RESOLUTION NO. 2026-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO EFFECT CERTAIN CHANGES TO THE CITY’S
CLASSIFICATION AND COMPENSATION PLAN TO AMEND
RESOLUTION NO. 2021-026 TO CREATE A NEW
CLASSIFICATION AND TO PROVIDE SPECIAL ASSIGNMENT
PAY FOR SPECIFIED CONFIDENTIAL EMPLOYEES IN THE
CITY ATTORNEY’S OFFICE
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS FOLLOWS;
Section 1. The City Council of the City of Santa Ana hereby finds,determines, and declares as follows:
A. Section 1004 of the City Charter requiresthe City Manager to prepare, install, and maintain a positionclassificationand pay plan subjectto civilservice rules and regulationsand the approval of the City Council.
B. It is the City’s practice to assign job titlesthat reflect the duties and responsibilitiesof classificationsand are consistent with other classifications withinthe City’sorganizationalstructure,as well as comparable job titlesinthe labor market, while maintaining internalpay equity relationshipsand attracting and retainingqualifiedcandidates.
C. The CityCouncil regularlyamends the City’sclassificationand compensation plan for allfull-timeand part-time classificationsof employees and officersof the City.
On June 1, 2021, the City Council adopted Resolution 2021-026 establishing and delineating the compensation and benefit plans for classifications designated as Unrepresented Confidential Administrative Management (CAM) and Unrepresented ConfidentialMiddle Management (CMM) affordingthese classificationsthe same provisionsand/or changes in salaries,compensation, and other benefits,unless specifiedotherwise, as provided to classifications represented by the Santa Ana Management Association(SAMA).
D.
E. On October 7, 2025, the City reached an agreement with SAMA on its memorandum of understanding and the City Council also adopted Resolution No. 2025-044 to approve updated Salary Schedules forcompensation forCAM and CMM classifications.
F. On April21, 2026, City Council conducted itsannual evaluation of the City Attorney which resulted in a positiveperformance evaluation.
G. The City Attorney requested City Council approval to provide special assignment pay which may be provided for the duties above and beyond the Resolution 2026-XXX
normal scope of theirwork as identifiedby the City Attorney. They would receive 2.5% of base pay forthe durationof theirspecial assignment.
H. Due to the increased responsibilitiesand roles,which go above and beyond the normal scope of their work, as identifiedby the City Attorney, the classificationof Assistant CityAttorney - Employee Relations (Excepted) will be added as part of the unrepresented, confidentialemployees.
I. Itisnow desired to amend the City’sclassificationand compensation plan as listed herein.
Section 2. The Santa Ana City Council hereby amends the City’sclassificationand compensation plan by creatingthe followingclassification:
UNIT TITLE STEPS MIN MAX
Assistant CityAttorney - Employee
Relations (Excepted) (CMM) $11,319 $16,799CMM 17
Section 3.
for the unrepresented CAM and CMM units,attached to this resolution as Exhibit A, reflectingclassificationand compensation amendments per thisand previously approved City Council resolutions,and grouped by employee unit,as recommended by CalPERS, and in compliance with CalPERS CaliforniaCode of Regulations section 570.5.
The Santa Ana CityCouncil hereby approves the updated Salary Schedules The Santa Ana City Council amends Resolution No. 2021-026, Exhibit “J as follows and attached hereto as Exhibit B:
Section 4.
A. Adding the following to Exhibit “J”as follows;
C. Special Assignment Pay
For the positions of Chief Assistant City Attorney - Employee Relations (Excepted), Senior Assistant City Attorney - Employee Relations (Excepted), Assistant City Attorney - Employee Relations (Excepted), special assignment pay may be provided for the duties above and beyond the normal scope of theirwork as identifiedby the CityAttorney.They would receive 2.5% of base pay for the duration of theirspecial assignment.
Section 5. The new classificationand compensation amendments per thisand previously approved City Council resolutions,and grouped by employee unit,as recommended by CalPERS, and incompliance with CalPERS CaliforniaCode of Regulations section570.5. {continued on next page]
Resolution 2026-XXX
Section 6. That except as amended by thisresolution,allother provisionsof the City’s classificationand compensation plan shallremain infullforce and effect.
Section 7. This resolutionisoperative from and afterthe date upon which itisadopted.
ADOPTED this day of May, 2026.
