1 MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF SALINAS
AND
THE ASSOCIATION OF MANAGEMENT
PERSONNEL OF SALINAS
SECTION 1 - NO ABROGATION OF RIGHTS
The parties acknowledge that the City rights and employee rights as indicated under Municipal Code Chapter 25, Sections 31 and 32, other applicable State or Municipal laws, and City Personnel Rules and Regulations, and the rights of the City Council are neither abrogated nor made subject to the meet and confer process by the adoption of this Memorandum of Understanding. Further, the City reserves all the rights, powers, and authority customarily exercised by the City except as otherwise specifically designated or modified by express provisions of this Memorandum of Understanding.
SECTION 2 - PAST PRACTICES
The parties agree that this Memorandum of Understanding supersedes any past practices covered by this Memorandum of Understanding and any other written agreement between the parties not addressed in this Memorandum of Understanding.
SECTION 3 - NO DISCRIMINATION
The City and the Association will cooperate in pursuing a policy of no discrimination. Unit employees shall have the right to form, join and participate in the activities of employee organizations of their own choosing of the purpose of representation on all matters of employer-employee relations, including wages, hours, and other items and conditions of employment. No such employee shall be interfered with, restrained, coerced, or discriminated against by the City or the Association because of his/her exercise of the rights established by law.
SECTION 4 - RECOGNITION MATTERS
The Association has been recognized pursuant to the provisions and limitations of Government Code Sections 3500 through 3510 and the City Ordinance No. 2000 and Resolution No. 12542 as the recognized employee organization for regular employees assigned to certain classifications designated on the salary schedule maintained by the Human Resources Department.
The Association shall have the right to represent said employees in all matters relating to employment conditions and employer -employee relations, including, but not limited to, wages, hours and other terms and conditions of employment except that such right does not extend to meeting and conferring or consideration of the merits, necessity, or organization of any service or activity provided by law or executive order.
2 SECTION 5 - PAY RATES AND PRACTICES
A. Wages
Salaries of classifications represented by this Association shall be increased on the salary schedule as follows:
1. Four percent (4%) on the salary schedule effective with the first full pay period following ratification and City Council approval of this Memorandum of Understanding (“MOU”) or July 6, 2026, whichever is later.
2. Two percent (2%) on the salary schedule effective with the first full pay period in J uly 2027.
3. Three percent (3%) on the salary schedule effective with the first full pay period of July 2028.
B. Bilingual Premium/Stipend
A premium of five percent (5%) of base salary shall be paid to an employee who, prior to January 1, 2017, was assigned by management to speak and use a language other than English in the course of the employee's duties.
On and after January 1, 2017, any employee assigned by the City Manager, City Attorney, or a Department Director to routinely and consistently speak a language other than English during the course of his/her duties (including routine and consistent translation services provided to other City employees to assist them in the fulfillment of their duties) shall receive a stipend of $75 per pay period. The City may require an employee demonstrate proficiency in the subject language through the use of generally accepted testing procedures; these tests shall be conducted at the City’s expense, and shall be considered to be working hours for the employee. The City shall establish minimum standards and test scores for an employee to be considered to be qualified to receive this stipend. The City shall initiate the payment of the stipend in the first full pay period after the employee passes the City -sponsored test ; no retroactive stipend will be paid.
In the event that the Department Director determines that it is no longer necessary for an employee to perform the duties described above, he/she shall notify the employee in writing, with a copy to the Human Resources Director. In this event, or in the event of an involuntary reclassification, the employee shall continue to receive the stipend for a 60 -day period following the notification or reclassification. If the employee is voluntarily reclassified, transferred, or promoted into a new position that does not require these services, the stipend shall terminate immediately. If the employee has taken and passed a City -sponsored test demonstrating proficiency, it shall not be necessary for the employee to take any further tests.
This section is subject to administrative direction (Administrative Memorandum 89 -03), except as provided above.
3 C. Longevity Pay
Employees who have completed twenty (20) years of regular service with the City of Salinas shall permanently receive a longevity pay incentive of an additional five percent (5%) base salary in recognition of their time in service.
D. Educational Achievement Pay
1. The City will compensate any full-time employee who holds a bachelor’s degree from an accredited college or university with a two and one -half percent (2.5%) incentive pay to base salary.
2. The City will compensate any full-time employee who holds a graduate degree from an accredited college or university, that is determined to be job related by the Department Director, with a two and one -half percent (2 .5%) incentive pay to base salary.
