San Luis Obispo City Council
June 17, 2025

Resolution No. _____ (2025 Series) Page 2
R ______
NOW, THEREFORE, BE IT RESOLVED that the Council of the City of San Luis Obispo does hereby approve appropriation of funds to Transit program capital projects as follows:

SECTION 1. Environmental Review. The California Environmental Quality Act (CEQA) does not apply to the recommended actions in this report, because the action does not constitute a “Project” under CEQA Guidelines Section 15378. Capital projects must comply with state and local laws including environmental review or finding of exemption.

SECTION 2. Approval. The City Council of the City of San Luis Obispo does hereby:

1. Appropriate $60,000 in FTA Section 5307 funds and $15,000 in Transportation Development Act (TDA) funds to Project No. 2000102; and

2. Deprogram $25,000 in SB 1 (SGR) funds from Project No. 2000102; and

3. Appropriate $14,868 in LCTOP operator apportionment funds and $69,156 in reassigned LCTOP competitive funds for a total of $84,024 in LCTOP grant funds to Project No. 2000403; and

4. Appropriate $300,000 in FTA Section 5307 funds to Project No. 2000404; and

5. Appropriate $135,909 in FTA Section 5307 funds and $23,984 in TDA funds to Project No. 2000505; and

6. Return $159,893 in Transit Fund dollars from Project No. 2000505 to Transit Fund Working Capital; and

7. Appropriate $280,000 in FTA Section 5307 funds, $150,325 in SB 1 (SGR) reprogrammed funds, and $27,355 in SB 1 (SGR) operator apportionment funds (for a total of $177,680 in SB 1 (SGR) funds) to Project No. 2000506; and

8. Deprogram $20,000 in TDA funds from Project No. 2000506.

Resolution No. _____ (2025 Series) Page 3
R ______
Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

The foregoing resolution was adopted this 17th day of June 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

Item 5i
Department: Public Works
Cost Center: 5010
For Agenda of: 6/17/2025
Placement: Consent
Estimated Time: N/A
FROM: Scott Collins, Assistant City Manager
Prepared By: Adam Fukushima, Active Transportation Manager SUBJECT: AUTHORIZATION TO APPLY FOR GRANT FUNDING THROUGH THE SAFE STREETS AND ROADS FOR ALL (SS4A) GRANT PROGRAM TO

SUPPORT THE FOOTHILL COMPLETE STREETS PROJECT

RECOMMENDATION
Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, approving the application for grant funding from the Federal Safe Streets and Roads for All (SS4A) program for the Foothill Complete Street Project” authorizing:

A. Staff to prepare and submit an application for the SS4A grant program of up to $800,000 for the Foothill Complete Streets Project;
B. The use of up to $258,090 of funding previously approved and/or planned for the Foothill Complete Streets Project in the 2025-27 Financial Plan as matching funds for this grant;
C. The City Manager to appropriate grant funds and approve a budget amendment to reflect received grant funds, if awarded;
D. The appointment of the City Manager, or their designee, as agent to conduct all negotiations, execute and submit all grant documents including, but not limited to, applications, agreements, and payment requests which may be necessary for the completion of the aforementioned project.

POLICY CONTEXT
The Foothill Boulevard corridor between the western city limit and California Boulevard is identified as primary barrier to mobility in the Safe Routes to School Plan for Bishops Peak and Pacheco Elementary Schools, and as a Tier 1 (highest priority) corridor for pedestrian and bicycle improvements in the City’s 2021 Active Transportation Plan. The Foothill Boulevard corridor has also been identified as experiencing an increased rate of

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traffic collisions, and is formally designated as part of the City’s High Injury Network1in the City’s Draft Vision Zero Action Plan. Each of these plans identify priority infrastructure improvement recommendations to enhance safety and mobility along this corridor.

Per Section 740 of the City’s Financial Management Manual, staff is required to obtain Council approval prior to applying for grants over $5,000. The purpose of this staff report is to request City Council authorization to submit a grant application through the Federal Safe Streets and Roads for All (SS4A) program to secure additional funding to support efforts to advance safety improvements along the Foothill corridor.

DISCUSSION
Background
The Foothill Boulevard corridor between the western city limit and California Boulevard is identified as an important part of the Safe Routes to School Plan (SRTS) for Bishops Peak and Pacheco Elementary Schools as well as the Tier 1 Network of the Active Transportation Plan for planned bicycle and pedestrian improvements. During the public outreach for both of these plans, Foothill Boulevard was identified as a primary transportation barrier and as a focus area for future improvements to improve safe active transportation connections to Bishops Peak and Pacheco Elementary Schools, as well as Cal Poly University.

Foothill Boulevard currently carries between 300 and 3,000 bicycle and pedestrian trips per day, depending on the location, and has experienced 97 collisions over the past five years (2019-2023), and at least 13 fatal or severe injury collisions over the past decade (including 5 community members on bike and 4 pedestrians). Foothill ranks as one of the top collision rate arterial streets in San Luis Obispo, with a particularly high concentration of severe crashes involving people walking and bicycling.

As part of the 2023-25 Financial Plan, staff-initiated planning efforts to prepare a comprehensive corridor improvement plan for Foothill Boulevard, including presentation of preliminary findings and design concepts to the City Active Transportation Committee (ATC) on June 27, 2024, to gather comments to guide further development of the project.

Staff plans to complete public outreach efforts and preparation of a final Complete Street Corridor Plan for public review in the first half of 2026. However, additional planning work is needed to evaluate feasibility of improvements and potential considerations for emergency evacuation and access needs.

The draft 2025-27 Financial Plan recommends allocating $200,000 in FY 2026-27 to advance design and pre-construction activities, with potential for $2.5 million in construction funding planned for FY 2028-29 in the 10-year Capital Improvement Plan

1 The High Injury Network represents the 10% of city road miles where 75% of citywide fatal and severe injury crashes have occurred.

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slated for presentation to Council on June 17th. Receiving additional funding sooner via this grant will allow staff to advance pre-construction work, environmental review, and further public outreach to reach a “shovel-ready” state for priority improvement implementation.

Safe Streets and Roads for All Grant
Congress has authorized the Federal Safe Streets and Roads for All (SS4A) discretionary program, which is administered by the United States Department of Transportation (USDOT), with $5 billion in appropriated funds over 5 years, 2022-2026. The SS4A program funds regional, local, and tribal initiatives through grants to prevent roadway deaths and serious injuries. Almost $2 billion of the $5 billion appropriation is still available for future funding rounds and the program requires a 20% match of local funds. Given unsuccessful prior experience in applying for this grant to fund construction for other projects but success in securing $400,000 to fund planning for the South Broad Complete Street corridor, there may be an opportunity to secure planning funds for the Foothill Complete Streets project. The grant funding is split roughly evenly into two “buckets”, with one bucket funding planning initiatives and the other bucket funding implementation (construction) activities. The implementation funding is extremely competitive, while the planning funding bucket is much less competitive.

If successful, the SSA4 grant funds for Foothill Boulevard Complete Street would fund planning activities such as stakeholder engagement, a comprehensive roadway safety audit, additional safety analysis, emergency evacuation analysis, and expanded data collection. These grant funds would also fund environmental review documentation, further development of design concepts for priority improvement recommendations, and potential to implement a quick-build demonstration project to advance and test low-cost safety enhancements before investing in permanent future improvements.

The Foothill Boulevard Complete Street project’s anticipated timeframe is as follows:

Task Anticipated Schedule
Preliminary Analysis & Corridor Concept Planning In progress since 2024 Submit SS4A Grant Application Summer 2025
Grant Award Notification & Contract Authorization Fall 2025 Mobilize for Public Outreach and Expanded
Corridor Planning Scope Funded by SS4A Grant
Fall 2025/Winter 2026
Final Corridor Plan for Council Approval Winter 2027
Initiate Demonstration Project and Design Phase
for Permanent Improvements
Winter 2027
Initiate Construction of Permanent Improvements Fall 2028 The schedule above is preliminary and dependent on grant administration requirements and resources.

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Previous Council or Advisory Body Action
On June 12, 2023, the City Council approved $200,000 as part of the 2023-25 Financial Plan for staffing and to advance early planning and preliminary design for the Foothill Complete Street project.

On June 27, 2024, the Active Transportation Committee (ATC) received a first look at preliminary concepts for the Foothill Complete Street project and provided early input to guide further development.

On November 21, 2024, the ATC recommended its goals for the 2025-27 Financial Plan.

Advancement of the Foothill Complete Streets project was recommended as a top priority only behind the Higuera and South Broad Complete Streets projects. The Foothill Complete Streets project was also recommended as a top priority in the ATC’s goals for the 2023-25 Financial Plan, recommended on November 17, 2022.

May 15, 2025, the Active Transportation Committee
On May 15, 2025, the Active Transportation Committee expressed support for the City pursuing a SS4A grant. Staff recommended applying for the grant to advance the Foothill Complete Streets project, as the Foothill Boulevard corridor is identified as a Tier 1 (highest priority) project in the Active Transportation Plan (ATP), a key priority in the ATC’s 2025–27 Budget Recommendations, a priority in the 2017 Bishop Peak & Pacheco Elementary Safe Routes to School Plan, and already included in the City’s current work program.

During the meeting, some committee members also expressed interest in using the grant to support a new effort—to develop a citywide Safe Routes to School plan—which, while aligned with adopted planning goals, has not been previously prioritized in the work program or in recent budget and public engagement processes. Staff acknowledged the value of this idea but also raised concerns that pursuing a new, unfunded initiative could divert limited resources away from existing commitments and high-priority projects.

However, because there remains interest from the ATC in continuing the conversation around the potential development of a citywide SRTS planning effort, staff will add a SRTS action item to a future ATC agenda—potentially in September—to provide the ATC with the flexibility to make a formal recommendation on further steps. Staff would support the formation of a subcommittee to take a closer look at refining the purpose and need for the plan, and to help develop a clear scope of work. This would establish realistic expectations regarding the level of resources such an effort would require.

Once the scope and resource needs are better defined, the next step would be to explore opportunities to move forward without compromising the City's existing commitments and priorities. This could include pursuing partnerships with Cal Poly, seeking grant funding

Item 5i
to support consultant services, or reconsidering the timing of other projects—should priorities shift, and trade-offs be warranted.

Public Engagement
The Foothill Complete Streets project was identified as a high priority during public outreach for the Safe Routes to School Plan for Pacheco and Bishop Peak Elementary School as well as the Active Transportation Plan.

CONCURRENCE
The Public Works Department, Finance Department, and City Administration have reviewed this authorization request and concur with its contents.

ENVIRONMENTAL REVIEW
There is no environmental review required for grant submittals. The California Environmental Quality Act does not apply to the recommended action in this report because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378.

FISCAL IMPACT
Budgeted: Yes Budget Year: 2024-25
Funding Identified: Yes
Fiscal Analysis:

There is currently $58,090 in the Foothill Complete Streets project account (Project:
2001058). An additional $200K is proposed in the draft 2025-27 Financial Plan in FY 2026-27. Staff recommends using the combination of these funds totalling $258,090 toward the required 20% local match for the $800,000 grant request for the SS4A funding program.

Funding
Sources
Total Budget
Available
Current
Funding
Request
Remaining
Balance
Annual
Ongoing
Cost
General Fund $258,090* $0 $0 $
Federal: SS4A
Grant
$ $800,000
Total $258,090 $800,000 $ $
* Pending approval of $200,000 requested as part of the 2025-27 Financial Plan

ALTERNATIVES
Deny authorization to apply for grant funding. The City Council could choose not to apply for the Safe Streets and Roads for All Grant program. While this option would

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maintain the City’s current funding commitments, it would forgo an opportunity to secure supplemental funding that could enhance the Foothill Complete Street project.

ATTACHMENTS
A – Draft Resolution Authorizing Submittal of SS4A Grant Application

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, APPROVING THE APPLICATION FOR GRANT

FUNDING FROM THE FEDERAL SAFE STREETS AND ROADS FOR
ALL (SS4A) PROGRAM FOR THE FOOTHILL COMPLETE STREET

PROJECT
WHEREAS, Congress has authorized the Federal Safe Streets and Roads for All SS4A) discretionary program, which is administered by the United States Department of Transportation ( USDOT), with $ 5 billion in appropriated funds over 5 years, 2022-2026; and
WHEREAS, the SS4A program funds regional, local, and tribal initiatives through grants to prevent roadway deaths and serious injuries; and WHEREAS, the Foothill Boulevard corridor is identified as part of the Safe Routes to School Plan for Pacheco and Bishop Peak Elementary Schools and part of the Tier 1 Network of the Active Transportation Plan for planned bicycle and pedestrian improvements and has been identified as a High Collision Rate Roadway Segment, with a history of high frequency and severity of traffic collisions; and WHEREAS, the SS4A program requires a 20% match of local funds; and WHEREAS, $58,090 is remaining in the adopted 2023-25 Financial Plan and $200,000 is proposed in the draft 2025-27 Financial Plan for staffing and to advance early planning and preliminary design for the Foothill Complete Street.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo as follows:

SECTION 1. Authorizes staff to prepare and apply for up to $800,000 in grant funding through the Federal Safe Streets and Roads for All (SS4A) program for the Foothill Complete Street Project.

SECTION 2. Approves the use of up to $258,090 in local funding programmed and proposed for the Foothill Complete Street project as matching funds for this grant, if awarded.

SECTION 3. Authorize the City Manager to appropriate grant funds and approve a budget amendment to reflect received grant funds, if awarded.

SECTION 4. Appoints the City Manager, or designee, as agent to conduct all negotiations, execute and submit all grant documents including, but not limited to, applications, agreements, payment requests which may be necessary for the completion of the aforementioned project.

Resolution No. _____ (2025 Series) Page 2
R ______
Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

The foregoing resolution was adopted this _____ day of _______________ 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

Item 5j
Department: Public Works
Cost Center: 5101
For Agenda of: 6/17/2024
Placement: Consent
Estimated Time: N/A
FROM: Scott Collins, Assistant City Manager
Prepared By: Angela Kelley, Parking Enforcement Supervisor and Donna King, Parking Program Manager
SUBJECT: AMEND THE PARKING PENALTY SCHEDULE FOR VIOLATIONS OF CALIFORNIA VEHICLE CODE SECTIONS 22500(N)(1)(A) AND
22511.1(A) AND DESIGNATE ELECTRIC VEHICLE CHARGING

PARKING SPACES

RECOMMENDATION

1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, amending the Parking Penalty Schedule”.

2. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, to Designate Electric Vehicle Parking Spaces for the Exclusive Purpose of Charging Electric Vehicles”.

POLICY CONTEXT
The Climate Action, Open Space & Sustainable Transportation Major City Goal includes implementation of the Climate Action Plan and Lead by Example 2023-25 Work Plans.

The Work Plan includes Connected Task 6.1.A: Enable the installation of publicly accessible EV chargers on public property to meet community need.

San Luis Obispo Municipal Code Section 10.64.030 states that “The fines for parking violations written under the provisions of the San Luis Obispo Municipal Code and the California Vehicle Code shall be established by resolution of the council.” California Vehicle Code (CVC) provides the following relevant provisions:
 CVC § 40203.5(a): Parking penalties and late payment fees must be established by the governing body of the jurisdiction. To the extent possible, issuing agencies within the same county are encouraged to standardize penalty amounts.  CVC § 22500(n)(1)(A): It is unlawful to stop, park, or stand within 20 feet of the vehicle approach side of any marked or unmarked crosswalk or within 15 feet of any crosswalk where a curb extension is present.

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 CVC § 22511(a): Local authorities may designate off-street or public street parking spaces exclusively for electric vehicle (EV) charging.
 CVC § 22511.1(a): It is unlawful to park in a space designated for EV charging unless the vehicle is connected for that purpose.

DISCUSSION
Background
In accordance with CVC § 40203.5(a), City parking penalties, to the extent possible, shall be consistent with surrounding jurisdictions within San Luis Obispo County. Staff regularly reviews the City's Parking Penalty Schedule to ensure compliance and consistency.

During the most recent review, staff identified one existing penalty requiring adjustment and one new violation that should be added to the schedule to allow for enforcement:
 CVC § 22500(n)(1)(A) – Within 20 Feet of Crosswalk (NEW)  CVC § 22511.1(a) – Unlawful to Park Unless EV Charging (ADJUSTED) A resolution is required to formally include these penalties in the City's Parking Penalty Schedule. The proposed updates are included in Attachment A.

CVC § 22500(n)(1)(A) Within 20 Feet of Crosswalk (NEW)
Effective January 1, 2025,1this law, commonly referred to as the “Daylighting Law,” prohibits vehicles from stopping, parking or standing within 20 feet of the vehicle approach side of any marked or unmarked crosswalk or within 15 feet of any crosswalk where a curb extension is present. This law allows drivers to see intersections more clearly and see if someone is waiting to cross, improving pedestrian and vehicle safety. This section must be added to the penalty schedule in order to enforce the new state regulation. Staff recommends adopting a penalty of $60 as it is comparable to other existing “stopping/standing/parking” penalties in the penalty schedule (see Attachment B Penalty Schedule Redlines).

CVC § 22511.1 (a) Unlawful to Park Unless EV Charging (ADJUSTED) This section prohibits parking in EV charging spaces unless the vehicle is connected for charging purposes. CVC § 42001.6 sets the fine for this infraction at $100. The City's current penalty is $45 and must be updated to match the state-mandated amount. This adjustment supports the City’s Major City Goals, as previously stated in the policy section, to promote EV use and ensure proper access to charging stations.

Electric Vehicle Charging Space Designation
To enforce parking regulations on public EV charging spaces, the City must designate these spaces by ordinance or resolution, per CVC § 22511. Staff recommends that Council adopt a resolution designating all public EV charging spaces that are properly marked according Section 2B.46 of the California Manual on Uniform Traffic Control

1 The prohibition has been in effect since January 1, 2024, however, cities could issue only a warning (rather than a citation) for violations prior to January 1, 2025.

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Devices for Streets and Highways (CA MUTCD) standards as EV-only (see Attachment C). Note that this resolution does not apply to EV spaces on private property or lots.

Previous Council or Advisory Body Action
Council last updated the Parking Penalty Schedule on October 2, 2018.

Public Engagement
Recognizing the potential public impact of these amendments, a communication and education plan has been developed and is currently being implemented. Below is a summary of outreach strategies—both underway and planned—for the new EV charging space regulations and the daylighting law, including efforts to increase transparency around associated fines:

Outreach Strategy EV Charging Spaces Daylighting Law
Social media promotion X X
Warnings issued (6 months) X X
Rack Card X X
City webpage X X
Flyer/Printed Education Material X X
Press Release X X
Outreach to K-12 schools X
Once the penalty schedule is approved, staff will begin ramping up outreach efforts to notify the community about these laws. Enforcement will not begin immediately. Instead, staff will first focus on education and outreach over the next few months, followed by a period of issuing warnings—accompanied by an educational rack card—to reinforce awareness. No citations will be issued during this initial six-month education phase. It’s important to note that, in accordance with the California Vehicle Code, warnings cannot be issued until the applicable vehicle codes are formally included in the penalty schedule.

As such, updating the penalty schedule is a necessary first step before launching broader community education efforts.

While the daylighting law applies citywide, initial enforcement will prioritize areas near schools, commercial zones, and other locations with high concentrations of vulnerable Figure 1: Regulatory Sign
R113 (CA) from the California
Manual on Uniform Traffic
Control Devices for Streets
and Highways (CA MUTCD)

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roadway users. These outreach efforts will be carried out over the next six months.

However, public education on these topics will continue through existing annual programs, including school orientation efforts, the Roll & Stroll campaign, and recurring social media messaging. Attachment D is a draft flyer with information on the new daylighting law.

Parking and Transportation staff are taking a proactive, coordinated approach that combines public education with strategic installation of curb markings and signage where appropriate. Infrastructure changes will be integrated into relevant capital projects—such as the annual pavement management program—or implemented as standalone improvements when needed.

CONCURRENCE
The City Attorney’s Office concurs with staff’s recommendations.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act does not apply to the recommended action in this report, because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378.

FISCAL IMPACT
The intent of updating parking penalties is to encourage compliance with parking regulations, not to generate additional citation revenue. While higher penalty amounts often lead to improved compliance, they typically do not result in substantial increased revenue. As such, staff does not anticipate a significant change, either an increase or decrease, in citation revenue as a result of the proposed adjustments.

Fiscal Analysis:

Funding
Sources
Total Budget
Available
Current
Funding
Request
Remaining
Balance
Annual
Ongoing
Cost
Parking Fund - - - -
State - - - -
Federal - - - -
Fees - - - -
Other: - - - -
Total - - - -

ALTERNATIVES

1. Deny the adoption of the resolution establishing the updated parking penalty schedule. This alternative would prevent the City from enforcing specific sections of

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the California Vehicle Code, as the associated penalties must be formally adopted by resolution.

2. Modify the resolution establishing the updated parking penalty schedule to exclude specific recommended amendments to the penalty schedule. The proposed penalties are consistent with the California Vehicle Code and based on alignment with surrounding agency schedules and excluding them may result in inconsistencies or limit enforcement ability (see Attachment B Penalty Schedule Redlines).

3. Deny the adoption of the resolution designating spaces for electric vehicle charging purposes. Without this designation, the City would be unable to enforce proper use of EV charging spaces under the California Vehicle Code. Additionally, significant public and private investments are typically required to install EV charging infrastructure. Allowing vehicles to occupy these spaces without charging could hinder cost recovery efforts and discourage future investments in EV infrastructure.

ATTACHMENTS
A - Draft Resolution amending the parking penalty schedule B - Penalty Schedule Redlines
C - Draft Resolution to designate parking spaces for the exclusive purpose of electric vehicle charging
D - Draft Daylighting Law educational flyer

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, TO AMEND THE PARKING PENALTY
SCHEDULE.

WHEREAS, California Vehicle Code Section 40203.5 requires that cities establish the amount of parking penalties, fees, and surcharges for parking violations; and WHEREAS, the City wishes to provide safe, convenient, and accessible parking for all users of the City’s parking garages, surface parking lots, and on-street parking spaces; and
WHEREAS, the City must be effective at enforcing State and local laws regarding vehicles stopping, standing, and parking at City owned parking facilities and roadways; and
WHEREAS, effective January 1, 2025, the “Daylighting Law,” prohibits vehicles from stopping, parking or standing within 20 feet of the vehicle approach side of any marked or unmarked crosswalk or within 15 feet of any crosswalk where a curb extension is present; and
WHEREAS, the City must be able to enforce State law regarding unlawful use of electric vehicle (EV) charging spaces; and
WHEREAS, the Council held a public meeting and considered the proposed changes to the Parking Penalty Schedule.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo as follows:

SECTION 1. The Parking Penalty Schedule is hereby amended and established effective July 1, 2025, as shown in Exhibit A attached hereto and incorporated herein.

Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

Resolution No. _____ (2025 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

Resolution No. _____ (2025 Series) Page 3
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EXHIBIT A – PARKING PENALTY SCHEDULE

Resolution No. _____ (2025 Series) Page 4
R ______

CITY OF SAN LUIS OBISPO PENALTY SCHEDULE
EFFECTIVE JULY 1, 2025

CODE & SECTION DESCRIPTION PENALTY PENALTY & LATE FEE
APPLIED AT DAY 36
SLMC 10.12.050 INTERFERENCE WITH POLICE/AUTHORIZED OFFICER 93 123 SLMC 10.14.030 OBEDIENCE TO TRAFFIC CONTROL DEVICES 58 88 SLMC 10.14.090 UNAUTHORIZED PAINTING ON CURBS 58 88
SLMC 10.34.020 OVERNIGHT CAMPING (10pm - 6 am) 100 130
SLMC 10.36.020 STOPPING OR STANDING IN PARKWAYS PROHIBITED 40 70 SLMC 10.36.030 STOP/STAND/PARK IN VIOLATION OF CHAPTER 33 63 SLMC 10.36.040 NO PARKING ZONE - PROHIBITED PARKING - Also Taxi Zone (d) 60 90 SLMC 10.36.050 USE OF STREETS FOR STORAGE OF VEHICLES PROHIBITED 75 105 SLMC 10.36.070 REPAIRING OR GREASING VEHICLE ON PUBLIC STREET 23 53 SLMC 10.36.080 WASHING OR POLISHING VEHICLES 23 53
SLMC 10.36.090 PARKING ADJACENT TO SCHOOLS 23 53
SLMC 10.36.100 PARKING PROHIBITED ON NARROW STREETS 23 53 SLMC 10.36.110 PARKING ON GRADES 23 53
SLMC 10.36.120 UNLAWFUL PARKING - PEDDLERS, VENDORS 23 53 SLMC 10.36.130 EMERGENCY PARKING SIGNS 23 53
SLMC 10.36.140 LARGE/COMMERCIAL VEHICLE PARKING NEAR INTERSECTION 23 53 SLMC 10.36.150 NIGHT TIME PARKING OF LARGE VEHICLES 33 63 SLMC 10.36.160 NIGHT TIME PARKING OF VEH/OPERATING AIR/REFRGERATION 23 53 SLMC 10.36.200 PARKING IN A RESIDENTIAL PERMIT PARKING AREA 40 70 SLMC 10.36.230 PERMITS - DISPLAY OF PERMITS 28 58
SLMC 10.36.235 NO PERMIT LOT 45 75
SLMC 10.40.010 TIMED PARKING 10 MINUTES TO 10 HOURS (Overtime Parking) 50 80 SLMC 10.40.020 BACKING INTO PARKING SPACE PROHIBITED 40 70 SLMC 10.40.040 PARKING PARALLEL ON ONE-WAY STREETS 21 51 SLMC 10.40.050 DIAGONAL PARKING 21 51
SLMC 10.40.060 PARKING SPACE MARKINGS 45 75
SLMC 10.40.070 NO STOPPING ZONE 21 51
SLMC 10.40.080 ALL NIGHT PARKING PROHIBITED (3-5am) 38 68 SLMC 10.44.020 CURB MARKINGS TO INDICATE NO STOPPING 23 53 SLMC 10.44.030 EFFECT OF PERMISSION TO LOAD/UNLOAD IN YELLOW ZONE 53 83 SLMC 10.44.040 EFFECT OF PERMISSION TO LOAD/UNLOAD IN WHITE ZONE 40 70 SLMC 10.44.050 STANDING IN ANY ALLEY 33 63
SLMC 10.44.070 DISABLED PARKING 338 368
SLMC 10.48.010 CERTAIN VEHICLES PROHIBITED IN CENTRAL DISTRICT 58 88 SLMC 10.48.020 ADVERTISING VEHICLES 33 63
SLMC 10.48.030 ANIMAL DRAWN VEHICLES 33 63
SLMC 10.48.040 TRUCK ROUTES 88 118
SLMC 10.48.050 COMM VEHICLES PROHIBITED FROM USING CERTAIN STREETS 88 118 SLMC 10.48.060 MAX.GROSS WT LIMITS OF VEHICLES ON CERTAIN STREETS 88 118 SLMC 10.52.040 PARKING METER-OPERATIONAL PROCEDURES 23 53 SLMC 10.52.050 EXPIRED PAYMENT SESSION 45 75
SLMC 10.52.070 IMPROPER USE OF METER 15 45
SLMC 10.52.080 PARKING METERS/STANDARDS PROPER USE 15 45 SLMC 10.52.110 MOTORCYCLE SPACES 15 45
CVC 21113(a) VEHICLE OR ANIMAL ON PUBLIC GROUNDS-MOVING 116 146 CVC 21113(b) VEHICLE OR ANIMAL ON PUBLIC GROUNDS-PARKING 33 63 CVC 21113(c) DRIVEWAYS, PATHS, PARKING FACILITIES ON GROUNDS 33 63 CVC 21211(a) STOPPING/STANDING/PARKING CLASS I BIKE PATH 60 90 CVC 21211(b) STOPPING/STANDING/PARKING CLASS II BIKE PATH 60 90 CVC 22500(a) STOPPING/STANDING/PARKING: WITHIN INTERSECTION 40 70 CVC 22500(b) STOPPING/STANDING/PARKING: ON A CROSSWALK 60 90

