................................. 41 ARTICLE 14 – LAYOFF ............................................................................................................41
14.1 PURPOSE ................................................................................................................................... 41
14.2 DEFINITIONS.............................................................................................................................. 41
14.3 PROCEDURE ............................................................................................................................. 43
14.4 NOTICE OF LAYOFF .................................................................................................................. 44
14.5 SALARY IN EVENT OF DOWNGRADE ..................................................................................... 44
14.6 FRINGE BENEFITS .................................................................................................................... 44
14.7 RECALL ...................................................................................................................................... 45 ARTICLE 15 – TRANSPORTATION .........................................................................................46
15.1 TRANSPORTATION ................................................................................................................... 46 iii
15.2 DRIVER LICENSE REQUIREMENTS ........................................................................................ 47 ARTICLE 16 – MISCELLANEOUS ............................................................................................ 47
16.1 SELECTION OF VACANCIES .................................................................................................... 47
16.2 NEW OR REVISED JOB CLASSIFICATION .............................................................................. 48
16.3 NEW EMPLOYEE ORIENTATION ............................................................................................. 48
16.4 NEW EMPLOYEE INFORMATION ............................................................................................. 48
16.5 TRIAL PERIOD ........................................................................................................................... 49
16.6 NO STRIKE OR LOCKOUT ........................................................................................................ 49
16.7 SEPARABILITY ........................................................................................................................... 49
16.8 LETTERS OF REPRIMAND ....................................................................................................... 49
16.9 WITHDRAWAL OF DISCIPLINARY APPEAL ............................................................................ 50
16.10 REQUIRED LICENSES AND CERTIFICATIONS ....................................................................... 50
16.11 EMPLOYEE PERFORMANCE EVALUATIONS ......................................................................... 50
16.12 UTILITIES OPERATIONS AND MAINTENANCE SPECIALIST CLASSIFICATION .................. 51
16.13 PAYROLL ERRORS ................................................................................................................... 51
16.14 PERS RETIREMENT PLAN ........................................................................................................ 52
16.15 MODIFIED/ALTERNATIVE DUTY POLICY ................................................................................ 53
16.16 PROBATIONARY PERIOD ......................................................................................................... 53
16.17 USE OF VOLUNTEERS ............................................................................................................. 53
16.18 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) & SAFETY STICKERS ........ 53
16.19 DEFERRED COMPENSATION PLAN ........................................................................................ 54
16.20 TERM .......................................................................................................................................... 54 Exhibit A – Continuing Letters of Understanding .......................................................................56
1 PREAMBLE
THIS AGREEMENT, hereinafter referred to as the Agreement, entered into by the City of Sacramento, hereinafter referred to as the City, and PLUMBERS AND PIPEFITTERS LOCAL #447, 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
The City hereby confirms its prior certification of the Union as the recognized employee organization for the employees in the Water and Sewer Unit, as defined in the City's Employer -Employee Relations Policy. The City agrees to meet and confer and otherwise deal exclusively with the Union on all matters relating to the scope of representation pertaining to the said employees as provided under the City's Employer-Employee Relations Policy and authorized by law.
The Water and Sewer Unit as currently defined in the City's Employer -Employee Relations Policy includes the following classifications:
Assistant Water Cross-Connection Control Specialist
Utilities Locator
Utilities Operations and Maintenance Leadworker
Utilities Operations and Maintenance Serviceworker
Utilities Operations and Maintenance Serviceworker (Apprentice) Water Cross-Connection Control Specialist
The City shall have the right during the term of the Agreement to establish Career Development Trainee classifications. Such classifications shall have a flat hourly rate of pay equivalent to ten percent (10%) below Step 1, as applicable, of the salary range of the career classification, as shown in the current salary schedule . (For example, if the Step 1 hourly rate of pay is $9.00 for the career classification for which the career development training is being conducted, the flat hourly rate for the Career Development Trainee would be $9.00 minus 90¢ or $8.10.) An employee appointed as a Career Development Trainee shall have non- career (+1,040) status for purposes of benefit eligibility during the term of the appointment.