Valerie Amezcua
Mayor
APPROVED AS TO FORM:
Sonia R. Carvalho
City /Vtorney
By:
Tamara Bogosian
Senior Assistant CityAttorney
AYES: Councilmembers
NOES: Councilmembers
ABSTAIN: Councilmembers
NOT PRESENT: Councilmembers
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I,JenniferL. Flail,City Clerk,do hereby attestto and certifythe attached Resolution No. 2026-
on May 5, 2026.
to be the originalresolutionadopted by the City Council of the City of Santa Ana Date:
City Clerk
City of Santa Ana
Resolution 2026-XXX
EXHIBIT A
UNREPRESENTED CONFIDENTIAL ADMINISTRATIVE MANAGEMENT (CAM)
MONTHLY WAGE RATE SCHEDULE
REVISED MAY 5, 2026
EFFECTIVE JULY 13, 2025 TO JULY 11, 2026
JOB STEP STEP STEP STEP STEPJOB TITLE CODE A B C D E
PrincipalEmployee RelationsAnalyst (CAM) 01782 10,503 11,026 11,579 12,158 12,768 Senior Employee Relations Analyst (CAM) 01783 9,763 10,251 10,763 11,302 11,869 EFFECTIVE JULY 12, 2026 TO JULY 10, 2027
JOB STEP STEP STEP STEP STEP
JOB TITLE CODE C DA B E
PrincipalEmployee RelationsAnalyst(CAM) 01782 10,923 11,467 12,042 12,644 13,279 Senior Employee Relations Analyst (CAM) 10,154 10,661 11,194 11,754 12,34401783 EFFECTIVE JULY 11, 2027
STEPJOB STEP STEP STEP STEPJOB TITLE CODE C EA B D
PrincipalEmployee RelationsAnalyst (CAM) 01782 11,251 11,811 12,403 13,023 13,677 Senior Employee Relations Analyst (CAM) 01783 10,459 10,981 11,530 12,107 12,714 Resolution 2026-XXX
EXHIBIT A
UNREPRESENTED CONFIDENTIAL MIDDLE MANAGEMENT (CMM)
MONTHLY WAGE RATE SCHEDULE
REVISED MAY 5, 2026
EFFECTIVE JULY 13, 2025 TO JULY 11, 2026
JOBJOB TITLE 01 02 03 04 05 06 07 09 10 11 12 13 14 15 16 17CODE Assistant CityAttorney - Employee Relations
(Excepted) (CMM) (Effective May 17, 2026) 01625 11,319 11,598 11,886 12,187 12,494 12,805 13,124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 Assistant Directorof Human Resources (CMM) 01836 12,494 12,805 13,124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 17,222 17,652 18,093 18,541 Chief Assistant CityAttorney - Employee
Relations (Excepted) (CMM) 01651 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 17,222 17,652 18,093 18,541 19,007 19,482 19,969 20,469 Employee Relations Manager (CMM) 01781 11,319 11,598 11,886 12,187 12,494 12,805 13,124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 Human Resources Operations Manager (CMM) 01551 11,319 11,598 11,886 12,187 12,494 12,805 13,124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 Senior AssistantCityAttorney- Employee
Relations (Excepted) (CMM) 01631 13,124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 15,990 16,391 16,799 17,222 17,652 18,093 18,541 19,007 19,482 EFFECTIVE JULY 12, 2026 TO JULY 10, 2027
JOBJOB TITLE 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17CODE AssistantCityAttorney- Employee Relations
(Excepted) (CMM) 01625 11,772 12,36112,062 12,674 12,994 13,317 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16,223 16,630 17,047 17,471 AssistantDirectorof Human Resources (CMM) 01836 12,994 13,317 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16,223 16,630 17,047 17,471 17,911 18,358 18,817 19,283 Chief AssistantCityAttorney- Employee
Relations (Excepted) (CMM) 01651 14,342 14,699 15,068 15,444 15,829 16,223 16,630 17,047 17,471 17,911 18,358 18,817 19,283 19,767 20,261 20,768 21,288 Employee RelationsManager (CMM) 01781 11,772 12,062 12,361 12,674 12,994 13,317 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16,223 16,630 17,047 17,471 Human Resources Operations Manager (CMM) 01551 11,772 12,062 12,361 12,674 12,994 13,317 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16.223 16,630 17,047 17,471 Senior AssistantCityAttorney - Employee
Relations (Excepted) (CMM)
01631 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16,223 16,630 17,047 17,471 17,911 18,358 18,817 19,283 19,767 20,261 EFFECTIVE JULY 11, 2027
JOBJOB TITLE 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17CODE AssistantCityAttorney- Employee Relations