RED TEXT INDICATES PROPOSED AMENDMENT
ATTACHMENT B: Penalty Schedule Red Lines

CITY OF SAN LUIS OBISPO PENALTY SCHEDULE
EFFECTIVE JULY 1, 2025

CODE & SECTION DESCRIPTION PENALTY PENALTY & LATE FEE
APPLIED AT DAY 36
CVC 22500(c) STOPPING/STANDING/PARKING: BETWEEN SAFETY ZONE 60 90 CVC 22500(d) STOPPING/STANDING/PARKING: W/IN 15' FIREHOUSE ENTRANCE 60 90 CVC 22500(e) STOPPING/STANDING/PARKING: PUBLIC/PRIVATE DRIVEWAY 40 70 CVC 22500(f) STOPPING/STANDING/PARKING: ON SIDEWALK 40 70 CVC 22500(g) STOPPING/STANDIN/PARKING: ALONG OPPOSITE OBSTRUCT 33 63 CVC 22500(h) STOPPING/STANDIN/PARKING: ON ROADWAY SIDE OF VEHICLE 33 63 CVC 22500(i) IMPROPER PARKING IN BUS ZONE 288 318
CVC 22500(j) STOPPING/STANDIN/PARKING: IN TUBE OR TUNNEL 33 63 CVC 22500(k) STOPPING/STANDIN/PARKING: UPON BRIDGE EXCEPT AUTH 33 63 CVC 22500(l) IMPROPER PARKING IN WHEELCHAIR ACCESS 288 318 CVC 22500(n)(1)(A) WITHIN 20 FT CROSSWALK 60 90
CVC 22500.1 STOPPING/STANDING/PARKING: FIRE LANE 120 150 CVC 22502(a) CURB PARKING -RIGHT WHEELS MORE THAN 18 INCHES FROM CURB 40 70 CVC 22502(b)(2) PARKING OPPOSITE DIRECTION OF TRAFFIC 40 70 CVC 22502(e) CURB PARKING -LEFT WHEELS MORE THAN 18 INCHES FROM CURB 40 70 CVC 22504(a) UNINCORPORATED AREA PARKING 33 63
CVC 22505(a) PARKING ON HIGHWAY WHERE SIGN POSTED 33 63 CVC 22505(b) POSTED NO PARKING - STATE HIGHWAY 33 63
CVC 22507 UNLAWFUL PARKING 33 63
CVC 22507.8 (a) PARKING IN SPACE FOR DISABLED 338 368
CVC 22507.8 (b) PARKING IN SPACE FOR DISABLED - OBSTRUCT/BLOCK 338 368 338 368
338 368
100 130
CVC 22507.8 (c)(1)
CVC 22507.8 (c)(2)
CVC 22511.1 (a)
CVC 22511.7 338 368
CVC 22512 116 146
CVC 22513 33 63
CVC 22514 70 100
CVC 22515(a) 33 63
CVC 22515(b) 33 63
CVC 22516 116 146
CVC 22517 116 146
CVC 22520.5 116 146
CVC 22520.5(a) 116 146
CVC 22521 33 63
CVC 22522 288 318
CVC 22523(a) 283 313
CVC 22523(b) 283 313
CVC 22650 116 146
10 25
CVC 40225*
CVC 40226*
CVC 5204(a)* 25

PARKING IN SPACE FOR DISABLED - ON LINES MARKED

PARKING IN SPACE FOR DISABLED - CROSSHATCHED LINES

UNLAWFULL TO PARK UNLESS EV CHARGING

DISABLED ZONE

VEHICLED UNATTENDED

TOW CARS-PARKING FREEWAY

FIRE HYDRANTS

UNATTENDED VEHICLES-SET BRAKE

UNATTENDED VEHICLES-SET BRAKE MOVING

LOCKED VEHICLE

OPENING AND CLOSING DOORS

VENDING ON FREEWAY RIGHT OF WAY

VENDING ON FREEWAY RIGHT OF WAY

ILLEGAL TO PARK ON RR TRACKS

PARKING NEAR SIDEWALK ACCESS RAMPS
VEHICLE ABANDONMENT- On Highway

VEHICLE ABANDONMENT

UNLAWFUL REMOVAL OF UNATTENDED VEHICLE

PROCESSING OTHER VEHICLES

FAILURE TO DISPLAY DISABLED PLACARD ADMIN FEE

CURRENT TAB IMPROPERLY ATTACHED
LATE PAYMENT PENALTY APPLIED AT 36 DAYS 30
* Fine or fee amounts are set by the Uniform Bail & Penalty Schedule or by specific CVC section All other fine amounts set by City Council pursuant to CVC 40203.5 $45 $75

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, TO DESIGNATE ELECTRIC VEHICLE

PARKING SPACES FOR THE EXCLUSIVE PURPOSE OF CHARGING
ELECTRIC VEHICLES.

WHEREAS, California Vehicle Code Section 22511 allows local authorities to designate parking spaces for the exclusive purpose of charging and parking a vehicle that is connected for electric charging purposes; and
WHEREAS, the City wishes to provide safe, convenient, and accessible parking for electric vehicle charging; and
WHEREAS, one of the City goals is to proactively address the climate crisis and increase resiliency through the implementation of the Climate Action Plan which includes the addition of publicly accessible electric vehicle charging parking spaces; and WHEREAS, in order for the City to fully enforce State law regarding unlawful use of electric vehicle charging spaces, the spaces must be designated and posted; and WHEREAS, the Council held a public meeting and considered designating specific parking spaces for electric vehicle charging.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo as follows:

SECTION 1. All parking spaces properly marked per the Manual on Uniform Traffic Control Devices (MUTCD) standards or standards of a State supplement that is in substantial conformance with the MUTCD indicating parking for electric vehicle charging only on City property or City right-of-way are designated for the exclusive purpose of charging and parking a vehicle that is connected for electric charging purposes as stated in California Vehicle Code § 22511.

Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

The foregoing resolution was adopted this _____ day of _______________ 2025.

Resolution No. _____ (2025 Series) Page 2
R ______
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

IMPROVING ROAD SAFETY FOR CALIFORNIANS
CALIFORNIA’S STATEWIDE

DAYLIGHTING LAW
AB 413
WHAT IS AB 413
Assembly Bill 413, also referred to as California’s ‘Daylighting Law’ makes it illegal to park within 20 feet of any marked or unmarked crosswalk or 15 feet of any crosswalk where a curb extension is present clear of parked vehicles, improving pedestrian visibility and reducing the risk of accidents.

WHY AB 413
In a word: safety. Cars parked near intersection corners can block drivers' visibility, making it difficult to see pedestrians and navigate through the intersection.

AB 413
Yes and no. Every intersection is affected by the new State law, however many intersections currently have signage or
markings which address parking and are consistent with the current standard.

WILL EVERY INTERSECTION CHANGE?
These diagrams show how the clearance of 20 feet can make a big difference for street safety at painted and unpainted crosswalks. (SFMTA)
The City of San Luis Obispo has been installing red curb markings in recent paving projects and plans to add new markings and signs in key pedestrian areas. This will be done in phases, focusing on busy marked crosswalks and uncontrolled crosswalks without traffic control devices.

Since it’s a state law, it will be in effect regardless of the presence of red curbs or no parking signage.

WHAT’S NEXT?

5k Item 5k
Department: Human Resources
Cost Center: 3001
For Agenda of: 6/17/2025
Placement: Consent
Estimated Time: N/A
FROM: Nickole Domini, Human Resources Director
Prepared By: Jeff Andrews, Human Resources Manager
SUBJECT: SUCCESSOR RESOLUTIONS FOR THE SAN LUIS OBISPO CITY EMPLOYEES’ ASSOCIATION AND UNREPRESENTED MANAGEMENT

AND CONFIDENTIAL EMPLOYEE GROUPS

RECOMMENDATION

1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, adopting and ratifying the Memorandum of Understanding between the City of San Luis Obispo and the San Luis Obispo City Employees’ Association for The Period of July 1, 2025, to June 30, 2028” (Attachments A & B); and

2. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, Amending Management Compensation for Appointed Officials, Department Heads, and Management Employees and Superseding Previous Resolutions in Conflict” (Attachments C & D); and

3. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San Luis Obispo, California, Regarding Compensation for the Unrepresented Confidential Employees and Superseding Previous Resolutions in Conflict” (Attachments E & F); and

4. Adopt Regular and Temporary Employee Salary Schedules effective July 3, 2025, as required by California Public Employees Retirement System. (Attachments G & H)

POLICY CONTEXT
The key components of the successor Memorandum of Understanding (MOU) and unrepresented employees’ resolutions are in alignment with Council adopted Compensation Philosophy and Labor Relations Objectives. The agreements also support the City’s Major City Goal of Cultural Vitality, Economic Resilience, and Fiscal Sustainability by balancing operational needs with a focus and commitment to the City’s long-term fiscal health.

DISCUSSION
The City has six bargaining groups consisting of four represented groups and two unrepresented groups. While three public safety bargaining groups have current Memoranda of Understanding (MOUs) in place until 2027, the agreement for the San Luis Obispo City Employees’ Association

Item 5k
(SLOCEA) and the Resolutions for the Unrepresented Confidential and Management groups are set to expire on June 30, 2025. These three groups account for approximately 70% of the City’s full-time equivalent positions and about 60% of total employee compensation. The purpose of this report is to provide an overview of the conversations that have taken place with the Unrepresented Management and Confidential employee groups regarding successor resolutions, as well as the negotiations with SLOCEA for a successor MOU. For the first time in decades, committed and collaborative negotiations with SLOCEA have resulted in a proposed agreement that was ratified by its membership prior to the expiration of the current contract, an achievement worth acknowledging. Staff recommend a three-year term and modest adjustments to compensation and benefits for the successor MOU with SLOCEA. Resolutions for the Unrepresented Groups propose similar modest adjustments to compensation and benefits.

Background
When an MOU or Resolution expires, its terms and conditions remain in effect until a successor agreement is adopted, or, for represented groups, until the meet and confer process is completed. Below is an overview of the three relevant employee groups:

1. SLOCEA. SLOCEA is the largest bargaining unit in the City representing 215 positions in classifications providing a wide variety of services to the community including parks, streets, and facilities maintenance, utilities work, public works projects and building inspection, code enforcement, engineering, planning, recreational activities, and administrative support. Compensation and benefits for this group of employees is established by MOU.

2. Unrepresented Confidential Group. The City’s unrepresented confidential group consists of thirteen (13) positions in City Administration and Information Technology, the City Attorney’s Office, Finance, and Human Resources Departments. These employees are designated as unrepresented in accordance with the Government Code 3507.5 and Employer-Employee Resolution 6620 because they are privy to information that affects employee relations and labor negotiations. Therefore, being represented could pose a conflict of interest.

Compensation and benefits for confidential employees are set by Resolution adopted by the City Council.

3. Unrepresented Management Group. The unrepresented management group consists of 112 positions across all departments: two appointed officials (the City Manager and the City Attorney), ten department heads, and 100 other management positions. These are professional-level employees exempt from the overtime provisions of the Federal Labor Standards Act (FLSA), and include deputy directors, first-line supervisors, program managers, senior planners and engineers, analysts, and other professionals. Compensation and benefits for unrepresented management employees are set by Resolution adopted by the City Council.

Item 5k
SLOCEA
On February 20th, in advance of negotiations, staff met with the SLOCEA bargaining team where the Director of Finance provided an overview of the City’s fiscal forecast to address questions the SLOCEA team may have related to the City’s financial outlook.

The City’s and SLOCEA’s negotiating teams (“the parties”) began negotiations on March 10, 2025, and held six (6) productive negotiating sessions through May 19, 2025. During this time, SLOCEA provided six (6) formal proposals and presented the City bargaining team with their group’s priorities and interests, and the City provided seven (7) proposals as well as a comprehensive overview of proposed edits to the current MOU in an effort to clean up and clarify language, memorialize side letters, and address non-economic operational changes in over half of the 44 Articles in the MOU. Discussions were collaborative and showed mutual respect, even as both parties navigated economic constraints and competing priorities.

Over the course of the productive negotiation sessions, the parties engaged in a collaborative process resulting in a tentative agreement that aligns with the Council adopted Compensation Philosophy and financial objectives. The tentative agreement has been finalized and proposed for approval in the Resolution and MOU provided in Attachments A & B. The following is a summary of the key changes included in the successor SLOCEA MOU:

1. Term of Agreement: Three-year agreement – July 1, 2025, to June 30, 2028.

2. Cost-of-Living Adjustments: Provide three percent (3%) cost-of-living adjustments to all classifications effective the first full pay period of July 2025, July 2026, and July 2027.

3. Overtime: Increase the compensatory time off (CTO) accrual cap from 60 hours to 70 hours.

4. Standby: Increase the daily standby rates to $55 for scheduled workdays and $75 for scheduled days off – an increase of $10 per day.

5. Health Insurance: (1) Continue the City’s existing health insurance cost-share formula in 2026, 2027, and 2028; (2) Provide a one-time reset to the City’s monthly health insurance contribution to the following amounts effective September 2025; these amounts are equal to 85% of the lowest cost medical plan for each level of coverage:

Level of Coverage
Current Monthly
2025 City
Contribution
September 2025
Monthly City
Contribution
Employee Only $670 $735
Employee Plus One $1,323 $1,470
Employee Two or
More $1,792 $1,911

Item 5k

6. Long-Term Disability Insurance: The City will assume responsibility and costs for providing and administering a plan for long-term disability insurance as soon as administratively possible following Council adoption.

7. Other Miscellaneous Modifications: The parties agreed to other modifications related to clarifying language in the MOU regarding callback, temporary upgrade assignments, holidays, bereavement and family leaves, vacation cash out, and work schedules, among others.

Unrepresented Groups
Employees in management and confidential-designated classifications are unrepresented, which means there are no formal negotiations as there are for represented employee groups.

Management and confidential employees’ compensation and benefits are set by Resolution and adopted by Council.

In November 2024, employees in the unrepresented groups were surveyed on priorities regarding changes to salaries and benefits. The survey was intended to shape the focus of the planning effort for the successor resolutions. The groups met in February and March to discuss various topics including the survey results; the successor resolution process; definitions of Unrepresented, Confidential, and exempt employees; public versus private sector employment; and to gain clarity on topics such as leaves of absence, retirement benefits, and disability benefits.

The groups met again in April and June to discuss the proposed changes to wages and benefits in alignment with the economic authority provided by Council and consistent with the City’s fiscal forecast and Council-adopted Compensation Philosophy.

Updates to the Unrepresented Groups’ compensation and benefits include the same changes provided to the SLOCEA group noted above for the term of agreement, cost-of-living adjustments, and health insurance contributions. Employees in these groups are not assigned standby shifts, and unrepresented employees already receive city-paid long-term disability benefits. In addition, modifications to vacation cash out and other clean up language have been made. The proposed successor Resolutions for the unrepresented groups are provided in Attachments C, D, E & F.

Successor Agreement/Resolutions
While the updated SLOCEA MOU and the proposed successor Resolutions contain substantial markup, the majority of changes reflect administrative updates, clarification of existing articles, and revisions to ensure alignment with current laws and CalPERS regulatory requirements. These updates do not represent significant shifts in policy or compensation but instead improve clarity, consistency, and compliance across the agreements.

Revised Salary Schedules
In compliance with the Public Employees’ Retirement Law and the Public Employees’ Pension Reform Act of 2013 (PEPRA), CalPERS requires publicly available pay schedules. It also defines eight (8) requirements for such schedules, including that the schedule be duly approved and adopted by the employer’s governing body in accordance with requirement of applicable public

Item 5k
meetings laws, it is posted on the employer's website, and it is retained by the employer and available for public inspection for not less than five (5) years. Publicly available pay schedules are a critical component to verify all members’ pay rates when calculating members’ retirement benefits. Maintaining a compliant pay schedule will support transparency and expedite CalPERS’ review process. The attached salary schedules (Attachments G & H) meet these requirements for the proposed salary adjustments.

Previous Council or Advisory Body Action
Council provided direction to City negotiators in closed session.

Public Engagement
This report is on the consent agenda for June 17, 2025. The agenda and report will be posted in advance of the meeting, and the public will have an opportunity to provide feedback during public comment in advance of the Council voting on the consent agenda.

CONCURRENCE
The City and SLOCEA reached a tentative agreement, subject to Council approval, and SLOCEA shared that the tentative agreement was ratified by a vote of the membership on June 4, 2025.

ENVIRONMENTAL REVIEW
The California Environmental Quality Act does not apply to the recommended action in this report, because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378.

FISCAL IMPACT
Budgeted: Yes Budget Year: 2025-26 and ongoing
Funding Identified: Yes
Fiscal Analysis:

The ongoing costs, encompassing all items in the three successor agreements, amount to approximately $4,660,080 by the third year of the agreement. It is important to note that these costs encompass the entirety of the three agreements resulting from the negotiated changes. The fiscal forecast includes adequate budget to cover the costs as part of the 2025-27 Financial Plan and the ongoing increases will be built into future fiscal forecasts.

Fiscal Year General
Fund All Funds
Year-OverYear Costs
(All Funds)
2025-26 $1,215,864 $1,694,882 $1,694,882
2026-27 $2,252,145 $3,137,838 $1,442,956
2027-28 $3,344,173 $4,660,080 $1,522,241

Item 5k
SLOCEA costs represent approximately 51% of the General Fund and 46% of All Funds totals.

ALTERNATIVES
Do not approve recommended changes to the unrepresented employees’ resolutions and SLOCEA MOU. Instead, direct staff to return to the bargaining table with SLOCEA and conversations with the unrepresented groups. However, the resolutions and MOU are consistent with previous City Council direction and Counciladopted Compensation Philosophy and Labor Relations Objectives, and the tentative agreement with SLOCEA has been ratified by the bargaining unit’s members.

ATTACHMENTS
A. Draft Resolution Adopting and Ratifying SLOCEA MOU
B. Exhibit A to Draft Resolution – Successor MOU with SLOCEA – Legislative Draft C. Draft Resolution Amending Unrepresented Management Employees’ Compensation D. Exhibit A to Draft Resolution for Management Compensation – Legislative Draft E. Draft Resolution Amending Unrepresented Confidential Employees’ Compensation F. Exhibit A to Draft Resolution for Confidential Employees’ Compensation – Legislative Draft
G. Regular and Limited Term Employee Salary Schedule effective July 3, 2025 H. Temporary Employee Salary Schedule effective July 3, 2025

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN
LUIS OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES’
ASSOCIATION FOR THE PERIOD OF JULY 1, 2025, TO JUNE 30, 2028 WHEREAS, the San Luis Obispo City Employees’ Association (SLOCEA) is committed to providing high quality service to the community; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy, while also considering the long-term financial sustainability of changes in compensation.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo, compensation and benefits for the SLOCEA group are revised as follows:

SECTION 1. The Memorandum of Understanding between the City of San Luis Obispo and SLOCEA, attached hereto as Exhibit “A” and incorporated herein by this reference, is hereby adopted and ratified.

SECTION 2. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes.

SECTION 3. The City Clerk shall file and furnish a copy of the resolution and a copy of the executed Memorandum of Understanding approved by Ryan Dale, SLOCEA President, and Nickole Domini, Director of Human Resources.

SECTION 4. Amendments to compensation and benefits for the SLOCEA group do not constitute a “Project” under CEQA Guidelines Sec. 15378.

Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

Resolution No. _____ (2025 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

i
ARTICLE 1 - PARTIES TO AGREEMENT...................................................................1 ARTICLE 2 - RECOGNITION ......................................................................................2 ARTICLE 3 - TERM OF AGREEMENT........................................................................3 ARTICLE 4 - RENEGOTIATION..................................................................................4 ARTICLE 5 - SALARY.................................................................................................5 ARTICLE 6 - OVERTIME...........................................................................................12 ARTICLE 7 - STANDBY............................................................................................15 ARTICLE 8 - CALLBACK...........................................................................................17 ARTICLE 9 - TEMPORARY UPGRADE ASSIGNMENT...........................................21 ARTICLE 10 - BILINGUAL PAY................................................................................24 ARTICLE 11 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES......25 ARTICLE 12 - MECHANIC HELPER TOOL ALLOWANCE .......................................26 ARTICLE 13 - PAYDAY.............................................................................................27 ARTICLE 14 - RETIREMENT ....................................................................................28 ARTICLE 15 - INSURANCE ......................................................................................30 ARTICLE 16 - LONG-TERM DISABILITY INSURANCE...........................................37 ARTICLE 17 - HOLIDAYS.........................................................................................38 ARTICLE 18 - SICK LEAVE.......................................................................................42 ARTICLE 19 - BEREAVEMENT LEAVE ....................................................................45 ARTICLE 20 - FAMILY LEAVE..................................................................................46 ARTICLE 21 - VACATION LEAVE ............................................................................48 ARTICLE 22 - WORKERS' COMPENSATION LEAVE..............................................52 ARTICLE 23 - WORK SCHEDULE ............................................................................53 ARTICLE 24 - PROBATION PERIOD ........................................................................56 ARTICLE 25 - PERFORMANCE EVALUATIONS......................................................57 ARTICLE 26 - TRANSFER ........................................................................................58 ARTICLE 27 - LAYOFF PROCEDURE.......................................................................59 ARTICLE 28 - MODIFIED DUTY ASSIGNMENT......................................................65 ARTICLE 29 - COMMERCIAL DRIVER’S LICENSE PHYSICALS.............................66 ARTICLE 30 - UNIFORMS .......................................................................................67 ARTICLE 31 - SAFETY PROGRAM ..........................................................................68 ARTICLE 32 - EMPLOYEE RIGHTS..........................................................................69

ii
ARTICLE 33 - GRIEVANCE PROCEDURE................................................................70 ARTICLE 34 - REPRESENTATIVE ROLE..................................................................73 ARTICLE 35 - COMMITTEE REPRESENTATION.....................................................75 ARTICLE 36 - DUES DEDUCTION ...........................................................................76 ARTICLE 37 - MANAGEMENT RIGHTS ..................................................................77 ARTICLE 38 - PEACEFUL PERFORMANCE.............................................................78 ARTICLE 39 - RIGHT TO REPRESENTATION / WEINGARTEN RIGHTS................79 ARTICLE 40 - NEW EMPLOYEE ORIENTATION.....................................................80 ARTICLE 41 - PERSONNEL FILE LOG AND SECURITY .........................................81 ARTICLE 42 - FULL AGREEMENT...........................................................................82 ARTICLE 43 - SAVINGS CLAUSE............................................................................83 ARTICLE 44 - SIGNATURES....................................................................................85 APPENDIX A - CLASSIFICATIONS..........................................................................86

1 ARTICLE 1 - PARTIES TO AGREEMENT
This Agreement is made and entered into this 13th day of December 2022, by, and between the City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo City Employees' Association, hereinafter referred to as the Association.

Nothing in this Agreement between the parties shall invalidate nor be substituted for any provisions in City Resolution No. 6620 or AB 646 codified in California Government Code Sections 3505.4, 3505.5 and 3507.7 unless so stipulated to by provision(s) contained herein and agreed to.

2 ARTICLE 2 - RECOGNITION
Pursuant to Government Code Section 3500, et seq., and City Resolution No. 6620, the City hereby recognizes the San Luis Obispo City Employees' Association as the bargaining representative for purposes of representing regular and probationary employees, occupying the position classifications set forth in Appendix A, in the General Unit with respect to their compensation, hours, and other terms and conditions of employment for the duration of the Agreement.

3 ARTICLE 3 - TERM OF AGREEMENT
This Agreement shall become effective July 1, 20252022, except that those provisions which have specific implementation dates shall be implemented on those dates and shall remain in full force and effect until midnight June 30, 2028 2025.

4 ARTICLE 4 - RENEGOTIATION
Parties agree that either the City or the Association can initiate negotiations no earlier than 120 days or later than 90 days prior to the expiration of the Memorandum of Understanding (MOU). Negotiations shall begin within, but no later than, thirty (30) days from the date of receipt of the notice. Parties may, by mutual agreement, modify the date for the commencement of negotiations.

5 ARTICLE 5 - SALARY
A. RULES GOVERNING STEP CHANGES FOR NON-SKILLS BASED PAY

EMPLOYEES
The following rules shall govern step increases for employees:

1. The date of any new appointment, promotion, or transfer to a position within the bargaining unit becomes the employee’s position anniversary date for step increase purposes.

1.2. The first step is the minimum rate and shall normally be the hiring rate for the class. In cases where it is difficult to secure qualified personnel, or if a person of unusual qualifications is hired, the Director of Human Resources, or their designee, may authorize hiring at any step.

2.3. The second step is an incentive adjustment to encourage an employee to improve their work. An employee may be advanced to the second step following the completion of twelve months satisfactory service upon recommendation by the department head and the approval of the Human Resources Director.

3.4. The third step represents the middle value of the salary range and is the rate at which a fully qualified, experienced, and ordinarily conscientious employee may expect to be paid after a reasonable period of satisfactory service. An employee may be advanced to the third step after completion of twelve months service at the second step, provided the advancement is recommended by the department head and approved by the Human Resources Director.

5. The fourth and fifth steps are to be awarded only if performance is deemed competent or above as shown on the last most recent performance evaluation. An employee may be advanced to the fourth step after completion of one year of service at the third step provided the advancement is recommended by the department head and approved by the Human Resources Director. An employee may be advanced to the fifth step after completion of one-year service at the fourth step provided the advancement

6 is recommended and justified in writing by the department head and approved by the Human Resources Director.

4.6. Upon recommendation by the department head, or their designee, and the approval of the Director of Human Resources, or their designee, an employee will be advanced a step upon receiving an overall rating of at least “Meets Performance Standards” on the employee’s annual performance evaluation following the completion of twelve (12) months of service.

5.7. The above criteria for step increases apply except where other arrangements are authorized by the City Manager.

6.8. In applying the above rules, the next step shall be granted, other conditions having been met, on the first day of the payroll period within which the employee’s position anniversary date occurs.

7. Should the employee not receive a step increase's salary not be increased, it shall be the privilege discretion of the department head and City Manager, or their designees, to reconsider such step increase at any time during the year.

9. 8. Each department head shall be authorized to reevaluate employees who reach Step 5 in their pay range. An employee who is not performing up to standard for the fifth step shall be notified in writing that the department head intends to reduce the employee one step, following due process. unless their job performance improves to an acceptable level by the end of 60 days. Prior to the end of 60 days, the department head shall again reevaluate the employee and, as part of that reevaluation, shall notify the employee if the pay reduction shall then become effective. The fifth step may be reinstated at any time upon recommendation of the department head. If the department head deems it necessary to again remove the fifth step during the same fiscal year, they may make the change at any time with three business days written notice.

10.

7 B. RULES GOVERNING SKILLS BASED PAY
Employees working in classifications eligible for Skills Based Pay (SBP) will be paid according to the Step Criteria under the applicable SBP Guidance Document.

During the term of the MOU, the classifications participating in SBP and the contents of the SBP Guidance Document may be revised based on the mutual agreement of the City and SLOCEA, without the need for a separate side letter.The guidelines for Skills Based Pay classifications are set forth in Appendix B.

C. "Y" RATING
An employee who is not performing up to established job standards for reasons including but not limited to transfer, reclassification, and performance issues may be "Y" rated, freezing their salary until such time as standards are met. The department head shall give 60 days’ written notice to any employee they intend to "Y" rate, giving the employee an opportunity to correct any deficiencies. A "Y" rated employee would not receive either step increases or salary increases granted by the City Council in a MOU resolution such as across the board cost of living increases, market equity increases, or other increases to salary. The "Y" rating procedure shall not result (then or later) in the employee being frozen below the next lower step of the new range.

For example, if an employee is at step 4 when "frozen" their salary shall not ever be less than the current step 3 by this action. The only limited exception to “Y” rating may be found in the Appendix B, Skills Based Pay Guidance document.