2 ARTICLE 2 – SOLE AGREEMENT
2.1 SOLE AGREEMENT
a. The City and the Union both agree that this Agreement, when signed by both parties hereto, and approved by the City Council, supersedes all other Agreements and supplements and represents the sole agreement between the parties.
b. If during its term, the parties hereto should mutually agree to modify, amend or alter the provisions of the Agreement in any respect, any such change shall be effective only if and when reduced to writing and executed by the authorized representative of t he City and the Union. Any such changes validly made shall become a part of this Agreement and subject to its terms.
ARTICLE 3 – CITY RIGHTS
3.1 CITY RIGHTS
In accordance with applicable laws, regulations, and the provisions of this Agreement, the City retains the sole and exclusive rights and responsibilities, (a) to direct employees in the performance of their duties; (b) to hire, promote, transfer and assign employees; (c) to classify employees; (d) to discipline employees; (e) to dismiss employees because of lack of work or for other reasonable and just cause; (f) to determine the mission of the Division and Department, its budget, its organization, the number of employees, and the number, types, classification and grades of positions or employees assigned to an organization unit, work project, or tour of duty, and the methods and technology of performing its work; (g) to take whatever action may be appropri ate 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 under plans to which the City now is or shall hereafter be a contracting party, the City agrees to establish payroll deductions for members of the Union for ( 1) the normal and regular monthly Union membership dues ; and (2) monthly insurance premiums for plans sponsored by the City or Union, not to exceed three (3) insurance deductions per member, including other Union- sponsored programs.
3 b. All the above payroll deductions shall be subject to the following conditions:
(1) Such deductions shall be made pursuant to the terms and conditions set forth in this Agreement using the Union’s Member Enrollment Form (hereafter, “Member Enrollment Form”) agreed to be the City and Union. The member enrollment form shall include:
• Employee full name;
• Employee date of birth;
• Employee eCAPS ID number or the last four numbers of their Social Security Number;
• Amount or percentage to be deducted from employee’s bi - weekly paycheck for membership dues;
• Additional deductions (e.g., life insurance); and
• Any additional necessary information.
Any future changes or modifications to the member enrollment form shall be agreed upon between the City and the Union.
(2) Such deductions shall be made only upon submission of the member enrollment form, by the Union, to the Payroll Division, Department of Finance.
(3) Dues deductions shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) paychecks each month. (4) The Union is responsible for submitting the member enrollment form to the Payroll Division, Department of Finance, any changes in the amount to be payroll deducted from the paychecks of employees who have so authorized. The City will remit to the Union a check for all of the deductions.
(5) When changes in the rates affect large groups of the Union’s members, the Union may, in place of the agreed upon member enrollment form, notify the Payroll Division, Department of Finance, by email, clearly defining the group o f Union members affected and the new rate.
(6) Unless notified in writing by the Union of an employee’s request to cancel their union dues deduction(s), the City will continue to deduct dues, and/or any additional deduction(s) noted. Notification will be made to the Payroll Division, Department of Finance, utilizing the
4 member enrollment form notating in the “Additional Information” column that it is a membership cancellation.
(7) In the event that a union member is no longer employed in a classification covered under this A greement, but remains an active employee of the City, the City may cancel their union dues deduction(s) without notification from the Union. Upon written notification by the Union, the City shall enroll new members and/or cancel existing membership as soon as practicable, not to exceed a period of thirty (30) calendar days after notification. (8) The Union shall maintain signed authorization forms by their members certifying that the dues and/or fee(s) deductions(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.
c. The Union will promptly refund to the City any amounts paid to the Union in error under this Section. The Union expressly agrees to indemnify and hold the City harmless from any and all claims, demands, costs (including any costs incurred by the City in defense of a lawsuit), expenses, damages or other monetary losses arising out of or in any way connected with any action or inaction of the City in the adoption or administration of this Section. This hold harmless and indemnity agreement shall include, but not be limited to, employee legal actions of any sort or nature against the City based upon or related to this Section.
d. Within ninety (90) calendar days of adoption this Agreement by City Council, at the written request of the Union, the City and the Union shall schedule a meeting to discuss the Union Shop Stewards and Union Postings at j ob sites. Implementation of any changes shall only be upon mutual agreement.
Absent mutual agreement, the status quo shall continue.
4.2 LIST OF EMPLOYEES
At least every thirty (30) day s, the City shall provide the Union with a list of employees who are employed in classifications represented by the bargaining unit.
To the extent it is known, information shall include: name; classification date; job title; department; work location; work, home, and personal cellular phone numbers; personal email address; and home address of each employee.
