2026-00812 Successor Labor Agreements/Memoranda of Understanding; and the Citywide Salary Schedule [Two-Thirds Vote Required] — Sacramento City Council, April 14, 2026 (part 1 of 4)

City of Sacramento
City Council - 2PM Report
915 I Street Sacramento, CA 95814
www.cityofsacramento.org
File ID: 2026-00812 4/14/2026
Successor Labor Agreements/Memoranda of Understanding; and the Citywide Salary Schedule [Two-Thirds Vote Required]
File ID: 2026-00812
Location: Citywide
Recommendation: Adopt a Resolution by two-thirds vote: 1) waiving the requirement for 10-day posting of labor agreements; 2) approving the Memorandum of Understanding (MOU) between the City of Sacramento (City) and Sacramento-Sierra’s Building and Construction Trades (BLT); 3) approving the MOU between the City and Sacramento City Exempt Employees Association (SCXEA); 4) approving the MOU between the City and the Auto Marine and Specialty Painters, Local 1176 (L1176); 5) approving the MOU between the City and Plumbers and Pipefitters, Local 447 (L447); 6) approving the revised citywide salary schedule; 7) authorizing the City Manager to conduct the necessary budget adjustments and transfers from fund balances to adequately fund the MOUs; and 8) authorizing the City Manager or designee to make minor changes or adjustments to the exhibits in order to correct omissions and errors in the MOU and salary schedule.

Contact: Aaron Donato, Labor Relations Manager, (916) 808-5816, [email protected], Department of Human Resources
Presenter: None
Attachments:
1-Description/Analysis
2-BLT MOU (Redline)
3-SCXEA MOU (Redline)
4-L1176 MOU (Redline)
5-L447 MOU (Redline)
6-Salary Schedule (Redline)
7-BLT Labor Agreement Costing
8-SCXEA Labor Agreement Costing
9-L1176 Labor Agreement Costing
10-L447 Labor Agreement Costing
11-Resolution
12-Exhibit A - BLT MOU

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File ID: 2026-00812 4/14/2026
13-Exhibit B - SCXEA MOU
14-Exhibit C - L1176 MOU
15-Exhibit D - L447 MOU
16-Exhibit E - Salary Schedule Final
Description/Analysis
Issue Detail:

Sacramento-Sierra’s Building and Construction Trades (BLT)Successor Labor Agreement/Memorandum of Understanding (MOU)
The 2023-2025 MOU between the City and BLT expired on July 11, 2025. The City and BLT have negotiated a successor MOU. Attachment 2 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: July 12, 2025, through July 7, 2028.
· Effective July 12, 2025, salary ranges will be increased by one percent (1.0%). · Within forty-five (45) calendar days, employees will receive a signing bonus of five hundred dollars ($500).
· Effective April 18, 2026, employees required to be on standby assignment for emergency work shall be paid forty-seven dollars ($47) per day while on standby. · Effective July 1, 2026, the classifications of Electrician Supervisor and Supervising Generator Technician are eligible for BLT’s Supervisory Personal Time Off annual allotment of twenty-four (24) hours.
· Effective July 11, 2026, salary ranges will be increased by two and one half percent (2.5%). · Effective July 10, 2027, salary ranges will be increased by three percent (3.0%). · Addition of Juneteenth (June 19) as a recognized holiday. · Health and Welfare Contributions
· 2026 Calendar Year Health Changes, effective April 18, 2026:
§ Employee Only - City contribution of $1,051 per month, § Employee Plus One Dependent - City contribution of $1,674 per month, and § Employee Plus Two or More Dependents - City contribution of $2,230 per month. · 2027 Calendar Year Health Changes, effective the first paycheck of 2027:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2026 to plan year 2027.
· 2028 Calendar Year Health Changes, effective the first paycheck of 2028:

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File ID: 2026-00812 4/14/2026
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2027 to plan year 2028.
· Longevity: Employees who have completed seventeen (17) years of service are eligible to receive longevity pay as follows:
· Effective July 11, 2026, one percent (1%) above their base rate of pay. · Effective July 10, 2027, two percent (2%) above their base rate of pay, for a cumulative total of three percent (3%).

The final version of the BLT MOU is attached to the Resolution as Exhibit A (Attachment 12).

Sacramento City Exempt Employees Association (SCXEA) Successor Labor Agreement/Memorandum of Understanding (MOU)
The 2023-2025 MOU between the City and SCXEA expired on September 19, 2025. The City and SCXEA have negotiated a successor MOU. Attachment 3 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: September 20, 2025, through September 15, 2028. · Effective September 20, 2025, salary ranges will be increased by one percent (1.0%). · Within forty-five (45) calendar days, employees will receive a signing bonus of five hundred dollars ($500).
· Effective April 18, 2026, employees required to be on standby assignment for emergency work shall be paid forty-seven dollars ($47) per day while on standby. · Effective April 18, 2026, the downtown parking subsidy for Confidential/Administrative (Unit 10) employees who work downtown will be increased as follows:
· one-hundred twenty dollars ($120) per month for full time employees, and · ninety dollars ($90) per month for part-time employees. · Effective September 19, 2026, salary ranges will be increased by two and one half percent (2.5%).
· Effective September 18, 2027, salary ranges will be increased by three percent (3.0%). · Addition of Juneteenth (June 19) as a recognized holiday. · Health and Welfare Contributions
· 2026 Calendar Year Health Changes, effective April 18, 2026:
§ Employee Only - City contribution of $1,051 per month, § Employee Plus One Dependent - City contribution of $1,674 per month, and § Employee Plus Two or More Dependents - City contribution of $2,230 per month. · 2027 Calendar Year Health Changes, effective the first paycheck of 2027:

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File ID: 2026-00812 4/14/2026
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2026 to plan year 2027.
· 2028 Calendar Year Health Changes, effective the first paycheck of 2028:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2027 to plan year 2028.

The final version of the SCXEA MOU is attached to the Resolution as Exhibit B (Attachment 13).

Auto Marine and Specialty Painters, Local 1176 (L1176) Successor Labor Agreement/Memorandum of Understanding (MOU)
The 2023-2025 MOU between the City and L1176 expired on January 9, 2026. The City and L1176 have negotiated a successor MOU. Attachment 4 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: January 10, 2026, through January 5, 2029.
· Effective January 10, 2026, salary ranges will be increased by one percent (1.0%). · Within forty-five (45) calendar days, employees will receive a signing bonus of five hundred dollars ($500).
· Effective April 18, 2026, employees required to be on standby assignment for emergency work shall be paid forty-seven dollars ($47) per day while on standby. · Effective January 9, 2027, salary ranges will be increased by two and one half percent (2.5%). · Effective January 8, 2028, salary ranges will be increased by three percent (3.0%). · Addition of Juneteenth (June 19) as a recognized holiday. · Health and Welfare Contributions
· 2026 Calendar Year Health Changes, effective April 18, 2026:
§ Employee Only - City contribution of $1,051 per month, § Employee Plus One Dependent - City contribution of $1,674 per month, and § Employee Plus Two or More Dependents - City contribution of $2,230 per month. · 2027 Calendar Year Health Changes, effective the first paycheck of 2027:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2026 to plan year 2027.

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File ID: 2026-00812 4/14/2026
· 2028 Calendar Year Health Changes, effective the first paycheck of 2028:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2027 to plan year 2028.
· Longevity: Employees who have completed seventeen (17) years of service are eligible to receive longevity pay as follows:
· Effective January 9, 2027, one percent (1%) above their base rate of pay. · Effective January 8, 2028, two percent (2%) above their base rate of pay, for a cumulative total of three percent (3%).

The final version of the L1176 MOU is attached to the Resolution as Exhibit C (Attachment 14).

Plumbers and Pipefitters, Local 447 (L447) Successor Labor Agreement/Memorandum of Understanding (MOU)
The 2023-2025 MOU between the City and L447 expired on July 11, 2025. The City and L447 have negotiated a successor MOU. Attachment 5 is a redline version of the successor MOU which includes the following major new contract terms:
· New term: July 12, 2025, through July 7, 2028.
· Effective July 12, 2025, salary ranges will be increased by one percent (1.0%). · Within forty-five (45) calendar days, employees will receive a signing bonus of five hundred dollars ($500).
· Effective April 18, 2026, employees required to be on standby assignment for emergency work shall be paid forty-seven dollars ($47) per day while on standby. · Effective July 11, 2026, salary ranges will be increased by two and one half percent (2.5%). · Effective July 10, 2027, salary ranges will be increased by three percent (3.0%). · Addition of Juneteenth (June 19) as a recognized holiday. · Addition of foul weather jackets.
· Health and Welfare Contributions
· 2026 Calendar Year Health Changes, effective April 18, 2026:
§ Employee Only - City contribution of $1,051 per month, § Employee Plus One Dependent - City contribution of $1,674 per month, and § Employee Plus Two or More Dependents - City contribution of $2,230 per month. · 2027 Calendar Year Health Changes, effective the first paycheck of 2027:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2026 to

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File ID: 2026-00812 4/14/2026
plan year 2027.
· 2028 Calendar Year Health Changes, effective the first paycheck of 2028:
§ The City will contribute fifty percent (50%) of the first one hundred dollars ($100) of premium increases, up to a maximum contribution of fifty dollars ($50) per month, toward the cumulative total increase in premiums from plan year 2027 to plan year 2028.
· Longevity: Employees who have completed seventeen (17) years of service are eligible to receive longevity pay as follows:
· Effective July 11, 2026, one percent (1%) above their base rate of pay. · Effective July 10, 2027, two percent (2%) above their base rate of pay, for a cumulative total of three percent (3%).

The final version of the L447 MOU is attached to the Resolution as Exhibit D (Attachment 15).

Salary Schedule
The California Code of Regulations requires that the City Council adopt the City’s Salary Schedule at a public meeting (2 CCR § 570.5). This obligation arises whenever salary ranges are changed to ensure that salary rates are transparent and publicly available. These publicly adopted rates are used by California Public Employees’ Retirement System (CalPERS) to determine the appropriate compensation earnable for each City employee when calculating their pension benefit.

A redline version of the salary schedule is shown in Attachment 6. The final, comprehensive Citywide salary schedule is attached to the Resolution as Exhibit E (Attachment 16).

Policy Considerations: Approval of this action by the City Council is consistent with the City’s legal obligation under the Meyers-Milias-Brown Act, adheres to the City’s positive labor management relations concept, and provides labor stability.

The Sacramento City Code Section 4.04.020 and Council Rules and Procedure (Chapter 7, Section E.2.d) mandate that unless waived by a two-thirds vote of the City Council, all labor agreements, and all agreements greater than $1,000,000 shall be made available to the public at least ten (10) days prior to Council action. This provision will be waived by City Council.

Economic Impacts: None.

Environmental Considerations: The report contains administrative activities that will not have a significant effect on the environment and that do not constitute a “project” as defined by the California Environmental Quality Act (CEQA) Guidelines Sections 15061(b)(3) and 15378(b)(2).

Sustainability: Not applicable.

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File ID: 2026-00812 4/14/2026
Commission/Committee Action: None.

Rationale for Recommendation: Approval of this action will establish new MOUs between the City and the specified Recognized Employee Organizations (REOs). Additionally, approval of this action will establish compliance with the California Code of Regulations § 570.5.

Financial Considerations: The total cost of the proposed MOUs for Fiscal Year (FY) 2025/26 is approximately $2.3 million with an ongoing annual cost at the end of the three-year term of approximately $14.3 million, as shown below and detailed in Attachments 7, 8, 9, and 10.

Proposed Contracts Cost (in millions) FY2025/26 FY2026/27 FY2027/28 FY2028/29 Ongoing SCXEA 1.74$ 5.52$ 10.05$ 2.50$ 11.18$ BLT 0.17$ 0.54$ 0.95$ 0.02$ 0.98$ L1176 0.02$ 0.05$ 0.10$ 0.06$ 0.13$ L447 0.36$ 1.13$ 1.96$ 0.05$ 2.03$ Total Cost 2.29$ 7.24$ 13.07$ 2.63$ 14.31$ The General Fund portion is approximately $1.4 million in FY2025/26 with an ongoing cost of $9.1 million. The City's latest General Fund five-year forecast is in deficit. During the mid-year process, the forecast assumed $1.6 million in FY2025/26 and up to $12.1 million on an ongoing basis for the proposed MOUs and previously approved MOUs. The forecast including the final MOUs costs is shown below.

General Fund 5-Year Forecast (in millions) FY2025/26 FY2026/27 FY2027/28 FY2028/29 FY2029/30 Mid-Year Budget Surplus/(Deficit) 0.68$ (66.20)$ (81.78)$ (99.38)$ (102.11)$ Approved FY2025/26 Labor Contract Costs (1.63)$ (4.44)$ (8.11)$ (9.13)$ (9.13)$ SCXEA, BLT, L1176 and L447 General Fund Costs (1.39)$ (4.44)$ (8.13)$ (9.05)$ (9.05)$ Labor Contract Costs assumed in Mid-Year Forecast 1.64$ 6.49$ 11.35$ 12.14$ 12.14$ Total Surplus/(Deficit) (0.70)$ (68.59)$ (86.67)$ (105.42)$ (108.15)$ The City will use prior year savings to balance FY2025/26 and will need to implement spending reductions and/or revenue increases in order to balance the City budget in FY2026/27 and beyond, as required by the City Charter.

Local Business Enterprise (LBE): Not applicable.

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and

Labor Agreement
Covering Employees
In The Building Trades and Craft Unit

2023-2025-2028

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 ........................................................................ 98

8.3 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION .......................... 1110

8.4 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION .................................. 1110

8.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............................................. 11

8.6 TEMPORARY WORK IN HIGHER CLASSIFICATION .............................................................. 1211

8.7 RATES HIGHER THAN TOP STEP (Y-RATE) .......................................................................... 1211

8.8 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY .................. 1211

8.9 LONGEVITY PAY (CITY CHARTER) ............................................................................................ 12

8.10 LONGEVITY PAY (CONTRACT) 12
ii
ARTICLE 9 – HEALTH AND WELFARE ...................................................................................12

9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES ......................... 1312

9.2 CONTRIBUTION TO NON-CAREER EMPLOYEES ................................................................. 1413

9.3 AMOUNT OF CONTRIBUTION ................................................................................................. 1413

9.4 COVERED DEPENDENTS ........................................................................................................ 1714

9.5 CASH-BACK LIMITS .................................................................................................................. 1815

9.6 LIFE INSURANCE ..................................................................................................................... 1815

9.7 FLEXIBLE SPENDING ACCOUNTS ......................................................................................... 1815

9.8 RETIREES OR SURVIVOR DEPENDENTS ............................................................................. 1916 ARTICLE 10 – HOURS OF WORK ....................................................................................... 2320

10.1 WORKDAY, WORKWEEK ......................................................................................................... 2320

10.2 REST PERIODS ........................................................................................................................ 2321

10.3 VOLUNTARY WORK FURLOUGH PROGRAM ........................................................................ 2421 ARTICLE 11 – OVERTIME/COMPENSATING TIME OFF .................................................... 2421

11.1 OVERTIME/COMPENSATING TIME OFF (CTO) ..................................................................... 2421 ARTICLE 12 – SPECIAL ALLOWANCES ............................................................................. 2522

12.1 TOOL ALLOWANCE .................................................................................................................. 2522

12.2 TOOL INSURANCE ................................................................................................................... 2522

12.3 PNEUMATIC AND BATTERY TOOL REPAIR .......................................................................... 2724

12.4 ON-CALL PAY ........................................................................................................................... 2724

12.5 CALL-BACK PAY ....................................................................................................................... 2825

12.6 NIGHT-SHIFT PREMIUM PAY .................................................................................................. 2825

12.7 TUITION REIMBURSEMENT .................................................................................................... 2926

12.8 REQUIRED LICENSES AND CERTIFICATIONS ..................................................................... 2926

12.9 CONTINUING EDUCATION ...................................................................................................... 2926

12.10 CERTIFICATE INCENTIVES ..................................................................................................... 2926

12.11 TECHNOLOGY ALLOWANCE .................................................................................................. 3128 ARTICLE 13 – STAGEHANDS ............................................................................................. 3128

13.1 SHIFT CHANGES ...................................................................................................................... 3128 ARTICLE 14 – LEAVES ........................................................................................................ 3129

14.1 HOLIDAYS ................................................................................................................................. 3129

14.2 VACATION ................................................................................................................................. 3431

14.3 SICK LEAVE .............................................................................................................................. 3532

14.4 PARENTAL LEAVE .................................................................................................................... 3835

14.5 CATASTROPHIC LEAVE PLAN ................................................................................................ 3936

14.6 COURT LEAVE .......................................................................................................................... 4138

14.7 PERSONAL TIME OFF (PTO) ................................................................................................... 4139

14.8 SUPERVISORY PERSONAL TIME OFF ................................................................................... 4239

14.9 STATE DISABILITY INSURANCE (SDI) ................................................................................... 4239

14.10 BEREAVEMENT LEAVE ........................................................................................................... 4340

14.11 PAID CITY LEAVE ..................................................................................................................... 4340 ARTICLE 15 – SAFETY SHOES AND SAFETY GLASSES .................................................. 4441

15.1 SAFETY ..................................................................................................................................... 4441

15.2 SAFETY SHOES ........................................................................................................................ 4441

15.3 SAFETY GLASSES ................................................................................................................... 4542