D. COMPUTATION OF SALARY RANGE
Each salary range consists of five steps (1 through 5). Steps 1 through 4 equal 95% of the next highest step, computed to the nearest biweekly one dollar on a biweekly basis.

Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2

8 Each across the - -board % salary increase shall raise step 5 of each salary range 1 by that %. Step 5 of each successive salary range will be 2.63% above step 5 of the next lower range. After all step 5's of salary ranges have been established, each biweekly step 5 shall be rounded off up to the nearest $1.00 one dollar on a biweekly basis, and the remaining steps established in accordance with the above formula.

E. SALARY PROVISION FOR THE TERM OF AGREEMENT
The parties agree to a salary increase as set forth below to be effective on the first day of the first full payroll period following the date specified below for all bargaining unit members.
• July 1, 20252 3.0%
• July 1, 20263 23.0%
• July 1, 20274 23.0%
F. MARKET EQUITY ADJUSTMENTS
In addition to the above listed salary increases, the following job classifications shall receive market equity adjustments to be effective beginning on the December 8, 2022 pay period, payday December 29, 2022. These adjustments are based on the 2021 Benchmark Compensation Study results and are implemented in an effort to address recruitment and retention challenges:

Job Title Market Equity
Adjustment
Accounting Assistant I 5.3%
Accounting Assistant II 5.3%
Accounting Assistant III 8.0%
Administrative Assistant I 5.3%
Administrative Assistant II 5.3%
Administrative Assistant III 2.6%
Administrative Specialist 2.6%
Aquatics Coordinator 2.7%
Assistant Planner 10.9%
Associate Planner 10.9%

9 Job Title Market Equity
Adjustment
Beautification Gardener 13.8%
Building Inspector I 5.4%
Building Inspector II 5.3%
Cannabis Business Coordinator 10.9%
Capital Projects Manager I 8.1%
Capital Projects Manager II 8.1%
Capital Projects Manager III 8.1%
Code Enforcement Officer I 8.1%
Code Enforcement Officer II 8.1%
Code Enforcement Technician I 8.0%
Code Enforcement Technician II 8.1%
Communications Coordinator 2.6%
Control Systems Administrator 16.9%
Deputy City Clerk I 2.6%
Deputy City Clerk II 2.6%
Engineer I 8.1%
Engineer II 8.1%
Engineer III 8.1%
Engineering Inspector I 8.1%
Engineering Inspector II 8.1%
Engineering Inspector III 8.1%
Engineering Inspector IV 8.1%
Engineering Technician I 8.1%
Engineering Technician II 8.0%
Engineering Technician III 8.1%
Enterprise System Database Administrator 16.9%
Environmental Compliance Inspector (SBP) 8.0%
Facilities Maintenance Technician (SBP) 10.0%
Financial Specialist 11.0%
Fleet Services Specialist 2.6%
GIS Specialist I 16.8%
GIS Specialist II 16.8%
Heavy Equipment Mechanic 10.9%
Housing Coordinator 10.9%

10 Job Title Market Equity
Adjustment
Information Technology Assistant 16.9%
Information Technology Security Engineer 16.9%
Information Technology System Engineer 16.9%
Laboratory Analyst (SBP) 8.0%
Maintenance Contract Coordinator 8.1%
Maintenance Crew Coordinator 5.3%
Maintenance Worker I 10.9%
Maintenance Worker II 10.9%
Maintenance Worker II - Parks 10.9%
Maintenance Worker III 11.0%
Maintenance Worker III - Parks 11.0%
Mechanic Helper 10.9%
Parking Coordinator 10.9%
Parking Enforcement Officer I 10.9%
Parking Enforcement Officer II 11.0%
Parking Meter Repair Worker 13.8%
Parks Crew Coordinator 13.7%
Parks Maintenance Specialist (SBP) 13.8%
Permit Technician I 5.3%
Permit Technician II 2.6%
Permit Technician III 2.6%
Planning Technician 8.1%
Plans Examiner 5.3%
Ranger Maintenance Worker I 16.7%
Ranger Maintenance Worker II 10.9%
Recreation Coordinator 2.6%
Signal and Street Lighting Technician 13.9%
Solid Waste and Recycling Coordinator 8.1%
Streets Crew Coordinator 13.7%
Streets Maintenance Operator (SBP) 13.8%
Supervising Administrative Assistant 2.6%
Supervising Utility Billing Assistant 2.6%
Sweeper Operator 8.2%
System Application Specialist 16.9%

11 Job Title Market Equity
Adjustment
Tourism Coordinator 2.6%
Transit Assistant 2.6%
Transit Coordinator 2.6%
Transportation Planner-Engineer I 8.1%
Transportation Planner-Engineer II 8.1%
Transportation Planner-Engineer III 8.1%
Underground Utilities Locator 13.9%
Urban Forester (SBP) 10.0%
Utility Billing Assistant 5.3%
Wastewater Collection System Operator (SBP) 12.0%
Water Distribution Chief Operator 13.9%
Water Distribution System Operator (SBP) 12.0%
Water Resource Recovery Facility Chief Maintenance Technician 12.4% Water Resource Recovery Facility Chief Operator 12.4%
Water Resource Recovery Facility Maintenance Technician (SBP) 12.0% Water Resource Recovery Facility Operator (SBP) 12.0%
Water Resources Technician 11.0%
Water Supply Operator (SBP) 12.0%
Water Treatment Plant Chief Maintenance Technician 12.4% Water Treatment Plant Chief Operator 12.4%
Water Treatment Plant Operator (SBP) 12.0%
Youth Services Coordinator 2.7%
Youth Services Program Assistant 5.3%
Youth Services Program Specialist 5.3%
G. LUMP-SUM PAYMENTS
Provide a one-time lump sum taxable payment following Council adoption in the amount of $1,800 to bargaining unit members hired before December 22, 2022 and employed as of the payment date (December 29, 2022).

12 ARTICLE 6 - OVERTIME
A. GENERAL PROVISIONS
Overtime is defined as all hours worked by the employee in excess of forty (40) hours worked in a work week. Except during emergency operations as determined by the department head or designee, anAn employee’s failure to have overtime authorized by management may be subject to discipline up to and including termination.

All paid leave hours shall be counted as hours worked for purposes of calculating overtime to include Vacation, Holiday, Holiday-in-Lieu, Sick Leave, and Compensatory Time Off (CTO). All overtime shall be authorized by the department head or designee prior to being compensated. The assignment of overtime is not guaranteed, and the City expressly retains the management right to eliminate or reduce overtime opportunities due to budgetary, operational, or efficiency concerns.

B. COMPENSATION
All overtime as defined in Section A of this Article shall be paid in cash at one and one -half (1 1/2) the employee's base rate of pay, plus incentives as defined below in Section D, or in time off (CTO) at the rate of one and one -half (1 1/2) hours for each hour of overtime worked. All overtime shall be compensated to the nearest five (5) minutes worked.

C. COMPENSATORY TIME OFF (CTO)
An employee who earns City/Contract overtime as defined in Section A above may elect compensation in the form of compensatory time off (CTO). An employee may be compensated in CTO and maintain up to sixty seventy (760) hours of CTO in their CTO account during the calendar year. Accumulated CTO may be taken through December 31st of each calendar year. Accumulated CTO not taken by midnight December 31st shall be compensated in cash at an employee’s hourly rate of pay not including any incentives. Such compensation shall be paid in January of the following year.

13 An employee who promotes or transfers out of the bargaining unit shall be paid for any unused CTO at the employee’s regular rate of pay in effect just prior to the promotion or transfer.

D. PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME • Bilingual Pay
• Cash-in-Lieu (in compliance with Flores v. City of San Gabriel) • Microsoft Certified Engineer (MSCE) or VMware Certified Professional (VCP) Certifications
• Safety Committee Pay
• Standby Pay
• Temporary Assignment Upgrade Pay
• Work out of Grade Pay
E. WORK WEEK FOR CALCULATION OF OVERTIME
For all bargaining unit members working a regular 5/40 work schedule or a 4/10 alternative work schedule, the work week for the purpose of calculating overtime as defined in Section A of this Article shall be seven consecutive days, beginning at 12:00 am Thursday and ending at 11:59 pm Wednesday.

For all bargaining unit members working a 9/80 alternative work schedule, the work week for the purpose of calculating overtime as defined in Section A of this Article shall be seven consecutive days, beginning exactly four hours into their eight-hour shift on the day of the week which constitutes their alternative regular day off.

F. OVERTIME DISPUTE RESOLUTION PROCEDURE
The City and the Association acknowledge and agree that they have met and conferred in good faith in accordance with California Government Code Ssection 3505 over the definition, calculation, and payment of contract overtime as defined in Article 6. The City and the Association further acknowledge and agree that the

14 provisions of Article 6 establish the full extent of the City’s contractual obligations to pay overtime for services rendered within the course and scope of employment by members of the bargaining unit and that to the extent individual claims for statutory overtime under the Fair Labor Standards Act (FLSA) are asserted by or on behalf of any member of the bargaining unit during the term of the MOU, such claims will not present or support a claim for contract overtime under the MOU.

The agreed upon contract overtime language is intended to provide more pay than is required under the FLSA. Under no circumstances shall the contract overtime rate provide less than what is legally required by the FLSA.

G. ELIMINATION OF DUAL CALCULATION
The City and the Association agree to eliminate the dual calculation of overtime as soon as administratively possible and agree to include cash-in-lieu into the overtime rate in compliance with the Flores v. City of San Gabriel decision.

15 ARTICLE 7 - STANDBY
A. Standby duty is defined as that circumstance which requires an employee so assigned to:
• Be ready to respond immediately to a call for service; and • Be readily available at all hours by telephone or other agreed -upon communication equipment; and
• Refrain from activities which might impair their assigned duties upon call (including, but not limited to, alcohol consumption).

B. Employees will receive fortyfifty-five dollars ($545.00) for each scheduled workday weekday, and sixtyseventy-five dollars ($765.00) for each scheduled day off, including observed holidays, weekend day and holiday of such standby assignment.

Employees working an alternative work schedule who are assigned to standby duties and are scheduled off work on a weekday shall receive sixty-five dollars ($65.00) weekend standby pay.

B.C. Employees who are assigned standby duty but are unable to fulfill duty requirements must notify their supervisor as soon as possible. Such employees will not receive standby pay.

D. Employees who are contacted and required to work as part of a standby assignment, as defined in Section A above, will be compensated in accordance with Article 8 – Callback.

C. For return to work as part of a standby assignment, as defined above, the City will guarantee either two (2) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater.

For employees that who are required to physically return to work in their personal vehicle as part of a standby assignment, as defined above, the City will

16 guarantee either three (3) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater. The department head or designee has the discretion to provide a City vehicle to employees assigned to standby.

D. The parties shall establish a committee to study how to either increase the financial incentive for standby duties for employees required to be on standby more than once per month or decrease the standby work for impacted employees. This study will be done within six months of Council ratification with recommendations provided to the City Manager.

E. The parties agree that employees on standby, as defined above, are "waiting to be engaged."
E.F. The City and SLOCEA agree to maintain a separate document outlininggoverning standby shifts at the Whale Rock Reservoir that may be revised based on the mutual agreement of the City and SLOCEA during the course of this MOU, without the need for a separate side letter. The terms and conditions outlined in the side letter dated December 6, 2024, will continue in force and effect unless amended by agreement of the Parties.

17 ARTICLE 8 - CALLBACK
A. DEFINITION
Callback is a defined as that circumstance requiring which requires an employee to unexpectedly return to work duties after the employee has left work at the end of the employee's work duties. shift or workweek;
If an employee who was called back and has completed their assignment and left work is again called back to work, they will not receive another minimum if the return to work is within the original minimum.

Except that, aAn early call -in of up to two (2) hours prior to the scheduled start ofr a work shift shall not be considered a callback and shall be subject to standard overtime calculations.

Employees not assigned to standby are not required to respond outside of normal scheduled hours except in an emergency as defined by the department head or their designee.

B. COMPENSATION WHEN ASSIGNED TO STANDBY

1. Standby Remote, De minimis (0-7 min): Employees who are contacted and whose work is completed within seven minutes or less, itthe work is considered de minimis and shall not be compensated. For example, employees who are required to acknowledge alarms but are not required to take any further action would be completing de minimis work, which is noncompensable.

However, iIf an employee receives multiple contacts throughout a single standby shift requiring action during which those contacts cumulatively

18 exceed seven minutes, the employee will be compensated in accordance with Section 3 – Standby Remote, Callback below.
(1)2. Standby Remote, Minor Action (8-15 min): Employees who are contacted and whose work is completed between eight and fifteen minutes shall not qualify for a minimum callback of two hours. Such employees shall be required to record actual time worked. If an employee receives multiple contacts throughout a single standby shift during which those contacts cumulatively exceed fifteen minutes, the employee will be compensated in accordance with Sections B.(3)-(5) below.

3. Standby Remote, Callback: Employees who are called back and able to respond remotely will receive either two (2) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater.
(2)4. Standby Callback – City Vehicle: The department head or their designee has the discretion to provide a City vehicle to employees assigned to standby. Employees who take home a City vehicle as part of a standby assignment and are required to return to work in-person will receive either two (2) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater. The compensable time begins when the employee departs from their current location and concludes when they stop working.

5. Standby Callback – No City Vehicle: Employees who are required to return to work and are not assigned a City vehicle will receive either three (3) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater. The compensable time begins when

19 the employee departs from their current location and concludes when they stop working.

B. COMPENSATION WHEN NOT ASSIGNED TO STANDBY

1. Early Call-In: An early call-in of up to two (2) hours prior to the scheduled start of a work shift shall not be considered a callback and shall be subject to standard overtime calculations. Employees shall report actual time worked on their timecard.

2. Remote, De minimis (0-7 min): For employees who are contacted and whose work is completed within seven minutes or less, the work is considered de minimis and shall not be compensated.

If an employee receives multiple contacts requiring action during which those contacts cumulatively exceed seven minutes, the employee will be compensated in accordance with Section 3 – Callback below.Employees who are contacted outside of their normal working hours shall be compensated for this time if work is more than de minimis, which is defined as seven minutes. When an employee is engaged in work in excess of seven minutes to discuss departmental business, such time will be considered time worked.

3. Callback: Employees who are called back to work either physically or remotely when not on standby will receive either four (4) hours of pay in cash at straight time or pay at time and one half for time actually worked, whichever is greater.

C. COMPENSATION

20 For an unexpected return to work, as defined in A above, the City will guarantee either four (4) hours pay in cash at straight time or pay at time and one-half for time actually worked, whichever is greater.

If an employee who was called back or remotely worked and has completed their assignment and left work is again called back to work, they will not receive another minimum if the return is within the original minimum.

C. CTO ACCRUAL FOR CALLBACKS
An employee who returns to work, either physically or remotely, may elect to earn compensatory time off (CTO) at the rate of one hour of CTO for each guaranteed hour of minimum straight time pay or, if applicable, at the rate of one and one half (1 ½) hours for each hour of overtime worked, as provided above. The accumulation, usage, maintenance of CTO hours in an employee’s CTO account, and compensation for accumulated CTO shall be governed by Article 6(C) of this Agreement.

21 ARTICLE 9 - TEMPORARY UPGRADE ASSIGNMENTWORK OUT -OF -

CLASSIFICATION
A. OUT-OF-CLASS ASSIGNMENT
For the purposes of this article, an out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position in another classification. An employee assigned in writing by management to work out-of-class in a position that is assigned a higher pay range and is vacant pending an examination, or is vacant due to an extended sick leave, shall receive five percent (5%) in addition to their regular base rate commencing on the eleventh consecutive workday on the outof-class assignment. In order to receive out of class pay, an employee must be working in the out of class assignment and may not have a leave of absence longer than two (2) consecutive weeks, unless otherwise approved.

The work out-of-class assignment will be evaluated after three (3) and six (6) months to determine if the assignment is still necessary or if a recruitment should take place. If there is an operational need to have an employee work out-of-class more than six 6) months, the out-of-class compensation will be increased to at least the first step of the higher classification and up to an additional five percent (5%), for a total of at least ten percent (10%) special pay, upon the recommendation of the supervisor and approval of the department head.

B. SEASONAL SUPERVISION
If, in addition to their regularly assigned employees, any employee responsible for five (5) or more supplemental (temporary) workers for a period exceeding ten (10) consecutive workdays shall receive additional pay of five percent (5%) commencing with the 11th day.

A. For the purposes of this Article, a temporary upgrade assignment is the full-time assignment to a higher-level classification (with a higher salary).

22 B. An employee assigned in writing by management to a temporary upgrade assignment shall receive temporary upgrade pay of five percent (5%) in addition to their regular base rate commencing on the eleventh (11th) consecutive workday of the temporary upgrade assignment.

If the temporary upgrade assignment is to a management-level classification, the employee shall receive either a five percent (5%) increase or be placed at the bottom of the salary range for the management-level classification, whichever is greater.

C. In order to receive temporary upgrade pay, an employee must be working in the temporary upgrade assignment and may not have a leave of absence longer than two (2) consecutive weeks, unless otherwise approved.

D. The temporary upgrade assignment will be evaluated after three (3) and six (6) months. If there is an operational need to have an employee work in the temporary upgrade assignment more than six (6) months, the temporary upgrade pay will be increased to at least the first step of the higher classification and/or up to an additional five percent (5%), for a total of at least ten percent (10%) special pay, upon the recommendation of the supervisor and approval of the department head.

C.E. If, in addition to their regularly assigned employees, any employee is responsible for five (5) or more supplemental (temporary) workers for a period exceeding ten (10) consecutive workdays, the employee shall receive additional pay of five percent (5%) commencing with the eleventh (11th) consecutive workday of the temporary upgrade assignment.

ARTICLE 10 - TEMPORARY ASSIGNMENT
An appointing authority or designee may temporarily assign an employee to a different position for a specific period of time not to exceed 90 days, after which the employee returns

23 to their regular duties and position from which they were regularly assigned. The temporary assignment may be extended past 90 days if agreed to by the employee in writing. Such action shall have the prior approval of the Human Resources Director of Human Resources or designee. An appointing authority may assign an employee to a different position for a period of time not to exceed 90 days, provided the employee has received 24 hours written notice which includes reasons for the assignment. Employees who are subject to temporary assignment shall be compensated in accordance with Article 9A. In order to receive temporary assignment pay, an employee must be working in the temporary assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise.

24 ARTICLE 101 - BILINGUAL PAY
Employees certified as bilingual in Spanish and assigned to through a testing process and certified as being required to regularly use their Spanish speaking skills shall receive a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this incentive the first full pay period following qualification. Additional languages may be approved by the City based upon demonstrated need. The City will study the need to incentivize City employees fluent in languages other than English by convening the DEI Committee annually for that purpose. Regardless of certification and payment, all employees shall use any language skills they possess to the best of their ability.

25 ARTICLE 112 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES The following classifications are eligible to receive a $500 monthly stipend for a Microsoft Certified Engineer (MSCE) or VMWARE Certified Professional Certification (VCP), which enhance their ability to do their job. This incentive will be included as part of the total compensation calculation when conducting benchmark compensation studies.

Employees are eligible for this incentive the first full pay period following qualification:
• Control Systems Administrator
• Information Technology Security Engineer
• Information Technology Systems Engineer

26 ARTICLE 123 - MECHANIC HELPER TOOL ALLOWANCE
The following Employees in the Mechanic Helper classifications are eligible toshall receive a tool allowance of $1,000 per year for tool replacement, tool purchase, and/or tool updates.:

Mechanic Helper
• Heavy Equipment Mechanic
The allowance will be included on the first full pay period in January each calendar year.

Eligible employees hired after the annual tool allowance is provided will receive a prorated tool allowance based on the employees start date.

The allowance for Mechanic Helper shall be paid in full on the payday following the first full pay period in January of each calendar year.

Effective in January 2024, due to an expected policy change of City-purchased tools for the Heavy Equipment Mechanics, the Association and the City agree that the $1,000 tool allowance for Heavy Equipment Mechanics shall be paid quarterly in the amount of $250 on the first full pay period in January, April, July, and October of each calendar year. Once tool purchase is complete and City-provided tools are in operational use, affected employees shall remove employee-owned tools from City property and the tool allowance will end for Heavy Equipment Mechanics.

Eligible employees hired after the annual tool allowance is provided shall receive a biweekly prorated tool allowance based on the employee’s start date in accordance with disbursement schedules above.

27 ARTICLE 134 - PAYDAY
Payroll will be disbursed on a bi-weekly schedule. Payday will be every other Thursday. This disbursement schedule is predicated upon normal working conditions and is subject to adjustment for cause beyond the City's control. The City will not compel electronic deposits.

28 ARTICLE 145 - RETIREMENT
A. CalPERS Contracts. Employees are classified as Miscellaneous and work twelve (12) months per year.

1. “Classic Members First Tier” employees hired before December 6, 2012.

The City agrees to provide the Public Employees' Retirement System’s (CalPERS)

2.7% at age 55 plan to all eligible employees using the highest one-year as final compensation. The 2.7% at 55 plan includes the following amendments:
the 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit. Employees pay the full 8% member contribution.

2. “Classic Members Second Tier” employees hired on or after December 6, 2012.

The City agrees to provide the CalPERS 2% at 60 plan using the highest three-year
average as final compensation. The 2.0% at 60 plan includes the following amendments: the 1959 Survivor's Benefit – Level Four, conversion of unused sick leave to additional retirement credit, Military Service Credit, and PreRetirement Option Settlement 2 Death Benefit. Employees pay the full 7% member contribution.

3. “New Members Third Tier” employees hired after January 1, 2013.

PERS determines who are “New Members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA). The City will provide the CalPERS 2% @ 62 plan, using the highest three-year average as final compensation. Employees pay 50% of total normal cost of the retirement benefit, as determined by CalPERS.

29 Member contributions are made on a pre-tax basis as permitted under IRS Code Section 414(h)(2).

B. Member Contributions

1. “Classic Members First and Second Tier”
Effective the first pay period in January 2014, employees began paying the full member contribution required under the plan for first and second tier (8% and 7% respectively) employees and the City discontinued their payment of the member contribution. For purposes of this Section, employee contributions are based on salary and special compensation as defined by PERS. All of the employee contributions are made on a pretax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost, as determined by PERS. All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

30 ARTICLE 156 -- INSURANCE
A. HEALTH FLEX ALLOWANCE CONTRIBUTION
Employees electing medical coverage in the City’s plans shall receive a health flex allowance as defined by the Affordable Care Act (“ACA”) and shall purchase such coverage through the City’s Section 125 Plan “Cafeteria Plan”. If the health flex allowance is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex allowance and the premium cost on a pre-tax basis through the City’s Cafeteria Plan. If the premium cost for medical coverage is less than the health flex allowance, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits under the Cafeteria Plan. In order to be eligible for the health flex allowance in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on a protected leave. Less than full-time employees shall receive a prorated share of the City's contribution. Effective the first paycheck in January 2023, the 2023 monthly health flex allowance amount for regular, full-time employees will be reset as outlined below.

Level of Coverage 2022 Monthly
Rate
Employee Only $600
Employee Only "Legacy"
*with no cash back option $790
Employee Plus One $1,187
Family $1,607
Employees electing coverage in the City medical plans shall receive a health flex contribution and shall purchase such coverage through the City’s Section 125 Plan “Cafeteria Plan.” To be eligible for the health flex contribution in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on an approved FMLA/CFRA leave of absence or receiving temporary disability benefits through workers’ compensation.

31 Less than full-time employees shall receive a prorated share of the City’s contribution.

The City will contribute directly to CalPERS on behalf of each employee the statutory minimum monthly employer contribution required under the Public Employees’ Medical and Hospital Care Act (PEMHCA), as set annually by CalPERS. For 2025, the PEMHCA minimum contribution is $158 per month. The City will provide a contribution through its cafeteria plan, which combined with the City’s PEMHCA contribution, will equal the total health flex contribution in the amounts listed below.

The City’s current monthly health flex contribution is listed below, along with the updated contribution that will take effect the first paycheck in September 2025.

Level of Coverage 2025 Monthly
Contribution
Reset Monthly
Contribution
Effective
September 2025
Employee Only $670 $735
Employee Only "Legacy"
*with no cash back option $790 $790
Employee Plus One $1,323 $1,470
Family $1,792 $1,911
Employees hired prior tobefore September 1, 2008, who elect employee only medical coverage will receive the health flex allowance listed above for eEmployee Oonly “Llegacy” contribution amount until such amount is less than the Employee Only (non-Legacy) contribution amount coverage. If an employee who is receiving Employee Only or Opt Out “Llegacy” coverage changes their level of coverage, they will be eligible to return to the legacy coverage in a future year. If the premium cost

32 for medical coverage is less than the health flex contributionallowance, the employee shall not receive any unused health flex in the form of cash or to purchase additional benefits.

Effective for the 2024 and 20252026, 2027, and 2028 premiums, the City’s total health flex allowancecontribution for group medical coverage shall be increased by an amount equal to one-half of the average percentage change for family coverage in the CalPERS health plans available in San Luis Obispo County. In any event, the City’s contribution will not be decreased. For example: if three plans were available and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% ((10% + 20% + -6%) ÷ 3 = 8% x 1/2). The employee-only “legacy” amount will not adjust.

The City agrees to continue its contribution to the health flex contribution or conditional opt out amount as described below allowance for two (2)one full pay periods in the event that an employee has exhausted all paid time off, including paid leave donated through the catastrophic leave program, and leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), due to an employee's catastrophic illness. That is, the employee shall receive the regular City health flex contribution or conditional opt out amount allowance for the first two (2) full pay periods following the pay period in which the employee's accrued paid leave balances reach zero (0) andor FMLA/CFRA benefits have leave has been exhausted. This continuation of the City health flex contribution is available once per rolling 12-month period, per employee.

B. PERS HEALTH BENEFIT PROGRAM
The City has elected to participate in the PERS Health Benefit Program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employees’ Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA

33 shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution for active employees, is achieved as a portion of will come out of that amount the City currently contributes to employees as part of the City’s Cafeteria Planthe health flex contribution. The cost of the City's participation in PERS will not require the City to expend additional funds toward health insurance.

In summary, this cost and any increases will be borne by the employees.

Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA).

C.B. CONDITIONAL OPT OUT
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the health flex contribution and medical coverage through the City’s medical plans if the following conditions are met:

1. The employee completes an attestation form during initial enrollment or during the annual open enrollment period;

2. The attestation form verifies that the employee and all individuals for whom the employee expects to claim a personal exemption deduction (Tax Family) have alternative minimum essential coverage;

3. Coverage in the individual market or individual coverage through Covered California does not meet the requirement of alternative minimum essential coverage for the employee and the employee’s Tax Family.

In order to receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (tax family) upon initial enrollment and annually thereafter. Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan. The monthly conditional opt-out (Cash-in-Lieu) incentives are:

34 Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cCash-in-Lieu shall be (taxable income) to the employee. The employee must notify the City within 30 days of the loss of alternative other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in alternative other minimum essential coverage. The City will not pay Cash-in-Lieu if the City knows or has reason to know that the employee or an individual in the employee’s Tax Family does not have the required alternative coverage. Employees on an unpaid leave of absence, will not be eligible to receive the conditional opt out payment.The conditional opt-out incentive will cease as described above one full pay period after the employee exhausts unpaid leave or FMLA/CFRA, whichever is later.

Employees receiving the conditional opt-out amount will also be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employees’ Contingency Reserve Fund and the Administrative Costs.

However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

D.C. DENTAL AND VISION INSURANCE/DEPENDENT COVERAGE
Effective January 1, 2017, eEmployee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or vision premium(s) by payroll deductions on a pre-tax basis through the City’s Cafeteria Plan.

35 E.D. LIFE INSURANCE AND ACCIDENTIAL DEATH AND DISMEMBERMENT (AD&D) Employees shall pay for life insurance and Accidental Death and Dismemberment coverage of Fifty Thousand Dollars ($50,000) through the City’s Cafeteria Plan.