(Excepted) (CMM) 01625 12,125 12,424 12,732 13,054 13,384 13,717 14,058 14,413 14,772 15,140 15,520 15,907 16,304 16,710 17,129 17,558 17,995 Assistant Directorof Human Resources (CMM) 01836 13,384 13,717 14,058 14,413 14,772 15,140 15,520 15,907 16,304 16,710 17,129 17,558 17,995 18,448 18,909 19,382 19,861 Chief AssistantCityAttorney-Employee
Relations (Excepted) (CMM)
01651 14,772 15,140 15,520 15,907 16,304 16,710 17,129 17,558 17,995 18,448 18,909 19,382 19,861 20,360 20,869 21,391 21,927 Employee RelationsManager (CMM) 01781 12,125 12,424 12,732 13,054 13,384 13,717 14,058 14,413 14,772 15,140 15,520 15,907 16,304 16,710 17,129 17,558 17,995 Human Resources OperationsManager (CMM) 01551 12,125 12,424 12,732 13,054 13,384 13,717 14,058 14,413 14,772 15,140 15,520 15,907 16,304 16,710 17,129 17,558 17,995 Senior AssistantCityAttorney - Employee
Relations (Excepted) (CMM) 14,77201631 14,058 14,413 15,140 15,520 15,907 16,304 16,710 17.129 17,558 17,995 18,448 18,909 19,382 19,861 20,360 20,869 Resolution 2026-XXX
Exhibit B to Resolution No. 2026-XXX
EXHIBIT J
THE BASIC COMPENSATION AND BENEFIT PLAN FOR CLASSES OF
EMPLOYMENT DESIGNATED AS UNREPRESENTED CONFIDENTIAL MIDDLE-
MANAGEMENT (CMM) AND UNREPRESENTED CONFIDENTIAL
ADMINISTRATIVE-MANAGEMENT (CAM).
Unrepresented Confidential Middle-Management (CMM) and Unrepresented ConfidentialAdministrative-Management (CAM) Basic Compensation and Benefit Plan Effective,July 1, 2021 and after.
Section 1. Employer-Employee Relations in the Public Service of The City of Santa Ana Resolution 81-75, as authorized by CaliforniaGovernment Code (Section 3500, et seq.) defines "Employee, Confidential"as, an employee who is assigned to perform work directlyinvolved in the development, preparation or presentation of management positions with respect to employer-employee relations.Employee, Management means an employee having responsibility for formulating, administering,or managing the implementation ofCitypoliciesor programs, including but not limitedto,department and assistant department heads, division heads, and professional administrative staff employees employed to render advice and assistance pertaining to the conduct of legal, fiscal,budgetary, personnel management, and employer-employee relations affairsof the City.
Section 2
and Compensation Plan.
A. Unrepresented Confidential Middle-Management (CMM) Employee Classifications
Assistant City Attorney - Employee Relations (Excepted) Assistant Director of Human Resources
Chief Assistant CityAttorney-Employee Relations (Excepted) Employee Relations Manager
Human Resources Operations Manager
Human Resources Business Systems Administrator
Senior Assistant City Attorney-Employee Relations (Excepted) Unrepresented ConfidentialMiddle-Management (CMM) Classification B. Schedule of Salaries: A schedule showing salary rate ranges for classificationsof employment designated as unrepresented confidential middle-management (CMM) at the seventeen-step salary rate range referenced as Exhibit"B" of the City'sMaster Salary Schedule same as those middle-management (MM) represented Santa Ana Management Association(SAMA) classes of employment islistedas follows:
Unrfinrfisfinterl CMM Classifications
Assistant Director of Human Resources
Assistant City Attorney - Employee Relations (Excepted) Chief Assistant City Attorney-Employee Relations (Excepted) MM-30 Employee Relations Manager
Human Resources Operations Manager
Human Resources Business Systems Administrator
Senior Assistant City Attorney-Employee Relations
(Excepted)
Salary Range
MM-26
MM-22
MM-22
MM-22
MM-18
MM-28
Unrepresented ConfidentialAdministrative-Management (CAM)Section 3 Classificationand Compensation Plan.
Unrepresented ConfidentialAcjmini^trgtive-Manaqement (CAM) Employee Classification
PrincipalEmployee Relations Analyst
Senior Employee Relations Analyst
A.