E. Temporary Upgrade Pay
An employee who is assigned by the Department Director to perform all the duties of a vacant position in a higher classification for a limited duration (up to 960 hours each fiscal year), during recruitment for a regular appointment to the vacant position, while relieved of the duties of the employee’s current position, shall receive temporary upgrade pay while performing those duties. Such pay shall start on the first day of assignment and amount to ten percent (10%) of the employee’s base rate of pay. Request for temporary upgrade pay must be submitted to the Human Resources Director within the pay period in which the assignment was worked.
F. Wellness Dog Premium
Effective July 6, 2026, the City will pay a Canine (Wellness Dog) Premium of $150.00 per week to a member of AMPS who is routinely and consistently assigned as a Wellness Dog handler. The City and the Association reasonably approximate that the Wellness Dog handler will spend four (4) hours per workweek, while otherwise off duty, walking, grooming/cleaning, feeding, training, and otherwise caring for and maintaining the canine.
This compensation is intended to compensate for all off -duty care of the canine and related activity; payment will be processed automatically upon placement of the canine with the handler. Additionally, a Wellness Dog handler may be authorized to flex up to eight (8) hours per pay period for wellness dog activities outside the handler ’s regular schedule, subject to supervisor approval based on operational needs. In the event of a medical emergency or other unusual circumstance requiring extraordinary care for the canine, the handler must notify a supervisor as soon as possible of any a dditional time required. In addition, veterinarian fees, food costs, and other reasonable expenses for the upkeep of the Wellness Dog are reimbursed upon proper request for reimbursement.
G. Additional Duties Pay
Special Assignment Pay While Performing Additional Responsibilities. An employee who is assigned by the Department Director a significant increase in duties and responsibility within
4 or outside of his/her current classification may receive a ten percent (10%) Special Assignment Pay. Such pay is authorized on recommendation of the Department Director with prior approval of the Human Resources Director. It may be paid for special assig nments of not less than two (2) weeks nor more than three (3) months duration. The City Manager may approve additional special assignment pay beyond three (3) months for exceptionally difficult long-range assignments.
SECTION 6 - BENEFITS
A. Health, Dental, and Vision Plan
1. Dental and Vision Premiums
a. The City will pay the full amount of premiums for dental and vision plan s for the employee and eligible dependents for full-time employees.
b. The City will pay the full amount of premiums for dental and vision plans for the employee only for employees working in budgeted regular part-time positions.
c. Dental coverage shall include coverage for orthodontic treatment.
2. Health Premiums
The City will contribute toward monthly health benefits premiums, for regular, full- time employees (based on level of coverage selected by the employee) and regular, part-time employees (with employee only coverage) , an amount equal to 95% of the premium for the plan selected, up to a maximum of 90% of the cost of the premium for the PERS Platinum health plan.
The employee shall pay for premium costs above the City’s contribution, as indicated above, through payroll deductions.
3. Optional Declination of Health Care (“Cafeteria Plan”)
An employee may elect to decline health care, dental, and vision coverage and instead receive a cash payment from the City. This cash payment shall be paid monthly and shall equal $684.11. The City shall have the right to request information from the employee to demonstrate th at exercising this option would not cause the City or the employee to violate the Affordable Care Act or any other State or Federal Law.
B. Long Term Disability
The City shall contribute to the City sponsored Long Term Disability Plan the full cost of the 60% - No maximum monthly benefit program.
C. Life Insurance
The City shall provide term life insurance in an amount equal to the policy of $50,000 for
5 each regular employee represented in the Association.
D. Professional Development
A full-time employee who is in an AMPS classification shall be allowed up to two thousand dollars ($ 2,000) per fiscal year for the following professional development expenses on a reimbursement basis and with prior approval by the Department Director.
1. Academic courses of study, seminars, workshops, conferences, training, software, and associated expenses (including incidental travel expenses) directly related to the employee's profession.
2. Professional memberships, subscriptions, publications, books, and associated expenses (including incidental shipping and taxes) directly related to the employee's profession.
E. Retirement Benefits
1. New York Life
Employees enrolled in the City’s New York Life Retirement Program sh all pay four and one-half percent (4.5%) of salary as the "employee-paid" contribution to the City's New York Life Retirement Program. The City shall pay all contributions in excess of the employee-paid contribution. Retirement calculation will be based upon the single highest year of earnings.
2. CalPERS
a. Classic Employees
Employees enrolled in the California State Public Employees' Retirement System (CalPERS) shall pay seven percent (7%) as the employee-paid contribution. Employees enrolled in PERS retirement are eligible for the 2% at age 55 formula. Retirement calculation will be based upon the single highest year of earnings.
b. New Members
The formulas above do not apply to persons who are defined as “new members” under the Public Employees’ Pension Reform Act of 2013 (“PEPRA”). New members under PEPRA are subject to all applicable PEPRA provisions, including the 2% @ 62 formula. Each new member will contribute 50% of the normal cost of his/her benefit as determined by CalPERS.