4.3 NEW EMPLOYEE ORIENTATION
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.
5 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 regular schedule.
ARTICLE 5 – GRIEVANCE PROCEDURE
The City and the Union agree to implement the following grievance procedure.
5.1 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. No matter shall be considered as a grievance under this Article unless it is presented in writing within thirty (30) calendar days after occurrence of the events on which the grievance was based. With the consent of the City's third step representative the thirty (30) calendar day time limit for filing grievances may be extended.
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.
5.2 DEFINITIONS
a. A grievance is a good faith complaint of one or a group of employees, or a dispute between the City and the Union involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the term "supervisor" means the individual who assigns, reviews and directs the work of an employee.
c. As used in this procedure the term "party" means an employee, the Union, the City, or their authorized representatives.
d. The employee retains all rights conferred by Sections 3500 et. seq., of the Government Code or Rules and Regulations of the Civil Service Board unless waived by such employee.
5.3 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 Shop Steward. If after discussions with the
6 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 Division Head.
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 first step answer shall include the following:
(1) a complete statement of the City's position and the facts upon which it is based.
(2) the remedy or correction which has been offered if any.
5.4 STEP TWO
The appeal to the second step will be filed with the relevant department within fourteen (14) calendar days after receipt of the City’s Step One R esponse. 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 within 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.
5.5 STEP THREE
The appeal to the third step shall be made to the Labor Relations Manager or their designee. The Union's representative and the designated representative of the City will meet to hear grievance appealed to the third step. Grievance appealed to the third step of the grievance procedure shall be heard within fourteen (14) calendar days after the appeal to the third step of the grievance procedure is received by the Labor Relations Manager.
A written answer will be made within fourteen (14) calendar days after the hearing, stating the City's position.
7 5.6 ARBITRATION
a. If the third step answer is not satisfactory to the employee, the Union may appeal the grievance to arbitration. The request for arbitration must be given in writing to the Labor Relations Manager by the Union within fourteen (14) calendar days from the date of the third step answer.
b. An arbitrator may be selected by mutual agreement between the Union representative and the City's representative.
c. Should the representatives fail to mutually agree on an arbitrator they shall make a joint request to the American Arbitration Association for a list of five (5) qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. d. It is understood that the arbitrator will only interpret this Agreement and will in no instance add to, delete from, or amend any part thereof. The arbitrator's decision shall be final and binding on the City, the Union, and employee.
e. The fees of the arbitrator and the court reporter if used will be borne by the losing party.
f. Either party to this Agreement shall, upon receipt of a written grievance, have the right to refuse to handle such grievance if the aggrieved party has not followed the steps outlined in this Article for processing a grievance. g. If the City 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.
h. A Shop Steward or a Union representative shall have the authority to settle grievances for the Union or employees at the respective steps of the grievance procedure.
5.7 WITNESSES
The City agrees that employees shall not suffer loss of compensation for time spent as a witness at an arbitration hearing held pursuant hereto. The Union agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable.
8 ARTICLE 6 – SALARY ADJUSTMENTS
6.1 SALARY RANGE
The salary schedule shall consist of eight (8) steps with five percent (5%) between steps.
6.2 SALARIES
a. Effective July 12, 2025, all salary steps shall be increased by one percent (1%).
This increase to all salary steps will be implemented within ninety (90) calendar days after adoption of this Agreement by City Council. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date the payment is made shall be eligible for retroactive pay.
b. Effective July 11, 2026, all salary steps shall be increased by two and one- half percent (2.5%).
c. Effective July 10, 2027, all salary steps shall be increased by three percent (3%).
6.3 SIGNING BONUS
Within forty-five (45) calendar days after the adoption of this Agreement by the City Council, the City will pay employees a signing bonus of five hundred dollars ($500), less normal and customary payroll deductions. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date payment is issued will receive the signing bonus.
ARTICLE 7 – WATER AND SEWER INCENTIVE PROGRAM
7.1 CRANE/BACKHOE CERTIFICATION
Serviceworkers will receive five percent (5%) incentive pay when operating a crane that requires certification from the State of California, or when operating a backhoe.
ARTICLE 8 – SALARY ADMINISTRATION
8.1 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,
9 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.