15.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES ................................................................ 4543 iii
ARTICLE 16 – LAYOFF ........................................................................................................ 4643

16.1 PURPOSE .................................................................................................................................. 4643

16.2 DEFINITIONS ............................................................................................................................ 4643

16.3 PROCEDURE ............................................................................................................................ 4845

16.4 SALARY IN EVENT OF DOWNGRADE .................................................................................... 5047

16.5 FRINGE BENEFITS ................................................................................................................... 5148

16.6 RECALL ..................................................................................................................................... 5148 ARTICLE 17 – DISCIPLINE .................................................................................................. 5249

17.1 LETTER OF REPRIMAND ......................................................................................................... 5249

17.2 IN-LIEU DISCIPLINE ................................................................................................................. 5350

17.3 WITHDRAWAL OF APPEAL...................................................................................................... 5350

17.4 SUSPENSIONS AND PAY REDUCTIONS ............................................................................... 5350 ARTICLE 18 – UNIFORMS ................................................................................................... 5350

18.1 UNIFORMS ................................................................................................................................ 5350 ARTICLE 19 – MISCELLANEOUS ........................................................................................ 5551

19.1 NEW OR REVISED JOB CLASSIFICATIONS .......................................................................... 5551

19.2 EMPLOYEE ORIENTATION ...................................................................................................... 5552

19.3 EMPLOYEE INFORMATION ..................................................................................................... 5552

19.4 SELECTION OF VACANCIES ................................................................................................... 5652

19.5 DRIVER LICENSE REQUIREMENTS ....................................................................................... 5653

19.6 CONTRACTING OUT ................................................................................................................ 5754

19.7 SAVINGS CLAUSE .................................................................................................................... 5754

19.8 PAYROLL ERRORS .................................................................................................................. 5754

19.9 TRIAL PERIOD .......................................................................................................................... 5855

19.10 MODIFIED/ALTERNATIVE DUTY POLICY ............................................................................... 5855

19.11 PERS RETIREMENT PLAN....................................................................................................... 5855

19.12 SECTION 401(A) MONEY PURCHASE PLAN ......................................................................... 5956

19.13 EMERGENCY RESPONSE ....................................................................................................... 6056

19.14 TRANSPORTATION .................................................................................................................. 6057

19.15 PROBATIONARY PERIOD ........................................................................................................ 6157

19.16 ZONAR OR OTHER GPS AND SAFETY STICKERS ............................................................... 6158

19.17 DEFERRED COMPENSATION PLAN ....................................................................................... 6258

19.18 TERM ......................................................................................................................................... 6259 EXHIBIT A - EMPLOYEE PAYROLL DEDUCTION AUTHORIZATION ................................. 6461

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 Development 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 the 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 Agreement, but remains an active employee of the City, the City may cancel their Council 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
Effective July 1, 2023, all salary steps shall be increased by ten percent (10%).

This increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on payroll and who are employed in a classification covered by this Agreement on the date of implementation will receive the increase retroactively. 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

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. (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.

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 upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks.
(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.
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.

12 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.

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 ($100.00), 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). 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:

13 (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).

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 Sectionsubsections 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 for up to six (6) months or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
d. Notwithstanding Section subsections 9.1(b), and 9.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck:
during (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.

14 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 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. 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 Section 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:
(1) For full-time employees enrolled in a City-sponsored medical plan for employee only shall receive $838.00 per month. (a) Effective December 30, 2023, fFor full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be nine hundred seventy-one dollars ($971)55.00 per month.
(2) For full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent shall receive
$1,333.00 per month.

15 (b) Effective December 30, 2023, fFor full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be one
thousand five hundred forty-five dollars ($1,545)1,520.00 per month.
(3) For full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents shall receive $1,777.00 per month.
(c) Effective December 30, 2023, fFor full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be two thousand fifty-one dollars ($2,051)2,026.00 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.
(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) which exceed this amount.

16 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 month toward the cumulative total increase in premiums, from plan year 2027 to plan year 2028, of the benchmarked twenty-five dollar ($25) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount.

If the year-over-year premium increase for the benchmarked twenty- five dollar ($25) Kaiser HMO for any applicable coverage level (Employee Only, Employee +1 dependent, Employee +2 or more 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 specific coverage level for which the year-over-year premium increase exceeds ten percent (10%),
c. Full time Eemployees not enrolled in a City-sponsored medical plan shall receive a City contribution up to seven hundred forty-seven dollars ($747).00 per month to purchase City-sponsored dental and vision coverage.
c.d. Part-time employees shall receive a prorated City contribution consistent with subsection 9.1(b).
d. Effective the first paycheck of 2025 for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollar ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, & VSP basic vision plans. The employee shall be responsible for any premium increase(s) which exceed this amount.
e. If all City bargaining units agree to the change, eEmployees who are eligible to receive the City contribution who do not provide proof of 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. If all City bargaining units do not agree to the change, the City will continue to enroll

17 such employees in the lowest cost traditional HMO medical plan for employee only coverage.
f. Employees shall not receive any unused portion of the City contribution as cash.
f.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 registered 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 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.

18 9.5 CASH-BACK LIMITS
The cash-back for eligible employees who waive City-sponsored health insurance shall be two hundred dollars ($200).00 per month. The two hundred dollars ($200).00 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(a).
c.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
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.

19 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).00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65.00) per month, for a total maximum monthly contribution of three hundred sixty- five dollars ($365).00. Retirees shall not receive any unused portion of the City contribution as cash.
b. Employees Retiring on or After July 1, 1992
(1) Except as provided below, to be eligible for the City 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.
 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.

20 (4) There shall be no City-paid retiree insurance contribution or dental and vision benefits 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 benefits 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. 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

21 benefits. Medicare retirees may elect to 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 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 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 benefits 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).00 for the survivor only or up to three hundred sixty-five ($365).00 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. 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.

22 j. Limitation Clause
No employee or retiree shall have any rights provided by this Section 9.8 (Retirees or Survivor Dependents) after July 11, 2025July 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 Craft 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 classification for another ten (10) years. When the employee re-retires, the employee is only eligible for the fifteen (15) year contribution amount, irrespective of any additional years of service worked for the City.

23 ARTICLE 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.

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

24 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 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 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. a. Employees who are required to work in excess of their regularly schedule shift, which is forty (40) hours per workweek, shall be compensated for such work time at one and one-half (1.5) times their regular rate of pay. For the purpose of calculating overtime eligibility, all paid time shall count as time worked with the exception of sick leave.

Example #1: When an employee uses any paid leave (e.g., vacation, CTO, etc.) except sick leave, and the number of hours of leave and regular time add up to more than the employee's regular number of hours in a work week, they earn overtime at one and one-half (1.5) times their regular rate of pay for all hours worked over their regular schedule for the work week.

Example #2: When an employee uses paid sick leave, they earn overtime when they have a total of regular and non-sick leave time in an amount in excess of their regular schedule for the work week. Only those hours of regular and non-sick leave time in excess of their regular work schedule are paid at one and one- half (1.5) times the employee’s regular rate of pay.

25 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.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.
d.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.
e.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.
f.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)

26 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.
(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

27 (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.
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. An employee who is required to remain on call for emergency work shall be paid $280 per week, or the daily pro rata rate $40, 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.
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

28 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.
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)

29 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.

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.

30 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. 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) certification. 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.

31 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 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:

32 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. 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.

33 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. 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.

34 (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.
(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

35 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.
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 receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay 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

36 (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 designated 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.

If the employee electing the payment is separated from City employment before receiving the payment, the employee forfeits any right to receive 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

37 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 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.

38 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. 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 the employee has physical and legal custody. Court-

39 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.

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

40 to the recipient's usable vacation accrual balance. Once credited, the donation becomes irrevocable. A donor terminating for any reason shall be paid for pledged but unused leave time.
f. Management employees may only receive donations from management employees. A non-management employee may not receive donations from a subordinate employee where a direct supervisor/subordinate relationship exists. Any exception to this paragraph must be approved by the City Manager or designee.
g. To be eligible to use donations, an employee must:
(1) be incapacitated and unable to work due to a prolonged catastrophic non-industrial illness or injury which is estimated to last for at least thirty (30) calendar days;
(2) have exhausted all usable balances, including sick leave; (3) be on an approved leave of absence.
h. All donated hours must be used on a continuous and uninterrupted basis and will be paid at the rate of pay and normal work schedule of the recipient, along with all usable hours accrued, until the earliest of the following events occurs:
(1) All leave balances, including both donated and accrued leave, are exhausted; or
(2) The employee returns to work at their normal work schedule; or (3) The employee's employment terminates.
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.

41 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 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

42 Agreement, will receive credit toward PTO eligibility for their previous years of City service upon successful completion of probation, on a go-forward basis. For purposes of determining eligibility to receive PTO, pursuant to this paragraph, an employee must complete probation prior to January 1 of the calendar year in which it is provided.
c. Use of PTO shall not cause overtime.
d. PTO shall not accumulate from 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.

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 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 income, less any required deductions such as taxes, retirement and SDI insurance premiums, as well as any other mandatory deductions. Other employee- authorized deductions shall be deducted from the resultant net pay. b. Eligible career employees may integrate the following accrued City leave balances with SDI:
(1) Sick Leave
(2) Personal Leave
(3) Compensating Time Off (CTO)

43 (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 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 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 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

44 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.

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

45 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.

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 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.

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.

46 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.
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 reallocation. 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:

47 (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.
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

48 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
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 department, 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.

49 (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 department, 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 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.

50 (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 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 employee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher 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.

51 16.5 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances that have a cash value at separationand similar benefits, per this Agreement, as applicable ordinances, and rules. Employees who are subsequentlybeing recalled and who were eligible for sick leave cashout at the time of separation shall have anythe uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules. However, if eligible, oOnly those sick leave hours accrued after recall shall be applied toward any future sick leave payoff, if eligible. b. Employees and their eligible dependent(s)laid off who are enrolled in City medical, dental, or vision insurance coverageprograms at the time of layoff may continue theirelected coverage for a period up to six (6) months or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's premium for the cost of such coverage, at the time of layoff. The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums for COBRA continuation 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 benefitsthis insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by the Benefit Services Division, in the Department of Human Resources, upon at the request of the laid-off employee.

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

52 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 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 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. 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.

53 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 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.

54 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.
(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, and 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.

55 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. 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.

56 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 performing the required job functions and relative disruptive effect on the established work schedule are equal.
c. The City shall reassign or prevent the assignment of employees where there is or would be an immediate supervisory/subordinate relationship and the employees have a potential employment conflict of interest due to a parental, spousal or sibling relationship.
d. A vacancy or vacancies resulting from an assignment made hereunder may not be subject to this procedure.
e. It shall be within the discretion of the Department Heads, or their respective designee, to make departmental transfers as in their judgment will best meet the organizational, operational and personnel needs of the departments. This Article does not apply to non-career employees.

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

57 Rules and Regulations of the Civil 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.

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.

58 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. 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 months of compensation.
(2) Effective June 20, 2020, employees covered under Section 19.11(a) (Member Contribution to PERS Retirement Plan – Classic Members)

59 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). The 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 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.

60 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 perform 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.
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

61 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; (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.

62 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 1, 2023July 12, 2025, to and including July 11, 2025July 7, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

63 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

64 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.)

65 (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

2023-2025-2028

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 S I G N I N G B O N U S 1 0
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 ............................................................................................... 1211

7.9 PROBATIONARY PERIOD ............................................................................................................. 12

7.10 EFFECT OF CLASSIFICATION CHANGE ON RATE OF COMPENSATION ............................ 1312

7.11 EFFECT OF CHANGE OF SALARY RANGE UPON COMPENSATION ....................................... 13

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 .................................................................................................. 1514

8.4 COVERED DEPENDENTS ......................................................................................................... 1716

8.5 CASH-BACK LIMITS ................................................................................................................... 1816

8.6 LIFE INSURANCE ....................................................................................................................... 1817

8.7 LONG-TERM DISABILITY .......................................................................................................... 1917

8.8 STATE DISABILITY INSURANCE (SDI) ..................................................................................... 1917

8.9 FLEXIBLE SPENDING ACCOUNTS .......................................................................................... 1917

8.10 RETIREE HEALTH SAVINGS ACCOUNT (RHSA) HEALTH REIMBURSMENT ARRANGEMENT (HRA) 1918

8.11 RETIREES OR SURVIVOR DEPENDENTS .............................................................................. 2018 ARTICLE 9 – RETIREMENT ......................................................................................... 2321

9.1 PUBLIC EMPLOYEES RETIREMENT SYSTEM (PERS) RETIREMENT PLAN ....................... 2321

9.2 DEFERRED COMPENSATION PLAN ........................................................................................ 2422

9.3 SECTION 401(a) MONEY PURCHASE PLAN ........................................................................... 2422 ARTICLE 10 – HOURS OF WORK ............................................................................... 2523

10.1 HOURS OF EMPLOYMENT ....................................................................................................... 2523

10.2 VOLUNTARY WORK FURLOUGH PROGRAM ......................................................................... 2523

10.3 REMOTE WORK PROGRAM ..................................................................................................... 2523

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM ....................................................................... 2523

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT .............................................................. 2624

10.56 EMERGENCY RESPONSE BY POLICE MANAGEMENT ......................................................... 2624

10.67 EMERGENCY RESPONSE BY CITY ATTORNEY CLASSIFICATIONS ................................... 2624

10.78 POLICE LIEUTENANT COVERAGE .......................................................................................... 2624

10.89 SUPPLEMENTAL POLICE EMPLOYMENT ............................................................................... 2624

10.910 FLEXIBLE WORK SCHEDULES FOR EXEMPT MANAGEMENT (UNIT 01) AND EXEMPT MANAGEMENT SUPPORT (UNIT 14) ................................................................................................... 2725 ARTICLE 11 – OVERTIME COMPENSATION ............................................................. 2826

11.1 OVERTIME COMPENSATION FOR FLSA COVERED EMPLOYEES ...................................... 2826

11.2 OVERTIME FOR NON-CAREER EMPLOYEES ........................................................................ 2826

11.3 STANDBY ASSIGNMENTS FOR FLSA COVERED EMPLOYEES ........................................... 2927 ARTICLE 12 – LEAVES ................................................................................................ 2927

12.1 HOLIDAYS .................................................................................................................................. 2927

12.2 VACATION .................................................................................................................................. 3230

12.3 MANAGEMENT LEAVE TIME (UNIT 01 and UNIT 14) .............................................................. 3331

12.4 ADMINISTRATIVE LEAVE TIME (UNIT 10) ............................................................................... 3432

12.5 SICK LEAVE ............................................................................................................................... 3432

12.6 INJURY-ON-DUTY ...................................................................................................................... 3735

12.7 COURT LEAVE ........................................................................................................................... 3735

12.8 CITY-PAID PARENTAL LEAVE .................................................................................................. 3836

12.9 CATASTROPHIC LEAVE PLAN ................................................................................................. 3836

12.10 PERSONAL LEAVE .................................................................................................................... 3836

12.11 MEDICAL LEAVE ........................................................................................................................ 3936

12.12 CITY-PAID BEREAVEMENT LEAVE .......................................................................................... 3937

iii

12.13 PAID CITY LEAVE (PCL) ............................................................................................................ 3937 ARTICLE 13 – SPECIAL ALLOWANCES ..................................................................... 4038

13.1 POLICE AND FIRE UNIFORM ALLOWANCE ............................................................................ 4038

13.2 TUITION REIMBURSEMENT ..................................................................................................... 4138

13.3 STATE OF CALIFORNIA BAR DUES ......................................................................................... 4139

13.4 REQUIRED LICENSES AND CERTIFICATIONS ....................................................................... 4139

13.5 CONTINUING EDUCATION ....................................................................................................... 4139

13.6 BILINGUAL PAY ......................................................................................................................... 4139

13.7 TECHNOLOGY ALLOWANCE ................................................................................................... 4239

13.8 NOTARY PAY ............................................................................................................................. 4240

13.9 SAFETY SHOES ......................................................................................................................... 4240

13.10 SAFETY GLASSES ..................................................................................................................... 4340 ARTICLE 14 – TRANSPORTATION ............................................................................. 4341

14.1 TRANSPORTATION AND PARKING ......................................................................................... 4341 ARTICLE 15 – LAYOFF FOR CIVIL SERVICE EMPLOYEES ...................................... 4543

15.1 PURPOSE ................................................................................................................................... 4543

15.2 PROCEDURE ............................................................................................................................. 4643

15.3 NOTICE OF LAYOFF .................................................................................................................. 4744

15.4 SALARY IN EVENT OF DOWNGRADE ..................................................................................... 4745

15.5 EMPLOYEE ON IOD STATUS ................................................................................................... 4745

15.6 FRINGE BENEFITS .................................................................................................................... 4745

15.7 RECALL ...................................................................................................................................... 4845

15.8 GENERAL ................................................................................................................................... 4846 ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES ............................. 4946

16.1 PROCEDURE ............................................................................................................................. 4946

16.2 NOTICE OF LAYOFF .................................................................................................................. 4946

16.3 EMPLOYEE ON IOD STATUS ................................................................................................... 4946

16.4 GENERAL ................................................................................................................................... 4947 ARTICLE 17 – DISCIPLINE .......................................................................................... 5047

17.1 DISCIPLINE ................................................................................................................................ 5047

17.2 LETTER OF REPRIMAND .......................................................................................................... 5047

