CITY OF SANTA BARBARA
CITY COUNCIL
Randy Rowse
Mayor
Rebecca Bjork
City Administrator
Meagan Harmon
Mayor Pro Tempore
Kristen W. Sneddon
Ordinance Committee Chair
Ariel Pierre Calonne
City Attorney
Eric Friedman
Finance Committee Chair
Alejandra Gutierrez
Oscar Gutierrez
Mike Jordan
City Hall
735 Anacapa Street
http://www.SantaBarbaraCA.gov
JUNE 7, 2022, 2:00 PM
AGENDA
IN-PERSON PUBLIC COMMENT: At the beginning of each meeting of the City Council, Finance Committee, or Ordinance Committee, any member of the public may address the City Council concerning any item not on the Council's agenda. Any person wishing to make such address should first complete and deliver a "Request to Speak" form prior to the time that public comment is taken up by the City Council. Each speaker will be given a total of 3 minutes to address the Council. Pooling of time is not allowed during general public comment. The time allotted for general public comment at the beginning of the 2:00 p.m. session is 30 minutes.
Any member of the public who did not speak during the 2:00 p.m. session but who submitted a request to do so during the 2:00 30 minute session may do so at the end of the meeting when the additional “Public Comment (If Necessary)” is announced. The City Council, upon majority vote, may decline to hear a speaker on the grounds that the subject matter is beyond their jurisdiction.
REMOTE PUBLIC COMMENT: Members of the public wishing to speak must “raise their hand” in the Zoom platform by selecting the virtual hand icon when their item is called. The keyboard shortcut for this is Alt+Y for Windows and Option+Y for Macs. City staff will activate the speaker’s microphone when the speaker’s name is called. The speaker will then need to unmute themselves. The keyboard shortcut for this is Alt+M for Windows or Command-Shift-A for Macs.
HOW TO REMOTELY OBSERVE AND/OR SPEAK LIVE AT A MEETING
• Web: https://santabarbaraca-gov.zoom.us/webinar/register/WN_BHXU9bk1SWq0ntGHplRq0Q (Participation via Zoom)
• Telephone: Dial 1-669-900-6833, Enter Webinar ID: 948 7481 3299 (press *9 to raise/lower hand; press *6 to mute/unmute) • Online Streaming: Council meetings are streamed live at www.SantaBarbaraCA.gov/CAP • TV: Each regular City Council meeting is broadcast live in English and Spanish on City TV Channel 18 and rebroadcast in English on Wednesdays and Thursdays at 7:00 p.m. and Saturdays at 9:00 a.m., and in Spanish on Sundays at 4:00 p.m.
Each televised Council meeting is closed captioned for the hearing impaired. Check the City TV program guide at www.santabarbaraca.gov/citytv for rebroadcasts of Finance and Ordinance Committee meetings.
WRITTEN PUBLIC COMMENT: Public comments may also be submitted via email to [email protected] prior to the beginning of the Council Meeting. All public comments submitted via email will be provided to City Council and will become part of the public record.
ORDER OF BUSINESS: Regular meetings of the Finance Committee and the Ordinance Committee begin at 12:30 p.m. The regular City Council meeting begins at 2:00 p.m. in the Council Chambers at City Hall. (CONTINUED ON NEXT PAGE)
REPORTS: Copies of the reports relating to agenda items are available for review at http://www.SantaBarbaraCA.gov/CAP.In accordance with state law requirements, this agenda generally contains only a brief general description of each item of business to be transacted or discussed at the meeting. Should you wish more detailed information regarding any particular agenda item, you are encouraged to obtain a copy of the Council Agenda Report (a "CAR") online at the City's website (http://www.SantaBarbaraCA.gov/CAP). Materials related to an item on this agenda submitted to the City Council after distribution of the agenda packet are posted to the City’s website as soon as reasonably feasible.
CONSENT CALENDAR: The Consent Calendar is comprised of items that will not usually require discussion by the City Council. A Consent Calendar item is open for discussion by the City Council upon request of a Councilmember, City staff, or member of the public. Items on the Consent Calendar may be approved by a single motion. Should you wish to comment on an item listed on the Consent Agenda, after turning in your "Request to Speak" form, you should come forward to speak or raise your hand in Zoom at the time the Council considers the Consent Calendar.
SPANISH INTERPRETATION: If you need interpretation of your communications to Council from Spanish into English, please contact the City Clerk’s Office at 564-5309 or by email at [email protected]. If possible, notification of at least 48 hours will usually enable the City to make arrangements.
INTERPRETACIÓN EN ESPAÑOL: Si necesita una interpretación del español al inglés, para sus comunicaciones al Consejo, comuníquese con la Oficina del Secretario Municipal al 564-5309, o por correo electrónico a [email protected]. Si es posible, la notificación de al menos 48 horas generalmente permitirá a la Ciudad hacer los arreglos.
AMERICANS WITH DISABILITIES ACT: If you need auxiliary aids or services or staff assistance to attend or participate in this meeting, please contact the City Administrator's Office at 564-5305 or by email at [email protected]. If possible, notification at least 48 hours prior to the meeting will usually enable the City to make reasonable arrangements. For those who need accessibility accommodation in using the “raise hand” function and/or registering to participate in the Zoom session, please contact the Clerk’s office by 5:00 p.m. the day before the meeting for assistance. Additionally, a speaker may email [email protected] by 5:00 p.m. the day before a meeting, stating which item they wish to speak on. Specialized services, such as sign language interpretation or documents in Braille, may require additional lead time to arrange. 06/07/2022 Santa Barbara City Council Final Agenda Page 1 JUNE 7, 2022 AGENDA
REGULAR CITY COUNCIL MEETING – 2:00 P.M.
CALL TO ORDER
PLEDGE OF ALLEGIANCE
ROLL CALL
CEREMONIAL ITEMS
1. Subject: Employee Recognition – Service Award Pins (410.01) Recommendation: That Council authorize the City Administrator to express the City’s appreciation to employees who are eligible to receive service award pins for their years of service through June 30, 2022.
CHANGES TO THE AGENDA
PUBLIC COMMENT
CONSENT CALENDAR
2. Subject: Minutes
Recommendation: That Council waive reading and approve the minutes of the regular meetings of May 10, 2022; May 17, 2022; and the special meetings of May 9, 2022; May 18, 2022; and May 20, 2022.
3. Subject: Adoption Of Ordinance Establishing Speed Limits (530.05) Recommendation: That Council adopt, by reading of title only, An Ordinance of the Council of the City of Santa Barbara Amending Section 10.60.015 of the Santa Barbara Municipal Code Establishing Prima Facie Speed Limits on Certain Portions of Anapamu Street, De La Guerra Street, Garden Street, Las Positas Road, and Modoc Road.
06/07/2022 Santa Barbara City Council Final Agenda Page 2
4. Subject: Adoption Of Ordinance To Amend Municipal Code Section
10.60.030 To Change The One-Way Designation On The 400 Block Of Anacapa Street (530.05)
Recommendation: That Council adopt, by reading of title only, An Ordinance of the Council of the City of Santa Barbara Amending the Municipal Code by Amending Section 10.60.030 to Change the One-way Designation on the 400 Block of Anacapa Street.
5. Subject: Introduction Of Ordinance Approving The 2022-2024 General Unit Memorandum Of Understanding and Adoption Of The Resolution Amending Resolution No. 21-047, The Position And Salary Control Resolution For Fiscal Year 2022 (440.02)
Recommendation: That Council:
A. Ratify the Memorandum of Understanding between the City and the Service Employees’ International Union, Local 620, Santa Barbara City Employees’ Association (General Unit) for the period of April 1, 2022 through March 31, 2024, by introduction and subsequent adoption of, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Adopting the 2022- 2024 Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara City Employees’ Association (General Unit) and Providing Compensation Changes for Confidential Employees; and B. Adopt, by reading of title only, A Resolution of the Council of the City of Santa Barbara Amending Resolution No 21-047, the Position and Salary Control Resolution for Fiscal Year 2022, Affecting the Salaries of the General Bargaining Unit, and Unrepresented Confidential Employee Classifications Effective June 18, 2022.
6. Subject: Adoption Of Resolution Regarding Appropriations For The Website Content Management System Project, And Amendment To Contract With Electric Citizen, LLC (170.04)
Recommendation: That Council:
A. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, for New Website Content Management System Project; and
B. Authorize the Information Technology Director to amend contract 27,003 with Electric Citizen, LLC to increase the contract amount by $67,150 for a not-to-exceed amount of $367,050.
06/07/2022 Santa Barbara City Council Final Agenda Page 3
7. Subject: Adoption Of A Resolution Prohibiting Overnight Stopping On The 1200 Block Of Shoreline Drive Adjacent To Shoreline Park (570.05) Recommendation: That Council adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Prohibiting Stopping, Parking, or Standing of Vehicles on the 1200 Block of Shoreline Drive Adjacent to Shoreline Park from 12:00 am to 4:00 am and Authorizing Removal of Vehicles Unlawfully Parked or Left Standing in Violation of the Prohibition.
8. Subject: Adoption Of Resolution Regarding Intention To Levy Parking And Business Improvement Area Assessment Rates And Parking And Business Improvement Area Annual Assessment Report For Fiscal Year 2023 – Intention To Levy (550.01)
Recommendation: That Council:
A. Approve the Parking and Business Improvement Area Annual Assessment Report 2023; and
B. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Declaring Council’s Intention to Levy Parking and Business Improvement Area Assessment Rates for Fiscal Year 2023, at a Public Hearing to be held on June 21, 2022, at 2:00 p.m.
9. Subject: Award Of Contract And Adoption Of Resolution Regarding Appropriations For Construction Of Westside Community Paseos Project (670.08)
Recommendation: That Council:
A. Award a contract with Lash Construction, Inc., in their low bid amount of $2,423,489 for construction of the Westside Community Paseos Project, Bid No. 3914, and authorize the Public Works Director to execute the contract and approve expenditures up to $557,402 to cover any cost increases that may result from contract change orders for extra work and differences between estimated bid quantities and actual quantities measured for payment; and
B. Adopt a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, to Appropriate Active Transportation Program Grant Funds and City Funds for the Westside Community Paseos Project.
06/07/2022 Santa Barbara City Council Final Agenda Page 4
10. Subject: Fiscal Year 2022 Interim Financial Statements For The Ten Months Ended April 30, 2022 (250.02)
Recommendation: That Council accept the Fiscal Year 2022 Interim Financial Statements for the ten months ended April 30, 2022.
11. Subject: April 2022 Investment Report (260.02)
Recommendation: That Council accept the April 2022 Investment Report.
12. Subject: Professional Services Agreement With Electric Citizen, LLC For Website Maintenance, Support, And Improvement (170.04)
Recommendation: That Council authorize the Information Technology Director to execute a five-year professional services agreement with Electric Citizen, LLC in an amount not to exceed $194,978.
13. Subject: Emergency Purchase Order To Courseco For Pre-Owned Toro Rough Mower
Recommendation: That Council receive the report of the Parks and Recreation Director of the need to make an emergency purchase order (EPO #32201400) to Courseco for a pre-Owned Toro Rough Mower.
06/07/2022 Santa Barbara City Council Final Agenda Page 5
14. Subject: Personal Services Agreements For Classes, Clinics, Camps, And Tournaments For Youth And Adults (570.06)
Recommendation: That Council:
A. Authorize the Parks and Recreation Director to execute a personal services agreement with 805 Beach Volleyball Club, a Limited Liability Company, for the provision of Fiscal Year 2023 Beach Volleyball Camps, Clinics, Classes, and Tournaments for youth and adults, with compensation equal to 65% of the total basic fees collected and the total compensation estimated at $175,000 based on the projected number of participants; B. Authorize the Parks and Recreation Director to execute a personal services agreement with Shane Carmody, an individual, for the provision of Fiscal Year 2023 Tennis and Beach Camps and After School Tennis Clinics, with compensation equal to 65% of the total basic fees collected and the total compensation estimated at $60,000 based on the projected number of participants;
C. Authorize the Parks and Recreation Director to execute a personal services agreement with Dave Wilcox, an individual, for the provision of Fiscal Year 2023 Pickleball Classes and Clinic for youth and adults, with compensation equal to 65% of the total basic fees collected and the total compensation estimated at $175,000 based on the projected number of participants; and D. Authorize the Parks and Recreation Director to execute a personal services agreement with Isaac Rosas, an individual doing business as Youth Evolution Activities, for the provision of Fiscal Year 2023 Basketball and Soccer Classes, Clinics, and Camps for youth, with compensation equal to 65% of the total basic fees collected and the total compensation estimated at $70,000 based on the projected number of participants.
15. Subject: Emergency Purchase Order To Quinn Company To Repair The 900 KW Generator At El Estero Water Resource Center (540.13) Recommendation: That Council receive the report from the Public Works Director of the need to make an emergency purchase order (EPO #32201058) to Quinn Company (Quinn) for repairs to the 900 KW Generator at El Estero Water Resource Center and rental of a temporary generator during the repair period. 06/07/2022 Santa Barbara City Council Final Agenda Page 6
16. Subject: Lease Agreements With Non-Profit Organizations At The Westside And Franklin Community Centers (580.04)
Recommendation: That Council:
A. Authorize the Parks and Recreation Director to execute annual lease agreements for office space at the Westside Community Center for the Independent Living Resource Center and Momentum Work, Inc. (a recent merge of UCP Work, Inc., and UCP of Los Angeles, Ventura, and Santa Barbara Counties); and
B. Authorize the Parks and Recreation Director to execute annual lease agreements for office space at the Franklin Community Center for California Rural Legal Assistance, Inc., and the Santa Barbara County Immigrant Legal Defense Center.
17. Subject: Agreement For Armored Courier Services For Fiscal Year 2022 (210.01)
Recommendation: That Council authorize the Finance Director to extend the agreement for Fiscal Year 2022 with Garda World in the amount not to exceed $40,000 for armored courier services.
This concludes the Consent Calendar.
CITY COUNCIL ADMINISTRATIVE AND ATTORNEY REPORTS
PUBLIC HEARINGS
18. Subject: Adoption Of Resolution Regarding Renewal Of Levy For Fiscal Year 2023 For The Wildland Fire Suppression Assessment District (520.03) Recommendation: That Council adopt, by reading of title only, A Resolution of the Council of the City of Santa Barbara Declaring its Intention to Continue Vegetation Road Clearance, Implementation of a Defensible Space Inspection and Assistance Program, and Implementation of a Vegetation Management Program Within the Foothill and Extreme Foothill Zones; Declaring the Work to be of More Than General or Ordinary Benefit and Describing the District to be Assessed to Pay the Costs and Expenses Thereof; Approving the Updated Engineer’s Report; Confirming Diagram and Assessment; and Ordering Levy of the Wildland Fire Suppression Assessment for Fiscal Year 2023.
06/07/2022 Santa Barbara City Council Final Agenda Page 7
COMMUNITY DEVELOPMENT DEPARTMENT
19. Subject: Coast Village Community Benefit Improvement District Resolution Of Formation And Levying Assessment (290.00)
Recommendation: That Council:
A. Hold a public hearing regarding the formation of the Coast Village Community Benefit Improvement District (Coast Village CBID); and tabulate all assessment ballots returned to the City pursuant to procedures set forth in the Resolution of Intention; and
B. If the assessment balloting does not result in a majority protest, then waive first reading and adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Establishing and Forming the Coast Village Community Benefit Improvement District Pursuant to Chapter 4.45 of the Santa Barbara Municipal Code and Levying the Assessment in Connection with Such District.
CITY ATTORNEY
20. Subject: Interim Urgency Ordinance Limiting New Hotel Development Pending Completion Of The 2023 Housing Element (650.06) Recommendation: That Council:
A. Receive a staff report regarding an interim urgency ordinance to temporarily limit development or expansion of hotels; and
B. Adopt by reading in full, and by a four-fifths vote, an Interim Urgency Ordinance of the Council of the City of Santa Barbara Limiting the Development or Use of New Hotel Rooms Pending Adoption of the 2023 Housing Element; or
C. Direct staff to return on June 28, 2022 with an interim urgency ordinance to temporarily prohibit development, use, or expansion of hotels pending adoption of the 2023 Housing Element.
06/07/2022 Santa Barbara City Council Final Agenda Page 8
21. Subject: Continued Public Hearing To Consider Declaration Of A Public Nuisance Resulting From The Operation Of A Drive-Through Facility Located At 3707 State Street (530.05)
Recommendation: That Council:
A. Adopt, by reading of title only, A Resolution of the Council of the City of Santa Barbara Approving a Traffic Circulation Agreement to Remedy Nuisance Related Issues Arising from the Operation of a Drive-Through Facility Located at 3707 State Street.
B. Rescind direction to the City Attorney to prepare an ordinance declaring the existence and ordering the abatement of a public nuisance resulting from the operation of a drive-through facility located at 3707 State Street.
ALTERNATIVE ACTION That Council:
Introduce and subsequently adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Declaring the Existence and Ordering the Abatement of a Public Nuisance Resulting from the Manner of Operation of a Drive-Through Facility Located at 3707 State Street as attached to the Council Agenda Report submitted by the City Attorney; and
That Council:
A. Receive a staff report on the status of negotiated remedial recommendations and adopt, by reading of title only, A Resolution of the Council of the City of Santa Barbara Approving a Traffic Circulation Agreement to Remedy Nuisance Related Issues Arising from the Operation of a Drive-Through Facility Located at 3707 State Street or, in the alternative;
B. Introduce and subsequently adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Declaring the Existence and Ordering the Abatement of a Public Nuisance Resulting from the Manner of Operation of a Drive-Through Facility Located at 3707 State Street. 06/07/2022 Santa Barbara City Council Final Agenda Page 9
MAYOR AND COUNCIL REPORTS
22. Subject: Interviews For City Advisory Groups (140.05) Recommendation: That Council:
A. Hold interviews of applicants to various City Advisory Groups (Est. time 4:00 p.m.); and
B. Continue interviews of applicants to June 14, 2022 (Est. time 6:00 p.m.).
COUNCIL AND STAFF COMMUNICATIONS
COUNCILMEMBER COMMITTEE ASSIGNMENT REPORTS
PUBLIC COMMENT (IF NECESSARY)
ADJOURNMENT
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: June 7, 2022
TO: Mayor and Councilmembers
FROM: City Administrator’s Office
SUBJECT: Employee Recognition – Service Award Pins
RECOMMENDATION:
That Council authorize the City Administrator to express the City’s appreciation to employees who are eligible to receive service award pins for their years of service through June 30, 2022.
DISCUSSION:
The City appreciates the loyalty to the community and the dedication to public service that are demonstrated by City employees throughout the organization every day. Since 1980, the City Employees’ Recognition Program has recognized length of City Service. Service award pins are presented to employees for every five years of service. Those employees achieving 25 years of service or more are eligible to receive their pins in front of the City Council.
Attached is a list of those employees who will be awarded pins for their service through June 30, 2022.
ATTACHMENT(S): June 2022 Service Awards
PREPARED BY: Nicole Grisanti, Administrator’s Office Supervisor SUBMITTED BY: Rebecca Bjork, City Administrator
APPROVED BY: City Administrator's Office
Agenda Item No. 1
File Code No. 410.01
ATTACHMENT
JUNE 2022 SERVICE AWARDS
June 7, 2022 Council Meeting
5 Years
Debra Aguayo-Russell, Animal Control Officer, Police Department Erica Madrigal, Project Engineer I, Public Works Department Payton Moore, Recreation Coordinator, Parks & Recreations Department Carl Schmidt, Assistant Parking Coordinator, Waterfront Department 10 YEARS
Nicole Hernandez, Architectural Historian, Community Development Department William Larsen, Fire Engineer, Fire Department
Luis Lopez, Wastewater Collection System Operator II, Public Works Department Steve Biddle, Parks Supervisor, Parks & Recreation Department 15 YEARS
Tava Ostrenger, Assistant City Attorney III, City Attorney’s Office Brian Larson, Police Sergeant, Police Department
Aaron Tudor, Police Officer, Police Department
Charles Katsapis, Police Lieutenant, Police Department
20 YEARS
Lorena Renteria, Public Safety Dispatcher Supervisor, Police Department Rickey Callahan, Airport Patrol Officer II, Airport Department 30 YEARS
Lori Pedersen, Police Business Manager, Police Department 05/10/2022 Santa Barbara City Council Minutes Page 1 of 7
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
REGULAR MEETING
MAY 10, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 2:00 p.m. (The Finance Committee, which ordinarily meets at 12:30 p.m., met at 12:00 p.m. The Ordinance Committee, which ordinarily meets at 12:30 p.m., met at 12:00 p.m.)
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Oscar Gutierrez, Meagan Harmon, Mike Jordan, Kristen W. Sneddon, Mayor Rowse.
Councilmembers absent: Alejandra Gutierrez
Staff present: City Administrator Rebecca Bjork, City Attorney Ariel Calonne, Deputy City Clerk Yazmin Dominguez.
CEREMONIAL ITEMS
1. Subject: Community Action Month: May 2022
Action: Proclamation presented by Mayor Rowse and received by Patricia Keelean of CommUnify.
CHANGES TO THE AGENDA
No changes to the agenda.
PUBLIC COMMENT
Members of the Public: DJ Johnsen; Howard Green.
CONSENT CALENDAR
Agenda Item No. 2
05/10/2022 Santa Barbara City Council Minutes Page 2 of 7 The titles of the Ordinances and Resolutions were read.
Motion:
Councilmembers Friedman/Sneddon to approve the Consent Calendar as recommended.
Vote:
Unanimous roll call vote
2. Subject: Minutes
Recommendation: Recommendation: That Council waive reading and approve the minutes of the regular meeting of April 19, 2022, and the special meetings of February 11, 2021; and April 22, 2022.
Action: Approved the recommendation.
3. Subject: Introduction Of An Ordinance For Assignment And Assumption Of Lease Agreement No. 23,328 From Waterfront Food Group LLC, To CoOwners Ms. Amy Rose, Mr. Bryan Deminie, And Mr. Dennis Longaberger, For The Restaurant Space Located At 113 Harbor Way (330.04) Recommendation: That Council introduce and subsequently adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Authorizing the Waterfront Director to Execute, Subject to Approval as to Form by the City Attorney, the Consent to Assignment and Assumption of Lease Agreement No. 23,328 From Waterfront Food Group LLC, to Co-Owners, Ms. Amy Rose, Mr.
Bryan Deminie, and Mr. Dennis Longaberger, for the Restaurant Space Located at 113 Harbor Way, Commencing Upon the Effective Date of the Enabling Ordinance.
Action: Approved the recommendation (May 10, 2022, Council Agenda Report and any attachments; Proposed Ordinance).
4. Subject: Introduction Of An Ordinance For Assignment And Assumption Of Lease Agreement No. 27,073 From Waterfront Food Group LLC, To CoOwners Ms. Amy Rose, Mr. Bryan Deminie, And Mr. Dennis Longaberger, For The Restaurant Space Located At 113 Harbor Way (330.04) Recommendation: That Council introduce and subsequently adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Authorizing the Waterfront Director to Execute, Subject to Approval as to Form by the City Attorney, the Consent to Assignment and Assumption of Lease Agreement No. 27,073 From Waterfront Food Group LLC, to Co-Owners Ms. Amy Rose, Mr. Bryan Deminie, and Mr. Dennis Longaberger, for the Restaurant Space Located at 113 Harbor Way, Commencing Upon the Effective Date of the Enabling Ordinance. 05/10/2022 Santa Barbara City Council Minutes Page 3 of 7 Action: Approved the recommendation (May 10, 2022, Council Agenda Report and any attachments; Proposed Ordinance).
5. Subject: Adoption Of Resolution Regarding Appropriations For The El Estero Water Resource Center Electrical Distribution Renewal Project, And Contract For Pre-Bid Construction Management Services And Constructability Review (540.13)
Recommendation: That Council:
A. Authorize the Public Works Director to execute a City Professional Services contract with Mimiaga Engineering Group in the amount of $235,626 for pre-bid construction management services and constructability review for the El Estero Water Resource Center Electrical Distribution Renewal Project, and authorize the Public Works Director to approve expenditures of up to $23,563 for extra services that may result from necessary changes in the scope of work; and
B. Adopt a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, to Allocate Available Appropriations for the El Estero Water Resource Center Electrical Distribution Renewal Project.
Action: Approved the recommendation; Resolution No. 22-032 and Agreement No. 28,113 (May 10, 2022, Council Agenda Report and any attachments).
6. Subject: Closing Budget Actions For 2021 Electoral Redistricting Recommendation: That Council:
A. Authorize the City Administrator to execute an amended professional services agreement to increase the not to exceed amount from $50,000 to $60,750 and pay National Demographics Corporation $60,750 for services rendered during the 2021 Electoral Redistricting Process; B. Authorize the City Attorney to increase the not to exceed amount from $40,000 to $83,437 and pay JAMS (Judicial Arbitration and Mediation Service) the final invoice of $51,657.20 for the services of Judges Melinda Johnson (Ret.) and Elizabeth Allen White (Ret.) rendered during the 2021 Electoral Redistricting Process; and
C. Authorize the City Attorney to increase the not to exceed amount from $20,000 to $60,988 and pay Signature Resolution the final invoice of $42,500.01 for the services of Judge Abraham Khan (Ret.) rendered during the 2021 Electoral Redistricting Process.
05/10/2022 Santa Barbara City Council Minutes Page 4 of 7 Action: Approved the recommendation (May 10, 2022, Council Agenda Report and any attachments).
7. Subject: Authorize The Community Development Director To Execute A Memorandum Of Agreement For Historic Designation And Preservation Of Fremont Hall And The Operation Maintenance Shop At 3237 State Street (640.06)
Recommendation: That Council authorize the Community Development Director to execute a Memorandum of Agreement with the U.S. Department of Health and Human Services regarding historic designation and preservation of the U.S. Army Reserve Center located at 3237 State Street.
Action: Approved the recommendation (May 10, 2022, Council Agenda Report and any attachments).
8. Subject: Approval Of Agreement With Southern California Edison For Renewable Energy Allocation On Behalf Of Santa Barbara Clean Energy Recommendation: That Council accept a voluntary allocation of long-term renewable energy attributes from Southern California Edison (SCE) on behalf of Santa Barbara Clean Energy, as part of its payment of the Power Charge Indifference Adjustment (PCIA) and authorize the City Administrator to execute the Voluntary Allocation Agreement with SCE.
Action: Approved the recommendation (May 10, 2022, Council Agenda Report and any attachments).
9. Subject: Contract For Biological Monitoring At The Andrée Clark Bird Refuge Restoration Project (570.05)
Recommendation: That Council authorize the Parks and Recreation Director to execute a Professional Services Agreement with Kisner Restoration and Ecological Consulting, Inc. in the amount of $98,422 for biological consulting services related to implementation of the Andrée Clark Bird Refuge Restoration Project.
Action: Approved the recommendation; Agreement No. 28,114 (May 10, 2022, Council Agenda Report and any attachments).
10. Subject: Contract For Environmental Laboratory Accreditation, Implementation, And Support Services (630.06)
Recommendation: That Council:
05/10/2022 Santa Barbara City Council Minutes Page 5 of 7 A. Authorize the Public Works Director to award a Professional Services Contract to A2LA Workplace Training, Inc., in the amount of $148,300 for laboratory environmental accreditation, implementation, and support services; and approve expenditures of up to $14,830 for extra services that may result from necessary changes in the scope of work; and B. Authorize the Public Works Director to exercise up to three one-year renewal options with A2LA Workplace Training, Inc., to provide quality control services in the annual amount of $83,000.
Action: Approved the recommendation; Agreement No. 28,115 (May 10, 2022, Council Agenda Report and any attachments).
This concludes the Consent Calendar.
REPORT FROM THE FINANCE COMMITTEE
Finance Committee Chair Friedman reported that the Finance Committee reviewed the enterprise fund fee adjustments and received the report. Those will forwarded onto Council during budget deliberations.
REPORT FROM THE ORDINANCE COMMITTEE
Ordinance Committee Chair Sneddon reported that the Ordinance Committee unanimously approved conversation of 400 Anacapa Street to two-way.
CITY COUNCIL ADMINISTRATIVE AND ATTORNEY REPORTS
PUBLIC WORKS DEPARTMENT
11. Subject: Adoption Of Resolution Regarding Appropriations For Contract For Construction Of Fiscal Year 2022A Pavement Maintenance Project And Contract For Design Of Fiscal Year 2023 Pavement Maintenance Projects (530.04)
Recommendation: That Council:
A. Award a contract with American Asphalt South, Inc., in their low bid amount of $2,101,550 for construction of the Fiscal Year 2022A Pavement Maintenance Project, Bid No. 4070; and authorize the Public Works Director to execute the contract and approve expenditures up to $210,155 to cover any cost increases that may result from contract change orders for extra work and differences between estimated bid quantities and actual quantities measured for payment;
05/10/2022 Santa Barbara City Council Minutes Page 6 of 7 B. Authorize the Public Works Director to execute a contract with Flowers & Associates, Inc., in the amount of $252,636 for construction support services for the Fiscal Year 2022A Pavement Maintenance Project, and approve expenditures of up to $25,264 for extra services of Flowers & Associates, Inc., that may result from necessary changes in the scope of work;
C. Authorize the Public Works Director to execute a contract with Flowers & Associates, Inc., in the amount of $337,492 for design services for the Fiscal Year 2023 Pavement Maintenance Projects, and approve expenditures of up to $33,749 for extra services of Flowers & Associates, Inc., that may result from necessary changes in the scope of work; and D. Adopt a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, to Appropriate Reserves for Pavement Maintenance Contracts.
Documents:
- May 10, 2022 report from the Finance Director
- PowerPoint presentation prepared and made by staff.
Speakers:
- Staff: Street Operations Infrastructure Manager Jim Dewey, Principal Engineer Laura Yanez, Principal Traffic Engineer Derrick Bailey, City Administrator Rebecca Bjork
- Members of the Public: Darryl Scheck.
Discussion
- Councilmember questions were answered
Motion:
Councilmembers Jordan/Sneddon to approve the recommended actions.
Vote:
Unanimous roll call vote. Resolution No. 22-033; Agreement No. 28,116 and Agreement No. 28,117.
12. Subject: Update On Santa Barbara County Association Of Governments Broadband Strategic Plan
Recommendation: That Council receive and comment on a presentation by the Santa Barbara County Association of Governments and the Broadband Consortium of the Pacific Coast.
Documents:
- May 10, 2022 report from the Finance Director
- PowerPoint presentation prepared and made by staff.
05/10/2022 Santa Barbara City Council Minutes Page 7 of 7 Speakers:
- Staff: Principal Engineer Adam Hendel.
- Santa Barbara County Associations of Government: Director of Planning Michael Becker; Project Coordinator Maria Kelly; Project Lead Bill Simmons.
- Members of the Public: Katie Micky; Howard Green; Miriam Lindbeck; Lesley Weinstock.
Discussion
- Councilmember questions were answered
COUNCIL AND STAFF COMMUNICATIONS
COUNCILMEMBER COMMITTEE ASSIGNMENT REPORTS
Councilmember Friedman reported on their attendance or made the following comment(s): 1. Groundbreaking for the Library Plaza
Councilmember Sneddon reported on their attendance or made the following comment(s): 1. Fire Department held Virtual Town Hall 2. CEC Annual Event on Climate Change 3. Fire Safe Council Wildfire Preparedness Exposition Mayor Rowse reported on their attendance or made the following comment(s): 1. Spring Roxy Children’s Museum
PUBLIC COMMENT (IF NECESSARY)
ADJOURNMENT
Mayor Rowse adjourned the meeting at 3:47 PM.
Approved and adopted by the City Council of the City of Santa Barbara on June 7, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
05/17/2022 Santa Barbara City Council Minutes Page 1 of 10
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
REGULAR MEETING
MAY 17, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 2:02 p.m. (The Finance Committee met at 12:00 p.m. and Ordinance Committee met at 12:30 p.m.)
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Oscar Gutierrez, Meagan Harmon, Mike Jordan, Kristen W. Sneddon, Mayor Rowse.
Councilmembers absent: Councilmember Alejandra Gutierrez.
Staff present: City Administrator Rebecca Bjork, City Attorney Ariel Calonne, City Clerk Services Manager Sarah Gorman.
CALL TO ORDER
PLEDGE OF ALLEGIANCE
ROLL CALL
CEREMONIAL ITEMS
1. Subject: National Public Works Week May 15-21, 2022 (120.04) Action: Proclamation received by Public Works staff Aundray Richey and Tyler Medearis. Tyler Medearis and Aundray Richey
05/17/2022 Santa Barbara City Council Minutes Page 2 of 10
CHANGES TO THE AGENDA
PUBLIC COMMENT
Members of the Public: Aron Ashland; Zac Smith
CONSENT CALENDAR (Items 2 – 11)
The titles of the Ordinances and Resolutions were read.
Motion:
Councilmembers Friedman/ Jordan to approve the Consent Calendar as recommended.
Vote:
Unanimous roll call vote (Absent: A. Gutierrez).
2. Subject: Minutes
Recommendation: That Council waive reading and approve the minutes of the regular meeting of April 26, 2022, and the special meetings of February 11, 2021; April 26, 2022; and April 28, 2022.
Action: Approved the recommendation.
3. Subject: Adoption Of An Ordinance For Assignment And Assumption Of Lease Agreement No. 27,073 From Waterfront Food Group LLC, To CoOwners Ms. Amy Rose, Mr. Bryan Deminie, And Mr. Dennis Longaberger, For The Restaurant Space Located At 113 Harbor Way (330.04) Recommendation: That Council adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Authorizing the Waterfront Director to Execute, Subject to Approval as to Form by the City Attorney, the Consent to Assignment and Assumption of Lease Agreement No. 27,073 From Waterfront Food Group LLC, to Co-Owners Ms. Amy Rose, Mr. Bryan Deminie, and Mr.
Dennis Longaberger, for the Restaurant Space Located at 113 Harbor Way, Commencing Upon the Effective Date of the Enabling Ordinance.
Action: Approved the recommendation; Ordinance No. 6068; Agreement No. 28,118 (May 17, 2022, Council Agenda Report and any attachments).
4. Subject: Adoption Of An Ordinance For Assignment And Assumption Of Lease Agreement No. 23,328 From Waterfront Food Group LLC, To CoOwners Ms. Amy Rose, Mr. Bryan Deminie, And Mr. Dennis Longaberger, For The Restaurant Space Located At 113 Harbor Way (330.04) 05/17/2022 Santa Barbara City Council Minutes Page 3 of 10 Recommendation: That Council adopt, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Authorizing the Waterfront Director to Execute, Subject to Approval as to Form by the City Attorney, the Consent to Assignment and Assumption of Lease Agreement No. 23,328 From Waterfront Food Group LLC, to Co-Owners, Ms. Amy Rose, Mr. Bryan Deminie, and Mr.
Dennis Longaberger, for the Restaurant Space Located at 113 Harbor Way, Commencing Upon the Effective Date of the Enabling Ordinance.
Action: Approved the recommendation; Ordinance No. 6069; Agreement No. 28,119 (May 17, 2022, Council Agenda Report and any attachments).
5. Subject: Adoption Of Resolution Regarding Acceptance Of Grant From California State Library For English As A Second Language Literacy Services (570.04)
Recommendation: That Council:
A. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, For $46,543.;
B. Accept the California State Library grant; and
C. Approve an increase in revenue and expenditure appropriations in the Library’s Miscellaneous Grants Fund in the amount of $46,543, funded by the California State Library to support English As A Second Language (ESL) Literacy Services.
Action: Approved the recommendations; Resolution No. 22-034 (May 17, 2022, Council Agenda Report and any attachments).
6. Subject: Adoption Of Resolutions In Support Of The Cliff Drive Vision Zero Project, Westside And Lower West Active Transportation Plan Implementation Project, And Milpas Street Pedestrian Safety Enhancements Project And Leveraging Grant Match Funds (670.08) Recommendation: That Council:
A. Apply the following grant matches: 1) twenty percent ($6.8 million) for the Cliff Drive Vision Zero Project; 2) ten percent ($2.2 million)for the Westside and Lower West Active Transportation Plan Implementation Project; and 3) twenty percent ($1.992 million) for the Milpas Street Pedestrian Safety Enhancements Project and adopt, by reading of title only, the following resolutions in preparation for Active Transportation Program grant applications;
05/17/2022 Santa Barbara City Council Minutes Page 4 of 10 B. Adopt, by reading of title only, a Resolution, of the Council of the City of Santa Barbara Supporting the Cliff Drive Vision Zero Project, and to Direct Staff to Apply for a Grant to Fund Design, Environmental Review, and Construction;
C. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Supporting the Westside and Lower West Active Transportation Plan Implementation Project, and to Direct Staff to Apply for a Grant to Fund Design, Environmental Review, and Construction; and
D. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Supporting the Milpas Street Pedestrian Safety Enhancements Project, and to Direct Staff to Apply for a Grant to Fund Design, Environmental Review, and Construction.
Action: Approved the recommendations; Resolution Nos. 22-035, 22-036, 22- 037 (May 17, 2022, Council Agenda Report and any attachments).
7. Subject: Fiscal Year 2022 Third Quarter Review (250.02) Recommendation: That Council:
A. Receive a report from staff on the status of revenues and expenditures in relation to the budget for the nine months ended March 31, 2022; B. Accept the Fiscal Year 2022 Interim Financial Statements for the nine months ended March 31, 2022; and
C. Approve the proposed third quarter adjustments to Fiscal Year 2022 Appropriations and Estimated Revenues as detailed in the attached schedule of proposed Third Quarter Adjustments.
Action: Approved the recommendations (May 17, 2022, Council Agenda Report and any attachments).
8. Subject: Cachuma Conservation Release Board Fiscal Year 2023 Budget Ratification (540.03)
Recommendation: That Council ratify the Cachuma Conservation Release Board’s Fiscal Year 2023 Budget, with the City’s proportional share not to exceed $502,415.
05/17/2022 Santa Barbara City Council Minutes Page 5 of 10 Action: Approved the recommendation (May 17, 2022, Council Agenda Report and any attachments).
9. Subject: Authorize Long-Term Energy Resource Adequacy Agreement With Santa Paula Energy Storage, LLC On Behalf Of Santa Barbara Clean Energy Community Choice Aggregation Program (630.06)
Recommendation: That Council authorize California Choice Energy Authority to enter into a long-term Energy Resource Adequacy agreement with Santa Paula Energy Storage, LLC on behalf of The Santa Barbara Clean Energy Community Choice Aggregation Program.
Action: Approved the recommendation (May 17, 2022, Council Agenda Report and any attachments).
10. Subject: Extension Of Independent Audit Agreement (220.03) Recommendation: That Council approve and authorize the Finance Director to execute an extension of the existing professional services agreement for two years with CliftonLarsonAllen LLP (CLA), to perform an independent audit of the City of Santa Barbara for fiscal years ending June 30, 2022 and June 30, 2023.