Schedule of Salaries:A schedule showing salary rateranges forclassifications of employment designated as unrepresented confidential administrative- management (CAM) at the five-step salary rate range same as those administrative management (AM) represented by Santa Ana Management Association (SAMA) classes of employment as listedas follows:
B.
Salary Ranne
AM-737
AM-722
Unrfipresented CAM Cigggifigatidns—
PrincipalEmployee Relations Analyst
Senior Employee Relations Analyst
The Unrepresented ConfidentialManagement salary schedules contain several salary ranges; each salaryrange isshown inmonthly amounts. The ranges are identifiedby a two-digitnumber preceded by the capitalletters"MM" forMiddle Management and "AM" forAdministrativeManagement. The salarieswithineach salaryrange are identifiedby the minimum salary of the range up to the maximum salary of the range.
Terminal Classifications. Should a classification be identifiedas a terminal classification, the capitalizedletterT' shown withinparenthesis [i.e.,(T)]next to a classificationtitle signifiesa position classificationthat has been designated as "terminal"by formal City Council action and, as such, will be deleted from The Basic Classification and Compensation Plan for Unrepresented Confidential Management CMM or CAM classificationsof employment when vacated by itslastremaining incumbent. No new appointment may be made to a classificationthat has been designated as terminal.
Section 4
Compensation and Benefit Plan for Classifications of Employment Designated as Unrepresented Confidential Middle-Management (CMM) and Unrepresented Confidential Administrative-Management (CAM).
Administration and Applicability of the Basic Classification and Unless specified otherwise herein. Unrepresented Confidential Management listed in Section 2 and Section 3 of this Exhibit will be afforded, and/or subject to the same provisions and/or changes in salaries,compensation, and benefitsincluding but not limited to; cost of livingadjustments; bi-iingualpay; pay additives; fringe benefit plans and allowances; City'sSection 125 Plan; group health,dental,term life,and long term disabilityallowances and plans; cafeteria plan; wellness plan benefits;technology stipend;access to participationinthe City'svoluntary benefitplans (e.g.,vision,flexible spending accounts, supplement lifeinsurance, and 457(b) deferred compensation plan); CalPERS Retirement System; Retirement Health Savings Plan (RHS) participation,including any employer contributionto the employee's individualRHS plan or the same employer contribution to an association's retireehealth savings or similar plan on behalf of the member; as provided and available to those represented in the Santa Ana Management Association (SAMA) unit.
A.
Compensation Plan Implementation. Upon implementation of the Basic Classificationand Compensation Plan set forth in Sub-section 2.B and 3.B. of this Resolution Exhibit,a current incumbent of an Unrepresented Confidential Management CMM or CAM classification listed herein above unless specified otherwise herein, will be afforded, and/or subject to the same provisions in salaries, compensation, attendance, work day, and work week as provided and available to those represented in the SAMA unit.
B.
Temporary Upgrade to a CMM or CAM Classification.Regular employees of the City who are incumbents of classes of employment not included in this resolution exhibit and who are temporarily upgraded intoa higher classificationfor a limited duration to an CMM or CAM classification due to a current incumbent's leave of absence or out-of- C.
class temporary appointment as defined inSection 4.D. below, shall receive a minimum five percent (5%) temporary upgrade pay as defined by CCR 571(a)(3) as "compensation to employees who are required by theiremployer or governing body to work in an upgraded position/classificationof limitedduration", and is intended to meet the definitionof "Compensation Earnable" for Classic members of CalPERS as provided by the Public Employees' Retirement Law (PERL), and Government Code (G.C.) section 20636.
Out-of-Class Appointment to a CMM or CAM Classification. Regular employees of the City who are incumbents of classes of employment not included in this resolution exhibitand who are appointed to an "out-of-classappointment" as defined in Gov. Code section 20480 of the Public Employees' Retirement Law (PERL) as, "an appointment to an upgraded positionor higher classificationby an employer or governing body in a vacant position for a limited duration not to exceed nine-hundred sixty (960) hours in a fiscalyear".A "vacant position"refersto "a positionthat isvacant during recruitment for a permanent appointment". A vacant position does not refer to a position that is temporarily available due to another employee's leave of absence. Employees temporarily upgraded to a unrepresented management classificationsdesignated as CMM or CAM shall receive a minimum five percent (5%) temporary upgrade premium as defined by CCR 571(a)(3) as "compensation to employees who are required by their employer or governing body to work in an upgraded position/classification of limited duration", and isintended to meet the definitionof "Compensation Earnable" forClassic members of CalPERS as provided by the Public Employees' Retirement Law (PERL), and Government Code (G.C.) section 20636.