17.3 DOCUMENTED COUNSELING RETENTION ............................................................................ 5148

17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION ..................................... 5148

17.5 DISCIPLINE IMPOSITION AND TOLLING PERIODS ................................................................ 5148

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS ........................................................................ 5149

17.7 WITHDRAWAL OF APPEAL ....................................................................................................... 5149 ARTICLE 18 – MISCELLANEOUS ............................................................................... 5249

18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD .............................................. 5249

18.2 SAVINGS CLAUSE ..................................................................................................................... 5249

18.3 NEW OR REVISED JOB CLASSIFICATIONS............................................................................ 5249

18.4 STAFF AIDE POSITIONS ........................................................................................................... 5350

18.5 OFF-DUTY EMPLOYMENT ........................................................................................................ 5351

18.6 TIME OFF FOR EXAMINATIONS ............................................................................................... 5452

18.7 PAYROLL ERRORS ................................................................................................................... 5452

18.8 RETIREE COURT APPEARANCE FEES ................................................................................... 5552

18.9 NOTICE OF JOB ANNOUNCEMENTS ...................................................................................... 5553

18.10 CITYWIDE CLASSIFICATION AND COMPENSATION STUDY ................................................ 5553

18.11 EQUITY ADJUSTMENT REOPENER ........................................................................................ 5653

18.12 FIRE ASSISTANT CHIEF COVERAGE ...................................................................................... 5653

18.123 TERM .......................................................................................................................................... 5653

1 PREAMBLE
This AGREEMENT, hereinafter referred to as the Agreement, entered into by and between the CITY OF SACRAMENTO, hereinafte r referred to as the City, and the SACRAMENTO CITY EXEMPT EMPLOYEES ASSO CIATION, hereinafter referred to as the Association, has as its purpose the promotion of harm onious 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/Admi nistrative (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 classificati on in the Exempt Management (Unit 01), Exempt Management Support (Unit 14), and C onfidential/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, t he term “Exempt Employee” shall mean employees filling classifications identif ied as exempt from the classified service pursuant to the City Charter and as identified in the Employer- Employee Relations Policy . Exempt employees ar e “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 prop erty right or tenure for any person appointed to positions t hat are exempt from t he 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 sha ll receive full benefits and leave accruals
(b) 0.5 up to a 0.79 FTE BAP sha ll receive one-half (1/2) of the benefits and leave accruals
(c) 0.49 or less FTE BAP shall not receive benefits or leave accruals
(d) Employees in less than a 0.8 FT E BAP but working thirty (30) or more hours per week shall rece ive health benefits consistent with the Patient Protection and Affordable Care Act.
(2) Unless provided otherwise in th is Agreement, non-career -1040 employees are not eligible for any health benefits or leave accruals. d. City Service Seniority: City service s eniority shall be calculated using each employee’s cumulative employment with the City. For a par t-time employee, City service seniority sha ll be prorated. Within nine ty (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 calculati ng the City service seniorit y for rehired employees shall not create a right to retroactive benefits.
e. Classification Seniority: Classificati on seniority shall be defined as the effective date of probationary appointm ent 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 t han the top rate of pay of the employee's present job classification. For any employee whos e position has been reallocated in accordance with the applicable 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: Hir e 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 Seniorit y: Termination of classification seniority and City service seniority shall occur upon:
(1) Discharge
(2) Retirement
(3) Failure to comply, report, or resp ond 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 fu ture 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 posse sses 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 pay roll deductions for group insurance plans to which the City is or shall hereafte r 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 pur suant 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 deduct ions (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 dedu ctions or garnishments have been made, if any, no such sums shall be payroll deducted and the Association shall assume the duty of direct collection from the employee.
(3) The authorization form for deductions shall be completed and submitted by the Association to t he Payroll Division, Department of Finance.
(4) Such deductions shall be made onl y upon submission to the Payroll Division, Department of Finance, of the said aut horization 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 authori zation 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, Depa rtment 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 Associat ion a single dues check for all SCXEA units each pay period. At such time as the City’s accounts payable system is able to do so, the City will remit to the Association by electronic funds transfer (EFT) for all deductions. The City shall include with the check a report listing the employees enrolled and the amount the employees paid.
(9) Unless notified in writing by the Association of an employee’s request to cancel their dues deduction, the City will continue to deduct Association dues, and/or any additional deduction(s) noted.

Notification will be made to the Payroll Division, Department of Finance, utilizing the dues authorization form notating in the “Additional Information” column that it is a membership cancellation. (10) Dues deductions that have been submitted by the Association utilizing the dues authorization form received in Payroll Division, Department of Finance, by noon on the last day of a pay period, will reflect a deduction on the check for that pay period. There shall be no collection of dues arrearages by the City.
(11) The Association shall maintain signed authorization forms by their members certifying that the dues and/or fee deduction(s) are authorized and shall provide said authorization forms to the City in the event of a dispute regarding the existence or terms of such authorization.
(12) The Association shall indemni fy, defend and hold the City harmless against any claims made of any nature whatsoever, and against any suit instituted against t he 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 ut ilize the Association release time donation forms and/or associated procedures to authorize donation of their leave balances for such purposes.
b. Eligible SCXEA Board mem bers shall be allowed to use this leave to attend meetings with the City and for other Association acti vities 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 e xceed 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 approv al of the employee’s supervisor. This Section 4.2(d) is rescinded as of September 19, 2025.
e. During the term of this Agreement, t he 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 in formation, 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 sh all provide the Associ ation 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 us e 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 responsibl e 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 (1 5) minutes to attend the City’s regularly scheduled new-employee orientations so t hat 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 s hall be used to process and resolve disputes arising under this Agreement except to the extent that the City Charter or the Rules 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 di spute 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 complain t of one or a group of employees, or a dispute between the City and the Associat ion involving the interpretation, application, or enforcement of the express terms of this Agreement. b. As used in this procedure, the te rm “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 confe rred by Sections 3500 et seq., of the Government Code or the Rules and Regu lations 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, a fter 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 in clude 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 re medy or correction requested of the City.
c. The employee’s manager or designee sha ll 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 t hat 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 mu tual agreement between the Association and the City. Should the parties fail to agree on an arbitrator they shall make a joint request to the State Mediation and Conciliation Service for a list of five (5) or more qualified arbitrators. The parties shall alternate striking names from the list and the remaining person shall be accepted as the arbitrator. The first party to strike will be determined by the flip of a coin. c. It is understood that the ar bitrator will only interpret the Agreement and will in no instance add to, delete from, or am end 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 arbitr ator 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 arbitr ation hearing held pur suant hereto. The Association agrees that the number of witnesses requested to attend, and their scheduling shall be reasonable, and that bes t efforts will be made to schedule the witnesses to avoid unnecessary time waiting to testify.

ARTICLE 6 – SALARY ADJUSTMENTS

6.1 SALARIES
a. Effective September 23, 2023 September 20, 2025 , all salary steps shall be increased by five one percent (51.0%).

The September 23, 2023September 20, 2025, increase to all salary steps will be implemented within sixty ninety (6090) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date the increase is implementedpayment is issued shall be eligible to receive retroactive pay. will receive the increase retroactively. b. Effective July 13, 2024September 19, 2026, all salary steps shall be increased by two and one-half percent (2.5%).

10 c. Effective September 18, 2027, all sala ry 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 cust omary 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 UP ON 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 ABSE NCES 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 wo rking 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 s hall 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 th rough 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 Lette r of Understanding titled “Select SCXEA Classifications within the Office of the City Attorney” shall terminate with the exception of paragraph 4 which shall c ontinue until all leave time referenced is exhausted or all eligible employees have separated, whichever occurs first. c. Effective July 13, 2024, employees w ho have completed seventeen (17) years of City service shall begin to receive lo ngevity 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 det ermined 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 perfo rm 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%) wit h written justification and approval by the appropriate Charter Officer. The City will provide the A ssociation 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 classifica tion, 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 provi ded in this Section, employ ees 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 regul ar 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 ev ery three (3) mo nths during the probationary period.

Employee performance evaluations ar e 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 extens ion. If the employee co mpletes 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 positi on in the same classification or a classification with the same salary range means that t he 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 s hall be adjusted consis tent with the change, except that the Appoint ing Authority may withhold the increase based on documented performance issues. In cases where the increase is withheld, the employee shall retain the current annivers ary 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 em ployee 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 sha ll 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 em ployees 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-s ponsored 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 sha ll receive a City contribution for each Eligible Paycheck on which the employee is paid for forty (40) or more hours. Employees who are paid less than forty ( 40) hours on an Eligible Paycheck may continue elected coverage limited to the City’s medical, dental, and vision plans for up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA) , whichever is greater, by personal remittance or other arrangement for pay ment of the full premiums of any insurance elected to be continued.
c. The amount of City contribution for eac h of the first two (2) paychecks of each month shall be based on the number of hours for which the employee was paid in that bi-weekly pay period: 64 or more hours paid = 100% contribution; 40-63.9 hours paid = 50% contribution.
d. Notwithstanding Section subsections 8.1(b) and 8.1(c) above , eligible employees shall continue to receive a City contribution for each Eligible Paycheck during an approved l eave 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 NO N-CAREER EMPLOYEES
a. The City shall contribute City dollars as provided in Section 8.3 below, on either a 100% or 50% basis, for non-ca reer (+1,040) employees. Except as provided herein, the City dollars 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 t he first two (2) paychecks of each month shall be based on the number of hours for which th e 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 dollars contribution under this Section, the non- career employee must be paid for a minimu m of forty (40) ho urs of work on each paycheck. If the employee fails to be paid for the minimum forty (40) hours necessary to receive the City cont ribution, the City shall deduct from the employee’s paycheck the amount needed to pay for the insurance plans which the employee has selected. If this deduction from the employee’s paycheck cannot be made in its entirety, it is the responsibility of the individual employee to pay for the remaining amount. Failure to do so before the end of the calendar month shall result in the employee being automatically dropped from the City-sponsored insurance pr ogram until the next open enrollment period or qualifying event.

15 8.3 AMOUNT OF CONTRIBUTION
a. Employees Enrolled in an Acc ount-Based Health Plan (ABHP) (1) The ABHP is a combination of a High Deductible Health Plan (HDHP) and a Health Savings Account (HSA).
(2) For employees enrolled in an ABHP, the City contributions shall be as specified in Section 8.3(b), below. To the extent that the premium for the ABHP is less than the monthly City contribution, any excess City 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 Effectiv e Date of Subsection (2), the City contributions shall be as follows:
i. For fFull-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00nine hundred seventy-one dollars ($971) per month.

Effective the pay period beginning December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $955.00 per month. (1)ii. For fFull-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00 one thousand five hundred forty-five dollars ($1,545) per month.

Effective the pay period beginning December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,520.00 per month.
(2)iii. For fFull-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00two thousand fifty-one dollars ($2,051) per month.
ii. Effective the pay period beginnin g December 30, 2023, for full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $2,026.00 per month.
(2) Effective the pay period begi nning <INSERT DATE OF FIRST

BENEFITS ELIGIBLE PAY PERIOD FOLLOWING ADOPTION BY

16 CITY COUNCIL >, with the increased contribution first appearing on the paycheck issued <INSER T FIRST BENEFITS PAY CHECK
DATE>, for plan year 2026, the contribution shall be as follows:
i. For full-time employees enroll ed 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 enroll ed 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 enroll ed 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 benefits eligible paycheck of 2027 for plan year 2027, the City shall contribute fifty per cent (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 y ear 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 incr eases for the benchmarked twenty- five dollar ($25) Kaiser HMO fo r any applicable coverage level (Employee Only, Employee + 1 dependen t, 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 mu tual agreement, the City dollar contribution calculation outlined in this subsection, 8.3(b)(3), shall remain in effect.
(4) Effective the first benefits eligib le paycheck 2028 for plan year 2028, the City shall contribute fifty perc ent (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, fr om plan year 2027 to pl an 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.

17 If the year-over-year premium increase for the benchmarked twenty- five dollar ($25) Kaiser HMO fo r any applicable coverage level (Employee Only, Employee + 1 dependen t, 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%).
c. Full-time Eemployees not enrolled in a City-sponsored medical plan, shall receive up 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 be receive a prorated City contribution consistent with as indicated in subsection 8.1(c).
e. Effective the first paycheck of 2025, for plan year 2025, the City shall contribute fifty percent (50%) of the fi rst fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulati ve total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked plans ((twenty-five dollar) ($25.00) Kaiser HMO, Delta Dental PPO, and VSP basic vision plans).

The employee shall be responsible for any premium increase(s) which exceed this amount.
f.e. If all City bargaining units agree to the change, eEmployees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical pl an for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
f. Employees shall not receive any portion of the City contribution as cash. g. Changes to the City’s healthcare contri bution levels as provided in this Section, including the adjustments effe ctive for plan year 2026, shall not create or entitle employ ees to a special open enrollment period. Open enrollment opportunities shall occur onl y 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 par tner, and has a notarized City provided “Declaration & Understanding of Partnersh ip 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

18 employee’s contribution for the prem ium cost for the domestic partner coverage will be made on an “after tax” basis.
b. An employee who has a domestic part ner and is registered with the Secretary of State of the St ate of California, may cover domestic partner and/or the domestic partner’s children, under t he employee’s City-sponsored medical plan. Employees with regi stered State of California domestic partners shall receive the City contributions as specified in Section 8.3. c. The following eligible dependents qualify to be enro lled 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 Relati ons 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 pur poses 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).00 per month for employees who waive enrollment in a City-sponsored group health plan.
b. New, reemployed, or r ehired employees or employees who were not receiving the cash-back as of June 30, 2012, s hall not be eligible for the cash-back option.
c. Employees transferring to classificati ons 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 insur ance in an amount of $50,000 to each eligible employee at no charge. This benefit shall not be prorated for part-time employees.
b. Insurance Over $50,000
Employees may purchase out-of-pocket supplemental life insurance in the amount of up to three (3) times annual sala ry subject to limitations specified by the insurance carrier.

19 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 in come 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 C onfidential/Administrative Unit (Unit 10) and the Exempt Management Support Unit (Unit 14) may integrate any paid leave balances with SDI.
c. Eligible part-time care er 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 t he SDI program. Such election will be held pursuant to the regulations of the State of California.

8.9 FLEXIBLE SPENDING ACCOUNTS
The City shall offer a Flexible Spending Ac count (FSA) program to employees as permitted by Internal Revenue Service Regulations for the following:
a. Out-of-pocket expenses for City-s ponsored health, dental, and vision plans; b. Unreimbursed health care expenses; and
c. Dependent care reimbursement.

8.10 RETIREE HEALTH SAVI NGS ACCOUNT (RHSA) HEALTH REIMBURSEMENT

ARRANGEMENT (HRA)
The City has established Retiree Health Savings Accounts (RHSA) Health Reimbursement Arrangement plans for employees covered by this Agreement as follows:

20 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 RHSAHRA 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 RHSAHRA plan. b.c. Contributions shall occur over twenty- four (24) pay peri ods per year, which shall be the first two (2) pay periods of each month.
c.d. Employee contributions to the RHSA 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 of employees shall allow employee withdrawals of from their RHSA HRA plan upon separation from the City, subject only to those restrictions in the Internal Revenue Code (IRC) or other applicable law.
d. If the contributions collectively m ade by the City and the employee to any health benefits provided pursuant to this Agreement result in the imposition of the excise tax commonly called the “C adillac Tax” (imposed on excess contributions pursuant to the Patient Protection and Affordable Care Act), the parties shall meet and confer regarding options to avoid, reduce, or eliminate any payment of the Cadillac Tax.

8.11 RETIREES OR SURVIVOR DEPENDENTS
Eligible City retirees or survivor dependents shall receive City-paid retiree insurance contributions for medical, dental, and vi sion insurance benefits under the following provisions:
a. The maximum contribution towards the purchase of medical, dental, or vision insurance for retirees is three hundred dollars ($300) per month for the retiree.

A retiree with a dependent enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65 .00) per month. The retiree shall not receive any portion of the City contribution as cash.
b. Retiree Insurance Contributions
(1) Except as provided below, to be eligible for the City retiree insurance contribution, the employee must reti re from active City service with a minimum of ten (10) full years of City service, a service or ordinary disability retirement, and be at least fifty (50) years of age. (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:

21 (a) Employees with a minimum of te n (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 c ontribution 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) wi thin one-hundred twenty (120) days from the date of separat ion 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 insu rance 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 pur chase a non-City medical plan. A retiree who elects to purchas e a medical plan not sponsored by the City shall only be eligible to enroll in a City medical plan if the retiree enrolls with an effective date of coverage which is within two (2) years from the date their prior City medical coverage terminated.
d. Medicare Retirees
In order for Medicare eligible retirees to maintain eligibility for the City retiree health insurance contribution, each eligible retiree and eligible dependents must enroll in Medicare Parts A and B upon being eligible for such benefits.