Action: Approved the recommendation; Agreement No. 28,120 (May 17, 2022, Council Agenda Report and any attachments).
11. Subject: Request From Our Mesa Neighborhood Incorporated To Name A Median Island On The 1800 Block Of Cliff Drive (530.04) Recommendation: That Council approve the naming of the median island located between Cliff Drive and the commercial frontage road between 1806 Cliff Drive and 1838 Cliff Drive, as Jon Gathercole Heroes Island.
Speakers:
- Staff: Public Works Director Clifford Maurer
- Members of the Public: Teri Jory; Dennis Johns;
Action: Approved the recommendation (May 17, 2022, Council Agenda Report and any attachments).
This concluded the Consent Calendar.
05/17/2022 Santa Barbara City Council Minutes Page 6 of 10
REPORT FROM THE FINANCE COMMITTEE
Finance Committee Chair Friedman reported that the Finance Committee received the Fiscal Year Third Quarter Review and reviewed the Fiscal Year 2023 Recommended Budget and forwarded the items to for full Council consideration.
REPORT FROM THE ORDINANCE COMMITTEE
Ordinance Committee Chair Sneddon reported that the Ordinance Committee considered proposed amendments to the Municipal Code pertaining to animal control and unanimously voted to forward the item for full Council consideration.
PUBLIC HEARINGS
12. Subject: Adoption Of Resolution And Public Hearing On Renewal Of The Santa Barbara South Coast Tourism Business Improvement District And Adoption Of The Revised Management District Plan (290.00) Recommendation: That Council:
A. Hold a final public hearing on the renewal of the Santa Barbara South Coast Tourism Business Improvement District and declare results of a majority protest proceeding;
B. Adopt, the Revised 2022-2032 Santa Barbara South Coast Tourism Business Improvement District Management District Plan, dated March 3, 2022; and
C. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Declaring the results of Majority Protest Proceedings and Renewing the Santa Barbara South Coast Tourism Business Improvement District.
Public Hearing opened: 2:31 p.m.
Documents:
- PowerPoint Presentation prepared by staff
- May 17, 2022 Council Agenda Report and any attachments - Proposed Resolution
Speakers:
- Staff: Senior Assistant to the City Administrator's Office Brandon Beaudette.
- Members of the public: Kathy Janega-Dykes; Paul Bullock; Warren Nocon; Tom Patton; Lizzie Rodriguez; Scott Perry.
Discussion:
- Councilmembers’ questions were answered.
05/17/2022 Santa Barbara City Council Minutes Page 7 of 10 Public Hearing closed: 3:25 p.m.
Motion:
Councilmembers Friedman/Jordan to support the staff recommendations; Resolution No 22-038.
Vote:
Unanimous roll call vote (Absent: A. Gutierrez).
CITY COUNCIL ADMINISTRATIVE AND ATTORNEY REPORTS
PUBLIC WORKS DEPARTMENT
13. Subject: Adoption of Resolutions Of Necessity To Acquire By Eminent Domain Real Property Necessary For The De La Vina Street Bridge Replacement Project (530.04)
Recommendation: That Council:
A. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Pursuant to Code of Civil Procedure Sections 1245.210 – 1245.270 Declaring The Public Interest and Necessity To Acquire By Eminent Domain Real Property Interests For The De La Vina Street Bridge Replacement Project [2733 and 2735 De La Vina Street (APN 051-213-020) – Fee Interest]; and
B. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Pursuant to Code of Civil Procedure Sections 1245.210 – 1245.270 Declaring The Public Interest and Necessity To Acquire By Eminent Domain Real Property Interest For The De La Vina Street Bridge Replacement Project [2726 and 2728 De La Vina Street (APN 051-220-015) – Fee Interest].
Documents:
- PowerPoint Presentation prepared by staff
- May 17, 2022 Council Agenda Report and any attachments - Proposed Resolutions
Speakers:
- Staff: Principal Engineer Laura Yanez; Assistant City Attorney Dan Hentschke; Supervising Engineer Eric Goodall
- Party: Attorney Glenn Bock representing Howard Family trusts and Abdulhai Family; Attorney Todd Amspoker representing Mishay Salon. - Members of the public: None.
05/17/2022 Santa Barbara City Council Minutes Page 8 of 10 Discussion:
- Discussion included the public interest and necessity required for the Project; The Project is planned and located to be compatible with greatest public good and least private injury; the Properties to be acquired are necessary for the Project; and The City has made the offer to the owners of record required by Government Code section 7267.2. Councilmembers’ questions were answered.
Public Hearing closed: 3:25 p.m.
Motion:
Councilmembers Friedman/Jordan to support the staff recommendation and to make the following findings: included the public interest and necessity required for the Project; The Project is planned and located to be compatible with greatest public good and least private injury; the Properties to be acquired are necessary for the Project; and The City has made the offer to the owners of record required by Government Code section 7267.2. add ; Resolutions No 22-039, 22-040.
Vote:
Unanimous roll call vote (Absent: A. Gutierrez).
RECESS
4:30 p.m. – 4:42 p.m.
COMMUNITY DEVELOPMENT DEPARTMENT
14. Subject: Continuation Of 2023 Housing Element Update Goals (660.01) Recommendation: That City Council consider and adopt revised 2023 Housing Element Goals.
Limited public comment remotely for item 14
Documents:
- PowerPoint Presentation prepared by staff
- May 17, 2022 Council Agenda Report and any attachments Speakers:
- Staff: Principal Planner Daniel Gullet; City Planner Renee Brooke; Assistant City Attorney Tava Ostrenger.
- Members of the Public: Zeke Sandoval.
Discussion:
- Discussion included changes to specific goals, a proposed ad hoc committee, hotels, and other topics. Councilmembers’ questions were answered.
05/17/2022 Santa Barbara City Council Minutes Page 9 of 10 Motion:
Councilmembers Sneddon/Harmon to adopt the revised 2023 Housing Element Goals as presented with the addition in Goal 1 of within our resources, Goal 2 it will read “prioritize housing that is affordable to the City’s workforce and vulnerable communities by use of deed restrictions and other measures over other types of development, with special emphasis on housing that meets the needs of extremely low, very low, low, moderate, middle income and special needs.”
Vote:
Unanimous roll call vote (Absent: Councilmember A. Gutierrez).
Motion:
Councilmembers Friedman/Sneddon to bring back a Council discussion of an interim zoning ordinance regarding hotels in an early June meeting.
Vote:
Unanimous roll call vote (Absent: Councilmember A. Gutierrez).
COUNCIL AND STAFF COMMUNICATIONS
COUNCILMEMBER COMMITTEE ASSIGNMENT REPORTS
1. Councilmember Sneddon reported on their attendance at the following events or made the following comments: 1. FSA speaker regarding youth mental health; 2. COMB meeting; 3. Santa Barbara City College graduation; 4.
Walkabout with Hands across Montecito; 5. Riviera Association meeting; 6.
Sustainability Committee meeting.
2. Councilmember Friedman reported on their attendance at the following events or made the following comments 1. City Library Advisory Board meeting; 2. Sustainability Committee’s meeting; 3. Countywide Elected Leader’s Forum regarding homelessness.
3. Mayor Rowse reported on their attendance at the following events or made the following comments: 1. Executive meeting with Santa Barbara County Association of Governments staff; 2. Mayor Cyclemania Ride; 3. Hospice event at Fess Parker.
PUBLIC COMMENT (IF NECESSARY)
CLOSED SESSIONS
15. Subject: Conference With City Attorney -- Existing Litigation – Gov. Code § 54956.9(d)(1)
Recommendation: That Council hold a closed session to consider pending litigation pursuant to subsection (d)(1) of section 54956.9 of the Government Code and take appropriate action as needed.
05/17/2022 Santa Barbara City Council Minutes Page 10 of 10 The pending litigation is Linda Boicourt v. City of Santa Barbara, SBSC Case 19CV02344.
Scheduling: Duration, 15 minutes; anytime
Report: None anticipated
No report made.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 5:53 p.m.
Approved and adopted by the City Council of the City of Santa Barbara on June 7, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
ATTEST:
_______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERV. MANAGER
05/09/2022 Santa Barbara City Council Minutes Page 1 of 2
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
SPECIAL MEETING
MAY 9, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 1:30 p.m.
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Oscar Gutierrez, Mike Jordan, Kristen W.
Sneddon, Mayor Rowse.
Councilmembers absent: Alejandra Gutierrez, Meagan Harmon.
Staff present: City Administrator Rebecca Bjork, City Attorney Ariel Calonne, City Clerk Services Manager Sarah Gorman.
PUBLIC HEARINGS
1. Subject: Fiscal Year 2023 Recommended Operating And Capital Budget (120.09)
Recommendation: That Council hear a presentation from the Parks & Recreation Department regarding their Fiscal Year 2023 Recommended Budget.
Public Hearing opened: 1:32 p.m.
Documents:
- May 9, 2022, report from the Parks and Recreation Department. - PowerPoint presentation prepared and made by staff.
Parks and Recreation Department Item speakers:
- Staff: Parks and Recreation Director Jill Zachary; Parks and Recreation Business Manager Tina Nelson; Parks and Recreation Assistant Director 05/09/2022 Santa Barbara City Council Minutes Page 2 of 2 Jazmin LeBlanc; Recreation Manager Richard Hanna; Parks Manager Simon Herrera; Creeks Manager Cameron Benson.
- Parks and Recreation Commission: Kathy McGill.
- Members of the Public: Mary Turley, Beebe Longstreet.
Discussion:
- Discussion topics included the departmental organization, proposed staffing changes, future initiatives, Golf Course operations, Cabrillo Pavilion, and community outreach. Councilmembers’ questions were answered. Staff direction was provided.
Public Hearing closed: 3:15 p.m.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 3:15 p.m.
Approved and adopted by the City Council of the City of Santa Barbara on June 7, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
05/18/2022 Santa Barbara City Council Minutes Page 1 of 3
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
SPECIAL MEETING
MAY 18, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 9:02 a.m.
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Alejandra Gutierrez, Oscar Gutierrez (9:04 a.m.), Meagan Harmon (9:11 a.m.), Mike Jordan, Kristen W. Sneddon, Mayor Rowse.
Councilmembers absent: Alejandra Gutierrez.
Staff present: City Administrator Rebecca Bjork, City Attorney Ariel Calonne, City Clerk Services Manager Sarah Gorman.
PUBLIC HEARINGS
1. Subject: Fiscal Year 2023 Recommended Operating And Capital Budget (230.05)
Recommendation: That Council hear a presentation from the Community Development and Sustainability & Resilience Departments regarding their Fiscal Year 2023 Recommended Budget.
Public Hearing opened: 9:04 a.m.
Documents:
- May 18, 2022, report from the Community Development Director and Sustainability and Resilience Director.
- PowerPoint presentation prepared and made by staff.
Community Development Item speakers:
05/18/2022 Santa Barbara City Council Minutes Page 2 of 3 - Staff: Community Development Director Eli Issacson, Business Manager James Hamilton; Economic Development Manager Jason Harris; State Street Master Planner Tess Harris; Homelessness Programs Analyst Elizabeth Stotts; Housing and Human Services Manager Laura Dubbels; Chief Building Official Christina Dye; - Members of the Public: None.
Discussion:
- Discussion topics included the departmental organization, proposed staffing changes, human services, the Rental Housing Mediation Program; commercial vacancy ordinance; Staff direction was provided.
RECESS
11:08 a.m.- 11:14 a.m.
Sustainability and Resilience Item speakers:
- Staff: Interim Sustainability and Resilience Director Alelia Parenteau, Lorraine Cruz-Carpenter, Melissa Hetrick, Finance Analyst Diego Martin.
- Members of the Public: None.
Discussion:
- Discussion topics included the departmental organization, proposed staffing changes, Clean SB; the Climate Action Plan, solar and storage projects, and Santa Barbara Clean Energy. Staff direction was provided.
Public Hearing closed: 12:01 p.m.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 12:02 p.m..
Approved and adopted by the City Council of the City of Santa Barbara on June 7, 2022.
05/18/2022 Santa Barbara City Council Minutes Page 3 of 3
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
05/20/2022 Santa Barbara City Council Minutes Page 1 of 2
CITY OF SANTA BARBARA
CITY COUNCIL MINUTES
SPECIAL MEETING
MAY 20, 2022
COUNCIL CHAMBERS, 735 ANACAPA STREET
CALL TO ORDER
Mayor Randy Rowse called the meeting to order at 1:36 p.m.
PLEDGE OF ALLEGIANCE
Mayor Rowse.
ROLL CALL
Councilmembers present: Eric Friedman, Oscar Gutierrez, Meagan Harmon, Kristen W.
Sneddon, Mayor Rowse.
Councilmembers absent: Councilmembers Alejandra Gutierrez, Mike Jordan.
Staff present: City Administrator Rebecca Bjork, City Attorney Ariel Calonne, City Clerk Services Manager Sarah Gorman.
PUBLIC HEARINGS
1. Subject: Fiscal Year 2023 Recommended Operating And Capital Budget (230.05)
Recommendation: That Council hear a presentation from the Police Department and the City Attorney’s Office regarding their Fiscal Year 2023 Recommended Budget.
Public Hearing opened: 1:37 p.m.
Documents:
- May 20, 2022, report from the City Attorney and Interim Police Chief. - PowerPoint presentation prepared and made by staff.
05/20/2022 Santa Barbara City Council Minutes Page 2 of 2 City Attorney Item speakers:
- Staff: Law Practice Administrator Monday Fitz-Gerald; City Attorney Ariel Calonne.
- Members of the Public: None.
Discussion:
- Discussion topics included the departmental organization, proposed staffing changes, sign ordinance, streamlining the electronic workflow, and proposed land use appeal process streamlining. Staff direction was provided.
Police Department Item speakers:
- Staff: Interim Police Chief Barney Melekian; Commander Marylinda Arroyo; Commander Kenneth Kushner; Business Manager Lori Pedersen.
- Members of the Public: None.
Discussion:
- Discussion topics included the departmental organization, proposed staffing changes, departmental objectives, departmental priorities, departmental accomplishments; improving quality of life in neighborhoods, and recruitment and retention. Staff direction was provided.
ADJOURNMENT
Mayor Rowse adjourned the meeting at 3:10 p.m.
Approved and adopted by the City Council of the City of Santa Barbara on June 7, 2022.
SANTA BARBARA CITY COUNCIL SANTA BARBARA
CITY CLERK'S OFFICE
_______________________________ ATTEST: ______________________________
RANDY ROWSE SARAH GORMAN
MAYOR CITY CLERK SERVICES MANAGER
1 ORDINANCE NO. ____
AN ORDINANCE OF THE COUNCIL OF THE CITY OF
SANTA BARBARA AMENDING SECTION 10.60.015 OF
THE SANTA BARBARA MUNICIPAL CODE
ESTABLISHING PRIMA FACIE SPEED LIMITS ON
CERTAIN PORTIONS OF ANAPAMU STREET, DE LA
GUERRA STREET, GARDEN STREET, LAS POSITAS
ROAD, AND MODOC ROAD
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. Section 10.60.015 of Chapter 10.60 of Title 10 of the Santa Barbara Municipal Code is amended to read as follows:
10.60.015 Streets of Modified Speed Limits.
In accordance with Section 10.20.015, and when properly sign posted, the prima facie speed limit on the following streets, or portions of streets, shall be as follows:
45 miles per hour:
CALLE REAL - Las Positas Road to Hitchcock Way
HOLLISTER AVENUE - Fairview Avenue to the westerly City limits LAS POSITAS ROAD – Cliff Drive to Las Positas Place
OLD COAST HIGHWAY - Harbor View Drive to Hot Springs Road 40 miles per hour:
CALLE REAL - Hitchcock Way to La Cumbre Road
CARRILLO STREET - San Andres Street to La Coronilla Drive CLIFF DRIVE – Mesa Lane to Las Positas Road
MEIGS ROAD - Cliff Drive to La Coronilla Road
MODOC ROAD - Las Positas Road to westerly City limits
35 miles per hour:
ALAMAR AVENUE - Foothill Road to State Street
ALSTON ROAD - City limits to Eucalyptus Hill Road
BARKER PASS ROAD - Eucalyptus Hill Road to the northerly City limits Agenda Item No. 3
File Code No. 530.05
2 CABRILLO BOULEVARD - Calle Cesar Chavez to US Highway 101 CALLE REAL - Treasure Drive to Las Positas Road
CLIFF DRIVE – Mesa Lane to Loma Alta Drive
HOPE AVENUE - State Street to Pueblo Avenue
HOPE AVENUE - Calle Real to State Street
LA CUMBRE ROAD - Via Lucero to northerly City limits
LAS POSITAS ROAD - State Street to Las Positas Place
MODOC ROAD - Pilgrim Terrace Drive to Las Positas Road
OLD COAST HIGHWAY - Salinas Street to Harbor View Drive VERONICA SPRINGS ROAD -Those portions within the City limits 30 miles per hour:
ALAMEDA PADRE SERRA - Los Olivos Street to Sycamore Canyon Road ALAMEDA PADRE SERRA- Sycamore Canyon Road to Eucalyptus Hill Road CABRILLO BOULEVARD - Castillo Street to Calle Cesar Chavez CALLE REAL - Pueblo Street to Treasure Drive
CARRILLO STREET - San Andres Street to US Highway 101
CHAPALA STREET- Mission Street to Alamar Avenue
CLIFF DRIVE - Montecito Street to Loma Alta Drive
CLIFF DRIVE - Westerly City limits to Las Positas Road
CONSTANCE AVENUE - State Street to Garden Street
DE LA VINA STREET - State Street to Mission Street
GARDEN STREET - Mission Street to Junipero Street
HITCHCOCK WAY - Calle Real to State Street
LA COLINA ROAD - La Cumbre Road to Verano Drive
LA CUMBRE ROAD - Southerly City limits (US Highway 101) to Via Lucero LOMA ALTA DRIVE - Cliff Drive to Shoreline Drive
MEIGS ROAD - Cliff Drive to Salida Del Sol
MIRAMONTE DRIVE - Carrillo Street to Via Del Cielo
MODOC ROAD - Mission Street to Pilgram Terrace Drive
ONTARE ROAD - Sunset Drive to Foothill Road
SAN ROQUE ROAD - Foothill Road to State Street
SANTA BARBARA STREET- Arrellaga Street to Constance Avenue 3 SHORELINE DRIVE - Castillo Street to Loma Alta
SHORELINE DRIVE - Salida Del Sol to Westerly Shoreline Park STATE STREET – Mission Street to westerly City limits
YANONALI STREET - Calle Cesar Chavez to Garden Street
25 miles per hour:
ALAMAR AVENUE - De La Vina Street to Junipero Street
ANACAPA STREET - Constance Avenue to Haley Street
ANAPAMU STREET - Santa Barbara Street to Milpas Street
BATH STREET - US Highway 101 Northbound Off Ramp to Quinto Street CANON PERDIDO STREET - Santa Barbara Street to Milpas Street CARPINTERIA STREET - Milpas Street to Salinas Street
CARRILLO STREET - Olive Street to US Highway 101
CASTILLO STREET - Cabrillo Boulevard to Pueblo Street
CHAPALA STREET - Gutierrez Street to Mission Street
CLINTON TERRACE - Samarkand Drive to Tallant Road
COAST VILLAGE ROAD - Olive Mill Road to Cabrillo Boulevard COTA STREET - Castillo Street to Alameda Padre Serra
DE LA GUERRA STREET - Santa Barbara Street to Alameda Padre Serra DE LA VINA STREET - Haley Street to Mission Street
GARDEN STREET – Micheltorena Street to Mission Street
GUTIERREZ STREET - De La Vina Street to Alameda Padre Serra HALEY STREET - Chapala Street to Milpas Street
MICHELTORENA STREET - San Andres Street to California Street MILPAS STREET - Anapamu Street to Cabrillo Boulevard
MISSION STREET - Robbins Street to Laguna Street
ONTARE ROAD - State Street to Sunset Drive
PUESTA DEL SOL - Alamar Avenue to easterly City limits
SALINAS STREET - US Highway 101 to Sycamore Canyon Road SAMARKAND DRIVE - De La Vina to Clinton Terrace
SAN ANDRES STREET - Mission Street to Canon Perdido Street SAN PASCUAL STREET - Carrillo Street to Coronel Place
SANTA BARBARA STREET - Gutierrez Street to Arrellaga Street 4 STATE STREET - Victoria Street to Mission Street
TREASURE DRIVE - Tallant Road to Calle Real
VALERIO STREET - Gillespie Street to westerly cul-de-sac YANONALI STREET - Garden Street to State Street
1 ORDINANCE NO.______________
AN ORDINANCE OF THE COUNCIL OF THE CITY OF
SANTA BARBARA AMENDING THE MUNICIPAL CODE BY
AMENDING SECTION 10.60.030 TO CHANGE THE ONEWAY DESIGNATION ON THE 400 BLOCK OF ANACAPA STREET
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. Section 10.60.030 of Chapter 10.60 of Title 10 of the Santa Barbara Municipal Code is amended to read as follows:
10.60.030 Schedule of One-Way Streets.
In accordance with Section 10.28.010, and when properly sign posted, it is unlawful for the operator of any vehicle to drive in the direction indicated below on the following streets or portions of streets:
A. Unnamed alley lying between Anacapa Street and State Street extending from the Lobero Garage Paseo to Carrillo Street: In a southeasterly direction on the unnamed alley lying between Anacapa Street and State Street from the Lobero Garage Paseo to Carrillo Street.
B. Unnamed alley lying between Robbins Street and Mountain Avenue adjacent to Harding School: In a northeasterly direction on the unnamed alley lying between Robbins Street and Mountain Avenue adjacent to Harding School.
C. ALAMEDA PADRE SERRA: In a westerly direction on the south side of Alameda Padre Serra or in an easterly direction on the north side of Alameda Padre Serra, where the roadway of Alameda Padre Serra is divided by a parkway in the central portion thereof; provided that vehicles traveling in an easterly direction on Alameda Padre Serra may drive to the north side of the dividing wall located between Dover Road and Arbolado Road for the purpose of entering Arbolado Road.
D. ANACAPA STREET: In a northwesterly direction on Anacapa Street between Haley Street and Mission Street.
E. BATH STREET: In a southeasterly direction on Bath Street between Haley Street and Mission Street.
F. BAY VIEW CIRCLE: In a clockwise direction for its entirety.
G. BRINKERHOFF AVENUE: In a northeasterly direction on Brinkerhoff Avenue between Cota Street and Haley Street.
H. CASTILLO STREET: In a northwesterly direction on Castillo Street between Cota Street and Mission Street.
I. CHAPALA STREET: In a southeasterly direction on Chapala Street between Alamar Avenue and Carrillo Street.
Agenda Item No. 4
File Code No. 530.05
2 J. CLEVELAND AVENUE: In a southerly direction on the east side of Cleveland Avenue or in a northerly direction on the west side of Cleveland Avenue in either the 1900 or 2000 blocks thereof.
K. CORONEL STREET: In a northeasterly direction on Coronel Street from a point 100 feet northeasterly of the intersection of Coronel Street and Loma Alta Drive to a point 630 feet northeasterly of the intersection of Coronel Street and Loma Alta Drive.
L. DE LA GUERRA PLAZA: In a direction other than entry into De La Guerra Plaza via the street on the southwesterly side of De La Guerra Plaza, proceeding in a southeasterly direction along that street on the southwesterly side of De La Guerra Plaza and continuing in a northwesterly direction only along the street on the northeasterly side of De La Guerra Plaza.
M. DE LA VINA STREET: In a northwesterly direction on De La Vina Street between Haley Street and Constance Avenue.
N. EMERSON AVENUE: In a southerly direction on the east side of Emerson Avenue or in a northerly direction on the west side of Emerson Avenue in either the 1900 or 2000 blocks thereof.
O. EQUESTRIAN AVENUE: In an easterly direction on Equestrian Avenue between Santa Barbara and Garden Streets.
P. GRAND AVENUE: In a westerly direction on the south side of Grand Avenue or in an easterly direction on the north side of Grand Avenue between Pedregosa Street and Moreno Road where the roadway of Grand Avenue is divided into two levels.
Q. PROSPECT AVENUE: In an easterly direction on Prospect Avenue between Valerio Street and Cleveland Avenue.
R. SANTA BARBARA STREET: In a southeasterly direction on Santa Barbara Street between Haley Street and Mission Street.
S. STATE STREET: In a northwesterly direction on the southwesterly side of State Street or in a southeasterly direction on the northeasterly side of State Street between Mission Street and Constance Avenue where the roadway of State Street is divided by a central parkway.
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: June 7, 2022
TO: Mayor and Councilmembers
FROM: City Administrator’s Office
SUBJECT: Introduction Of Ordinance Approving The 2022-2024 General Unit Memorandum Of Understanding And Adoption Of The Resolution Amending Resolution No. 21-047, The Position And Salary Control Resolution For Fiscal Year 2022
RECOMMENDATION: That Council:
A. Ratify the Memorandum of Understanding between the City and the Service Employees’ International Union, Local 620, Santa Barbara City Employees’ Association (General Unit) for the period of April 1, 2022 through March 31, 2024, by introduction and subsequent adoption of, by reading of title only, an Ordinance of the Council of the City of Santa Barbara Adopting the 2022-2024 Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara City Employees’ Association (General Unit) and Providing Compensation Changes for Confidential Employees; and
B. Adopt, by reading of title only, A Resolution of the Council of the City of Santa Barbara Amending Resolution No 21-047, the Position and Salary Control Resolution for Fiscal Year 2022, Affecting the Salaries of the General Bargaining Unit, and Unrepresented Confidential Employee Classifications Effective June 18, 2022.
DISCUSSION:
City Negotiators have reached a new two-year labor agreement with the SEIU General bargaining unit. The General Unit, represented by Service Employees International Union, Local 620, consists of approximately 440 employees. The General Unit 2020-2022 Memorandum of Understanding (MOU) expired on March 31, 2022. The agreement has already been ratified by the General Unit membership. The following is a list of important negotiated items.
Agenda Item No. 5
File Code No. 440.02
Council Agenda Report
Introduction Of Ordinance Approving The 2022-2024 General Unit Memorandum Of Understanding And Adoption Of The Resolution Amending Resolution No. 21-047, The Position And Salary Control Resolution For Fiscal Year 2022 June 7, 2022
Salaries
Under the agreement, employees will receive a 4.0% salary increase the first day of the first pay period after adoption, and an additional 4.0% salary increase March 27, 2023.
Health Benefits Contributions
Changes will be made to the City’s employee medical contribution to health insurance. The City’s maximum monthly contribution toward employee plus one and employee plus family medical insurance premiums will increase as follows:
Employee Plus One: From $1,110.01 to $1,310.01 per month Employee Plus Family: From $1,110.01 to $1,676.00 per month Many employees saw a substantial increase to medical premiums at the beginning of 2022.
The City’s increase to medical contributions aims to alleviate some of the rise in premium costs over the last year, and the expected rise in premium costs next year.
Other
Other agreements include: modest increases to bilingual skills pay (from $64.00 per pay period to $100.00 per pay period); the addition of the Juneteenth and Veteran’s Day paid holidays; and various non-economic items pertaining to employer/employee relations.
Staff is recommending that the same salary and benefit increases also be extended to confidential employees.
BUDGET/FINANCIAL INFORMATION:
The cost of the General Unit agreement in Fiscal Year (FY) 2022 is estimated to be $59,422 to the General Fund, $58,389 to the enterprise funds for a total of $117,811 citywide. The cost in FY2023 is estimated to be $1,576,354 to the General Fund, $1,525,808 to the enterprise funds, and $3,102,162 citywide. The financial impact of this MOU is more than what was assumed in the City Administrator’s FY2023 recommended budget and projected in FY2024 and beyond. The FY2023 recommended budget calls for the use of $1.3 Million of General Fund reserves, along with $1 Million of expenditure reduction targets, in order to balance the budget. The impact of this MOU will result in the need to use additional reserves. Staff will incorporate the financial impacts of this MOU into the budget development process for the upcoming FY2024-2025 financial plan.