8.2 ADVANCEMENT IN RATE OF COMPENSATION
a. Advancement in Steps
(1) Upon successful completion of twenty -six (26) weeks (1,040 hours) of service, an employee shall be advanced to the next higher step of the salary range of the classification. Employees who thereafter maintain a normally satisfactory level of performance shall be advanced automatically at fifty-two (52) week (2,080 hours) intervals to succeeding steps of the assigned salary range.
(2) Time spent on leave of absence without pay of ten (10) or less consecutive workdays shall not affect the step increase eligibility date. For such leaves in excess of ten (10) consecutive working days, all leave time shall not count toward step increases. (3) An employee who has completed the required probationary period in their current classification and who is at a salary step lower than top step may be advanced to any higher step in the salary range for that classification at any time. Such step advancement under this provision shall not be subject to the grievance procedure and shall be at the sole discretion of the Department Head.
(4) This Section shall not apply to non-career employees. b. Denial of Step Increase and Reduction in Grade
Employees who do not maintain a satisfactory level of performance may be denied advancement, and may be reduced within grade upon approval of the appointing authority. Employees in the civil service who are denied advancement, or who are reduced in grade, shall have the right to appeal to the Civil Service Board in accordance with its rules and regulations. (This subsection shall not apply to non-career employees.)
c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi -weekly pay period following the date the 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.
10 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 u pon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty -six (26) weeks of service and who successfully completes the extended probationary per iod, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty -two (52) weeks is required rather than twenty-six (26) weeks.
(5) If a probationary period is extended due to an unpaid leave of absence, the period of such extension is excluded in determining the eligibility date for a salary step increase.
11 8.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION a. Movement to a Higher Classification
When an employee moves from one classification to another which has a higher salary, through examination, appointment to an exempt position, temporary appointment in the absence of an eligible list, or reallocation, the employee shall receive an increase at least equal to a full in- grade salary step (5%) or Step 1, as applicable, of the higher classification, whichever is greater, but not to exceed the maximum rate of the higher classification. b. Movement to Another Position in the Same Classification or to a Classification With the Same Salary Range
When an employee moves to another position in the same classification or to another classification with the same salary range, the employee shall maintain the same salary and same anniversary date.
c. Movement to a Lower Classification
When an employee's position is reallocated to a classification with a lower salary range, the employee shall suffer no reduction in salary, and the Y - rate provisions of this Agreement shall apply. The salary of an employee who voluntarily demotes shall be that salary step nearest but does not exceed such salary paid in the previous classification.
8.4 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.
8.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE
a. An employee recalled after layoff, reinstated after a leave of absence, or reemployed in the same classification after resignation shall return to the same salary step paid at the time of departure. Employees recalled, reinstated, or reemployed shall maintain the salary range based on their original date of hire, and 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
12 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.
8.6 RATES HIGHER THAN STEP 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 r ange 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.
8.7 LONGEVITY PAY (CITY CHARTER)
Employee eligibility for longevity pay shall be determined as provided in Section 108 of the City Charter . The amount to be paid annually on the second check in July after twenty (20) years of City service shall be one hundred dollars ($100.00), and after twenty-five (25) years of City service, an additional two hundred dollars ($200.00), for a total of three hundred dollars ($300.00). The parties acknowledge that Longevity Pay is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Charter, those changes shall supersede the provision of this Agreement regarding Longevity Pay.
Longevity Pay as provided in this Section shall be reported to CalPERS in a manner consistent with CalPERS rules for reporting special compensation, as amended.
8.8 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 July 11, 2026, longevity pay will be one percent (1%) of their base rate of pay.
(2) Effective July 10, 2027, longevity pay wil l 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
13 by an employee’s City Service Seniority as defined in Article 16, Layoff, Section 14.2 (b)(3).
ARTICLE 9 – HEALTH AND WELFARE
9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES a. The City shall administer a Cafeteria Plan (Plan) benefits program for employees consistent with Internal Revenue Code Section 125. The details of Plan eligibility and operational requirements are set forth in Plan documents. The City shall make contributions (City dollars) as defined below. One-half ( 1/2) of the City contributions will be made to eligible employees on the first two (2) paychecks (Eligible Paycheck) in each month for insurance coverage the first and second halves of that month, respectively.
b. The amount of City contribution as provided in subs ection 9.3(b) (1-3) and
9.3(c) for each of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi -weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
c. Eligible employees shall receive the City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours.