Medicare retirees may elect to parti cipate 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 participat e 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

22 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 fo r Medicare Parts A and B who elect to purchase an individual medical plan shal l only be reimbursed the cost of the individual premium asso ciated with a Medicare Advantage, Medicare Supplemental, and/or Medicare Pre scription Drug plan up to the City contribution identified in subsection 8.11(a), above.
e. Retiree Insurance Contribution Exclusion
Retirees who participate in another gr oup health plan as an employee or dependent spouse shall not be eligible fo r the City retiree contribution as outlined above.
f. Industrial Disability or Deat h 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 pe rcent (100%) of the City retiree insurance contribution regardless of years of service.
g. Survivor Dependents Benefits
Survivor dependents of eligible employee s or retirees shall be entitled to continue receiving the retiree insurance contribution. The benefit to survivor dependents shall be calculated as provided in Article 8.11(a). h. Limitation Clause
No employee or retiree shall have any rights to retiree or survivor dependent benefits provided by Section 8.11 after September 19, 2025 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 elig ible for any retiree or survivor dependent City-contribution pr ovided by this Article 8.11. Employees being recalled from layoff, reinstated consist ent with the Rules and Regulations of the Civil Service Board, Rule 10.6, or transferring into classifications covered by this Agreement after June 30, 2012, shall be eligible for the benefits provided by this Section only if the employee was eligible for retiree or survivor dependent benefits at the time of layoff, reinstatement, or transfer.

23 j. Resuming Retiree or Survivor D ependents Benefits for Eligible Personnel Who Unretire from City Service and Subsequently Re-Retire from City Service On/After January 13, 2024
Individuals retired from classificati ons represented by the Union who are eligible for retiree or survivor dependents benefits under Section 8.11 shall have these benefits suspended if they elec t to unretire and return to active employment with the City of Sacramento.

Notwithstanding Section 8.11(i), upon re-r etirement from a classification represented by the Union, retirees who we re eligible for retiree or survivor dependents benefits under Section 8.11 at the time of t heir first re tirement, shall receive the City contribution to which they were entitled upon their original retirement date. Years of se rvice 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) year s of City service. The employee is eligible for 75% of the City’s retiree insur ance contribution. The individual unretires and works in a Union repr esented classification for another ten (10) years. When t he 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 Re tirement Plan – Classic Members (1) Effective June 30, 2012, police sa fety employees and miscellaneous employees shall pay the full member contribution, 9% and 7% respectively, to the PERS retirement plan.
(2) Effective January 1, 2013, fire safe ty employees shall pay, as a cost share, the 9.81% value of the employer share of PERS. The City shall pay up to nine percent (9%) of the member contribution to the PERS retirement plan on behalf of fire safety employees. The City’s payments to the member contribution shall be reported to PERS as additional compensation for the purpose of retire ment benefit calculations to the extent allowed by law.

24 (3)(2) Effective August 22, 2015:
(a) Fire safety employees shall pay twelve percent (12%) of salary to the employer share of PERS. The parties have amended the PERS contract to reflect a new cost-share agreement, in which fire safety classic member shall, from the date of the
amendment, pay the twelve perc ent (12%) of the employer contribution as a PERS cost-share and it will be credited to the employee’s account.
(b)(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 three percent (3%) of the employer cont ribution through PERS cost-share so that it will be credited to the employee’s account. (c)(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 contribut ion 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 Em ployees’ 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 contri bute 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) MO NEY PURCHASE PLAN
The City’s established IRS Section 401(a) Plans shall be available to eligible employees and participation for eligible em ployees shall be mandatory. The Plans shall conform to all IRS requirements. Contributions to the Plan shall be as follows:

25 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 S upport Unit (Unit 14)
The City shall contribute four percent (4%) of salary and the employee shall contribute five percent (5%) of salary to the Plan.
c. Confidential/Administrative Unit (Unit 10)
The City shall contribute two percent (2 %) of salary and the employee shall contribute two percent (2%) of salary to the Plan.

ARTICLE 10 – HOURS OF WORK

10.1 HOURS OF EMPLOYMENT
a. The normal work period for employees shall begin at 12:01 a.m. Saturday and end at 12:00 midnight the following Friday.
b. The normal workweek for full-time employees who are covered by the overtime provisions of the Fair Labor Standards Act (FLSA) shall consist of forty (40) hours of work during the seven (7) day normal work period. c. The normal workweek shall not apply to employees exempt from the overtime provisions of the FLSA. These employees are expected to work whatever time is required to perform the duties of their positions.
d. The workweek for part-time employees shall be determined by the Appointing Authority.

10.2 VOLUNTARY WORK FURLOUGH PROGRAM
The City’s Voluntary Work Furlough/Reduced Workweek Program shall be applicable to all employees. The benefit plan of eligible employees shall not be reduced or prorated by participation in such work reductions.

10.3 REMOTE WORK PROGRAM
Employees may participate, at the discretion of the Appointing Authority, in the City’s Remote Work Program consistent with the Remote Work Policy, as amended.

10.4 ALTERNATIVE WORK SCHEDULE PROGRAM
Employees may participate, at the sole di scretion of the Appoi nting Authority or designee, in an alternative work schedule program such as 9/80 or 4/10 schedules.

26 Employee participation in an alternative work schedule program shall be dependent on employee performance, shall not disrupt department operations, and may require a change in the employee’s workweek or work period at the City’s discretion.

10.5 EMERGENCY RESPONSE BY FIRE MANAGEMENT
When a Fire Assistant Chief is required to respond to a call for mutual aid during an emergency or disaster, or a strike team , and works in excess of the employee’s regular work schedule, the em ployee shall be paid at the r egular hourly rate from time of dispatch until time returned.

10.6 EMERGENCY RESPONSE BY POLICE MANAGEMENT
When a Police Lieutenant or a Police Captain is required to respond to a call for mutual aid during an emergency or disaster and works in excess of the employee’s regular work schedule, the employee shall be paid at the regular hourly rate for the duration of the call-up.

10.7 EMERGENCY RESPONSE BY CI TY ATTORNEY CLASSIFICATIONS Employees in the classifications of Deputy City Attorney I, Deputy City Attorney II, or Senior Deputy City Attorney who are required by their supervisor to remain on call for response to an officer involved shooti ng 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 respons e 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 se rvices 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.

27 c. When working a supplemental assignm ent, lieutenants and captains shall be assigned by the Supplemental Employm ent Unit Sergeant and shall work at the direction of the sergeant assigned to the event.
d. In the event that a po lice 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 ho urs, or less, within the same bi- weekly pay period. For good cause s hown, and with the approval of the Department Head or designee, the reduced schedule may occur in a subsequent pay period. The employee must:
(1) Work in an assignment that allows such flexibility with consideration of internal and external customer n eeds, 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 allowe d only if the conditi ons listed in Section

10.10(a)(1)-(2) are met. When working re motely, 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 discr etion 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.

28 ARTICLE 11 – OVERTIME COMPENSATION

11.1 OVERTIME COMPENSATION FO R 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 agreem ent 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 w ho are regularly scheduled to work fewer than forty (40) hours per workweek are e ligible 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 su ch time off has not been previously approved.
d. An employee’s request to use a ccrued CTO must be made in advance and shall be at the discretion of the D epartment Head or designee. Employees who request use of accrued CTO shall be permitted to use such time within a reasonable time period after making the request if the use of CTO does not unduly disrupt the operations of the work unit.
e. Upon termination from City service, em ployees 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 w ho 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.

29 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 per iod after adoption by City Council], the following subsection will replace subsec tion (a), above: An employee who is required to remain on call for emergency work willshall 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, or time one and one-half (1.5) times their base rate of pay consistent with Article 11.1. b.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.
c.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.

ARTICLE 12 – LEAVES

12.1 HOLIDAYS
a. Recognized Holidays
Except as otherwise provided, the following shall be recognized holidays:

30 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 ar e 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 wh ich a recognized holiday falls, the following shall apply:
(1) The actual dates as listed above sha ll 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 credi t 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 empl oyee'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

31 holiday shall receive Holi day Earned Credit for thos e 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 accr ue sixteen (16) hours of floating holiday per calendar year at the rate of forty ( 40) minutes on each of the first two (2) paychecks each month, as long as the employee is in paid status for forty (40) or more hours on the paycheck that the accrual would occur.
(2) Administration
(a) The scheduling of floating hol iday time must be approved in advance by the Appointing Authority or designee.
(b) An employee may carry over fr om the preceding calendar year a maximum of eight (8) hours of floating holiday accrual. There shall be no cash out of floating holiday hours.
h. Closure of Operations on Half Holidays
The Association recognizes the right of the City to close operations on Christmas Eve or New Year’s Eve. If operations are closed on a designated half holiday, employees are expected to account for their time by using an appropriate form of paid leave or unpaid time off consistent with City policy. i. Holiday Hours for Police Captains and Police Lieutenants Police Captains and Police Lieutenants re gularly 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 empl oyee in cash at the employee's regular rate of pay for that pay period, unle ss 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 ma y be taken by the employee at the discretion of the department head.
k. Assistant Fire Chief Holiday Earn ed Leave Balance Conversion to Wages

32 (1) Employees promoted to the classifi cation of Assistant Fire Chief shall have thirty (30) calendar days from the effective date of their promotion to notify the Payroll Division in writ ing of their irrevocable request to convert one hundred percent (100%) of their Holiday-Earned leave balance to wages at their current hourly rate of pay.
(2) Payment shall be made to a requesting employee by the second paycheck following notification to the City and shall be subject to applicable payroll taxes and other payroll deductions.
(3) Employees in the classification of Assistant Fire Chief who decline to convert their Holiday-Earned leave balance to wages shall have said balance converted to wages upon separation from City service.

12.2 VACATION
a. Employees shall be entitled to vacati on allowances pursuant to the provisions of Section 107 of the City Charter . The parties acknowledge that vacation is provided for in the City Charter and not through this Agreement. In the event that changes are made to the City Char ter, 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 s hall be in accordance with the Rules and Regulations of the Civil Service Board, unless an exception is authorized by the City Manager under appr opriate 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 receiv e 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 ho urs 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-li eu payment, the employee forfeits any right to receive the payment, but will instead have their vacation leave

33 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: Employ ees 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 fort y (40) hours of management leave time based upon the number of full months remaining in the calendar year.

Management leave time shall be useable upon being credited, subject to the approval of the immediate supervisor. Management leave time accrued in 2022 must be used by December 31, 2022, or it shall be forfeited. c. Management Leave Time After 2022: Empl oyees assigned to classifications in Unit 01 and Unit 14 shall be credited with eighty (80) hours of management leave time each calendar year beginn ing on January 1, 2023. This time will be posted the first pay period in January. Employees appointed after January 1 of the calendar year s hall 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 t he year in which the employee makes the election. The following rules shall govern this optional payment:
(1) Any employee exercising this opt ion 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 befor e 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 hav e 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.

34 (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 sha ll 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 LE AVE TIME (UNIT 10)
a. Effective July 1, 2019, Confidential /Administrative (non-Exempt) (Unit 10) employees and Confidential/Administrati ve (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) em ployees hired after July 1 of a fiscal year shall be entitled to a pro rata s hare of administrative leave time based upon the number of full months remaini ng in the fiscal year. Administrative leave time shall be useable upon being credited, subject to the approval of the immediate supervisor.
b. Administrative leave time shall not accu mulate 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 admini strative leave time upon separation.

12.5 SICK LEAVE
a. Accrual and Usage
(1) A full-time employee shall accrue si ck 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 si ck leave shall not exceed one hundred percent (100%) of the employee’s regular rate of pay. (2) Employees who have at least fo ur 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.

35 (3) Notification of the irrevocable el ection 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 fo llowing 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 pay ment is separated from City employment before rece iving 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 followin g 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, reemploy ed, 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 rece ive 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 t he date of their retirement consistent with and pursuant to the PERS contract with
the City, as amended.
(iii) Individuals identified purs uant 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 purs uant to sub-paragraph (i),
above, may receive payment for thirty-three and one-
third percent (33-1/3%) of the total sick leave credits

36 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, empl oyees hired, rehired, or
reemployed on or after J anuary 1, 2005, may convert
their remaining sick leave balance to service credit
consistent with law and purs uant to the PERS contract
with the City upon separati on 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 re tirement, 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 pay ment 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 Leav e After Return From Layoff An employee who is laid off and rece ives 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 leav e 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.

37 d. Except as provided herein, no pay ments made or sick leave credits accumulated shall be constr ued or deemed to constitute retirement benefits payable to employees of the City.
e. The administration of sick leave priv ileges 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 t he performance of duty benefits consistent with Section 253 of the City Charter . The parties acknowledge that injury in the performance of duty benef its 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 s hall supersede the provisions of this Agreement.
b. If the employee qualifies for temporar y disability benefits after exhausting the one (1) year leave of absence for workplace injuries described in Charter Section 253, the employee may use a ccrued leave balances to replace any loss of income. The employee may use fu ll 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 c ourt leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee

38 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 pr ovide 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 fo r 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 requir e the employee to reimburse the City for all witness fees or jury remunerati on 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 se rvice 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 wit h 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 catastrophi c leave pursuant to the City’s Leave Administration Policy.

12.10 PERSONAL LEAVE
a. Full-time career employees who have completed ten (10) full years of City service shall be credited with twenty-four (24) hour s 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 D epartment may approve carry-over to the next year. In all other cases, the time shall be forfeited.

39 12.11 MEDICAL LEAVE
a. Employees shall be elig ible 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-fo ur (24) hours of Cit y-paid Bereavement Leave based on the death of the employee's spouse, registered domestic partner, parent, sibling, child, grandc hild or grandparent as def ined 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, berea vement or funeral needs.

12.13 PAID CITY LEAVE (PCL)
a. Employees who are employed in a cl assification 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 irrevo cable 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 Novem ber 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 servic e, employees with a balance of the paid city leave described in Secti on 12.13(a) shall receive a payment for the paid city leave balance at the st raight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions. b. Employees who are employed in a cl assification 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

40 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 employ ee on the last paycheck in March 2023. Payment shall be m ade at the straight ti me rate of pay the employee is receiving at the time payment is made, less ordinary payroll deductions. If the employee ma king 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 servic e, employees with a balance of the paid city leave described in Secti on 12.13(b) shall receive a payment for the paid city leave balance at the st raight time rate of pay they are receiving at the time of the payment, less ordinary payroll deductions.

ARTICLE 13 – SPECIAL ALLOWANCES

13.1 POLICE AND FIRE UNIFORM ALLOWANCE
a. Safety management personnel employ ed in the Police Department shall receive a uniform allowance of thirty-f ive dollars ($35.00) bi-weekly for the purchase of regulation items of unifo rm that the Police Department requires to be worn as a condition of employment.
b. Safety management personnel employed in the Fire Department shall receive a uniform allowance of thir ty-five dollars ($35.00) bi-weekly for the purchase of regulation items of uniform that the Fire Department requires to be worn as a condition of employment.
c.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 regulati on items of uniform that the Police Department requires to be worn as a condition of employment.
d.c. The Administrative Officer assigned to the Police Department Records Division Manager (Civilian) shall receive a uniform allowance of twenty dollars ($20.00) bi-weekly for the purchase of regulation items of uniform that the Police Department requires to be worn as a condition of employment.

41 13.2 TUITION REIMBURSEMENT
The City agrees to reimburse career employ ees 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 Progra m. This provision shall not apply to employees eligible for any educational incentive created by this MOU.

13.3 STATE OF CALIFORNIA BAR DUES
The actual cost of mandatory State Bar dues shall be paid for employees in attorney classifications in the City Attorney's Office. In the sole discretion of the City Attorney, the City Attorney may approve reimbursem ent, from the budget of the employing department, for other licensed City employ ee attorneys whose legal skills and abilities represent a significant benefit to the City. The City Attorney may authorize such reimbursement after the payi ng department has pr oduced 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 licens e or certificate, which mandates continuing education uni ts (CEUs) to maintain t he license or certificate, the employee is responsible for obtaini ng 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 w hen 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, profic ient in the written language. The City will arrange the certificat ion 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 cert ified. An employee who is receiving bilingual pay may be required to provide assistance to any City operations.

42 13.7 TECHNOLOGY ALLOWANCE
a. If the City requires an Exempt Ma nagement or Exempt Management Support employee to be generally accessible via cellular telephone for the conduct of City-related business, the City shall either provide a technology allowance or a City-issued cellular phone in lieu of a technology allowance in accordance with the provisions of this Section.
b. Exempt Management (Unit 01) and Exempt Management Support (Unit 14) employees may be authorized a monthly technology allowance of up to one- hundred dollars ($100.00). At the discretion of the Appointing Authority, or as delegated by the City Manager to a department head, the City may provide a City-issued cellular phone in lieu of a technology allowance. Use of City- provided cellular telephones shall be discontinued upon receipt of the technology allowance by the employee.
c. Upon approval of the technology allow ance, the employee shall provide and maintain a personal cellular telephone and service that is available to conduct City-related business. The employee s hall provide and the City may publish the cellular telephone number to desi gnated 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 t he 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 reimbursem ent, 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 norma lly 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 spec ify the type of required safety shoes.

43 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 pur chase prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum of $125 per pair of glasses. c. To be eligible for the above reimburse ment, the employee must obtain prior authorization from their supervisor bef ore purchasing the required safety glasses and must submit the receipt to the supervisor to ve rify the cost and substantiate the reimbursement. The Cit y maintains the right to specify the standards for non-prescription safety gla sses. Further, prescription safety glasses shall conform in all respects to the U.S.A. Safety Standards for Head, Eye and Respiratory Protection, and the pr escription shall not be more than twenty-four (24) months old.
d. The cost of any eye examination and s pecial 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 Office rs 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 Office rs 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 Leve l employees in the Exempt Management (Unit 01) or Exempt Management Support (Unit 14) Units.
(iii) The City Manager/Charter Office rs or as delegated by the City Manager to a department head may offer up to $100.00 per

44 month for the use of privately- owned vehicles on City business for Confidential/Administrative (Unit 10) employees.
(iv) Employees receiving a vehicle allowance prior to June 16, 2014, may continue to receive the amount, even if in excess of the limits set above.
(v) Employees receiving less than $250.00 in monthly vehicle allowance may receive out-of-town mileage reimbursement.