ATTACHMENTS: 1. Hourly Rate Classes Salary Schedule
2. Classifications and Salary Ranges
PREPARED BY: Sam Ramirez, Administrative Analyst III
Council Agenda Report
Introduction Of Ordinance Approving The 2022-2024 General Unit Memorandum Of Understanding And Adoption Of The Resolution Amending Resolution No. 21-047, The Position And Salary Control Resolution For Fiscal Year 2022 June 7, 2022
SUBMITTED BY: Wendy Levy, Human Resources Director
APPROVED BY: City Administrator's Office
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
Effective 09/25/2021: 2.5% COLA - Hourly Limited Term
Effective 12/18/2021: 2.5% COLA - Executive Management, Managers, Supervisors Effective 01/01/2022: CA Minimum Wage Increase
Effective 01/15/2022: WF Facilities Aide I-IV, Rate Change Effective 1/29/2022: 8.5% Increase - Police Chief
Effective 1/1/2022: 2.5% Increase - Police Lieutenant
Effective 4/9/2022: 3% Increase - TAP
Effective 4/23/22: Various changes
Effective 6/18/2022: 4% COLA - General
MUNIS 17 MUNIS 18 Hourly Rate
7332 N/A Assistant City Attorney IV $80.4444 - $97.7808 7334 N/A Assistant City Attorney III $73.1313 - $88.8916 7335 N/A Deputy City Attorney $47.1509 - $57.3122
MUNIS 17 MUNIS 18 Hourly Rate
7336 N/A Creeks Restoration/Clean Water Manager $56.1598 - $68.2624 7333 N/A Facilities & Energy Manager $58.4457 - $71.0412 7337 N/A Library Services Manager $50.8137 - $61.7645
7340 N/A Parks and Recreation Business Manager $53.9478 - $65.5739 7341 N/A Streets Manager $53.4123 - $64.9229
7338 N/A Transportation Manager $62.6550 - $76.1576
MUNIS 17 MUNIS 18 Range
7342 N/A Custodial Supervisor $30.6664 - $37.2753
7343 N/A Facilities Maintenance Supervisor $40.1342 - $48.7836 7344 N/A Parking/TMP Superintendent $50.7499 - $61.6869 7345 N/A Parks Supervisor $35.7843 - $43.4960
7346 N/A Senior Librarian $38.9476 - $47.3410
7347 N/A Water Treatment Superintendent $60.9477 - $74.0826 MUNIS 17 MUNIS 18 Range
7013 8008 Accountant II $35.1023
7074 8062 Accounting Assistant $27.4914
7103 8090 Accounting Coordinator $31.7695
7003 8001 Accounting Technician $28.8973
7000 N/A Administrative Analyst I $39.3690
7001 N/A Administrative Analyst II $45.0438
7002 8000 Administrative Assistant $32.2485
7065 8053 Administrative Specialist $24.1477
7011 8006 Airport Security Aide $19.4866
7004 8002 Assistant Parking Coordinator $25.1308
7007 8004 Assistant Planner $36.8973
7010 N/A Assistant Transportation Planner $36.8973
7008 8005 Associate Planner $39.9623
7009 8301 Associate Transportation Planner $39.9623
7062 8050 Automotive/Equipment Tech $30.2240
7012 8007 Automotive Service Writer $35.1023
7014 8009 Budget Technician $30.3752
7015 8010 Building Inspector $37.3013
7387 8307 Building Permit Tech $30.5547
7016 8011 Buyer II $33.7016
7017 8012 Carpenter $31.0335
7039 8031 City TV Production Assistant $26.1537
7040 8032 City TV Production Specialist $37.4774
7018 8013 Code Enforcement Officer $33.0628
7079 8067 Commission Secretary $26.7463
7020 N/A Communications Specialist $30.6796
7019 8014 Community Development Programs Specialist $36.1685 7026 8020 Computer Training Coordinator $40.7271
7027 8021 Creeks Outreach Coordinator $34.9277
7025 8019 Custodian $21.5306
7389 8308 Deputy City Clerk $29.5519
7028 8022 Electrician $32.9478
7029 8023 Electronics/Communications Technician I $31.4648 7031 8025 Engineering Technician I $28.2702
7032 8026 Engineering Technician II $31.0800
7386 N/A Environmental Services Specialist II $43.4985
7030 8024 Equipment Operator $25.3192
7034 N/A Executive Assistant $28.1141
7038 N/A Executive Assistant to Mayor/Council $29.5519
7036 8029 Fire Public Education Coordinator $34.9277
7414 8323 Fleet Services Technician I $30.2240
7415 8324 Fleet Services Technician II $33.3944
7037 8030 Geographic Information Systems Technician $35.2777 7021 8015 Graphic Designer $37.6408
7043 8035 Grounds Maintenance Crew Leader $28.5387
7044 8036 Grounds Maintenance Worker I $22.5750
Effective 7/3/2021: 2.5% COLA - Hourly Assignments to POA Effective 07/31/2021: Downtown Ambassador I, Rate Change Hourly Assignment to "Regular" Classes
01 Management
02 Management
04 Supervisors
14 General
Effective 7/3/2021: 3.0% COLA - Hourly Assignments to PMA
ATTACHMENT 1
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
MUNIS 17 MUNIS 18 Hourly Rate
7045 8037 Grounds Maintenance Worker II $25.3192
7046 8038 Heavy Equipment Tech $33.3944
7047 8039 Housing Programs Specialist $39.9623
7411 8322 Housing Project Planner $42.8524
7048 N/A Human Resources Analyst II $45.0438
7416 8325 Human Resources Technician $33.2282
7023 8017 Information Technology Technician I $27.9059
7024 8018 Information Technology Technician II $30.3752 7049 N/A Law Clerk $30.9084
7050 N/A Legal Administrative Assistant I $26.4806
7051 N/A Legal Administrative Assistant II $32.0064
7052 8040 Librarian I $30.5640
7053 8041 Librarian II $33.6021
7054 8042 Library Assistant I $22.9075
7055 8043 Library Assistant II $23.8400
7057 8045 Library Systems Technician I $27.9059
7056 8044 Library Technician $25.4367
7005 N/A Litigation Paralegal $32.6516
7058 8046 Mail Services Specialist $19.4866
7061 8049 Maintenance Crew Leader $28.4680
7059 8047 Maintenance Worker I $21.5306
7060 8048 Maintenance Worker II $24.1477
7417 8326 Marketing Coordinator $37.6408
7022 8016 Network Analyst $40.7271
7063 8051 Office Specialist I $19.9785
7064 8052 Office Specialist II $21.9646
7067 8055 Outreach Coordinator $34.9277
7066 8054 Painter $30.0195
7068 8056 Parking Coordinator $32.0881
7072 8060 Planning Technician I $30.6796
7071 8059 Planning Technician II $33.2282
7073 8061 Plumber $31.8171
7070 8058 Project Engineer I $39.5657
7075 8063 Project Engineer II $43.4985
7077 8065 Project Planner $42.8524
7078 8066 Public Works Inspector I $32.4897
7397 8310 Real Property Agent $39.7636
7080 8068 Records Technician $25.3828
7382 8306 Recreation Coordinator $29.1870
7082 8070 Recreation Program Leader $21.2106
7083 8071 Recreation Specialist $24.1477
7081 8069 Recycling Educator $30.3752
7084 8072 Rental Housing Mediation Specialist $32.8983
7085 N/A Risk Analyst II $45.0438
7091 8078 Senior Commission Secretary $29.5519
7086 8073 Senior Custodian $22.7447
7035 8028 Senior Electronics/Communications Technician $37.0944 7033 8027 Senior Engineering Technician $35.3836
7087 8074 Senior Grounds Maintenance Worker $26.3499
7088 8075 Senior Library Technician $27.8261
7089 8076 Senior Maintenance Worker $27.0831
7076 8064 Senior Network/Applications Analyst $44.7957
7380 8303 Senior Plans Examiner $45.1072
7090 8077 Senior Real Property Agent $45.7228
7092 8079 Stock Clerk $22.4070
7094 8081 Survey Technician I $28.1856
7093 8080 Survey Technician II $30.6796
7096 8083 Traffic Technician I $27.9059
7097 8084 Traffic Technician II $30.6796
7100 8087 Transportation Engineering Associate $40.5646 7098 8085 Tree Trimmer I $23.0878
7099 8086 Tree Trimmer II $25.8941
7101 8088 Vehicle Services Assistant $22.8586
7104 8091 Water Resources Specialist $38.7844
7379 8304 Water Resources Technician $30.3752
7102 8089 Welder/Fabricator $30.5726
Hourly Assignment to "Regular" Classes
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
MUNIS 17 MUNIS 18 Range
7006 8003 Airport Operations Specialist $26.9865
7348 8283 Airport Patrol Officer $42.2828
7352 8287 Harbor Patrol Officer $42.0651
7354 8289 Lab Analyst I $31.8372
7069 8057 Park Ranger $33.8262
7356 8291 Treatment Plant Technician $32.7039
7349 8284 Wastewater Treatment Plant OIT $28.3588
7350 8285 Wastewater Treatment Plant Operator III $39.5893 7351 8286 Water Distribution Operator Technician II $34.2055 7355 8290 Water Treatment Plant OIT $28.3596
7353 8288 Water Treatment Plant Operator II $35.6760
MUNIS 17 MUNIS 18 Range
7390 N/A Police Chief $125.0045
MUNIS 17 MUNIS 18 Range
7357 N/A Police Lieutenant $71.1850
MUNIS 17 MUNIS 18 Range
7359 N/A Police Officer $43.2118
7361 N/A Police Officer- Entry $40.9049
MUNIS 17 MUNIS 18 Range
7388 N/A EMD Dispatcher $40.1037
7395 N/A Identification Technician $37.7760
7360 N/A Parking Enforcement Officer $25.0954
7358 N/A Public Safety Dispatcher II $31.4223
7362 N/A Police Property/Evidence Assistant $26.6431
7391 N/A Police Property/Evidence Technician $31.4100
7363 N/A Police Records Specialist $23.0553
7364 N/A Police Technician $25.0954
MUNIS 17 MUNIS 18 Range
7432 N/A Fire Inspector II $43.1803 - $52.4861
Hourly Assignment to "Regular" Classes
29 Police Non-Sworn
19 SBCEA Treatment & Patrol
23 Police Management III
24 Police Sworn
21 Police Chief
39 Fire Non-Sworn
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7220 N/A Airport Marketing Assistant Airport $16.46
7219 8205 Airport Operations Intern Airport $15.00
7394 8309 Airport Services Coordinator Airport $31.37
7221 8206 Airport Traffic Aide Airport $15.00
7218 8204 Alternative Transportation Planner Public Works $38.71 7396 N/A ARCON Instructor Police $47.45
7225 N/A Assistant PAL Coordinator I Police $15.00
7222 N/A Assistant PAL Coordinator II Police $17.64
7224 8207 Assistant Park Planner Parks & Recreation $22.67 7223 N/A Assistant to Council I City Council $15.00
7270 N/A Assistant to Council II City Council $15.42
7271 N/A Assistant to Council III City Council $17.64
7226 8208 Automotive Parts Aide Public Works $18.53
7227 N/A Background Investigator Police $47.45
7145 8132 Beach Lifeguard I Parks & Recreation $18.23
7146 8133 Beach Lifeguard II Parks & Recreation $19.14
7147 8134 Beach Lifeguard III Parks & Recreation $20.10 7370 8292 Bus Driver I Parks & Recreation $23.22
7371 8293 Bus Driver II Parks & Recreation $24.38
7372 8294 Bus Driver III Parks & Recreation $25.60
7228 8209 Cannoneer Waterfront $21.64
7229 N/A CAO Special Projects Manager CAO $57.15
7240 N/A CAO Intern CAO $15.00
7243 N/A City Council Intern City Council $15.00
7425 8334 City Programs Intern I Various $15.38
7426 8335 City Programs Intern II Various $17.43
7427 8336 City Programs Intern III Various $19.48
7428 8337 City Programs Intern IV Various $20.50
7429 8338 City Programs Intern V Various $22.55
7430 8339 City Programs Intern VI Various $23.58
7431 8340 City Programs Intern VII Various $25.63
7253 8222 City TV Production Aid Lead Admin Services $17.24 7251 8220 City TV Production Aide I Admin Services $15.00 7252 8221 City TV Production Aide II Admin Services $16.53 7250 8219 City TV Production Intern Admin Services $15.00 7135 8122 Clerical Assistant Various $15.00
7234 8211 Commercial Driver Trainer Public Works $26.29 7217 N/A Community Services Liaison Police $17.50
7384 N/A Community Services Officer Police $23.30
7235 8212 Creeks Resources Technician Parks & Recreation $25.78 7236 8213 Database Specialist Public Works $20.19
7237 N/A Development Manager Library $34.06
7238 N/A Dispatch Training Coordinator Police $45.35
7239 8214 Diver Waterfront $21.64
7399 8311 Downtown Ambassador I Public Works $18.45
7400 8312 Downtown Ambassador II Public Works $23.30
7374 8296 Driver Trainer I Parks & Recreation $28.06
7413 N/A Elections Advisor Admin Services $107.63
7412 N/A Elections Assistant Admin Services $25.63
7392 N/A EMD Auditor Police $52.07
7275 N/A EMS Nurse Educator Fire $82.82
7245 8215 Extension Aide Library $17.50
7246 N/A Facilities Project Manager Public Works $37.17 7436 8344 Facility Monitor I - Weekday Parks & Recreation $17.36 7437 8345 Facility Monitor II - Weekday Parks & Recreation $18.23 7438 8346 Facility Monitor III - Weekday Parks & Recreation $19.14 7439 8347 Facility Monitor I - Weekend and Evenings Parks & Recreation $21.70 7440 8348 Facility Monitor II - Weekend and Evenings Parks & Recreation $22.79 7441 8349 Facility Monitor III - Weekend and Evenings Parks & Recreation $23.93 7443 8351 Facility Technician I Parks & Recreation $15.00 7444 8352 Facility Technician II Parks & Recreation $15.75 7445 8353 Facility Technician III Parks & Recreation $16.54 7381 N/A Financial Systems Analyst Admin Services $52.29 7247 8216 Fire Public Education Assistant Fire $15.73
7231 N/A Fire Service Mutual Aide Specialist I Fire $38.20 7232 N/A Fire Service Mutual Aide Specialist II Fire $52.70 7230 N/A Fire Special Projects Manager Fire $49.52
7248 8217 GIS Mapping Technician Fire $18.53
7249 8218 Golf Course Maintenance Worker Parks & Recreation $15.00 7254 8223 Grounds Maintenance Assistant I Parks & Recreation $18.63 7255 8224 Grounds Maintenance Assistant II Parks & Recreation $20.70 7306 8260 Harbor Patrol Crew I Waterfront $15.00
7307 8261 Harbor Patrol Crew II Waterfront $15.64
7308 8262 Harbor Patrol Crew III Waterfront $16.41
7309 8263 Harbor Patrol Crew IV Waterfront $17.20
7310 8264 Harbor Patrol Crew V Waterfront $17.97
7311 8265 Harbor Patrol Crew VI Waterfront $18.75
7312 8266 Harbor Patrol Crew VII Waterfront $19.52
7313 8267 Harbor Patrol Crew VIII Waterfront $20.29
7314 8268 Harbor Patrol Crew IX Waterfront $21.08
7315 8269 Harbor Patrol Crew X Waterfront $21.86
7316 8270 Harbor Patrol Crew XI Waterfront $22.63
Hourly Rate Schedule (Limited Term)
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7187 8174 Head Beach Lifeguard I Parks & Recreation $23.22 7188 8175 Head Beach Lifeguard II Parks & Recreation $24.38 7189 8176 Head Beach Lifeguard III Parks & Recreation $25.60 7296 N/A Human Resources Specialist Admin Services $26.81 7433 8341 Inclusion Specialist I Parks & Recreation $19.14 7434 8342 Inclusion Specialist II Parks & Recreation $20.10 7435 8343 Inclusion Specialist III Parks & Recreation $21.11 7383 8305 Information Systems Intern Admin Services $15.00 7256 N/A Internal Affairs Investigator Police $41.93
7105 8092 Job Apprentice I Parks & Recreation $15.00
7151 8138 Junior Lifeguard Instructor I Parks & Recreation $18.23 7152 8139 Junior Lifeguard Instructor II Parks & Recreation $19.14 7153 8140 Junior Lifeguard Instructor III Parks & Recreation $20.10 7192 8179 Junior Lifeguard Program Director I Parks & Recreation $23.22 7193 8180 Junior Lifeguard Program Director II Parks & Recreation $24.38 7194 8181 Junior Lifeguard Program Director III Parks & Recreation $25.60 7257 8225 Library Building Monitor Library $20.60
7280 8243 Library Volunteer Coordinator Library $18.53
7262 8230 Lot Operator Public Works $16.00
7265 8234 Management Intern Various $15.00
7274 8239 Management Intern IV Various $16.53
7268 8236 Marketing Assistant I Airport $15.00
7269 8237 Marketing Assistant II Airport $20.40
7272 N/A Mayor's Aide City Council $25.00
7330 8302 Meter Reader Public Works $22.38
7279 8242 Page Library $15.00
7281 N/A Parking Citation Admin Review Officer Police $43.82 7402 8313 Parking Coordinator Aide I Various $17.50
7403 8314 Parking Coordinator Aide II Various $19.50
7404 8315 Parking Coordinator Aide III Various $21.50
7418 8327 Parking Lead I Various $16.50
7419 8328 Parking Lead II Various $17.00
7423 8332 Parking Monitor I Various $16.00
7424 8333 Parking Monitor II Various $16.50
7288 N/A Parks Project Manager Parks & Recreation $49.07 7286 8246 Park Ranger Assistant I Parks & Recreation $17.36 7287 8247 Park Ranger Assistant II Parks & Recreation $18.23 7442 8350 Park Ranger Assistant III Parks & Recreation $19.14 7282 8244 Planning Intern I Community Development $15.43 7283 8245 Planning Intern II Community Development $18.01 7284 N/A Police Cadet I Police $18.00
7285 N/A Police Cadet II Police $19.50
7401 N/A Police Project Manager Police $47.45
7124 8111 Pool Lifeguard Parks & Recreation $18.23
7125 8112 Pool Lifeguard II Parks & Recreation $19.14
7126 8113 Pool Lifeguard III Parks & Recreation $20.10
7289 N/A Project Manager I Public Works $44.41
7290 N/A Project Manger II Public Works $56.84
7291 8248 Public Information Assistant Public Works $15.00 7119 8106 Recreation Assistant I Parks & Recreation $15.00 7120 8107 Recreation Assistant II Parks & Recreation $15.75 7121 8108 Recreation Assistant III Parks & Recreation $16.54 7162 8149 Recreation Leader I Parks & Recreation $17.36 7163 8150 Recreation Leader II Parks & Recreation $18.23 7164 8151 Recreation Leader III Parks & Recreation $19.14 7172 8159 Recreation Program Director I Parks & Recreation $20.96 7173 8160 Recreation Program Director II Parks & Recreation $22.06 7174 8161 Recreation Program Director III Parks & Recreation $23.22 7376 8298 Recreation Therapist/Nurse I Parks & Recreation $28.06 7377 8299 Recreation Therapist/Nurse II Parks & Recreation $50.00 7292 8249 Rental Mediation Aide I Community Development $15.00 7293 8250 Rental Mediation Aide II Community Development $20.97 7294 8251 Rental Mediation Aide III Community Development $24.29 7393 N/A Restorative Court Liaison Police $23.54
7295 N/A Restorative Outreach Specialist Police $21.64
7297 8252 School Crossing Guard I Police $15.00
7298 8253 School Crossing Guard II Police $15.42
Hourly Rate Schedule (Limited Term)
Hourly Rate Classes
Effective 7/03/2021
Revised 6/7/2022
MUNIS 17 MUNIS 18 Classification Department Hourly Rate 7167 8154 Senior Pool Lifeguard I Parks & Recreation $20.96 7168 8155 Senior Pool Lifeguard II Parks & Recreation $22.06 7169 8156 Senior Pool Lifeguard III Parks & Recreation $23.22 7398 N/A SNAP Officer Police $23.30
7299 8254 Standby Diver Waterfront $16.46
7140 8127 Swim Instructor I Parks & Recreation $19.14
7141 8128 Swim Instructor II Parks & Recreation $20.06
7301 8256 Traffic Counter Public Works $15.00
7303 N/A Traffic Engineer Public Works $78.58
7304 8258 Utility Worker I Public Works $19.87
7305 8259 Utility Worker II Public Works $22.28
7405 8316 Waterfront Facilities Aide I Waterfront $18.50 7406 8317 Waterfront Facilities Aide II Waterfront $19.03 7407 8318 Waterfront Facilities Aide III Waterfront $19.56 7408 8319 Waterfront Facilities Aide IV Waterfront $20.09 7420 8329 Waterfront Parking Lot Operator I Waterfront $15.00 7421 8330 Waterfront Parking Lot Operator II Waterfront $15.50 7422 8331 Waterfront Parking Lot Operator III Waterfront $16.00 7328 8282 Web Technician Administrative Services $25.78 Hourly Rate Schedule (Limited Term)
LEGEND
FLSA- UNIT- REVISION HISTORY
01 = Executive Management 31 = Fire Chief Resolution #20-079 = Airport Patrol Officer, effective 7/3/2021 E = Exempt under provisions of Fair Labor Standards Act (FLSA) 02 = Managers 32 = Fire Operations Division Chief Ordinance #6018 = PMA COLA, effective 7/3/2021 7 = 7K Exemption under provisions of Fair Labor Standards Act (FLSA) 04 = Supervisors 33 = Fire Battalion Chiefs Resolution #21-065 = City Attorney, effective 7/3/2021 05 = Confidential Supervisors 34 = Fire Sworn Ordinance #6041 = Supervisors BU, effective 12/18/2021 14 = General Unit 39 = Fire Non-Sworn
SERVICE STATUS 16 = Confidential Resolution #22-001 = Amendment to Resolution, effective 01/15/2022 A = Appointed Employees 19 = Treatment & Patrol
C = Classified 21 = Police Chief
U = Unclassified 22 = Police Deputy Chief Resolution #22-010 = PMA COLA, effective 1/1/2022 23 = Police Management Association Resolution # TBD = TAP COLA, effective 4/9/2022 CONFIDENTIAL 24 = Police Sworn
* = Positions in this classification are designated as
confidential and receive an additional 2.5%
29 = Police Non-Sworn
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Accounting Assistant* N U 16 6000 4,765.17 5,003.42 5,253.60 5,516.29 5,792.09 2,199.31 2,309.27 2,424.74 2,545.98 2,673.27 27.4914 28.8659 30.3092 31.8247 33.4159 Accounting Technician* N U 16 6004 5,008.86 5,259.28 5,522.27 5,798.39 6,088.31 2,311.78 2,427.36 2,548.74 2,676.18 2,809.99 28.8973 30.3420 31.8592 33.4522 35.1249 Administrative Analyst I* N U 16 6001 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Administrative Analyst II* E U 16 6003 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Administrative Analyst III* E U 16 6002 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Administrative Assistant* N U 16 6028 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Administrative Assistant to Mayor/Council* N U 16 6029 5,869.22 6,162.65 6,470.82 6,794.36 7,134.08 2,708.87 2,844.30 2,986.53 3,135.86 3,292.65 33.8609 35.5538 37.3316 39.1983 41.1581 Administrative Specialist* N U 16 6024 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Applications Administrator* E U 16 6019 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Applications Analyst* E U 16 6006 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 City Attorney Investigator* E U 16 6026 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Finance Analyst I* E U 16 6009 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Finance Analyst II* E U 16 6027 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Human Resources Analyst I* E U 16 6014 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Human Resources Analyst II* E U 16 6015 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Human Resources Assistant* N U 16 6016 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Human Resources Technician* N U 16 6017 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Law Clerk* N U 16 6008 5,357.45 5,625.34 5,906.57 6,201.93 6,512.03 2,472.67 2,596.31 2,726.11 2,862.43 3,005.55 30.9084 32.4539 34.0764 35.7804 37.5694 Law Practice Administrator* E U 16 6033 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Legal Administrative Assistant I* N U 16 6010 4,589.98 4,819.51 5,060.51 5,313.47 5,579.19 2,118.45 2,224.39 2,335.62 2,452.37 2,575.01 26.4806 27.8049 29.1952 30.6546 32.1876 Legal Administrative Assistant II* N U 16 6011 5,547.77 5,825.19 6,116.46 6,422.26 6,743.40 2,560.51 2,688.55 2,822.98 2,964.12 3,112.34 32.0064 33.6069 35.2872 37.0515 38.9042 Litigation Paralegal* N U 16 6012 5,659.62 5,942.56 6,239.70 6,551.72 6,879.30 2,612.13 2,742.72 2,879.86 3,023.87 3,175.06 32.6516 34.2840 35.9982 37.7984 39.6882 Office Specialist II* N U 16 6013 3,807.20 3,997.54 4,197.40 4,407.26 4,627.61 1,757.17 1,845.02 1,937.26 2,034.12 2,135.82 21.9646 23.0627 24.2157 25.4265 26.6978 Principal Human Resources Analyst* E U 16 6032 9,159.30 9,652.78 10,146.24 10,639.72 11,133.18 4,227.37 4,455.13 4,682.88 4,910.64 5,138.39 52.8421 55.6891 58.5360 61.3830 64.2299 Risk Analyst I* E U 16 6020 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Risk Analyst II* E U 16 6021 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Risk Assistant* N U 16 6025 5,161.02 5,419.05 5,690.04 5,974.52 6,273.26 2,382.01 2,501.10 2,626.17 2,757.47 2,895.35 29.7751 31.2638 32.8271 34.4684 36.1919 Risk Technician* N U 16 6030 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Senior Human Resources Analyst* E U 16 6018 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Senior Legal Services Analyst* E U 16 6031 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993
CONFIDENTIAL
Council hereby authorizes the following classified and unclassified regular full-time and regular part-time classifications and positions; and the salary ranges therefore for the 2022 fiscal year. Changes to future salaries may be adopted by the City Council by Ordinance as part of a collective bargaining agreement or long-term salary plan.
Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA
N = Non-Exempt under provisions of Fair Labor Standards Act (FLSA) Service
Status
Resolution #22-006 = Police Chief Salary Range Change, effective 01/29/2022
Ordinance #6042 = Executive and Unrepresented Mgrs BU, effective 12/18/2021
Resolution # TBD = Various changes approved by City Council on 4/19/22, effective 4/23/22
Resolution # TBD = General and Confidential COLA, effective 06/18/2022
Revised 06/07/2022
SECTION 2. CLASSIFICATIONS AND SALARY RANGES: Effective 7/3/2021 HR\PSCR Page 1 06/07/2022
ATTACHMENT 2
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Accountant I E C 14 1400 5,506.71 5,782.01 6,071.13 6,374.72 6,693.44 2,541.56 2,668.62 2,802.06 2,942.18 3,089.28 31.7695 33.3578 35.0258 36.7773 38.6160 Accountant II E C 14 1401 6,084.39 6,388.59 6,708.04 7,043.44 7,395.59 2,808.18 2,948.58 3,096.02 3,250.82 3,413.35 35.1023 36.8572 38.7003 40.6352 42.6669 Accounting Assistant N C 14 1402 4,765.17 5,003.42 5,253.60 5,516.29 5,792.09 2,199.31 2,309.27 2,424.74 2,545.98 2,673.27 27.4914 28.8659 30.3092 31.8247 33.4159 Accounting Coordinator N C 14 1404 5,506.71 5,782.01 6,071.13 6,374.72 6,693.44 2,541.56 2,668.62 2,802.06 2,942.18 3,089.28 31.7695 33.3578 35.0258 36.7773 38.6160 Accounting Technician N C 14 1405 5,008.86 5,259.28 5,522.27 5,798.39 6,088.31 2,311.78 2,427.36 2,548.74 2,676.18 2,809.99 28.8973 30.3420 31.8592 33.4522 35.1249 Administrative Analyst I N U 14 1406 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Administrative Analyst II E U 14 1408 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Administrative Analyst III E U 14 1407 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Administrative Assistant N U 14 1409 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Administrative Specialist N C 14 1531 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Adult Literacy Coordinator N C 14 1580 6,405.23 6,725.46 7,061.75 7,414.83 7,785.57 2,956.26 3,104.06 3,259.27 3,422.23 3,593.34 36.9532 38.8008 40.7409 42.7779 44.9167 Airport Maintenance Coordinator N C 14 1413 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Airport Maintenance Worker I N C 14 1410 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Airport Maintenance Worker II N C 14 1411 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Airport Operations Technician N C 14 1579 4,509.55 4,735.03 4,971.79 5,220.39 5,481.36 2,081.33 2,185.40 2,294.67 2,409.41 2,529.86 26.0166 27.3175 28.6834 30.1176 31.6233 Airport Security Aide N C 14 1415 3,377.68 3,546.49 3,723.89 3,910.05 4,105.55 1,558.93 1,636.84 1,718.72 1,804.64 1,894.87 19.4866 20.4605 21.4840 22.5580 23.6859 Animal Control Officer N C 14 1416 4,737.89 4,974.80 5,223.55 5,484.74 5,758.98 2,186.72 2,296.06 2,410.87 2,531.42 2,657.99 27.3340 28.7008 30.1359 31.6427 33.2249 Animal Control Officer II N C 14 1417 5,234.93 5,496.70 5,771.52 6,060.08 6,363.02 2,416.12 2,536.94 2,663.78 2,796.96 2,936.78 30.2015 31.7117 33.2972 34.9620 36.7098 Applications Administrator E C 14 1596 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Applications Analyst E C 14 1595 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Assistant Parking Coordinator N C 14 1418 4,356.00 4,573.79 4,802.48 5,042.59 5,294.73 2,010.46 2,110.98 2,216.53 2,327.35 2,443.72 25.1308 26.3873 27.7066 29.0919 30.5465 Assistant Planner E C 14 1419 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Assistant Transportation Planner E C 14 1420 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Associate Planner E C 14 1422 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Associate Transportation Planner E C 14 1421 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Automotive/Equipment Technician N C 14 1578 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Automotive Parts Specialist N C 14 1427 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Automotive Service Writer N C 14 1428 6,084.39 6,388.59 6,708.04 7,043.44 7,395.59 2,808.18 2,948.58 3,096.02 3,250.82 3,413.35 35.1023 36.8572 38.7003 40.6352 42.6669 Building Inspector N C 14 1431 6,465.55 6,788.82 7,128.23 7,484.66 7,858.87 2,984.10 3,133.30 3,289.95 3,454.46 3,627.17 37.3013 39.1663 41.1244 43.1808 45.3396 Building Permit Technician N C 14 1432 5,296.16 5,560.99 5,839.04 6,130.93 6,437.51 2,444.38 2,566.61 2,694.94 2,829.66 2,971.16 30.5547 32.0826 33.6867 35.3708 37.1395 Buyer I N C 14 1433 5,257.46 5,520.34 5,796.40 6,086.21 6,390.50 2,426.52 2,547.85 2,675.26 2,809.02 2,949.46 30.3315 31.8481 33.4407 35.1127 36.8683 Buyer II N C 14 1575 5,841.62 6,133.73 6,440.42 6,762.43 7,100.56 2,696.13 2,830.95 2,972.50 3,121.12 3,277.18 33.7016 35.3869 37.1563 39.0140 40.9647 Carpenter N C 14 1434 5,379.14 5,648.13 5,930.51 6,227.04 6,538.39 2,482.68 2,606.83 2,737.16 2,874.02 3,017.72 31.0335 32.5854 34.2145 35.9252 37.7215 City TV Production Specialist N C 14 1463 6,496.08 6,820.88 7,161.92 7,519.98 7,895.98 2,998.19 3,148.10 3,305.50 3,470.76 3,644.30 37.4774 39.3512 41.3187 43.3845 45.5537 Code Enforcement Officer N C 14 1435 5,730.88 6,017.42 6,318.30 6,634.25 6,965.92 2,645.02 2,777.27 2,916.14 3,061.96 3,215.04 33.0628 34.7159 36.4518 38.2745 40.1880 Commission Secretary N C 14 1514 4,636.02 4,867.76 5,111.21 5,366.73 5,635.11 2,139.70 2,246.66 2,359.02 2,476.95 2,600.82 26.7463 28.0833 29.4877 30.9619 32.5102 Communications Specialist E C 14 1436 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Community Development Programs Specialist N C 14 1437 6,269.21 6,582.64 6,911.82 7,257.42 7,620.28 2,893.48 3,038.14 3,190.07 3,349.58 3,517.05 36.1685 37.9768 39.8759 41.8697 43.9631 Community Education Liaison E C 14 1438 4,647.80 4,880.18 5,124.21 5,380.40 5,649.43 2,145.14 2,252.39 2,365.02 2,483.26 2,607.43 26.8142 28.1549 29.5627 31.0408 32.5929 Computer Training Coordinator E C 14 1443 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Creeks Outreach Coordinator E C 14 1444 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Custodian N C 14 1445 3,731.98 3,918.57 4,114.46 4,320.20 4,536.22 1,722.45 1,808.57 1,898.98 1,993.94 2,093.64 21.5306 22.6071 23.7373 24.9243 26.1705 Deputy City Clerk N C 14 1446 5,122.33 5,378.40 5,647.35 5,929.69 6,226.20 2,364.15 2,482.34 2,606.47 2,736.78 2,873.63 29.5519 31.0293 32.5809 34.2098 35.9204 Electrician N C 14 1447 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Electronics/Communications Technician I N C 14 1450 5,453.89 5,726.63 6,012.98 6,313.58 6,629.26 2,517.18 2,643.06 2,775.22 2,913.96 3,059.66 31.4648 33.0382 34.6902 36.4245 38.2458 Electronics/Communications Technician II N C 14 1451 5,996.08 6,295.86 6,610.63 6,941.16 7,288.26 2,767.42 2,905.78 3,051.06 3,203.61 3,363.81 34.5927 36.3222 38.1383 40.0451 42.0476 Electronics Technician I N C 14 1448 5,194.56 5,454.32 5,727.06 6,013.39 6,314.04 2,397.49 2,517.38 2,643.26 2,775.41 2,914.17 29.9686 31.4673 33.0407 34.6926 36.4271 Electronics Technician II N C 14 1449 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Energy and Climate Specialist E C 14 1593 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Engineering Technician I N C 14 1452 4,900.18 5,145.16 5,402.39 5,672.55 5,956.15 2,261.62 2,374.69 2,493.41 2,618.10 2,748.99 28.2702 29.6836 31.1676 32.7262 34.3624 Engineering Technician II N C 14 1453 5,387.20 5,656.58 5,939.40 6,236.38 6,548.19 2,486.40 2,610.73 2,741.26 2,878.33 3,022.24 31.0800 32.6341 34.2657 35.9791 37.7780 Environmental Services Specialist I E C 14 1541 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Environmental Services Specialist II E C 14 1542 7,539.74 7,916.70 8,312.57 8,728.18 9,164.61 3,479.88 3,653.86 3,836.57 4,028.39 4,229.82 43.4985 45.6733 47.9571 50.3549 52.8727 Equipment Operator N C 14 1455 4,388.67 4,608.11 4,838.51 5,080.42 5,334.46 2,025.54 2,126.82 2,233.16 2,344.81 2,462.06 25.3192 26.5853 27.9145 29.3101 30.7757 Facilities Maintenance Worker II N C 14 1573 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526
GENERAL
HR\PSCR Page 2 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Finance Analyst I E U 14 1456 6,823.96 7,165.15 7,523.40 7,899.60 8,294.56 3,149.52 3,306.99 3,472.34 3,645.97 3,828.26 39.3690 41.3374 43.4043 45.5746 47.8532 Finance Analyst II E U 14 1457 7,807.58 8,197.97 8,607.86 9,038.25 9,490.22 3,603.50 3,783.68 3,972.86 4,171.50 4,380.10 45.0438 47.2960 49.6607 52.1438 54.7512 Fire Public Education Coordinator E C 14 1459 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Fire Services Specialist N C 14 1460 5,589.74 5,869.20 6,162.69 6,470.84 6,794.36 2,579.88 2,708.86 2,844.32 2,986.54 3,135.86 32.2485 33.8607 35.5540 37.3317 39.1982 Fire Warehouse Specialist N C 14 1458 4,291.28 4,505.89 4,731.16 4,967.69 5,216.10 1,980.59 2,079.64 2,183.61 2,292.78 2,407.43 24.7574 25.9955 27.2951 28.6598 30.0929 Fleet Services Technician I N C 14 1426 5,238.83 5,500.78 5,775.79 6,064.59 6,367.83 2,417.92 2,538.82 2,665.75 2,799.04 2,939.00 30.2240 31.7353 33.3219 34.9880 36.7375 Fleet Services Technician II N C 14 1468 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Geographic Information Systems Coordinator N C 14 1423 8,704.39 9,139.61 9,596.62 10,076.43 10,580.27 4,017.41 4,218.28 4,429.21 4,650.66 4,883.20 50.2176 52.7285 55.3651 58.1333 61.0400 Geographic Information Systems Technician N C 14 1461 6,114.81 6,420.55 6,741.56 7,078.67 7,432.58 2,822.22 2,963.33 3,111.49 3,267.08 3,430.42 35.2777 37.0416 38.8936 40.8385 42.8803 Graphic Designer N C 14 1439 6,524.40 6,850.63 7,193.20 7,552.85 7,930.48 3,011.26 3,161.83 3,319.94 3,485.93 3,660.22 37.6408 39.5229 41.4992 43.5741 45.7528 Grounds Maintenance Crew Leader N C 14 1464 4,946.72 5,194.04 5,453.78 5,726.48 6,012.76 2,283.10 2,397.25 2,517.13 2,642.99 2,775.12 28.5387 29.9656 31.4641 33.0374 34.6890 Grounds Maintenance Worker I N C 14 1465 3,913.00 4,108.65 4,314.07 4,529.76 4,756.27 1,806.00 1,896.30 1,991.11 2,090.66 2,195.20 22.5750 23.7037 24.8889 26.1332 27.4400 Grounds Maintenance Worker II N C 14 1466 4,388.67 4,608.11 4,838.51 5,080.42 5,334.46 2,025.54 2,126.82 2,233.16 2,344.81 2,462.06 25.3192 26.5853 27.9145 29.3101 30.7757 Harbor Operations Assistant N C 14 1467 4,509.55 4,735.03 4,971.79 5,220.39 5,481.36 2,081.33 2,185.40 2,294.67 2,409.41 2,529.86 26.0166 27.3175 28.6834 30.1176 31.6233 Head Pool Lifeguard N C 14 1572 3,151.42 3,308.98 3,474.47 3,648.19 3,830.58 1,454.50 1,527.22 1,603.60 1,683.78 1,767.96 18.1813 19.0903 20.0450 21.0472 22.0995 Heavy Equipment Technician N C 14 1576 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Housing Programs Specialist N C 14 1469 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Housing Project Planner E C 14 1590 7,427.75 7,799.16 8,189.09 8,598.57 9,028.52 3,428.19 3,599.61 3,779.58 3,968.57 4,167.01 42.8524 44.9951 47.2448 49.6071 52.0876 Information Technology Technician I N C 14 1440 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Information Technology Technician II N C 14 1441 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Irrigation Systems Technician N C 14 1471 4,971.44 5,220.09 5,481.06 5,755.10 6,042.88 2,294.51 2,409.27 2,529.72 2,656.20 2,789.02 28.6814 30.1159 31.6215 33.2025 34.8627 Lead Equipment Technician N C 14 1472 6,395.52 6,715.32 7,051.09 7,403.63 7,773.85 2,951.78 3,099.38 3,254.35 3,417.06 3,587.93 36.8973 38.7423 40.6794 42.7133 44.8491 Librarian I E C 14 1474 5,297.76 5,562.66 5,840.81 6,132.84 6,439.51 2,445.12 2,567.38 2,695.76 2,830.54 2,972.08 30.5640 32.0922 33.6970 35.3818 37.1510 Librarian II E C 14 1473 5,824.37 6,115.59 6,421.35 6,742.45 7,079.54 2,688.17 2,822.58 2,963.70 3,111.90 3,267.48 33.6021 35.2822 37.0462 38.8988 40.8435 Library Assistant I N C 14 1476 3,970.63 4,169.12 4,377.58 4,596.45 4,826.27 1,832.60 1,924.21 2,020.42 2,121.44 2,227.51 22.9075 24.0526 25.2553 26.5180 27.8439 Library Assistant II N C 14 1477 4,132.27 4,338.84 4,555.76 4,783.57 5,022.72 1,907.20 2,002.54 2,102.66 2,207.80 2,318.18 23.8400 25.0317 26.2833 27.5975 28.9773 Library Systems Technician I N C 14 1479 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Library Systems Technician II N C 14 1481 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Library Technician N C 14 1480 4,409.04 4,629.52 4,861.00 5,104.02 5,359.19 2,034.94 2,136.70 2,243.54 2,355.70 2,473.47 25.4367 26.7088 28.0442 29.4462 30.9184 Library Technician - Unclassified N U 14 1594 4,409.04 4,629.52 4,861.00 5,104.02 5,359.19 2,034.94 2,136.70 2,243.54 2,355.70 2,473.47 25.4367 26.7088 28.0442 29.4462 30.9184 Mail Services Specialist N C 14 1482 3,377.68 3,546.49 3,723.89 3,910.05 4,105.55 1,558.93 1,636.84 1,718.72 1,804.64 1,894.87 19.4866 20.4605 21.4840 22.5580 23.6859 Maintenance Coordinator N C 14 1483 5,186.78 5,446.18 5,718.46 6,004.38 6,304.57 2,393.90 2,513.62 2,639.29 2,771.25 2,909.80 29.9238 31.4202 32.9911 34.6406 36.3725 Maintenance Crew Leader N C 14 1484 4,934.45 5,181.22 5,440.28 5,712.24 5,997.88 2,277.44 2,391.33 2,510.90 2,636.42 2,768.25 28.4680 29.8916 31.3862 32.9553 34.6031 Maintenance Worker I N C 14 1485 3,731.98 3,918.57 4,114.46 4,320.20 4,536.22 1,722.45 1,808.57 1,898.98 1,993.94 2,093.64 21.5306 22.6071 23.7373 24.9243 26.1705 Maintenance Worker II N C 14 1486 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Marketing Coordinator N C 14 1487 6,524.40 6,850.63 7,193.20 7,552.85 7,930.48 3,011.26 3,161.83 3,319.94 3,485.93 3,660.22 37.6408 39.5229 41.4992 43.5741 45.7528 Neighborhood & Outreach Services Coordinator I N C 14 1488 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Neighborhood & Outreach Services Coordinator II N C 14 1489 5,788.36 6,077.78 6,381.61 6,700.72 7,035.75 2,671.55 2,805.13 2,945.36 3,092.64 3,247.27 33.3944 35.0641 36.8170 38.6580 40.5909 Network Administrator E C 14 1490 8,532.44 8,959.12 9,407.06 9,877.36 10,371.25 3,938.05 4,134.98 4,341.72 4,558.78 4,786.73 49.2256 51.6872 54.2715 56.9848 59.8341 Network Analyst E C 14 1442 7,059.37 7,412.32 7,782.97 8,172.10 8,580.72 3,258.17 3,421.07 3,592.14 3,771.74 3,960.33 40.7271 42.7634 44.9018 47.1468 49.5041 Office Specialist I N C 14 1491 3,462.94 3,636.06 3,817.91 4,008.77 4,209.18 1,598.28 1,678.18 1,762.11 1,850.20 1,942.70 19.9785 20.9773 22.0264 23.1275 24.2838 Office Specialist II N C 14 1492 3,807.20 3,997.54 4,197.40 4,407.26 4,627.61 1,757.17 1,845.02 1,937.26 2,034.12 2,135.82 21.9646 23.0627 24.2157 25.4265 26.6978 Outreach Coordinator E C 14 1493 6,054.14 6,356.81 6,674.68 7,008.37 7,358.82 2,794.22 2,933.91 3,080.62 3,234.63 3,396.38 34.9277 36.6739 38.5078 40.4329 42.4547 Painter N C 14 1495 5,203.38 5,463.60 5,736.77 6,023.57 6,324.76 2,401.56 2,521.66 2,647.74 2,780.11 2,919.12 30.0195 31.5207 33.0968 34.7514 36.4890 Park Project Technician N C 14 1498 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Parking Coordinator N C 14 1496 5,561.94 5,840.03 6,132.04 6,438.64 6,760.54 2,567.05 2,695.40 2,830.17 2,971.68 3,120.25 32.0881 33.6925 35.3771 37.1460 39.0031 Parking Maintenance Coordinator N C 14 1592 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Parking Resources Specialist N C 14 1497 6,145.36 6,452.64 6,775.28 7,114.06 