Employees who are paid less than forty (40) hours on an Eligible Paycheck may continue elected coverage limited to the City's medical, dental, and vision plans for the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
d. Notwithstanding subsections 9.1(b) , 9.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck : (1) while on an approved protected leave of absence without pay , if required by state and/or 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.
9.2 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
14 employees and qualified dependents, if any. The amount of City contribution as provided in subsection 9.3(b)(1-3) and 9.3(c) 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.
9.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Account-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contributions shall be as specified in subsection 9.3(b), below. To the extent the premium for the ABHP is less than the City contributions outlined in subsection
9.3(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:
(a) For full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be nine hundred seventy-one dollars ($971) per month.
(b) For 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 ($1,545) per month.
(2) Effective the pay period beginning <DATE OF FIRST PAY PERIOD AFTER ADOPTION BY CITY COUNCIL>, with the increased
15 contribution first appearing on the paycheck issued <DATE OF
FIRST ELIGIBLE PAYCHECK FOLLOWING ADOPTION BY CITY
COUNCIL>, for plan year 2026, the City monthly con tributions shall be as follows:
(a) 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.
(b) 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.
(c) 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, for 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) whic h 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) for 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 solel y to the specific coverage level for which the year -over-year premium increase ten percent (10%). Absent mutual agreement, the City dollar contribution calculation outlined in subsection 9.3(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 the 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,
16 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 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 solel y to the specific coverage level for which the year -over-year premium increase exceeds ten percent (10%).
c. 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 fifty- one dollars ($2,051) per month.
d. Full-time employees not enrolled in a City-Sponsored medical plan shall receive a City contribution of up to seven hundred forty -seven dollars ($747) per month to purchase City-Sponsored dental and vision coverage.
e. Part-time employees shall receive a prorated City contribution consistent with subsection 9.1(b).
f. Employees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City 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. g. Employees shall not receive any unused portion of the City contribution as cash. h. Change to the City’s healthcare contribution level 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.
9.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of Sacramento Employee Health Benefits” dated on or before January 23, 2018, may cover the domestic partner under the employee's City-sponsored medical, dental, or vision plan. The employee will pay for the premium difference for the domestic partner coverage as an out-of-pocket employee cost. In no event will the City's monthly health and welfare contribution be used to pay for the cost of the domestic partner's coverage.
17 b. An employee who has a domestic partner, and is registered with the Secretary of State of the State of California, may cover the domestic partner and/or the domestic partner’s children, under the employee’s City sponsored medical, dental or vision plan. Employees with registered State of California domestic partners shall receive the City contribution as specified in Section 9.3.
c. The following eligible dependents qualify to be enrolled on a City medical, dental, or vision plan: lawfully married spouse or registered domestic partner; children up to age 26 who are an employee’s natural child, stepchild, adopted child, or the natural or adopted child of an employee’s spouse or registered domestic partner; children 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 dependent child for purposes of medical insurance shall also be in accordance with the Patient Protection and Affordable Care Act (PPACA).
d. An employee covered as a dependent of another City employee may not enroll in a City medical plan but may enroll in a city dental and/or vision plan.
9.5 CASH-BACK LIMITS
a. The cash-back of City dollars shall be limited to two hundred dollars ($200) per month for career employees who waive City -sponsored medical insurance. Part-time employees shall be prorated as indicated in subsection
9.1(b). Cash-back shall not be included in the employee’s regular rate of pay when determining such rate for contract overtime.
b. New employees or employees who are not receiving the cash-back prior to December 1, 2014, shall not be eligible for the cash-back option. c. Employees transferring to classifications covered by this Agreement who are receiving cash-back at the time of transfer may maintain the cash-back option as long as they continuously waive City -sponsored medical insurance.
9.6 LIFE INSURANCE
a. The City provides basic life insurance in an amount of $10,000 to each eligible career employee at no charge. Employees may purchase, at their own expense, additional life insurance of $40,000.
18 b. Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations specified by the insurance carrier.
9.7 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 medical, dental, and vision insurance plans;
b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.
The City shall provide a summary of IRS rules on flexible spending limits during each open enrollment to employees.