Reimbursement for out-of-town tr avel shall be at the general mileage reimbursement rate (minus 25 miles for individuals receiving a monthly vehicle allo wance) 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 vehi cle 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 t he City-paid parking. The employee must notify the Department of Financ e, 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 maxi mum 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, s hall receive a $90.00 per month downtown parking subsidy. Part -time career Confidential/

45 Administrative employees who work in the downtown area shall receive sixty dollars ($60.00) per mont h downtown parking subsidy.

Confidential/Administrative (Unit 10) employees who receive City- provided parking pursuant to Sectio n 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 subs ection 14.1(a)(4) above: Eligible full-time Confidential/Administrative (Unit 10) employees, who work in the downtown area, shall receive a one-hundred twenty dollar ($120) per month downtown parki ng subsidy. Eligible part-time career Confidential/Administrative (Unit 10) employees who work in the downtown area shall receive a ni nety dollars ($90) per month downtown parking subsidy. Confiden tial/Administrative (Unit 10) employees who receive City-prov ided 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 Ex empt Management Support (Unit 14) employees shall receive City-provided par king. At the discret ion 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/Administrati ve classification, contact Human Resources.
c. Discounted Parking Rates
Discounted parking will be available to C onfidential/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 assi gnments, 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 di smissal or displacement of at least one

46 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 eac h department in whic h a layoff occurs, employees shall be laid off in the following order: first, all non-career employees; second, all probationary employees in the order of their classification seniority; and, third, permanent career employees in the order of their classification seniority, beginn ing with the employee with the least such seniority. In the event that tw o (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 serv ice seniority, the senior employee shall be determined on the basis of greater hire date seniorit y, or by lowest random number in the event of a tie.
b. Any non-career or probat ionary 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 perma nent 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 pe rmanent status who is to be laid off or displaced has the right to downgrade:
(1) Within the department, to a classifi cation 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 classi fication in which the employee previously held permanent status, provided a vacancy exists; (4) Outside the department to a classifi cation 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 lowe r classification, the probationary employee with the least Cit y service seniority shall be displaced. If there are neither non-ca reer nor probationary em ployees in the lower

47 classification, the permanent car eer employee with the least City service seniority shall be displac ed, provided that the downgrading employee has greater City service seniority.
d. An employee may accept layoff in li eu of the opportunity to downgrade by providing written notificat ion to the City within fo rty-eight (48) hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit a ll recall rights except to a vacancy within the same classification within the department from which the employee was laid off.

15.3 NOTICE OF LAYOFF
Notice of Layoff shall be sent by certified mail to all affected employee(s). Such notice shall be postmarked at least thirty (30) calendar days in advance of the effective date of layoff and mailed to the employee's address in the City’s payroll system and shall be deemed appropriate notice.

15.4 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded pursuant to this Article shall be paid in the new classification the salary step closest to that received immediately prior to the downgrade providing that there is no increase in pay. b. If appointed in the lower classification at other than top step, future salary step adjustment shall be made in accor dance with Section 7.7 "Salary Step Advancement" with time served in the higher classification applied toward salary step advancement.
c. Upon recall the employee shall be placed at the salary step which the employee occupied prior to the layoff. However, an employee who is recalled from a downgraded position shall be placed at the salary step closest to that occupied in the downgraded position at the time of recall, or the prior step in the higher classification, whichever is greater.

15.5 EMPLOYEE ON IOD STATUS
An employee who is on injury-on-duty status on the date of layoff notice shall not be laid off or downgraded until the employee returns to work, however the effective date for recall purposes shall be the date of actual layoff as stated on the layoff notice.

15.6 FRINGE BENEFITS
Upon layoff, employees shall be paid for accrued leave balances and similar benefits that have a cash value at separation, as per this Agreement, applicable ordinances, and rules. Employees being who are subsequently recalled and who were eligible for sick leave cashout at t he time of separation shall have the any uncompensated portion of their sick l eave balance restored in accordance with this Agreement,

48 applicable ordinances, and rules . However, oOnly those sick leave hours accrued after recall shall be applied toward any subsequent 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 Conso lidated Omnibus Budget Reconciliation Act (COBRA). The employee and any enroll ed dependent(s) will be responsible for the full cost of the monthly premiums for COBRA continuation coverage. Payment for COBRA premiums shall be made by the payment deadline specified on the invoice issued by the health carrier or the City.

Assistance with enrolling in COBRA covera ge 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 employ ees are to be recalled to a job classification, the laid-off or downgraded employee(s) eligible to return to that job classification, within the departm ent, shall be recalled based on the highest classification seniority they o ccupied before the layoff. Non-career employees shall have no recall rights.
b. Permanent career employees shall be ent itled 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 t han 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 availabl e free of cost to t he 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 immediatel y provide the Association the recall list of those employees who have been laid off.
c. The City or the Association shall have t he 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 Agr eement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.

49 d. A grievance filed regarding this Arti cle shall be submitted directly to the second level of the procedure as set forth in Article 5.

ARTICLE 16 – LAYOFF FOR NON-CIVIL SERVICE EMPLOYEES

16.1 PROCEDURE
a. The City shall give consideration to the length of service with the City when making layoff and termination decisions related to budgetary position reductions for non-classified employees; ho wever, 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 classifi cation 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 availa ble 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 intervie w 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 t he right, at any time during the term of this Agreement, to initiate discussions between the parties as to possible

50 alternatives to layoff. The City, however , retains the right to proceed with layoffs according to the procedures set forth in this Agr eement at any time, including, but not limited to that time, if any, during which an impasse on layoff alternatives is being resolved.
d. Except for the right to return to the pr ior classification as provided in the Rules and Regulations of the Civil Service Board, Rule 10.8, this Article shall not be subject to the grievance procedure as set forth in Article 5.

ARTICLE 17 – DISCIPLINE

17.1 DISCIPLINE
Discipline for employees in the classified service shall be applied in accordance with Rule 12 of the Rules and Regulations of the Civil Service Board.

17.2 LETTER OF REPRIMAND
a. A letter of reprimand issued to an empl oyee shall not be appealable, except the employee may have an administrativ e 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 le tter of reprimand issued to an employee shall not be appealable, except that employees in the Confidential/Administrative Unit (Unit 10) and the Exempt/Managemen t Support Unit (Unit 14) who are not exempt from the Rules and Regula tions 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 tw o-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.

51 17.3 DOCUMENTED COUNSELING RETENTION
A documented counseling will be withdraw n from an employee ’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen (18) month period. Once removed, the documented counseling may not be used to enhance subsequent discipline but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

17.4 DISCIPLINARY PAY REDUCTION AND SUSPENSION RETENTION Suspensions, demotions, and pay reductions issued will be maintained in the employee’s file official personnel file for a period of five (5) years from the date of issuance provided there has not been additional formal discipline imposed during the five (5) year period. If formal discipline is imposed during the five (5) year period, both disciplinary documents will become permanent records within the employee’s file.

If there is no additional disci pline within the five (5) year s from date of issue, the suspensions, demotions, and pay reductions re moved from the employee’s official personnel file will be retained in Labor Re lations and should the employee receive subsequent formal discipline, the remov ed 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 Managem ent 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) or Firefighters Procedural Bill of Rights (FFBOR) exist during the 365-day period.

17.6 RELEASE TIME FOR DISCIPLINE HEARINGS
Employees shall not suffer a loss of com pensation 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 t he matter. An appeal shall be deemed withdrawn if the employee fails to respond within thirty (30) days to a written request

52 by the City to schedule a hearing or otherwise participate in the appeal process. The written request shall be cert ified and sent to the empl oyee’s mailing address as shown in the City’s payroll system.

ARTICLE 18 – MISCELLANEOUS

18.1 RULES AND REGULATIONS OF THE CIVIL SERVICE BOARD
In the event that the Ru les 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 ma y 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 r epresented 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 classification s 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 sha ll meet prior to approval of the proposed descriptions by the Departm ent of Human Re sources. Said

53 meeting shall occur within fifteen (15) calendar days of the Union’s receipt of notice from the City unless the timeline is extended by mutual written agreement.
c. Unrepresented Classifications
(1) For unrepresented classifications the City will provide new or amended proposed job classifications to the Association not less than fifteen (15) calendar days prior to the changes being adopted by the Department of Human Resources.
(2) Upon receipt of the proposed new or amended unrepresented job classifications, the Association sh all have seven (7) calendar days to advise the City of a desire to meet prior to approval of the proposed descriptions by the D epartment of Human Res ources. 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 ri ght 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 propo sed to be used for new or altered positions. If the parties agree that no appropriate classification exists, the parties will agree on a pay range until an appropriate classification has been established and a new pay range developed. The Association will be notified who is assigned to the position and what pay the employee will receive. A person may be appointed to such classification for a maximum period of twelve (12) months.

18.5 OFF-DUTY EMPLOYMENT
a. Exempt Management, Exempt Managemen t 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 affect s the performance of their duties, or that is inimical to the mo st effective performance of the mission of City management or the best interests of the City.
b. Employees shall not accept any of f-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 wil l tend to bring discredit upon City

54 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 a ffiliation, membership or allegiance tending to influence conduct in a manner inconsistent with the proper discharge of responsibilities to the City or the public interest. (3) In any employment for any other m unicipality or political subdivision of the state or feder al 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 authoriz ation for off-duty employment by forwarding a letter of request to thei r 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 employ ment may be revoked by the department head at any time it has been determined that the provisions of this Section have not been followed. T he 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 compet ing 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 m ade, including but not limited to the payment of an employee's salary, over time payment or leave accruals, balances or usages, the City shall, for purposes of future compensation, adjust such compensation to the corre ct 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:

55 (1) Lump sum payment by the employee;
(2) A one-time deduction from availabl e accrued leave balances except sick leave equivalent to the overpay ment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutua lly agreed between the parties. c. No repayment schedule shall exceed fi fty-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 r epayment 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 Cit y 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 em ployee is ultimately requir ed to testify. The court appearance fee shall be one hundr ed 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 ben efits, reimbursement s, 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 classifications cove red by this Agreement and whose salary ranges and/or other items of compensation are decreased as a result of the ongoing Citywide Classification and Co mpensation 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 classifica tion at the time of the salary range

56 adjustment from the current study. The process described in this Section, 18.10 Citywide Classification and Compensation St udy, 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 a fter the adoption of this Agreement, but no later than September 20, 2024, at the wr itten request of either party, the parties agree to meet and discuss pay equity issues for classifications represented by the Association. Absent mutual agreement, the status quo shall continue.

18.12 FIRE ASSISTANT CHIEF COVERAGE
No earlier than ninety (90) calendar days after adoption of this Agreement, at the written request of the Association, the parties agree to meet and discuss pay for Fire Assistant Chiefs who are required to work for another Fire Assistant Chief or to cover a vacancy. Absent mutual agreement, the status quo shall continue.

18.13 TERM
a. This Agreement shall remain in full force and effect from September 23, 2023September 20, 2025 , to and including September 19, 2025 September 15, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

57 DATED: April 14, 2026

SACRAMENTO CITY EXEMPT

EMPLOYEES ASSOCIATION

CITY OF SACRAMENTO

Lina Cockrell
SCXEA Chief Ne
gotiator
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

2023-2025-2029

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 ............................................................................................ 87 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 ..... 1110

7.5 RATE OF COMPENSATION UPON RETURN TO CITY SERVICE ............. 1110

7.6 RATES HIGHER THAN TOP STEP (Y-RATE) ................................................ 11

7.7 SALARY CONTINUATION FOR ABSENCES OF LESS THAN ONE WORK DAY .................................................................................................................. 11

7.8 LONGEVITY PAY (CITY CHARTER) ............................................................... 11

7.9 LONGVITY PAY (CONTRACT) 11
ARTICLE 8 – HEALTH AND WELFARE ...................................................................................12

8.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES . 12

8.2 CONTRIBUTION TO NON-CAREER EMPLOYEES .................................... 1312

8.3 AMOUNT OF CONTRIBUTION ................................................................... 1413

8.4 COVERED DEPENDENTS .......................................................................... 1614

8.5 CASH-BACK LIMITS .................................................................................... 1715

8.6 LIFE INSURANCE ....................................................................................... 1815

8.7 FLEXIBLE SPENDING ACCOUNTS ............................................................ 1816

8.8 RETIREES OR SURVIVOR DEPENDENTS ................................................ 1816 ARTICLE 9 – LEAVES .......................................................................................................... 2220

9.1 HOLIDAYS ................................................................................................... 2220

9.2 VACATION ................................................................................................... 2523

9.3 SICK LEAVE ................................................................................................ 2825

9.4 PARENTAL LEAVE ...................................................................................... 3128

9.5 CATASTROPHIC LEAVE PLAN .................................................................. 3229

9.6 PERSONAL TIME OFF (PTO) ..................................................................... 3331

9.7 FAMILY MEDICAL LEAVE ........................................................................... 3431

9.8 BEREAVEMENT LEAVE ............................................................................. 3432

9.9 COURT LEAVE ............................................................................................ 3432

9.10 STATE DISABILITY INSURANCE (SDI) ...................................................... 3533

9.11 PAID CITY LEAVE (PCL) ............................................................................. 3634 ARTICLE 10 – SPECIAL ALLOWANCES ............................................................................. 3634

10.1 STANDBY ASSIGNMENT PAY ................................................................... 3634

10.2 TEMPORARY WORK IN A HIGHER CLASSIFICATION ............................. 3735

10.3 NIGHT-SHIFT PREMIUM PAY .................................................................... 3735

10.4 TUITION REIMBURSEMENT ...................................................................... 3835 ARTICLE 11 – HOURS OF WORK ....................................................................................... 3836

11.1 HOURS OF WORK ...................................................................................... 3836

11.2 VOLUNTARY WORK FURLOUGH PROGRAM ........................................... 3836 ARTICLE 12 – OVERTIME AND CALL-OUT ........................................................................ 3936

12.1 OVERTIME/COMPENSATING TIME OFF (CTO) ........................................ 3936

12.2 CALL-OUT PAY ........................................................................................... 3937

12.3 PREMIUM PAY CALCULATION .................................................................. 4037 ARTICLE 13 – SAFETY ........................................................................................................ 4037

13.1 SAFETY ....................................................................................................... 4037

iii

13.2 SAFETY SHOES AND SAFETY CLIMBING BOOTS .................................. 4037

13.3 SAFETY GLASSES ..................................................................................... 4138

13.4 DAMAGE TO PRESCRIPTION SAFETY GLASSES ................................... 4138 ARTICLE 14 – LAYOFF ........................................................................................................ 4139

14.1 PURPOSE.................................................................................................... 4139

14.2 DEFINITIONS .............................................................................................. 4239

14.3 PROCEDURE .............................................................................................. 4341

14.4 NOTICE OF LAYOFF ................................................................................... 4542

14.5 SALARY IN EVENT OF DOWNGRADE ...................................................... 4542

14.6 FRINGE BENEFITS ..................................................................................... 4543

14.7 RECALL ....................................................................................................... 4643

14.8 GENERAL .................................................................................................... 4744 ARTICLE 15 – DISCIPLINE .................................................................................................. 4744

15.1 LETTER OF REPRIMAND ........................................................................... 4744

15.2 IN-LIEU DISCIPLINE ................................................................................... 4845

15.3 WITHDRAWAL OF APPEAL ........................................................................ 4845 ARTICLE 16 – MISCELLANEOUS ........................................................................................ 4845

16.1 UNIFORMS .................................................................................................. 4845

16.2 STRIKES AND LOCKOUTS......................................................................... 4946

16.3 SAVINGS CLAUSE ...................................................................................... 4946

16.4 PROBATIONARY PERIOD .......................................................................... 4946

16.5 PERFORMANCE EVALUATIONS ............................................................... 5047

16.6 TRIAL PERIOD ............................................................................................ 5047

16.7 PAYROLL ERRORS .................................................................................... 5047

16.8 PERS RETIREMENT PLAN AND CONTRIBUTION .................................... 5148

16.9 DEFERRED COMPENSATION PLAN ......................................................... 5249

16.10 MODIFIED/ALTERNATIVE DUTY POLICY ................................................. 5249

16.11 TRANSPORTATION .................................................................................... 5249

16.12 NEW ZONAR OR OTHER GPS AND SAFETY STICKERS ........................ 5249

16.13 TERM ........................................................................................................... 5350

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 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 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 Agreement, 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 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.

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 filing grievances may be extended.

5.2 PURPOSE
a. This grievance procedure shall be used to process and resolve grievances arising under this Agreement except to the extent that the City Charter vests jurisdiction elsewhere.
b. The purposes of this procedure are:
(1) To resolve grievances informally at the lowest possible level; (2) To provide an orderly procedure for reviewing and resolving grievances promptly.

5.3 DEFINITIONS
a. A grievance is a good faith complaint of one 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 days 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 fourteen (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 December 30, 2023January 10, 2026, all salary steps shall be increased by five-point fiveone percent (5.51%).