7,469.71 2,836.32 2,978.14 3,127.05 3,283.41 3,447.56 35.4540 37.2267 39.0881 41.0426 43.0945 Plan Check Engineer E C 14 1424 7,818.59 8,209.50 8,619.98 9,050.95 9,503.54 3,608.58 3,789.00 3,978.45 4,177.36 4,386.25 45.1072 47.3625 49.7306 52.2170 54.8281 Planning Technician I N C 14 1499 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Planning Technician II N C 14 1500 5,759.56 6,047.51 6,349.89 6,667.40 7,000.76 2,658.26 2,791.16 2,930.72 3,077.26 3,231.12 33.2282 34.8895 36.6340 38.4658 40.3890 Plans Examiner E C 14 1501 7,475.39 7,849.16 8,241.61 8,653.69 9,086.39 3,450.18 3,622.69 3,803.82 3,994.01 4,193.72 43.1273 45.2836 47.5478 49.9251 52.4215 Plumber N C 14 1502 5,514.97 5,790.70 6,080.27 6,384.28 6,703.52 2,545.37 2,672.63 2,806.28 2,946.59 3,093.93 31.8171 33.4079 35.0785 36.8324 38.6741 Pool Technician N C 14 1503 4,694.41 4,929.10 5,175.58 5,434.35 5,706.00 2,166.65 2,274.97 2,388.73 2,508.16 2,633.54 27.0831 28.4371 29.8591 31.3520 32.9193 Program Analyst E U 14 1600 8,456.18 8,879.00 9,322.95 9,789.09 10,278.54 3,902.85 4,098.00 4,302.90 4,518.04 4,743.94 48.7856 51.2250 53.7862 56.4755 59.2993 Project Engineer I E C 14 1505 6,858.06 7,200.96 7,561.02 7,939.08 8,336.06 3,165.26 3,323.52 3,489.70 3,664.19 3,847.41 39.5657 41.5440 43.6212 45.8024 48.0926 HR\PSCR Page 3 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Project Engineer II E C 14 1506 7,539.74 7,916.70 8,312.57 8,728.18 9,164.61 3,479.88 3,653.86 3,836.57 4,028.39 4,229.82 43.4985 45.6733 47.9571 50.3549 52.8727 Project Planner E C 14 1507 7,427.75 7,799.16 8,189.09 8,598.57 9,028.52 3,428.19 3,599.61 3,779.58 3,968.57 4,167.01 42.8524 44.9951 47.2448 49.6071 52.0876 Property Management Specialist N C 14 1508 5,964.18 6,262.38 6,575.53 6,904.30 7,249.49 2,752.70 2,890.33 3,034.86 3,186.60 3,345.92 34.4088 36.1291 37.9358 39.8325 41.8240 Public Works Inspector I N C 14 1509 5,631.56 5,913.14 6,208.76 6,519.20 6,845.22 2,599.18 2,729.14 2,865.58 3,008.86 3,159.33 32.4897 34.1142 35.8198 37.6107 39.4916 Public Works Inspector II N C 14 1510 6,379.43 6,698.40 7,033.28 7,384.98 7,754.20 2,944.35 3,091.57 3,246.13 3,408.45 3,578.86 36.8044 38.6446 40.5766 42.6056 44.7358 Public Works Operations Assistant N C 14 1571 4,356.00 4,573.79 4,802.48 5,042.59 5,294.73 2,010.46 2,110.98 2,216.53 2,327.35 2,443.72 25.1308 26.3873 27.7066 29.0919 30.5465 Real Property Agent N C 14 1511 6,892.36 7,236.97 7,598.83 7,978.75 8,377.70 3,181.09 3,340.14 3,507.15 3,682.50 3,866.63 39.7636 41.7518 43.8394 46.0313 48.3329 Records Technician N C 14 1512 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Recreation Coordinator N C 14 1515 5,059.08 5,312.02 5,577.65 5,856.50 6,149.30 2,334.96 2,451.70 2,574.30 2,703.00 2,838.14 29.1870 30.6462 32.1787 33.7875 35.4768 Recreation Program Leader N C 14 1517 3,676.51 3,860.35 4,053.40 4,256.05 4,468.86 1,696.85 1,781.70 1,870.80 1,964.33 2,062.55 21.2106 22.2713 23.3850 24.5541 25.7819 Recreation Specialist N C 14 1516 4,185.61 4,394.87 4,614.61 4,845.36 5,087.62 1,931.82 2,028.40 2,129.82 2,236.32 2,348.13 24.1477 25.3550 26.6228 27.9540 29.3516 Recycling Educator N C 14 1518 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Rental Housing Mediation Specialist N C 14 1519 5,702.36 5,987.50 6,286.87 6,601.23 6,931.28 2,631.86 2,763.46 2,901.63 3,046.72 3,199.05 32.8983 34.5433 36.2704 38.0840 39.9881 Senior Accountant E C 14 1520 7,031.20 7,382.79 7,751.94 8,139.54 8,546.50 3,245.17 3,407.44 3,577.82 3,756.71 3,944.54 40.5646 42.5930 44.7228 46.9589 49.3068 Senior Airport Maintenance Worker N C 14 1521 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Senior Airport Security Aide N C 14 1587 3,715.40 3,901.21 4,096.24 4,301.05 4,516.11 1,714.80 1,800.56 1,890.57 1,985.10 2,084.36 21.4350 22.5070 23.6321 24.8138 26.0545 Senior Building Inspector N C 14 1523 7,143.78 7,500.91 7,875.94 8,269.78 8,683.26 3,297.13 3,461.96 3,635.05 3,816.82 4,007.66 41.2141 43.2745 45.4381 47.7103 50.0958 Senior Building Inspector Specialty N C 14 1574 7,509.02 7,884.52 8,278.70 8,692.67 9,127.28 3,465.70 3,639.01 3,820.94 4,012.00 4,212.59 43.3213 45.4876 47.7617 50.1500 52.6574 Senior Buyer N C 14 1522 6,425.77 6,747.11 7,084.46 7,438.69 7,810.62 2,965.74 3,114.05 3,269.75 3,433.24 3,604.90 37.0717 38.9256 40.8719 42.9155 45.0612 Senior Commission Secretary N C 14 1513 5,122.33 5,378.40 5,647.35 5,929.69 6,226.20 2,364.15 2,482.34 2,606.47 2,736.78 2,873.63 29.5519 31.0293 32.5809 34.2098 35.9204 Senior Community Development Programs Specialist N C 14 1588 6,896.18 7,240.96 7,603.03 7,983.17 8,382.31 3,182.85 3,341.98 3,509.09 3,684.54 3,868.76 39.7856 41.7748 43.8636 46.0567 48.3595 Senior Custodian N C 14 1524 3,942.42 4,139.53 4,346.72 4,563.87 4,792.06 1,819.58 1,910.55 2,006.18 2,106.40 2,211.72 22.7447 23.8819 25.0773 26.3300 27.6465 Senior Electronics/Communications Technician N C 14 1525 6,429.69 6,751.20 7,088.75 7,443.22 7,815.38 2,967.55 3,115.94 3,271.73 3,435.33 3,607.10 37.0944 38.9492 40.8966 42.9416 45.0887 Senior Engineering Technician N C 14 1526 6,133.16 6,439.79 6,761.80 7,099.89 7,454.92 2,830.69 2,972.21 3,120.83 3,276.87 3,440.73 35.3836 37.1526 39.0104 40.9609 43.0091 Senior Grounds Maintenance Worker N C 14 1527 4,567.31 4,795.70 5,035.49 5,287.23 5,551.61 2,107.99 2,213.40 2,324.07 2,440.26 2,562.28 26.3499 27.6675 29.0509 30.5032 32.0285 Senior Library Technician E C 14 1528 4,823.20 5,064.32 5,317.59 5,583.44 5,862.65 2,226.09 2,337.38 2,454.27 2,576.97 2,705.84 27.8261 29.2172 30.6784 32.2121 33.8230 Senior Maintenance Worker N C 14 1529 4,694.41 4,929.10 5,175.58 5,434.35 5,706.00 2,166.65 2,274.97 2,388.73 2,508.16 2,633.54 27.0831 28.4371 29.8591 31.3520 32.9193 Senior Network/Applications Analyst E C 14 1504 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Senior Plan Check Engineer E C 14 1425 8,638.70 9,070.64 9,524.15 10,000.38 10,500.38 3,987.09 4,186.45 4,395.76 4,615.56 4,846.33 49.8386 52.3306 54.9470 57.6945 60.5791 Senior Plans Examiner E C 14 1530 7,818.59 8,209.50 8,619.98 9,050.95 9,503.54 3,608.58 3,789.00 3,978.45 4,177.36 4,386.25 45.1072 47.3625 49.7306 52.2170 54.8281 Senior Property Management Specialist N C 14 1534 6,926.79 7,273.20 7,636.85 8,018.68 8,419.60 3,196.98 3,356.86 3,524.70 3,700.93 3,885.97 39.9623 41.9607 44.0587 46.2616 48.5746 Senior Public Works Inspector N C 14 1533 7,048.60 7,401.01 7,771.03 8,159.65 8,567.59 3,253.20 3,415.85 3,586.63 3,765.99 3,954.27 40.6650 42.6981 44.8329 47.0749 49.4284 Senior Real Property Agent E C 14 1535 7,925.28 8,321.56 8,737.65 9,174.51 9,633.28 3,657.82 3,840.72 4,032.76 4,234.39 4,446.13 45.7228 48.0090 50.4095 52.9299 55.5766 Senior Rental Housing Mediation Specialist N C 14 1536 6,896.18 7,240.96 7,603.03 7,983.17 8,382.31 3,182.85 3,341.98 3,509.09 3,684.54 3,868.76 39.7856 41.7748 43.8636 46.0567 48.3595 Senior Streets Maintenance Worker N C 14 1537 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Senior Traffic Signal Technician N C 14 1583 6,124.00 6,430.19 6,751.68 7,089.29 7,443.76 2,826.46 2,967.78 3,116.16 3,271.98 3,435.58 35.3307 37.0972 38.9520 40.8998 42.9447 Senior Traffic Technician N C 14 1538 5,994.00 6,293.69 6,608.38 6,938.82 7,285.76 2,766.46 2,904.78 3,050.02 3,202.53 3,362.66 34.5808 36.3098 38.1253 40.0316 42.0333 Senior Tree Trimmer N C 14 1539 5,033.88 5,285.56 5,549.85 5,827.32 6,118.71 2,323.33 2,439.49 2,561.47 2,689.53 2,824.02 29.0416 30.4936 32.0184 33.6191 35.3003 Senior Waterfront Maintenance Worker N C 14 1540 4,861.20 5,104.26 5,359.45 5,627.44 5,908.80 2,243.63 2,355.81 2,473.59 2,597.28 2,727.14 28.0454 29.4476 30.9199 32.4660 34.0892 Stock Clerk N C 14 1543 3,883.88 4,078.06 4,281.94 4,496.05 4,720.86 1,792.56 1,882.18 1,976.28 2,075.10 2,178.86 22.4070 23.5273 24.7035 25.9387 27.2358 Streets Maintenance Coordinator N C 14 1544 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Streets Maintenance Crew Leader N C 14 1545 5,109.74 5,365.23 5,633.49 5,915.22 6,210.99 2,358.34 2,476.26 2,600.07 2,730.10 2,866.61 29.4793 30.9533 32.5009 34.1262 35.8326 Streets Maintenance Worker I N C 14 1546 3,922.79 4,118.96 4,324.91 4,541.18 4,768.21 1,810.52 1,901.06 1,996.11 2,095.93 2,200.71 22.6315 23.7633 24.9514 26.1991 27.5089 Streets Maintenance Worker II N C 14 1547 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 System Administrator E C 14 1577 7,764.60 8,152.84 8,560.44 8,988.50 9,437.89 3,583.66 3,762.85 3,950.97 4,148.54 4,355.95 44.7957 47.0356 49.3871 51.8567 54.4494 Traffic Signal Technician I E C 14 1581 5,194.56 5,454.32 5,727.06 6,013.39 6,314.04 2,397.49 2,517.38 2,643.26 2,775.41 2,914.17 29.9686 31.4673 33.0407 34.6926 36.4271 Traffic Signal Technician II E C 14 1582 5,710.94 5,996.47 6,296.29 6,611.13 6,941.68 2,635.82 2,767.60 2,905.98 3,051.29 3,203.85 32.9478 34.5950 36.3248 38.1411 40.0481 Traffic Technician I N C 14 1552 4,837.02 5,078.86 5,332.77 5,599.43 5,879.38 2,232.47 2,344.09 2,461.28 2,584.35 2,713.56 27.9059 29.3011 30.7660 32.3044 33.9195 Traffic Technician II N C 14 1553 5,317.80 5,583.72 5,862.87 6,156.00 6,463.82 2,454.37 2,577.10 2,705.94 2,841.23 2,983.30 30.6796 32.2137 33.8242 35.5154 37.2913 Tree Care Specialist N C 14 1555 4,533.32 4,759.99 4,998.00 5,247.86 5,510.29 2,092.30 2,196.92 2,306.77 2,422.09 2,543.21 26.1537 27.4615 28.8346 30.2761 31.7901 Tree Trimmer I N C 14 1557 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Tree Trimmer II N C 14 1556 4,488.32 4,712.74 4,948.39 5,195.80 5,455.60 2,071.53 2,175.11 2,283.87 2,398.06 2,517.97 25.8941 27.1889 28.5484 29.9758 31.4746 Vehicle Services Assistant N C 14 1558 3,962.16 4,160.26 4,368.24 4,586.70 4,815.98 1,828.69 1,920.12 2,016.11 2,116.94 2,222.76 22.8586 24.0015 25.2014 26.4617 27.7845 Warehouse Specialist N C 14 1559 4,291.28 4,505.89 4,731.16 4,967.69 5,216.10 1,980.59 2,079.64 2,183.61 2,292.78 2,407.43 24.7574 25.9955 27.2951 28.6598 30.0929 Water Conservation Coordinator E U 14 1599 7,921.44 8,326.78 8,732.12 9,180.34 9,628.56 3,656.05 3,843.13 4,030.21 4,237.08 4,443.95 45.7006 48.0391 50.3776 52.9635 55.5494 Water Quality Research Analyst E C 14 1589 7,807.58 8,197.95 8,607.86 9,038.25 9,490.22 3,603.50 3,783.67 3,972.86 4,171.50 4,380.10 45.0438 47.2959 49.6607 52.1437 54.7512 HR\PSCR Page 4 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Water Resources Specialist E C 14 1560 6,722.63 7,058.76 7,411.63 7,782.28 8,171.39 3,102.75 3,257.89 3,420.75 3,591.82 3,771.41 38.7844 40.7236 42.7594 44.8978 47.1426 Water Resources Technician N C 14 1562 5,265.04 5,528.25 5,804.65 6,094.90 6,399.66 2,430.02 2,551.50 2,679.07 2,813.03 2,953.69 30.3752 31.8938 33.4884 35.1629 36.9211 Waterfront Maintenance Coordinator N C 14 1598 5,371.08 5,639.66 5,921.65 6,217.73 6,528.60 2,478.96 2,602.92 2,733.07 2,869.72 3,013.20 30.9870 32.5365 34.1634 35.8715 37.6650 Waterfront Maintenance Crew Leader N C 14 1564 5,109.74 5,365.23 5,633.49 5,915.22 6,210.99 2,358.34 2,476.26 2,600.07 2,730.10 2,866.61 29.4793 30.9533 32.5009 34.1262 35.8326 Waterfront Maintenance Worker I N C 14 1565 4,001.88 4,201.97 4,412.07 4,632.64 4,864.25 1,847.02 1,939.37 2,036.34 2,138.14 2,245.04 23.0878 24.2421 25.4542 26.7268 28.0630 Waterfront Maintenance Worker II N C 14 1566 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Waterfront Vessel Technician N C 14 1567 4,399.68 4,619.64 4,850.63 5,093.16 5,347.79 2,030.62 2,132.14 2,238.75 2,350.69 2,468.21 25.3828 26.6517 27.9844 29.3836 30.8526 Web Services Technician E C 14 1586 6,114.81 6,420.55 6,741.56 7,078.67 7,432.58 2,822.22 2,963.33 3,111.49 3,267.08 3,430.42 35.2777 37.0416 38.8936 40.8385 42.8803 Webmaster E C 14 1550 8,532.44 8,959.12 9,407.06 9,877.36 10,371.25 3,938.05 4,134.98 4,341.72 4,558.78 4,786.73 49.2256 51.6872 54.2715 56.9848 59.8341 Welder/Fabricator N C 14 1568 5,299.26 5,564.22 5,842.42 6,134.55 6,441.28 2,445.81 2,568.10 2,696.50 2,831.33 2,972.90 30.5726 32.1013 33.7062 35.3916 37.1612 Fire Captain (56 Hour) 7 C 34 3400 8,649.31 9,081.80 9,535.91 10,012.69 10,513.32 3,991.99 4,191.60 4,401.19 4,621.24 4,852.30 35.6428 37.4250 39.2963 41.2611 43.3241 Fire Captain (40 Hour) 7 C 34 3405 8,649.31 9,081.80 9,535.89 10,012.67 10,513.32 3,991.99 4,191.60 4,401.18 4,621.23 4,852.30 49.8999 52.3950 55.0147 57.7654 60.6538 Fire Engineer (56 Hour) 7 C 34 3401 7,484.60 7,858.83 8,251.79 8,664.37 9,097.60 3,454.43 3,627.15 3,808.52 3,998.94 4,198.89 30.8431 32.3853 34.0046 35.7048 37.4901 Fire Engineer (40 Hour) 7 C 34 3402 7,484.58 7,858.85 8,251.79 8,664.37 9,097.60 3,454.42 3,627.16 3,808.52 3,998.94 4,198.89 43.1803 45.3395 47.6065 49.9868 52.4861 Fire Inspector I (40 Hour) 7 C 39 3901 6,607.19 6,937.58 7,284.46 7,648.68 8,031.10 3,049.47 3,201.96 3,362.06 3,530.16 3,706.66 38.1184 40.0245 42.0258 44.1270 46.3332 Fire Inspector II (40 Hour) 7 C 39 3902 7,484.58 7,858.85 8,251.79 8,664.37 9,097.60 3,454.42 3,627.16 3,808.52 3,998.94 4,198.89 43.1803 45.3395 47.6065 49.9868 52.4861 Fire Inspector III (40 Hour) 7 C 39 3903 8,649.31 9,081.80 9,535.89 10,012.67 10,513.32 3,991.99 4,191.60 4,401.18 4,621.23 4,852.30 49.8999 52.3950 55.0147 57.7654 60.6538 Firefighter (56 Hour) 7 C 34 3403 6,607.21 6,937.56 7,284.46 7,648.66 8,031.10 3,049.48 3,201.95 3,362.06 3,530.15 3,706.66 27.2275 28.5888 30.0184 31.5192 33.0952 Firefighter (40 Hour) 7 C 34 3404 6,607.19 6,937.58 7,284.46 7,648.68 8,031.10 3,049.47 3,201.96 3,362.06 3,530.16 3,706.66 38.1184 40.0245 42.0258 44.1270 46.3333 Firefighter - Entry 7 C 39 3904 5,946.48 6,243.81 6,556.01 6,883.80 7,228.00 2,744.53 2,881.76 3,025.85 3,177.14 3,336.00 34.3066 36.0220 37.8231 39.7142 41.7000 Assistant City Attorney I E U 01 0103 9,829.15 11,947.46 4,536.53 5,514.21 56.7066 68.9276 Assistant City Attorney II E U 01 0104 10,914.50 13,266.63 5,037.46 6,123.06 62.9682 76.5383 Assistant City Attorney III E U 01 0105 12,676.08 15,407.88 5,850.50 7,111.33 73.1313 88.8916 Assistant City Attorney IV E U 01 0106 13,943.69 16,948.66 6,435.55 7,822.46 80.4444 97.7808 Deputy City Attorney E U 01 0110 8,172.82 9,934.12 3,772.07 4,584.98 47.1509 57.3122 Accounting Manager E U 02 0200 9,603.43 11,673.07 4,432.35 5,387.57 55.4044 67.3446 Airport Business Development Manager E U 02 0203 9,927.71 12,067.19 4,582.02 5,569.47 57.2752 69.6184 Airport Business Manager E U 02 0259 9,075.26 11,031.06 4,188.58 5,091.26 52.3572 63.6407 Airport Facilities Manager E U 02 0246 9,624.07 11,698.14 4,441.88 5,399.14 55.5235 67.4892 Airport Operations Manager E U 02 0202 9,927.71 12,067.19 4,582.02 5,569.47 57.2752 69.6184 Assistant Library Director E U 02 0253 11,522.40 14,005.59 5,318.03 6,464.12 66.4754 80.8015 Assistant Parks & Recreation Director E U 02 0205 11,475.88 13,949.02 5,296.56 6,438.01 66.2070 80.4751 Assistant to the City Administrator E U 02 0225 9,166.26 11,141.65 4,230.58 5,142.30 52.8822 64.2787 Budget Manager E U 02 0207 9,350.94 11,366.14 4,315.82 5,245.91 53.9478 65.5739 Chief Building Official E U 02 0208 10,749.92 13,066.69 4,961.50 6,030.78 62.0188 75.3847 City Clerk Services Manager E U 02 0209 10,077.34 12,249.10 4,651.08 5,653.43 58.1385 70.6679 City Engineer E U 02 0206 12,803.16 15,562.34 5,909.15 7,182.62 73.8644 89.7827 City Planner E U 02 0210 11,196.86 13,609.85 5,167.78 6,281.47 64.5972 78.5184 Community Development Business Manager E U 02 0211 9,075.26 11,031.06 4,188.58 5,091.26 52.3572 63.6407 Community Engagement Officer/PIO E U 02 0264 9,075.26 11,031.06 4,188.58 5,091.26 52.3572 63.6407 Creeks Restoration/Clean Water Manager E U 02 0212 9,734.36 11,832.15 4,492.78 5,460.99 56.1598 68.2624 Cross Functional Team Manager E U 02 0266 11,169.30 13,576.33 5,155.06 6,266.00 64.4382 78.3250 Downtown Plaza & Parking Manager E U 02 0258 9,656.08 11,737.05 4,456.65 5,417.10 55.7081 67.7138 Economic Development Manager E U 02 0260 12,803.16 15,562.34 5,909.15 7,182.62 73.8644 89.7827 Emergency Services Manager E U 02 0215 8,453.68 10,275.48 3,901.70 4,742.53 48.7712 59.2816 Energy and Climate Program Manager E U 02 0262 9,350.94 11,366.14 4,315.82 5,245.91 53.9478 65.5739 Environmental Services Manager E U 02 0217 9,350.94 11,366.14 4,315.82 5,245.91 53.9478 65.5739 Facilities Manager E U 02 0218 10,130.60 12,313.82 4,675.66 5,683.30 58.4457 71.0412 Finance and Treasury Manager E U 02 0255 11,054.68 13,437.08 5,102.16 6,201.73 63.7770 77.5216
LEGAL/PROFESSIONAL ATTORNEY
FIRE
MANAGEMENT
HR\PSCR Page 5 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Fire Business Manager E U 02 0254 9,075.26 11,031.06 4,188.58 5,091.26 52.3572 63.6407 Fire Operations Division Chief E U 32 3200 13,457.93 16,358.20 6,211.35 7,549.94 77.6419 94.3742 Fleet Services Manager E U 02 0219 8,747.87 10,633.09 4,037.48 4,907.58 50.4685 61.3447 General Services Manager E U 02 0220 9,603.43 11,673.07 4,432.35 5,387.57 55.4044 67.3446 Harbor Operations Manager E U 02 0222 9,656.08 11,737.05 4,456.65 5,417.10 55.7081 67.7138 Housing & Human Services Manager E U 02 0257 9,734.36 11,832.15 4,492.78 5,460.99 56.1598 68.2624 Human Resources Manager E U 02 0223 10,836.32 13,171.64 5,001.38 6,079.22 62.5173 75.9903 Information Technology Manager E U 02 0214 10,836.32 13,171.64 5,001.38 6,079.22 62.5173 75.9903 Library Services Manager E U 02 0224 8,807.72 10,705.85 4,065.10 4,941.16 50.8137 61.7645 Parks & Recreation Business Manager E U 02 0226 9,350.94 11,366.14 4,315.82 5,245.91 53.9478 65.5739 Parks Manager E U 02 0227 8,994.57 10,932.96 4,151.34 5,045.98 51.8917 63.0747 Police Business Manager E U 02 0229 9,075.26 11,031.06 4,188.58 5,091.26 52.3572 63.6407 Police Information Technology Manager E U 02 0228 9,539.36 11,595.20 4,402.78 5,351.63 55.0348 66.8954 Police Records Manager E U 02 0230 7,830.51 9,363.29 3,614.08 4,321.52 45.1760 54.0190 Principal Engineer E U 02 0231 10,638.88 12,931.66 4,910.25 5,968.46 61.3781 74.6057 Principal Planner E U 02 0232 9,734.36 11,832.15 4,492.78 5,460.99 56.1598 68.2624 Principal Project Manager E U 02 0256 10,638.88 12,931.66 4,910.25 5,968.46 61.3781 74.6057 Principal Traffic Engineer E U 02 0252 10,638.88 12,931.66 4,910.25 5,968.46 61.3781 74.6057 Public Safety Communications Manager E U 02 0245 9,911.87 12,048.05 4,574.71 5,560.64 57.1839 69.5080 Public Works Business Manager E U 02 0234 9,927.71 12,067.19 4,582.02 5,569.47 57.2752 69.6184 Recreation Programs Manager E U 02 0235 8,994.57 10,932.96 4,151.34 5,045.98 51.8917 63.0747 Risk Manager E U 02 0236 9,472.49 11,513.91 4,371.92 5,314.11 54.6490 66.4264 Senior Assistant to the City Administrator E U 02 0248 10,007.57 12,164.32 4,618.88 5,614.30 57.7360 70.1787 State Street Master Planner E U 02 0265 11,196.86 13,609.85 5,167.78 6,281.47 64.5972 78.5184 Streets Operations & Infrastructure Manager E U 02 0251 11,169.30 13,576.33 5,155.06 6,266.00 64.4382 78.3250 Transportation Planning & Parking Manager E U 02 0250 10,638.88 12,931.66 4,910.25 5,968.46 61.3781 74.6057 Wastewater System Manager E U 02 0240 12,050.89 14,647.95 5,561.95 6,760.59 69.5244 84.5074 Water Resources Manager E U 02 0242 13,857.00 16,843.32 6,395.54 7,773.84 79.9442 97.1730 Water Services Manager E U 02 0263 12,050.89 14,647.95 5,561.95 6,760.59 69.5244 84.5074 Water System Manager E U 02 0241 12,050.89 14,647.95 5,561.95 6,760.59 69.5244 84.5074 Waterfront Business Manager E U 02 0244 9,927.71 12,067.19 4,582.02 5,569.47 57.2752 69.6184 Waterfront Facilities Manager E U 02 0243 9,624.07 11,698.14 4,441.88 5,399.14 55.5235 67.4892 City Administrator/Clerk/Treasurer E U 01 0107 19,393.60 23,573.10 8,950.89 10,879.89 111.8861 135.9986 City Attorney E U 01 0108 23,477.98 10,835.99 135.4500
Administrative Services Director E U 01 0100 13,520.30 16,434.08 6,240.14 7,584.96 78.0018 94.8120 Airport Director E U 01 0102 15,117.74 18,375.74 6,977.42 8,481.11 87.2177 106.0139 Assistant City Administrator E U 01 0101 16,016.50 19,468.22 7,392.23 8,985.33 92.4029 112.3166 Community Development Director E U 01 0109 14,359.06 17,453.56 6,627.26 8,055.49 82.8407 100.6936 Finance Director E U 01 0111 14,216.89 17,280.75 6,561.64 7,975.73 82.0205 99.6966 Fire Chief E U 31 3100 15,321.30 18,623.17 7,071.37 8,595.31 88.3921 107.4414 Human Resources Director E U 01 0118 13,632.97 16,571.04 6,292.14 7,648.17 78.6518 95.6021 Information Technology Director E U 01 0119 13,771.36 16,739.19 6,356.01 7,725.78 79.4501 96.5722 Library Director E U 01 0112 13,741.74 16,703.25 6,342.34 7,709.19 79.2793 96.3649 Parks & Recreation Director E U 01 0113 13,771.36 16,739.19 6,356.01 7,725.78 79.4501 96.5722 Police Chief E U 21 2100 17,825.84 21,667.45 8,227.31 10,000.36 102.8414 125.0045 Public Works Director E U 01 0114 15,519.47 18,864.04 7,162.83 8,706.48 89.5354 108.8310 Sustainability & Resilience Director E U 01 0120 13,632.97 16,571.04 6,292.14 7,648.17 78.6518 95.6021 Waterfront Director/Harbormaster E U 01 0115 12,996.17 15,796.95 5,998.23 7,290.90 74.9779 91.1363 Fire Battalion Chief E C 33 3300 11,456.21 13,925.12 5,287.48 6,426.98 47.2096 57.3838 Fire Battalion Chief 40 HR E C 33 3301 11,456.21 13,925.12 5,287.48 6,426.98 66.0935 80.3373
MANAGEMENT/FIRE
MANAGEMENT/APPOINTED
MANAGEMENT/EXECUTIVE
HR\PSCR Page 6 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Fire Battalion Chief / Fire Marshal E C 33 3303 11,456.21 13,925.12 5,287.48 6,426.98 66.0935 80.3373 Police Commander E C 23 2302 14,401.83 17,505.56 6,647.00 8,079.49 83.0875 100.9936 Police Lieutenant E C 23 2301 12,338.73 14,997.82 5,694.80 6,922.07 71.1850 86.5259 City Councilmember E 0001 4,204.68 1,940.62
Mayor E 0002 5,255.84 2,425.77
Identification Technician N C 29 2901 6,547.84 6,875.22 7,218.99 7,579.93 7,958.93 3,022.08 3,173.18 3,331.84 3,498.43 3,673.35 37.7760 39.6648 41.6480 43.7304 45.9169 Parking Enforcement Officer N C 29 2902 4,349.87 4,567.38 4,795.74 5,035.55 5,287.30 2,007.63 2,108.02 2,213.42 2,324.10 2,440.29 25.0954 26.3503 27.6677 29.0513 30.5036 Police Officer Range A 7 C 24 2400 7,490.04 7,864.52 8,257.82 8,670.63 9,104.20 3,456.94 3,629.78 3,811.30 4,001.83 4,201.94 43.2118 45.3723 47.6412 50.0229 52.5242 Police Officer Range B 7 C 24 2400 7,639.85 8,021.82 8,422.96 8,844.05 9,286.29 3,526.08 3,702.38 3,887.52 4,081.87 4,285.98 44.0760 46.2797 48.5940 51.0234 53.5747 Police Officer Range C 7 C 24 2400 7,789.65 8,179.12 8,588.10 9,017.47 9,468.38 3,595.22 3,774.98 3,963.74 4,161.91 4,370.02 44.9403 47.1872 49.5468 52.0238 54.6252 Police Officer Range D 7 C 24 2400 7,939.45 8,336.40 8,753.29 9,190.87 9,650.46 3,664.36 3,847.57 4,039.98 4,241.94 4,454.06 45.8045 48.0946 50.4997 53.0243 55.6757 Police Officer - Entry 7 C 29 2903 7,090.18 7,444.71 7,816.94 8,207.81 8,618.16 3,272.39 3,436.02 3,607.82 3,788.22 3,977.61 40.9049 42.9502 45.0977 47.3527 49.7201 Police Property/Evidence Assistant N C 29 2905 4,618.14 4,849.07 5,091.58 5,346.12 5,613.40 2,131.45 2,238.03 2,349.96 2,467.44 2,590.80 26.6431 27.9754 29.3745 30.8430 32.3850 Police Property/Evidence Technician N C 29 2906 5,444.40 5,716.64 6,002.45 6,302.60 6,617.72 2,512.80 2,638.45 2,770.36 2,908.89 3,054.33 31.4100 32.9806 34.6295 36.3611 38.1791 Police Range/Equipment Technician N C 29 2917 6,089.50 6,393.96 6,713.66 7,049.34 7,401.81 2,810.54 2,951.06 3,098.61 3,253.54 3,416.22 35.1317 36.8883 38.7326 40.6693 42.7027 Police Records Specialist N C 29 2904 3,996.24 4,196.08 4,405.83 4,626.14 4,857.43 1,844.42 1,936.65 2,033.46 2,135.14 2,241.89 23.0553 24.2081 25.4183 26.6893 28.0236 Police Records Supervisor N C 29 2914 5,444.40 5,716.64 6,002.45 6,302.60 6,617.72 2,512.80 2,638.45 2,770.36 2,908.89 3,054.33 31.4100 32.9806 34.6295 36.3611 38.1791 Police Sergeant 7 C 24 2401 9,659.46 10,142.41 10,649.56 11,182.04 11,741.15 4,458.21 4,681.11 4,915.18 5,160.94 5,418.99 55.7276 58.5139 61.4397 64.5117 67.7374 Police Services Coordinator N C 29 2916 4,806.21 5,046.47 5,298.82 5,563.74 5,841.90 2,218.25 2,329.14 2,445.61 2,567.88 2,696.26 27.7281 29.1142 30.5701 32.0985 33.7033 Police Services Specialist N C 29 2915 4,117.66 4,323.50 4,539.71 4,766.67 5,005.02 1,900.46 1,995.46 2,095.25 2,200.00 2,310.01 23.7557 24.9433 26.1906 27.5000 28.8751 Police Technician N C 29 2909 4,349.87 4,567.38 4,795.74 5,035.55 5,287.30 2,007.63 2,108.02 2,213.42 2,324.10 2,440.29 25.0954 26.3503 27.6677 29.0513 30.5036 Public Safety Dispatcher I N U 29 2910 5,182.04 5,441.09 5,713.20 5,998.83 6,298.74 2,391.71 2,511.27 2,636.86 2,768.69 2,907.11 29.8964 31.3909 32.9607 34.6086 36.3389 Public Safety Dispatcher II N C 29 2911 5,446.52 5,718.81 6,004.77 6,305.04 6,620.29 2,513.78 2,639.45 2,771.43 2,910.02 3,055.52 31.4223 32.9931 34.6429 36.3752 38.1940 Public Safety Dispatcher III N C 29 2912 6,018.35 6,319.32 6,635.29 6,967.00 7,315.38 2,777.70 2,916.61 3,062.44 3,215.54 3,376.33 34.7213 36.4576 38.2805 40.1943 42.2041 Public Safety Dispatcher Supervisor N C 29 2913 7,342.08 7,709.13 8,094.62 8,499.36 8,924.31 3,388.65 3,558.06 3,735.98 3,922.78 4,118.91 42.3581 44.4758 46.6998 49.0348 51.4864 Accounting Supervisor E U 04 4064 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Administrative Supervisor E U 04 4001 6,233.63 7,576.96 2,877.06 3,497.06 35.9632 43.7133 Administrative/Clerical Supervisor E U 04 4000 5,641.81 6,857.63 2,603.91 3,165.06 32.5489 39.5633 Airport Business Development Supervisor E U 04 4067 7,353.19 8,937.89 3,393.78 4,125.18 42.4223 51.5647 Airport Maintenance Supervisor E U 04 4003 6,871.84 8,352.80 3,171.62 3,855.14 39.6453 48.1892 Airport Operations Supervisor E U 04 4004 6,871.84 8,352.80 3,171.62 3,855.14 39.6453 48.1892 Airport Patrol Supervisor E U 04 4005 9,181.66 11,160.35 4,237.69 5,150.93 52.9711 64.3866 Billing Supervisor E U 04 4008 6,552.39 7,964.47 3,024.18 3,675.91 37.8023 45.9489 Building and Safety Supervisor E U 04 4009 9,552.36 11,610.99 4,408.78 5,358.92 55.1098 66.9865 Capital Projects Supervisor E U 04 4073 8,213.42 9,983.46 3,790.81 4,607.75 47.3851 57.5969 City TV Production Supervisor E U 04 4022 7,624.80 9,267.98 3,519.14 4,277.53 43.9892 53.4691 Creeks Supervisor E U 04 4023 8,534.72 10,374.00 3,939.10 4,788.00 49.2387 59.8500 Custodial Supervisor E U 04 4014 5,315.51 6,461.04 2,453.31 2,982.02 30.6664 37.2753 Electronics/Communication Supervisor E U 04 4016 7,304.42 8,878.61 3,371.27 4,097.82 42.1409 51.2228 Environmental Services Supervisor E U 04 4017 8,039.09 9,771.56 3,710.35 4,509.95 46.3794 56.3744 Facilities Maintenance Superintendent E U 04 4018 8,882.34 10,796.54 4,099.54 4,983.02 51.2443 62.2878 Facilities Maintenance Supervisor E U 04 4019 6,956.60 8,455.83 3,210.74 3,902.69 40.1342 48.7836 Finance Supervisor E U 04 4020 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Fleet Services Supervisor E U 04 4007 7,167.85 8,712.56 3,308.24 4,021.18 41.3530 50.2647 Harbor Patrol Supervisor E U 04 4024 8,851.57 10,759.17 4,085.34 4,965.77 51.0668 62.0721 Information Technology Supervisor E U 04 4027 9,483.85 11,527.66 4,377.16 5,320.46 54.7145 66.5057 Laboratory Supervisor E U 04 4028 9,027.18 10,972.61 4,166.39 5,064.28 52.0799 63.3035
MAYOR/CITY COUNCIL
MANAGEMENT/POLICE
POLICE
SUPERVISOR
HR\PSCR Page 7 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Library Circulation Supervisor E U 04 4029 5,333.38 6,482.73 2,461.56 2,992.03 30.7695 37.4004 Maintenance Supervisor I E U 04 4030 6,173.46 7,503.88 2,849.29 3,463.33 35.6161 43.2916 Maintenance Supervisor II E U 04 4031 6,787.08 8,249.76 3,132.50 3,807.58 39.1562 47.5947 Marketing Supervisor E U 04 4070 7,214.48 8,769.30 3,329.76 4,047.37 41.6220 50.5921 Neighborhood & Outreach Services Supervisor I E U 04 4032 6,400.55 7,779.94 2,954.10 3,590.74 36.9263 44.8842 Parking Supervisor E U 04 4034 6,795.32 8,259.77 3,136.30 3,812.20 39.2037 47.6525 Parking/TMP Superintendent E U 04 4035 8,796.65 10,692.39 4,059.99 4,934.95 50.7499 61.6869 Parks Superintendent E U 04 4068 7,164.00 8,707.88 3,306.46 4,019.02 41.3308 50.2377 Parks Supervisor E U 04 4033 6,202.60 7,539.31 2,862.74 3,479.68 35.7843 43.4960 Purchasing Supervisor E U 04 4036 7,300.69 8,874.06 3,369.55 4,095.72 42.1194 51.1965 Recreation Supervisor I E U 04 4037 6,349.29 7,717.60 2,930.44 3,561.97 36.6305 44.5246 Senior Librarian E U 04 4038 6,750.92 8,205.77 3,115.81 3,787.28 38.9476 47.3410 Senior Planner I E U 04 4039 8,213.40 9,983.46 3,790.80 4,607.75 47.3850 57.5969 Senior Planner II E U 04 4040 8,633.43 10,493.99 3,984.66 4,843.38 49.8083 60.5423 Senior Recreation Supervisor E U 04 4041 7,374.06 8,963.20 3,403.41 4,136.86 42.5426 51.7108 Street Tree Supervisor E U 04 4042 6,202.60 7,539.31 2,862.74 3,479.68 35.7843 43.4960 Supervising Engineer E U 04 4043 9,290.93 11,293.21 4,288.12 5,212.25 53.6015 65.1531 Supervising Librarian E U 04 4044 7,421.98 9,021.42 3,425.53 4,163.73 42.8191 52.0466 Supervising Transportation Engineer E U 04 4047 9,379.76 11,401.17 4,329.12 5,262.08 54.1140 65.7760 Supervising Transportation Planner E U 04 4046 8,534.72 10,374.00 3,939.10 4,788.00 49.2387 59.8500 Treatment Plant Technician Supervisor E U 04 4049 9,027.18 10,972.61 4,166.39 5,064.28 52.0799 63.3035 Urban Forest Superintendent E U 04 4050 7,888.25 9,588.17 3,640.73 4,425.31 45.5091 55.3164 Wastewater Collection System Superintendent E U 04 4053 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Wastewater Collection System Supervisor E U 04 4052 8,321.67 10,115.04 3,840.77 4,668.48 48.0096 58.3560 Wastewater Treatment Superintendent E U 04 4054 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Wastewater Treatment Supervisor E U 04 4055 8,861.84 10,771.65 4,090.08 4,971.53 51.1260 62.1441 Water Distribution Superintendent E U 04 4059 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Distribution Supervisor E U 04 4060 9,027.18 10,972.61 4,166.39 5,064.28 52.0799 63.3035 Water Quality Superintendent E U 04 4069 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Service Superintendent E U 04 4072 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Services Supervisor E U 04 4071 8,861.84 10,771.65 4,090.08 4,971.53 51.1260 62.1441 Water Treatment Superintendent E U 04 4057 10,564.28 12,840.99 4,875.82 5,926.61 60.9477 74.0826 Water Treatment Supervisor E U 04 4058 9,027.18 10,972.61 4,166.39 5,064.28 52.0799 63.3035 Waterfront Maintenance Superintendent E U 04 4062 7,805.14 9,487.23 3,602.37 4,378.72 45.0296 54.7340 Waterfront Parking Supervisor E U 04 4061 7,126.45 8,662.25 3,289.13 3,997.96 41.1141 49.9745 Administrator's Office Supervisor* E U 05 5000 7,507.28 9,125.20 3,464.90 4,211.63 43.3113 52.6454 Administrative Supervisor* E U 05 5004 6,233.63 7,576.96 2,877.06 3,497.06 35.9632 43.7133 Information Technology Supervisor* E U 05 5001 9,625.09 11,699.33 4,442.35 5,399.69 55.5294 67.4961 Payroll and A/P Supervisor* E U 05 5005 8,423.11 10,238.37 3,887.59 4,725.40 48.5949 59.0675 Supervising Legal Administrative Assistant* E U 05 5006 6,258.24 7,606.91 2,888.42 3,510.88 36.1052 43.8860 Airport Operations Specialist N C 19 1900 4,677.66 4,911.57 5,157.12 5,414.98 5,685.72 2,158.92 2,266.88 2,380.21 2,499.22 2,624.18 26.9865 28.3360 29.7526 31.2403 32.8023 Airport Operations Specialist Trainee N U 19 1962 3,742.14 3,929.27 4,125.70 4,331.99 4,548.57 1,727.14 1,813.51 1,904.17 1,999.38 2,099.34 21.5892 22.6689 23.8021 24.9922 26.2418 Airport Patrol Officer N C 19 1901 7,329.01 7,695.44 8,080.26 8,484.23 8,908.42 3,382.62 3,551.74 3,729.35 3,915.80 4,111.58 42.2828 44.3968 46.6169 48.9475 51.3948 Airport Patrol Officer II N C 19 1903 8,023.02 8,424.15 8,845.37 9,287.57 9,751.99 3,702.93 3,888.07 4,082.48 4,286.57 4,500.92 46.2866 48.6009 51.0310 53.5821 56.2615 Airport Patrol Officer-Trainee N U 19 1902 5,863.22 6,156.35 6,464.21 6,787.39 7,126.73 2,706.10 2,841.39 2,983.48 3,132.64 3,289.26 33.8262 35.5174 37.2935 39.1580 41.1158 Control Systems Operator Specialist I N C 19 1904 6,485.87 6,810.16 7,150.67 7,508.17 7,883.57 2,993.48 3,143.15 3,300.31 3,465.31 3,638.57 37.4185 39.2894 41.2539 43.3164 45.4821 Control Systems Operator Specialist II N C 19 1905 7,204.43 7,564.66 7,942.91 8,340.06 8,757.04 3,325.12 3,491.38 3,665.96 3,849.26 4,041.71 41.5640 43.6423 45.8245 48.1157 50.5214 Cross Connection Specialist N C 19 1939 6,357.74 6,675.61 7,009.38 7,359.89 7,727.85 2,934.34 3,081.05 3,235.10 3,396.87 3,566.70 36.6793 38.5131 40.4387 42.4609 44.5838 Harbor Patrol Officer N C 19 1906 7,291.29 7,655.85 8,038.66 8,440.60 8,862.64 3,365.21 3,533.47 3,710.15 3,895.66 4,090.45 42.0651 44.1684 46.3769 48.6957 51.1306 Harbor Patrol Officer - Entry N C 19 1907 6,544.48 6,871.71 7,215.24 7,576.01 7,954.77 3,020.53 3,171.56 3,330.11 3,496.62 3,671.43 37.7566 39.6445 41.6264 43.7078 45.8929 Laboratory Analyst Coordinator N C 19 1911 6,702.84 7,037.98 7,389.89 7,759.40 8,147.34 3,093.62 3,248.30 3,410.72 3,581.26 3,760.31 38.6703 40.6037 42.6340 44.7657 47.0039 Laboratory Analyst I N C 19 1909 5,518.46 5,794.43 6,084.15 6,388.33 6,707.76 2,546.98 2,674.35 2,808.07 2,948.46 3,095.89 31.8372 33.4294 35.1009 36.8558 38.6986
TREATMENT AND PATROL
SUPERVISOR/CONFIDENTIAL
HR\PSCR Page 8 06/07/2022
Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Step I Step 2 Step 3 Step 4 Step 5 Unit Job
Class
Monthly Biweekly Hourly
Classification Title FLSA Service
Status
Laboratory Analyst II N C 19 1910 6,124.06 6,430.23 6,751.77 7,089.36 7,443.82 2,826.49 2,967.80 3,116.20 3,272.01 3,435.61 35.3311 37.0975 38.9525 40.9001 42.9451 Lead Meter Reader/Water Distribution OIT N C 19 1912 4,574.79 4,803.52 5,043.70 5,295.90 5,560.69 2,111.44 2,217.01 2,327.86 2,444.26 2,566.47 26.3930 27.7126 29.0982 30.5533 32.0809 Lead Park Ranger N C 19 1955 6,449.54 6,771.98 7,110.61 7,466.14 7,839.41 2,976.71 3,125.53 3,281.82 3,445.91 3,618.19 37.2089 39.0691 41.0228 43.0739 45.2274 Meter Reader/Water Distribution OIT N C 19 1913 4,161.17 4,369.21 4,587.70 4,817.06 5,057.91 1,920.54 2,016.56 2,117.40 2,223.26 2,334.42 24.0067 25.2070 26.4675 27.7907 29.1803 Park Ranger N C 19 1914 5,863.22 6,156.35 6,464.21 6,787.39 7,126.73 2,706.10 2,841.39 2,983.48 3,132.64 3,289.26 33.8262 35.5174 37.2935 39.1580 41.1158 Reclamation Specialist N C 19 1924 4,832.45 5,074.05 5,327.75 5,594.12 5,873.88 2,230.36 2,341.87 2,458.96 2,581.90 2,711.02 27.8795 29.2734 30.7370 32.2738 33.8878 Reservoir & Dam Caretaker/Distribution Operator N C 19 1915 5,610.35 5,890.84 6,185.38 6,494.67 6,819.41 2,589.39 2,718.85 2,854.79 2,997.54 3,147.42 32.3674 33.9856 35.6849 37.4693 39.3427 Senior Airport Operations Specialist N C 19 1916 5,213.98 5,474.69 5,748.43 6,035.86 6,337.61 2,406.45 2,526.78 2,653.12 2,785.78 2,925.05 30.0806 31.5847 33.1640 34.8222 36.5631 Senior Control Systems Operator Specialist N C 19 1917 7,888.01 8,282.43 8,696.59 9,131.42 9,587.93 3,640.62 3,822.66 4,013.81 4,214.50 4,425.20 45.5078 47.7833 50.1726 52.6812 55.3150 Senior Cross Connection Specialist E C 19 1959 6,657.99 6,990.88 7,340.36 7,707.46 8,092.80 3,072.92 3,226.56 3,387.86 3,557.29 3,735.14 38.4115 40.3320 42.3482 44.4661 46.6893 Senior Treatment Plant Technician N C 19 1918 6,232.16 6,543.79 6,870.98 7,214.50 7,575.21 2,876.38 3,020.21 3,171.22 3,329.77 3,496.25 35.9547 37.7526 39.6402 41.6221 43.7031 Senior Wastewater Collection System Operator N C 19 1919 5,388.65 5,658.12 5,941.02 6,238.05 6,549.99 2,487.07 2,611.44 2,742.01 2,879.10 3,023.07 31.0884 32.6430 34.2751 35.9888 37.7884 Senior Wastewater Collection System Outreach Program