F.E. MEDICAL PLAN REVIEW COMMITTEE
The Association shall appoint two voting representatives to serve on a Medical Plan Review Committee. In addition, the Association may appoint one non-voting representative to provide a wider range of viewpoints for discussion. The vote of each voting representative shall be weighted according to the number of employees represented by the Association.

1. DUTIES AND OBLIGATIONS OF THE MEDICAL PLAN REVIEW

COMMITTEE
a. Review and suggest changes for the City's Cafeteria Plan and the insurance plans offered under the MOU;
b. Submit to the City and its employee associations recommendations on proposed changes for the City's Cafeteria Plan and the insurance plans offered under the MOU;
c. Disseminate information and educate employees about the City's Cafeteria Plan and the insurance plans offered under the MOU; d. Participate in other related assignments requested by the City and its employee associations.

2. MISCELLANEOUS
a. The actions of the Medical Plan Review Committee shall not preclude the Association and the City from meeting and conferring. b. No recommendation of the Medical Plan Review Committee on matters within the scope of bargaining shall take effect before completion of meet and confer requirements between the City and Association.

36 c. If changes to the City's Cafeteria Plan are subject to meet and confer requirements, the City and the Association agree to meet and confer in good faith.
d. In performing its duties, the Medical Plan Review Committee may consult independent outside experts. The City shall pay any fees incurred for this consultation provided that the City has approved the consultation and fees in advance.

G. CALPERS MEDICAL ADMINISTRATIVE FEE
The City will pay the CalPERS Medical Administrative Fee.

37 ARTICLE 167 - LONG- TERM DISABILITY INSURANCE
SLOCEA assumes sole responsibility for providing and administering a plan for long- term disability (LTD) insurance. The City will have no role in or responsibility for determining eligibility and enrolling employees in the plan or administering its provisions. In this respect, the City’s only role will be to effectuate payroll deductions for employees enrolled in the plan by SLOCEA and verified by SLOCEA to have authorized said deductions. As part of the transition of duties and responsibilities for the LTD plan, SLOCEA will be responsible for confirming or denying existing and continuing LTD plan coverage for all bargaining unit members.

Effective as soon as administrative possible following Council adoption, all bargaining unit members will be offered long-term disability (LTD) insurance through the City’s plan. The City will cover the full cost of the LTD benefit, which provides 66.67% of an employee’s gross salary (up to a maximum benefit $15,000 per month) until age 65, for any qualifying sickness or accident. Coverage begins after a 30-day waiting period and is subject to the exclusions outlined in the City’s LTD plan. Employees may use paid leave time to supplement the LTD benefit to receive up to 100% of their regular pay, as permitted by the plan.

SLOCEA will terminate its existing LTD plan by providing 30 days’ notice to the current provider. This notice will be given after the City provides written confirmation of the effective date for transitioning all bargaining unit members to the City’s LTD plan, ensuring there is no lapse in coverage.

SLOCEA and the City will create an exploratory committee to examine the desirability and feasibility of enrolling in California State Disability Insurance at the conclusion of the term of this MOU.

38 ARTICLE 178 - HOLIDAYS
A. DESIGNATED PAID HOLIDAYS

1. The following thirteen days of each year are designated as paid holidays:

January 1 - New Year's Day
Third Monday in January - Martin Luther King Jr. BirthdDay Third Monday in February - Presidents’ Day
Last Monday in May - Memorial Day
July 4 - Independence Day
First Monday in September - Labor Day
November 11 - Veteran's Day
Fourth Thursday in November - Thanksgiving Day
Friday after Thanksgiving
One-half day before Christmas
December 25 - Christmas Day
One-half day before Christmas
One-half day before New Year's Day
Two Floating Holidays

2. A holiday shall be defined as eight (8) hours of paid time off for regular fulltime employees and prorated for part-time employees.

2. 3. For employees who are not regularly scheduled to work on weekends, wWhen a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed.

39 3.4. For employees withon a compressed work schedules, Wwhen a holiday falls on anthe employee’s flex day, holiday hours must be observed on another adjacent scheduled workday within the same FLSA work week. A holiday shall be defined as eight (8) hours of paid time off for regular full-time employees and prorated for part-time employees.

When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, tThe City reserves the right to close non-essential City services and offices on weekdays between the Christmas Day and New Year’s Eve Holidays.Monday or Friday (the day adjacent to the observed holiday).

Essential City services are determined at the discretion of the Department Head. Employees scheduled to work during this time in non-essential functions on the days adjacent to the paid holidaysare would be required to use appropriate personal leave or take the days as non-pay. Essential City services and functions are determined at the discretion of the Department Head.

5. The City willwould notify employees of closure of non-essential City services and offices no later than October 31st of the same year in order to provide employees with ample time to plan accordingly.

B. FLOATING HOLIDAY ACCRUAL
Employees will be provided two floating holidays (16 hours) in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year-to-year but can be taken through December 31st of each year.

40 If an employee terminates for any reason, having taken off hours in excess of their biweekly prorated share of the floating holiday, the value of the overage will be deducted from the employee’s final paycheck.

C. HOLIDAY-IN-LIEU

1. Effective starting in January 2026, employees in the classifications listed below work without regard to holidays and shall earn 104 hours of holiday leave in lieu of observing the designated holidays listed in Section A and B of this Article. The holiday-in-lieu hours shall be advanced to the employee effective the payroll period that January 1st falls within.

Eligible Classifications:
• Laboratory Analyst
• Senior Laboratory Analyst
• Water Resource Recovery Facility Operator
• Water Treatment Plant Operator

2. Any holiday-in-lieu hours remaining at the end of each calendar year will be paid to the employee at the straight time rate on the last paycheck in December.

3. Holiday-in-lieu hours shall be prorated on a pay period basis when an employee is appointed or terminated during the calendar year. If an employee terminates for any reason, having taken off hours in excess of their prorated share, the value of the overage, calculated on a pay period basis, will be deducted from the employee’s final paycheck.

4. Employees may not simultaneously use holiday-in-lieu hours and regular working hours.

41 Floating holiday accrual: Employees will be provided two floating holidays (16 hours, biweekly prorated for part-time employees) in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a per pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year to year but can be taken through December 31st of each year.

If an employee terminates for any reason, having taken off hours in excess of their biweekly prorated share of the floating holiday, the value of the overage will be deducted from the employee’s final paycheck.

42 ARTICLE 189 - SICK LEAVE
A. Sick leave shall be defined as absence from duty because of illness, off -the- -job injury, or exposure to contagious diseases as evidenced by certification from an accepted medical authority.

B. Rules governing sick leave:

1. Each incumbent of a position in the bargaining unit shall accrue sick leave with pay at the rate of twelve (12) days, or the prorated shift equivalent for part-time employees, per year of continuous service.

2. Sick leave may be used after the completion of the month of service in which it was earned.

3. Sick leave shall begin with the first day of illness.

4. Department heads shall be responsible to the City Manager for the uses of sick leave in their departments.

5. A department head shall require written proof of illness from an authorized medical authority at the employee's expense for sick leave use in excess of five (5) consecutive working days by personnel in their department. Such proof may be required for periods less than five (5) consecutive working days where there exists an indication of sick leave abuse.

6. Any employee who is absent because of sickness or other physical disability shall provide reasonable advance notification of their need to use accrued paid sick leave to their supervisor if the need for paid sick leave use is foreseeable (e.g., doctor’s appointment scheduled in advance). Reasonable advance notification for this purpose is defined as three (3) working days. If the need for paid sick leave use is unforeseeable, the employee should provide, at a minimum, a one (1) hour advance notice to the supervisor or delegate prior to the start of the scheduled shift. Any employee who fails to comply with this provision without having a valid reason may be subject to disciplinary action.

7. Any employee absent for an extended illness or other physical disability may be required by the Director of Human Resources to have an examination by

43 the City's medical examiner, at City expense, prior to reinstatement to the City service.

8. An appointing authority, subject to approval of the Director of Human Resources, may require any employee to be medically examined where reasonable cause exists to believe that an employee has a medical condition which impairs their job effectiveness or may endanger the health, safety, or welfare of the employee, other employees, or the public. Employees who are judged to be physically incapable of meeting normal requirements of their positions may be placed in a classification of work for which they are suitable when a vacancy exists, or may be separated for physical disability after completion of the interactive process.

9. In the event that an employee's sick leave benefits become exhausted due to illness or exposure to contagious disease, the employee shall revert to a status of leave of absence without pay and be subject to the provisions of the Personnel Rules unless eligible to participate in the City's Catastrophic Leave Policy. For continuation of medical insurance, see Article 15 - Insurance, Article 16, Section A.

10. The right to benefits under the sick leave plan shall continue only during the period that the employee is employed by the City. This plan shall not give any employee the right to be retained in the services of the City nor any right of claim to sickness disability benefits after separation from the services of the City.

11. Notwithstanding anything contained in this section, no employee shall be entitled to receive any payment or other compensation from the City while absent from duty by reason of injuries or disability received as a result of engaging in employment other than employment by the City for monetary gain or other compensation other than business or activity connected with their City employment.

12. Accumulation of sick leave shall be unlimited.

44 13. Upon termination of employment by death or retirement, the employee or beneficiary may choose:
a. 1) aA payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule; or, 2) b. tTo convert the remaining a portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations; or, or, 3)

13. aA combination of these two options:
c.
(a)1. Death - 30%
(b)2. Retirement and actual commencement of CalPERS benefits:
(1)i. After ten years of continuous employment – 10%
(2)ii. After fifteen years of continuous employment – 15% (3)iii. After twenty years of continuous employment – 20% (4)iv. After twenty-five years of continuous employment – 25% (5)v. After thirty years of continuous employment – 30%

45 ARTICLE 1920 - BEREAVEMENT LEAVE
A. Bereavement Leave. At each employee’s option, sick leave, or vacation leave may be used to be absent from duty due to the death of an employee’s family member as defined in Labor Code section 245.5(c)Article 21, Section C, provided such leave as defined in this section Article shall not exceed five (5) working days (no more than 40 hours) for each incident. The leave days may be taken non-consecutively as needed.

The employee may be required to submit proof of relative's death before being granted sick or vacation leave pay. Providing fFalse information concerning the qualifying death or relationship shall may result in discipline up to and including terminationbe cause for discharge.

B. Reproductive Loss Leave. Employees experiencing a miscarriage, failed adoption, failed surrogacy, stillbirth, or unsuccessful assisted reproduction are entitled to up to five (5) days (no more than 40 hours) of leave following the qualifying loss. The leave days may be taken non-consecutively as needed. Employees may utilize sick leave or vacation leave to be paid during reproductive loss leave. To utilize this leave, the employee may confidentially report the qualifying event to whomever in their chain of command they feel most comfortable, including their supervisor, manager, or Human Resources.

46 ARTICLE 201 - FAMILY LEAVE
A. An employee may take up to forty-eight (six (6) days (48) hours) of sick leave per year if required to be away from the job to personally care for a member of their family. A family member for purposes of this Article is any relationship listed in Labor Code section 245.5(c).Part-time employees are eligible to use a prorated amount of family leave.

However, iIf the family member aAn employee is part of the employee’s household and is hospitalized, the employee may take up to seven (7) days (56 hours) (rather than 48 hours stated above) of sick leave per year to care for the family member if the family member is part of the employee's household and is hospitalized. The employee shall submit written verification of such hospitalization.

Part-time employees are eligible to use a prorated amount of family leave.

Family leave is counted concurrently with the Family Medical Leave Act / California Family Rights Act FMLA/CFRA, if applicable.

A. For purposes of this Article, family is defined as spouse/domestic partner, child, brother, sister, parent, parent-in---law, step-parent, step-brother, step-sister, grandparent, grandchild, or any other relative as defined by Labor Code 233 and/or Assembly Bill 1522.

B. The amounts shown in A, B, and C above are annual maximums, not maximums per qualifying family member.

C.B. In conjunction with existing leave benefits, employees with one year of City service who have worked at least 1,250 hours in the last year, may be eligible for up to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for Family/Medical Leave, employees must use all available sick, vacation, compensatory time off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. The City maintains a separate Family and Medical Leave

47 ActFamily and Medical Leave Administration Policy policy consistent with the City’s legal obligations to provide Family Medical Leave Act and California Family Rights Act, among other forms of leaves this leave. This policy can be accessed in the Forms and Policies section on SharePoint.

48 ARTICLE 212 - VACATION LEAVE
A. Each incumbent of a 40- hour a week position in the bargaining unit shall accrue vacation leave at the following rates for completed years of service with the City. Parttime employees will accrue a prorated amount of vacation leave.

Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
Less than 5 years 12 days 96 hours
5 to less than 10 years 15 days 120 hours
10 to less than 20 years 18 days 144 hours
20+ years 20 days 160 hours
*One vacation day is equivalent to eight (8) hours for a 40-hour per week position in the bargaining unit.

B. An incumbent is not eligible to use accrued vacation leave until it has been accrued and approved as provided below.

C. A regular employee who leaves the City service shall receive payment for any unused vacation leave.

D. It is the employee's responsibility to request and use vacation leave in a manner that neither jeopardizes their vacation balance nor the efficiency of the work unit. Vacation schedules must be reviewed by management prior to the scheduled vacation.

Vacation schedules will be based upon the needs of the City and then, insofar as possible, upon the wishes of the employee. Management may not deny an employee's vacation request if such denial will result in the loss of vacation accrual by the employee, except that, management may approve a two-month extension of maximum vacation accrual. In no event shall more than one such extension be granted in any calendar year.

49 E. Any employee who is on approved vacation leave and becomes eligible for sick leave, as defined in Section 2.36.420 of the Municipal Code, may have such time credited as sick leave under the following conditions:

1. A physician's statement certifying that a physical or mental illness, injury or exposure to contagious disease has occurred is presented to the supervisor upon returning to work.

2. The vacation leave immediately ends and the employee reports to work following the end of sick leave usage. (Ordinance No. 782 - 1978 Series).

F. Vacation leave shall be accrued as earned through the last pay day in December, up to a maximum of twice the annual rate. If an employee reaches the cap at any time throughout the year, the employee will stop accruing vacation leave.

G. Effective as soon as administratively possible following Council adoption, Eemployees will be are eligible for a year-for-year accelerated vacation accrual based on prior public sector and military experience. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual rate will be advanced by ten (10) years.

H. All eEmployees in this unit are eligible, once in December, to request payment for up to forty (40) hours of unused vacation leave subject to following conditions:

1. The employee must make an irrevocable election in the month of December in the prior calendar year;

2. The cash out shall be issued in December of the year following the irrevocable election.; and
1) Employees must have eighty (80) hours of accrued vacation leave to be eligible for cash out at the time of the irrevocable election; and.

3.

50 4. Late irrevocable election forms will not be accepted, nor can they be changed after the established deadline.

I. Emergency Vacation Cash Out: Notwithstanding the requirement for an irrevocable election for the cash out of vacation for the upcoming calendar year, an employee may cash out vacation in an existing year, subject to the following conditions:

1. The employee may cash out no more than the forty (40) hours of vacation (including any cash out previously elected).

2. The amount cashed out pursuant to this subdivision must be in whole-hour increments with a minimum cash out of twenty (20) hours and shall be subject to a twenty percent (20%) penalty. That is, if an employee cashes out 40 hours of emergency cash out, the penalty shall be 20% of the amount cashed out. For example, if an employee wishes to cash out forty (40) hours due to an emergency but failed to make an irrevocable election, the employee will receive the cash value of thirty-two (32) hours, but forty (40) hours will be removed from the employee’s accrued balance.

J. Vacation Accrual Cap Cash Out: If an employee reaches the annual accrual cap before December, the employee will be able to request vacation payment one additional time during the calendar year, in addition to the December cash out.

However, no more than 40 hours of unused vacation leave will be paid out in any calendar year. Upon request, vacation sellback payments shall be made by separate check.

Effective for the 2023 calendar year, all employees in this unit are eligible, once annually in December, to request payment for up to 40 hours of unused vacation leave. If an employee reaches the annual accrual cap before December, the employee will be able to request vacation payment one additional time during the calendar year, in addition to the December cash out. To request payment for unused Commented [ND1]: Review prior formatting

51 vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remaining unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year.

52 ARTICLE 223 - WORKERS' COMPENSATION LEAVE
Any employee who is absent from duty because of on-the-job injury in accordance with state workers' compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by workers' compensation during the first ninety (90) business days of such temporary disability absence. Eligibility for workers' compensation leave requires an open workers' compensation claim.

If an employee is eligible for Total Temporary Disability benefits after exhausting the salary continuation as defined in the paragraph above, the employee will receive such payment directly from the City’s workers’ compensation administrator and will only be able to supplement one-third pay with accrued leave.

For continuation of medical insurance, see Article 15 - Insurance, Article 16, Section A.

53 ARTICLE 234 - WORK SCHEDULE
A. Employees shall be scheduled to work on regular work shifts having regular starting and quittingending times. Except for emergencies as determined by the department head or designee, employees' work shifts shall not be changed without reasonable prior written notice to the employee and the Human Resources Director of Human Resources or designee. An emergency for purposes of this Article is limited to a situation involving an immediate threat to human life, health, the environment, or property. At least 14 days’ notice will normally be given, but in no event will less than seven days’ notice be given, for an ordered work shift change. Neither callback nor overtime constitutes a change in work shift. All references to accrual of vacation, holiday, or sick leave in the Agreement shall be interpreted as one (1) day being equivalent to eight (8) hours.

A. Employee Rest Time
B.

1. Commitment to Safety and Well-Being. The City is committed to providing and maintaining a safe working environment for every employee. To support this commitment, the City aims to prevent excessive work hours that could result in fatigue or compromise employee well-being.

1. Overtime and Rest Periods. If an employee works more than four (4) hours of overtime within a sixteen (16) hour period, and their next regularly scheduled shift begins less than six (6) hours after the overtime ends, the employee will be afforded a rest period of at least six (6) hours before returning to work.

2. 3. Options Wwhen Rest Period Overlaps with Regular Shift. If the six (6) hour rest period overlaps with any portion of the employee’s next regularly

54 scheduled shift, the employee may choose one of the following options for the affected portion of the shift:
a. Continue Working. Report to work at the beginning of the next regularly scheduled shift without utilizing the rest period. This option requires the employee to affirm they are fit for duty.
b. Use Leave Time. Take time off (up to six hours) using accrued sick leave, vacation leave, floating holiday, holiday-in-lieu, CTO, or unpaid time off.
c. Shift Schedule. Request to shift or adjust their work schedule within the same FLSA workweek to accommodate the rest period without loss of pay or leave, subject to operational needs and supervisor approval.

4. Additional Rest If Needed. If the employee feels they are still not sufficiently rested after the initial six (6) hour rest period, they may request additional time off. This additional time off may be taken as sick leave, vacation leave, floating holiday or holiday-in-lieu, CTO, or unpaid time off.

5. Example:
• An employee's regular shift ends at 4:30 pm.
• The employee is called back to work at 11:00 pm, working five (5) hours of overtime, and finishes at 4:00 am.
• The employee's next regular shift begins at 7:00 am.

In this case, the employee is entitled to a six (6) hour rest period starting at 4:00 am. Since the rest period overlaps with their next shift from 7:00 am to 10:00 am, the employee may:
a. Report to work at 7:00 am if they feel fit for duty, b. Use three (3) hours of leave (sick, vacation, floating holiday or holidayin-lieu, CTO, or unpaid), or

55 c. Request to shift their work schedule to make up those three hours later in the same FLSA workweek, pending supervisor approval.

56 ARTICLE 245 - PROBATION PERIOD
All new appointments to positions in the bargaining unit shall be subject to a probationary period of one year for the appointed position. Employees who haves passed probation and are being promoted or transferred to a different position in the bargaining unit shall be subject to a new probationary period of six months. The probationary period may be extended or reinstated if further employee evaluation is deemed necessary for up to six months upon the written recommendation of the department head and the written approval of the Director of Human Resources.

Employees who successfully pass the one-year probationary period may be eligible for a step increase as outlined in Article 5. Promoted or transferred employees who successfully pass the six-month probationary period may be eligible for a step increase after 12 months of service in the new position as outlined in Article 5.

The Director of Human Resources, or their designee, will notify SLOCEA of the extension of an employee’s probationary period beyond the length specified in this Article after the probationary extension memorandum has been delivered to the employee.

Employees not successfully passing a promotional or transfer probation, or voluntarily requesting to have the promotion rescinded during the first ninety (90) calendar days of the probationary period, shall be returned to their previously held position without notice or hearing. If the cause for not passing probation was sufficient grounds for dismissal, the employee shall be subject to dismissal without reinstatement to the lower position. If no vacancy exists, the name of the employee may be placed on a Reemployment List per Article 278, Layoffs, Section B.

57 ARTICLE 256 - PERFORMANCE EVALUATIONS
All regular full-time eEmployees shall receive an annual written performance evaluation from their supervisor within thirty (30) days of the employee’s anniversary date, absent exceptional circumstances.

All regular full-time pProbationary employees shall receive quarterly written performance evaluations within (30) days following the due date from their supervisor, absent exceptional circumstances.

The overall performance evaluation scale consists of the following three categories:

Exceeds Performance Standards, Meets Performance Standards, and Below Performance Standards..

58 ARTICLE 267 - TRANSFER
A. TRANSFER PROCESS
Upon proper notice and concurrence by the City Manager, an employee may be transferred by the appointing authority from one position to another in the same pay range provided they possess the minimum qualifications as determined by the Human Resources Director of Human Resources.

If the transfer involves a change from one department to another, both department heads must consent thereto unless the City Manager orders the transfer for purposes of economy and efficiency.

Unless the transfer was requested by the employee, the employee shall be given fourteen (14) five (5) business calendar days' written notice of the transfer including the reason for the change.

59 ARTICLE 278 - LAYOFF PROCEDURE
In accordance with Personnel Rule 2.36.280, the City Council of San Luis Obispo shall determine when and in what position or classifications layoffs are to occur. The Human Resources Director of Human Resources shall be responsible for the implementation of a layoff order of the City Council in accordance with the procedures outlined below:

A. After determining which job classification within a department shall be laid off, the order of layoffs shall be as follows:

1. Temporary/supplemental and contract employees, in the order to be determined by the appointing authority.

2. Probationary employees (promotional probation excluded), in the order to be determined by the appointing authority.

For regular employees, layoffs shall be governed by job performance and seniority in service within a particular department and job classification. For the purpose of implementing this provision, job performance categories shall be defined as follows:

Category 1: Performance that is below performance standards. Performance defined by this category is evidenced by the employee's two most recent performance evaluations with an overall rating that falls in the lowest performance evaluation category: Below Performance Standards.

Category 2: Performance that is competent, superior, meets expectations, meets performance standards, exceeds performance standards and expectations or is outstanding. Performance defined by this category is evidenced by an employee's two most recent performance evaluations with an overall rating that falls within the Meets Performance Standards or Exceeds Performance Standards performance evaluation categories.

60 A regular employee being laid off shall be that employee with the least seniority in the particular job classification concerned and in the department involved who is in the lowest job performance category. Employees in Category 1 with the lowest seniority will be laid off first, followed by employees in Category 2. Should the two performance evaluations contain overall ratings that are in the two different Categories as defined above, the third most recent evaluation overall rating shall be used to determine which performance category the City shall use in determining order of layoffs.
a.1. In the event two or more employees in the same job classification are in the same job performance category, the employee with the least amount of service with the City shall be laid off first.
b.2. Transfer to another department in lieu of layoff is authorized upon approval of the department needs, if there is a vacancy and the employee meets the minimum job requirements.
c.3. Regular part time employees shall receive prorated seniority credit.

B. Laid Off Employees on Reemployment List
The names of employees who have been laid off shall be placed on the appropriate Reemployment List for one year. The recall of employees will be in reverse order of layoff, depending upon City requirements.

Reemployment lists shall be used for filling those classes requiring substantially the same minimum qualifications, duties and responsibilities of the class from which the layoff was made.

C. Appointment of Laid-Off Employees to Vacant Class.

61 An appointing authority may, with the approval of the department head and the Human Resources Director of Human Resources and in agreement with the employee, appoint an employee who is to be laid off to a vacancy in a vacant class for which he or she is qualified.

D. Employee Reassignments (Bumping Procedure):

1. Employees who have been promoted during their service with the City may bump back one classification in their career series, or to a position within a classification they formerly held, if there is an employee in the lower previously held classification with less seniority than the employee who wants to bump. Seniority for the purpose of this section shall mean time in the position in the lower classification plus time in other classifications. For example, (1) an employee attempting to bump to Accounting Administrative Assistant II from AccountingAdministrative Assistant III would utilize their combined time as a II and III in determining whether or not they had more seniority than an individual in the II classification. (2) An employee attempting to bump to a Parks Maintenance Specialist from a Sweeper Operator position would utilize their combined time in each respective position to determine seniority.

2. Reassignment rights may be exercised only once in connection with any one layoff, and shall be exercised within seven (7) calendar days from the date of the notice of the layoff, by written notice from the employee.

3. The bumping right shall be considered exercised by the displacement of another employee with lesser total service or by the acceptance of a vacant position in the class with the same or lower salary.

4. Full time and part time regular employees shall have bumping rights for either full time regular or part time regular positions.

5. Notwithstanding the foregoing, if the City Manager determines that the public interest will not be served by application of the above criteria, the City

62 Manager may depart therefrom on the basis of a clearly demonstrable superiority in performance and/or qualifications.

6. Employees on layoff shall be offered reemployment in the inverse order of layoff, provided no intervening factors have occurred which that essentially change the ability of the employee to perform the offered employment.

E. Employment programs with special requirements will be administered in accordance with appropriate Federal or State guidelines and directives.

F. The City will notify recognized employee organizations of the effective date of any reduction in force concurrent with the notice to the affected employee(s) pursuant to G, below.

G. Notice of Layoff to Employees.

An employee to be laid-off shall be notified in writing of the impending action at least thirty (30) calendar days in advance of the effective date of the layoff. The notice shall include the following information:

1. Reason for layoff.

2. Effective date of layoff.

3. Employee rights as provided in these rules.

H. Removal of Names from Reemployment Lists.

The Human Resources Director of Human Resources may remove an employee's name from a reinstatement list if any of the following occur:

1. The individual indicates that they will be unable to return to employment with the City during the life of the list; or

2. The individual cannot be reached after reasonable efforts have been made to do so. The City shall utilize certified mail when contacting individuals; or

63 3. The individual refuses two reemployment offers. Individuals shall have ten (10) days to respond to the offer of reemployment and an additional fourteen (14) days to return to work.

I. Employee Rights and Responsibilities.

In addition to rights identified herein, employees affected by these procedures shall also have the following rights:

1. Through prior arrangement with their immediate supervisor, an employee who has been notified of the impending layoff shall be granted reasonable time off without loss of pay to participate in a prescheduled interview or test for other employment.

2. An employee who has been laid off shall be paid in full for their unused accrued vacation leave on the effective date of the layoff.

3. When an individual is reemployed they shall be entitled to:
a. Retain their seniority date.
b. Accrue vacation leave at the same rate at which it was accrued at the time of the layoff.
c. Have any unused sick leave reinstated.

An individual reemployed into the job classification from which they were laid off shall be assigned to the same salary range and step they held at the time of the layoff. An individual reemployed into a job classification other than the classification from which they were laid off shall be assigned to the salary range of the new classification at the amount closest to the salary they earned at the time of the layoff. An individual reemployed into the classification from which they were laid off while still a probationary employee shall complete, upon return to the job, the remaining portion of the probationary period, if any, in effect at the time of the layoff. Similarly, an individual who is reemployed shall complete upon return to the job the same work time they would have had to work at the time of

64 the layoff to attain a higher vacation leave accrual rate or to become eligible for a salary step increase, if such changes are possible.