This salary step increase to all salary steps will be implemented within sixtyninety (6090) 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 payof implementation will receive the increase retroactively.
b. Effective July 13, 2024January 9, 2027, all salary steps shall be increased by fourtwo and one-half percent (42.5%).
b.c. Effective January 8, 2028, all salary steps shall be increased by three percent (3%).

8 6.3 SIGNING BONUS
Within ninetyforty-five (9045) calendar days after adoption of this Agreement by the City Council, the City will pay all employees a signing bonus of two thousand five hundred dollars ($2,000.00500), 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 example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on-duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date.
(3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step

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 period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the example given above, except fifty-two (52) weeks is required rather than twenty-six (26) weeks.
(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 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.

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.

7.8 LONGEVITY PAY (CITY CHARTER)

12 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 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 two 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 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 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.
b. The amount of City contribution as provided in Ssubection 8.3(b)(1-3) and

8.3(c) for each of the first two (2) paychecks each month shall be based on

13 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 up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
c.d. Notwithstanding subsections 8.1(a), 8.1(b), 8.1(c), eligible Eemployee shall continue to receive a City contribution for each Eligible Paycheck: during(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. d.e. All terms and conditions of medical, dental, vision, disability, and basic life insurance sponsored by the City will be as outlined in certificates of coverage and related insurance contracts.

8.2 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. The amount of City contribution as provided in Section 8.3(b)(1-3) and 8.3(c) for each of the first two 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, 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.

14 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 Ssubsection 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:
(1) Employee Only
Full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month. i. Effective December 30, 2023, for fFull-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be one thousand fifty-one
($1,051)$955.00 per month.
(2) Employee Plus One Dependent
Full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,333.00 per month.
ii. Effective December 30, 2023, for fFull-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)$1,520.00 per month.
(3) Employee Plus Two or More Dependents

15 Full-time employees enrolled in a City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.
iii. Effective December 30, 2023, for fFull-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)$2,026.00 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.

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.

16 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. If all City bargaining units agree to the change, eEmployees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage.
d. Full-time Eemployees not enrolled in a City-sponsored medical plan shall receive a City contribution up to seven hundred forty-seven dollars ($747).00 per month to purchase City-sponsored dental and vision coverage.
d.e. Part-time employees shall receive a prorated City contribution consistent with subsection 8.1(b).
e. Effective the first paycheck of 2025, for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked plans (twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, & VSP basic vision plans). The employee shall be responsible for any premium increase(s) which exceed this amount.
f. Employees shall not receive any unused portion of the City contribution as cash.
f.g. Changes to the City’s healthcare contribution levels as provided in this Section, including the adjustments effective for plan year 2026, shall not create or entitle employees to a special open enrollment period. Open enrollment opportunities shall occur only as provided in the City’s normal annual benefits cycle or as otherwise required by law.

8.4 COVERED DEPENDENTS
a. An employee who has a domestic partner, and has a notarized City provided “Declaration & Understanding of Partnership Status for City of

17 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 registered 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).00 per month for career employees who waive City-sponsored health insurance. Part-time employees shall be prorated as indicated in subsection 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.

18 8.6 LIFE INSURANCE
The City provides basic life insurance in an amount of $10,000.00 to each eligible career employee in the Traffic Engineering Unit at no charge. Employees may purchase, at their expense, additional life insurance of $40,000.00.

Employees may also purchase, at their expense, supplemental life insurance at an amount of up to three (3) times their annual salary, subject to limitations 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).00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65).00 per month, for a total maximum monthly contribution of three hundred sixty- five dollars ($365).00. Retirees shall not receive 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).

19 (2) Employees retiring with thirty (30) or more years of City service shall be eligible for the City's retiree insurance contribution effective with the date of retirement without regard to age.
(3) The City's retiree insurance contribution shall be as follows:
(a) Employees with a minimum 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.
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.

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 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 coverage 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 to participate in a City-sponsored Medicare medical plan or purchase an individual Medicare medical plan.

8.8(a) 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 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).00 for the survivor only or up to three hundred sixty-five dollars ($365).00 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 95, 20262029. 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 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

22 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:

23 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.

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.
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.

24 (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.
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

25 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.

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.

26 (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 receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or 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.

27 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 accommodate the employee's requested vacation schedule each Department shall open to bid vacation scheduling thirty-one (31) days prior to November 1st of each year. Classification seniority shall govern where more than one employee bids for the same period. In case of a tie the employee with the greatest amount of continuous City service shall be senior.
(2) 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 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.

28 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 designated 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
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

29 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 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 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 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.

30 (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.
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.

31 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 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.

32 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. 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; (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,

33 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 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.

34 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.

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

35 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 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 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.

36 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.

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

37 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.
a.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. b.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.
c.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.

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

38 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 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.

39 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. a. Employees who are required to work in excess of their regularly scheduled shift, which is forty (40) hours per workweek, shall be compensated for such work time at one and one-half (1.5) times their regular rate of pay. All paid time shall count as time worked for the purposes of calculating overtime eligibility with the exception of sick leave.
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.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.
d.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.
e.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.

40 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
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, the 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.

41 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.
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.

42 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.
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 staffing 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:

43 (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.
(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 classification 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

44 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. 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, 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 provisional employee with the least City service seniority shall be displaced first. If there are no provisional employees in the lower classification, the probationary employee with the least City service seniority shall be displaced. If there are neither provisional nor probationary employees in the lower classification, the permanent employee with the least City service seniority shall be displaced, provided that the downgrading employee has greater City service seniority. If the permanent employee is unable to downgrade to any job classification within the appropriate regression ladder, 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 employee shall be determined on the basis of greater hire date seniority, or by lowest random number in the event of a tie.

45 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 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 employee was downgraded, salary step placement shall be at the salary step previously held. If, however, said salary step is less than that received in the classification to which the employee was downgraded, salary step placement shall be at the salary step immediately higher. The anniversary date for future in-grade salary adjustments shall be the date of recall to the permanent classification. d. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the salary schedule.

14.6 FRINGE BENEFITS
a. Upon layoff, employees shall be paid for accrued leave balances and similar benefits, as applicable that have a cash value at separation, per this Agreement, applicable ordinances, and rules. Employees beingwho are

46 subsequently recalled and who were eligible for sick leave cashout at the time of separation, shall have theany uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules. However, if eligible, only thoseOnly sick leave hours accrued after recall shall be applied toward any future to sick leave payoff, if eligible.
b. Employees and their eligible dependent(s) laid off who are enrolled in City insurance programs may continue elected coverage limited to the City's medical, dental, or vision, and life insurance planscoverage at the time of layoff may continue their coverage for a period up to six (6) months or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's total premium for the cost of such coverage, at the time of layoff. The employee and any enrolled dependent(s) will be responsible for the full cost of the monthly premiums for COBRA continuation coverage. Payment for COBRA premiums shall be made by the payment deadline specified on the invoice issued by the health carrier or the City.
c. Assistance with enrolling in COBRA coverage or information on eligibility for City retiree health benefits this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by the Benefits Services Division, Department of Human Resources, at the request of laid-off employeesupon 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 layoff; but upon such return must serve the complete probationary period for such job classification.

47 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 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 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

48 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.

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.

49 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.

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.

50 (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 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

51 (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.

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.

52 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.

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.

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,

53 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.

16.13 TERM
a. This Agreement shall remain in full force and effect from December 30, 2023January 10, 2026, to and including January 9, 2026January 5, 2029. b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided.

54 DATED: January 9, 2024April 16, 2026

AUTO, MARINE AND SPECIALTY
PAINTERS, UNION NO. 1176

CITY OF SACRAMENTO

Richard Morales
Business Representative
Shelley Banks-RobinsonLeyne Milstein
Director of Human ResourcesAssistant
City Manager

Eric KuehlewindCarlos Acosta
Negotiating Committee Member
Aaron Donato
Labor Relations Manager

Leslie WisniewskiChe Johnson
Chief Negotiator

Jennifer Ladd Leslie Wisniewski
Negotiating Team Member

David EdrosolanKimberly 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

2023-2025-2028

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 ................................................................................ 4

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 ................................................................................ 9

8.1 ORIGINAL APPOINTMENT COMPENSATION RATE ................................................................. 9

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 ...................................................................................12

9.1 CONTRIBUTION TO FULL-TIME AND PART-TIME CAREER EMPLOYEES .......................... 13 ii

9.2 CONTRIBUTION TO NON-CAREER EMPLOYEES .................................................................. 14

9.3 AMOUNT OF CONTRIBUTION .................................................................................................. 14

9.4 COVERED DEPENDENTS ......................................................................................................... 17

9.5 CASH-BACK LIMITS ................................................................................................................... 18

9.6 LIFE INSURANCE ...................................................................................................................... 18

9.7 FLEXIBLE SPENDING ACCOUNTS .......................................................................................... 19

9.8 RETIREE HEALTH SAVINGS ACCOUNTHEALTH REIMBURSEMENT ARRANGEMENT (HRA) .......................................................................................................................................... 19

9.9 RETIREES OR SURVIVOR DEPENDENTS .............................................................................. 19 ARTICLE 10 – LEAVES ............................................................................................................23

10.1 RECOGNIZED HOLIDAYS ......................................................................................................... 23

10.2 VACATION ADMINISTRATION .................................................................................................. 25

10.3 SICK LEAVE ............................................................................................................................... 27

10.4 PARENTAL LEAVE ..................................................................................................................... 29

10.5 CATASTROPHIC LEAVE PLAN ................................................................................................. 30

10.6 COURT LEAVE ........................................................................................................................... 32

10.7 PERSONAL TIME OFF (PTO) .................................................................................................... 33

10.8 BEREAVEMENT LEAVE ............................................................................................................ 33

10.9 PAID CITY LEAVE ...................................................................................................................... 33 ARTICLE 11 – SPECIAL ALLOWANCES .................................................................................34

11.1 STANDBY ASSIGNMENTS ........................................................................................................ 34

11.2 CALL BACK................................................................................................................................. 35

11.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION ........................................................... 35

11.4 SHIFT DIFFERENTIAL ............................................................................................................... 36

11.5 TUITION REIMBURSEMENT ..................................................................................................... 36

11.6 EMERGENCY RESPONSE ........................................................................................................ 36

11.7 BILINGUAL PAY ......................................................................................................................... 37 ARTICLE 12 – WORKWEEK/OVERTIME .................................................................................37

12.1 WORKWEEK/OVERTIME ........................................................................................................... 37

12.2 PREMIUM PAY CALCULATION ................................................................................................. 40

12.3 VOLUNTARY WORK FURLOUGH PROGRAM ......................................................................... 40 ARTICLE 13 – SAFETY SHOES, SAFETY GLASSES, AND UNIFORMS ................................40

13.1 SAFETY SHOES ......................................................................................................................... 40

13.2 SAFETY GLASSES .................................................................................................................... 41

13.3 DAMAGE TO PRESCRIPTION SAFETY GLASSES.................................................................. 41

13.4 SAFETY AND FOUL WEATHER JACKETS ............................................................................... 42

13.5 UNIFORMS ................................................................................................................................. 42 ARTICLE 14 – LAYOFF ............................................................................................................42

14.1 PURPOSE ................................................................................................................................... 42

14.2 DEFINITIONS.............................................................................................................................. 42

14.3 PROCEDURE ............................................................................................................................. 44

14.4 NOTICE OF LAYOFF .................................................................................................................. 45

14.5 SALARY IN EVENT OF DOWNGRADE ..................................................................................... 45

14.6 FRINGE BENEFITS .................................................................................................................... 45

14.7 RECALL ...................................................................................................................................... 46 ARTICLE 15 – TRANSPORTATION .........................................................................................47 iii

15.1 TRANSPORTATION ................................................................................................................... 47

15.2 DRIVER LICENSE REQUIREMENTS ........................................................................................ 48 ARTICLE 16 – MISCELLANEOUS ............................................................................................49

16.1 SELECTION OF VACANCIES .................................................................................................... 49

16.2 NEW OR REVISED JOB CLASSIFICATION .............................................................................. 49

16.3 NEW EMPLOYEE ORIENTATION ............................................................................................. 50

16.4 NEW EMPLOYEE INFORMATION ............................................................................................. 50

16.5 TRIAL PERIOD ........................................................................................................................... 50

16.6 NO STRIKE OR LOCKOUT ........................................................................................................ 50

16.7 SEPARABILITY ........................................................................................................................... 51

16.8 LETTERS OF REPRIMAND ....................................................................................................... 51

16.9 WITHDRAWAL OF DISCIPLINARY APPEAL ............................................................................ 51

16.10 REQUIRED LICENSES AND CERTIFICATIONS ....................................................................... 52

16.11 EMPLOYEE PERFORMANCE EVALUATIONS ......................................................................... 52

16.12 UTILITIES OPERATIONS AND MAINTENANCE SPECIALIST CLASSIFICATION .................. 52

16.13 PAYROLL ERRORS ................................................................................................................... 53

16.14 PERS RETIREMENT PLAN ........................................................................................................ 53

16.15 MODIFIED/ALTERNATIVE DUTY POLICY ................................................................................ 54

16.16 PROBATIONARY PERIOD ......................................................................................................... 54

16.17 USE OF VOLUNTEERS ............................................................................................................. 55

16.18 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) & SAFETY STICKERS ........ 55

16.19 DEFERRED COMPENSATION PLAN ........................................................................................ 55

16.20 TERM .......................................................................................................................................... 55 Exhibit A – Continuing Letters of Understanding .......................................................................57

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 the 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 appropriate to carry out its mission in situations of emergency.

ARTICLE 4 – UNION RIGHTS

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 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

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 Agreement, 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 job 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) days, the City shall provide the Union with a list of employees who are employed in classifications represented by the bargaining unit.

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 Response. The hearing of the grievance will be held within fourteen (14) calendar days of the second step appeal. The Union representative and designated departmental representative will meet in an effort to settle the matter. The City’s answer will be made 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
Effective July 1, 2023, all salary steps shall be increased by ten percent (10%).

This increase to all salary steps will be implemented within sixty (60) calendar days after the adoption of this Agreement by City Council. Only those employees who are on the payroll and who are employed in a classification covered by this Agreement on the date of implementation will receive the increase retroactively. 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.

9 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.

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.)

10 c. Effective Date of Step Increases/Payroll Changes
All payroll changes shall be effective on the first day of the bi-weekly pay period following the date the employee became eligible for a pay increase, which bi-weekly pay period shall begin at 12:01 a.m. Saturday of the first week, and end at 12:00 midnight on the Friday of the second week. d. Effective Date of Salary Step Increase Upon Extension of Probationary Period
(1) If the probationary period is extended due to light duty, sick leave, or injury-on-duty time, the salary step increase will be delayed for the period of the extension. However, the probationary period shall only be extended if the time exceeds thirty (30) consecutive calendar days.
(2) For an employee in a classification with a six (6) month probationary period who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the salary step increase. For example, an employee is appointed on January 4, 1986, and works in the regular assignment until April 11, 1986. On April 12, 1986, the employee is on injury-on-duty time until July 4, 1986, and returns to the regular assignment on July 5, 1986. The employee successfully completes the probationary period on September 26, 1986. The effective date on the salary step increase is July 5, 1986, because the period April 12, 1986, to July 4, 1986, is included in determining the salary step eligibility date.
(3) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed less than twenty-six (26) weeks of service, the employee shall be eligible for a salary step increase upon successful completion of twenty-six (26) weeks of service, excluding the period of the extension. The period of the extension, however, shall be included in determining the eligibility date for the salary step increase. The effective date of the salary step increase is determined in accordance with the example given above.
(4) When the probationary period is extended for an employee in a classification with a twelve (12) month probationary period who has successfully completed more than twenty-six (26) weeks of service and who successfully completes the extended probationary period, the period of the extension shall be included in determining the eligibility date for the next salary step increase. The effective date of the salary step increase is determined in accordance with the

11 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. 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.

12 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.

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 range as outlined in this Agreement. In the event an employee is "Y-rated" below top step, the employee shall be permitted to advance to the maximum step of the original range.

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.

13 (2) Effective July 10, 2027, longevity pay will be increased by two percent (2%) of their base rate of pay, for a total of three percent (3%).
b. Longevity pay shall be additive and shall not be compounded with any other type of pay or incentive. For purposes of determining employee eligibility for longevity, as provided in this Section, years of service shall be determined by an employee’s City Service Seniority as defined 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 (0.51/2) 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 Ssubsection 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 up to six (6) months or the period of time permitted by Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by personal remittance or other arrangement for payment of the full premiums of any insurance elected to be continued.
d. Notwithstanding Ssubsections 9.1(b), and 9.1(c), eligible employees shall continue to receive a City contribution for each Eligible Paycheck during: (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.

14 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 employees and qualified dependents, if any. The amount of City contribution as provided in Ssubsection 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 Health Savings Account (HSA) to the extent allowed by law.
b. City Contributions
(1) Employee OnlyFor Plan Years Prior to the Effective Date of Subsection (2), the City Contributions Shall be as Follows:
(a) For full-time employees enrolled in City-sponsored medical plan for employee only, the City contribution shall be $838.00 per month.