Coordinator N C 19 1958 7,356.31 7,724.15 8,110.35 8,515.89 8,941.70 3,395.22 3,564.99 3,743.24 3,930.41 4,126.94 42.4403 44.5624 46.7905 49.1301 51.5867 Senior Wastewater Treatment Plant Operator N C 19 1921 7,493.22 7,867.88 8,261.24 8,674.34 9,108.04 3,458.41 3,631.33 3,812.88 4,003.54 4,203.71 43.2301 45.3916 47.6610 50.0442 52.5464 Senior Water Distribution Operator N C 19 1920 5,389.19 5,658.68 5,941.56 6,238.66 6,550.61 2,487.32 2,611.70 2,742.26 2,879.38 3,023.36 31.0915 32.6462 34.2783 35.9923 37.7920 Treatment Plant Technician N C 19 1923 5,668.67 5,952.09 6,249.75 6,562.18 6,890.33 2,616.31 2,747.12 2,884.50 3,028.70 3,180.15 32.7039 34.3390 36.0562 37.8588 39.7519 Wastewater Collection System Lead Operator N C 19 1927 5,924.32 6,220.57 6,531.53 6,858.15 7,201.03 2,734.30 2,871.03 3,014.55 3,165.30 3,323.55 34.1788 35.8879 37.6819 39.5663 41.5444 Wastewater Collection System Operator I N C 19 1925 4,415.88 4,636.67 4,868.50 5,111.93 5,367.53 2,038.10 2,140.00 2,247.00 2,359.35 2,477.32 25.4762 26.7500 28.0875 29.4919 30.9665 Wastewater Collection System Operator II N C 19 1926 4,901.48 5,146.53 5,403.88 5,674.09 5,957.77 2,262.22 2,375.32 2,494.10 2,618.81 2,749.74 28.2778 29.6915 31.1763 32.7351 34.3717 Wastewater Collection System Operator Technician I N C 19 1929 5,446.78 5,719.11 6,005.11 6,305.33 6,620.60 2,513.90 2,639.59 2,771.59 2,910.15 3,055.66 31.4237 32.9949 34.6449 36.3769 38.1958 Wastewater Collection System Project Coordinator N C 19 1954 6,551.59 6,879.17 7,223.10 7,584.27 7,963.50 3,023.81 3,175.00 3,333.74 3,500.43 3,675.46 37.7976 39.6875 41.6718 43.7554 45.9432 Wastewater Compliance Specialist N C 19 1953 5,496.16 5,770.98 6,059.52 6,362.50 6,680.64 2,536.69 2,663.53 2,796.70 2,936.54 3,083.37 31.7086 33.2941 34.9587 36.7067 38.5421 Wastewater Treatment Plant Chief Operator N C 19 1932 7,887.58 8,282.00 8,696.09 9,130.90 9,587.39 3,640.42 3,822.46 4,013.58 4,214.26 4,424.95 45.5053 47.7807 50.1697 52.6782 55.3119 Wastewater Treatment Plant OIT N U 19 1931 4,915.52 5,161.26 5,419.35 5,690.32 5,974.84 2,268.70 2,382.12 2,501.24 2,626.30 2,757.62 28.3588 29.7765 31.2655 32.8287 34.4702 Wastewater Treatment Plant Operator I N C 19 1933 5,874.51 6,168.20 6,476.64 6,800.45 7,140.51 2,711.31 2,846.86 2,989.22 3,138.67 3,295.62 33.8914 35.5857 37.3653 39.2334 41.1952 Wastewater Treatment Plant Operator II N C 19 1934 6,183.82 6,493.02 6,817.70 7,158.56 7,516.54 2,854.07 2,996.78 3,146.63 3,303.95 3,469.17 35.6759 37.4598 39.3329 41.2994 43.3646 Wastewater Treatment Plant Operator III N C 19 1935 6,862.14 7,205.32 7,565.52 7,943.78 8,341.00 3,167.14 3,325.53 3,491.78 3,666.36 3,849.69 39.5893 41.5691 43.6473 45.8295 48.1211 Water Distribution Chief Operator N C 19 1957 7,888.01 8,282.43 8,696.59 9,131.42 9,587.93 3,640.62 3,822.66 4,013.81 4,214.50 4,425.20 45.5078 47.7833 50.1726 52.6812 55.3150 Water Distribution Equipment Operator N C 19 1930 5,610.35 5,890.84 6,185.38 6,494.67 6,819.41 2,589.39 2,718.85 2,854.79 2,997.54 3,147.42 32.3674 33.9856 35.6849 37.4693 39.3427 Water Distribution Lead Operator N C 19 1937 5,924.90 6,221.15 6,532.18 6,858.80 7,201.72 2,734.57 2,871.30 3,014.85 3,165.60 3,323.87 34.1821 35.8913 37.6856 39.5700 41.5484 Water Distribution Lead Operator Technician N C 19 1938 6,550.85 6,878.39 7,222.32 7,583.46 7,962.61 3,023.47 3,174.64 3,333.38 3,500.06 3,675.05 37.7934 39.6830 41.6673 43.7507 45.9381 Water Distribution OIT N U 19 1941 3,977.65 4,176.51 4,385.36 4,604.60 4,834.83 1,835.84 1,927.62 2,024.01 2,125.20 2,231.46 22.9480 24.0953 25.3001 26.5650 27.8932 Water Distribution Operator I N C 19 1945 4,415.88 4,636.67 4,868.52 5,111.90 5,367.51 2,038.10 2,140.00 2,247.01 2,359.34 2,477.31 25.4763 26.7500 28.0876 29.4918 30.9664 Water Distribution Operator II N C 19 1947 4,901.95 5,147.07 5,404.40 5,674.61 5,958.31 2,262.44 2,375.57 2,494.34 2,619.05 2,749.99 28.2805 29.6946 31.1792 32.7381 34.3749 Water Distribution Operator Technician OIT N U 19 1936 4,766.13 5,004.46 5,254.71 5,517.42 5,793.26 2,199.75 2,309.75 2,425.25 2,546.50 2,673.81 27.4969 28.8719 30.3156 31.8312 33.4226 Water Distribution Operator Technician I N C 19 1948 5,392.86 5,662.50 5,945.64 6,242.90 6,555.03 2,489.01 2,613.46 2,744.14 2,881.34 3,025.40 31.1126 32.6682 34.3017 36.0167 37.8175 Water Distribution Operator Technician II N C 19 1949 5,928.95 6,225.35 6,536.66 6,863.52 7,206.68 2,736.44 2,873.24 3,016.92 3,167.78 3,326.16 34.2055 35.9155 37.7115 39.5972 41.5770 Water Distribution Operator/Emergency Services N C 19 1950 5,924.90 6,221.15 6,532.18 6,858.80 7,201.72 2,734.57 2,871.30 3,014.85 3,165.60 3,323.87 34.1821 35.8913 37.6856 39.5700 41.5484 Water Distribution Project Coordinator N C 19 1956 6,551.59 6,879.17 7,223.10 7,584.27 7,963.50 3,023.81 3,175.00 3,333.74 3,500.43 3,675.46 37.7976 39.6875 41.6718 43.7554 45.9432 Water Meter Technician I N C 19 1960 4,766.13 5,004.46 5,254.71 5,517.42 5,793.26 2,199.75 2,309.75 2,425.25 2,546.50 2,673.81 27.4969 28.8719 30.3156 31.8312 33.4226 Water Meter Technician II N C 19 1961 5,392.86 5,662.50 5,945.64 6,242.90 6,555.03 2,489.01 2,613.46 2,744.14 2,881.34 3,025.40 31.1126 32.6682 34.3017 36.0167 37.8175 Water Treatment Chief Operator N C 19 1940 7,888.01 8,282.43 8,696.59 9,131.42 9,587.93 3,640.62 3,822.66 4,013.81 4,214.50 4,425.20 45.5078 47.7833 50.1726 52.6812 55.3150 Water Treatment Plant OIT N U 19 1942 4,915.67 5,161.39 5,419.51 5,690.47 5,975.02 2,268.77 2,382.18 2,501.31 2,626.37 2,757.70 28.3596 29.7772 31.2664 32.8296 34.4712 Water Treatment Plant Operator II N C 19 1944 6,183.84 6,493.02 6,817.70 7,158.58 7,516.51 2,854.08 2,996.78 3,146.63 3,303.96 3,469.16 35.6760 37.4597 39.3329 41.2995 43.3645 Water Treatment Plant Operator III N C 19 1946 6,861.83 7,204.95 7,565.18 7,943.41 8,340.58 3,167.00 3,325.36 3,491.62 3,666.19 3,849.50 39.5875 41.5670 43.6452 45.8274 48.1188 Water/Wastewater Maintenance Planner/Scheduler N C 19 1951 7,166.16 7,524.47 7,900.66 8,295.76 8,710.48 3,307.46 3,472.83 3,646.46 3,828.81 4,020.22 41.3433 43.4104 45.5808 47.8601 50.2528 HR\PSCR Page 9 06/07/2022
Subsection 2(a). The salaries of employees holding classifications or positions which are reclassified downward or for which the salary is adjusted as a result of salary surveys or other studies conducted by the City may be "Y" rated. When "Y" rated, the employee's salary shall be maintained at its current salary level until the salary applicable to the appropriate step in the employee's assigned classification is increased to equal the employee's current salary level. Thereafter, the employee's salary shall no longer be "Y" rated. As used herein, the term "current salary level" shall mean the salary which the employee was receiving at the time the salary for his assigned classification was reduced.
Subsection 2(b). As provided by Municipal Code Section 3.04.161, regular part-time employees working in the classifications contained herein shall serve in the unclassified service. Regular part-time employees shall be paid on an hourly basis the salaries provided herein for the appropriate classification.
Subsection 2(c). Any employee designated as "Confidential" by the City Administrator shall be paid an increase in pay equal to two and one-half percent (2½%) for the applicable step and range.
Subsection 2(d). Managers and Professional Attorneys will receive salary and benefits as established by resolution, ordinance, and administrative procedure, and as reflected in the Management and Performance Compensation Plan, the Professional Attorney’s Performance and Compensation Plan, the Police Managers' Association (PMA) MOU/Agreement, and the Fire Managers' Association (FMA) MOU/Agreement .
Subsection 2(e). Any employee designated by the City Administrator as an Administrative Fire Captain, working forty (40) hours a week, shall be paid an increase in pay equal to three percent (3.0%) in order to maintain a salary approximately equal to a fifty-six (56) hours per week Fire Captain.
Subsection 2(f): Salary ranges for non-management positions shall have 5 steps. Appointments shall be made at Step 1 in the salary range, except as may be provided by ordinance or authorized by the City Administrator based on extraordinary qualifications. All step increases shall be based upon the equivalent of one year of satisfactory performance at the lower step in the appropriate range.
Subsection 2(g): The City Administrator may appoint a professional attorney or management employee to a salary anywhere between the minimum and maximum of the salary range.
Subsection 2(h): Employees may serve in an hourly assignment in the classifications listed herein as provided under Santa Barbara Municipal Code Section 3.04.160. All such appointments shall be made at Step 1 in the salary range, except as may be provided by ordinance or authorized by the City Administrator based on extraordinary qualifications. In the alternative, the City Administrator may authorize the creation of limited or temporary hourly classifications. Such limited or temporary (“L/T”) hourly classifications shall be paid an hourly rate of not less than the applicable state or federal minimum wage and not greater than $150.00 per hour, or such greater amount as may be provided by ordinance. The official salary schedules for such limited or temporary hourly classifications shall be made publicly available on the City’s web site.
HR\PSCR 10 06/07/2022
ORDINANCE NO. _______
AN ORDINANCE OF THE COUNCIL OF THE CITY OF SANTA BARBARA ADOPTING THE 2022-2024 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF
SANTA BARBARA AND THE SANTA BARBARA CITY EMPLOYEES' ASSOCIATION (GENERAL UNIT) AND PROVIDING FOR COMPENSATION CHANGES FOR CONFIDENTIAL EMPLOYEES.
THE CITY COUNCIL OF THE CITY OF SANTA BARBARA DOES ORDAIN AS FOLLOWS:
SECTION 1. The Memorandum of Understanding between the City of Santa Barbara and the Santa Barbara City Employees' Association, Local 620, Service Employees' International Union, effective April 1, 2022 and attached hereto and incorporated herein by reference as Exhibit "A" (hereinafter the “MOU”) is hereby adopted.
SECTION 2. The City Administrator is authorized to provide the same salary and benefit increases provided in the M.O.U. to unrepresented confidential employees.
SECTION 3. During the term of the M.O.U., the City Administrator is hereby authorized to implement the terms contained therein without further action by the City Council, unless such further action is explicitly required by state or federal law. This authorization shall include, but not be limited to, the authority to implement employee salary increases and changes to the salary schedule(s) that were adopted with the annual budget.
2022-2024
MEMORANDUM OF UNDERSTANDING
BETWEEN
THE CITY OF SANTA BARBARA
AND THE
SANTA BARBARA CITY EMPLOYEES' ASSOCIATION, LOCAL 620
SERVICE EMPLOYEES' INTERNATIONAL UNION
THIS AMENDED AGREEMENT IS ENTERED INTO AS OF ___________ BETWEEN THE CITY OF SANTA BARBARA, HEREINAFTER REFERRED TO AS THE "CITY", AND THE SANTA BARBARA CITY EMPLOYEES' ASSOCIATION, LOCAL 620, SERVICE EMPLOYEES' INTERNATIONAL UNION, HEREINAFTER REFERRED TO AS "THE UNION".
Pursuant to Section 3.12 of the Municipal Code of the City of Santa Barbara and Section 3500 et. seq. of the Government Code, the duly authorized representatives of the City and the Union, having met and conferred in good faith concerning the issue of wages, hours, and terms and conditions of employment, as herein set forth, declare their agreement to the provisions of this Memorandum of Understanding.
FOR THE CITY: FOR THE UNION:
Wendy Levy, Human Resources Director
_______________________________________
Stanley Macias, Painter
Sam Ramirez, Administrative Analyst III
_______________________________________
Brad Klein, Sr. Maintenance Worker
________________________________
Keith DeMartini, Finance Director
________________________________________
Aundray Richey, Senior Streets Maintenance
Worker
________________________________
John Doimas, Assistant City Attorney
________________________________________
Zac Smith, Web Services Tech
________________________________
Kristina Hernandez, Library Services Manager
_________________________________________
Bryan Latchford, Environmental Services Specialist
________________________________
Joshua Haggmark, Water Resources Manager Dana Hoffenberg, Recreation Coordinator ________________________________
Megan Wilson, Human Resources Analyst II
____________________________________
Laura Robinson, Field Representative SEIU Local 620
Exhibit A
TABLE OF CONTENTS
Alphabetical by Article Title
ARTICLE TITLE PAGE
1. BENEFITS – PERMANENT PART-TIME EMPLOYEES .................................................................1
2. BEREAVEMENT LEAVE .................................................................................................................1
3. BILINGUAL SKILLS.........................................................................................................................1
4. BULLETIN BOARDS........................................................................................................................2
5. CAFETERIA PLAN ..........................................................................................................................2
6. CATASTROPHIC LEAVE ................................................................................................................3
7. CLASS A DRIVER’S LICENSE FOR STREETS .............................................................................3
8. CITY RIGHTS AND EMPLOYEE RIGHTS ......................................................................................3
9. DEPENDENT CARE........................................................................................................................3
10. DISABILITY RETIREMENT .............................................................................................................3
11. DISCIPLINARY ACTION .................................................................................................................4
12. DISCOUNTS AND INCENTIVES.....................................................................................................4
13. DIVE SHIFT DIFFERENTIAL...........................................................................................................4
14. DOMESTIC PARTNERSHIP HEALTH BENEFITS..........................................................................4
15. DRESS CODES...............................................................................................................................5
16. DRUG AND ALCOHOL TESTING POLICIES .................................................................................5
17. ENGINEER PROFESSIONAL REGISTRATION PAY.....................................................................5
18. EQUAL EMPLOYMENT OPPORTUNITY........................................................................................5
19. FLEXIBLE STAFFING .....................................................................................................................6
20. GRIEVANCES/DISPUTES ..............................................................................................................6
21. HEALTH AND SAFETY ...................................................................................................................8
22. HEALTH INSURANCES (MEDICAL, DENTAL, VISION) ................................................................9
23. HOLIDAYS.....................................................................................................................................10
24. IMPLEMENTATION OF MOU........................................................................................................11
25. JOB ANNOUNCEMENT, TRANSFERS AND RULE OF 10 ..........................................................11
26. JURY/WITNESS DUTY .................................................................................................................12
27. LAYOFF POLICY...........................................................................................................................12
28. LEAVES OF ABSENCE AND BENEFITS DURING SUCH LEAVES ............................................13
29. LIFE INSURANCE .........................................................................................................................14
30. LONG-TERM DISABILITY .............................................................................................................14
31. MAINTENANCE OF BENEFITS ....................................................................................................14
32. MECHANICS' TOOLS....................................................................................................................14
33. MUNICIPAL CODE CHANGES .....................................................................................................15
34. NATURAL DISASTER ...................................................................................................................15
35. NO STRIKE OR LOCKOUT...........................................................................................................15
36. OVERTIME ....................................................................................................................................15
37. PAYROLL ......................................................................................................................................16
38. PERSONAL LEAVE.......................................................................................................................17
39. PERSONAL PROPERTY DAMAGE REIMBURSEMENT .............................................................17
40. PROBATIONARY PERIOD............................................................................................................18
41. PURPOSE .....................................................................................................................................18
42. RECOGNITION..............................................................................................................................18
43. REPRESENTATION - UNION OFFICERS AND REPRESENTATIVES........................................19
44. RETIREE MEDICAL INSURANCE CONTRIBUTION....................................................................19
45. RETIREMENT................................................................................................................................20
46. RETROACTIVITY ..........................................................................................................................21
47. SAFETY EQUIPMENT...................................................................................................................21
48. SALARIES & COMPENSATION ANALYSIS/SALARY SURVEY ..................................................21
49. SERVICE CREDIT FOR SICK LEAVE UPON RETIREMENT ......................................................22
50. SEVERABILITY .............................................................................................................................23
51. SHIFT DIFFERENTIAL ..................................................................................................................23
52. SICK LEAVE..................................................................................................................................23
53. STANDBY PAY..............................................................................................................................24
54. STATE DISABILITY INSURANCE (SDI) AND STATE PAID FAMILY LEAVE INSURANCE (PFL)........................................................................................................................24
55. SURVEILLANCE CAMERAS.........................................................................................................25
56. TERM OF AGREEMENT AND RENEWAL....................................................................................25
57. TRAINING......................................................................................................................................25
58. UNAUTHORIZED LEAVE..............................................................................................................26
59. UNIFORM MAINTENANCE ALLOWANCE ...................................................................................26
60. UNION BUSINESS ATTENDANCE...............................................................................................27
61. UNION NOTICE- EMPLOYEE ORIENTATION .............................................................................27
62. UNION SECURITY ........................................................................................................................27
63. UNION STEWARDS ......................................................................................................................27
64. USE OF COMPUTER RESOURCES ............................................................................................28
65. VACATION POLICY ......................................................................................................................28
66. VACATION & SICK LEAVE ADVANCED CREDIT UPON HIRE...................................................28
67. WAIVER.........................................................................................................................................29
68. WORK SCHEDULE .......................................................................................................................29
69. WORKERS' COMPENSATION......................................................................................................30
70. WORKING OUT OF CLASSIFICATION ........................................................................................31 APPENDIX A - Shift Differential Examples
APPENDIX B - Family Friendly Personnel Policies
APPENDIX C- City of Santa Barbara Drug and Alcohol Testing Policy For General Unit Employees APPENDIX D- 9/80 Work Schedule Policy
APPENDIX E- Agreement Regarding Parks Caretakers
APPENDIX F- Holiday Closure Plan
Memorandum of Understanding- General Bargaining Unit Page 1
1. BENEFITS – PERMANENT PART-TIME EMPLOYEES
a. Employees filling positions authorized by the City Council in the City’s official list of authorized positions at 20 hours or more per week on a less than full time basis shall receive benefits as follows:
i. Cafeteria plan contribution, medical contribution, dental contribution, vision contribution, holiday time, bilingual pay, and other benefits, equal to the percent of time regularly scheduled versus a regular work week rounded up to the nearest ten percent (10%), unless otherwise stipulated in this Agreement.
ii. Vacation and sick leave equal to the percent of time worked versus a regular work week.. b. Notwithstanding the above, the City may create one or more hybrid “part-time/seasonal” Recreation Program Leader positions with Cafeteria plan contribution, medical contribution, dental contribution, vision contribution, and holiday benefits pro-rated at the regular part-time (PPT) level. These positions may be required to flex-up to full-time during the summer season without a corresponding increase in benefits. (Example: Employee works 25 hours per week year-round, qualifying for 70% benefits, and can be required to work 40 hours for the summer season without a benefit increase from 70%). c. Employees already filling positions authorized by City Council in the official 2004-2005 Position and Salary Control Resolution at 20 hours or more per week on a less-than-full-time basis as of September 3, 2004 will continue to receive full-time health benefits (cafeteria plan contribution, medical contribution, dental contribution, vision contribution).
2. BEREAVEMENT LEAVE
a. The bereavement leave policy shall be up to forty hours leave with pay, prorated for part time employees, and shall include the following immediate family members: mother, father, brother, sister, spouse, child, grandparents by blood or marriage, grandchildren by blood or marriage, mother-in-law, fatherin-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, person standing in loco parentis (in place of the parents), and step family members. In addition to the immediate family members listed herein, an employee shall be eligible for bereavement leave with pay for his/her domestic partner and the domestic partner’s immediate family, as defined above. In order to receive this benefit, domestic partners must be registered with the City Clerk’s office or the Secretary of State.
The intent of bereavement leave is to provide employees with adequate time to be with their immediate family during a period of anguish, whether it be at the time of death, preparation of funeral arrangements and/or to attend a funeral.
b. The parties agree that co-worker funeral attendance will be acceptable to the City upon Department Head approval consistent with maintenance of operations. c. Though bereavement leave pay is not applicable, the City shall encourage departments to make reasonable efforts to allow employees to use accrued vacation, compensatory time, or personal leave to attend the funeral of an aunt, uncle, or cousin.
3. BILINGUAL SKILLS
a. The City and the Union agree to encourage employees to voluntarily develop bilingual skills in instances where the public contact nature of their jobs would make such skills valuable.
Memorandum of Understanding- General Bargaining Unit Page 2 Any employee whose duty assignments require frequent and regular use of bilingual language skills in Spanish and in English with members of the public shall be designated by the Department Head in writing and said designation shall be approved by the Human Resources Manager, who shall test and certify the employees for language proficiency.
As used in this section, the phrase "regular and frequent" means at least several times in each working week. Designation of the bilingual language skill is restricted to the actual needs of the position. An employee's ability to read, write or speak Spanish occasionally or, incidental use of language skills in Spanish, or the use of bilingual skills other than for the purpose of meeting the requirements of the job shall not warrant a bilingual designation.
b. The City shall provide an updated list of designated employees at the Union's written request no more than once every six (6) months.
c. All employees designated for use of bilingual skills by their Department Head shall receive $100.00 per pay period.
d. The City may select employees to serve on the City’s Spanish language communication committee (“Cadre”). In addition to their regular bilingual pay, employees selected to serve on the Cadre will receive an additional $10.00 per hour when attending Cadre meetings and training, and when performing Cadre duties, as directed by the City Administrator or his/her designee. The City will have the sole discretion to determine qualifications and eligibility of Cadre members, which employees may serve on the Cadre, and how many hours such employees may devote to Cadre duties. e. Employees on the Cadre must establish to the satisfaction of the Human Resources Manager a highly complex level of professional oral and writing proficiency, as demonstrated by appropriate testing every other year. Employees on the Cadre who are not on approved leave are subject to after-hours callback to the Emergency Operations Center or other Cadre assignment during an emergency.” f.
4. BULLETIN BOARDS
The City agrees to furnish space for Union-purchased bulletin boards of a reasonable size for posting of Union material. The specific locations of the bulletin boards shall be approved by the City and shall include but not be limited to the following work stations:
Bulletin Board Locations
City Hall Police Department
Main Library and Branches Harbor Maintenance Shop
Street Division Parks Department
Golf Course Maintenance Water Resources Division-Yard Public Works-Engineering ICS-Garage
Fire Dept. Station #1 Wastewater Treatment Plant
Airport Maintenance Shop Recreation Department Administration Building Airport Administration Building Community Development Other workstations may be added upon approval of the City by mutual agreement.
5. CAFETERIA PLAN
a. A flexible benefits plan known as a "125 Cafeteria Plan" and the "pre-tax advantage” provisions related to an employee's medical, dental, vision, psychological and supplemental life insurance premium contributions and flexible spending accounts within the meaning of Section 125(d) of the Internal Revenue Code shall be provided to employees. Each employee shall be eligible to allocate a discretionary amount of $362.38 per month.
b. If medical, dental, and vision insurance plan selections exceed the cafeteria plan allocation, the City Memorandum of Understanding- General Bargaining Unit Page 3 will pay the difference of these respective insurance premiums up to the amounts in the Medical Insurance, Dental Insurance and Vision Insurance sections of the Health Insurance article of this MOU; said excess premium payments cannot be applied to any other element of the cafeteria plan.
6. CATASTROPHIC LEAVE
Employees will be covered by the Citywide Catastrophic Leave Policy, dated September 22, 2016, and incorporated herein by reference. This policy allows employees to voluntarily donate eligible accrued time off to a coworker dealing with a catastrophic illness or injury to the coworker and/or his spouse, registered domestic partner, or child. Within 30 days of MOU ratification, City will conduct a Citywide survey to determine support for adding parents to the Catastrophic Leave Policy. The survey will request feedback on the possibility of adding parents to the policy, but only for employee-specific donations for parental catastrophic illness.
7. CLASS A DRIVER’S LICENSE FOR STREETS
Whereas the City will require streets maintenance classification at the level of Streets Maintenance Worker II and above to have a Class A driver’s license by July 1, 2019, it is agreed that:
The City will provide on-duty driver training and reimburse employees for DMV fees related to getting the license.
Newly hired or promoted employees will have 9 months to get such certification. Existing employees will be grandfathered in their current classification and will not be required to get a Class A while they remain in that classification. .
8. CITY RIGHTS AND EMPLOYEE RIGHTS
The parties agree that the City has an exclusive right to manage and direct the performance of services and work force performing such services unless the City has specifically delegated, abridged, or modified any such rights in this agreement. Such rights shall include but not be limited to the sole right to determine the organizational structure of the City, establish levels and types of services to be provided, determine the methods, means, and number of personnel by which operations are to be conducted, including sole authority to contract or subcontract for municipal services, and to exercise complete control and discretion over the technology of performing the City's work. The City retains complete authority over the policies and direction and administration of all City Departments including but not limited to standards and methods of selection for employment; promotion and performance evaluation; disciplinary action; relief of employees from duty because of lack of work or other legitimate reasons; maintenance of the efficiency of government operations; and determination of the content of job classifications consistent with applicable laws and with due regard for provisions of this agreement.
Employees represented by the Union shall have the right to form, join, and participate in the activities of the Union for the purpose of representation on all matters of employee relations. The City shall not interfere with, intimidate, restrain, coerce, or discriminate against employees because of their exercise of these rights.
9. DEPENDENT CARE
The City will provide a pre-tax salary reduction plan for employee dependent care needs in accordance with Section 129 of the Internal Revenue Code.
10. DISABILITY RETIREMENT
a. An employee found either physically or mentally incompetent to perform his/her regular duties shall, if possible, be provided with the opportunity for transfer, promotion or demotion to a position for which he/she possesses the physical or mental competence, or other action pursuant to Federal or State law and/or City Charter.
b. An employee found not to be disabled within 90 days shall be reinstated with back pay and benefits Memorandum of Understanding- General Bargaining Unit Page 4 to the date such pay and benefits ceased.
c. An employee eligible to retire for disability shall be entitled to use sick leave benefits to extend the date the employee is first eligible to receive retirement benefits for up to a maximum of ninety (90) calendar days.
11. DISCIPLINARY ACTION
a. Depending on the nature of the behavior addressed, disciplinary action may include any of the following: oral reprimand, written reprimand, suspension without pay, demotion, or dismissal. b. Classified employees subject to disciplinary action may have rights to pre- or post- disciplinary procedural steps under Chapter 3.16 of the Santa Barbara Municipal Code. c. The City may provide the option of forfeiture of vacation time in lieu of taking other disciplinary action pursuant to Charter Section 1007 and enabling ordinances.
12. DISCOUNTS AND INCENTIVES
a. Bargaining unit members shall be eligible to participate in and shall receive any benefits provided by any established Citywide Alternative Transportation Program. b. Waterfront Department employees, and other employees regularly scheduled to work in the waterfront area, will be eligible to purchase an unlimited annual waterfront parking pass at the same rate as harbor slip holders. Beginning for calendar year 2014, the prior limited annual pass program was closed to new participants; thereafter, only employees who elected the limited pass in calendar year 2013 will be eligible for a limited pass. Waterfront employees who carpool (defined as 2 or more employees commuting to work together in a single vehicle) will be eligible for free carpool vehicle parking in designated spaces during working hours under terms similar to those offered to other City employees. c. The City will provide notice to new employees of employee discounts available for recreation programs and facility use. The Human Resources Division will also make such information available to employees on its internal website.
13. DIVE SHIFT DIFFERENTIAL
a. Waterfront maintenance employees who are authorized and agree to assignment(s) by the department to conduct underwater dive operations in the performance of maintenance-related duties, will be eligible for dive shift differential for each shift that the employee performs dive operations. b. Differential pay will be at an hourly rate equivalent to the graveyard shift differential. All time setting up dive equipment, performing safety checks, and donning and doffing dive gear (wetsuit, BCD, etc.) as authorized by management shall be considered dive operations on City paid time. c. Divers must comply with all dive certification and safety rules promulgated by the City. An employee scheduled to perform dive operations may choose not to dive at any time, by notifying the employee’s supervisor, if the employee has a concern that to do so would likely jeopardize the safety of themselves, a co-worker, or member of the public due to weather conditions or any other reason.
14. DOMESTIC PARTNERSHIP HEALTH BENEFITS
The City shall allow same sex and opposite sex domestic partners dependent coverage under the medical, dental, and vision plans. In order to receive this benefit, domestic partners must be registered with the City Memorandum of Understanding- General Bargaining Unit Page 5 Clerk’s office or the Secretary of State. The affected employee(s) shall be responsible for all tax consequences of this benefit.
15. DRESS CODES
It is agreed that employees recognize and will comply with standards of dress consistent with the positive representation of the City government through its employees and consistent with uniform requirements and safety policies established by the City. Failure to do so will result in an employee being directed to conform to the appropriate dress standard. The Department Head may issue written guidelines for dress that are consistent with the above standard for a work unit. Said guidelines will be given to new employees at the time of hire. The City will provide the Union with Department Dress Guidelines and, upon request, will meet and consult with Union over potential impacts to terms and conditions of employment.
16. DRUG AND ALCOHOL TESTING POLICIES
Employees with commercial driver’s licenses in “safety sensitive” positions are subject to the City of Santa Barbara Drug and Alcohol Testing Policy Pursuant to Department of Transportation Regulations.
Employees not subject to the City of Santa Barbara Drug and Alcohol Testing Policy Pursuant to Department of Transportation Regulations are subject to pre-employment drug testing and post-accident drug and alcohol testing pursuant to the City of Santa Barbara Drug and Alcohol Testing Policy for General Unit Employees, attached hereto as Appendix C.
17. ENGINEER PROFESSIONAL REGISTRATION PAY
a. When the Department Head assigns an employee in the classification of Project Engineer I or Project Engineer II in the Public Works Engineering Division to maintain the ability to assume responsible charge for sealing City design projects by using his/her professional registration, that employee shall receive an additional 5.0% of his/her base salary. The employee must maintain a current California registration to remain eligible for such pay.
b. With the written approval of the City Administrator, based on the needs of the City, the Department Head may also assign such responsibility, with corresponding registration pay, to either:
i. A Project Engineer I or Project Engineer II with current California registration as a professional engineer who is assigned to a Division other than the Engineering Division, or
ii. An employee in a classification other than Project Engineer I or Project Engineer II with current California registration as a professional engineer; iii. An employee who is not a registered engineer, but who is a licensed architect in California.
c. City agrees to provide the union a list of employees receiving such pay upon the unions’ request.
18. EQUAL EMPLOYMENT OPPORTUNITY
a. The City and the Union agree that the provisions of this agreement shall be applied equally to all employees covered herein without favor or discrimination because of race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, pregnancy, age, sexual orientation, political or religious affiliations, union membership, or military and veteran status. b. The City and the Union agree to commit themselves to the goal of equal employment opportunity in all City services. Further, the Union agrees to encourage their members to assist in the implementation of the equal employment opportunity program.
Memorandum of Understanding- General Bargaining Unit Page 6 c. Repeated discourteous treatment by any City employee of fellow coworkers may be reported to the supervisor or Human Resources. Such behavior, or retaliation against a coworker for reporting such behavior in good faith, may subject the employee to corrective action up to and including discipline. d. Complaints may also be made under the terms of the Workplace Security Policy contained in the City’s Injury and Illness Prevention Program (IIPP) or the Non-discrimination and Harassment Policy, as appropriate.
19. FLEXIBLE STAFFING
The City may choose to flexibly staff classifications within any class series containing an entry and journey level position. Flexible staffing gives the City the ability to hire employees at the entry level or the journey level depending upon applicant qualifications and City staffing needs.
An official list of the flexibly staffed classifications shall be maintained by Human Resources. Classifications designated as flexibly staffed would not require an examination nor the establishment of an eligible list for an incumbent to promote from the entry level to the journey level classification. The City retains the exclusive right to determine if and when an employee may advance from the entry to the journey level.
Flexible staffing does not preclude the City from identifying certain positions that would be permanently assigned to the entry level for as long as their duties and responsibilities remain within the entry-level classification.