F. Boot Allowance
The City shall pay a footwear allowance of two hundred fifty dollars ($250), per calendar year, to each employee in a classification that is listed on the Human Resource Director’s list of authorized classifications, to be used for the purchase of footwear approved by the department. The footwear allowance shall be prorated for the year.
6 SECTION 7 - LEAVE PROVISIONS
A. Holidays
1. Fixed Holidays Date
New Year's Day January 1
Martin Luther King Third Monday in January
Lincoln's Birthday February 12
President’s Day Third Monday in February
Cesar Chavez Day March 31
Memorial Day Last Monday in May
Juneteenth June 19
Independence Day July 4th
Labor Day First Monday in September
Veteran's Day November 11
Thanksgiving Day Fourth Thursday in November
Friday after Thanksgiving Day after Thanksgiving
Christmas Eve December 24
Christmas Day December 25
2. Every day appointed by the President or Governor for a public day of mourning, Thanksgiving, or holiday, when ratified by the Mayor or the Salinas City Council.
3. Holidays shall be calculated at eight (8) hours per day.
B. Annual Leave
1. Annual Leave shall be as provided below and accrues incrementally over the course of the year, based on an employee’s years of regular employment with the City of Salinas as follows:
1st through 5th year 9.54 hours per pay period
6th through 10th year 11.08 hours per pay period
11th through 15th year 11.69 hours per pay period
16th through 17th year 12.00 hours per pay period
18th through 19th year 12.31 hours per pay period
20th through 24th year 12.62 hours per pay period
25th through retirement 12.92 hours per pay period
2. The maximum annual leave accrual cap per employee shall be 700 hours. An employee who reaches the maximum annual leave accrual cap will not accrue additional annual leave until the annual leave balance is below the maximum accrual cap.
3. Employees may cash out up to 120 hours of accrued annual leave per calendar year during employment; any accrued unused annual leave will be paid at separation . An irrevocable election for such payment may be made with notice to Human Resources no later than November 30 (for payment in February), provided that the employee has taken at least 80 hours of annual leave during the prior year (December 1 to November 30).
7 C. Bereavement Leave
An employee represented by the Association shall be entitled to four (4) days of leave with pay for a death of a family member, plus one unpaid day.
Up to five (5) days of leave with pay may be authorized to an employee who travels out of the state to attend the funeral of the deceased family member. All provisions of the Personnel Manual consistent with this MOU regarding Bereavement Leave shall apply.
Family member includes:
Husband Mother-in-Law Grandparent
Wife Father-in-Law Grandchild
Father Sister-in-Law Legal Guardian
Mother Brother-in-Law Aunt
Child Step-Child Uncle
Brother Step-Father Step Brother/Sister
Sister Step-Mother Step Father-in-Law
Step Mother-in-Law
Registered Domestic Partner
D. Family & Medical Leave
In accordance with the California Family Rights Act and the Federal Family and Medical Leave Act, the City of Salinas Family & Medical Leave Policy is detailed in the Administrative Memorandum 94-1, as amended.
SECTION 8 - WORKING CONDITIONS
A. Grievance/Disciplinary Action Appeals Procedure
The Grievance/Disciplinary Action Appeals Procedure for employees in this Association is set forth in the Personnel Rules and Regulations. No employee shall suffer retaliation resultant from use of this procedure.
B. Flex-Time Program
The City shall maintain a flex-time program in which all Association members can participate.
Individual participation in the program may be subject to the review and approval of the direct supervisor. Use of flex-time must be approved in advance.
C. Emergency Call Back
When an employee is called back to work on other than a scheduled basis, such employee shall be compensated at straight time for the hours worked, but in no event for less than two (2) hours. Compensation for emergency call back shall be provided only for hours worked in addition to the employee’s normal work schedule.
8 SECTION 9 - MISCELLANEOUS
A. Deferred Compensation Committee
The City's Deferred Compensation Committee may include one (1) employee designated by the Association. The designated employee must be a participant in the City's Deferred Compensation Program.
B. Layoff Policy
Any layoff of employees represented by the AMPS bargaining unit shall be done in accordance with the provisions of the attached Layoff Policy (Appendix A). The parties agree that the attached layoff policy satisfies any meet and confer obligations on the subject of the impacts and effects of layoffs, except as noted in the policy.
SECTION 10 - TERM
The term of this Memorandum of Understanding shall commence July 1, 2026 and shall expire June 30, 2029, except as otherwise provided in this Memorandum of Understanding.