9.8 HEALTH REIMBURSEMENT ARRANGEMENT (HRA)
a. Employees shall contribute ten dollars ($10) per pay period, which shall be on a pre- tax basis to the extent allowed by law. There shall be no City contributions to the HRA.
b. Contribution shall occur over twenty -four (24) pay periods per year, which shall be the first two (2) paychecks each month.
9.9 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City -paid retiree insurance contributions for medical, dental, and vision insurance benefits under the following provisions:
a. The maximum City contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ( $300) per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65) per month, for a total maximum monthly contribution of three hundred sixty-five dollars ( $365). 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
19 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 9.9(a) above.
(b) Employees who retire 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 9.9(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 9.9(a) above.
(4) There shall be no City-paid retiree insurance contribution for retirees with less than ten (10) full years of City service.
(5) An employee who does not retire from the Sacramento City Employee Retirement System (SCERS) or the California Public Employee Retirement System (CalPERS) within one-hundred twenty (120) days form the date of separation from City service shall not be eligible for the City retiree insurance contribution and may not enroll in a City medical, dental, or vision plan.
c. Retiree Insurance Contribution for Persons in Deferred Retirement Status as of January 1, 1991
Employees who have elected a deferred retirement prior to January 1, 1991, and who then elect to retire on or after July 1, 1992, and before December 9, 2017, 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 9.9(a) above.
20 (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 9.9(a) above. (3) Retirees must be at least fifty (50) years of age.
(4) There is no eligibility for retiree insurance contribution for retirees with less than ten (10) full years of City service or who have not attained the age minimum specified in subsection 9.9(b)(1) above. d. Pre-Medicare Retirees
Pre-Medicare retirees who are not eligible for Medicare benefits may elect to participate in a City -sponsored medical plan or purchase an individual medical plan. A retiree who elects to purchase an individual medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of cov erage which is within two (2) years from the date their prior City medical coverage terminated. e. Medicare Eligible Retirees
In order to maintain eligibility for the City retiree insurance contribution, each eligible retiree and eligible dependent(s) shall enroll in Medicare Parts A and B immediately after becoming eligible for such benefits. Medicare retirees may elect to parti cipate in a City -sponsored Medicare medical plan or purchase an individual Medicare medical plan.
Medicare retirees who have enrolled in Parts A and B after becoming eligible for such benefits may elect to participate in a City -sponsored Medicare medical plan without restriction to the amount of time the retiree has waived a City-sponsored medical plan. Medicare retirees may only enroll on their City-sponsored Medicare medical plan a Medicare eligible dependent(s) who has enrolled in Parts A and B.
Medicare retirees who are eligible for Medicare Parts A and B and who elect to purchase an individual medical plan shall only be reimbursed the cost of the individual premiums associated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Prescription Drug plan up to their eligible City contribution.
f. Retiree Insurance Contribution Exclusion
Retirees who participate in another group medical plan as an employee or dependent spouse shall not be eligible for the City contribution outlined above.
21 g. Industrial Disability or Death in Line of Duty Survivors Retirees who receive industrial disability pensions or death in- line-of-duty survivors shall be entitled to one hundred percent (100%) of the City -paid retiree insurance contribution for retirees regardless of years of service. h. Survivor Dependents Benefits
Survivor dependents of eligible retirees shall continue to receive the retiree insurance contribution of up to three hundred dollars ($300) for the survivor only or up to three hundred sixty -five dollars ( $365) for the survivor and eligible dependents(s).
Eligible dependent as used in this Section, is defined as a dependent who was eligible to be enrolled on the retiree’s benefit plan at the time of the retiree’s death.
i. Limitation Clause
No employee or retiree shall have any rights provided by this Section 9. 9 after July 7, 2028.
j. Elimination of Retiree or Survivors Dependents Benefits for Employees Hired After November 15, 2014
Unless otherwise required by law, no employee hired, rehired, or reemployed after November 15, 2014, shall be eligible for any of the benefits provided in Section 9. 9. 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 November 15, 2014, shall be eligible for the benefits provided by this Section only if the transferring employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer. k. Resuming Retiree or Survivor Dependents Benefits for Eligible Personnel Who Unretire from City Service and Subsequently Re- Retire from City Service On/After January 13, 2024
Individuals retired from classifications represented by the Union who are eligible for retiree or survivor dependents benefits under Section 9.9 shall have these benefits suspended if they elect to unretire and return to active employment with the City of Sacramento.