65 ARTICLE 289 - MODIFIED DUTY ASSIGNMENT
If an employee's medical condition temporarily precludes the performance of their normal duties and management determines modified work is available and necessary to be performed, he or she may, with medical authorization, be temporarily assigned to such work for a period not to exceed six (6) months. No change in base pay will result unless the duties to be performed are substantially greater or lesser than those normally performed by the employee and the employee's current pay rate is not within the pay range for the temporarily assigned work. In no event shall any employee's current pay rate be reduced more than four (4) ranges at the same step.

66 ARTICLE 2930 - CLASS "A & B" COMMERCIAL DRIVER’S LICENSE PHYSICALS The City will pay for costs for physical exams not covered by City insurance policies required for those employees required by the City to hold valid Class "A or B" California commercial driver’s licenses.

67 ARTICLE 301 - UNIFORMS AND UNIFORM ALLOWANCE
A. All employees required to wear City uniforms shall be provided clean uniforms. A uniform includes either one shirt and pants combination or one pair of coveralls.

A.B. City Uuniforms and work shoes shall only be used on City business.

B. Employees required to wear City uniforms shall only be permitted to wear other clothing for medical reasons upon submission of a letter from the city doctor certifying that the city uniform is injurious to their health. Decisions regarding this paragraph shall be made by the Human Resources Director of Human Resources on a caseby--case basis.

68 ARTICLE 312 - SAFETY PROGRAM
The City shall continue a compensation program for safety committee representatives. on the basis that eEach designated safety member shall be compensated at the rate of $10.00 per month. As soon as administratively possible following Council adoption, the incentive shall be increased to $10.00 per pay period. The description of the duties of a safety committee member shall be designed by the Human Resources Director of Human Resources or designee. The intent of the safety representatives is to assist the Human Resources Director of Human Resources and the overall safety program in reducing accidents by reporting hazardous conditions.

69 ARTICLE 323 - EMPLOYEE RIGHTS
Employees of the City shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer--employee relations including but not limited to, wages, hours and other terms and conditions of employment. Employees of the City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against because of the exercise of these rights.

70 ARTICLE 334 - GRIEVANCE PROCEDURE
A grievance is defined as an alleged violation, misinterpretation, or misapplication of the employer-employee resolution, the Personnel Rules and Regulations, any Memorandum of Understanding, excluding disciplinary matters, or any existing written policy or procedure relating to wages, hours or other terms and conditions of employment, excluding disciplinary matters.

Each grievance shall be handled in the following manner:

A. The employee who is dissatisfied with the response of the immediate supervisor shall discuss the grievance with the supervisor's immediate superior. The employee shall have the right to choose a representative to accompany him/her at each step of the process. If the matter can be resolved at that level to the satisfaction of the employee, the grievance shall be considered terminated.

B. If still dissatisfied, the employee may submit the grievance in writing to the department head for consideration, stating the facts on which it was based, including the provision of the rules, regulations, or agreement said to be violated, and the proposed remedy. This action must take place within fifteen (15) business days of the response of the supervisor's immediate superior but in no event later than thirty (30) calendar days after the occurrence of the event giving rise to the grievance. The department head shall promptly consider the grievance and render a decision in writing within fifteen (15) business days of receiving the written grievance. If the employee accepts the department head's decision, the grievance shall be considered terminated.

C. If the employee is dissatisfied with the department head's decision, the employee may immediately submit the grievance in writing to the Human Resources Director of Human Resources within seven (7) business days of receiving the department head’s decision. The Human Resources Director of Human Resources shall confer

71 with the employee and, the department head, and any other interested parties, and shall conduct such other investigations as may be advisable.

D. The results of findings of such conferences and investigations shall be submitted to the City Manager in writing within fifteen (15) business days of receiving the employee's written request. The City Manager will meet with the employee if the employee so desires before rendering a decision with respect to the complaint.

The City Manager's decision and reason if denied shall be in writing and given to the employee within twenty (20) business days of receiving the Human Resources Director of Human Resources's results and findings. Such decision shall be final unless employee desires the Personnel Board to review the decision. If such is the case, the employee will have ten (10) business days following receipt of the City Manager's decision to submit a written request to the Personnel Board through the Human Resources Director of Human Resources for a review of the decision. The Personnel Board within thirty (30) business days shall review the record and either (1) issue an advisory opinion to the City Manager; or (2) conduct a hearing on the matter. If a hearing is held, an advisory opinion shall be rendered by the Board within ten (10) business days of the close of such hearing. If an opinion signed by at least three (3) members of the Personnel Board recommends overruling or modifying the City Manager's decision, the City Manager shall comply or appeal this recommendation to the City Council. Such appeal shall be filed with the City Clerk within three (3) business days of the Board's action. If appealed, the City Council shall review the case on the record and render a final decision within thirty (30) business days of submittal.

E. In the case of grievances alleging a violation, misinterpretation, or misapplication of an express provision(s) of this MOU, any appeal from the City Manager’s decision shall be submitted to final and binding arbitration. Selection of the arbitrator and the hearing procedures to be followed shall be in accordance with Section 2.36.360 - Grievance Procedure F.2 a, b, d of the Personnel Rules and Regulations. The hearing officer’s jurisdiction under this subsection shall be limited

72 to alleged violations, misinterpretation, or misapplication of express provisions of this MOU. The hearing officer’s decision will be final and binding.

73 ARTICLE 345 - REPRESENTATIVE ROLE
A. Members of any recognized employee organization may, by a reasonable method, select not more than seven (7) employee members of such organization to meet and confer with the Municipal Employee Relations Officer and other management officials (after written certification of such selection is provided by an authorized official of the organization) on subjects within the scope of representation during regular duty or work hours without loss of compensation or other benefits.

The employee organization shall, whenever practicable, submit the name(s) of each employee representative to the Municipal Employee Relations Officer at least two working days in advance of such meeting. Provided further:
(1)1. That no employee representative shall leave his or her duty or work station or assignment without specific approval of the department head or other authorized City management official. If employee representatives cannot be released, date of meeting will be rescheduled in accordance with item 2 below.
(2)2. That any such meeting is subject to scheduling by City management consistent with operating needs and work schedules. Nothing provided herein, however, shall limit or restrict City management from scheduling such meetings before or after regular duty or work hours.

B. Association members will donate a total of 300 hours per year (inclusive of any carryover time) of vacation time off to an Association “time bank” under the following guidelines:
(1)1. Prior to the first full pay period of July each calendar year, the Association Board of Directors shall determine the number of hours remaining in the Association time bank. The Association President shall give notice to Payroll and the number of hours shall be subtracted from the maximum number of

74 time bank hours of 300 hours. The difference between the actual number of hours and the 300-hour maximum will be divided by the number of represented Association employees. Each represented employee shall then contribute an equal number of vacation hours to be debited by the City to maintain the 300-hour time bank.
a. Only Association officers, directors or bargaining team members may draw from the time bank.
b. Requests to use time from the time bank must be made reasonably in advance of the use. Approval is subject to the operational necessity of the departments and normal time off approval processes.

75 ARTICLE 356 - COMMITTEE REPRESENTATION
A. If the Human Resources Director of Human Resources establishes a committee to study possible changes which that will affect significant numbers of employees in the unit in subjects within the scope of representation, and if the Human Resources Director of Human Resources includes unit members on the committee, such committee members shall be designated by the Human Resources Director of Human Resources after consultation with the Association. This unit shall have the same number of committee members as each other unit has.

B. Two representatives of the bargaining unit designated by the Association and two representatives of management designated by the City shall meet on an asneeded basis to discuss issues of concern to the parties.

76 ARTICLE 367 - DUES DEDUCTION
A. The City agrees to automatically deduct from bargaining unit member’s members’ pay SLOCEA dues and other SLOCEA assessments as authorized and certified by SLOCEA. Certification by SLOCEA will be in writing and directed to the City’s Finance Director or designee. Requests to cancel or change deductions once certified by SLOCEA will be directed to SLOCEA rather than to the City. The City shall rely on the information provided by SLOCEA regarding whether the deductions were properly deducted, cancelled, or changed, and SLOCEA will indemnify the City of any claims made by the employee for deductions, cancellations or changes made in reliance on the certification/information to the City by SLOCEA.

B. The City further agrees to issue a deposit transfer each payroll period, payable to SLOCEA’s designated financial institution, for the total amount of the individual bargaining unit members members' deductions for dues and assessments collected during each payroll period.

77 ARTICLE 378 - MANAGEMENT RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions, and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.

78 ARTICLE 389 - PEACEFUL PERFORMANCE
A. The Association shall not hinder, delay, or interfere, coerce employees of the City to hinder, delay, or interfere with the peaceful performance of City services by strike, concerted work stoppage, cessation of work, slow-down, sit-down, stay-away, or unlawful picketing.

B. Employees shall not be locked out or prevented by management officials from performing their assigned duties when such employees are willing and able to perform such duties in the customary manner and at a reasonable level of efficiency, provided there is work to perform.

The provisions of this Article replace and supersede the no strike provisions set forth in Resolution 6620 Employer-Employee Relations Resolution.

79 ARTICLE 3940 - RIGHT TO REPRESENTATION / WEINGARTEN RIGHTS Upon the employee’s request, an employee may be represented at an investigatory interview, interactive process meetings, drug or alcohol tests conducted as a result of reasonable suspicion of intoxication at work, or in non-investigatory meetings held under “highly unusual circumstances,” if the employee reasonably believes that disciplinary action may result. Prior to the interview, the employee shall be informed of the general nature of the meeting or the matter being investigated. The employee may request to consult with their representative, if any. If the representative an employee requests is unavailable, the employee may request an alternate representativeon. The City is not obliged to postpone the interview, nor to suggest or secure the an alternate representativeon; however, the employee shall not be required to answer any questions without a representative present, unless the employee voluntarily chooses to do so.

During other meetings between employees and supervisors, an employee may request a representative attend the meeting. While a representative is not guaranteed, the City may agree to such attendance to help facilitate discussions and employee concerns.

80 ARTICLE 401 - NEW EMPLOYEE ORIENTATION
A. Pursuant to California Government Code 3555 et. seq, the City shall provide ten (10) business days advance notice of new employee orientation for employees who are bargaining unit members represented by SLOCEA. Additionally, the City shall provide the name, job title, and department, and contact information to includeincluding telephone number, email address and physical address of all new hires within thirty (30) days of the date of hire. The City shall update that same information for all bargaining unit members not less than every one- hundred twenty (120) days. Employees shall be entitled to omit disclosure of their personal information pursuant to 6254.3(c).

B.

B. The City typically conducts new employee orientations on the employee’s’ first day.

The City shall permit SLOCEA representatives to meet with new employees in a City conference room for up to one hour.

81 ARTICLE 412 - PERSONNEL FILE LOG AND SECURITY
As soon as administratively feasible, the City will transition to electronic personnel records.

Pursuant to Labor code 1198.5, employees will have access to their electronic personnel records. An employee may request a copy of a sensitive data access audit from the City’s electronic personnel records system.

82 ARTICLE 423 - FULL AGREEMENT
It is understood this Agreement represents a complete and final understanding on of all negotiable issues between the City and the Association. The Agreement supersedes all previous Memoranda of Understanding or Memoranda of Agreement between the City and the Association except as specifically referred to in this Agreement. The parties, for the term of this Agreement, voluntarily and unqualifiedly agree to waive the obligation to meet and confer with respect to any terms and conditions of employment specifically referred to or covered in this Agreement. If, during the term of this Agreement, the City proposes changes to terms and conditions of employment not covered by this Agreement and/or introduces new terms and conditions of employment that fall within the statutory scope of bargaining, the Association will be afforded written notice of such proposed changes and the right to meet and confer upon request prior to implementation of the proposed changes.

83 ARTICLE 434 - SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court of competent jurisdiction, or if compliance with or enforcement of any provision should be restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the parties shall enter into a meet and confer session for the sole purpose of arriving at a mutually satisfactory replacement for such provision within a thirty (30) day work period. If no agreement has been reached, the parties agree to invoke the provision of impasse under Section 13 of City Resolution No. 6620.

84 ARTICLE 45 - AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this Agreement:

A. The Association's principal authorized agent shall be the President or Labor Consultant (address: PO BOX 15004, San Luis Obispo, California 93406: (805) 441-3256)
B. Management's principal authorized agent shall be the Human Resources Director or designee (address: 990 Palm Street, San Luis Obispo, CA 93401-3249; telephone: (805) 781-7250).

85 ARTICLE 445 - SIGNATURES
Classifications covered by this Agreement and included within this unit are shown in Appendix "A".

This Agreement becomes effective July 1, 2025December 13, 2022, as witnessed hereto by the following parties:

CITY OF SAN LUIS OBISPO

SAN LUIS OBISPO CITY EMPLOYEES'

ASSOCIATION
Che Johnson, City Chief Negotiator
Dale E. StrobridgeTracy Jones, SLOCEA Chief
NegotiatorGeneral Counsel
Nickole Domini, Human Resources Director
of Human Resources
Ryan Dale, Chief Negotiator and SLOCEA
President
Other City Negotiating Team Members Other SLOCEA Negotiating Team Members Brittani RoltgenJeff Andrews, Human
Resources Manager
Nick BuckleyBen Marquart, SLOCEA Vice
PresidentTracy Jones, SLOCEA Legal Counsel
Jeff Andrews, Human Resources
AnalystDebbie Malicoat, Deputy Director of
Finance/ City Controller
Allie GenardJason Dornish, SLOCEA Vice
President
Finance/City Controller Ben Marquart Ben Marquart
Eric MortensonBrian Lindsey
Hayley WeidlerDan Liddell
Hayley Sabatini

86 APPENDIX A - CLASSIFICATIONS
The classifications listed below are those classifications represented by the Association and are presented alphabetically which does not illustrate job families nor functional groupings as shown in previous MOU’s.
. Accounting Assistant I
. Accounting Assistant II
. Accounting Assistant III
. Administrative Assistant I*
. Administrative Assistant II*
. Administrative Assistant III*
Administrative Specialist
Aquatics Coordinator
. Assistant Planner*
Associate Planner
Beautification Gardener
. Building Inspector I*
. Building Inspector II*
Cannabis Business Coordinator
. Capital Projects Manager I*
. Capital Projects Manager II*
. Capital Projects Manager III*
. Code Enforcement Officer I*
. Code Enforcement Officer II*
Code Enforcement Technician I
Code Enforcement Technician II
Communications Coordinator
Control Systems Administrator
Deputy City Clerk I*
Deputy City Clerk II*
. Engineer I*
. Engineer II*
. Engineer III*
. Engineering Inspector I*
. Engineering Inspector II*
. Engineering Inspector III*
. Engineering Inspector IV*
. Engineering Technician I*
. Engineering Technician II*
. Engineering Technician III*
Enterprise System Database Administrator
Environmental Compliance Inspector (SBP)
Executive Assistant to the Police Chief
Facilities Maintenance Technician (SBP)
Finance Cashier
Financial Assistant

87 Financial Specialist
Fleet Services Specialist
GIS Specialist I
. GIS Specialist II
Heavy Equipment Mechanic
Housing Coordinator
Information Technology Assistant
Information Technology Security Engineer
Information Technology Systems Engineer
Laboratory Analyst (SBP)
Maintenance Contract Coordinator
Maintenance Crew Coordinator
. Maintenance Worker I*
. Maintenance Worker II*
. Maintenance Worker II – Parks*
. Maintenance Worker III*
. Maintenance Worker III – Parks*
Mechanic Helper
Parking Coordinator
Parking Enforcement Officer I
Parking Enforcement Officer II
Parking Meter Repair Worker
Parks Crew Coordinator
Parks Maintenance Specialist (SBP)
Parks Maintenance Technician
. Permit Technician I*
. Permit Technician II*
. Permit Technician III*
. Planning Technician*
Plans Examiner
Ranger Maintenance Worker I
Ranger Maintenance Worker II
Ranger Service Worker (SBP)
Recreation Coordinator
Recycled Water Specialist
Senior Laboratory Analyst
Signal and Street Lighting Technician
Solid Waste and Recycling Coordinator
Stormwater Code Enforcement Officer
Streets Crew Coordinator
Streets Maintenance Operator (SBP)
Supervising Administrative Assistant
Supervising Utility Billing Assistant
Sweeper Operator
. System Application Specialist I*
. System Application Specialist II*
Tourism Coordinator

88 Transit Assistant
Transit Coordinator
. Transportation Planner-Engineer I*
. Transportation Planner-Engineer II*
. Transportation Planner-Engineer III*
Underground Utilities Locator
Urban Forest Program Coordinator City Arborist
Urban Forester (SBP)
Utility Billing Assistant
Volunteer Coordinator
Wastewater Collection System Chief Operator
Wastewater Collection System Operator (SBP)
Water Conservation Specialist
Water Distribution Chief Operator
Water Distribution System Operator (SBP)
Water Resource Recovery Facility Chief Maintenance Technician Water Resource Recovery Facility Chief Operator
Water Resource Recovery Facility Maintenance Technician (SBP) Water Resource Recovery Facility Operator (SBP)
Water Resources Technician
Water Supply Operator (SBP)
Water Treatment Plant Chief Maintenance Technician
Water Treatment Plant Chief Operator
Water Treatment Plant Maintenance Technician
Water Treatment Plant Operator (SBP)
Youth Services Coordinator
Youth Services Program Assistant
Youth Services Program Specialist

*. Denotes positions within a career series

89 APPENDIX B - SKILLS BASED PAY GUIDANCE DOCUMENT

90

91

92

93

94

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, AMENDING MANAGEMENT COMPENSATION

FOR APPOINTED OFFICIALS, DEPARTMENT HEADS, AND

MANAGEMENT EMPLOYEES AND SUPERSEDING PREVIOUS

RESOLUTIONS IN CONFLICT
WHEREAS, the Unrepresented Management employees of the City of San Luis Obispo remain committed to providing high quality service to the community; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy, while also considering the long-term financial sustainability of changes in compensation.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo, compensation and benefits for the Unrepresented Management group are revised as follows:

SECTION 1. The City agrees to increase the salaries of Unrepresented Management employees with cost-of-living adjustments effective on the following dates:
3% the first full pay period of July 2025, 3% the first full pay period of July 2026, and 3% the first full pay period of July 2027.

SECTION 2. The City shall continue to provide employees fringe benefits as set forth in Exhibit “A”, fully incorporated by reference.

SECTION 3. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes.

SECTION 4. This resolution shall be in effect from July 1, 2025, through June 30, 2028.

SECTION 5. Amendments to compensation and benefits for Unrepresented Management employees do not constitute a “Project” under CEQA Guidelines Sec. 15378.

Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

Resolution No. _____ (2025 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

Unrepresented Management Employees Resolution Exhibit A & B
Table of Contents
Exhibit A Sections
Section A Pay for Performance................................................................................. 2 Section B Medical, Dental, Vision............................................................................. 2 Section C Health Flex Contribution ........................................................................... 3 Section D Life and Disability Insurance..................................................................... 6 Section E Retirement................................................................................................ 7 Section F Supplemental Retirement ......................................................................... 9 Section G Vacation ................................................................................................... 9 Section H Administrative Leave .............................................................................. 11 Section I Holidays.................................................................................................. 12 Section J Sick Leave.............................................................................................. 13 Section K Bereavement Leave ............................................................................... 14 Section L Workers’ Compensation Leave .............................................................. 15 Section M Temporary Upgrade Assignment............................................................ 15 Section N Bilingual Pay........................................................................................... 16 Section O Vehicle Assignment................................................................................ 16 Section P Uniform Allowance.................................................................................. 16 Section Q Payday ................................................................................................... 17 Section R Appointed Officials.................................................................................. 17 Appendix A Classifications ........................................................................................ 18

EXHIBIT “AB”
Section A Pay for Performance
In 1996 the City Council established the Management Pay for Performance System for department heads and management employees. The system is designed to recognize and reward excellent performance by department heads and managers and to provide an incentive for continuous improvement and sustained high performance. Instead of step increases, the department heads and management employees move through their salary range solely according to accomplishment of objectives and job-related behavior. Further information about the Management Pay for Performance System is found in the Management Pay for Performance System Guide.

Section AB Medical, Dental, Vision
The City shall establish and maintain medical, dental, and vision insurance plans for appointed officials, department heads, management employees and their dependents.

The City reserves the right to choose the method of insuring and plans to be offered.

PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance. In summary, this cost and any increases will be borne by the employees.

Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA).

Conditional Opt Out
To receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter.

Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan.

The monthly conditional opt-out incentives are:

Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.

The employee must notify the City within 30 days of the loss of other minimum essential

EXHIBIT “AB”
coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage.

Employees on unpaid leave of absence will not be eligible to receive the conditional opt out payment.

Employees receiving the conditional opt-out amount will be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye premium by payroll deductions on a pretax basis through the City’s Cafeteria Plan.

Section BC Health Flex AllowanceContribution
Employees electing medical coverage in the City’s plans shall receive a health flex contribution, and shall purchase such coverage through the City’s Section 125 Plan “Cafeteria Plan.”. To be eligible for the health flex contribution in a particular pay period, an employee must be paid for more than half of their regularly scheduled hours, unless the employee is on an approved FMLA/CFRA leave of absence or receiving temporary disability benefits through workers’ compensation. Less than full-time employees shall receive a prorated share of the City’s contribution.

The City will contribute directly to CalPERS on behalf of each employee the statutory minimum monthly employer contribution required under the Public Employee’s Medical and Hospital Care Act (PEMHCA), as set annually by CalPERS. For 2025, the PEMHCA minimum contribution is $158 per month. The City will provide a contribution through its cafeteria plan, which combined with the City's PEMHCA contribution, will equal the total health flex contribution in the amounts listed below.

The monthly health flex contribution is listed below, along with the updated contribution that will take effect the first paycheck in September 2025, is listed below .

Employees electing medical coverage in the City’s plans shall receive a health flex allowancecontribution, as defined by the Affordable Care Act (ACA) and shall purchase such coverage through the City’s Cafeteria Plan. If the health flex allowance contribution is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex allowance contribution and the premium cost on a pre-tax basis through the City’s Cafeteria Plan. In order to be eligible for the health flex contribution allowance in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on a protected leave. If the premium cost for medical coverage is less than the health flex

EXHIBIT “AB”
contributionallowance, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits under the Cafeteria Plan.

The monthly health flex contribution allowance amount for regular, full-time employees is outlined below. Less than full-time employees shall receive a prorated share of the City’s contribution.

Level of Coverage
20252
Monthly
RateContributi
on
Monthly
Contribution
Effective
September 2025
Employee Only $600670 $735
Employee Only “Legacy” $790 $790
Employee Plus One $1,1871,323 $1,470
Family $1,6071,792 $1,911
Employees hired prior to September 1, 2008, thatwho elect employee only medical coverage will receive the health flex contribution allowance listed above for employee only “legacy” coverage until such amount is less than the Employee Only (non-Legacy) contribution amount. As of January 1, 2015, if an employee that who is receiving Employee Only or Opt Out “legacy” coverage changes their level of coverage, they will be eligible to return to the “legacy” coverage in a future year.

If the premium cost for medical coverage is less than the health flex contributionallowance, the employee shall not longer receive any unused health flex in the form of cash or purchase additional benefits.

Effective for the 20263, 20274, and 20285 premiums, the City’s total health flex contribution allowance for group medical coverage shall be modified increased by an amount equal to one-half of the average percentage increase change for family coverage in the CalPERS health plans available in San Luis Obispo County. In any event, the City’s contribution will not be decreased. For example: if three plans were available and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% ((10% + 20% + -6%) ÷÷/ 3 = 8% x 1/2). The employee only “legacy” amount will not adjust.

The City agrees to continue its health flex contribution or conditional opt out amount as described below for one full pay period in the event that an employee has exhausted all paid time off, including paid leave donated through the catastrophic leave program, and leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). That is, the employee shall receive the regular City health flex contribution or conditional opt out amount for the first full pay period following the pay period in which the employee's paid leave balances reach zero (0) and FMLA/CFRA leave has been exhausted. This continuation of the City health flex contribution is available once per rolling 12-month period, per employee.

EXHIBIT “AB”
The City agrees to continue its contribution to the health flex contribution allowance for two (2) pay periods in the event that an employee has exhausted all paid time off or leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness.

That is, the employee shall receive regular City health flex contribution allowance for the first two (2) pay periods following the pay period in which the employee’s accrued leave balances reach zero (0) or FMLA/CFRA benefits have been exhausted.

Conditional Opt Out
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the health flex contribution and medical coverage through the City’s medical plans if the following conditions are met:

1. The employee completes an attestation form during initial enrollment or during the annual open enrollment period;

2. The attestation form verifies that the employee and all individuals for whom the employee expects to claim a personal exemption deduction (Tax Family) have alternative minimum essential coverage;

3. Coverage in the individual market or individual coverage through Covered California does not meet the requirement of alternative minimum essential coverage for the employee and the employee’s Tax Family.

The monthly conditional opt-out (Cash-in-Lieu) incentives are:

Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The Cash-in-Lieu shall be taxable income to the employee. The employee must notify the City within 30 days of the loss of alternative minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in alternative minimum essential coverage. The City will not pay Cash-in-Lieu if the City knows or has reason to know that the employee or an individual in the employee’s Tax Family does not have the required alternative coverage. The conditional opt-out incentive will cease as described above one full pay period after the employee exhausts unpaid leave or FMLA/CFRA, whichever is later.

Employees receiving the conditional opt-out amount will also be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employees’ Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City shall contribute an equal amount towards

EXHIBIT “AB”
the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance. In summary, this cost and any increases will be borne by the employees.

Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA).

Conditional Opt Out
To receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter.

Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan.

The monthly conditional opt-out incentives are:

Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.

The employee must notify the City within 30 days of the loss of other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage.

Employees on unpaid leave of absence will not be eligible to receive the conditional opt out payment.

Employees receiving the conditional opt-out amount will be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eyevision premium(s) by payroll deduction(s) on a pre-tax basis through the City’s Cafeteria Plan.

Section CD Life and Disability Insurance

EXHIBIT “AB”
The City shall provide the following special insurance benefits:

1. Long-term disability insurance providing 66 2/3% of gross salary (maximum benefit $151,25000 per month) to age 65 for any sickness or accident, subject to the exclusions in the long-term disability policy, after a 30-day waiting period.

1. 2. Note: The City is exploring the possibility of researching the option of enrolling in State Disability Insurance or an alternative employee-funded enhanced disability program. If approved by a majority vote of management employees, the City will implement the program as soon as administratively possible.

3.2. In addition to $4,000 term life insurance purchased by the employee, the City provides a $100,000 term life insurance, including accidental death and dismemberment through the City’s Cafeteria Plan.

Section DE Retirement
A. CalPERS Contracts. Non-sworn employees are classified as Miscellaneous. All employees work twelve (12) months per year.

1. “Classic Members First Tier” non-sworn and sworn employees hired before December 6, 2012.

The City agrees to provide the Public Employees' Retirement System’s (CalPERS)

2.7% at age 55 plan to all non-sworn employees and the 3% at 50 plan to all sworn employees. The 2.7% at 55 plan includes the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, one-year final compensation, Military Service Credit, and PreRetirement Optional Settlement 2 Death Benefit. The 3% at age 50 plan includes the following amendments: Post-Retirement Survivor Allowance, conversion of unused sick leave credit to additional retirement credit, 1959 Survivor’s BenefitLevel Four, one-year final compensation, Military Service Credit, and PreRetirement Optional Settlement 2 Death Benefit. Employees will pay the entire 8% (first tier miscellaneous) or 9% (safety) member contribution, as applicable. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a) for a total employee contribution of 11 or 12%, as applicable.

2. “Classic Members Second Tier” non-sworn and sworn employees hired on or after December 6, 2012.

The City agrees to provide the CalPERS 2% at 60 plan for non-sworn employees using the highest three-year average as final compensation. The second-tier formula for non-sworn employees will include the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, Military Service Credit, and Pre-Retirement Optional Settlement

EXHIBIT “AB”
2 Death Benefit. Employees hired under this plan will pay the full member contribution required under the plan, presently seven percent (7%).