20. GRIEVANCES/DISPUTES
a. Grievances shall be defined as an alleged violation of this agreement or dispute regarding interpretations, application, or enforcement of this agreement or the City Charter, City ordinances, resolutions, and written policies related to personnel policies and working conditions. Grievances shall not include disagreements, disputes, or activities regarding or pertaining to examinations for employment or promotion, disciplinary action, performance evaluations, probationary terminations and items subject to meet and confer.
No act or activity which may be grievable may be considered for resolution unless a grievance is filed in accordance with the procedure contained herein within twenty (20) working days of the date the grievable activity occurred or the date the employee could reasonably have known such activity occurred. b. The Union agrees that whenever investigation or processing of a grievance is to be transacted during working hours, only the amount of time necessary to bring about a prompt disposition of the matter will be utilized. At the City's discretion, time spent by City employees on the investigation and processing of grievances will be recorded on a form provided by management.
Stewards will be permitted reasonable time off with pay for the investigation and processing of grievances after first obtaining permission from his/her Department Head. Such permission will be granted promptly unless such absence would cause an undue interruption of work.
Upon entering a work location, the Steward shall inform the appropriate Department Head and supervisor of the nature of his/her business. An employee pursuing a grievance shall be granted permission to leave the job unless such absence would cause an undue interruption of work. If the employee cannot be made available, the Steward will be immediately informed when the employee will be made available. c. The parties agree that all grievances will be processed in accordance with the following procedure.
Step One
Any employee who has a grievance shall first try to get it settled through discussion with his/her immediate supervisor without undue delay. Every effort shall be made to find an acceptable solution at Memorandum of Understanding- General Bargaining Unit Page 7 the lowest possible level of supervision.
Step Two
If after such discussion the employee does not believe the grievance has been satisfactorily resolved, he or she may file a formal appeal in writing to his/her Department Head within ten (10) working days after receiving the informal decision of his/her immediate supervisor.
The Department Head receiving the formal appeal shall render his/her written decision and comment to the employee within ten (10) working days after receiving the appeal.
Step Three
If, within ten (10) working days after receipt of the written decision of the Department Head the employee is still dissatisfied, he or she may request the services of a mediator from the State Mediation and Conciliation Service.
Step Four
If, within ten (10) working days after the mediation process has been completed, the employee is still dissatisfied he or she may file a written appeal of the decision of the Department Head to the City Administrator. The City Administrator shall review information provided by the employee, the decision of the Department Head, and suggestions or information provided by the Mediator. The City Administrator shall render his/her decision within twenty-five (25) working days after the appeal is filed. Except as provided under Step Five, below, the City Administrator’s decision shall be considered final.
Step Five
Request for Arbitration:
If the grievant is not satisfied with the decision at Step Four, he/she may, within fifteen (15) working days after the decision is mailed by the City Administrator, and with the concurrence of the Union, submit a request in writing to the City to proceed to arbitration. The Union shall have the right to invoke the arbitration procedure on behalf of a class of employees. Arbitration shall be conducted in accordance with the rules and procedures delineated in this Article.
Selection of Arbitrator:
The parties shall make a good faith effort to select a mutually acceptable arbitrator from a designated list of available arbitrators. If they are unable to agree on an arbitrator within ten (10) days of the submission of the grievance to arbitration, the parties shall request a panel of experienced arbitrators from the California State Mediation and Conciliation Service. Each party shall alternately strike a name until only one name remains. The party who strikes first shall be determined by lot. By mutual agreement, the arbitration may be held under the Expedited Rules of the American Arbitration Association.
Unless the parties agree otherwise, a hearing shall be commenced within sixty (60) days from selection of the arbitrator.
Arbitrator’s Authority:
Only those issues which directly relate to alleged violations of this Memorandum of Understanding or the City Charter, City ordinances, resolutions and written policies related to personnel policies and working conditions shall be subject to arbitration. In addition, matters for which a separate and comprehensive administrative process is available that provides a remedy no less complete than that provided in arbitration are not within the scope of this procedure. Examples of such comprehensive processes are:
discrimination complaints covered by EEOC or DFEH, safety complaints under Cal OSHA and OSHA, workers’ compensation matters, and Civil Service appeals. The arbitrator will have no power to add to, subtract from, or modify the terms of this Agreement, the City Charter or Ordinances, or the written policies, rules, regulations or procedures of the City. The arbitrator however, may, in the course of determining the questions properly submitted to him/her, consider arguments and evidence based on external law.
Memorandum of Understanding- General Bargaining Unit Page 8 Submission Agreement/Questions Regarding Arbitrability:
If the parties cannot agree upon a submission agreement, the arbitrator shall determine the issues by referring to the written grievance and the answers thereto at each step. If any question arises as to the arbitrability of the grievance, such question shall be ruled upon by the arbitrator prior to hearing the merits of the grievance.
Hearing Procedure:
Except as indicated in this Article, the arbitration hearing shall be conducted in accordance with the Labor Arbitration Rules of the American Arbitration Association.
Decision:
After a hearing and an opportunity to present such closing arguments as may be appropriate, the arbitrator will make a reasonable effort to issue his/her decision within thirty (30) days after the conclusion of the hearing. The arbitrator’s decision shall be in writing and set forth his/her findings of fact, reasoning and conclusions on the issues submitted. The decision shall be final and binding on the parties.
Costs:
All costs for the services of the arbitrator, including, but not limited to, per diem expenses, travel and subsistence shall be shared equally by the parties. Any cost incurred to obtain the use of a hearing room shall be shared by the parties. All other costs shall be borne by the party incurring them. d. The time limitations for filing and responding to grievances may be waived or extended by mutual agreement of the parties. If either party to the grievance so requests, an informal hearing shall be conducted at the Department Head or City Administrator appeal levels. Employees may be represented by counsel or other person at any stage in the grievance process. e. Grievances which are general in character and which involve interpretation or application of this MOU or City policies or which involve matters requiring resolution outside the authority of the employee's Department Head shall be filed directly with the Assistant City Administrator who shall provide a written response within ten (10) working days.
An employee may appeal the response of the Assistant City Administrator. The employee's appeal shall be handled in accordance with the procedures beginning in step three above. f. Disputes or complaints regarding open competitive or promotional examinations for employment shall be processed in accordance with the policy adopted by the City Administrator. The City shall consult with the Union prior to adopting or amending such policy. g. Disputes or complaints regarding written performance appraisals shall first be discussed with the individual who made the appraisal. “Performance appraisal” includes a written Performance Improvement Plan (PIP). An employee dissatisfied with the appraiser's response may within 20 business days of the date of the meeting with the appraiser, discuss his/her complaint with the individual at the next higher level of supervision, whose decision shall be final. An employee may be represented by counsel or other individual during these discussions.
21. HEALTH AND SAFETY
a. The City and the Union agree to abide by all provisions of the California Plan approved in accordance with the provisions of the Federal Occupational Safety & Health Act of 1970, and any applicable legislation as may be passed by the State of California to implement that plan. The City recognizes that it is the duty of management to make every reasonable effort to provide and maintain a safe place of employment. The Union will cooperate by encouraging all employees to perform their work in a safe manner. It is the duty of all employees in the course of performing their duties to be alert to unsafe practices, equipment, and conditions and to report any such unsafe practices or conditions to their immediate supervisors. If such conditions cannot be satisfactorily remedied by the immediate supervisor, an employee Memorandum of Understanding- General Bargaining Unit Page 9 has the right to submit the matter either personally or through the Steward to his/her Department Head or his/her designated representative. On any matter of safety that is not resolved, consultation will take place between management and Union representatives. Compliance with basic safety requirements will be part of each employee's performance evaluation criteria.
b. The City agrees to conduct a Safety Program on City time for the purpose of educating employees concerning the provisions of the Occupational Safety and Health Act as well as the City's safety policies.
The Union agrees to support without qualification the City's Safety Program and will encourage its members to attend safety courses if required by the City and made available on City time. The City agrees that any safety courses the employees are required to take will be provided on City time with pay and that first aid training shall be provided to City designated employees in an on-duty status. c. Both the City and the Union recognize the need and will strive to reduce the number of industrial injuries among the employees.
d. The parties agree that the City shall perform on-site safety inspections in major work sites at least once a year, and to hold regular safety meetings with departmental safety coordinators. It is further agreed that the City shall continue to maintain vehicles and equipment in a safe operating condition and that no employee will be penalized for refusing to use vehicles or equipment proven to be unsafe pursuant to State law.
e. In departments where regular safety meetings are conducted, if minutes of those meetings are taken, copies of those minutes shall be posted on departmental bulletin boards. Departmental stewards will be permitted to place items on the safety meeting agenda and to attend these meetings to explain those items.
f. The City shall comply with all State and federal requirements that pertain to the operation of computer equipment. In addition, as part of its commitment to making a reasonable effort to provide and maintain a safe place of employment the City shall review the Health and Safety implications of operating computer equipment.
g. Departments shall provide employees with access to current Safety Data Sheets (SDS) on substances with which unit employees work or come into contact. These documents shall be made available for inspection at any time through on-line computer access, and in each department’s Administrative Office during normal business hours.
h. All employees who are active employees as of the date of ratification, and who are identified as working in the field or at a public counter with frequent interaction with the public, and who have not received workplace security training since January 1, 2018, will receive workplace security training (Appendix 24 of the Injury and Illness Prevention Program) before December 31, 2019. Training will be provided to employees identified as working in the field or at a public counter with frequent interaction with the public every two years thereafter.
i. On or before December 31, 2019, the City will conduct site-specific analyses of risks of violence faced by Parks, Library, and Downtown Parking staff and other employees who work in the field. Training for these groups will include assignment-specific guidance on safety protocols for handling interactions with aggressive or potentially violent individuals, including when retreat from such situations is permissible and encouraged.
22. HEALTH INSURANCES (MEDICAL, DENTAL, VISION)
a. Medical Insurance- The City agrees to provide an annual open enrollment to employees for medical insurance. The parties agree that the City will pay up to a maximum per employee per month as follows:
Coverage Level Monthly Maximum
Employee Only $1020.01
Memorandum of Understanding- General Bargaining Unit Page 10 Employee + 1 $1310.01
Family $1676.00
Increase to new 2022-2024 MOU medical coverage level amounts will be effective the first month after City Council adoption.
It is agreed that should the amount of subject premium be less than the medical insurance limits described above, the difference between the employee-only premium and said dollar amount shall be applied to employee dependent medical coverage, if any.
The City retains full and complete control over the selection, approval and administration of the City's group insurance program. However, group insurance benefits in effect at the commencement of the January to December plan year shall be maintained during the plan year to the extent it is within the control of the City.
The City agrees to provide all premium cost projections including the annual actuarial reports or rate increase notifications to the Union as soon as reasonably practical following receipt of said projections. b. Dental Insurance- The parties agree that the City shall pay up to a maximum of $82.66 per month per employee towards the dental insurance premium.
The City retains complete and full control over the administration of this dental program subject to maintenance of benefits equivalent to those provided for the term of this agreement, to the extent it is within the control of the City.
The City will continue to provide a Dental HMO option.
c. Vision Insurance- The City agrees to provide an annual open enrollment to employees for vision insurance. The City shall pay up to a maximum of $10.21 per month per employee towards the vision insurance premium:
Employees who drop vision insurance shall not be able to re-enroll within two years of dropping coverage. d. Following ratification of this Agreement, the City agrees to meet informally with bargaining unit representatives in March, June, and August (or September) annually, or more often as necessary, to discuss health, life, and disability plan renewals. These meetings may be combined with such discussions with other bargaining units at the City’s option. While discussions will be advisory only, City will give due consideration to this bargaining unit’s greater number of represented employees in its consideration of decisions. The Vice Chair and an SEIU staff member may attend to observe. Where practicable, the City will provide relevant data to be discussed a reasonable time in advance of meetings. The parties will reopen negotiations to address cost-neutral changes to the structure of the City’s contributions under this Article, Article 5 (Cafeteria Plan), Article 1 (Benefits – Permanent Part-time Employees), and related articles that may be necessary to avoid impacts of the Affordable Care Act (e.g., Cadillac Tax, affordability provisions, etc.).
23. HOLIDAYS
a. The City and the Union agree that the following days shall be observed as legal holidays by all employees in the Unit:
January 1st (New Year's Day)
3rd Monday in January (Martin Luther King Jr.'s Birthday) 3rd Monday in February (Washington's Birthday)
March 31st (Cesar Chavez Day)
Last Monday in May (Memorial Day)
June 19th (Juneteenth)
Memorandum of Understanding- General Bargaining Unit Page 11 July 4th (Independence Day)
1st Monday in September (Labor Day)
4th Thursday in November (Thanksgiving)
November 11th (Veteran’s Day)
The Friday immediately following Thanksgiving Day
December 25th (Christmas Day)
b. When a holiday falls on a Saturday or Sunday the preceding Friday or following Monday respectively shall be observed as a legal holiday. Paid holiday time is awarded at the employee’s applicable schedule (i.e., 9/80, 4/10, etc.).
c. Whenever a holiday occurs on an employee's regularly scheduled day off, the employee is entitled to an additional 8-hour day off (prorated for part-time). Such day off shall be taken within thirty (30) calendar days or shall be compensated at straight pay after the 30th day. d. When an employee is required to work on a day that is being observed as a legal holiday, the employee shall receive time and one half for the hours worked on that day. The employee will also be entitled to an additional 8-hour day off (prorated for part-time). Such day off shall be taken within thirty (30) calendar days or shall be compensated at straight pay after the 30th day e. Nothing in this agreement shall preclude the City from declaring a holiday when a legal holiday has been declared by the President of the United States or the Governor of the State of California. f. The City will solicit volunteers within a work unit to work on Thanksgiving and Christmas. If an insufficient number of volunteers are available, then the supervisor shall make every reasonable effort to rotate assignments on Thanksgiving and Christmas.
The City shall maintain minimal staffing on workday afternoon prior to New Year and Christmas holidays so that as many employees as possible may enjoy personal leave, vacation, or CTO at those times. g. The City may implement a holiday closure for some or all operations during the period around the Christmas and New Year’s holidays with employees using paid leave, unpaid time, or working, consistent with the plan included as Appendix F.
24. IMPLEMENTATION OF MOU
The City shall implement the provisions of this Memorandum of Understanding by adopting appropriate resolutions, ordinances, and administrative policies.
25. JOB ANNOUNCEMENT, TRANSFERS AND RULE OF 10
a. The City agrees to post information about how to access job recruitment information on employee bulletin boards in all departments. The City will continue to post job flyers on the bulletin board located outside the Human Resources office, with paper copies of the fliers available upon request.
The City will post available positions on a website accessible to the public, and send a weekly email to all employees listing current recruitments and their closing dates. The City will also maintain a system for employees, by mail, email or other messaging system, to receive notification of current job announcements at the employee’s request.
b. It is agreed that employees may contact the Human Resources Office to request inter-departmental or inter-divisional transfers, and are to contact Department or Division Heads for intra-departmental or intradivisional transfers. c. The City shall provide a minimum application filing period of five (5) days for all open vacant positions and ten (10) days for all promotional vacant positions in the classified service within the general Memorandum of Understanding- General Bargaining Unit Page 12 employees' bargaining unit for which an eligibility list must be established. d. The names of nine (9) more eligible candidates (including tie scores) than the number of vacancies shall be certified to the appointing authority in alphabetical order. e. Effective January 1, 2019, promotional lists for positions in this bargaining unit will be effective for six (6) months, unless sooner exhausted or extended. Names of current employees placed on a continuous list shall remain on the list for six (6) months. At the discretion of the Personnel Director, a single recruitment may be used to establish both an open and a promotional list. City employees on a promotional list will be notified upon exhaustion of such list and before opening the next promotional recruitment.
26. JURY/WITNESS DUTY
In the event that an employee of the City is required by a court of competent jurisdiction to perform jury duty, and that requirement causes the employee to be away from his/her regularly assigned work schedule, said jury duty shall be considered leave with pay without interruption of service on the condition that the employee pay to the City Treasurer all compensation he/she receives for the jury duty.
Pursuant to Government Code §1230.1, whenever an employee is served with a subpoena which compels his/her presence as a witness, unless he/she is a party or an expert witness, such employee shall be granted a leave of absence with pay in the amount of the difference between the employee’s regular earnings and any amount he/she receives for such appearance.
27. LAYOFF POLICY
a. Basis of Layoff: Whenever a position is abolished pursuant to section 1008 of the City Charter an employee will be laid off as set forth below.
b. Notification to the Union: Whenever the City Administrator submits a budget to the City Council requiring layoff of employees in the General unit, the City Administrator shall provide the Union with a list of the classifications(s), department(s), and division(s) from which the layoff will be made, and a seniority list of those affected.
c. Notification to Employee: Employees to be laid off shall be given at least thirty (30) calendar days prior notice.
d. Order of Layoff: Employees will be laid off by classification, department and division in the following order:
1. Probationary employees;
2. Regular employees who within the twenty-six pay periods immediately prior to the layoff received a cumulative performance evaluation score of less than 3.0. under the former evaluation form, or an overall score of “needs improvement” under the new 2009 evaluation form.
3. Regular employees by inverse order of seniority. Seniority is determined by continuous service in the classification.
4. If employees have the same seniority within the classification, selection shall be made at random.
All branches and extensions of the Library are considered in the same division as the Central Library. e. Bumping (Displacement) Rights: Regular employees who are laid off have the right to return to the last position they previously held under the following conditions:
1. They meet the positions’ minimum qualifications
2. They are physically able to perform the duties of the position
3. The position has continued to exist
Memorandum of Understanding- General Bargaining Unit Page 13 If an employee bumps down into the last position held, the employee will bump the employee with the least seniority in the classification.
f. Transfer or Voluntary Demotion: If an employee to be laid off meets the minimum qualifications for a vacant position, before an open competitive recruitment can be commenced, the employee will be given an opportunity to fill the vacant position through transfer or voluntary demotion.
If an employee does not meet the minimum qualifications for the vacant position the City will consider appointment to the vacant position as a trainee level appointment. Trainee-level employees appointed under this section will be paid at 100% of Step 1, rather than 80%.
Final appointment through transfer or demotion is at the sole discretion of the Department head. g. Separation Enhancement Plan: The City may offer a separation enhancement to avoid layoffs.
28. LEAVES OF ABSENCE AND BENEFITS DURING SUCH LEAVES
a. It is agreed that general employees as defined in this agreement shall have the right to request an extended leave of absence without pay for a period of up to one year for personal reasons or for additional schooling (“Leave Of Absence Without Pay – Non-Medical Reasons” Policy). If the leave is approved, the employee will have right of return but such leave shall be considered a break in service with no accrual of benefits. Leave approval will be at the discretion of the City Administrator. b. If a part-time employee who regularly works fewer than 30 hours per week and does not qualify for FMLA/CFRA protected family leave solely because he or she has not worked 1250 hours in the required 12- month period is approved to take unpaid leave under the Leave Of Absence Without Pay – Non-Medical Reasons Policy for the purpose of caring for an FMLA/CFRA qualifying family member with a serious health condition, the City shall continue to pay its contribution to insurance for the first 90 days of such family leave. c. Employees may be entitled to up to 12 weeks of unpaid leave, with benefit continuation and reinstatement rights, under the City’s FMLA/CFRA Family Care and Medical Leave Policy for the birth of a child or to care for a newborn, for the placement of a child with an employee in connection with adoption or foster care, to care for a child, parent , spouse, domestic partner or child of a domestic partner who has a serious health condition, or for the employee’s own serious health condition. For combined pregnancy and child bonding leave, the amount of leave available under this policy may be longer. Employees may also be entitled to “qualifying exigency leave”, “military caregiver leave”, or other leave under the military family leave provisions of the FMLA/CFRA Family Care and Medical Leave Policy. d. Extended medical leaves of absence may be granted by the City Administrator for a period of up to a total of one year (including any period of FMLA/CFRA Family Care and Medical Leave) on request of the employee due to the employee’s illness. The City shall continue to pay its contribution to insurance for the longer of the first 90 days of such medical leaves of absences, or any period of leave continuation provided under the FMLA/CFRA Family Care and Medical Leave Policy. e. The following criteria will be used in determining the granting of leaves of absence:
1. the employee's seniority in City service.
2. the employee's job performance record.
3. the employee's disciplinary action record.
4. the needs of the City service.
f. No sick leave, vacation, or holidays shall accrue to any employee during any full biweekly pay period in which the employee is on unauthorized or authorized leave without pay. Except as provided under subsection “d” above, an employee on leave without pay shall also be responsible for full payment (employer and employee portion) of insurance premiums.
Memorandum of Understanding- General Bargaining Unit Page 14 g. No sick leave, vacation, or holiday shall be paid to any employee during any period of unauthorized leave or suspension.
h. "Continuous service" means employment with the City without break or interruption; in computing continuous service for the purposes of this chapter, neither military leaves nor leaves of absence on account of illness, whether with or without pay, shall be construed as a break in employment or service. Other absences aggregating in excess of ninety (90) working days in any period of twelve (12) months, including layoffs on account of lack of work, lack of funds, or abolishment of positions, shall be construed as breaking "continuous service". A layoff resulting in a bumping right to another position shall not constitute a break in service.
i. City acknowledges that the use of legally protected leaves of absence, including but not limited to protected family medical leave, shall not form the basis of disciplinary action. Therefore, the City acknowledges that a low sick leave balance alone does not necessarily indicate an attendance problem, and sick leave usage must be evaluated individually in assessing performance.
29. LIFE INSURANCE
The City will provide a term life insurance policy covering the employee in the amount of $50,000 with equal accidental death and dismemberment provision.
30. LONG-TERM DISABILITY
The City will provide a long-term disability insurance plan by enrolling Unit members in the City's current long-term disability plan.
31. MAINTENANCE OF BENEFITS
The City and the Union agree that all compensation, including direct wages, as provided by ordinance, resolution, and City Charter, which are in existence at the commencement of this agreement, shall not be diminished, lessened, or reduced for the duration of this agreement.
Wage adjustments as provided for from time to time by ordinance, resolution, or by City Charter, as may be amended, shall also continue for the duration of this agreement.
The City and the Union agree that the City has the right and prerogative to assign duties to and direct employees in accordance with applicable job specifications and Section 3.12 of the Santa Barbara Municipal Code.
32. MECHANICS' TOOLS
The City will provide an annual tool allowance of $800 to regular, full-time incumbents of Vehicle Services Assistant, Automotive/Equipment Technician, Lead Equipment Technician and Heavy Equipment Technician position classes in the Motor Pool.
Payment of $800 shall be made in January of each year. The City shall honor employee claims in cases of theft or destruction of an entire tool box containing tools required by the City for the job and not involving negligence on the part of the employee.
When an employee is hired s/he will be given the full annual tool allowance amount as provided for in this M.O.U.
At the next payment date, the employee will receive a prorated allowance amount. The amount will be based on a percentage of the year the incumbent is employed from hire date to tool allowance payment date. The calculated percentage will be applied to the full payment amount to determine the allowance. In subsequent years the full payment amount will be paid on the regular payment dates.
Memorandum of Understanding- General Bargaining Unit Page 15 Example: Employee hired 06/01/05- regular payment date 01/01/06. Paid at hire - Full payment amount
Paid at next regular payment date - 58.3% ( based on 7 months) Paid subsequent years - Full payment amount
Calculation of prorated payment allowance:
Number of months in position X Current allowance = Prorated $ 12 months
33. MUNICIPAL CODE CHANGES
During the term of the Agreement the City and the Union shall meet and confer with regard to any further City proposed changes to Santa Barbara Municipal Code Title 3 which are within the scope of representation. The negotiations will be held jointly with the Treatment and Patrol bargaining units. The representatives for the Union shall be limited to S.E.I.U staff and one bargaining unit member from the General bargaining unit and one member for the Treatment and Patrol bargaining units. The negotiations will be interest based.
34. NATURAL DISASTER
The City will allow employees who are geographically isolated from the workplace and unable to report to work for an extended period of time due to natural disaster (e.g., due to road closures) to request:
1) Up to one day of paid release time for the first scheduled day, or portion thereof, that is missed; and
2) An advance on their paid vacation accruals with an agreement to repay such advance; and/or
3) To “smooth” the pay deductions for unpaid leave over the next 12 months with an agreement to repay such advance on salary.
Employees who are able to work through an alternative arrangement, such as telecommuting or working at another agency, must report to work as directed by their supervisor.
35. NO STRIKE OR LOCKOUT
The City and the Union agree that during the term of this agreement the City will not lock-out employees; nor will the Union sanction, support, condone, approve, or engage in any strike, sick-in, slow-down, or work stoppage which is detrimental to providing services to the citizens of Santa Barbara.
36. OVERTIME
a. The City and the Union agree that overtime work will be assigned to the employees on a rotation basis whenever possible.
b. No employee shall be compelled or permitted to perform work for the City without logging the hours on his or her timecard. Overtime compensation shall accrue in fifteen minute minimum blocks of time for work performed fifteen minutes or more beyond a regularly scheduled work day or work week. This includes work from home or on a mobile device outside of working hours. c. If an employee is called physically back to the workplace on an overtime basis, such employee shall be compensated for no less than two (2) hours overtime. If an employee is called back to the workplace on an emergency basis, if conditions permit, City shall provide said employee with nourishment and a rest period of appropriate duration. When an employee is called back to the workplace on an emergency after the completion of the employee’s regular shift, he/she will be provided paid leave time (without deductions from leave banks) to allow five (5) hours off-duty without loss of pay before reporting for their next regularly Memorandum of Understanding- General Bargaining Unit Page 16 scheduled shift.
d. Overtime worked shall be compensated as follows:
1. Cash Payment - Time and one-half the regular rate of pay.
2. CTO Credit - Time and one-half the overtime hours worked for non-exempt employees; straight time for overtime hours worked for exempt employees. e. The parties agree that employees have the right to request cash payment or compensatory time off (CTO) but that approval of one or the other benefit remains the right of the City consistent with the needs of the City.
f. Except for overtime worked by exempt employees who are compensated with CTO credit, work performed for the purpose of computing overtime shall include all paid leave time actually taken as time off.
It will not include holiday or other paid leave time “cashed out” but not taken. g. Regular part-time employees shall not receive overtime at the overtime rate for time worked until their total number of hours worked exceeds forty (40) hours in a week. Under the forty (40) hour limit, regular, part-time employees are credited at straight time pay or compensatory time for hours worked beyond their normal schedule.
h. The following provisions apply to the accrual and use of CTO:
1. Minimum Allowed Accrual: An employee who requests CTO will not be denied the accrual of CTO in lieu of a cash overtime payment if his or her CTO balance will remain below 50 hours.
2. Compensatory Time Bank: Overtime not cashed out shall be maintained in a CTO "Bank".
An employee may accrue up to a maximum of 100 CTO hours in his/her bank. The employee may maintain this bank unless the employee terminates or agrees to cash out a portion or all the hours in the bank.
3. City Directed CTO Cash Out: The City retains the right to cash out CTO hours, other than the 100 hour bank described above, at the overtime rate.
4. City Directed Use of CTO as Time Off: The City has the right to require employees to take compensatory time off but shall provide a minimum of twenty-one (21) calendar days advance notice in such cases. Management shall not compel an employee to take CTO hours as time off if the employee’s CTO bank is less than 50 hours. i. Overtime work accrued during a declared disaster as determined by the President of the United States, the Governor of the State, the County Board of Supervisors, the Mayor of the City, City Council, or the City Administrator shall be compensated at the rate of time and one-half.
37. PAYROLL
a. Employees who receive payroll overpayments shall reimburse City for such overpayments. City shall establish a reasonable schedule of payments based upon amount of such overpayment and date overpayment was made.
b. City agrees to explain all payroll stub information to employee upon request of said employee. c. City agrees to provide the Union with up to three (3) deduction codes. d. The parties agree that the City will continue deducting monies from payroll and remit same to Union as authorized by employee payroll deduction authorizations in accordance with present policy. However, when an employee switches from the General bargaining unit to a unit not represented by S.E.I.U. Local 620, S.E.I.U. dues will no longer be deducted, unless and until the union submits another signed authorization form. Any changes in dues deductions shall be subject to indemnification of the City by the Memorandum of Understanding- General Bargaining Unit Page 17 Union.
e. The City shall provide to the Union, on a bi-weekly basis, a new hire and termination list of bargaining unit employees with their name, job classification title, department, home address, and home phone number. The cost of programming said report shall be paid for by the Union. f. All employees shall participate in the City’s payroll direct deposit program.
1. Each employee shall execute a payroll authorization form and submit a voided check or savings deposit slip to the Payroll Office. It shall be the employee’s choice as to which bank he or she designates as the institution receiving payroll funds.
2. When the authorization form is properly executed and filed with the Payroll Office, the City will begin automatically depositing the net amount of pay on or before each designated biweekly payday in the employee's designated bank account.
3. Exceptions: An exception to this policy may be granted by the Finance Director to an employee upon a showing of good cause for such exception (e.g., that he/she is unable to establish and/or maintain a personal banking/financial account for direct deposit, or that other personal circumstances necessitate a temporary or permanent exception).
The Finance Director may require the employee to renew this exception periodically.
Exceptions will not be unreasonably denied.
4. Employees participating in direct deposit will be provided with a payroll detail report each pay period. Alternatively, employees may voluntarily opt out of a paper detail and access this information electronically via the City’s computer system. g. Employees using authorized paid release time for Union activity (meeting and conferring with management during negotiations, or as otherwise provided in this Agreement) will record all such time on the biweekly time card separately from regular work time, as directed by Human Resources.
38. PERSONAL LEAVE
a. Employees shall be entitled to 32 hours personal leave each fiscal year per the following schedule:
Employees on the payroll July 1: 32 hours
Employees hired between July 2 and October 1 (inclusive): 24 hours Employees hired between October 2 and January 1 (inclusive): 16 hours Employees hired between January 2 and April 1 (inclusive) 8 hours b. Personal leave days must be taken by the end of each fiscal year or lost. Personal leave shall be scheduled on the same basis as vacation. In no case shall employees be entitled to cash payment for personal leave days not taken.
c. An employee may use personal leave as personal necessity when it is not possible to use on nonwork time subject to the following two conditions: 1) Reasonable advance notice which shall not be less than one (1) hour before the employee’s shift or when reasonable advance notice cannot be given, no later than 15 minutes after the scheduled shift has begun; 2) Subject to supervisory approval based on operational needs.
39. PERSONAL PROPERTY DAMAGE REIMBURSEMENT
Any employee who experiences a loss or damage to personal property may submit a claim to his/her immediate supervisor for consideration of reimbursement. The claim shall be submitted within fifteen (15) days after the loss or damage is sustained. The claim shall contain the following information: type of item, date of purchase, replacement cost, condition, description of damage, circumstances, etc. If the personal Memorandum of Understanding- General Bargaining Unit Page 18 property is stolen, a report shall be filed with the Police Department.
The following conditions must apply for the claim to be considered:
a. The loss must be in the line of duty.
b. There must not be contributory negligence or carelessness on the part of the employee. c. There must not be other means of recovery such as, but not limited to, court action or insurance.
d. The personal property for which the claim is made must be owned by the employee involved. Exceptions to the above may be referred to the Department Director for approval. e. $200 limit per item claimed unless personal property item has written pre-approval by the Department Head.
The supervisor shall conduct an inquiry into the validity of the claim and forward it to the Division Manager with his/her recommendation. The Division Manager shall review the claim and forward his/her recommendation to the Department Director. The Department Director will approve or deny the claim.
Claims meeting the above criteria shall not be unreasonably denied.
Reimbursement will be calculated from the following schedule:
Age of Item % Reimbursed
0 to 6 months 100%
6 to 12 months 80%
12 to 18 months 50%
18 to 24 months 25%
24 months & over 0%
If the claim is approved, payment will be forwarded to the initiating employee.
40. PROBATIONARY PERIOD
The probationary period required by Charter Section 1004 may be extended beyond one (1) year by signed mutual agreement of City and employee.
All original and promotional appointments to the classified service shall be tentative and subject to a probationary period of one (1) year of actual service. If the service of the probationary employee has been satisfactory to the appointing power, then the appointing power shall file with the Human Resources Manager, a statement in writing to such effect. During the probationary period, an employee may be rejected at any time by the appointing power without cause and without right of appeal. Notification of rejection in writing shall be served on the probationer and a copy filed with the Human Resources Manager.
41. PURPOSE
It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, cooperation, and understanding between management and the employees covered by this memorandum; to provide an orderly and equitable means of resolving any misunderstanding or differences which may arise under this Memorandum of Understanding; and to set forth the full and entire understanding of the parties reached as a result of good faith meeting and conferring regarding the wages, hours, and other terms and conditions of employment covered by the memorandum.
42. RECOGNITION
a. Pursuant to the provisions of Section 3.12 of the Municipal Code of the City and applicable State law, the Union is recognized as the majority representative of the City employees in the general employees unit and as the exclusive bargaining agent for the employees in said Unit. b. The terms "general employee(s)" or "employee(s)" as used herein shall refer only to full-time or Memorandum of Understanding- General Bargaining Unit Page 19 unclassified part-time employees serving in non-confidential classifications who occupy positions authorized and designated as "GENERAL" by the City Council in the City’s official City’s official classification and salary schedules.
Classifications may be added to or deleted from general employees bargaining unit in accordance with the provisions of this agreement and the City's Employer/Employee Relations Ordinance. c. Employees designated management, confidential, and supervisorial shall be designated as such in the in the City’s official classification and salary schedules and shall be excluded from "general employee" bargaining unit regardless of classification. City may designate additional management, confidential, or supervisorial employees after first notifying and consulting with Union.
43. REPRESENTATION - UNION OFFICERS AND REPRESENTATIVES a. The City and the Union agree that Union officers and representatives will be allowed to meet with City management on City time for the purpose of meeting and conferring in good faith and without loss of pay or any benefits.
b. The Union agrees to provide the City with a list of Union officers and employee representatives, with their job classifications, who are authorized to meet and confer in good faith. Union shall keep the list up to date.
c. The City agrees that authorized Union staff representatives shall be given access to work locations during working hours to observe working conditions. Such visits are to be made with the prior knowledge of the Department Head and a management representative may accompany the Union staff member on the visit. A staff representative is defined as a paid full-time or part-time employee of the Union. d. The Union shall provide the City with a list of staff representatives and shall update said list as appropriate.
44. RETIREE MEDICAL INSURANCE CONTRIBUTION
a. This provision is applicable to employees who retire from City service and
1. Have 10 or more years of classified or unclassified service; or
2. Retire from City with an industrial disability.
b. The City shall contribute $12.00 per month, per year of service up to a maximum of 35 years (i.e., $420/month) towards the purchase of medical insurance for the retiree and his/her spouse or domestic partner registered with the City Clerk or the Secretary of State, if applicable. c. The retiree is not limited to purchase of a City sponsored plan, provided however, that if the retiree purchases another insurance plan, the retiree must supply the City with adequate proof of insurance coverage prior to any contribution from the City. Proof of such coverage shall be provided to the City on a periodic basis, as reasonably determined by the City.
d. The City shall continue to make its contribution until the retiree reaches age 65 or dies, whichever occurs first, provided however, that if the retiree dies before reaching the age of 65 and there is a surviving spouse or registered domestic partner, the City's contribution shall cease when the retiree would have reached age 65. Thereafter, the spouse may remain on the insurance plan, at his/her own cost, subject to the conditions set forth by the insurance company.
e. In the event Health Care legislation is passed which affects the nature of the benefit described above, the parties will reopen negotiations and modify this benefit, if necessary, so as to maintain their original intent (e.g., eligibility, scope, cost).
f. If any Court decision with binding effect on the City of Santa Barbara rules that a retiree medical Memorandum of Understanding- General Bargaining Unit Page 20 provision like the provision contained herein violates the State or Federal law against age discrimination, the parties agree that within 30 days they will reopen negotiations on said provision to convert to a retiree medical policy with equivalent cost that does not violate age discrimination law. The parties agree that whatever policy is agreed upon will not reduce or increase the City's contribution toward retiree medical insurance.
45. RETIREMENT
a. For employees designated as “classic” employees by PERS the City will provide the two percent (2.7%) at age fifty-five (55) benefit formula under the Public Employees' Retirement System (PERS), pursuant to Government Code 21354.5.
b. For employees designated as “classic” employees by PERS he City will contribute toward the PERS normal employee's contribution as detailed in section “c”, below, and these contributions shall be credited to the member's account. The City shall report the value of any Employer Paid Member Contributions (EPMC) to PERS as compensation earnable through enabling City resolution, pursuant to Government Code Section 20636(c)(4).
Effective June 19, 2021, Classic employees will pay the 8% required contribution for the 2.7% at 55 benefit. During FY21, classic employees will pay cost sharing under the 2018-2020 MOU cost-sharing formula.
c. The following contract provisions shall apply:
1. For employees designated as “classic” employees by PERS, the City will provide One-Year Final Compensation under PERS, pursuant to Government Code 20042.
2. The PERS contract shall provide for Military Service Credit as Public Service under Section 21024 and for Public Service Credit for Excluded or Limited Prior Service under Section 21031.
3. The PERS contract shall provide for Public Service Credit for Peace Corps or Americorps:
Volunteers in Service to America (VISTA) pursuant to Government Code Section 21023.5.
4. The City will provide the Fourth (4th) Level of 1959 Survivor Benefits, pursuant to Government Code Section 21574.
d. The City is authorized to amend its contract with PERS immediately, in order to be able to implement the incentives listed below:
Upon the declaration of the Council of the City of Santa Barbara that the State of California's budgetary or fiscal impacts on the City's budget have caused grave fiscal conditions to exist that require prompt and immediate attention, the City may offer the following early retirement incentives to applicable employees:
1. Two years additional service credit in accordance with Government Code Section 20903; and/or
2. City payment of Military Service Credit as Public Service in accordance with Government Code Section 21024.
e. Notwithstanding the provisions above, effective January 1, 2013, new members as defined by California Public Employees’ Pension Reform Act of 2013 (hereinafter “AB 340”) will be covered under the 2% at 62 Miscellaneous retirement formula, with a final compensation measurement period of the average of the highest three (3) consecutive years, as well as all other statutory requirements of AB 340. Effective October 1, 2013, new employees and/or members as defined by AB 340 shall contribute half the normal cost for benefits, as defined by AB 340; the City will not pay any portion of these employees’ required contributions. As provided under the law, some new City employees may qualify as “classic” employees by virtue of their prior government service. Current employees as of the date of ratification designated as PEPRA employees will be paid the equivalent of 1.5% of base salary as a lump sum payment on the last pay period of July 2021.
f. The City will provide a 457 Deferred Compensation Plan for employee savings.
Memorandum of Understanding- General Bargaining Unit Page 21
46. RETROACTIVITY
An employee will be eligible for the increases to salaries and benefits provided under the Agreement on the dates specified for each increase if the employee is an active City employee and bargaining unit member on the date that the City Council ratifies this Agreement.