D.
Reallocation of Salary Rate Ranges. When an employee is in a CMM or CAM classification,which is reallocated from the current salary rate range to a differentsalary rate range, the employee will retain the same salary he or she held prior to the reallocation.
E.
Section 5. Health and Welfare Benefits.
The followinginsurance benefitsavailableto Unrepresented ConfidentialManagement employees are provided through the City's Section 125 Cafeteria Plan adopted in accordance with the provisions of InternalRevenue Code § 125.
Under City Council Resolution No. 98-52, the City elected to be subject to the Public Employees' Medical & Hospital Care Act (PEMHCA) to provide medical insurance through CalPERS formanagement members. The City'scontributionforeach employee meets the statutoryminimum using the "Unequal Method" California Government Code § 22892(c) (AB-2544).
The City willcontribute an allowance, which includes the PEMHCA statutory minimum towards the employee's cafeteria plan in the same amount as available to the SAMA unit covered under the PEMHCA plan.
Section 6. Leave Accruals and Cash-Out Provisions.
Unless otherwise provided, the same leave accrual, maximum accrual, and cash-out provisions provided to the members of the SAMA unit, will also be offered to the classificationslistedin this resolution exhibit including but not limited to; sick, paid holidays, floating holidays, holiday closures, vacation, “ must- use” vacation, management vacation, bereavement leave, military leave, jury duty, witness leave, catastrophic, and industrial/workers compensation leave.
Section 7. Retirement Plan Contributions.
A. The terms of the existing contract between the City and California Public Employees' Retirement System (CalPERS) governing the City retirement benefits of Unrepresented Confidential Management employees covered by this Resolution are incorporated by reference herein. The City will make contributions to CalPERS in accordance with itscontract with CalPERS for employees covered by said contract as amended.
The CaliforniaPublic Employees' Pension Reform Act (PEPRA) went into effect on January 1,2013. Based on consideration of various eligibilityfactors,PEPRA defines each employee as eithera "classic"or "new" member of CalPERS.
B.
2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The City agrees to provide CMM and CAM employees covered by this Resolution, and who are defined as Classic Miscellaneous Members under the CaliforniaPublic Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 2.7% at 55 Service Retirement benefit.
C.
Payment of 2.7% at 55 Service Retirement Benefit. Classic Miscellaneous CMM and CAM employees covered by this Resolution willcontribute eight percent (8%) of CalPERS reportable compensation toward the employer cost of the 2.7% at 55 enhanced retirement formula. This payment will be implemented as cost-sharing pursuant to Government Code Section 20516(f).
D.
Pre-Taxable Benefit. To the extent permitted by CalPERS and InternalRevenue Service regulations,thiseight percent (8%) employee contributionwill be implemented through payrolldeductions on a pre-tax basis.
1. 2.0% at 62 Service Retirement Benefit for New Miscellaneous Members. The City agrees to provide CMM and CAM employees covered by this Resolution who were appointed to theirclassificationon or afterJanuary 1, 2013, and who are defined as new members under the CaliforniaPublic Employees' Pension Reform Act (PEPRA) of 2013 (AB340), with the 2.0% at 62 Service Retirement benefit.
E.
Payment of 2.0% at 62 Service Retirement Benefit. CMM and CAM employees defined in 7.E. (above) willcontribute at least 50% of normal cost of the 2.0% at 62 retirement benefit.
F.
Pre-Taxable Benefit.To the extent permitted by CalPERS and Internal Revenue Service regulations, the City willmake the above employee deductions pre-tax contributions.
1. Final Compensation for Pension Calculation. Final compensation for Classic Miscellaneous Members willbe based on the highest annual average compensation earnable during the 12 consecutive months immediately preceding the effectivedate of theirretirement, or some other 12 consecutive month period designated by the member.
G.
Final compensation Miscellaneous Members who are defined as New Members under PEPRA willbe based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effectivedate of their retirement, or some other 36 consecutive month period designated by the member.