For sworn “Classic Members” hired on or after December 6, 2012, the City will provide the CalPERS 3% at 55 plan for sworn Fire employees and 2% at 50 plan for sworn Police employees using the highest three-year average as final compensation. The second-tier formula for sworn employees will include the following amendments: Post Retirement Survivor Allowance, conversion of unused sick leave to additional retirement credit, the 1959 Survivor’s Benefit – Level Four, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit.

Employees will pay the entire 7% (second tier miscellaneous) or 9% (safety) member contribution, as applicable. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a) for a total employee contribution of 10 or 12%, as applicable.

3. “New Members Third Tier” non-sworn and sworn employees hired after January 1, 2013. CalPERS determines who are “New Members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA).

The City will provide the CalPERS 2% at 62 plan for non-sworn employees and

2.7% at 57 plan for sworn employees, using the highest three-year average as final compensation.

Employees will pay 50% of total normal cost of the retirement benefit, as determined by CalPERS. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a).

Member contributions are made on a pre-tax basis as permitted under IRS Code Section 414(h)(2).

B. Member Contributions

1. “Classic Members First and Second Tier”
Effective the first pay period in January 2012, employees began paying the full member contribution required under the plan for first and second tier sworn (9%) and non-sworn (8% and 7% respectively) employees and the City discontinued their payment of the member contribution. For purposes of this Section, employee contributions are based on salary and special compensation as defined by PERS.

Effective the first full pay period in July 2019, all non-sworn and sworn employees shall contribute 1.5% in addition to the employee contribution defined in the paragraph above. Effective the first full pay period in July 2020, all non-sworn and sworn employees’ additional contribution shall increase to 3%, in addition to the employee contribution defined in the paragraph above.

EXHIBIT “AB”
These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516.

All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost, as determined by PERS.

Effective the first full pay period in July 2019, all non-sworn and sworn new members shall contribute 1.5% in addition to the employee paying 50% of the normal cost. Effective the first full pay period in July 2020, all non-sworn and sworn new members contribution shall increase to 3%, in addition to the employee paying 50% of the normal cost. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516.

All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

Section EF Supplemental Retirement
The City shall contribute one percent (1%) of salary for department heads to a defined contribution supplemental retirement plan established in accordance with sections 401 (a) and 501 (a) of the Internal Revenue Code of 1986 and California Government Code sections 53215-53224. Department Heads and Managers are eligible to make elective contributions to this plan.

Section F Pay for Performance
In 1996 the City Council established the Management Pay for Performance System for department heads and management employees. The system is designed to recognize and reward excellent performance by department heads and managers and to provide an incentive for continuous improvement and sustained high performance. Instead of step increases, the department heads and management employees move through their salary range solely according to accomplishment of objectives and job-related behavior. Further information about the Management Pay for Performance System is found in the Management Pay for Performance System Guide.

Section G Vacation
Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may be taken after the completion of the sixth calendar month of service from the benefit date or earlier with department head or designee authorization. Each eEmployees shall accrue vacation leave at the following rates for completed years of service with the City. Parttime employees will accrue a prorated amount of vacation leave.

EXHIBIT “AB”
Management Employees
Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
Less than 50 to 4 years 12 days 96 hours
5 to less than9 10 years 15 days 120 hours
10 to less than 2019
years
18 days 144 hours
20+ years 20 days 160 hours
Appointed Officials & Department Heads
Years of Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
0 to 9 yearsLess than 10
years
15 days 120 hours
10 to less than 2019
years
18 days 144 hours
20+ years 20 days 160 hours
*One day is equivalent to eight (8) hours for a 40-hour per week line-item position.

Effective as soon as administratively possible following Council adoption, eEmployees will beare eligible for a year-for-year accelerated vacation accrual based on prior public sector and military experience. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual will be advanced by ten (10) years.

Vacation leave shall be accrued as earned biweekly. biweekly provided that not more than twice the annual rate may be carried over to a new calendar year. Management employees vVacation time balances shall not exceed twice the annual accrual rate. If an employee reaches the cap maximum at any time throughout the year, the employee will stop accruing vacation leave.

Vacation schedules for management employees shall be based upon the needs of the City and then, insofar as possible, upon the wishes of the employee.

Vacation Cash Out
Employees are eligible to request payment for up to forty (40) hours of unused vacation leave subject to following conditions:

1. The employee must make an irrevocable election in the month of December in the prior calendar year;

2. The cash out shall be issued in December of the year following the irrevocable election;

EXHIBIT “AB”

3. Employees must have eighty (80) hours of accrued vacation leave to be eligible for cash out at the time of the irrevocable election; and

4. Late irrevocable election forms will not be accepted, nor can they be changed after the established deadline.

Emergency Vacation Cash Out:

Notwithstanding the requirement for an irrevocable election for the cash out of vacation for the upcoming calendar year, an employee may cash out vacation in an existing year, subject to the following conditions:

1. The employee may cash out no more than the forty (40) hours of vacation (including any cash out previously elected); and.

1. 2. The amount cashed out pursuant to this subdivision must be in whole-hour increments with a minimum cash out of twenty (20) hours and shall be subject to a twenty percent (20%) penalty. That is, if an employee cashes out 40 hours of emergency cash out, the penalty shall be 20% of the amount cashed out. For example, if an employee wishes to cash out forty (40) hours due to an emergency but failed to make an irrevocable election, the employee will receive the cash value of thirty-two (32) hours, but forty (40) hours will be removed from the employee’s accrued balance.

Vacation Accrual Cap Cash Out:

If an employee reaches the annual accrual cap before December, the employee will be able to request vacation payment one additional time during the calendar year, in addition to the December cash out. However, no more than 40 hours of unused vacation leave will be paid out in any calendar year.

Appointed officials, department heads, and management employees are eligible, once annually in December, to request payment for up to 40 hours of unused vacation leave.

Payment for unused vacation leave is subject to the availability of budgeted funds. To request payment for unused vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remaining unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year.

Section H Administrative Leave
Administrative leave provided to exempt management employees is paid time off in recognition of the extended work hours and the lack of eligibility for overtime compensation associated with their positions. Administrative leave is not accrued based on hours worked and is not compensable upon separation from the City.

EXHIBIT “AB”
Appointed officials and department heads shall earnbe advanced 80 hours of administrative leave the pay period that January 1st falls into.

Deputy Ddirectors and other positions, as designated by the department head, required to regularly work night meetings shall earn be advanced 64 hours of administrative leave the pay period that January 1st falls into. This additional band of administrative leave will be effective the pay period starting on June 23, 2022 and will be prorated for 2022.

Other Mmanagement employees shall earn be advanced 48 hours of administrative leave the pay period that January 1st falls into.

Administrative leave hours shall be pro-rated on a pay period basis when an department head or management employee is appointed or leaves employment during the calendar year. The employee’s final check will be adjusted to reflect the pro-rated hours, however there is no provision to receive cash payment for unused administrative hours. Unused administration leave will not be carried over year to year but can be taken through December 31st of each year.

Appointed officials, department heads, and management employees are considered exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and not eligible for overtime payment. In general, management employees are expected to work the hours necessary to successfully carry out their duties and frequently must return to work or attend meetings and events outside their normal working hours. However, in the event a state of emergency is called for the City of San Luis Obispo by the City Council, County of San Luis Obispo, State of California, or Federal Government, employees can be paid at the rate of time and one-half for the hours worked in excess of forty (40) hours per week on activities related to disaster management and recovery that are reimbursable by state or federal funding. Approved employees can be similarly compensated when rendering aid to other agencies in an emergency declaration situation where overtime is reimbursable by the requesting agency upon approval by their Department Head or designee.

Section I Holidays
Appointed officials, department heads, and management eEmployees shall receive eleven (11) fixed plus two (2) floating holidays per year. The following days of each year are designated as paid holidays:
• January 1 – New Year’s Day
• Third Monday in January – Martin Luther King Jr. BirthdDay • Third Monday in February – Presidents’ Day
• Last Monday in May – Memorial Day
• July 4 – Independence Day
• First Monday in September – Labor Day

EXHIBIT “AB”
• November 11 – Veteran’s Day
• Fourth Thursday in November – Thanksgiving Day
• Friday after Thanksgiving
• One half day before Christmas Day
• December 25 – Christmas Day
• One half day before Christmas Day
• One half day before New Year’s Day
• Two floating holidays
WFor employees who are not regularly scheduled to work on weekends, when a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. For employees on a compressed work schedule, when a holiday falls on the employee’s flex day, holiday hours must be observed on another scheduled workday within the same work week. A holiday shall be defined as eight (8) hours of paid time off for regular full-time employees and prorated for part-time employees.

When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, tThe City reserves the right to close non-essential City services and offices on weekdays between the Christmas Day and New Year’s Eve holidaysMonday or Friday (the day adjacent to the observed holiday). Essential City services are determined at the discretion of the department head. Employees scheduled to work during this time in non-essential functions on the days adjacent to the paid holidays would be are required to use appropriate personal leave. Essential City services and functions are determined at the discretion of the department head. The City willwould notify employees of closure of nonessential City services and offices no later than October 31st of the same year in order to provide employees with ample time to plan accordingly.

The two floating holidays (16 hours) will be provided in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year to year but can be taken through December 31st of each year.

If an employee terminates for any reason, having taken off hours in excess of their biweekly prorated share of the floating holiday, the value of the overage will be deducted from the employee’s final check will be adjusted to reflect the prorated hours calculated on a pay period basis; however, there is no provision to receive cash payment for unused floating holiday hours.

Section J Sick Leave
Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee shall accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent per year of continuous service since the benefit date. An employee may take up to 48 hours per calendar year of sick leave if required to be away from the job to personally

EXHIBIT “AB”
care for a member of their immediate family. A family member for this purpose is any relationship listed in Labor Code 245.5(C). as defined in Section 2.36.420, Labor Code 233 and/or Assembly Bill 1522. However, if the family member is part of the employee’s household and is hospitalized, the employee may take up to 56 hours (rather than 48 hours) of sick leave per year to care for their family member. The employee shallThis may be extended to 56 hours if a household family member is hospitalized, and the employee submits written verification of such hospitalization.

In conjunction with existing leave benefits, appointed officials, department heads, and management employees with one year of City service who have worked at least 1,250 hours in the previous year may be eligible for up to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for Family/Medical Leave, employees must use all available sick, vacation, compensatory time off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the City’s Family and Medical Leave Policy.The City maintains a separate Family and Medical Leave Administration Policy consistent with the City’s legal obligations to provide Family Medical Leave Act and California Family Rights Act, among other forms of leaves. This policy can be accessed in the Forms and Policies section on SharePoint.

Sick leave may be used to be absent from duty due to the death of a member of the employee’s immediate family as defined in Section 2.36.420, provided such leave shall not exceed forty working hours for each incident. The employee may be required to submit proof of relative’s death before being granted sick leave pay. False information concerning the death or relationship shall be cause for discharge.

Upon termination of employment by death or retirement, the employee or beneficiary may choose: 1)
A. aA payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule, 2) ; or B. tTo convert the remaininga portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations,; or, 3) C. aA combination of these two options.:

A.(1) Death – 25%
B.(2) Retirement and actual commencement of CalPERS benefits:
(1)i. After ten years of continuous employment – 10%
ii. After twenty years of continuous employment – 15%
Section K Bereavement Leave
Bereavement Leave
At each employee’s option, sick leave, or vacation leave may be used to be absent from duty due to the death of an employee’s family member as defined in Labor Code section 245.5(c), provided such leave as defined in this section shall not exceed five (5) days (no more than 40 hours) for each incident. The leave days may be taken non-consecutively as needed. The employee may be required to submit proof of relative's death before being

EXHIBIT “AB”
granted sick leave pay. False information concerning the death or relationship may result in discipline up to and including termination.

Reproductive Loss Leave
(2) Employees experiencing a miscarriage, failed adoption, failed surrogacy, stillbirth, or unsuccessful assisted reproduction are entitled to up to five (5) days (no more than 40 hours) of leave following the qualifying loss. The leave days may be taken nonconsecutively as needed. Employees may utilize sick leave or vacation leave to be paid during reproductive loss leave. To utilize this leave, the employee may confidentially report the qualifying event to whomever in their chain of command they feel most comfortable, including their supervisor, manager or Human Resources.

Section LK Workers’ Compensation Leave
An employee who is absent from duty because of on-the-job injury in accordance with State workers’ compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by workers’ compensation law during the first ninety (90) business days of such temporary disability absence. Eligibility for workers’ compensation leave requires an accepted workers’ compensation claim.

If an employee is eligible for Total Temporary Disability benefits after exhausting 4850 or salary continuation as defined in the paragraph above, the employee will receive such payment directly from the City’s workers’ compensation administrator and will only only be able to supplement one-third pay with accrued sick leave.

Section L Work Out-of-Classification
An out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position of another classification. An employee assigned in writing by management to work out-of-class in a position that is assigned a higher pay range which is vacant pending an examination or is vacant due to an extended sick or disability leave, shall receive no less than five percent (5%), but in no case more than the top salary of the higher range, in addition to their regular base rate commencing on the eleventh consecutive workday of the out-of-class assignment. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise.

Section M Temporary Upgrade Assignment
For the purposes of this Section, a temporary upgrade assignment is the full-time assignment to a higher-level classification (with a higher salary range). An employee assigned in writing by management to a temporary upgrade assignment shall receive temporary upgrade pay of no less than five percent (5%) or be placed at the bottom of the higher range, whichever is greater, but in no case more than the top salary of the higher range, in addition to their regular base rate commencing on the eleventh (11th)

EXHIBIT “AB”
consecutive workday of the temporary upgrade assignment. In order to receive temporary upgrade pay, an employee must be working in the temporary upgrade assignment and may not have a leave of absence longer than two (2) consecutive weeks, unless otherwise approved.

The temporary upgrade assignment will be evaluated after three (3) and six (6) months.

If there is an operational need to have an employee work in the temporary upgrade assignment more than six (6) months, the temporary upgrade pay will be increased to at least the first step of the higher classification and/or up to an additional five percent (5%), for a total of at least ten percent (10%) special pay, upon the recommendation of the supervisor and approval of the department head.

An appointing authority or designee may temporarily assign an employee to a different position for a specific period not to exceed ninety (90) days, after which the employee returns to their regular duties and position from which they were regularly assigned. The temporary assignment may be extended past ninety (90) days if agreed to by the employee in writing. Such action shall have the prior approval of the Human Resources Director or designee. An appointing authority may assign an employee to a different position for a period not to exceed ninety (90) days, provided the employee has received twenty-four (24) hours written notice which includes reasons for the assignment.

Employees who are subject to temporary assignment shall be compensated in accordance with Section L. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise.

Section N Bilingual Pay
Employees certified as bilingual in Spanish and assigned tothrough a testing process and certified as being required to regularly use their Spanish speaking skills shall receive a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this incentive the first full pay period following qualification. Additional languages may be approved by the City based upon demonstrated need. Regardless of certification and payment, all employees shall use any language skills they possess to the best of their ability.

Section O Vehicle Assignment
The Fire Chief and Police Chief will be provided a City vehicle for emergency response during off-duty time. All oOther department heads shall receive a car allowance of $236 per month, paid semi-monthly.

The use of a personal automobile for City business will be eligible for mileage reimbursement in accordance with standard City policy.

Section P Uniform Allowance
Employees required to wear a uniform, including tThe Fire Chief, Deputy Fire Chief, and Fire Marshal and Police Chief, shall receive the same$1,300 per year uniform allowance as those they directly supervise paid on a biweekly basis.

EXHIBIT “AB”
The Police Chief shall receive $1,300 per year uniform allowance issued in the amount of $650 on the first paycheck in December and June. New hires will receive a prorated amount on a biweekly basis. Uniform allowance will not be prorated upon separation from employment.

For “Classic Members” as defined by CalPERS, uniform allowance shall be reported to CalPERS as special compensation. Uniform allowance will not be pro-rated upon separation from employment.

Section Q Payday
Payroll will be disbursed on a biweekly schedule. Payday will be every other Thursday.

This disbursement schedule is predicated upon normal working conditions and is subject to adjustment for cause beyond the City's control.

Section R Appointed Officials
The benefits outlined in this exhibit for department heads apply to appointed officials, except where they have been modified by City Ccouncil resolution.

EXHIBIT “AB”
Appendix A Classifications
Employees in the classifications listed below, in alphabetical order, are covered by this Exhibit.

Accountant
Active Transportation Manager
Assistant City Attorney I
Assistant City Attorney II
Assistant City Manager Community Services
Building Permit Services Supervisor
Business Analyst
Capital Improvement Program Administrative Manager
City Attorney
City Biologist
City Clerk
City Manager
Code Enforcement Supervisor
Construction Engineering Manager
Construction Engineering Manager Professional Engineer
Data Analyst
Deputy City Attorney I
Deputy City Attorney II
Deputy City Attorney III
Deputy City Manager
Deputy Director of Community Development Chief Building Official Deputy Director of Community Development City Planner
Deputy Director of Finance City Controller
Deputy Director of Public Works City Engineer
Deputy Director of Public Works Maintenance Operations
Deputy Director of Public Works Mobility Services
Deputy Director of Utilities Engineering and Planning
Deputy Director of Utilities Wastewater
Deputy Director of Utilities Water
Deputy Fire Chief*
Director of Community Development
Director of Finance
Director of Human Resources
Director of Parks and Recreation
Director of Public Works
Director of Utilities
Diversity Equity and Inclusion Manager
Economic Development Analyst
Economic Development and Tourism Manager
Emergency Manager
Facilities Maintenance Supervisor
Financial Analyst

EXHIBIT “
AB”
Fire Chief*
Fire Marshal
Fleet Maintenance Supervisor
Golf Supervisor
Homelessness Response Manager
Human Resources Analyst
Human Resources Manager
Information Services Supervisor
Information Technology Manager
Laboratory Manager
Legal Analyst
Maintenance Superintendent
Maintenance Supervisor
Mobility Services Business Manager
Network Services Supervisor
Parking Enforcement Supervisor
Parking Operations Supervisor
Parking Program Manager
Parks Maintenance Supervisor
Payroll Analyst
Police Chief*
Police Public Affairs Manager
Policy and Project Manager
Principal Budget Analyst
Principal Planner
Public Communications Manager
Recreation Manager
Recreation Supervisor
Risk and Benefits Manager
Safety Manager
Senior Accountant
Senior Business Analyst
Senior Civil Engineer
Senior Financial Analyst
Senior Human Resources Analyst
Senior Legal Analyst
Senior Payroll Analyst
Senior Planner
Solid Waste and Recycling Program Manager
Stormwater Program Manager
Streets Maintenance Supervisor
Supervising Building Inspector
Supervising Civil Engineer
Sustainability and Natural Resources Analyst
Sustainability and Natural Resources Official
Sustainability Manager

EXHIBIT “AB”
Technology Project Manager
Tourism and Community Promotions Manager
Transportation Manager
Transportation Manager Professional Engineer/Traffic Engineer Utilities Business Manager
Utilities Special Projects Manager
Utilities Special Projects Manager Professional Engineer Wastewater Collection System Supervisor
Water Distribution System Supervisor
Water Resource Recovery Facility Supervisor
Water Resources Program Manager
Water Treatment Plant Supervisor
Whale Rock Reservoir Supervisor
*Denotes Sworn classifications
Exhibit “B” Equity Adjustments for Unrepresented Management Employee Classifications b Title Barg.

Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual
Increase
countant MME 305 300 $ 3,302 $ 3,712 12.4%
counting Manager MME 347 340 $ 4,972 $ 5,485 10.3%
ive Transportation Manager MME 325 318 $ 4,013 $ 4,424 10.2% ministrative Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
sistant City Attorney I MME 353 346 $ 5,290 $ 5,815 9.9% sistant City Attorney II MME 253 360 $ 6,083 $ 6,691 10.0% sistant City Manager DPH 282 225 $ 8,084 $ 9,135 13.0%
sistant to The City Manager MME 335 328 $ 4,424 $ 4,877 10.2% lding Permit Services Supervisor MME 320 313 $ 3,821 $ 4,213 10.3% siness Manager MME 330 323 $ 4,213 $ 4,645 10.3%
siness Services and Administrative Manager MME 347 340 $ 4,972 $ 5,485 10.3% pital Improvement Plan Process Improvement Manager MME-C 244 353 $ 5,660 $ 6,226 10.0% y Attorney APO 210 200 $ 8,941 $ 10,103 13.0%
y Biologist MME 325 318 $ 4,013 $ 4,424 10.2%
y Clerk MME 340 333 $ 4,645 $ 5,121 10.2%
y Manager APO 220 206 $ 9,450 $ 10,679 13.0%
de Enforcement Supervisor MME 320 313 $ 3,821 $ 4,213 10.3% nstruction Engineering Manager MME 340 333 $ 4,645 $ 5,121 10.2% ta Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
puty Building Official MME 347 340 $ 4,972 $ 5,485 10.3% puty City Manager DPH 267 210 $ 7,028 $ 7,942 13.0%
puty Director of Community Development/City Planner MME 244 353 $ 5,660 $ 6,226 10.0% 1 MME: Management, MME-C: Management Contract, DPH: Department Heads, APO: Appointed Officials

EXHIBIT “AB”
b Title Barg.

Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual
Increase
puty Director of Public Works/City Engineer MME 249 358 $ 5,944 $ 6,538 10.0% puty Director of Public Works/Maintenance Operations MME 244 353 $ 5,660 $ 6,226 10.0% puty Director of Utilities - Engineering And Planning MME 244 353 $ 5,660 $ 6,226 10.0% puty Director of Utilities - Wastewater MME 244 353 $ 5,660 $ 6,226 10.0% puty Director of Utilities - Water MME 244 353 $ 5,660 $ 6,226 10.0% puty Fire Chief MME 257 369 $ 6,405 $ 7,302 14.0%
ector of Community Development DPH 267 210 $ 7,028 $ 7,942 13.0% ector of Finance DPH 267 210 $ 7,028 $ 7,942 13.0%
ector of Human Resources DPH 267 210 $ 7,028 $ 7,942 13.0% ector of Parks And Recreation DPH 267 210 $ 7,028 $ 7,942 13.0% ector of Public Works DPH 267 210 $ 7,028 $ 7,942 13.0% ector of Utilities DPH 267 210 $ 7,028 $ 7,942 13.0%
ersity Equity and Inclusion Manager MME 347 340 $ 4,972 $ 5,485 10.3% onomic Development Manager MME 340 333 $ 4,645 $ 5,121 10.2% vironmental Programs Manager MME 325 323 $ 4,013 $ 4,645 15.7% cilities Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% ancial Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
e Chief DPH 272 216 $ 7,361 $ 8,392 14.0%
e Marshal Chief Building Official MME 353 346 $ 5,290 $ 5,815 9.9% et Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% melessness Response Manager MME-C 325 318 $ 4,013 $ 4,424 10.2% using Policy and Programs Manager MME 330 323 $ 4,213 $ 4,645 10.3% man Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4% man Resources Manager MME 347 340 $ 4,972 $ 5,485 10.3% ormation Services Supervisor MME 325 326 $ 4,013 $ 4,784 19.2% ormation Technology Manager MME 353 354 $ 5,290 $ 6,287 18.8% boratory Manager MME 330 323 $ 4,213 $ 4,645 10.3%
gal Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
ghborhood Outreach Manager MME 320 313 $ 3,821 $ 4,213 10.3% twork Services Supervisor MME 330 331 $ 4,213 $ 5,024 19.2% rking Program Manager MME 330 323 $ 4,213 $ 4,645 10.3% rking Services Supervisor MME 305 300 $ 3,302 $ 3,712 12.4% rks Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% ice Chief DPH 279 230 $ 8,393 $ 9,568 14.0%
ncipal Budget Analyst MME 330 323 $ 4,213 $ 4,645 10.3% blic Communications Manager MME 325 318 $ 4,013 $ 4,424 10.2% creation Manager MME 320 313 $ 3,821 $ 4,213 10.3%

EXHIBIT “AB”
b Title Barg.

Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual
Increase
creation Supervisor MME 305 300 $ 3,302 $ 3,712 12.4%
fety and Technical Training Engineer MME 320 313 $ 3,821 $ 4,213 10.3% nior Accountant MME 315 310 $ 3,639 $ 4,093 12.5%
nior Administrative Analyst MME 315 310 $ 3,639 $ 4,093 12.5% nior Civil Engineer MME 330 323 $ 4,213 $ 4,645 10.3%
nior Financial Analyst MME 315 310 $ 3,639 $ 4,093 12.5% nior Human Resources Analyst MME 315 310 $ 3,639 $ 4,093 12.5% nior Legal Analyst MME 315 310 $ 3,639 $ 4,093 12.5%
nior Planner MME 330 323 $ 4,213 $ 4,645 10.3%
ecial Projects Manager MME-C 325 318 $ 4,013 $ 4,424 10.2% eets Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0% pervising Building Inspector MME 320 313 $ 3,821 $ 4,213 10.3% pervising Civil Engineer MME 340 333 $ 4,645 $ 5,121 10.2% pervising Parking Enforcement Officer MME 305 300 $ 3,302 $ 3,712 12.4% stainability and Natural Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4% stainability and Natural Resources Official MME 347 340 $ 4,972 $ 5,485 10.3% stainability Manager MME 325 318 $ 4,013 $ 4,424 10.2%
chnology Project Manager MME 325 326 $ 4,013 $ 4,784 19.2% urism Manager MME 320 313 $ 3,821 $ 4,213 10.3%
nsit Manager MME 330 323 $ 4,213 $ 4,645 10.3%
nsportation Manager MME 340 333 $ 4,645 $ 5,121 10.2%
ban Forest Supervisor/City Arborist MME 315 300 $ 3,639 $ 3,712 2.0% ities Engineer MME 330 323 $ 4,213 $ 4,645 10.3%
ities Special Projects Manager MME 330 323 $ 4,213 $ 4,645 10.3% stewater Collection System Supervisor MME 325 323 $ 4,013 $ 4,645 15.7% ter Distribution Supervisor MME 325 323 $ 4,013 $ 4,645 15.7% ter Resource Program Manager MME 325 323 $ 4,013 $ 4,645 15.7% ter Resource Recovery Facility Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8% ter Treatment Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8% ale Rock Reservoir Supervisor MME 325 323 $ 4,013 $ 4,645 15.7%

R ______
RESOLUTION NO. _____ (2025 SERIES)

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS

OBISPO, CALIFORNIA, AMENDING UNREPRESENTED
CONFIDENTIAL EMPLOYEES’ COMPENSATION AND SUPERSEDING

PREVIOUS RESOLUTIONS IN CONFLICT
WHEREAS, the City has designated classifications in City Administration and Information Technology, the City Attorney’s Office, Finance, and Human Resources as confidential pursuant to Government Code 3507.5 and Employer-Employee Resolution 6620; and
WHEREAS, confidential employees are precluded from collective bargaining due to their proximity to labor negotiations, and therefore are not governed by a collective bargaining agreement; and
WHEREAS, the Unrepresented Confidential employees have remained committed to providing high quality service to the community; and WHEREAS, the City Council is committed to providing competitive compensation to recruit and retain well qualified employees, as provided in the City’s adopted Labor Relations Objectives and Compensation Philosophy, while also considering the long-term financial sustainability of changes in compensation.

NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis Obispo, compensation and benefits for the Unrepresented Confidential group are revised as follows:

SECTION 1. The City agrees to increase the salaries of Unrepresented Confidential employees with cost-of-living adjustments effective on the following dates:
3% the first full pay period of July 2025, 3% the first full pay period of July 2026, and 3% effective the first full pay period of July 2027.

SECTION 2. The City shall continue to provide employees fringe benefits as set forth in Exhibit “A”, fully incorporated by reference.

SECTION 3. The Director of Finance shall adjust the appropriate accounts to reflect the compensation changes.

SECTION 4. This resolution shall be in effect from July 1, 2025, through June 30, 2028.