Notwithstanding Section 9.9(j), upon re- retirement from a classification represented by the Union, retirees who were eligible for retiree or survivor dependents benefits under Section 9.9 at the time of their first retirement, shall receive the City contribution to which they were entitled upon their
22 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 9.9.
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 10 – LEAVES
10.1 RECOGNIZED 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
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
(1) 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.
23 (2) A part -time career employee or a non- career (+1,040) employee shall receive the recognized holiday benefit based upon the number of hours the employee was paid in that workweek as follows:
Number of
Recognized Holidays
In the Workweek
Minimum Number of Paid
Hours in the Workweek
50% Benefit 100% Benefit
0.5 18 28.8
1.0 16 25.6
1.5 14 22.4
2.0 12 19.2
An employee paid for less than the minimum number of hours required for the fifty percent (50%) benefit shall receive no recognized holiday benefit.
c. If the recognized holiday falls on a Saturday, the preceding Friday shall be considered the employee's holiday.
d. If the recognized holiday falls on a Sunday, the following Monday shall be considered the employee's holiday.
e. If the holiday falls upon such employee's vacation, the employee shall receive an additional vacation day off with pay.
f. Accrual of Leaves Over 24 Pay Periods
The accrual of leaves shall occur over twenty-four (24) pay periods, on each of the first two (2) paychecks each month. Leave accrual rates for each paycheck in which accrual occurs shall be as specified in Sections 10.1(g),
10.2, and 10.3 below.
g. Floating Holidays
(1) Accrual
In addition to the recognized holidays specified above, each employee 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 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
24 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% contribution; 40- 63.9 hours paid = 50% contribution.
(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 separating from City employment for any reason shall be paid for all accrued floating holiday time at the straight-time hourly rate of pay.
h. Holiday Credit Accumulation
Employees may accumulate holiday credit up to a maximum of eighty (80) hours. All accrued holiday time in excess of eighty (80) hours in any bi - weekly pay period shall be paid to the employee at their straight-time hourly rate 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 scheduled vacation, with the approval of the Department Head.
10.2 VACATION ADMINISTRATION
a. Vacation Leave Accrual
(1) Employees earning eighty (80) hours each year shall accrue at three (3) hours, twenty (20) minutes on each of the first two (2) paychecks each month.
(2) Employees earning one hundred twenty (120) hours each year shall accrue at five (5) hours on each of the first two (2) paychecks each month.
(3) Employees earning one hundred sixty (160) hours each year shall accrue six (6) hours, forty (40) minutes on each of the first two (2) paychecks each month.
25 (4) Employees who are eligible to receive a cash payment in- lieu of vacation leave, as provided for in Article 8 Section 107(d) of the Sacramento City Charter, may make an irrevocable election to receive such payment by foregoing the same number of vacation hours in the calendar year following the election. Notification of the election must be made to the Payroll Division, Department of Finance, in writing by November 30. The in- lieu payment will be made to the employee on the last paycheck in March of the calendar year following the election. Payment shall be made at the straight time hourly rate of pay the employee is receiving at the time payment is made. If the employee electing the in-lieu payment separates from City employment for any purpose before receiv ing the in -lieu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave balances credited with the amount of hours that would have accrued from January 1 to the last day of employment.
b. Integration of Vacation With Workers Compensation
Where a career employee sustains an injury covered by workers' compensation and has utilized all of the one year "injury -on-duty time" as provided under City Charter Section 253, or former City Charter Section 167, as the case may be, and consequently is r eceiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. 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 10.3, Sick Leave. c. Vacation Scheduling for Career Employees
The time at which the employee shall be granted a vacation is at the approval of the Department Head in accordance with a policy and procedure developed by the Department. 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 the Department shall open to bid vacation scheduling during the month of November each year. The department shall determine the number of days/hours bid on each rotation. Classification seniority shall govern where more than one (1) employee bids for the same period in the same round. In case of a tie related to classification seniority, the employee with the greatest amount of continuous City service shall be senior.
26 d. Vacation Scheduling for Non-Career Employees
Non-career employees shall be eligible to request vacation after career employees have done so. Non-career employees shall bid for vacation on the basis of seniority in the same manner as set forth above.