15 (b)(a) Effective December 30, 2023, fFor full-time employees enrolled in a City-sponsored medical plan for employee only, the City contribution shall be $955.00 per monthnine hundred seventy-one dollars ($971) per month.
(2) Employee Plus One (1) Dependent
(a) For full-time employees enrolled in City-sponsored medical plan for employee plus one (1) dependent, the City
contribution shall be $1,333.00 per month.
(b) Effective December 30, 2023, fFor full-time employees enrolled in a City-sponsored medical plan for employee plus one (1) dependent, the City contribution shall be $1,520.00 one thousand five hundred forty-five dollars ($1,545) per month.
(3) Employee Plus Two (2) or More Dependents
(a) For full-time employees enrolled in City-sponsored medical plan for employee plus two (2) or more dependents, the City contribution shall be $1,777.00 per month.
(2) Effective the pay period beginning <DATE OF FIRST PAY PERIOD AFTER ADOPTION BY CITY COUNCIL>, with the increased
contribution first appearing on the paycheck issued <DATE OF

FIRST ELIGIBLE PAYCHECK FOLLOWING ADOPTION BY CITY
COUNCIL>, for plan year 2026, the City monthly 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 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

16 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) which exceed this amount.

9.3.b(1)(b), 9.3.b(2)(b), and 9.3.b(3)(b) shall be made by the City within sixty (60) calendar days of adoption of this Agreement by the City Council.

17 c.d. Full-time Eemployees not enrolled in a City-Sponsored medical plan shall receive a City contribution of up to seven hundred forty-seven dollars ($747).00 per month to purchase City-Sponsored dental and vision coverage. d.e. Part-time employees shall be receive a prorated City contribution consistent withas indicated in subsection 9.1(b).
e. Effective the first paycheck of 2025, for plan year 2025, the City shall contribute fifty percent (50%) of the first fifty dollars ($50.00) of premium increases, up to a total City dollar maximum contribution of twenty-five dollars ($25.00) per month, toward the cumulative total increase in premiums, from plan year 2024 to plan year 2025, of the benchmarked plans (twenty-five dollar ($25.00) Kaiser HMO, Delta Dental PPO, & VSP basic vision plans). The employee shall be responsible for any premium increase(s) which exceed this amount.
f. f. If all City bargaining units agree to the change, eEmployees who are eligible to receive the City contribution who do not provide proof of other group medical coverage or do not enroll in City medical coverage within thirty (30) calendar days of being eligible for the City’s contribution shall be enrolled in the lowest cost ABHP medical plan for employee only coverage. If all City bargaining units do not agree to the change, the City will continue to enroll such employees in the lowest cost traditional HMO medical plan for employee only coverage. g. Employees shall not receive any unused portion of the City contribution as cash. g.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. 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

18 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).00 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.
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.

19 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 RETIREE HEALTH SAVINGS ACCOUNTHEALTH REIMBURSEMENT

ARRANGEMENT (HRA)
a. Employees shall contribute ten dollars ($10.00) per pay period, which shall be on a pre-tax basis to the extent allowed by law. The plan shall allow both City contributions as well as mandatory pre-tax employee contributions; however, tThere shall be no City contributions to the HRARHSA. 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).00 per month for the retiree. A retiree with one (1) or more dependent(s) enrolled on the retiree’s medical plan shall receive an additional sixty-five dollars ($65).00 per month, for a total maximum monthly contribution of three hundred sixty- five dollars ($365).00. Retirees shall not receive any unused portion of the City contribution as cash.
b. Employees Retiring on or After July 1, 1992
(1) Except as provided below, to be eligible for the City’s retiree insurance contribution, the employee must retire from active service with a minimum of ten (10) full years of City service for a service or ordinary disability retirement, and be minimum age fifty (50).

20 (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.

21 (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 coverage 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 participate in a City-sponsored Medicare medical plan or purchase an individual Medicare medical plan.

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.

22 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).00 for the survivor only or up to three hundred sixty-five dollars ($365).00 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 117, 20258.
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

23 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.

24 (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

25 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.

26 (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 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 receiving straight workers' compensation temporary disability payments, the employee will be allowed to utilize (while off work) accrued vacation time in partial day increments in addition to receiving workers' compensation temporary disability payments with the total aggregate payment of temporary disability and vacation pay not to exceed one hundred percent (100%) of the employee’s regular rate of pay. As a condition of so using such accrued vacation, however, the employee is required to continuously utilize accrued vacation until accrued vacation is exhausted or they return to work. This provision also applies to any accrued leave with the exception as noted in 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.

27 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 designated 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.

28 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, 2005, may convert their remaining sick leave balance to service credit consistent with law and pursuant to the PERS

29 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 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’ 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:

30 (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

31 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.

32 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.

If the employee is in court or on jury duty less than one-half of the shift, the employee will be required to work.
c. In lieu of the shift after service on court leave, a graveyard shift employee may request to take off the shift prior to court leave, provided that if the employee serves less than one-half of the shift, they will be required to use vacation or other leave accruals to cover the shift.
d. To receive pay for work time lost, an employee must provide the City with a statement signed by an official of the court certifying the employee's service as a witness or juror or appearance in court for such purposes, the date or dates of attendance, the time released from attendance, and the compensation paid exclusive of any transportation and subsistence allowance.
e. When a non-career employee is regularly scheduled to work and is ordered to report to testify or for jury duty said employee shall be entitled to court leave benefits in accord with the above-stated procedure.

33 10.7 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 PTO 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 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 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. PTO shall not accumulate from year to year and shall have no cash value.

If an employee is unable to use all of the time by the end of the calendar year based on operational need, the department may approve carry-over to the next year. In all other cases, the time shall be forfeited.

10.8 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.

10.9 PAID CITY LEAVE
Employee who are employed in a classification represented by the Union on April 12, 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

10.9 (Paid City Leave) 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 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 hourly rate of pay they are receiving at the time of payment, less ordinary payroll deductions.

34 b. Upon separation from City service, employees with a balance of the Paid City Leave described in Section 10.9 (Paid City Leave) 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.

ARTICLE 11 – SPECIAL ALLOWANCES

11.1 STANDBY ASSIGNMENTS
a. Employees required to be on standby assignment for emergency work shall be paid at the rate of $245.00 per week or the daily pro rata rate in addition to their regular compensation.
a. Effective January 13, 2024, employees required to be on standby assignment for emergency work shall be paid at the rate of $280.00 per week or the daily pro rata rate of $40.00 in addition to their regular compensation.
b. Effective April 18, 2026, the following subsection will replace subsection (a), above: An employee who is required to be on standby assignment for emergency work shall be paid at the rate of three hundred twenty nine dollars ($329) per week or the daily pro rata rate of forty seven dollars ($47) in addition to their regular compensation.
c. An employee who has completed their regular shift and has left the premises and is called back to work from their home shall receive a minimum of two (2) hours pay, or actual hours worked, whichever is greater, at the overtime rate of one and one-half (1.5) times their regular rate of pay.

All paid time shall count as time worked for the purposes of calculating overtime with the exception of sick leave.
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.

35 f. Employees who are issued a City cell phone, laptop and/or pager are not on standby unless assigned by the appointing authority. g. Standby assignments are an essential function and will be staffed first from a voluntary sign-up list which will include all classifications within Field Services. If there are not enough volunteers to staff standby assignments within a Section of the Field Services Division, all classifications within the Section where there are not enough volunteers to staff standby assignment(s) shall be assigned on a rotational basis, in accordance with classification seniority, beginning with the Utilities Operations and Maintenance Serviceworker or Utilities Operations and Maintenance Leadworker with the least classification seniority who has passed probation as a Utilities Operations and Maintenance Serviceworker. The rotational standby assignments shall continue until such time as there again are volunteers within the affected Section.

11.2 CALL BACK
When an employee is called to report to work prior to the start of their next regularly scheduled shift, the employee shall be compensated at two (2) hour minimum, or for actual hours worked, whichever is greater, at the overtime rate of one and one- half (1.5) times their regular rate of pay.

An employee shall only receive the callback minimum for the first callback in 24- hour period and each subsequent callback shall be compensated in accordance with Article 12-Workweek/Overtime. Callback pay is not applicable to scheduled overtime or as an extension of an employee’s regular shift.

11.3 TEMPORARY WORK IN A HIGHER CLASSIFICATION
Temporary assignments to higher classifications shall be permitted only in those cases where, in the judgment of the Department Head, or designee, it is necessary to maintain proper and efficient departmental operations. An employee temporarily assigned to 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 Step 1 of the higher classification, whichever is greater, but not to exceed the top step of the higher classification, for the duration of the higher class assignment.

Temporary assignments to a higher classification shall be made from the current eligible list for the higher classification. If no list is established, the Department Head, or designee, may fill the temporary assignment with an available qualified employee based on: (1) relative experience and capability in performing the required job function, and (2) taking into consideration the relative disruptive effect on the departmental operations and established work schedule.

36 The City recognizes that temporary work in a higher classification shall not be used as a device for circumventing career civil service positions.

11.4 SHIFT DIFFERENTIAL
a. Employees who work five-eighths (5/8) or more of their regular workshift in the period extending from 6:00 p.m. to 6:00 a.m., shall receive for the entire shift a night-shift differential of five percent (5%) in addition to their regular wage. 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 receive for those hours worked (to the nearest one-half hour) within this period, a night-shift differential of five percent (5%) in addition to their regular wage. b. An employee shall not receive night shift premium pay when on vacation or other authorized leave of absence with pay.

11.5 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.

11.6 EMERGENCY RESPONSE
a. Employees may be assigned and/or reassigned for emergency reasons including, but not limited to, storm duty, as declared by the City Manager or designee. During an emergency, the shift change notice as required in Section 12.1(c)(2) shall not apply and employees may be assigned to work either (8), ten (10), or twelve (12) hour shifts. During such assignment employees shall receive overtime in accordance with Section 12.1(e) and shift differential in accordance with Section 11.4. Once the emergency has been resolved, the employee shall be returned to the shift the employee worked prior to the emergency being declared.
b. 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. Rest periods longer than the normal meal period shall not be compensated. An employee’s work hours may be flexed with mutual agreement of the employee and supervisor.

37 c. 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 perform effectively in the emergency.
d. Nothing in this Section shall be construed to limit the management’s right to assign or reassign employees in an emergency.

11.7 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 at the rate of twenty-dollars ($20.00) bi-weekly 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 operation.

ARTICLE 12 – WORKWEEK/OVERTIME

12.1 WORKWEEK/OVERTIME
a. Workweek
The normal workweek for employees covered by this Agreement shall be Monday through Friday consisting of forty (40) working hours. The City may establish a workweek schedule consisting of forty (40) hours in increments of four ten (10) hour workdays or five eight (8) hour workdays, or a 9-80 workweek schedule consisting of four nine (9) hour workdays, four nine (9) hour workdays, and one eight (8) hour workday during an eighty (80) hour bi-weekly period. The City agrees to discuss with the Union thirty (30) days in advance of implementation of the four ten (10) workweek or 9-80 workweek schedule.
b. Shift Schedules
Shift start time shall be determined by the Department Head, or designee.

Shift changes shall be in accordance with Section 12.1(c)(2).

38 (1) Day shift: shall start work between 6:00 a.m. and 8:00 a.m. and shall consist of an eight and one-half (8.5) consecutive hour period less thirty (30) minutes for an unpaid meal period.
(2) Swing shift: shall start work between 2:30 p.m. and 4:30 p.m. and shall consist of an eight and one-half (8.5) consecutive hour period less thirty (30) minutes for an unpaid meal period.
(3) Graveyard shift: shall start work between 11:00 p.m. and 1:00 a.m. and shall consist of an eight and one-half (8.5) consecutive hour period less thirty (30) minutes for an unpaid meal period. (4) Employees shall be provided a minimum of a thirty (30) calendar days’ notice when permanently moving from day shift to swing shift or graveyard shift.
(5) These shift schedules do not apply to non-career employees. c. Shift Assignments
(1) Shift assignments will be made from a voluntary sign-up of qualified employees by classification. If all of the volunteers are qualified, the selection to the shift shall be by greatest classification seniority. If there are not sufficient qualified employees who volunteer, the least senior qualified employee by classification shall be assigned to the shift. The Division Manager or designee shall determine whether an employee is qualified under this paragraph.
(2) Employees shall be given at least five (5) workdays' notice prior to a change in their assigned workdays or shift. The notice requirement shall not apply to emergency assignments, declared by the department head or designee, or changes as a result of absences by other employees. If an employee's workdays or shift are changed without the above notification, they shall be paid the overtime rate for all hours worked on the first day of the new work schedule. A shift change shall not be used to avoid the payment overtime. This paragraph does not apply to non-career employees.
(3) An employee’s shift assignment shall be defined as the shift the employee’s workweek began on and the employee shall remain on the same shift for five (5) consecutive standard work-days, unless the shift is changed in accordance with 12.1(c)(2). This paragraph does not apply to non-career employees.

39 d. Swing and Graveyard Assignments
To be eligible for these shifts:
(1) Employees in the Utilities Operations and Maintenance Serviceworker classification must successfully complete their initial probationary period.
(2) Employees on probation as a Utilities Operations and Maintenance Leadworker can apply for swing shift assignment while on probation only with the approval of the Superintendent or designee. (3) There shall be no rotation of employees assigned to swing shift. (4) Employees shall be provided a minimum of a thirty (30) calendar day notice when moving from the day shift to the swing shift. e. Overtime/Compensating Time Off (CTO)
(1) Full-time employees who are required to work in excess of forty (40) hours in a single workweek shall be compensated for such work at one and one-half (1.5) times their regular rate of pay. All paid time shall count as time worked for the purposes of calculating overtime eligibility with the exception of sick leave.
(2) 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 single workweek. All paid time shall count as time worked for the purposes of calculating overtime eligibility.
(3) Overtime compensation shall be paid by cash payment. In lieu of cash payment, Compensating Time Off (CTO) may be earned by mutual agreement between the employee and the appointing authority or designee. The scheduling of CTO use must be approved in advance by the appointing authority or designee.
(4) Employees may accrue up to one hundred and twenty (120) hours of CTO. In the event of an emergency declared by the City Manager, the one hundred twenty (120) hour maximum may be extended up to forty (40) hours, up to a maximum of one hundred sixty (160) hours. 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.

40 f. Lunch Break Overtime
When an employee is assigned by their supervisor to remain on duty through their lunch break they shall be compensated at the rate of one and one-half (1.5) times the regular rate of pay providing the employee is required to work in excess of a normal workday. A lunch period is not work time if an employee is completely free from duties during the lunch break.

12.2 PREMIUM PAY CALCULATION
The annual hourly factor used to calculate the hourly rate for premium pay will be 2,080 hours. This hourly rate is to be used to determine the following premium pay benefits:

Crane/Backhoe Pay
Overtime Pay
Out-of-Classification Pay
Sick Leave Incentive Payouts
Vacation Sell-Back
Night-Shift Premium Pay
Night-Shift Premium Overtime Pay
Night-Shift Premium Crane/Backhoe Pay
Night-Shift Premium Out-of-Class Pay

12.3 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 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 13 – SAFETY SHOES, SAFETY GLASSES, AND UNIFORMS

13.1 SAFETY SHOES
a. Where the City requires that safety shoes be worn by employees as a condition of employment, the City shall reimburse said employees for the cost of an acceptable safety shoe up to a maximum of $200.00 per pair, or up to a maximum of $250.00 per pair if special order is required, and normally no more than two (2) pair per fiscal year. When needed, employees may purchase and request to be reimbursed for two (2) pairs of safety shoes at the same time. To be eligible for this reimbursement, the employee must obtain prior authorization from their superintendent before

41 purchasing safety shoes and must submit the receipt to the superintendent to verify the cost and substantiate the reimbursement.
b. The City maintains the right to specify the type of required safety shoe. c. During the term of this Agreement, the City shall have the right to establish and enter into a contract with a safety shoe vendor to provide safety shoes to employees. Once the vendor has been established, the City shall eliminate the reimbursement as required by this Section.

13.2 SAFETY GLASSES
a. It shall be mandatory for employees to wear safety glasses where such glasses are required to be worn by the City. Employees who wear prescription glasses shall be required to wear protective eyewear supplied by the City or prescription safety glasses. The City shall provide non- prescription safety glasses for employees.
b. Employees are free to purchase non-prescription or prescription safety glasses from any source the employee chooses. The City will reimburse the employee for the purchase of prescription safety glasses up to a maximum cost of $150.00 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.

13.3 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.

42 13.4 SAFETY AND FOUL WEATHER JACKETS
a. The City will provide one (1) ANSI Class 2 “Thinline” safety jacket for each employee.
b. Employees whose duties and responsibilities include working outside during inclement weather shall be provided an inclement weather jacket. a.c. The City maintains the right to specify the type of required safety jacket or inclement weather jacket, and may satisfy the requirements of this Section by issuing a single jacket suitable for both purposes.
b.d. Employees shall be responsible for the laundry, maintenance, and repair of such jacket(s). Replacement of unserviceable jackets shall be the responsibility of the City. Stolen jackets shall be reported promptly to the employee’s supervisor and replaced by the City,

13.5 UNIFORMS
a. All employees covered by this Agreement and required by the City to wear a uniform shall have a clean uniform provided five days a week (5-5-1), at no cost to the employee.
b. The value of the uniforms provided by the City shall be reported as compensation at the rate of five dollars ($5.00) bi-weekly to the Public Employees Retirement System (PERS).
c. All employees who are provided with a uniform shall meet Department dress and grooming standards and adhere to the uniform policy of the division and/or Department.