47. SAFETY EQUIPMENT
a. The City and the Union agree that the City will either provide all safety equipment required by the City or will reimburse the employee for purchasing the equipment whenever such equipment has been required by the City as necessary for the job. Such equipment shall include, but not be limited to, safety shoes, safety glasses, helmets, gloves, boots, life jackets, and all related safety items. Both parties agree that the City shall retain the right to determine the minimum specifications of the safety equipment, procurement procedures, and limitations and exclusions. d. Notwithstanding the above, the parties agree that employees designated by the City as required to wear steel-toed safety shoes in the performance of their duties shall be eligible to receive an annual allowance of $230 in October for the provision of said shoes upon the presentation of valid claims in keeping with City established procedures in amounts not to exceed the following:
If the employee desires, he/she may combine two years allowance for the purchase of shoes. The allowance is for the purchase of shoes only.
The Union and City agree that failure of an employee to wear proper and operational safety shoes may be grounds for disciplinary action.
e. City shall provide prescription safety glasses to those employees who wear prescription glasses and perform duties that require the use of safety glasses. Such employees shall provide the City with the lens specifications prescribed by the employee's doctor. The City will provide the initial pair of safety glasses based upon this prescription and shall replace same only upon a subsequent substantial change of prescription or evidence acceptable to the City that said prescription safety glasses are rendered unusable by accidental damage suffered while performing assigned duties.
48. SALARIES & COMPENSATION ANALYSIS/SALARY SURVEY
a. Across-the-board salary increases for all classifications during the term of this agreement will be as follows:
Effective Date Amount
June 18, 2022 4.0%
March 27, 2023 4.0%
b. Achieving the second salary step, or "B" step, and subsequent steps shall require, in addition to satisfactory performance, a period of one year of actual service. Regular part-time employees are eligible for step raises under the same terms and conditions as apply to regular, full-time employees except that the period of employment required to move a step is the number of hours worked equivalent to one (1) year of full-time employment, or 2080 hours.
c. Employees shall receive at least a five percent (5%) salary increase upon promotion provided however that the City shall not be required to pay a salary in excess of the salary range authorized for the appropriate classification by the City Council in the official salary schedules . The City shall make every effort to provide a minimum five percent (5%) separation in salary between classifications within a series and classifications within recognized career ladders as determined by the City. The City shall provide the Union with a chart of career ladders, and the City shall update said list. d. Anniversary dates for newly hired employees shall be the first of the month if the employee was Memorandum of Understanding- General Bargaining Unit Page 22 hired on or before the fifteenth of that month and the first day of the following month for those hired after the fifteenth. The end of the probationary period shall coincide with the anniversary date. e. Until completion of the City’s Compensation and Classification Study, the City agrees to:
A. Once each year in February, at the Union’s request, the City will review the salary placement of up to five (5) classifications that meet one or more of the following criteria:
1. Significant turnover;
2. Difficulty recruiting;
3. Internal misalignment with classifications(s) with similar responsibilities or duties;
4. Range or salary compaction; and/or
5. External misalignment with classification(s) with similar responsibilities or duties within the following jurisdictions:
Comparison Cities of: Santa Cruz, Santa Monica, Huntington Beach, Newport Beach, Pasadena, Burbank, City of Ventura, Santa Maria, Berkeley B. Requests for review will include the following information:
1. Class(es) to be studied:
2. Which criteria set forth above are applicable;
3. Supporting data that justifies the request;
4. Any known or anticipated compaction or “ripple effects” created by an adjustment
5. Percentage increase proposed; and
6. Estimated cost of salary inequity requested (including any known benefit cost adjustments).
The City agrees to address any inequity greater than 5% by the end of the calendar year in which the salary review occurs.
f. Review the following classification series upon contract ratification and address any inequities greater than 5% by December 31, 2022:
a. Streets Maintenance Workers
b. Maintenance Workers
c. Recreation Coordinators
g. The Personnel Director may approve trainee placement, as defined by SBMC Section 3.04.055, for entry and promotional recruitments at 90% of step one. An employee rejected following placement in a trainee appointment will be eligible to be reinstated to the position from which he/she was promoted as provided in SBMC Section 3.16.270, including any prior bumping rights he/she had in that position.
49. SERVICE CREDIT FOR SICK LEAVE UPON RETIREMENT
At the time of retirement, the City shall purchase an annuity for the retiring employee that pays a monthly benefit similar to the PERS amendment that provides service credit for sick leave under Government Code 20862.8.
The following conditions apply to this benefit:
1. In order to qualify for service credit for sick leave upon retirement, the retiring employee must have at least 500 sick leave hours;
2. The conversion rate of 0.004 years (1 day) of service credit for each 8-hour day of sick leave is utilized;
3. The retiring employee may take the cash purchase value of the annuity in lieu of the monthly annuity; and
Memorandum of Understanding- General Bargaining Unit Page 23
4. If the City amends its PERS Miscellaneous contract to include service credit for sick leave upon retirement, employees will be included in that PERS contract amendment and the annuity program will be discontinued.
50. SEVERABILITY
Should any provision in this agreement be held inoperative, void or invalid by a court of competent jurisdiction, the remaining provisions of this agreement shall not be affected thereby, and the parties agree to meet and consult over the invalidated provision.
51. SHIFT DIFFERENTIAL
a. The City and the Union agree that regular employees on a shift of eight (8) or more hours shall receive:
1. Swing shift differential pay when 50% or more of the hours of the assigned shift hours, including lunch and excluding overtime, fall between 5:00 p.m. and midnight; or
2. Graveyard shift differential pay when 50% or more of the hours of the assigned shift hours, including lunch and excluding overtime, fall between midnight and 8:00 a.m. b. Overtime as Continuation of Assigned Shift. Shift differential for overtime which is a continuation (without break) of the assigned shift is paid based upon the eligibility of the assigned shift. See Examples 1, 2, and 3 in Appendix A entitled Shift Differential Examples. c. Back-to-Back Shifts. Shift differential for overtime which are two (2) entirely distinct assigned shifts are paid based upon the separate eligibility of each shift. See Examples 4, 5 and 6 in Appendix A entitled Shift Differential Examples.
d. Call Backs.
1. Shift differential is not paid for call back overtime of less than eight (8) hours. See Example 7 in Appendix A entitled Shift Differential Examples.
2. Shift differential is paid for call back overtime of eight (8) hours or more when 50% or more of the hours fall between 5:00 p.m. and midnight or midnight and 8:00 a.m. See Example 8 in Appendix A entitled Shift Differential Examples.
h. Shift differential amounts shall be as follows:
Swing Shift Graveyard Shift
$1.35/ hour $2.90/ hour
52. SICK LEAVE
a. The City and the Union agree that the City's sick leave policy shall be that employees shall accrue sick leave at the rate of 3.7 hours for each full pay period of service with a maximum accumulation of two thousand and eighty (2,080) hours. Said sick leave accrual shall begin effective the first day of employment. b. The programs referred to as "Non-Replenishable" and "City Administrator's" sick leave authorized by Municipal Code Sections 3.08.150 (b) and 3.08.210 are eliminated. c. An employee may use sick leave for a medical appointment when it is not possible to arrange such appointment on non-work time subject to the following two conditions: 1) Reasonable advance notice which in no event shall be less than 24 hours; 2) Subject to supervisory approval based on operational needs.
Memorandum of Understanding- General Bargaining Unit Page 24 c. A full-time employee may use up to 48 hours of available accrued sick leave (the equivalent of 6 months of accrual) per calendar year for the diagnosis, care, or treatment of an existing health condition of, or preventive care for, a family member of the employee. “Family member” means any of the following: a spouse or registered domestic partner; a child (biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis, regardless of age or dependency status); a parent (biological, adoptive, or foster parent, stepparent, or legal guardian) of an employee or the employee’s spouse or registered domestic partner; a person who stood in loco parentis when the employee was a minor child; a grandparent; a grandchild; or a sibling. Parttime employees may use the equivalent of six (6) months of sick leave accrual at their prorated accrual rate for such purposes. All rules for use of sick leave will apply, including those regarding physician statement requirements and use of sick leave for medical appointments. d. Application of SB 114 – Employees may use 80 hours of supplemental paid sick leave retroactively from October 1, 2021 to December 31, 2021.
53. STANDBY PAY
The City and the Union agree that effective during this agreement, when an employee is officially designated by management to remain available to return physically to the workplace, at any time during specific hours outside of normal working hours, the employee shall receive two hours of straight-time pay for each eight hours or fraction thereof on standby. For periods of standby that are 24 consecutive hours or more, the employees shall receive 1/4 hour of straight time pay for each hour on standby. To the extent feasible, the parties agree that standby shall be assigned on an equitable basis to all eligible employees.
The City and the Union agree that all employees will be on automatic standby duty during a state of emergency or civil defense disaster as declared by the President of the United States, the Governor of the State, the Mayor of the City, the City Council, or the City Administrator. Such automatic emergency standby shall be without compensation unless the City is reimbursed by the State or federal government for such an expenditure.
54. STATE DISABILITY INSURANCE (SDI) AND STATE PAID FAMILY LEAVE INSURANCE (PFL)
a. All employees must participate in the State Disability Insurance (SDI) and State Paid Family Leave (PFL) programs. The employee shall pay all costs associated with these programs. b. Employees may apply for SDI or PFL benefits with the State of California Economic Development Department (EDD). To be eligible for benefits, the employee must meet all applicable State requirements.
Depending on eligibility, an employee may receive:
1. Up to 52 weeks of wage replacement benefits for the employee’s own disability, and/or
2. Up to 6 weeks of wage replacement benefits for providing required care for the serious health condition of a child, parent, spouse or domestic partner or for bonding with a new child. Effective July 1, 2014, employees may also qualify for benefits to care for a seriously ill grandparent, grandchild, sibling, or parent-in-law, as defined; however, eligibility for this benefit does not necessarily created a right to protected leave. c. Employees who receive SDI or PFL benefits must integrate available SDI and PFL benefits with available paid sick leave, personal leave and compensatory time. Documentation of the SDI/PFL benefits received must be provided to the Payroll Office for this purpose. d. Employees on a medical or family medical leave of absence who are eligible to use their leave accruals during the leave of absence must exhaust available leave balances before using unpaid leave.
Employees must use available sick/family sick leave balances, and then compensatory time off and personal leave balances, before using vacation balances. e. Employees who coordinate SDI/PFL paid leave benefits with City payroll benefits will receive City Memorandum of Understanding- General Bargaining Unit Page 25 retirement contributions, time off accruals, and other non-insurance benefits based on the City-paid portion of wage replacement only. For non-insurance benefits purposes, the SDI/PFL portion of wage replacement will be treated as unpaid leave.
f. Employees coordinating SDI/PFL benefits with City payroll benefits shall be eligible for continuation of City-paid insurance contributions under Article 25 (c) of this Agreement (Leave Of Absence) only up to the date they would have received such benefits had they not coordinated SDI/PFL benefits.
55. SURVEILLANCE CAMERAS
The City will provide the Union with a written policy outlining the City’s current standards for the use of surveillance systems within 6 months of ratification of this Agreement. Such policy will outline standards for:
• Installation of video surveillance systems
• Operation of video surveillance systems
• Use of the information obtained through video surveillance systems • Custody, control and access to records created through video surveillance systems.
City will require a signed acknowledgement of policy from any employee authorized to access information obtained through video surveillance systems.
56. TERM OF AGREEMENT AND RENEWAL
The City and the Union agree that the term of this agreement shall be twenty-four (24) months commencing April 1, 2022 and ending at midnight on March 31, 2024. It is further agreed that the term of this agreement may be extended by mutual agreement.
The City and the Union also agree that meeting and conferring over the renewal or continuation of this agreement shall be initiated at the request of either party after October 1, 2023,but not later than January 15, 2024 and that every effort will be made to reach an agreement prior to the expiration of this agreement.
A request to meet and confer shall be filed in writing and meeting and conferring shall commence within ten (10) days of receipt of said request.
57. TRAINING
a. The parties recognize that training programs and the advancement of employees to positions of higher skills are matters of great importance and interest to the City, the Union, and the employees covered by this agreement. However, the City shall retain the right to determine what training is required for the employee to improve his/her performance on the job and to make such training a condition of employment.
Such training may include requests by Department Heads for additional training of current employees, subject to the approval of the City Administrator. The parties agree that employees will be trained in the use of fire suppression equipment and that a fire evacuation plan will be developed by each department for each major City facility and posted.
b. Direct costs for all training or instruction required by the City shall be paid for by the City. Wage compensation for employees shall be determined as follows:
Non-Exempt Employees
The Fair Labor Standards Act (FLSA) provides that time spent by non-exempt employees in training is compensable unless all of the following conditions are met:
1. Attendance is outside of the employee's regular working hours;
2. Attendance is in fact voluntary;
3. The course, lecture, or meeting is not directly related to the employee's job; and Memorandum of Understanding- General Bargaining Unit Page 26
4. The employee does not perform any productive work during such attendance.
Attendance is not voluntary if it is required by the City. It is not voluntary in fact if the employee is given to understand or led to believe that his/her present working conditions or the continuance of his/her employment would be adversely affected by nonattendance.
The training is directly related to the employee's job if it is designed to make the employee handle his/her job more effectively as distinguished from training him/her for another job, or to a new or additional skill.
If the training is considered compensable and travel time is associated with the employee's attendance, the following must be considered:
Travel During Regular Working Hours. If the travel time related to attending required training occurs during normal working hours, then the time is considered to be compensable. Special One-Day, Out-of-Town Travel. Travel time associated with special one-day, out-of-town training is required to be paid for irrespective of the mode of transportation utilized or whether the employee drives or is a passenger. Time that can be excluded from payment is normal home-to-work travel time and time spent eating while traveling.
Overnight Travel. If an employee travels overnight on business (for more than one day), the employee must be paid for time spent in traveling (except for meal periods) during his/her normal working hours on non-working days, such as Saturday, as well as on his/her regular working days.
Travel time as a passenger on an airplane, train, boat, bus, or automobile outside of regular working hours is not considered work time, provided however, that any work which an employee is required to perform while traveling shall be considered as hours worked.
If an employee is offered public transportation but requests permission to drive his/her car instead, the City shall count as hours worked, the time spent driving the car or the time the employee would have had to count as hours worked during working hours if the employee had used the public transportation, whichever is less.
Exempt Employees
In the case of an exempt employee, the MOU language (other than the FLSA requirements applicable to non-exempt employees) determines whether training or related travel time is compensable. Exempt employees will only be paid for time spent in required training and travel during normal work hours.
Travel outside of regular work hours is excluded.
c. Employees will be eligible to participate in the City-wide Educational Reimbursement Program, which will be reinstated not later than July 1, 2014. The program will be amended to allow consideration of reimbursement for job related educational certifications and job related training that is not required by the City, and therefore not compensable under section “b”, above. The union waives any requirement for the City to meet and confer on enhancements to this policy to increase the maximum reimbursement ($1000) or expand reimbursement eligibility. However, the City will notify the union of any such change.
58. UNAUTHORIZED LEAVE
An employee's absence shall be unauthorized if such employee does not report absence to supervisor designated by Department Head within one-half (1/2) hour before or one-half (1/2) hour after his/her regular starting time, except in cases of emergency in which case the employee shall provide notification as soon as possible.
59. UNIFORM MAINTENANCE ALLOWANCE
Memorandum of Understanding- General Bargaining Unit Page 27 The City and the Union agree that employees required by the City to wear field uniforms shall have the full cost of the uniform maintenance service paid for by the City. The City retains full and complete control over the administration of the uniform maintenance program. However, City shall provide field personnel with a minimum of seven (7) and a maximum of eleven (11) uniform changes based on the employee's request and the operational needs of the department.
The parties agree that the monetary value of uniforms provided by the City, excluding items that are solely for personal health and safety (such as protective vests, pistols, bullets, and safety shoes), is $10.00 per biweekly pay period.
60. UNION BUSINESS ATTENDANCE
It is agreed that not more than four (4) Union designated officers or stewards will be permitted up to thirty two (32) hours of leave per person each fiscal year with pay for Union related business defined as follows:
conferences, meetings, training and other union activities outside the workplace. Release time will be subject to approval of the Department Head and prior notification to the Human Resources Manager.
If fewer than 4 designated officers or stewards used release time in the prior fiscal year, the number of officers or stewards that did not use any release time in the prior fiscal year may be added to the number of designated officers or stewards eligible for up to 32 hours of release time in the following fiscal year, up to a maximum of 4 additional eligible officers or stewards in any fiscal year.
Stewards will log all union business attendance hours on their timesheets using the assigned pay code or project code for this purpose.
61. UNION NOTICE- EMPLOYEE ORIENTATION
The City will provide the union a list of attendees in the bargaining unit at a group New Employee Orientation meeting not less than two weeks prior to the orientation along with the date, location, and time for the union’s presentation. The City will provide a Union representative an opportunity during the orientation to provide information to bargaining unit members regarding the benefits and obligations of union membership. Such presentation shall not exceed 15 minutes in duration.
62. UNION SECURITY
a. Dues Deductions - Union dues payment obligations shall be processed by the City in the usual and customary manner and time frames.
b. Leave Without Pay - Employees on an unpaid leave of absence for an entire pay period or more shall have union dues suspended.
c. Indemnification/Hold Harmless Clause - The Union agrees to fully indemnify, defend and hold harmless the City and its officers, employees and agents against any and all claims, proceedings, settlements and/or liability regarding the legality of this Article or any action taken or not taken by or on behalf of the City under this Section.
d. Maintenance of Membership – All regular unit employees who are members of the union in good standing shall maintain their membership in the Union in good standing, subject however, to the right to resign from membership by submitting a written request to the union during the month of August annually.
Resignation requests submitted to the City shall be referred to the union. When resignation requests are received outside the window period the Union will promptly provide such members a letter explaining the maintenance of membership provision, along with a copy of this section of the MOU.
63. UNION STEWARDS
Memorandum of Understanding- General Bargaining Unit Page 28 The City agrees that the Union may designate Stewards to represent employees in the processing of grievances. The Union shall furnish the City with a list identifying by name and work location all regular and alternate Stewards. Said list shall be kept current by the Union at all times.
The City will remind supervisors annually of employee “Weingarten” rights to union representation. Upon the Union’s request, the City will review and comment on proposed Union communication to employees about such rights.
64. USE OF COMPUTER RESOURCES
Employees’ rights and obligations regarding use of the City’s computers and computing resources are governed generally by the City’s computer use policies. The Union and the City agree that occasional and incidental employee use of City computing resources for union business is allowable within the same parameters applied to other acceptable non-commercial personal use under those policies.
The parties agree that such use shall not interfere with the performance of work duties or the effective delivery of services, and shall not result in any significant cost to the City or compromise the security of City systems. The parties further agree that City computer resources, including the e-mail system, will not be used by the union or City employees to support or oppose a political campaign or ballot measure.
The union acknowledges that employees have no expectation of privacy in the use of City computer resources, including but not limited to e-mail and text messaging, even if they are locked or passwordprotected.
65. VACATION POLICY
a. Effective July 4, 2020 All employees shall begin accruing vacation effective the first day of employment. It is agreed that vacation time earned may be taken as accrued subject to approval by the City and in accordance with the following schedule:
Length of Continuous Service Vacation Entitlement
0 - 2 years (96 hours) per year
3 - 5 years (120 hours) per year
6 - 10 years (176 hours) per year
11 - 15 years (200 hours) per year
16 & over years (224 hours) per year
b. Vacation periods shall be scheduled by management to provide adequate staffing. Employees may request the use of vacation at any time. Such scheduling may be available throughout the calendar year subject to departmental operational necessity and the needs of the City, and such scheduling shall take into account employee seniority and choice. Requests for vacation time off shall not be denied for arbitrary or capricious reasons.
c. Effective July 4, 2020, this maximum vacation balance will be increased to 600 hours.
66. VACATION & SICK LEAVE ADVANCED CREDIT UPON HIRE
a. An employee who is appointed from outside City of Santa Barbara government service within one (1) year of leaving employment with either the City of Santa Barbara or another city, county, state agency, federal agency or special district and who, in the opinion of the Human Resources Manager, possesses government experience directly related to the position to which he or she has been appointed, may be offered credit for years of prior service with the City of Santa Barbara and/or his or her immediate previous government employer in the following ways:
Memorandum of Understanding- General Bargaining Unit Page 29 i. Vacation Accrual: At the discretion of the Human Resources Manager, the employee may be offered credit for up to the total number of prior full years of service at the City of Santa Barbara and/or his or her immediate previous government employer toward the initial vacation accrual rate. The employee will not be eligible to progress to a higher accrual rate until employee has the normal required minimum amount of City of Santa Barbara service for that accrual rate. ii. Sick bank: At the discretion of the Human Resources Manager, the employee may be credited with up to 96 hours of sick leave. Thereafter, employee will accrue sick leave at the normal rate.
b. A former City of Santa Barbara employee reemployed within one year under Santa Barbara Municipal Code Section 3.16.320 will automatically qualify for the full vacation accrual credit under (i), above, for his or her prior City of Santa Barbara service. However, under no circumstance will prior accrued vacation balances cashed out to the employee upon termination be reinstated.
67. WAIVER
The City and the Union agree that, for the term of this agreement, each party waives the right and each agrees that the other party shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this agreement, except as to meeting and conferring over the renewal or continuation of this agreement or as otherwise provided herein.
It is further agreed that nothing in this agreement shall in any way diminish the rights of the employees, the City, or the Union as established by the Meyers-Milias-Brown Act of the State of California and all amendments thereto, or Santa Barbara Municipal Code, Chapter 3.12, except as herein provided.
68. WORK SCHEDULE
a. The regularly scheduled seven (7) day work week shall average forty (40) hours. b. There shall be at least two consecutive days of rest observed after each work week subject to City needs for standby, call back, overtime, and rotation of regularly scheduled shift changes. In the event that a work week without two (2) consecutive days off is necessary or desirable, affected employees shall be given reasonable opportunity to establish work schedules which meet the operational requirements of the City and personal preference. In such cases, the two (2) consecutive days off may be waived by the employee. An employee may waive two consecutive days off on a one-time or ongoing basis. If waived on an ongoing basis, the employee will give notice of at least 14 calendar days to the supervisor before being reinstated to a schedule with two consecutive days off.
c. The City will encourage supervisors to allow, where consistent with City business needs, at least a 15-minute paid break for each 4-hour shift and at least a half-hour unpaid lunch break during a shift of 6 hours or longer.
d. The City will encourage supervisors to allow, where consistent with City business needs, a minimum of 8 hours between regularly scheduled shifts.
e. Prior to any change in shift schedule, affected employees shall be given reasonable opportunity to provide input concerning shift schedules which meet the operational requirements of the City and personal preference. The Department Head shall establish a "regular" schedule for each employee with a start and quit time. Such schedule shall not be changed without forty-eight (48) hours advance notice except in emergencies.
f. City shall provide employees with reasonable "clean-up" time and employees shall be ready to begin work at start time.
Memorandum of Understanding- General Bargaining Unit Page 30 g. City agrees that work outside the regularly scheduled work day or work week shall be compensated in accordance with the overtime policy contained herein. h. Employees may develop alternative work schedules and/or telecommuting arrangements which meet their personal needs and the operational requirements of the City under the City’s Flex Work Policy.
Such alternate schedules must be approved by the Department Head. The continuation of such schedules shall be subject to Department Head review with reasonable input from affected employees. The City will provide and publicize an informal information session on telecommuting for interested employees on or before April 30, 2019.
i. In no case shall an employee's work schedule be altered in connection with any particular work shift to avoid the payment of overtime earned.
j. When an Airport Maintenance employee has worked a regularly scheduled night shift, the employee will be provided with paid leave time (without deductions from leave banks) to allow five hours of off-duty time without a loss of pay before reporting for the next regularly scheduled daytime shift. With the permission of the supervisor, the employee may choose to work the beginning of the employee’s next regularly scheduled daytime shift, and take the equivalent paid rest period at the end of the regularly scheduled shift instead.
Example:
If employee on a 9/80 shift works 10:00 p.m. - 7 a.m., and is next regularly scheduled to begin a 9- hour shift at 7:00 a.m., the employee may:
Take a 5 hour rest period from 7 a.m. to 12 p.m., receiving straight time pay for the period from 7:00 a.m. to 12:00 p.m. (5 hours), and then work from 12:00 through the rest of the regularly scheduled shift (4 more work hours).
With supervisor’s permission, work for 4 hours beginning at 7:00 a.m. (when the next scheduled shift begins), and leave 5 hours early instead.
k. Employees on a 9/80 schedule will be covered under the terms of the “9/80 Work Schedule Policy” contained in Appendix D of this Agreement.
69. WORKERS' COMPENSATION
a. The parties agree that Municipal Code Section 3.08.220 shall be amended to provide that general employees who sustain illness or injury arising out of and in the course of their City employment shall receive benefits equal to those mandated by the State of California plus the difference between State mandated benefits and the equivalent of eighty-five percent (85%) of the individual's gross (excluding O.T.) salary, if any, paid by the City for a maximum of ninety (90) working days. c. Once an individual is no longer eligible for continuation of 85% of his/her gross pay as described in (a) above and is still unable to return to work, the City shall continue to pay its contribution to insurance for the first ninety (90) calendar days.
d. This section shall not be construed to grant employees the use of sick leave benefits in lieu of or to supplement workers' compensation benefits provided herein or by State law, except as follows.
An employee who returns from an accepted work-related injury or illness to regular duty or modified duty may attend follow-up medical appointments during work hours when it is not possible to arrange such appointments on non-work time. Reasonable advance notice must be given to the supervisor, which in no event shall be less than 24 hours. Release time is subject to supervisory approval based on operational needs.
Under these conditions, to account for the lost work time to attend physician, physical therapy, chiropractic, counseling and other physical and mental care appointments, the employee may:
Memorandum of Understanding- General Bargaining Unit Page 31
1. Use accrued paid leave time (sick leave, vacation time, compensatory time, or personal leave); or
2, Use ‘industrial leave without pay” if employee has no accrued paid leave time, or
3. If the employee has not reached a permanent and stationary status, the employee may elect to use "industrial leave without pay" if employee does not choose to use accrued paid leave (sick leave, vacation time, compensatory time, or personal leave). However, employees who have reached permanent and stationary status must exhaust available leave balances before being placed on leave without pay.
An employee who has not reached a permanent and stationary status and uses industrial leave without pay may be entitled to “wage loss” under workers’ compensation system depending on eligibility.
The City may make changes to its Personnel Policies including, but not limited to, the Santa Barbara Municipal Code to reflect the substance of this Agreement.
70. WORKING OUT OF CLASSIFICATION
Working Temporarily Out of Classification
The City and the Union agree that it is the intent of departmental management to avoid working an employee out of classification.
It is further agreed that working an employee out of classification will occur only to meet the work requirements within the City and that such out of classification work will terminate after fifteen (15) consecutive work days or thirty (30) work days in any one calendar year; or if extended beyond fifteen (15) consecutive or thirty (30) work days, the employee shall be compensated at the rate of the higher classification while the out of classification work continues subject to the right of employee to waive this provision based upon personal career development.
For purposes of this article, an out of classification assignment is defined as assignment by the Department Head or designee of the performance of a substantial preponderance of duties of an authorized, funded, permanent, full-time position in one or more higher classification(s) by an employee in a position in another classification. "Significant duties" shall be as defined on the appropriate class specification.
When an employee works out of classification continuously for fifteen (15) working days or more, the City shall place a letter in the employee's personnel file acknowledging the out of classification work.
It is the intent of this article to compensate employees for assigned out of class work extended beyond fifteen (15) consecutive or thirty (30) work days in any one calendar year.
Position Reclassification Requests
If an employee believes he/she is working out of classification on a regular on-going basis, the employee may:
a. Request a reclassification from his/her manager in writing. The manager shall respond in writing within ten (10) working days of receipt of the request. The manager may recommend that a classification review be conducted by submitting a written request, approved by the Department Head, to Human Resources.
b. If the employee is not satisfied with the manager's response, he/she may submit a written reclassification request to his/her Department Head or designee within ten (10) working days of receiving his/her manager's written response. Within twenty (20) working days of receipt of the employee's written request, the Department Head or designee shall meet with the employee and issue a written response to the employee and the Human Resources Office.
Memorandum of Understanding- General Bargaining Unit Page 32 c. If the Department Head's response so requests that a classification review be conducted, Human Resources shall conduct said classification review and shall issue its decision to the employee and the Department Head within forty-five (45) working days of receipt of the request. The decision to request, or not request, a classification review shall be at the Department Head’s sole discretion, however the decision will not be arbitrary or capricious.
Memorandum of Understanding- General Bargaining Unit: Appendix A- Shift Differential Examples LCW_DMS\SA390\038\9254134.v2-5/7/20
APPENDIX A
SHIFT DIFFERENTIAL EXAMPLES
Recommended Approach to Assessing Eligibility for Shift Differential: First look to see if the regular assigned shift qualifies for shift differential. If the regular assigned shift qualifies, then continuation overtime of less than a shift also qualifies for that same differential. For continuation overtime of a full shift (back-to-back shifts) look at whether the separate overtime shift would qualify on its own. Call back overtime generally does not qualify for shift differential unless it is for 8 hours or more.
Example 1. Swing Shift Differential; Swing Shift OT
An employee is assigned to work a nine (9) hour shift from 3:30 p.m. to 1:30 a.m. with an hour unpaid lunch. Because 50% or more of the ten (10) regular assigned shift hours including lunch fall between 5:00 p.m. and midnight, the employee is entitled to Swing Shift Differential pay for the entire regularly assigned shift.
If that employee is then asked to work overtime from 1:30 a.m. to 3:30 a.m., the employee will be entitled to Swing Shift Differential pay at the overtime rate for the additional two hours (1:30 a.m. to 3:30 a.m.) worked because the two hours are a continuation of the qualified swing shift.
Example 2. No Shift Differential; Assigned shift does not qualify and OT is not a full shift An employee is assigned to work an eight (8) hour shift from 7:30 a.m. to 4:00 p.m. including lunch and is then directed to work an additional five (5) hours of overtime to cover for a sick employee from 4:00 p.m. to 9:00 p.m. The employee is not entitled to shift differential pay because the regular assigned shift hours including lunch (7:30 a.m. to 4:00 p.m.) do not qualify for shift differential and the overtime worked is the continuation of a non-qualifying assigned shift of less than eight hours.
Example 3. No Shift Differential; Assigned shift does not qualify and OT is not a full shift An employee is assigned to work an eight (8) hour shift from 8:00 a.m. to 4:30 p.m. including lunch.
However, on this particular day, the employee is assigned to come in early to work overtime from 3:00 a.m. to 8:00 a.m. in addition to the assigned regular shift hours in order to cover for an absent employee.
The employee is not entitled to shift differential pay because the regular assigned shift hours do not qualify for shift differential and the overtime worked as a continuation of that regular assigned shift is less than eight hours.
Example 4. Back-to-Back Shifts; Assigned shift does not qualify, but OT shift qualifies for swing.
An employee is assigned to work an eight (8) hour regular shift from 7:30 a.m. to 4:00 p.m. including lunch and then is directed to work additional time for an emergency situation. The employee then works nine hours of overtime from 4:00 p.m. until 1:00 a.m. The employee is entitled to Swing Shift Differential pay at the overtime rate for the period of 4:00 p.m. to 1:00 a.m. The employee has in effect worked two back-to-back shifts.
Example 5. Back-to-Back Shifts; Assigned shift qualifies for swing, and OT shift qualifies for graveyard.
An employee is assigned to work the swing shift between 4:00 p.m. and midnight (without an off-duty meal break), and then is assigned to work the graveyard shift from midnight to 8:00 a.m. In this case the employee is assigned to work two distinct shifts. Therefore, the employee is entitled to Swing Shift Differential pay for the time between 4:00 p.m. to midnight and Graveyard Shift Differential pay at the overtime rate for the hours from midnight to 8:00 a.m.
Example 6. Back to Back Shifts; Assigned shift qualifies for graveyard, but OT does not qualify.
Memorandum of Understanding- General Bargaining Unit Page 34 An employee is assigned to work the regular graveyard shift between midnight and 8:00 a.m. (without an off-duty meal break) and then is assigned the day shift from 8:00 a.m. to 4:30 p.m., with a half hour lunch, on overtime. As in Example 5, the employee is assigned two distinct back-to-back shifts; therefore, the employee is entitled to Graveyard Shift Differential for the time period of midnight to 8:00 a.m., but no shift differential for the time period of 8:00 a.m. to 4:30 p.m.
Example 7. Call Back; Assigned shift qualifies for swing but callback under 8 hours does not.
An employee is assigned to work from 4:00 p.m. to midnight on a regular shift. That employee leaves work at midnight, goes home, and then is called back to work between 2:00 a.m. and 7:00 a.m. That employee is entitled to Swing Shift Differential pay for the regular assigned shift from 4:00 p.m. to midnight. The employee is not entitled to shift differential pay for the overtime hours (2:00 a.m. to 7:00 a.m.) because it is considered a call back, and not a continuation of the assigned shift without a break, of and it was for less than eight hours.
Example 8. Call Back; Assigned shift does not qualify, but callback OT over 8 hours qualifies for swing.
An employee is assigned to work a regular shift from 7:30 a.m. to 4:00 p.m. and then is called back to work overtime at 7:00 p.m. and works until 3:00 a.m. due to an emergency situation. The employee is entitled to Swing Shift Differential pay at the overtime rate for the call back of eight hours or more (7:00 p.m. to 3:00 a.m.) because 50% or more of the call back hours fall between 5:00 p.m. and midnight.
Memorandum of Understanding- General Bargaining Unit: Appendix B- Family Friendly Personnel Policies
LCW_DMS\SA390\038\9254134.v2-5/7/20
APPENDIX B
CITY OF SANTA BARBARA
FAMILY FRIENDLY PERSONNEL POLICIES
February 20, 1990
Note: A leave or reduced schedule approved under one of these policies runs concurrently with any applicable leave entitlements under the FMLA/CFRA Family and Medical Leave Policy.
Contents
1. Maternity Leave Policy
2. Parental Leave Policy
3. Flexible Leave Policy
4. Alternative Work Schedules
5. Job Sharing
6. Part-time Work
7. At-home Work
Appendix B- Family Friendly Policies
1. MATERNITY LEAVE (medical leave)
The City of Santa Barbara is committed to providing time off from work, so far as possible, to employees during pregnancy and following childbirth.
Maternity leave requests, including both medical and non-medical components (see section on Parental leave for information regarding non-medical leave), must be submitted to the City Administrator via the Department Head at least 30 days in advance. The requirement for 30 days advance notice may be waived when warranted by unexpected medical circumstances. Pursuant to state law, maternity leaves for medical reasons will be granted for up to four (4) months and may be extended up to a maximum of one (1) year subject to the operational needs of the department as determined by the Department Head. All medical leaves must be verified by a doctor's certificate of disability.
When an employee is physically disabled from work due to pregnancy or following childbirth, the employee will obtain a doctor's certificate of disability indicating the dates when the employee will be physically unable to work. When physically disabled, the employee may use sick leave or other paid leave. An employee disabled due to pregnancy or childbirth may request an unpaid leave of absence for medical reasons once her sick leave and other paid leave balances total less than forty (40) hours. A doctor's note listing the dates of the disability must be submitted with the medical leave request. Any leave of absence greater than 7 days must be approved in advance by the City Administrator.
The City will coordinate an employee's use of State Disability Insurance (SDI) with City paid leave which allows employees on maternity leave and covered by SDI to extend the use of their paid leave time.
When an employee is on medical leave of absence due to pregnancy, the City will continue to pay the employer portion of the insurance for the first ninety (90) days of the medical leave of absence. Thereafter, an employee will have to pay both the employer and the employee portions of her insurance.
2. PARENTAL LEAVE (all employees, non-medical leave)
The City recognizes that after the birth or adoption of a child, it is important for a parent to be with his or her child. As a result, the City encourages Department Heads to accommodate requests for parental leaves to care for a newborn or newly adopted child.
Parental leaves shall be with pay if the employee has leave balances of vacation, personal leave, or compensatory time. An employee may request a parental leave of absence without pay when the employee's paid leave balances total less than forty (40) hours (see section on Maternity Leave for information regarding medical leave related to pregnancy and childbirth).
Parental leave requests must be submitted to the City Administrator via the Department Head at least 30 days in advance. When requested, parental leaves will be approved for a length of time sufficient to provide the employee a minimum of one (1) month absence from work. Any medical leave related to pregnancy and child birth (maternity leave) will not be counted in the minimum one (1) month. The scheduling of parental leave is subject to the approval of both the City Administrator and Department Head based on the operational needs of the department. Extension of the parental leave of absence may be granted, subject to the approval of the City Administrator, via the Department Head. The total duration of the combined medical and parental leaves of absence cannot exceed one year.
Employees are encouraged to discuss their time off needs with their supervisors as early as possible.
Employees are also encouraged to save their vacation, personal leave, and compensatory time for use during a parental leave. Temporary waivers of the minimum annual vacation use and maximum vacation Appendix B- Family Friendly Policies
accrual will be considered to assist prospective parents in building their leave banks.
While on parental leave of absence without pay, an employee will have to pay both the employer and employee portions of his or her insurance.
3. FLEXIBLE LEAVE POLICY (All Employees)
Employees may use accrued personal leave, vacation, comp time, to respond to emergency needs for spouse or dependent*, such as illness, child care or elder care. The employee shall notify his/her supervisor immediately of the nature of the emergency. Approval for leaves under this policy shall not be unreasonably withheld. Advance approval for spouse or dependent illness is not required. * For purposes of this policy, a dependent is one who is a dependent pursuant to IRS regulations.
4. ALTERNATIVE WORK SCHEDULES (All employees)
The City believes that alternative work schedules are viable options to meet personal needs in areas such as child care and transportation where such schedules continue to meet the operational needs of the department.
Individual employees may request alternative work schedules which meet their personal needs and the operational requirements of the department. Alternative schedules may be different daily work hours or a different work week. Approval for reasonable alternative work schedules is subject to the operational needs of the department as determined by the Department Head. The continuation of such schedules shall be subject to Department Head review with reasonable input from affected employees.
5. JOB SHARING (All Employees)
The City recognizes that job-sharing may facilitate the balancing of employees' personal needs with their job responsibilities. As a result, the City encourages Department Heads to attempt to accommodate requests for job-sharing subject to the operational needs of the department as determined by the Department Head.
An employee may request that his/her full-time position be redefined as a job-sharing position to be filled by two permanent part-time employees. Requests for job sharing positions shall be submitted to the Department Head and require final approval by the City Administrator and City Council.
Job sharing positions may be discontinued at the discretion of the Department Head, with 30 days notice to affected employees.
6. PART-TIME WORK (All employees)
An employee may request to work on a part-time basis. A request to work part-time for a limited duration is subject to the operational needs of the department as determined by the Department Head. The Department Head may grant part-time assignments of limited duration. Extensions of part-time assignments will be considered upon employee request.