DATED______________________________ DATED_________________________________
CITY OF SALINAS ASSOCIATION OF MANAGEMENT
PERSONNEL OF SALINAS
BY: _________________________________ BY: _________________________________ René Mendez, City Manager Juliane Sharpe, President
9 APPENDIX A
CITY OF SALINAS
LAYOFF POLICY FOR THE
ASSOCIATION OF MANAGEMENT PERSONNEL OF SALINAS
I. POLICY
The City of Salinas, at its sole discretion, may layoff an employee due to the lack of work or lack of funds. The City shall inform affected employees and the Association of Management Personnel (AMPS) regarding potential layoffs in a timely manner when th e City becomes aware of potential layoffs.
II. PROCEDURE
In the event of a reduction in work force in a department, the City shall designate the classification(s) and position(s) to be eliminated. The City shall provide affected employees and AMPS with a current seniority list for the positions affected, the re ason for proposed layoffs, the effective date of layoffs, and a copy o f this policy no later than sixty (6 0) days prior to the effective date of the layoffs. Additionally, affected employees shall be provided a summary of all accrued benefits at least sixty (60) days prior to the effective date of layoffs.
Layoffs shall be made among all representation unit employees in the same classification within a City department in the following order:
1. Temporary employees;
2. Probationary new employees (excluding promotional probationary employees);
3. Regular employees.
No regular employee within a department shall be laid off in any classification if there are temporary employees in an active status in the same classification within that department.
III. SENIORITY DEFINED
For purposes of layoff, seniority shall be defined as the length of service in all regular positions within the City as determined by City personnel records. Continuous service for purposes of determining seniority shall be defined to include work related injury leave of up to one (1) year’s duration or as otherwise required by law. In the event that two (2) or more employees with equal seniority have to be laid off from the same classification, the determination of seniority shall be made by lottery.
IV. LAYOFF BY CLASSIFICATION
Layoffs shall be accomplished solely within individual departments, except as noted in Section V below. The order of layoff within a classification shall be based exclusively on seniority, with the least senior employee being the first to be laid off.
10 V. PREVIOUSLY HELD POSITIONS
In the event that an employee is laid off, that employee shall have the right to return to (“bump”) any specific position in the City in which the employee has served in regular status with due consideration to reclassifications, job descriptions and chang es in titles of the position previously held. The laid off employee’s base salary shall be set within the range and step available (to include sixth step) for the lower classification at a step that would result in the least possible reduction in base sal ary with due consideration to reclassifications, job descriptions, and changes in title of the position(s) previously held. An employee must notify the City within ten (10) working days after receipt of written notice of layoff of his/her desire to return to that classification.
VI. JOB COUNSELING AND OUTPLACEMENT SERVICES
It is the City’s intent to assist laid off employees through the transition from City service. To that extent, employees whose positions are proposed for reduction may schedule a meeting with a representative of the Human Resources Office. In addition to providing job counseling to employees facing layoff, the Human Resources Office will function as a clearinghouse for resources, information and referrals on outside employment, training opportunities, and potential re-employment opportunities with the City of Salinas.
VII. SEVERANCE PAY
Each laid off employee shall receive severance pay based on the following:
Years of employment Severance Pay
Less than 6 years 1 week per year
6 - 10 years 6 weeks
11 years and over 8 weeks
In addition, if for any reason the City requests an employee to leave before the sixty (60) day notice period has passed, the City shall pay the employee the remainder of his/her salary and benefits for the sixty (60) day period.
VIII. HEALTH INSURANCE
Each employee is eligible to continue group health insurance benefits under the provisions of the Consolidated Omnibus Budget Reconciliation Act (COBRA) with City’s grou p health plan. For laid off employees, the City will pay the full premium amount for the level of health insurance coverage in force on the date of separation for a period of six months. COBRA sets the standards for continued health benefit coverage.
For purposes of this policy, health insurance is defined to be inclusive of City health, vision, dental, and the Employee Assistance Program (EAP).
11 IX. ACCRUED TIME
At the time of separation, each laid off employee shall be paid in full for all accrued paid time earned during the course of employment to include 100 percent of accrued leave balances.
Any employee receiving notice of layoff who has previously received a benefit under the management leave program shall under no circumstances be required to reimburse the City for the benefit already paid/used.
X. RE-EMPLOYMENT OF EMPLOYEES LAID OFF
The names of persons laid off under these procedures shall be maintained on a City re - employment list for the classification from which the employee was laid off and for those specific positions that an employee previously held in regular City service fo r a period of up to twenty-four (24) months from the date of layoff. When using a re-employment list to fill a position in a classification from which layoffs have occurred within the twenty -four (24 ) month period, the City shall re -employ laid off employee s from the list in reverse order of layoff. During the twenty-four (24) month period, no new employee shall be hired for, nor shall any employee be promoted to, a classification from which layoffs have occurred until all employees on layoff status in that classification have been provided the opportunity to return to work.