SECTION 5. Amendments to compensation and benefits for Unrepresented Confidential employees do not constitute a “Project” under CEQA Guidelines Sec. 15378.

Resolution No. _____ (2025 Series) Page 2
R ______
Upon motion of Council Member ___________, seconded by Council Member ___________, and on the following roll call vote:

AYES:

NOES:

ABSENT:

The foregoing resolution was adopted this _____ day of _______________ 2025. ___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of San Luis Obispo, California, on ______________________. ___________________________
Teresa Purrington
City Clerk

Unrepresented Confidential Employees Resolution Exhibit A & B
Table of Contents
Exhibit A Sections
Section A Salaries...................................................................................................... 1 Section B Medical, Dental, Vision .............................................................................. 1 Section C Health Flex Contribution ............................................................................ 2 Section D Life and Disability Insurance...................................................................... 5 Section E Retirement ................................................................................................. 6 Section F Vacation..................................................................................................... 7 Section G Administrative Leave.................................................................................. 9 Section H Holidays ..................................................................................................... 9 Section I Sick Leave ............................................................................................... 11 Section J Bereavement Leave................................................................................. 12 Section K Workers’ Compensation Leave................................................................ 12 Section L Overtime .................................................................................................. 12 Section M Temporary Upgrade Assignment ............................................................. 14 Section N Bilingual Pay ............................................................................................ 15 Section O Probation Period ...................................................................................... 15 Section P Payday..................................................................................................... 15 Appendix A Classifications.......................................................................................... 16

EXHIBIT “A”

Section A Salaries
The date of any new appointment, promotion, or transfer to a position within the bargaining unit becomes the employee’s position anniversary date for step increase purposes.

The first step is the minimum rate and shall normally be the hiring rate for the class. In cases where it is difficult to secure qualified personnel, or if a person of unusual qualifications is hired, the Director of Human Resources, or their designee, may authorize hiring at any step.

Upon recommendation by the department head, or their designee, and the approval of the Director of Human Resources, or their designee, an employee will be advanced a step upon receiving an overall rating of at least “Meets Performance Standards” on the employee’s annual performance evaluation following the completion of twelve (12) months of service. In applying the above rules, the next step shall be granted, other conditions having been met, on the first day of the payroll period within which the employee’s position anniversary date occurs.

Should the employee not receive a step increase, it shall be the discretion of the department head and City Manager, or their designee, to reconsider such step increase at any time during the year.

Section BA Medical, Dental, Vision
The City shall establish and maintain medical, dental, and vision insurance plans for confidential employees and their dependents. The City reserves the right to choose the method of insuring and plans to be offered.

PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City shall contribute an equal amount towards the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act (PEMHCA) for both active employees and retirees. The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance. In summary, this cost and any increases will be borne by the employees.

Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to domestic partners (Section 22873 of the PEMHCA).

EXHIBIT “A”

Conditional Opt Out
In order to receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter. Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan.

The monthly conditional opt-out incentive is $200, prorated for part-time employees.

The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.

The employee must notify the City within 30 days of the loss of other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage.

Employees on unpaid leave of absence will not be eligible to receive the conditional opt out payment.

Employees receiving the conditional opt-out amount will be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eye premium by payroll deductions on a pretax basis through the City’s Cafeteria Plan.

Section CB Health Flex AllowanceContribution
Employees electing medical coverage in the City’s plans shall receive a health flex allowancecontribution, as defined by the Affordable Care Act (ACA) and shall purchase such coverage through the City’s Section 125 Plan “Cafeteria Plan.” To be eligible for the health flex contribution in a particular pay period, an employee must be paid for more than half of their regularly scheduled hours, unless the employee is on an approved FMLA/CFRA leave of absence or receiving temporary disability benefits through workers’ compensation. Less than full-time employees shall receive a prorated share of the City’s contribution.

PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System (CalPERS) Health Benefit Program. The City will shall contribute directly to CalPERS on behalf of each employee the statutory minimum monthly employer contribution required an equal amount towards the cost of medical coverage under the Public Employee’s’ Medical and Hospital Care Act (PEMHCA), as set annually by CalPERS. for both active

EXHIBIT “A”

employees and retirees. For 2025, the PEMHCA minimum contribution is $158 per month.

The City will provide a contribution through its cafeteria plan, which combined with the City's PEMHCA contribution, will equal the total health flex contribution in the amounts listed below.The City’s contribution toward coverage under PEMHCA shall be the statutory minimum contribution amount established by CalPERS on an annual basis. The City's contribution will come out of that amount the City currently contributes to employees as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City to expend additional funds toward health insurance.

In summary, this cost and any increases will be borne by the employees.

If the health flex contribution allowance is less than the cost of the medical plan, the employee shall have the opportunity to pay the difference between the health flex contribution allowance and the premium cost on a pre-tax basis through the City’s Cafeteria Plan. In order to be eligible for the health flex contribution allowance in a particular pay period, an employee will need to get paid for more than half of their regularly scheduled hours, unless the employee is on a protected leave. If the premium cost for medical coverage is less than the health flex contribution allowance, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits under the Cafeteria Plan.

The monthly health flex contribution is listed below, along with the updated contribution allowance amounts for regular, full-time employees is outlined that will take effect the first paycheck in September 2025, is listed below below . Less than full-time employees shall receive a prorated share of the City’s contribution.

Level of Coverage
20252
Monthly
RateContribut
ion
Monthly
Contribution
Effective
September 2025
Employee Only $600670 $735
Employee Plus One $1,1871,323 $1,470
Family $1,6071,792 $1,911
If the premium cost for medical coverage is less than the health flex contribution , the employee shall not receive any unused health flex in the form of cash or purchase additional benefits.

Effective for the 20263, 20274, and 20285 premiums, the City’s total health flex contribution allowance for group medical coverage will shall be modified increased by an amount equal to one-half of the average percentage change for family coverage in the CalPERS health plans available in San Luis Obispo County. In any event, the City’s contribution will not be decreased. For example: if three plans were available and the

EXHIBIT “A”

year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution would be increased by 4% (((10% + 20% + -6%) /÷ 3) = 8% x 1/2).

The City agrees to continue its health flex contribution or conditional opt out amount as described below for one full pay period in the event that an employee has exhausted all paid time off, including paid leave donated through the catastrophic leave program, and leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). That is, the employee shall receive the regular City health flex contribution or conditional opt out amount for the first full pay period following the pay period in which the employee's paid leave balances reach zero (0) and FMLA/CFRA leave has been exhausted. This continuation of the City health flex contribution is available once per rolling 12-month period, per employee.

The City agrees to continue its contribution to the health flex contribution allowance for two (2) pay periods in the event that an employee has exhausted all paid time off or leave approved under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness. That is, the employee shall receive regular City health flex contribution allowance for the first two (2) pay periods following the pay period in which the employee’s accrued leave balances reach zero (0) or FMLA/CFRA benefits have been exhausted.

Conditional Opt Out
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the health flex contribution and medical coverage through the City’s medical plans if the following conditions are met:

1. The employee completes an attestation form during initial enrollment or during the annual open enrollment period;

2. The attestation form verifies that the employee and all individuals for whom the employee expects to claim a personal exemption deduction (Tax Family) have alternative minimum essential coverage;

3. Coverage in the individual market or individual coverage through Covered California does not meet the requirement of alternative minimum essential coverage for the employee and the employee’s Tax Family.

The monthly conditional opt-out (Cash-in-Lieu) incentive is $200, prorated for less -than - full-time employees.

The Cash-in-Lieu shall be taxable income to the employee. The employee must notify the City within 30 days of the loss of alternative minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in alternative minimum essential coverage. The City will not pay Cash-in-Lieu if the City knows or has reason to know that the employee or an individual in the employee’s Tax Family does not have the required alternative coverage. The conditional opt-out incentive will cease as described above one full pay period after the employee exhausts unpaid leave or FMLA/CFRA, whichever is later.

EXHIBIT “A”

Employees receiving the conditional opt-out amount will also be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employees’ Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

In order to receive the conditional opt-out incentive, employees will be required to complete an affidavit and provide proof of other minimum essential coverage for themselves and their qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter. Employees are required to certify that they are not enrolled in an individual plan or in a medical plan offered under a federal marketplace or a state exchange plan.

The monthly conditional opt-out incentive is $200, prorated for part-time employees.

The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.

The employee must notify the City within 30 days of the loss of other minimum essential coverage. The conditional opt-out payment shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage.

Employees on unpaid leave of absence will not be eligible to receive the conditional opt out payment.

Employees receiving the conditional opt-out amount will be assessed $16.00 per month to be placed in the Retiree Health Insurance Account. This account will be used to fund the City's contribution toward retiree premiums and the City's costs for the Public Employee's Contingency Reserve Fund and the Administrative Costs. However, there is no requirement that these funds be used exclusively for this purpose nor any guarantee that they will be sufficient to fund retiree health costs, although they will be used for negotiated employee benefits.

Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who elect coverage shall pay the dental and/or eyevision premium(s) by payroll deduction(s) on a pre-tax basis through the City’s Cafeteria Plan.

Section DC Life and Disability Insurance
The City shall provide the following special insurance benefits:

1. Long-term disability insurance providing 66 2/3% of gross salary (maximum benefit $57,000 per month) to age 65 for any sickness or accident, subject to the exclusions in the long-term disability policy, after a 30-day waiting period.

EXHIBIT “A”

Note: The City is exploring the possibility of researching the option of enrolling in State Disability Insurance or an alternative employee-funded enhanced disability program. If approved by a majority vote of confidential employees, the City will implement the program as soon as administratively possible.

2. In addition to $4,000 term life insurance purchased by the employee, the City provides $25,000 term life insurance, including $29,000 for accidental death and dismemberment through the City’s Cafeteria Plan.

Section ED Retirement
A. CalPERS Contracts. Employees are classified as Miscellaneous and work twelve (12) months per year.

1. “Classic Members First Tier” employees hired before December 6, 2012.

The City agrees to provide the Public Employees' Retirement System’s (CalPERS)

2.7% at age 55 plan to all eligible employees. The 2.7% at 55 plan includes the following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to additional retirement credit, one-year final compensation, Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit.

Employees will pay the entire 8% member contribution. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a) for a total employee contribution of 11%.

2. “Classic Members Second Tier” employees hired on or after December 6, 2012.

The City agrees to provide the CalPERS 2% at 60 plan using the highest threeyear average as final compensation. The second-tier formula will include the following amendments: conversion of unused sick leave to additional retirement credit, the 1959 Survivor's Benefit – Level Four, Military Service Credit option, and Pre-Retirement Option Settlement 2 Death Benefit. Employees will pay the entire 7% member contribution. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a) for a total employee contribution of 10%.. Employees hired under this plan will pay the full member contribution required under the plan, presently seven percent (7%).CalPERS determines who is a “classic member” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA) and which tier employees are placed in.

3. “New Members Third Tier” employees hired after January 1, 2013.

CalPERS determines are “New Members” within the meaning of the California Public Employees’ Pension Reform Act (PEPRA). The City will provide the CalPERS 2% at 62 plan using the highest three-year average as final compensation. Employees will pay 50% of total normal cost of the retirement

EXHIBIT “A”

benefit, as determined by CalPERS. In addition, employees will pay 3% of the employer contribution as cost sharing under Government Code section 20516(a).

Member contributions are made on a pre-tax basis as permitted under IRS Code Section 414(h)(2).

B. Member Contributions

1. “Classic Members First and Second Tier”
Effective June 2012, confidential employees began paying the full member contribution required under the plan for first and second tier employees (8% and 7% respectively) and the City discontinued their payment of the member contribution. For purposes of this Section, employee contributions are based on salary and special compensation as defined by PERS.

Effective the first full pay period in July 2019, all employees shall contribute

1.5% in addition to the employee contribution defined in the paragraph above.

Effective the first full pay period in July 2020, all employees’ additional contribution shall increase to 3%, in addition to the employee contribution defined in the paragraph above. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516.

All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost, as determined by PERS.

Effective the first full pay period in July 2019, all new members shall contribute

1.5% in addition to the employee paying 50% of the normal cost. Effective the first full pay period in July 2020, all new members contribution shall increase to 3%, in addition to the employee paying 50% of the normal cost. These additional contributions are in accordance to the provisions of AB 340, §7522.30 and §20516.

All of the employee contributions are made on a pre-tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).

Section FE Vacation
Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may be taken after the completion of the sixth calendar month of service from the benefit date or earlier with department head or designee authorization. Each eEmployees shall accrue

EXHIBIT “A”

vacation leave at the following rates for completed years of service with the City. Parttime employees will accrue a prorated amount of vacation leave.

Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
0 to 4 yearsLess than 5
years
12 days 96 hours
5 to less than 109 years 15 days 120 hours
10 to less than 2019
years
18 days 144 hours
20+ years 20 days 160 hours
*One day is equivalent to eight (8) hours for a 40-hour per week line-item position.

Effective as soon as administratively possible following Council adoption, eEmployees will beare eligible for a year-for-year accelerated vacation accrual based on prior public sector and military experience. For example, if an employee has ten (10) years of public sector experience prior to working for the City of San Luis Obispo, their vacation accrual will be advanced by ten (10) years.

Vacation leave shall be accrued as earned biweekly. provided that not more than twice the annual rate may be carried over to a new calendar year. Confidential employees’ vVacation time balances shall not exceed twice the annual accrual rate. If an employee reaches the maximumcap at any time throughout the year, the employee will stop accruing vacation leave.

Vacation schedules for confidential employees shall be based upon the needs of the City and then, insofar as possible, upon the wishes of the employee.

Vacation Cash Out
Employees are eligible to request payment for up to forty (40) hours of unused vacation leave subject to following conditions:

1. The employee must make an irrevocable election in the month of December in the prior calendar year;

2. The cash out shall be issued in December of the year following the irrevocable election;

3. Employees must have eighty (80) hours of accrued vacation leave to be eligible for cash out at the time of the irrevocable election; and

4. Late irrevocable election forms will not be accepted, nor can they be changed after the established deadline.

Emergency Vacation Cash Out:

Notwithstanding the requirement for an irrevocable election for the cash out of vacation for the upcoming calendar year, an employee may cash out vacation in an existing year, subject to the following conditions:

EXHIBIT “A”

1. The employee may cash out no more than the forty (40) hours of vacation (including any cash out previously elected); and.

1. 2. The amount cashed out pursuant to this subdivision must be in whole-hour increments with a minimum cash out of twenty (20) hours and shall be subject to a twenty percent (20%) penalty. That is, if an employee cashes out 40 hours of emergency cash out, the penalty shall be 20% of the amount cashed out. For example, if an employee wishes to cash out forty (40) hours due to an emergency but failed to make an irrevocable election, the employee will receive the cash value of thirty-two (32) hours, but forty (40) hours will be removed from the employee’s accrued balance.

Vacation Accrual Cap Cash Out:

If an employee reaches the annual accrual cap before December, the employee will be able to request vacation payment one additional time during the calendar year, in addition to the December cash out. However, no more than 40 hours of unused vacation leave will be paid out in any calendar year.

Confidential employees are eligible, once annually in December, to request payment for up to 40 hours of unused vacation leave. Payment for unused vacation leave is subject to the availability of budgeted funds. To request payment for unused vacation leave, employees must submit an irrevocable election form to Payroll in December of each year, prior to the pay period that includes January 1 of the year the cash out is to be paid, to receive payment for accrued vacation effective on the pay period that includes January 1st of the following calendar year, subject to IRS regulations. Late irrevocable election forms will not be accepted, nor can they be changed after the deadline. The remaining unused leave shall remain in the employee’s vacation accrual bank. The hours which are paid out are hours which will be accrued in following year.

Section GF Administrative Leave
Confidential eEmployees shall earn be advanced twelve (12) hours of administrative leave on January 1st of each year.

Administrative leave hours shall be pro-rated on a pay period basis when an confidential employee is appointed or leaves employment during the calendar year. The employee’s final check will be adjusted to reflect the pro-rated hours, however there is no provision to receive cash payment for unused administrative hours. Unused administration leave will not be carried over year to year but can be taken through December 31st of each year.

Section HG Holidays
Confidential eEmployees shall receive eleven (11) fixed plus two (2) floating holidays per year. The following days of each year are designated as paid holidays:

EXHIBIT “A”

• January 1 – New Year’s Day
• Third Monday in January – Martin Luther King Jr. BirthdDay • Third Monday in February – Presidents’ Day
• Last Monday in May – Memorial Day
• July 4 – Independence Day
• First Monday in September – Labor Day
• November 11 – Veteran’s Day
• Fourth Thursday in November – Thanksgiving Day
• Friday after Thanksgiving
• One half day before Christmas Day
• December 25 – Christmas Day
• One half day before Christmas Day
• One half day before New Year’s Day
• Two floating holidays
WFor employees who are not regularly scheduled to work on weekends, when a holiday falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. For employees on a compressed work schedule, when a holiday falls on the employee’s flex day, holiday hours must be observed on another scheduled workday within the same FLSA work week. A holiday shall be defined as eight (8) hours of paid time off for regular full-time employees and prorated for part-time employees.

When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, tThe City reserves the right to close non-essential City services and offices on weekdays between the Christmas Day and New Year’s Eve holidaysMonday or Friday (the day adjacent to the observed holiday). Essential City services are determined at the discretion of the Department Head. Employees scheduled to work during this time in non-essential functions on the days adjacent to the paid holidays would be are required to use appropriate personal leave or take the days as non-pay. Essential City services and functions are determined at the discretion of the department head. The City will notify employees of closure of non-essential City services and offices no later than October 31st of the same year in order to provide employees with ample time to plan accordingly.

The two floating holidays (16 hours) will be provided in a floating holiday leave bank the pay period that January 1st falls within and will be prorated on a pay period basis if an employee starts later in the year. Employees will have the ability to use floating holiday leave hours at any point during the calendar year. Unused floating holiday leave will not be carried over year to year but can be taken through December 31st of each year.

If an employee terminates for any reason, having taken off hours in excess of their biweekly prorated share of the floating holiday, the value of the overage will be deducted from the employee’s final paycheck will be adjusted to reflect the prorated hours calculated on a pay period basis; however, there is no provision to receive cash payment for unused floating holiday hours.

EXHIBIT “A”

Section IH Sick Leave
Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee shall accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent per year of continuous service since the benefit date. An employee may take up to 48 hours per calendar year of sick leave if required to be away from the job to personally care for a member of their immediate family. A family member for this purpose is any relationship listed in Labor Code 245.5(c). as defined in Section 2.36.420, Labor Code 233 and/or Assembly Bill 1522. However, if the family member is part of the employee’s household and is hospitalized, the employee may take up to 56 hours (rather than 48 hours) of sick leave per year to care for their family member. The employee shallThis may be extended to 56 hours if a household family member is hospitalized, and the employee submits written verification of such hospitalization.

In conjunction with existing leave benefits, confidential employees with one year of City service who have worked at least 1,250 hours in the previous year may be eligible for up to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for Family/Medical Leave, employees must use all available sick, vacation, compensatory time off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the City’s Family and Medical Leave Policy. The City maintains a separate Family and Medical Leave Administration Policy consistent with the City’s legal obligations to provide Family Medical Leave Act and California Family Rights Act, among other forms of leaves. This policy can be accessed in the Forms and Policies section on SharePoint.

Sick leave may be used to be absent from duty due to the death of a member of the employee’s immediate family as defined in Section 2.36.420, provided such leave shall not exceed forty working hours for each incident. The employee may be required to submit proof of relative’s death before being granted sick leave pay. False information concerning the death or relationship shall be cause for discharge.

Upon termination of employment by death or retirement, the employee or beneficiary may chooseUpon retirement the employee may choose: 1)
A. aA payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule,; or 2) B. tTo convert the remaininga portion or all of the employee’s sick leave balance to service credit in accordance with CalPERS regulations;, or 3) A. aA combination of these two options.:

C.
i. Death – 25%
i.
(A)ii. Retirement and actual commencement of CalPERS benefits:
(1)a. After ten years of continuous employment – 10%
(2)b. After twenty years of continuous employment – 15% (3)c. After twenty-five years of continuous employment – 20%
d. After thirty years of continuous employment – 25%

EXHIBIT “A”

Section J Bereavement Leave
Bereavement Leave
At each employee’s option, sick leave, or vacation leave may be used to be absent from duty due to the death of an employee’s family member as defined in Labor Code section 245.5(c), provided such leave as defined in this section shall not exceed five (5) days (no more than 40 hours) for each incident. The leave days may be taken non-consecutively as needed. The employee may be required to submit proof of relative's death before being granted sick leave pay. False information concerning the death or relationship may result in discipline up to and including termination.

Reproductive Loss Leave
(4) Employees experiencing a miscarriage, failed adoption, failed surrogacy, stillbirth, or unsuccessful assisted reproduction are entitled to up to five (5) days (no more than 40 hours) of leave following the qualifying loss. The leave days may be taken nonconsecutively as needed. Employees may utilize sick leave or vacation leave to be paid during reproductive loss leave. To utilize this leave, the employee may confidentially report the qualifying event to whomever in their chain of command they feel most comfortable, including their supervisor, manager or Human Resources.

Section KI Workers’ Compensation Leave
An employee who is absent from duty because of an on-the-job injury in accordance with State workers’ compensation law and is not eligible for disability payments under Labor Code Section 4850 shall be paid the difference between their base salary and the amount provided by workers’ compensation law during the first ninety (90) business days of such temporary disability absence. Eligibility for workers’ compensation leave requires an accepted workers’ compensation claim.

If an employee is eligible for Total Temporary Disability benefits after exhausting their salary continuation as defined in the paragraph above, the employee will receive such payment directly from the City’s workers’ compensation administrator and will only only be able to supplement one-third pay with accrued sick leave.

Section LJ Overtime
City Overtime Definition
Overtime is defined as all hours preauthorized by management and worked by the employee in excess of forty (40) hours worked in a work week. Except during emergency operations, as determined by the department head or designee, Aan employee’s failure to have overtime preauthorized by management may be subject to discipline up to and including termination.

EXHIBIT “A”

All paid leave hours shall be counted as hours worked for purposes of calculating overtime to include Vacation, Holiday, Sick Leave, Administrative Leave, and Compensatory Time Off (CTO). All overtime shall be authorized by the department head or designee prior to being compensated. The assignment of overtime is not guaranteed, and the City expressly retains the management right to eliminate or reduce overtime opportunities due to budgetary, operational, or efficiency concerns.

FLSA/Statutory Overtime
For the purpose of complying with the Fair Labor Standards Act (FLSA) overtime requirements under 29 USC section 207(a), the City has adopted a dual calculation method whereby it calculates FLSA overtime based on all hours actually worked by overtime eligible employees in excess of forty (40) hours in the seven-day work period.

To the extent the City’s dual calculation method determines that FLSA overtime owed for the seven-day work period exceeds the amount of City overtime paid for the same sevenday work period, the difference will be paid to the employee by way of an “FLSA Adjustment” in the following City pay period.

Compensation
All oOvertime as defined in this Section shall be paid in cash at one and one -half (1 1/2) the employee's base rate of pay, plus incentives as defined below, or in compensatory time off (CTO) at the rate of one and one-half (1 1/2) hours for each hour of overtime worked. All overtime shall be compensated to the nearest five (5) minutes worked.

Separate and apart from the City's contractual obligation to pay overtime in accordance with this Section, the City is obligated to calculate and pay, at a minimum, FLSA overtime based on the federally defined regular rate of pay which includes cash in lieu in compliance with the Flores v. City of San Gabriel. This calculation will be administered in accordance with the FLSA/Statutory Overtime’ section above.

Compensatory Time Off (CTO)
A confidential eEmployees eligible for overtime compensation as defined in this Section may elect compensation in the form of compensatory time off (CTO). An employee may not be compensated in CTO for more than sixty (60) hours of overtime worked in the calendar yearmay be compensated in CTO and maintain up to sixty (60) hours of CTO in their CTO bank during the calendar year. Accumulated CTO may be taken through December 31st of each calendar year. Accumulated CTO not taken by midnight December 31st shall be compensated in cash at straight time. Such compensation shall be paid in January of the following year. Management may deny a request to use CTO on the date requested by the employee due to operational concerns. However, if the use of CTO is denied, management shall grant the employee leave within a reasonable period unless the request will unduly disrupt the agency’s operations.

An employee who promotes or transfers out of the bargaining unitgroup shall be paid for any unused CTO at the employee’s regular rate of pay in effect just prior to the promotion or transfer.

EXHIBIT “A”

Work Week for Calculation of Overtime
For all confidential employees working a regular 5/40 work schedule or a 4/10 alternative work schedule, the work week for the purpose of calculating overtime as defined in this Section shall be seven consecutive days, beginning at 12:00 am Thursday and ending at 11:59 pm Wednesday.

For all confidential employees working a 9/80 alternative work schedule, the work week for the purpose of calculating overtime as defined in this Section shall be seven consecutive days, beginning exactly four hours into their eight-hour shift on the day of the week which constitutes their alternative regular day off.

Pay Incentives to be Included in the Base Rate for Overtime • Bilingual Pay
• Cash -in -Lieu (in compliance with Flores v. City of San Gabriel) • Work out of Classification Pay
• Temporary Assignment Upgrade Pay
• Cash in Lieu (in compliance with Flores v. City of San Gabriel) Section K Work Out-of-Classification
An out-of-class assignment is the full-time performance of all the significant duties of an available, funded position in one classification by an individual in a position of another classification. An employee assigned in writing by management to work out-of-class in a position that is assigned a higher pay range which is vacant pending an examination or is vacant due to an extended sick or disability leave, shall receive no less than five percent (5%), but in no case more than the top salary of the higher range, in addition to their regular base rate commencing on the eleventh consecutive workday of the out-of-class assignment. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise.

Section ML Temporary Upgrade Assignment
For the purposes of this Section, a temporary upgrade assignment is the full-time assignment to a higher-level classification (with a higher salary range). An employee assigned in writing by management to a temporary upgrade assignment shall receive temporary upgrade pay of five percent (5%) in addition to their regular base rate commencing on the eleventh (11th) consecutive workday of the temporary upgrade assignment. If the temporary upgrade assignment is to a management-level classification, the employee shall receive either a five percent (5%) increase or be placed at the bottom of the salary range for the management-level classification, whichever is greater. In order to receive temporary upgrade pay, an employee must be working in the temporary upgrade assignment and may not have a leave of absence longer than two (2) consecutive weeks, unless otherwise approved.

EXHIBIT “A”

The temporary upgrade assignment will be evaluated after three (3) and six (6) months.

If there is an operational need to have an employee work in the temporary upgrade assignment more than six (6) months, the temporary upgrade pay will be increased to at least the first step of the higher classification and/or up to an additional five percent (5%), for a total of at least ten percent (10%) special pay, upon the recommendation of the supervisor and approval of the department head.

An appointing authority or designee may temporarily assign an employee to a different position for a specific period not to exceed ninety (90) days, after which the employee returns to their regular duties and position from which they were regularly assigned. The temporary assignment may be extended past ninety (90) days if agreed to by the employee in writing. Such action shall have the prior approval of the Human Resources Director or designee. An appointing authority may assign an employee to a different position for a period not to exceed ninety (90) days, provided the employee has received twenty-four (24) hours written notice which includes reasons for the assignment.

Employees who are subject to temporary assignment shall be compensated in accordance with Section K. In order to receive out of class pay, an employee must be working in the out of class assignment and cannot have a leave of absence longer than two (2) consecutive weeks, unless approved otherwise.

Section MN Bilingual Pay
Employees certified as bilingual in Spanish and assigned to through a testing process and certified as being required to regularly use their Spanish speaking skills shall receive a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this incentive the first full pay period following qualification. Additional languages may be approved by the City based upon demonstrated need. Regardless of certification and payment, all employees shall use any language skills they possess to the best of their ability.

Section O Probation Period
All new appointments shall be subject to a probationary period of one year for the appointed position. The probationary period may be extended or reinstated if further employee evaluation is deemed necessary for up to six months upon written recommendation of the department head and Director of Human Resources. Employees who successfully pass the one-year probationary period may be eligible for a step increase as outlined in Section A.