Deferred Retirement for Classic Miscellaneous Members as defined in Section D (above). The City willcontinue to make payments to CalPERS on behalf of each eligibleaffected employee inan amount necessary to pay one hundred percent (100%) of each employee's member contribution and report it to CalPERS as special compensation [Government Code §20636(C)(4)]. This contribution is known as Employer Paid Member Contribution (EPMC), which is equal to eight percent (8%) of reportable compensation for Classic Miscellaneous Members. Such payments willbe credited to the individualemployee's CalPERS account.
H.
Such payments are not an increase in base salary and no salary rate range applicable to any of the employees covered by this Resolution willbe changed or deemed to have been changed by reason thereof. As a result,the City willnot treatthese payments as ordinary income and thus will not withhold federal or state income tax from said payments. The City previously received a ruling from the Internal Revenue Service confirming that such payments are deferred compensation and not ordinary income. In the event that the City receives a new ruling from the Internal Revenue Service that such payments are ordinary income of the employees instead of deferred compensation, the City'sobligation to make such payments willdiscontinue and in place thereof the reportablecompensation of each Classic Miscellaneous Member eligiblefor the 2.7% at 55 Benefits Formula willbe increased by eight percent (8%).
For the purpose of reporting an employee's compensation to CalPERS, the City will include these payments as if they were a part of the employee's reportable compensation.
Section 8. Tuition Reimbursement
Unrepresented Confidential Management employees are eligibleto participatein the Training and Education Assistance Program provided for allregular, full-timeemployees of the City. Reimbursement will be based on the cost of tuition, required enrollment/registrationfees, miscellaneous fees (health, parking, student union fees. etc.) and allrequired texts,eBooks and related material for each course. Maximum tuitionreimbursement willbe paid the same amount as available to represented SAMA members.
Section 9. Retirement Health Savings (RHS) Plan
A. Employees participatein the "Vantage Care" Retirement Health Savings Plan (RHS), which designated ICMA-RC as the administrator of the plan. The City shallmake contributions into the individualaccounts of Unrepresented Confidential Management employees as provided to the members of the represented SAMA unit.
Unrepresented Confidential Management employees willcontribute one and one-quarter percent (1.25%) of base pay into their individual RHS account each pay period.
1. Unrepresented Confidential Management employees shall have the option to amend the current management plan design by mutual agreement of the majorityincludingthe SAMA membership withininthe City'sagreement with ICMA-RC.
2. The City willcontribute one percent (1%) of employee's base pay deposited intotheirindividualRHS account each pay period.
3. Section 10. Deferred Compensation
The City has established and maintains a deferred compensation plan pursuant to the provisions of Section 457(b) of the Internal Revenue Code. CMM and CAM employees covered under this resolution, at their sole discretion, may defer to have deposited into the City's 457(b) plan a portion of their compensation up to the maximum amount permitted by law.
As permissible by law if the City is desirous of establishing a 401(a) deferred compensation plan at a future date. Unrepresented Confidential Management employees covered under this resolution, at their sole discretion, may elect to participateinto said 401(a) plan upon itsestablishment, and defer a portion of their compensation up to the maximum amount permitted by law to the same extent as the SAMA unit.
All contributions into the 457(b) and 401(a) plan are voluntary employee contributions and willmeet the requirements of the InternalRevenue Code.
Section 11. Miscellaneous Provisions
A Catastrophic Leave Donation. Unrepresented Confidential Management employees will be eligible to donate and receive catastrophic leave donations as provided to allother represented SAMA members.
B. At-Will Employment Relationship. Classifications: Chief Assistant City Attorney- Employee Relations and Senior Assistant City Attorney-Employee Relations are defined as not excepted by the CivilService System as defined in Section 1002 of the City of Santa Ana Code of Ordinance, Charter Article X - Civil Service and are considered to be employed "at-will"as defined by the California Labor Code section 2922. The classifications identified in this section will be appointed by and report to the City Attorney and nothing inthis Resolution Exhibit shall prevent, limit,or otherwise interfere with the rightof the City Attorney or the City Manager to terminate employment at any time, with or without cause of an employee whose classificationis listed in this section.
Special Assignment Pay. For the positions of Chief Assistant City Attorney - Employee Relations (Excepted), Senior Assistant City Attorney - Employee Relations (Excepted), Assistant City Attorney - Employee Relations (Excepted), special assignment pay may be provided for the duties above and beyond the normal scope of theirwork as identifiedby the City Attorney. They would receive 2.5% of base pay forthe duration of theirspecial assignment.
C.