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 or lack of budgeted funds. b. Seniority:
(1) Classification Seniority: Classification seniority shall be defined as the effective date of probationary appointment to the employee's

43 present job classification including any time spent in a higher job classification. For classifications which have flexible staffing as defined in the Civil Service Board Rules and Regulations 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) Unit Seniority: Unit seniority shall be defined as the effective date of probationary appointment to the employee's first full-time career position in a job classification contained within the Water and Sewer Representation Unit.
(3) 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. (4) Hire Date Seniority: Hire date seniority shall be defined as the employee's first date of hire to any position with the City. (5) Termination of Seniority: Termination of classification seniority, unit seniority, and City service seniority shall occur upon:
(a) Resignation, except that, effective January 9, 2024, any employe who is appointed from a reemployment list and
completes a probationary period, if any, in the position to which they were reemployed may count the seniority which they accumulated prior to resignation.
(b) Discharge.
(c) Retirement.
(d) Layoff in excess of five (5) consecutive years out of the City service.
(e) Failure to comply, report, or respond to a recall notice within seventeen (17) calendar days from the date of postmark on the recall notice.
c. Downgrade: A downgrade shall be defined as a change in job classification within a regression ladder 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

44 layoff. The regression ladder for the Water and Sewer Unit is set forth below:
(1) Utilities Operations and Maintenance Leadworker
Utilities Operations and Maintenance Serviceworker
Utilities Field Services Serviceworker (Apprentice)
(2) Water Cross-Connection Control Specialist
Utilities Operations and Maintenance Leadworker
Assistant Water Cross-Connection Control Specialist
Utilities Operations and Maintenance Serviceworker
(3) Utilities Operations and Maintenance Leadworker
Utilities Locater
Utilities Operations and Maintenance Serviceworker
d. 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.

14.3 PROCEDURE
a. Within each job classification in each department in which a layoff occurs, employees shall be laid off in the order of their classification seniority, beginning with the employee with the least classification seniority. b. Any probationary employee who is affected by a layoff or displaced by a downgrading employee shall return to the last job classification in which the employee holds permanent status. If the employee does not hold permanent status in another job classification, they shall be laid off; the name of such employee may be restored to an eligible list in accordance with applicable Civil Service Rules. 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.
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 the employee can displace an employee in the lower classification. If there are any probationary employees in the lower job classification, the probationary employee with the least Unit seniority shall be displaced first. If there are no probationary employees in the lower job classification, the permanent employee with the least Unit seniority shall be displaced, provided that the downgrading employee has greater Unit seniority. If the permanent employee is unable to downgrade to any job classification within their regression ladder, such employee shall be laid off.

45 d. An employee may accept a layoff in lieu of a downgrade under Section

14.3(c) of this Article, by written notification to Labor Relations within 72 hours of receiving notice of layoff. Where the employee accepts a layoff in lieu of a downgrade, said employee shall forfeit all recall rights except to a vacancy within the same classification 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 Unit seniority. If two (2) or more employees have an equal amount of Unit 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 in the event of a tie, the senior employee shall be determined on the basis of highest drawn random number.

14.4 NOTICE OF LAYOFF
In the event of layoff, the City shall send by certified mail, a notice to all affected employee(s). Such notice shall be postmarked at least seventeen (17) calendar days in advance of the effective date of layoff. Such layoff notice shall be mailed to the employee's address currently printed on the employee's paycheck, 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.

14.5 SALARY IN EVENT OF DOWNGRADE
a. An employee who is downgraded through a regression ladder pursuant to this Article shall be paid the top step rate of the lower job classification.

Upon subsequent recall through a regression ladder, the employee shall be restored to their original pay rate step in the classification in which permanent status is held. The anniversary date for such recalled employee for future in-grade salary adjustments shall be the date of recall to the permanent job classification.
b. Salary as referred to in this Article shall be the monthly salary range and respective salary step for the affected classification as identified in the current salary schedule.

14.6 FRINGE BENEFITS
a. Employees laid off shall be paid sick leave, vacation, holiday accrual, longevity, and similar benefitsfor accrued leave balance that have a cash value at separation, per this Agreement, applicable ordinances, and rules.

Employees who are subsequently being recalled and who were eligible for

46 received a sick leave cashoutpayoff at the time of layoffseparation, shall have the any uncompensated portion of their sick leave balance restored in accordance with this Agreement, applicable ordinances, and rules.; provided, however, that oOnly those sick leave hours accrued after recall shall be applied toward any future sick leave payoff, if eligible related to a subsequent termination.
b. Employees and their eligible dependent(s)laid off who are enrolled in City medical, dental, or vision insurance programs may continue elected coverage for a period up to six (6) months or the period of time permitted by the Consolidated Omnibus Budget Reconciliation Act (COBRA), whichever is greater, by advanced personal remittance for each month's total premium for the cost of such coverage, at the time of layoff. The employee and any enrollment dependent(s) will be responsible for the full cost of the monthly premiums 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 this insurance option, unemployment benefits, and the availability of retirement benefits or refunds as governed by the City Charter will be provided by the Benefit Services Division, Department of Human Resources, at the upon request of the laid off employees.

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. 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 year from the date of layoff; 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 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

47 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 serve a probationary period in any job classification to which the employee is recalled after the five (5) year period. If the employee fails the probationary period, they shall gain permanent status for purposes of layoff in the classification immediately preceding the serving of the probationary period. c. When a vacancy exists and employees are to be recalled, notice of the opening(s) shall be sent to the mailing address as shown on the employee's last paycheck unless a more recent address has been furnished by the laid- off/ downgraded employee. To expedite recall, more than one employee may be notified of an opening. This recall notice shall be by certified mail and the employee shall have seventeen (17) calendar days to report to work from the date of postmark on the recall notice. If said employee fails to report to work within seventeen (17) calendar days, they will lose all recall rights.

An employee who has been laid off shall be required to meet the physical and other minimum qualifications of the classification to which they are recalled. Any additional qualifications established during said employee's layoff shall be waived with regard to an employee holding recall rights to that job classification except as required by law. An employee who accepts recall shall receive all seniority to which they are entitled under Section

14.2(b)(2) of this Article.
d. If limited-term/seasonal vacancies occur in a job classification while permanent employees are laid off or downgraded, the City shall utilize the existing recall list for that job classification to fill such limited-term/seasonal vacancies; provided if an employee either accepts or refuses recall to a limited-term/seasonal vacancy it shall have no effect on said recall rights to a permanent vacancy. If all employees refuse recall to a limited- term/seasonal vacancy, the City shall have the right to fill said limited- term/seasonal vacancies in accordance with applicable rules. Further, the City agrees that subsidized employees (CETA, etc.) cannot work in a job classification so long as any employee has recall rights to that job classification; nor shall any limited-term/seasonal employees be hired at other than the entry-level position while a permanent employee is laid off or downgraded from that job classification.

ARTICLE 15 – TRANSPORTATION

15.1 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

48 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 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.

15.2 DRIVER LICENSE REQUIREMENTS
a. As a condition of continued employment, each employee hired prior to July 13, 1991, shall possess a valid commercial California driver license and endorsements as follows:

Classification
Required
License Endorsements
Utilities Operations and Maintenance
Leadworker
B(1)(2):MSA;
A(1)(2):MSA
Tank Vehicle*

Utilities Operations and Maintenance
Serviceworker
B(1)(2):MSA;
A(1)(2):MSA
Tank Vehicle*

*Mandatory for some assignments
(1) License must not have an air brake restriction
(2) License must not have an automatic transmission restriction b. Employees appointed on or after July 13, 1991, shall be required, as a condition of continued employment, to possess a Class "B" license and endorsements, and in some assignments a Class "A" license and endorsements.
c. If there are insufficient numbers of employees who possess the required commercial license and/or endorsements when the commercial license and/or endorsements are mandatory for some assignments only, then the commercial license and/or endorsements shall be mandated as necessary for the designated assignments.

49 d. The City shall attempt to make reasonable accommodation for an employee who is unable to qualify for the required commercial license for medical reasons, but is able to maintain a Class "C" license.
e. The current driver license requirements for all classifications not identified herein shall continue without change.

ARTICLE 16 – MISCELLANEOUS

16.1 SELECTION OF VACANCIES
a. When a permanent vacancy occurs which is not due to a lateral classification reassignment, a notice of such vacancy shall be posted on the employee bulletin board at least two (2) weeks before the vacancy is filled.

Employees holding permanent status in that classification in which the vacancy arises may request to be reassigned to such vacancy. The Department Head shall give first consideration to those employees making such requests before considering any other persons for the vacancy. If more than one qualified employee requests such vacancy, the assignment shall be based on (1) relative experience and capability in performing the required job function, and (2) relative disruptive effects on the departmental operations and established work schedule. Other considerations may be the employee’s performance, attendance, seniority and disciplinary history. b. 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.

16.2 NEW OR REVISED JOB CLASSIFICATION
a. It is recognized that the establishment of new or revised job classifications within the Unit covered by this Agreement may be warranted because of changes in job content or services offered by the City. Under such circumstances, the City shall prepare and submit to the Union the proposed descriptions and proposed appropriate rate ranges for such job classifications as will have been determined to be within the Unit covered by this Agreement not less than fifteen (15) days prior to submission of the job classification to the Civil Service Board. Upon request of the Union, the fifteen (15) day period will be extended by an additional ten (10) days. b. The Union shall have the right to file an appeal to the Civil Service Board regarding job classification.

50 16.3 NEW EMPLOYEE ORIENTATION
Unless otherwise agreed in advance, Union Business Representatives, or their designees, shall be provided to fifteen (15) minutes to attend the City’s regularly scheduled new-employee orientations so that they may provide information about the Union and labor agreement.

The new-employee orientation schedule, and the reserved fifteen (15) minutes of time for the Union’s representative(s) to attend, shall be established by the City.

The City shall make a reasonable effort to provide the Union with at least forty- eight (48) hours’ notice of changes to the regular schedule.

16.4 NEW EMPLOYEE INFORMATION
At least every thirty (30) days, the City shall provide the Union with a list of employees who are employed in classification represented by the bargaining unit.

To the extent it is known, information shall include: name; classification date; job title; department; work, work, home, and personal cellular phone numbers; personal email address; and the home address of each employee.

16.5 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 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.

16.6 NO STRIKE OR LOCKOUT
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 or other concerted activity and the City agrees that it shall not cause or engage in any lockout.

51 16.7 SEPARABILITY
In the event that any provision of this Agreement shall at any time be declared invalid by any court of competent jurisdiction or by governmental regulations or decree, such decision shall not invalidate the entire Agreement, it being the expressed intention of the parties hereto that all other provisions not declared invalid shall remain in full force and effect.

16.8 LETTERS 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 after October 28, 1995, will be withdrawn from an employee's official personnel file two (2) years from the date of issue provided there has not been additional formal discipline imposed during the two-year period.
c. A letter of reprimand issued prior to October 28, 1995, may be pulled at the request of the employee provided there was no additional formal discipline imposed within five (5) years from the date of issue.
d. Documented counselings will be withdrawn from an employee’s department file eighteen (18) months from the date of issue provided there has not been formal discipline imposed during the eighteen-month period. Once removed, the documented counseling may not be used to enhance the subsequent discipline, but may be used to demonstrate that the employee is aware of the issue and/or for impeachment purposes.

16.9 WITHDRAWAL OF DISCIPLINARY APPEAL
The employee or union may withdraw an 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) calendar 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.

An employee who resigns or retires from City service with an outstanding disciplinary appeal is deemed to have withdrawn the appeal and waived any right to pursue the appeal.

52 16.10 REQUIRED LICENSES AND CERTIFICATIONS
Where the City requires that employees maintain licenses and/or certifications, the Department Head or designee may consider, on a classification-by-classification basis, reimbursing employees for costs associated with the renewal of such licenses and/or certifications. This Section shall not apply to driver licenses.

16.11 EMPLOYEE PERFORMANCE EVALUATIONS
a. Each City department shall have the right to conduct employee performance evaluations on a department-wide basis for career and/or non-career employees at the discretion of the appointing authority. b. An employee in a classification requiring a twelve (12) month probationary period shall receive no less than four (4) performance evaluations, at reasonable intervals, during the probationary period.
c. A career employee who disagrees with a performance evaluation may within ten (10) workdays from the date of the performance counseling:
(1) Write a rebuttal statement for attachment to the performance evaluation form; and
(2) Informally appeal to the supervisor of the reviewer, but in no case higher than the Department Head.
d. Appeals on employee performance counseling are not subject to the grievance procedure.
e. The performance evaluation shall be maintained in the personnel files of the employee's Department for three (3) years from the date of the evaluation was issued. Thereafter, it shall be removed and returned to the employee.

16.12 UTILITIES OPERATIONS AND MAINTENANCE SPECIALIST CLASSIFICATION a. Effective January 6, 2018, the Utilities Operations and Maintenance Specialist (Specialist) classification will be abolished and the employees holding the Specialist classification will be reallocated to Utilities Operations and Maintenance Serviceworkers (Serviceworker). The Serviceworker job specification will be updated to incorporate appropriate duties. The employees in the Specialist classification shall be Y-rated in accordance with the Civil Service Board Rule 3.5(a).
b. Effective December 8, 2018, Human Resources will manually increase the salaries of employees who are Y-rated as a result of 16.12(a), to account for the salary increase provided in Article 6.2(c).

53 16.13 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 all available paid leave balances, except sick leave, equivalent to the overpayment at the employee's current hourly rate;
(3) A repayment schedule through payroll deduction; and/or (4) Other means, as may be mutually agreed between the parties.

Repayment schedules shall equal five percent (5%) of the overpayment or one hundred fifty dollars ($150.00) per pay period, whichever is greater, up to three thousand dollars ($3,000.00). An overpayment of greater than three thousand dollars ($3,000.00) shall automatically invoke a hardship review.

In addition, employees may request a hardship review. Repayment amounts that equal less than one hundred fifty dollars ($150.00) shall be collected in one payment. 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.
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.

16.14 PERS RETIREMENT PLAN
a. Member Contribution to PERS Retirement Plan – Classic Members (1) Classic members, as defined by PERS, shall qualify for the 2% at 55 benefit formula and retirement shall be based upon the highest twelve (12) consecutive months of compensation.

54 (2) All classic members shall pay eight percent (8%) of salary to the PERS retirement plan. The employee shall pay the seven percent (7%) employee contribution and an additional one percent (1%) contribution through PERS cost-share. The CalPERS cost share amendment was completed on July 11, 2015.
(3) The City agrees to withhold the above contributions on a pre-tax basis to the extent allowable under State and federal law. b. Member Contribution to PERS Retirement Plan – New Members “New members” as defined by Public Employees’ Pension Reform Act (PEPRA) shall be members in the PERS on terms consistent with the PEPRA. New members shall qualify for the 2% at 62 benefit formula, shall contribute fifty percent (50%) of the total normal cost as required by PEPRA, and retirement shall be based upon the highest thirty-six (36) consecutive months of compensation.
c. Effective November 15, 2014, the Sacramento City Employees Retirement System one hundred dollars ($100.00) monthly add-on shall be eliminated.

16.15 MODIFIED/ALTERNATIVE DUTY POLICY
The City’s Modified/Alternative Duty Policy is applicable to employees who have been injured on-the-job.

16.16 PROBATIONARY PERIOD
a. All bargaining unit employees hired on or after November 4, 2000, shall serve an initial probationary period of one year.
b. An employee serving a probationary period shall receive a minimum of four (4) written performance appraisals, based on evaluations conducted at six (6), eight (8), ten (10) and twelve (12) months of service. Evaluation shall be completed using a standardized evaluation form prescribed by the appointing authority.
c. The necessity for a written performance appraisal shall be eliminated if, at any point during the one-year probationary period, the appointing authority releases the employee during probation.
d. A probationary employee may be released from their position at the discretion of the appointing authority at any time during the one-year probationary period without right of appeal. Such release shall be confirmed in writing.

55 16.17 USE OF VOLUNTEERS
Except as limited by law, the City shall retain the right to use volunteers and others without compensation to perform services at the discretion of the City.

16.18 ZONAR OR OTHER GLOBAL POSITIONING SYSTEMS (GPS) & SAFETY

STICKERS
Zonar and other GPS devices will be used for purposes of improving departmental efficiencies to include, but not limited to, preserving City resources, preventing idle time, and employees being out of their assigned work areas. 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.

16.19 DEFERRED COMPENSATION PLAN
Career employees may participate in the City’s Deferred Compensation 457 Plan, to the extent provided by law.

16.20 TERM
a. This Agreement shall remain in full force and effect from July 1, 2023July 12, 2025, to and including July 11, 2025July 7, 2028.
b. The provisions of this Agreement shall be effective on the effective date stated above except as otherwise specifically provided. c. The Letters of Understanding at Exhibit A are hereby incorporated and shall remain in effect during the term of this Agreement.

56 DATED: April 14, 2026

PLUMBERS AND PIPEFITTERS,
LOCAL #447

CITY OF SACRAMENTO

Todd Schiavo
Business Manager
Leyne Milstein
Assistant City Manager

Tom Aten
Business Agent/Chief Negotiator
Aaron Donato
Labor Relations Manager

Dave Sorenson
Negotiations Committee Member
Christen Snyder
Labor Relations Officer

Isaac Garcia
Negotiations Committee Member

Thomas Mahoney
Negotiations Committee Member
Approved as to form:

Brett M. Witter
Chief Assistant City Attorney

57 Exhibit A – Continuing Letters of Understanding

58 59

60 61

62 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

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Sacramento City CouncilApril 14, 2026

Sacramento City Council
April 14, 2026