All part-time assignments may be periodically reconsidered by the Department Head. If the Department Head determines additional hours are required in the position, the employee will be given thirty days notice of the requirement to work increased hours.
Appendix B- Family Friendly Policies
Part-time assignments must be a minimum of 20 hours per week. Part-time regular employees receive insurance benefits and paid leave benefits prorated based on the number of hours worked.
To change an employee from full-time to part-time status requires a Personnel Action Form (PAF) and notification to the Personnel Office.
7. AT-HOME WORK (All employees)
With prior approval of the Department Head and review by Risk Management, an employee may request to work at home on a limited-term basis. All requests will be subject to the operational needs of the department as determined by the Department Head. Increased City liability including safety and workers' compensation issues will be closely reviewed prior to granting at-home work requests.
Requests for work schedules which include working at home for part of the regular work week may be submitted to the Department Head. Authorization for such schedules for either a predetermined or indefinite length of time will be made based on the following criteria:
a) the operational needs of the department work site must be met adequately; b) the job duties must be such that work can be accomplished at home; c) proper equipment and supplies necessary to the job assignment can be provided at reasonable cost; d) sufficient measures of productivity can be determined; e) efficient and effective methods can be established for supervisory review of work assignments; f) the employee can be contacted at home during predetermined work hours.
Plans for meeting each of these criteria should be submitted in writing to the Department Head for evaluation.
Once approved, at-home work schedules are subject to periodic review and may be discontinued at the discretion of the Department Head, with fourteen (14) days notice to the employee.
Memorandum of Understanding- General Bargaining Unit:
Appendix C- Drug And Alcohol Testing Policy- General Unit
APPENDIX C
CITY OF SANTA BARBARA
DRUG AND ALCOHOL TESTING POLICY
FOR
GENERAL UNIT EMPLOYEES
Appendix C- Drug And Alcohol Testing Policy- General Unit
CITY OF SANTA BARBARA
DRUG AND ALCOHOL TESTING POLICY
FOR GENERAL UNIT EMPLOYEES
This policy sets forth the rights and obligations of the covered employees. You should familiarize yourself with the provisions of this policy BECAUSE COMPLIANCE WITH THIS POLICY IS A CONDITION OF YOUR EMPLOYMENT.
If you are an employee covered by this policy, you should be aware that you are still required to comply with the provisions of the City's Drug and Alcohol Free Workplace Policy (ATTACHMENT A) that was adopted by the City Council on August 21, 1990. The obligations and requirements set forth below are in addition to existing obligations and requirements set forth in the Drug and Alcohol Free Workplace Policy.
A. EMPLOYEE QUESTIONS
Employees shall refer any questions regarding rights and obligations under this policy to Human Resources or to the union.
B. COVERED EMPLOYEES
Employees in the job classifications represented by SEIU, Local 620 in the General Employees Bargaining Unit that are not covered under the CITY OF SANTA BARBARA DRUG AND ALCOHOL TESTING POLICY
PURSUANT TO DEPARTMENT OF TRANSPORTATION REGULATIONS
C. PROHIBITIONS
The following conduct is prohibited and may result in discipline, up to and including termination:
1. The use, possession, manufacture, dispensation or distribution of drugs and alcohol is prohibited:
a. in the workplace;
b. while on City time;
c. in City vehicles or facilities except as defined in City’s facilities use policies; d. prior to coming to work, so that the employee’s performance is impaired.
2. Reporting for duty or remaining on duty while having an alcohol blood concentration level of
0.08 or greater.
3. Being on duty or operating a vehicle on duty while possessing alcohol.
4. Using alcohol while on duty.
5. Reporting for duty or remaining on duty when the employee used any controlled substances, except if the use is pursuant to the instructions of a physician who has advised the employee that the substance does not adversely affect the employee's ability to perform their job.
6. Reporting for duty or remaining on duty if the employee tests positive for controlled substances.
7. Refusing to submit to any alcohol or controlled substances test required by this Policy. A covered employee who refuses to submit to a required drug/alcohol test will be treated in Appendix C- Drug And Alcohol Testing Policy- General Unit the same manner as an employee who tested 0.08 or greater on an alcohol test or tested positively on a controlled substances test.
A refusal to submit to an alcohol or controlled substances test required by this Policy includes, but is not limited to:
a. A refusal to provide a urine sample for a drug test; b. An inability to provide a urine sample without a valid medical explanation; c. A refusal to complete and sign the breath alcohol testing form, or otherwise to cooperate with the testing process in a way that prevents the completion of the test;
d. An inability to provide breath or to provide an adequate amount of breath without a valid medical explanation;
e. Tampering with or attempting to adulterate the urine specimen or collection procedure;
f. Not reporting to the collection site in the time allotted by the supervisor or manager who directs the employee to be tested (the time allotted shall be reasonable. In most cases the City will provide transportation to and from the collection site.);
g. Leaving the scene of an accident without a valid reason as to why authorization from a supervisor or manager who shall determine whether to send the employee for a post-accident controlled substances and/or alcohol test was not obtained.
D. CIRCUMSTANCES UNDER WHICH DRUG AND ALCOHOL TESTING WILL BE IMPOSED ON COVERED EMPLOYEES.
1. Pre-Employment Testing
All applicants for City employment may be required to submit to pre-employment/pre-duty drug testing. This applies to initial appointment as a classified employee only, and not to promotion within the service.
Note: there is no pre-employment alcohol test.
2. Post-Accident Testing
Post-accident drug and alcohol testing will be conducted on employees following an accident.
Alcohol: Post-accident alcohol tests shall be administered within two hours following an accident and no test may be administered after eight hours.
Drug: A post-accident drug test shall be conducted within eight (8) hours following the accident
An accident occurs when as a result of an incident involving a vehicle operated by a covered employee:
(1) any individual(s) receives an injury(s) requiring immediate hospital treatment ,or (2) there is a recommendation by an on scene paramedic or medical professional that individual(s) involved in the accident should see a physician for injury(s) arising out of the accident.
Appendix C- Drug And Alcohol Testing Policy- General Unit
3. Return To Duty / Follow-up Testing:
A covered employee who has violated any of the prohibitions of this policy (See Section C) may be required to submit to a return to duty test before he/she may be returned to his/her position. The test result must indicate an alcohol concentration of less than 0.08 or a verified negative result on a controlled substances test.
E. EMPLOYEE RESPONSIBILITIES
An employee must notify his/her department head of all alcohol or criminal drug statute convictions no later than 5 days after such conviction.
An employees must notify his/her supervisor, before beginning work, when drugs (prescription or non-prescription) may interfere with the safe and effective performance of duties or operation of City equipment (See Attachment A, Article III, Section 3).
Any employee who thinks he/she may have an alcohol or drug use problem is urged to voluntarily seek free confidential assistance from the City’s Employee Assistance Program (EAP) counselor. It is the responsibility of each employee to seek assistance before alcohol or drug problems lead to job related performance problems.
F. MANAGERS’ AND SUPERVISORS’ RESPONSIBILITIES
1. Managers and supervisors are responsible for enforcement of this policy and will inform the Department Head and the Human Resources Manager of any violations.
2. Employees who may have a suspected alcohol or drug use problem should be encouraged to voluntarily seek confidential assistance from the City’s Employee Assistance Program (EAP).
3. When an employee is involved in an accident, managers and supervisors shall prevent the employee from engaging in further work, remove the employee from the workplace, and then send the employee for a drug and/or alcohol tests within the timelines outlined in Section D. 2 above.
4. When it is suspected that an employee may have illegal drugs or is under the influence of illegal drugs, managers and supervisors may notify the appropriate law enforcement agency.
G. PROCEDURES TO BE USED FOR DETECTION OF DRUGS AND ALCOHOL
1. Alcohol Testing:
Alcohol testing will be conducted by using an evidential breath device (EBT) approved by the National Highway Traffic Safety Administration. (Non-EBT devices may be used for initial screening tests.)
A screening test will be conducted first. If the result is an alcohol concentration level of less than 0.02, the test is considered a negative test. If the alcohol concentration level is 0.02 or more, a second confirmation test will be conducted. A positive test for alcohol means a confirmed alcohol concentration of 0.08 or more.
The procedures that will be utilized by the collection and testing of the specimen shall be the same as those required under the City Of Santa Barbara Drug And Alcohol Testing Policy Pursuant To Department Of Transportation Regulations (49 CFR 40).
Appendix C- Drug And Alcohol Testing Policy- General Unit
2. Drug Testing:
Drug testing will be conducted pursuant to the same requirements as those required by the City Of Santa Barbara Drug And Alcohol Testing Policy Pursuant To Department Of Transportation Regulations (49 CFR Part 40).
a. The urine specimen will be split into two (2) bottles labeled as: primary" and "split" specimen. Both bottles will be sent to the lab;
b. A positive test means a test that is positive for controlled substances under the Federal D.O.T. Urine Specimen Testing Levels (Current levels ATTACHMENT B).
If the urinalysis of the primary specimen tests positive for the presence of controlled substances, the employee has seventy-two (72) hours to request that the split specimen be analyzed by a different certified lab at the employee's cost. c. The urine sample will be tested for the following: marijuana, cocaine, opiates, amphetamines, and phencyclidine;
d. If the test is positive for one or more of the drugs, a confirmation test will be performed using gas chromatography/mass spectrometry analysis; e. All drug results will be reviewed and interpreted by a physician before they are reported to the employee and then to the City;
f. With all positive drug tests, the physician (a.k.a. Medical Review Officer) will first contact the employee to determine if there is an alternative medical explanation for the positive test result. If documentation is provided and the MRO determines that there was a legitimate medical use for the prohibited drug, the test result may be reported to the City as "negative."
3. Confidentiality:
The confidentiality of records shall be maintained in the same manner as set forth in the City Of Santa Barbara Drug And Alcohol Testing Policy Pursuant To Department Of Transportation Regulations.
H. CONSEQUENCES OF FAILING/REFUSING AN ALCOHOL AND/OR DRUG TEST:
FAILING A PRE-EMPLOYMENT DRUG TEST WILL BE GROUNDS FOR REJECTION FROM EMPLOYMENT.
UPON FAILING A POST-ACCIDENT ALCOHOL AND/OR DRUG TEST THE EMPLOYEE:
1. Will be removed from driving or operating any heavy or dangerous equipment;
2. May be disciplined up to termination. Failing/refusal to take a controlled substances/alcohol test may result in disciplinary action, up to and including termination.
3. May be allowed to sign a last chance agreement as an alternative to discipline which could require the employee to undergo treatment to cure his/her alcohol or drug abuse and be tested periodically. Generally, an employee who tests positive and has not been found to be using alcohol or drugs on-duty will be offered a last chance agreement. The City does not pay for this examination or any treatment. However, if the exam and/or treatment is covered by the employee's insurance policy, the employee may use the insurance policy to (help) pay for the covered expenses.
Appendix C- Drug And Alcohol Testing Policy- General Unit
4. The employee may use accumulated vacation, personal leave, overtime or leave without pay while undergoing treatment/rehabilitation
5. The employee may use sick leave only when participating in a medically supervised/approved residential rehabilitation program or during the first ninety (90) days of a medically supervised/approved outpatient rehabilitation program.
6. May not be returned to his/her position until the employee submits to a return-to-duty controlled substances and/or alcohol test (depending on which test the employee failed) which indicates an alcohol concentration level of less than 0.08 or a negative result on a controlled substances test;
7. May be required to submit to unannounced follow-up testing after he/she has been returned to his/her safety-sensitive position.
J. EMPLOYEE ASSISTANCE PROGRAM (EAP)
The City has established an Employee Assistance Program to help employees who need assistance with alcohol and controlled substance abuse. Employees are encouraged to contact the City’s Benefits Office for the number of the current EAP provider.
Appendix C- Drug And Alcohol Testing Policy- General Unit Attachment A- Drug and Alcohol Free Workplace Policy
LCW_DMS\SA390\038\9254134.v2-5/7/20
1 RESOLUTION NO. 90-141
A RESOLUTION OF THE COUNCIL OF THE CITY OF SANTA
BARBARA, ADOPTING A DRUG AND ALCOHOL FREE WORKPLACE
POLICY.
WHEREAS, The Federal Drug Free Workplace Act of 1988 requires the adoption of a drug free workplace policy, and
WHEREAS, the presence of drugs and alcohol on the job, and the influence of these substances on employees during working hours jeopardizes the safety of employees, the public, and the efficiency of City operations; and
WHEREAS, the City wants to establish a drug and alcohol free workplace;
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF SANTA BARBARA:
That the attached Drug and Alcohol Free Workplace Policy be adopted.
Adopted August 21, 1990
Appendix C- Drug And Alcohol Testing Policy- General Unit 8-17-90
CITY OF SANTA BARBARA
DRUG AND ALCOHOL FREE WORKPLACE POLICY
I. PURPOSE
The City of Santa Barbara, in its efforts to provide a drug and alcohol free environment, has adopted this Drug and Alcohol Free Workplace Policy. It is the purpose of this policy to eliminate alcohol and drug abuse by City Employees and its effects in the workplace. The presence of drugs and alcohol on the job and the influence of these substances on employees during working hours jeopardizes the safety of employees, the public, and the efficiency of City operations. It is the intent of the City, in adopting this policy, to meet the requirements of the Drug Free Workplace Act of 1988 (41 U.S.C. Section 701-707).
II. POLICY
In recognition of the duties entrusted to the employees of the City of Santa Barbara and with knowledge that drugs and alcohol hinder a person's ability to perform job related duties safely and effectively, the City of Santa Barbara adopts the following policy:
1. The use, possession, manufacture, dispensation or distribution of drugs and alcohol is prohibited:
a. in the workplace;
b. while on City time;
c. in City vehicles or facilities except as defined in City's facilities use policies; d. prior to coming to work, so that the employee's performance is impaired.
2. The City is committed to providing reasonable accommodation to those employees whose drug or alcohol problem classifies them as handicapped, under federal law.
3. The City has established a voluntary Employee Assistance Program (EAP) to assist those employees who voluntarily seek help for alcohol or drug problems (as well as for a variety of other personal problems). Employees may seek confidential assistance from the EAP counselor.
III. APPLICATION
1. This policy applies to all full time, part time and temporary employees, and to all applicants for positions with the City. This policy applies to alcohol and all substances, drugs or medications, legal or illegal, which impairs an employee's ability to effectively and safely perform his/her job duties.
2. A copy of this policy will be provided to all City employees.
3. A drug-free awareness program will be established to inform employees of the dangers and penalties of drug use in the workplace and of available counseling, rehabilitation and employee assistance programs.
Appendix C- Drug And Alcohol Testing Policy- General Unit
4. Violations of the policy may result in disciplinary action being taken, up to and including termination, in addition to possible criminal penalties or refusal to hire an applicant.
IV.EMPLOYEES RESPONSIBILITIES
An employee:
1. Must not report to work, or be subject to scheduled duty while his/her ability to perform job duties is impaired due to on or off duty alcohol or drug use.
2. Must not use, possess, manufacture, dispense or distribute drugs or alcohol a. in the workplace;
b. on City time;
c. in City vehicles or facilities except as defined in City's facilities use policies; d. prior to coming to work, so that the employee's performance is impaired.
3. Must notify his/her supervisor, before beginning work, when drugs (prescription or nonprescription) may interfere with the safe and effective performance of duties or operation of City equipment. In the event there is a question regarding an employee's ability to safely and effectively perform assigned duties while using prescribed drug, authorization from a qualified physician may be required.
4. Must notify his/her department head of any criminal drug or alcohol statute conviction, for a violation occurring in the workplace, no later than five (5) days after such conviction.
5. A safety employee must notify his/her department head of all alcohol or criminal drug statute convictions, no later than five (5) days after such conviction.
6. Who thinks he/she may have an alcohol or drug use problem is urged to voluntarily seek free confidential assistance from the City's Employee Assistance Program (EAP) counselor.
It is the responsibility of each employee to seek assistance before alcohol or drug problems lead to job related performance problems.
V. MANAGERS AND SUPERVISORS RESPONSIBILITIES AND GUIDELINES
1. Managers and supervisors are responsible for enforcement of this policy and will inform the Department Head and the Human Resources Manager of any violations.
2. Employees who may have a suspected alcohol or drug use problem should be encouraged to voluntarily seek confidential assistance from the City's Employee Assistance Program (EAP).
3. When it is suspected that an employee is under the influence of drugs or alcohol at the workplace, managers and supervisors shall prevent the employee from engaging in further work, remove the employee from the work place, consult with another manager or supervisor to confirm their suspicions, and then, take appropriate action. The employee shall be informed that a union representative or shop steward could be notified, at the employee's request. Managers and supervisors may notify the appropriate law enforcement agency.
4. When it is suspected that an employee may have illegal drugs or is under the influence if illegal drugs, managers and supervisors shall notify the appropriate law enforcement agency.
Appendix C- Drug And Alcohol Testing Policy- General Unit
5. For employees working on programs receiving federal grant money, the City shall:
a. notify the Federal contracting agency within ten (10) days after receiving notice of an employee's criminal drug statute conviction occurring in the workplace. (41 U.S.C. Section 701-717)
b. impose a sanction, or require the satisfactory participation in a drug abuse assistance or rehabilitation program for any employee who is convicted of a criminal drug statute violation occurring in the workplace. (41 U.S.C. Section 701-707)
Appendix C- Drug And Alcohol Testing Policy- General Unit Attachment B- Drug Specimen Levels
LCW_DMS\SA390\038\9254134.v2-5/7/20
Federal D.O.T. Urine Specimen Testing Levels
From 49 CFR Part 40 Subpart F
All cutoff concentrations are expressed in nanograms per milliliter (ng/mL). The table follows:
Type of Drug or Metabolite Initial Test Confirmation Test (1) Marijuana metabolities
(i) Delta-9-tetrahydrocannabinol-9-
caroxylic acid (THC)
50 15
(2) Cocaine metabolities
(Benzoylecgonine)
300 150
(3) Phencyclidine (PCP) 25 25
(4) Amphetamines
(i) Amphetamine
(ii) Methamphetamine
1000
500
500
(Specimen must also contain
amphetamine at a concentration of
greater than or equal to 200
ng/mL.)
(5) Opiate metabolities
(i) Codeine
(ii) Morphine
(iii) 6acety1morphine
2000
2000
2000
10 Test for 6-AM in the specimen.
Conduct this test only when
specimen contains morphine
at a concentration greater than
or equal to 2000 ng/mL.
CITY OF SANTA BARBARA ADMINISTRATIVE
POLICIES:
9/80 WORK SCHEDULE POLICY
Appendix D
Policy No. TBA
Issued by: Barbara Barker, Human Resources Manager Adopted: 5/8/2007 Updated: 5/8/2007
Memorandum of Understanding- General Bargaining Unit
Appendix D- 9/80 Work Schedule Policy
LCW_DMS\SA390\038\9254134.v2-5/7/20
PURPOSE:
To set forth the City of Santa Barbara’s policy and procedures governing the establishment and administration of an alternate work schedule commonly referred to as “9/80’s”.
This policy is intended to complement the provisions of the City of Santa Barbara’s “FlexWork Policy” and “Child Care Personnel Policies”. However, in the event of a conflict between those provisions and this policy, this policy shall control for all purposes.
POLICY:
The 9/80 alternate work schedule may be the standard assigned schedule for a position or work unit, or may be granted, at the employee’s request, as an alternative work schedule under the City’s FlexWork Program or Childcare Personnel Policies (also called “Family Friendly Policies”). The guidelines set forth in this policy will apply to any employee working a 9/80 schedule.
DEFINITIONS:
1. 9/80 Alternate Work Schedule
The 9/80 alternate work schedule shall consist of eight (8) work days of nine (9) hours and one work day of eight (8) hours for a total of eighty (80) hours during two (2) consecutive work weeks. For non-management employees, the eight (8) hour work day must be on the same day of the week as the employee’s regular Flex Day Off (FDO).
Under the 9/80 schedule, one calendar (e.g, Saturday-Friday) week shall consist of 44 work hours (four 9-hour days and one 8-hour day) and the alternating calendar week will consist of 36 work hours (four 9-hour days and one day off).
2. Flex Day Off
The Flex Day Off (FDO) shall be an eight (8) hour day and may occur on any day of the week. For non-management employees, the FDO must be the same day of the week as the employee’s 8-hour work day that occurs in the preceding and subsequent work weeks (e.g. if the employee’s regularly scheduled Flex Day Off is each alternate Friday, then the employee shall be scheduled to work eight hours the preceding and subsequent Fridays).
CITY OF SANTA BARBARA ADMINISTRATIVE
POLICIES:
9/80 WORK SCHEDULE POLICY
Policy No. TBA
Issued by: Barbara Barker, Human Resources Manager Adopted: 5/8/2007 Updated
Appendix D- 9/80 Work Schedule Policy
3. 9/80 FLSA Workweek
Under the Fair Labor Standards Act, the workweek is defined as “a fixed and regularly recurring period of seven consecutive 24-hour periods (168 hours).” When an employee is assigned to a 9/80 schedule, the 9/80 work week begins on the employee’s 8 hour day, at exactly four (4) hours after the scheduled start time and ends 168 hours later, at the same time on the same day during the following week. This results in 40 straight time hours per FLSA workweek, and 80 straight time hours per pay period.
4. City Pay Period
The City’s pay period begins at 12:00 a.m. (midnight) on Saturday, and ends immediately before the same time on Friday two weeks later. This is different than the FLSA work period for an employee on a 9/80 schedule, whose FLSA workweek may span 2 pay periods.
5. Fair Labor Standards Act (FLSA)
The Fair Labor Standards Act is a Federal law that sets minimum wage, overtime pay, equal pay, recordkeeping, and child labor standards for employees that it covers.
6. Non-Exempt Employee
A non-exempt employee is an employee who, because of the type of duties performed, the usual level of decision making authority, and the method of compensation, is subject to the provisions of the Fair Labor Standards Act. Nonexempt employees are generally required to account for all hours worked and must be compensated at not less than time-and-one half at the regular rate for all hours worked over 40 in one FLSA workweek.
APPROVAL:
Scheduling of a 9/80 Work Schedule including the selection of the work days, work times, and the FDO, shall be done by management based on business needs, subject to the requirements of the applicable M.O.U. and/or sideletter governing the 9/80 Work Schedule.
The City and the Union agree that under certain circumstances, alternative work schedules (9/80, 4/10, and/or modified starting or ending times) may be beneficial to both employees and the City. Employees may request , upon their own initiative, consideration of an alternate schedule and/or FDO based on childcare, alternative commute, school, or other personal issues through the FlexWork Policy or Childcare Personnel Policies.
CITY OF SANTA BARBARA ADMINISTRATIVE
POLICIES:
9/80 WORK SCHEDULE POLICY
Policy No. TBA
Issued by: Barbara Barker, Human Resources Manager Adopted: 5/8/2007 Updated
Appendix D- 9/80 Work Schedule Policy
CHANGES TO SCHEDULE LIMITED:
1. Changing the Flex Day Off
Once the FDO is designated, working on the FDO may incur overtime in one or more FLSA workweeks, therefore working on the FDO or making changes to the FDO requires management approval.
Temporary changes to the FLSA workweek and/or the FDO to avoid overtime are not permitted.
2. Working on the 8 Hour Day
Once the 9/80 schedule begins, working an alternate schedule on the 8 hour work day may incur overtime liability* in one or more FLSA workweeks. Therefore, altering an employee’s schedule on the 8 hour day requires management approval. (*e.g., if an employee scheduled to work from 8-5 comes in 7-4 instead, one work week will incur 1 hour of overtime, and the employee will be short an hour in the next work week and need to use leave balances.)
HOLIDAYS, PERSONAL TIME OFF AND JURY DUTY:
1. Holidays
Employees on a 9/80 work schedule who are eligible for holiday pay will be entitled to the same Holiday pay as employees on a 10/80 (40 hour) work schedule. Paid holiday time is awarded based on regularly scheduled work day hours per holiday.
When the holiday is observed on the employee’s FDO, the employee will accrue an additional 8-hour holiday day off. If required under the applicable M.O.U., such day off shall be taken within thirty (30) calendar days or shall be compensated at straight pay after the 30th day.
2. Personal Leave and Bereavement Leave
Employees on a 9/80 work schedule who are eligible for personal and/or bereavement leave will be entitled to the same Personal Leave and/or Bereavement pay as employees on a 10/80 (40 hour) work schedule. Personal Leave and Bereavement pay are granted to full-time employees in amounts equivalent to 8 hour days (e.g., the employee will be eligible for a total of up to 32 hours of personal leave and up to 40 total hours of bereavement leave). Personal Leave and Bereavement pay are charged at nine (9) hours for time taken on a scheduled nine hour day and (8) hours for time taken
CITY OF SANTA BARBARA ADMINISTRATIVE
POLICIES:
9/80 WORK SCHEDULE POLICY
Policy No. TBA
Issued by: Barbara Barker, Human Resources Manager Adopted: 5/8/2007 Updated
Appendix D- 9/80 Work Schedule Policy
on a scheduled eight hour day.
3. Vacation, Sick, Compensatory Time, PTO, etc.
Time off from work using accrued vacation, sick, PTO, or other paid leave banks will be charged at nine (9) hours for time taken on a scheduled nine hour day. Time off from work on the eight (8) hour work day will be charged at eight (8) hours.
4. Jury Duty
An employee shall not be entitled to jury duty pay, or to overtime pay or compensatory time off for jury duty on the FDO. However, an employee on an absence exceeding one week for jury duty, military duty, etc. may request to temporarily switch back to a regular 10/80 schedule. The transition guidelines below will apply to approval of such request to transition to the 40-hour schedule (Section F2, below) or back from the 40-hour schedule (Section F1, below).
OVERTIME:
1. Overtime Earned
When an overtime-eligible employee is on a 9/80 work schedule, overtime for hours exceeding 40 in a workweek, both under the FLSA and as provided under any applicable M.O.U., will be based on the FLSA workweek. In other words, employees who are eligible for overtime shall receive overtime pay or compensatory time off for hours worked in excess of 36 or 44 hours in their respective scheduled (e.g., SundayFriday) calendar workweek.
Employees may also be eligible for overtime or compensatory time for other hours in excess of the regular 9/80 work schedule, as provided under the applicable M.O.U.
2. Overtime Paid
The 9/80 FLSA workweeks will not generally correspond with the City’s pay periods.
Therefore, where adjustments to overtime compensation cannot be calculated until the completion of the employee’s workweek (e.g., when they occur in the last half of the 8 hour day), a one pay period’s delay in the employee receiving the additional compensation may occur.
CITY OF SANTA BARBARA ADMINISTRATIVE
POLICIES:
9/80 WORK SCHEDULE POLICY
Policy No. TBA
Issued by: Barbara Barker, Human Resources Manager Adopted: 5/8/2007 Updated
Appendix D- 9/80 Work Schedule Policy
TRANSITIONING TO OR FROM A 9/80 WORK SCHEDULE
When an employee transitions from a 10/80, 4/10, or other 40-hour per week work schedule to a 9/80 work schedule, there will be a change to the beginning of the FLSA workweek. This results in a situation in which 4 hours fall in both the old workweek and the new workweek. The following procedures are designed to avoid an overtime obligation during this change. Any deviation from these procedures must be approved in advance by management.
1. Transitioning to a 9/80 Work Schedule
For a non-management employee, the transition to a 9/80 work schedule will be set to begin during a 36-hour calendar workweek, when an FDO occurs. Four hours in the new FLSA workweek will overlap with the prior 40 hour calendar work week, but because the following calendar week will contain 36 hours, this will result in 40 hours of straight time in the first new FLSA work week.
2. Transitioning to a normal 40 hour Work Schedule
For a non-management employee, the transition back to a normal 40-hour work week (e.g. “10/80” or “4/10”) from a 9/80 work schedule will be set to begin the week following a 36-hour calendar work week. This will result in 40 hours of straight time in both the prior FLSA 9/80 work week and the new regular FLSA calendar work week.
While this change will not lead to overtime, this will result in the employee working only 72 hours in the pay period in which the change occurs. Employees must use 4 hours from their available leave banks to make up this time not worked. [To avoid this result, management would need to approve the employee to work an additional 4 hours during that pay period, recognizing that those hours will be paid at the overtime rate.] Memorandum of Understanding- General Bargaining Unit: Appendix E- Resident Parks Caretakers LCW_DMS\SA390\038\9254134.v2-5/7/20
AGREEMENT BETWEEN THE CITY OF SANTA BARBARA (“THE
CITY”) AND THE SANTA BARBARA CITY EMPLOYEES'
ASSOCIATION, LOCAL 620 SERVICE EMPLOYEES'
INTERNATIONAL UNION, AF OF L, CIO (“THE UNION”) REGARDING
TERM AND COMPENSATION OF RESIDENT PARKS CARETAKERS
Whereas, City owns several residential units on City park property that serve as caretaker residences;
Whereas, City wishes to lease such residential units to qualified City employees (“The Caretakers”);
Whereas, City and Union wish to document the terms and conditions of the employer-employee relationship incidental to these residential leases;
Now, therefore, City and Union enter into this agreement concerning the terms and conditions of employment of City park caretakers who are represented by Union. 1) Lease Agreement. Any Caretaker who is required or allowed to occupy a residential unit on City park property shall execute a lease agreement with the City. The lease agreement shall govern the landlord-tenant relationship between the City and the Caretaker. Any rent charged for the residential unit shall not exceed the maximum monthly amount allowed under section 10 of California Wage Order 4-2001, or any successor wage order (. Nothing in this Agreement or any Memorandum of Understanding between the City and the Union shall interfere with the enforcement of any of the provisions of the lease agreement between the City and the Caretaker. City and Union do hereby agree that City is not obligated to meet and confer with Union prior to enforcing any provision of the lease agreement including, but not limited to, termination of the lease. Furthermore, the Caretaker shall not have grievance rights regarding the terms, conditions and covenants of the lease agreement. 2) Letter Agreement. This Agreement shall govern the employer-employee relationship between the City and Caretaker. The terms of this Agreement shall supplement the terms of any adopted Memorandum of Understanding between City and Union applicable to the Caretaker’s employment. The terms of the Lease Agreement do not govern the employer-employee relationship.
Incident to their residence in City parks, Caretakers may be required or allowed to perform miscellaneous services (“Caretaker Services”) including, but not limited to:
a. Skofield Park – opening and closing park entrances, custodial services in park restrooms, park monitoring, special event monitoring and responding to security violations by observing and reporting incidents of fire, accidents, vandalism, illegal dumping, unauthorized camping or other illegal or unauthorized activity; protecting park property from damage and receiving comments and complaints from neighbors and park users. Caretaker to conduct a daily site walk of the property and maintain a log of all time spent on caretaker services. b. Franceschi Park – opening and closing park entrances, custodial services in park restrooms, park monitoring, and responding to security violations by observing and reporting incidents of fire, accidents, vandalism, illegal dumping, unauthorized camping or other illegal or unauthorized activity; protecting park property from damage and receiving comments and complaints from neighbors and park users. Caretaker to conduct a daily site walk of the property and maintain a log of all time spent on caretaker services. c. Douglas Family Preserve – park monitoring, and responding to security violations by observing and reporting incidents of fire, accidents, vandalism, illegal dumping, unauthorized camping or other illegal or unauthorized activity; protecting park property from damage and receiving comments and complaints from neighbors and park users. Caretaker to conduct a daily site walk of the property and maintain a log of all time spent on caretaker services.
Appendix E- Resident Parks Caretakers
LCW_DMS\SA390\038\9254134.v2-5/7/20
3) Services Only Required During Work Hours, No Standby Time. All required Caretaker Services shall be assigned as part of the Caretaker’s normal work hours. Outside the Caretaker’s normal work hours, the Caretaker shall not be required to be on the park property or to be available to perform Caretaker Services at any time. Time spent on park property outside the Caretaker’s normal work hours shall not be considered hours worked and shall not be subject to standby pay. 4) Services Outside Normal Work Hours Permitted. Notwithstanding the assignment of work hours in section 3 above, if the Caretaker is on the park property outside the Caretaker’s normal work hours and the Caretaker becomes aware of a situation that requires immediate attention in order to protect public safety or public or private property, the Caretaker may, but is not required to, attend to the situation. Any such work shall be compensated in accordance with the wage specified in section 5 below.
The Caretaker is not entitled to call- back time or shift differential pay for the services described in this section. City reserves the right to prospectively limit the number of hours spent on such caretaker duties outside of normal work hours.
5) Pay for Services Outside Normal Work Hours. If the Caretaker performs any Caretaker Services outside the Caretaker’s normal work hours, the Caretaker shall be compensated at minimum wage for caretaker services. Overtime will be calculated as required by law based on the employees “weighted average" rate which is determined by dividing total earnings for the workweek, including earnings during overtime hours, at the straight time rate, by the total hours worked during the workweek, including the overtime hours. For example: 40 hours at $10.00 an hour for regular employment plus 2 hours at $6.75 an hour as a Caretaker yields an overtime rate of $9.85 per hour ($413.50, divided by 42 hours).
6) Compensation for Services Outside Normal Work Hours Applied First Against Rent. All compensation for Caretaker Services Outside Normal Work Hours described in Sections 4 and 5 shall first be applied as a credit against the rental value of the Caretaker residence (currently $381.20).
If the rent credit for any calendar month is exhausted, the Caretaker will be compensated for the additional Caretaker Services as a cash payment. If the Caretaker does not perform Caretaker Services equaling the rental value of the Caretaker residence, the remainder of rent will be forgiven by the City. 7) Caretaker Services Log. The Caretaker shall keep a detailed log of all Caretaker Services performed. Caretaker shall present a copy of this log to the Caretaker’s supervisor monthly. 8) Three Year Assignment. Union agrees that the Caretaker assignment (and tenancy) shall generally be limited to a three-year term. At the conclusion of the three-year term, the Parks and Recreation Director may replace the Caretaker with another qualified Parks and Recreation Department employee who is able to perform the essential caretaker functions, or the City and the incumbent tenant may enter into a new three-year assignment and Lease Agreement. [This section will not apply to Steve Spencer]
Memorandum of Understanding- General Bargaining Unit: Appendix F- Holiday Closure Plan LCW_DMS\SA390\038\9254134.v2-5/7/20
Appendix F
HOLIDAY CLOSURE PLAN
General Unit
The City may implement a holiday closure for some or all operations with employees using paid leave, unpaid time, or working, consistent with the plan included below.
Employees will receive pay for normal legal holidays (Christmas Day and New Year’s Day) as usual. The City reserves the right to cancel the Holiday Closure, and/or to call some or all available employees back to work in the event of a crisis or emergency.
EFFECT ON EMPLOYEES:
Employees in operations that close for the holiday closure period will have several options for their normal workdays. They may choose to:
1) Take accrued paid leave. Employees may use accrued leave from their vacation, personal leave, or compensatory time balances.
2) Take voluntary leave without pay. Employees who prefer leave without pay for all or part of the time may have the portion of time they were on unpaid leave spread over the remaining pay periods paid in the fiscal year, beginning the first pay period in which the unpaid leave is taken. As with all unpaid leaves of absence, some benefits (such as paid time off and retirement contributions) will not accrue during the unpaid leave. However, the Holiday Closure will not affect monthly health, life or disability insurance premium contributions.
Employees who opt to spread leave without pay over the remaining pay periods in the fiscal year, will be required to reimburse the City upon termination of employment if the full value of the time off has not been recouped.
3) Work. Employees may choose to work one or more days during the Holiday Closure. Employees who wish to work during the Holiday Closure must advise their Manager no later than November 15th Work assignments during the Holiday Closure period may or may not fall within the employee’s normal job duties, hours, or location. However, consideration will be given to the employee’s normal job functions in making assignments, and such assignments will not be made for arbitrary or capricious reasons. Employees reassigned during the closure will receive a minimum of two weeks notice of the location and job function of the reassignment, and management will make reasonable efforts not to change such assignments thereafter, consistent with the needs of the City.
Some employees may be required to work during the closure. Management will make reasonable efforts to allow those employees who wish to take time off to be able to do so. Employees who wish to be off will not be denied the use of accrued paid leave unless an insufficient number of qualified volunteers are available to perform essential services.
RESOLUTION NO. __________________
A RESOLUTION OF THE COUNCIL OF THE CITY OF
SANTA BARBARA AMENDING RESOLUTION NO. 21-047,
THE POSITION AND SALARY CONTROL RESOLUTION
FOR FISCAL YEAR 2022, AFFECTING THE SALARIES OF
THE GENERAL BARGAINING UNIT, AND
UNREPRESENTED CONFIDENTIAL EMPLOYEE
CLASSIFICATIONS, EFFECTIVE JUNE 18, 2022.
WHEREAS, Pursuant to Section 3.12 of the Municipal Code of the City of Santa Barbara and Section 3500 et. seq. of the Government Code, the duly authorized representatives of the City and the Union, having met and conferred in good faith, declare their agreement to the provisions to the 2022-2024 Memorandum of Understanding (MOU).
NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF SANTA BARBARA that:
1) There shall be an across-the-board salary increase to base pay of 4.0% effective June 18, 2022 for all General Unit and confidential unit classifications.
CITY OF SANTA BARBARA
COUNCIL AGENDA REPORT
AGENDA DATE: June 7, 2022
TO: Mayor and Councilmembers
FROM: Information Technology Department
SUBJECT: Adoption Of Resolution Regarding Appropriations For The Website Content Management System Project, And Amendment To Contract With Electric Citizen, LLC
RECOMMENDATION: That Council:
A. Adopt, by reading of title only, a Resolution of the Council of the City of Santa Barbara Amending Resolution No. 21-045, Adopting the Budget for Fiscal Year 2022, for New Website Content Management System Project; and B. Authorize the Information Technology Director to amend contract 27,003 with Electric Citizen, LLC to increase the contract amount by $67,150 for a not-toexceed amount of $367,050.
DISCUSSION:
On July 20, 2021, Council approved the award of a contract with Electric Citizen, LLC for development and delivery of a new content management system to replace the City’s website. The website had become increasingly unstable and experienced critical outages that made it difficult for City residents and businesses to utilize the website for information, to pay fees, obtain licenses, reserve City facilities, and to access a myriad of City services.
Over the following year, the Information Technology Web Team and every department within the organization have worked tirelessly to replace the City’s existing website platform keeping the two priorities expressed by Council for the new platform: 1) native multi-lingual architecture; and, 2) improved features to assist users with various physical limitations.
With any project of this magnitude, unforeseen and unidentified scope can be recognized during the discovery portion of implementation. For this project this includes the additions of news and event list taxonomy vocabulary, functionality for subsites, migration hours from the old website, integrations with email marketing software, file management customizations, the Parks Department sub-site, an additional integration on the Parks subsite, and general additional website functionality.
Agenda Item No. 6
File Code No. 170.04
Council Agenda Report
Adoption of Resolution Regarding Appropriations For The Website Content Management System Project, And Amendment To Contract With Electric Citizen, LLC June 7, 2022