A laid off employee may be removed from the City re -employment list for any of the following reasons: 1) The expiration of twenty-four (24) months from the date of layoff; or 2) Regular re-employment with the City; or 3) Failure to accept employment with the City; or 4) Failure to appear for a job interview after fourteen (14) days notification by U.S. mail and email of such interview; or 5) Failure to respond within fourteen (14) days of available employment; or 6) Request in writing by the laid off employee to be removed from the list.
It is the responsibility of the laid off employee to advise the City Human Resources Office of any change in mailing and email addresses or phone number.
XI. RESTORATION OF BENEFIT FOR RECALLED EMPLOYEES
Any employee who has been laid off and is hired from a City re -employment list under the terms of this article within twenty -four (24) months from the date of layoff shall be entitled to: 1) Restoration of regular status or for employees who have not completed their probationary period, credit for that portion of service which has been completed; and 2) and Credit for all years of servi ce for the purpose of determining seniority and benefits; and ) Placement in the same step of the salary range the employee held at the time of layoff.
XII. ELIGIBILITY OF CITY PROMOTIONAL EXAMINATIONS
In an effort to re -employ laid off employees, the City will temporarily s uspend (for a period of twenty-four (24) months from the effective date of layoff) the City’s promotional policy in order to allow employees on re -employment list the opportunity to compete in closed, promotional exams. All employees on a re -employment list will receive notice of any promotional opportunity within the City service. Further, during the temporary suspension of this rule, if only one qualified employee on the re-employment list submits an application for the promotional exam, such exam shall remain in -house. If the one promotional applicant
12 fails the examination, the exam may then be posted as an open recruitment and outside applications invited.
The City shall electronically mail notices of all promotional examination opportunities to employees in a laid off status for a period of twenty -four (24 ) months or provide other electronic access to promotional job announcements/lists. This provision shall be satisfied by the City emailing copies of the promotional examination announcement no less than t wenty- one (21) days prior to the closing date of the application for the promotional examination.
In the event that a laid off employee is appointed to City service through a promotional exam process, that employee shall be hired as a probationary employee and will receive credit for all prior service for purposes of determining seniority and benefits; and the employee shall be placed in the salary range at a step that is closest to the salary that he/she received prior to layoff. In the event that a promotional probationary employee does not satisfactorily complete his/her probation, that employee shall return to his/her previous laid off status defined in these policies.
XIII. APPEAL PROCEDURE
An employee directly affected by the operation of this policy may, within ten (10 ) working days after notice of layoff is received, request a meeting with his/her department head to review the application of this policy as it affects the employee’s status. The employee may be accompanied by the representative of his/her choice.
If the employee is not satisfied with the review provided by his/her department head, a further review of the application of the layoff policy may be requested by the employee with the Human Resources Director. Such review must be requested with the Human Resources Office within ten (10) working days of the meeting with the department head. The determination of the Human Resources Director may be appealed to the City Manager. Such appeal must be filed with the City Manager within three (3) working days of the Human Resources Director’s determination.
Appeals shall be limited to the following:
1. Determination of seniority;
2. Interpretations of the employee’s right to return to a specific position in the City;
3. The employee’s current classification; and
4. Other decisions directly affecting an employee’s layoff status under this policy.
XIV. DEFINITIONS
Position – A group of duties and responsibilities assigned to one employee , as defined in the official job description maintained by Human Resources.
Classification – A group of positions with the same job title having similar duties, responsibilities, and qualifications.
13 Class – This term is used interchangeably with Classification.
Re-Employment List – A list for a specific position or classification containing the names of laid off employees who have reinstatement rights to that classification or position. This list shall be maintained and updated by Human Resources and an updated copy shall be given to the AMPS President within five (5) workdays of any changes.
Laid-Off Employee List – One master list containing the names of all employees who are in a layoff status. This list shall be maintained and updated by Human Resources and an updated copy shall be given to the AMPS President within five (5) workdays of any changes.
Regular Employee – An employee, either full-time or part-time, who occupies an authorized budgeted position.
XV. SIDE LETTER ON FURLOUGHS
The City has the right to reopen on the issue of a mandatory work furlough program during the term of this MOU. In the event that the City exercises the right to reopen on furloughs, the City would provide notice and an opportunity to negotiate prior to moving forward with a mandatory work furlough program.