10.3 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue sick leave at the rate of four (4) hours on each of the first two (2) paychecks each month which may be used at the discretion of the employee in the event of illness or injury which is not job -related. In accordance with the Rules and Regulations of the Civil Service Board, one- third (1/3) of the employee’s accrued sick leave may be used after exhaustion of injury-on-duty time; however, the combination of temporary disability payments and sick leave pay shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. Such usage shall not exceed the maximum amount of the 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 of 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 designat ed in the election.
(3) Notification of the irrevocable election must be made in writing to the Payroll Division, Department of Finance, in writing between November 1 and November 30. The payment will be made on the last paycheck in May of the calendar year following the irrevocable election. Payment shall be made at the hourly rate of pay the employee is receiving at the time payment is made.
(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 January 1 following date of election to the last day of employment.
27 b. Sick Leave Cash-out/Conversion to PERS Service Credit (1) PERS
(a) PERS members hired prior to January 1, 2005, with more than twenty (20) years of City service, shall be eligible to cash out sick leave and/or convert sick leave to PERS service credit upon separation as follows:
(i) Eligible employees may receive payment for thirty - three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by
the employee on the date of such 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
subparagraph (i), above, to PERS service credit as of
the date of their retirement consistent with and
pursuant to the PERS contract with the City , as
amended.
(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 subparagraph (i), above, may receive payment for
thirty-three and one-third percent (33-1/3%) of the total sick leave credits accumulated (to the nearest full day) by the employee on the date of the employee's death.
(b) Employees hired, rehired, or reemployed on or after January 1, 2005, shall not be eligible for 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, 2 005, may convert their remaining sick leave balance to service credit consistent with law and pursuant to the PERS
28 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 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 employee (or those entitled by law to the possession of t he 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’ 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. Except as provided herein, no payments made or sick leave credits accumulated shall be construed or deemed to constitute retirement benefits payable to employees of the City.
e. The 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.
10.4 PARENTAL LEAVE
a. The Pregnancy Disability Leave Policy shall apply to all employees, regardless of gender, with the following provisions:
29 (1) Full-time career employees shall be eligible for a maximum City-paid parental leave of four (4) weeks consisting of up to one hundred-sixty (160) hours of continuous paid time off. Part-time career employees shall be eligible for up to eighty (80) hours of continuous City -paid time off during the four (4) week parental leave. Unused parental leave shall have no cash value. Non-career employees are not eligible for the four (4) weeks of City-paid parental leave. (2) To be eligible for the paid leave an employee must have completed at least three (3) years of City service from the most recent date of hire, preceding either (a) the birth of a child who resides with the employee and for whom the employee has legal custody, or (b) the adoption of a child under age four (4) who resides with the employee and for whom the employee has physical and legal custody. Court- appointed legal guardians and foster parents do not qualify for parental leave.
(3) Eligible employees shall have the right to only one leave of absence per pregnancy or adoption regardless of the number of children involved (e.g., twins). The duration of City -paid leave shall not change based on a change in employment status, such as from part- time to full-time career.
(4) Upon return from parental leave on the date previously authorized, employees shall be reinstated in the former department and in the classification last held.
(5) Eligible employees shall have the right to extend parental leave beyond the four (4) weeks of City-paid leave to the maximum six (6) months of leave by adding accrued and available hours of sick leave, vacation, compensatory time off (CTO), accrued holiday , and/or unpaid leave to their initial request for parental leave. The total period of absence from work, including the four (4) weeks of paid parental leave, shall not exceed six (6) months.
(6) Paid parental leave shall be considered as time worked for purposes of eligibility for recognized holidays occurring during the leave. b. The City shall have the right to promulgate a policy and procedure to implement and administer parental leave.
10.5 CATASTROPHIC LEAVE PLAN
a. A benefit -qualified employee may donate to or receive from an unrepresented employee, or a represented employee whose bargaining agreement provides for such donation or receipt, usable vacation, floating
30 holiday, management leave, or CTO 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. 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.
g. 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.
h. 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.
31 i. 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.
j. Used donated leave time shall be subject to the recipient's normal payroll deductions.
10.6 COURT LEAVE
a. When an employee is absent from work to testify in response to a subpoena issued by a court of competent jurisdiction in a non- work-related matter to which the employee is not a party, or to serve on a jury or to report for jury duty examination, the employee shall be granted pay for those hours which the employee is absent for such reason. The City may require the employee 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.