Section P Payday
Payroll will be disbursed on a biweekly schedule. Payday will be every other Thursday.

This disbursement schedule is predicated upon normal working conditions and is subject to adjustment for cause beyond the City's control.

EXHIBIT “A”

Appendix A Classifications
Employees in the classifications listed below, in alphabetical order, are covered by this Exhibit.

Administration Executive Assistant
Administrative Assistant III Confidential
Human Resources Administrative Assistant I*
Human Resources Administrative Assistant II*
Human Resources Administrative Assistant III*
Human Resources Information System Technician
Human Resources Specialist
Legal Assistant I*
Legal Assistant II*
Paralegal I*
Paralegal II*
Payroll Specialist
System Application Specialist Confidential
*Denotes positions within a career series

EXHIBIT “B”

Exhibit “B” Equity Adjustments for Unrepresented Confidential Employee Classifications
Job Title Barg
Unit
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual %
Increase
Administration Executive
Assistant CNF 365 257 $ 2,593 $ 2,800 8.0%
Application System
Specialist Confidential CNF 385 299 $ 3,843 $ 4,535 18.0% Human Resources
Administrative Assistant I CNF 360 240 $ 2,176 $ 2,350 8.0% Human Resources
Administrative Assistant II
CNF 363 245 $ 2,291 $ 2,474 8.0%
Human Resources
Administrative Assistant III CNF 365 257 $ 2,593 $ 2,800 8.0% Human Resources
Information System
Technician
CNF 363 245 $ 2,291 $ 2,474 8.0%
Human Resources
Specialist CNF 368 261 $ 2,683 $ 2,898 8.0%
Legal Assistant I CNF 363 245 $ 2,291 $ 2,474 8.0%
Legal Assistant II CNF 369 266 $ 2,829 $ 3,055 8.0%
Management Fellow CNF-C 300 252 $ 2,531 $ 2,658 5.0%
Payroll Specialist CNF 368 261 $ 2,683 $ 2,898 8.0%

CITY OF SAN LUIS OBISPO REGULAR AND LIMITED TERM EMPLOYEE SALARY SCHEDULE Effective July 3, 2025 Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
ACCOUNTANT 22300 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - ACTIVE TRANSPORTATION MANAGER 22301 318 MME $ 3,925 $ 4,905 $ - $ - $ - $ - $ - $ - $ - $ - $ - ADMINISTRATION EXECUTIVE ASSISTANT 33100 257 CNF $ 2,530 $ 3,106 $ 2,530 $ 2,663 $ 2,803 $ 2,951 $ 3,106 $ - $ - $ - $ - ADMINISTRATIVE ASSISTANT I 41700 400 CEA $ 1,887 $ 2,317 $ 1,887 $ 1,986 $ 2,091 $ 2,201 $ 2,317 $ - $ - $ - $ - ADMINISTRATIVE ASSISTANT II 42700 402 CEA $ 1,988 $ 2,441 $ 1,988 $ 2,093 $ 2,203 $ 2,319 $ 2,441 $ - $ - $ - $ - ADMINISTRATIVE ASSISTANT III 43700 405 CEA $ 2,147 $ 2,636 $ 2,147 $ 2,260 $ 2,379 $ 2,504 $ 2,636 $ - $ - $ - $ - ADMINISTRATIVE ASSISTANT III CONFIDENTIAL 33702 247 CNF $ 2,281 $ 2,800 $ 2,281 $ 2,401 $ 2,527 $ 2,660 $ 2,800 $ - $ - $ - $ - ADMINISTRATIVE SPECIALIST 44700 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ - AQUATICS COORDINATOR 44601 412 CEA $ 2,577 $ 3,164 $ 2,577 $ 2,713 $ 2,856 $ 3,006 $ 3,164 $ - $ - $ - $ - ASSISTANT CITY ATTORNEY I 25100 346 MME $ 5,160 $ 6,449 $ - $ - $ - $ - $ - $ - $ - $ - $ - ASSISTANT CITY ATTORNEY II 25102 360 MME $ 5,937 $ 7,422 $ - $ - $ - $ - $ - $ - $ - $ - $ -

ASSISTANT CITY MANAGER COMMUNITY

SERVICES
27100 225 DPH $ 8,108 $ 10,133 $ - $ - $ - $ - $ - $ - $ - $ - $ - ASSISTANT PLANNER 42402 417 CEA $ 2,933 $ 3,600 $ 2,933 $ 3,087 $ 3,249 $ 3,420 $ 3,600 $ - $ - $ - $ - ASSOCIATE PLANNER 43300 422 CEA $ 3,337 $ 4,098 $ 3,337 $ 3,513 $ 3,698 $ 3,893 $ 4,098 $ - $ - $ - $ - BEAUTIFICATION GARDENER 42914 411 CEA $ 2,509 $ 3,080 $ 2,509 $ 2,641 $ 2,780 $ 2,926 $ 3,080 $ - $ - $ - $ - BUILDING INSPECTOR I 41500 415 CEA $ 2,786 $ 3,420 $ 2,786 $ 2,933 $ 3,087 $ 3,249 $ 3,420 $ - $ - $ - $ - BUILDING INSPECTOR II 44500 418 CEA $ 3,010 $ 3,696 $ 3,010 $ 3,168 $ 3,335 $ 3,511 $ 3,696 $ - $ - $ - $ - BUILDING PERMIT SERVICES SUPERVISOR 24200 313 MME $ 3,741 $ 4,676 $ - $ - $ - $ - $ - $ - $ - $ - $ - BUSINESS ANALYST 22302 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - CANNABIS BUSINESS COORDINATOR 44408 422 CEA $ 3,337 $ 4,098 $ 3,337 $ 3,513 $ 3,698 $ 3,893 $ 4,098 $ - $ - $ - $ -

CAPITAL IMPROVEMENT PROGRAM

ADMINISTRATIVE MANAGER
26117 323 MME $ 4,120 $ 5,150 $ - $ - $ - $ - $ - $ - $ - $ - $ - CAPITAL PROJECTS MANAGER I 41302 417 CEA $ 2,933 $ 3,600 $ 2,933 $ 3,087 $ 3,249 $ 3,420 $ 3,600 $ - $ - $ - $ - CAPITAL PROJECTS MANAGER II 42304 421 CEA $ 3,255 $ 3,996 $ 3,255 $ 3,426 $ 3,606 $ 3,796 $ 3,996 $ - $ - $ - $ - CAPITAL PROJECTS MANAGER III 43303 424 CEA $ 3,517 $ 4,318 $ 3,517 $ 3,702 $ 3,897 $ 4,102 $ 4,318 $ - $ - $ - $ - CITY ATTORNEY 28000 200 APO $ 11,768 $ 11,768 $ - $ - $ - $ - $ - $ - $ - $ - $ - CITY BIOLOGIST 22304 318 MME $ 3,925 $ 4,905 $ - $ - $ - $ - $ - $ - $ - $ - $ - CITY CLERK 26000 333 MME $ 4,546 $ 5,683 $ - $ - $ - $ - $ - $ - $ - $ - $ - CITY COUNCIL MEMBER 18000 104 CCM $ 1,070 $ 1,070 $ - $ - $ - $ - $ - $ - $ - $ - $ - CITY MANAGER 28001 206 APO $ 11,887 $ 11,887 $ - $ - $ - $ - $ - $ - $ - $ - $ - CODE ENFORCEMENT OFFICER I 41501 416 CEA $ 2,858 $ 3,508 $ 2,858 $ 3,008 $ 3,166 $ 3,333 $ 3,508 $ - $ - $ - $ - CODE ENFORCEMENT OFFICER II 44501 419 CEA $ 3,089 $ 3,793 $ 3,089 $ 3,252 $ 3,423 $ 3,603 $ 3,793 $ - $ - $ - $ - CODE ENFORCEMENT SUPERVISOR 25300 313 MME $ 3,741 $ 4,676 $ - $ - $ - $ - $ - $ - $ - $ - $ - CODE ENFORCEMENT TECHNICIAN I 41502 405 CEA $ 2,147 $ 2,636 $ 2,147 $ 2,260 $ 2,379 $ 2,504 $ 2,636 $ - $ - $ - $ - CODE ENFORCEMENT TECHNICIAN II 42500 407 CEA $ 2,262 $ 2,777 $ 2,262 $ 2,381 $ 2,506 $ 2,638 $ 2,777 $ - $ - $ - $ - COMMUNICATIONS COORDINATOR 42703 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ -

COMMUNITY RESOURCES AND SERVICES

SPECIALIST
42418 410 CONTRACT $ 2,446 $ 3,003 $ 2,446 $ 2,575 $ 2,710 $ 2,853 $ 3,003 $ - $ - $ - $ - CONSTRUCTION ENGINEERING MANAGER 26202 341 MME $ 4,902 $ 6,127 $ - $ - $ - $ - $ - $ - $ - $ - $ -

CONSTRUCTION ENGINEERING MANAGER

PROFESSIONAL ENGINEER
26214 346 MME $ 5,160 $ 6,449 $ - $ - $ - $ - $ - $ - $ - $ - $ - CONTROL SYSTEMS ADMINISTRATOR 44400 426 CEA $ 3,705 $ 4,548 $ 3,705 $ 3,900 $ 4,105 $ 4,321 $ 4,548 $ - $ - $ - $ - DATA ANALYST 22311 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY BUILDING OFFICIAL 26305 340 MME $ 4,867 $ 6,083 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY CITY ATTORNEY I 21101 316 MME $ 3,854 $ 4,816 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY CITY ATTORNEY II 22101 326 MME $ 4,246 $ 5,307 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY CITY ATTORNEY III 23101 336 MME $ 4,683 $ 5,854 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY CITY CLERK I 41701 405 CEA $ 2,147 $ 2,636 $ 2,147 $ 2,260 $ 2,379 $ 2,504 $ 2,636 $ - $ - $ - $ - DEPUTY CITY CLERK II 42701 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ - DEPUTY CITY MANAGER 26112 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ -

DEPUTY DIRECTOR OF COMMUNITY

DEVELOPMENT CHIEF BUILDING OFFICIAL
26120 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ -

DEPUTY DIRECTOR OF COMMUNITY

DEVELOPMENT CITY PLANNER
26115 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY DIRECTOR OF FINANCE CITY CONTROLLER 26121 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ -

DEPUTY DIRECTOR OF PUBLIC WORKS CITY

ENGINEER
26104 358 MME $ 5,802 $ 7,253 $ - $ - $ - $ - $ - $ - $ - $ - $ -

CITY OF SAN LUIS OBISPO REGULAR AND LIMITED TERM EMPLOYEE SALARY SCHEDULE Effective July 3, 2025 Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9

DEPUTY DIRECTOR OF PUBLIC WORKS

MAINTENANCE OPERATIONS
26103 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ -

DEPUTY DIRECTOR OF PUBLIC WORKS MOBILITY

SERVICES
26119 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ -

DEPUTY DIRECTOR OF UTILITIES ENGINEERING

AND PLANNING
26113 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY DIRECTOR OF UTILITIES WASTEWATER 26105 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY DIRECTOR OF UTILITIES WATER 26106 353 MME $ 5,526 $ 6,907 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY FIRE CHIEF 26107 369 MME $ 6,969 $ 8,711 $ - $ - $ - $ - $ - $ - $ - $ - $ - DEPUTY POLICE CHIEF 76100 810 PSO $ 7,665 $ 9,410 $ 7,665 $ 8,068 $ 8,493 $ 8,940 $ 9,410 $ - $ - $ - $ - DIRECTOR OF COMMUNITY DEVELOPMENT 27000 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIRECTOR OF FINANCE 27001 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIRECTOR OF HUMAN RESOURCES 27002 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIRECTOR OF PARKS AND RECREATION 27003 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIRECTOR OF PUBLIC WORKS 27004 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIRECTOR OF UTILITIES 27005 210 DPH $ 7,047 $ 8,810 $ - $ - $ - $ - $ - $ - $ - $ - $ - DIVERSITY EQUITY AND INCLUSION MANAGER 26002 340 MME $ 4,867 $ 6,083 $ - $ - $ - $ - $ - $ - $ - $ - $ - ECONOMIC DEVELOPMENT ANALYST 22316 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ -

ECONOMIC DEVELOPMENT AND TOURISM

MANAGER
26108 340 MME $ 4,867 $ 6,083 $ - $ - $ - $ - $ - $ - $ - $ - $ - EMERGENCY MANAGER 22500 318 MME $ 3,925 $ 4,905 $ - $ - $ - $ - $ - $ - $ - $ - $ - ENGINEER I 41300 419 CEA $ 3,089 $ 3,793 $ 3,089 $ 3,252 $ 3,423 $ 3,603 $ 3,793 $ - $ - $ - $ - ENGINEER II 42300 423 CEA $ 3,429 $ 4,209 $ 3,429 $ 3,609 $ 3,799 $ 3,999 $ 4,209 $ - $ - $ - $ - ENGINEER III 43301 426 CEA $ 3,705 $ 4,548 $ 3,705 $ 3,900 $ 4,105 $ 4,321 $ 4,548 $ - $ - $ - $ - ENGINEERING INSPECTOR I 41401 414 CEA $ 2,714 $ 3,332 $ 2,714 $ 2,857 $ 3,007 $ 3,165 $ 3,332 $ - $ - $ - $ - ENGINEERING INSPECTOR II 42404 417 CEA $ 2,933 $ 3,600 $ 2,933 $ 3,087 $ 3,249 $ 3,420 $ 3,600 $ - $ - $ - $ - ENGINEERING INSPECTOR III 43401 423 CEA $ 3,429 $ 4,209 $ 3,429 $ 3,609 $ 3,799 $ 3,999 $ 4,209 $ - $ - $ - $ - ENGINEERING INSPECTOR IV 44402 426 CEA $ 3,705 $ 4,548 $ 3,705 $ 3,900 $ 4,105 $ 4,321 $ 4,548 $ - $ - $ - $ - ENGINEERING TECHNICIAN I 41402 407 CEA $ 2,262 $ 2,777 $ 2,262 $ 2,381 $ 2,506 $ 2,638 $ 2,777 $ - $ - $ - $ - ENGINEERING TECHNICIAN II 42405 409 CEA $ 2,383 $ 2,925 $ 2,383 $ 2,508 $ 2,640 $ 2,779 $ 2,925 $ - $ - $ - $ - ENGINEERING TECHNICIAN III 43402 414 CEA $ 2,714 $ 3,332 $ 2,714 $ 2,857 $ 3,007 $ 3,165 $ 3,332 $ - $ - $ - $ - ENTERPRISE SYSTEM DATABASE ADMINISTRATOR 44401 426 CEA $ 3,705 $ 4,548 $ 3,705 $ 3,900 $ 4,105 $ 4,321 $ 4,548 $ - $ - $ - $ - ENVIRONMENTAL COMPLIANCE INSPECTOR SBP 44403 484 CEA $ 2,762 $ 4,162 $ 2,762 $ 2,907 $ 3,060 $ 3,221 $ 3,390 $ 3,568 $ 3,756 $ 3,954 $ 4,162 EXECUTIVE ASSISTANT TO THE POLICE CHIEF 43100 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ - FACILITIES MAINTENANCE SUPERVISOR 25201 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - FACILITIES MAINTENANCE TECHNICIAN SBP 42900 473 CEA $ 2,195 $ 3,308 $ 2,195 $ 2,310 $ 2,432 $ 2,560 $ 2,695 $ 2,837 $ 2,986 $ 3,143 $ 3,308 FINANCE CASHIER 41407 400 CEA $ 1,887 $ 2,317 $ 1,887 $ 1,986 $ 2,091 $ 2,201 $ 2,317 $ - $ - $ - $ - FINANCIAL ANALYST 22310 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - FINANCIAL ASSISTANT 41408 400 CEA $ 1,887 $ 2,317 $ 1,887 $ 1,986 $ 2,091 $ 2,201 $ 2,317 $ - $ - $ - $ - FINANCIAL SPECIALIST 42412 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ - FIRE BATTALION CHIEF 55200 505 FFA $ 6,011 $ 7,380 $ 6,011 $ 6,327 $ 6,660 $ 7,011 $ 7,380 $ - $ - $ - $ - FIRE CAPTAIN 54500 621 FFA $ 4,519 $ 5,548 $ 4,519 $ 4,757 $ 5,007 $ 5,271 $ 5,548 $ - $ - $ - $ - FIRE CHIEF 27006 216 DPH $ 8,008 $ 10,011 $ - $ - $ - $ - $ - $ - $ - $ - $ - FIRE ENGINEER 53500 615 FFA $ 3,940 $ 4,837 $ 3,940 $ 4,147 $ 4,365 $ 4,595 $ 4,837 $ - $ - $ - $ - FIRE INSPECTOR I 51400 626 FFA $ 3,242 $ 3,981 $ 3,242 $ 3,413 $ 3,593 $ 3,782 $ 3,981 $ - $ - $ - $ - FIRE INSPECTOR II 52400 630 FFA $ 3,599 $ 4,418 $ 3,599 $ 3,788 $ 3,987 $ 4,197 $ 4,418 $ - $ - $ - $ - FIRE INSPECTOR III 53400 633 FFA $ 3,888 $ 4,774 $ 3,888 $ 4,093 $ 4,308 $ 4,535 $ 4,774 $ - $ - $ - $ - FIRE MARSHAL 25202 340 MME $ 4,867 $ 6,083 $ - $ - $ - $ - $ - $ - $ - $ - $ - FIRE VEHICLE MECHANIC 52801 616 CONTRACT $ 3,385 $ 4,155 $ 3,385 $ 3,563 $ 3,750 $ 3,947 $ 4,155 $ - $ - $ - $ - FIREFIGHTER 52500 612 FFA $ 3,153 $ 4,300 $ 3,153 $ 3,503 $ 3,687 $ 3,881 $ 4,085 $ 4,300 $ - $ - $ - FLEET MAINTENANCE SUPERVISOR 25203 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - FLEET SERVICES SPECIALIST 42414 405 CEA $ 2,147 $ 2,636 $ 2,147 $ 2,260 $ 2,379 $ 2,504 $ 2,636 $ - $ - $ - $ - FORENSIC SPECIALIST DIGITAL EVIDENCE 62300 715 POA $ 3,851 $ 5,239 $ 3,851 $ 4,054 $ 4,267 $ 4,492 $ 4,728 $ 4,977 $ 5,239 $ - $ - GOLF SUPERVISOR 25218 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - HAZARDOUS MATERIALS COORDINATOR 54501 617 FFA $ 4,313 $ 5,296 $ 4,313 $ 4,540 $ 4,779 $ 5,031 $ 5,296 $ - $ - $ - $ -

CITY OF SAN LUIS OBISPO REGULAR AND LIMITED TERM EMPLOYEE SALARY SCHEDULE Effective July 3, 2025 Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
HEAVY EQUIPMENT MECHANIC 42800 411 CEA $ 2,509 $ 3,080 $ 2,509 $ 2,641 $ 2,780 $ 2,926 $ 3,080 $ - $ - $ - $ - HOMELESSNESS RESPONSE MANAGER 26304 323 MME $ 4,120 $ 5,150 $ - $ - $ - $ - $ - $ - $ - $ - $ - HOUSING COORDINATOR 44300 422 CEA $ 3,337 $ 4,098 $ 3,337 $ 3,513 $ 3,698 $ 3,893 $ 4,098 $ - $ - $ - $ -

HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
I
31700 240 CNF $ 2,123 $ 2,607 $ 2,123 $ 2,235 $ 2,353 $ 2,477 $ 2,607 $ - $ - $ - $ -

HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
II
32700 245 CNF $ 2,235 $ 2,744 $ 2,235 $ 2,353 $ 2,477 $ 2,607 $ 2,744 $ - $ - $ - $ -

HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
III
33700 257 CNF $ 2,530 $ 3,106 $ 2,530 $ 2,663 $ 2,803 $ 2,951 $ 3,106 $ - $ - $ - $ - HUMAN RESOURCES ANALYST 21300 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ -

HUMAN RESOURCES INFORMATION SYSTEM

TECHNICIAN
32402 245 CNF $ 2,235 $ 2,744 $ 2,235 $ 2,353 $ 2,477 $ 2,607 $ 2,744 $ - $ - $ - $ - HUMAN RESOURCES MANAGER 26301 340 MME $ 4,867 $ 6,083 $ - $ - $ - $ - $ - $ - $ - $ - $ - HUMAN RESOURCES SPECIALIST 32401 261 CNF $ 2,617 $ 3,214 $ 2,617 $ 2,755 $ 2,900 $ 3,053 $ 3,214 $ - $ - $ - $ - INFORMATION SERVICES SUPERVISOR 25204 326 MME $ 4,246 $ 5,307 $ - $ - $ - $ - $ - $ - $ - $ - $ - INFORMATION TECHNOLOGY ASSISTANT 42407 410 CEA $ 2,446 $ 3,003 $ 2,446 $ 2,575 $ 2,710 $ 2,853 $ 3,003 $ - $ - $ - $ - INFORMATION TECHNOLOGY MANAGER 26001 354 MME $ 5,577 $ 6,972 $ - $ - $ - $ - $ - $ - $ - $ - $ - INFORMATION TECHNOLOGY SECURITY ENGINEER 42413 428 CEA $ 3,902 $ 4,791 $ 3,902 $ 4,107 $ 4,323 $ 4,551 $ 4,791 $ - $ - $ - $ - INFORMATION TECHNOLOGY SYSTEM ENGINEER 42408 426 CEA $ 3,705 $ 4,548 $ 3,705 $ 3,900 $ 4,105 $ 4,321 $ 4,548 $ - $ - $ - $ - LABORATORY ANALYST SBP 42301 484 CEA $ 2,762 $ 4,162 $ 2,762 $ 2,907 $ 3,060 $ 3,221 $ 3,390 $ 3,568 $ 3,756 $ 3,954 $ 4,162 LABORATORY MANAGER 26204 333 MME $ 4,546 $ 5,683 $ - $ - $ - $ - $ - $ - $ - $ - $ - LEAD POLICE RECORDS CLERK 64700 706 POA $ 2,667 $ 3,628 $ 2,667 $ 2,807 $ 2,955 $ 3,111 $ 3,275 $ 3,447 $ 3,628 $ - $ - LEAD PROPERTY AND EVIDENCE TECHNICIAN 62400 713 POA $ 2,926 $ 3,981 $ 2,926 $ 3,080 $ 3,242 $ 3,413 $ 3,593 $ 3,782 $ 3,981 $ - $ - LEGAL ANALYST 23314 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - LEGAL ASSISTANT I 31701 240 CNF $ 2,123 $ 2,607 $ 2,123 $ 2,235 $ 2,353 $ 2,477 $ 2,607 $ - $ - $ - $ - LEGAL ASSISTANT II 32701 245 CNF $ 2,235 $ 2,744 $ 2,235 $ 2,353 $ 2,477 $ 2,607 $ 2,744 $ - $ - $ - $ - MAINTENANCE CONTRACT COORDINATOR 42303 414 CEA $ 2,714 $ 3,332 $ 2,714 $ 2,857 $ 3,007 $ 3,165 $ 3,332 $ - $ - $ - $ - MAINTENANCE SUPERINTENDENT 26213 323 MME $ 4,120 $ 5,150 $ - $ - $ - $ - $ - $ - $ - $ - $ - MAINTENANCE SUPERVISOR 26211 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - MAINTENANCE WORKER I 41900 402 CEA $ 1,988 $ 2,441 $ 1,988 $ 2,093 $ 2,203 $ 2,319 $ 2,441 $ - $ - $ - $ - MAINTENANCE WORKER II 42913 404 CEA $ 2,092 $ 2,568 $ 2,092 $ 2,202 $ 2,318 $ 2,440 $ 2,568 $ - $ - $ - $ - MAINTENANCE WORKER II - PARKS 42901 404 CEA $ 2,092 $ 2,568 $ 2,092 $ 2,202 $ 2,318 $ 2,440 $ 2,568 $ - $ - $ - $ - MAINTENANCE WORKER III 43901 406 CEA $ 2,206 $ 2,708 $ 2,206 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ - $ - $ - $ - MAINTENANCE WORKER III - PARKS 43900 406 CEA $ 2,206 $ 2,708 $ 2,206 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ - $ - $ - $ - MAJOR CITY PROJECTS MANAGER 26123 358 CONTRACT $ 5,802 $ 7,253 $ - $ - $ - $ - $ - $ - $ - $ - $ - MAYOR 18001 110 CCM $ 1,349 $ 1,349 $ - $ - $ - $ - $ - $ - $ - $ - $ - MECHANIC HELPER 41800 402 CEA $ 1,988 $ 2,441 $ 1,988 $ 2,093 $ 2,203 $ 2,319 $ 2,441 $ - $ - $ - $ - MOBILITY SERVICES BUSINESS MANAGER 26303 323 MME $ 4,120 $ 5,150 $ - $ - $ - $ - $ - $ - $ - $ - $ - NETWORK SERVICES SUPERVISOR 25206 331 MME $ 4,456 $ 5,571 $ - $ - $ - $ - $ - $ - $ - $ - $ - PARALEGAL I 31702 261 CNF $ 2,617 $ 3,214 $ 2,617 $ 2,755 $ 2,900 $ 3,053 $ 3,214 $ - $ - $ - $ - PARALEGAL II 32702 266 CNF $ 2,761 $ 3,389 $ 2,761 $ 2,906 $ 3,059 $ 3,220 $ 3,389 $ - $ - $ - $ - PARKING COORDINATOR 44200 411 CEA $ 2,509 $ 3,080 $ 2,509 $ 2,641 $ 2,780 $ 2,926 $ 3,080 $ - $ - $ - $ - PARKING ENFORCEMENT OFFICER I 41403 405 CEA $ 2,147 $ 2,636 $ 2,147 $ 2,260 $ 2,379 $ 2,504 $ 2,636 $ - $ - $ - $ - PARKING ENFORCEMENT OFFICER II 44405 408 CEA $ 2,322 $ 2,851 $ 2,322 $ 2,444 $ 2,573 $ 2,708 $ 2,851 $ - $ - $ - $ - PARKING ENFORCEMENT SUPERVISOR 25400 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - PARKING METER REPAIR WORKER 42801 407 CEA $ 2,262 $ 2,777 $ 2,262 $ 2,381 $ 2,506 $ 2,638 $ 2,777 $ - $ - $ - $ - PARKING OPERATIONS SUPERVISOR 25207 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - PARKING PROGRAM MANAGER 26205 323 MME $ 4,120 $ 5,150 $ - $ - $ - $ - $ - $ - $ - $ - $ - PARKS CREW COORDINATOR 44901 415 CEA $ 2,786 $ 3,420 $ 2,786 $ 2,933 $ 3,087 $ 3,249 $ 3,420 $ - $ - $ - $ - PARKS MAINTENANCE SPECIALIST SBP 42902 470 CEA $ 2,043 $ 3,078 $ 2,043 $ 2,150 $ 2,263 $ 2,382 $ 2,507 $ 2,639 $ 2,778 $ 2,924 $ 3,078 PARKS MAINTENANCE SUPERVISOR 25208 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - PARKS MAINTENANCE TECHNICIAN 43903 413 CEA $ 2,645 $ 3,247 $ 2,645 $ 2,784 $ 2,931 $ 3,085 $ 3,247 $ - $ - $ - $ - PAYROLL ANALYST 22315 300 MME $ 3,294 $ 4,117 $ - $ - $ - $ - $ - $ - $ - $ - $ - PAYROLL SPECIALIST 32404 261 CNF $ 2,617 $ 3,214 $ 2,617 $ 2,755 $ 2,900 $ 3,053 $ 3,214 $ - $ - $ - $ - PERMIT TECHNICIAN I 41404 402 CEA $ 1,988 $ 2,441 $ 1,988 $ 2,093 $ 2,203 $ 2,319 $ 2,441 $ - $ - $ - $ -