RESOLUTION NO. 23-
A RESOLUTION OF THE CITY OF SANTA CLARA,
CALIFORNIA APPROVING THE 2023 SALARY SETTING
COMMISSION CALENDAR OF MEETINGS, AND
SETTING THE NUMBER AND START TIME OF
REGULAR SALARY SETTING COMMISSION MEETINGS
BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
WHEREAS, Section 2.120.030 of the Santa Clara City Code (“SCCC”) requires City boards and commissions to hold regular meetings at the times and on the days indicated by resolution of the Council;
WHEREAS, the Salary Setting Commission, at its February 27, 2023, meeting recommended a regular meeting schedule for 2023, which proposes twelve (12) regular meetings and a start time of 4:30 p.m.
NOW THEREFORE, BE IT FURTHER RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
1. That the City of Santa Clara are hereby finds that the above Recitals are true and correct and by the reference makes them a part thereof.
2. That the City Council herby approves setting the Salary Setting Commission regular meeting start time at 4:30 p.m., and establishes twelve (12) meetings per year, beginning in March, as set forth in the attached Salary Setting Commission Meetings Dates document, which meetings may be cancelled at the discretion of the Office of the City Manager based upon best practices for agenda management, as well as the Commission’s progress.
3. Effective date: This resolution shall be effective March 7, 2023.
I HEREBY CERTIFY THE FOREGOING TO BE A TRUE COPY OF A RESOLUTION PASSED
AND ADOPTED BY THE CITY OF SANTA CLARA, CALIFORNIA, AT A REGULAR MEETING THEREOF HELD ON THE ___ DAY OF _________, 2023, BY THE FOLLOWING VOTE:
Resolution/Approving the 2023 Salary Setting Commission Calendar Rev: 11/22/17
AYES: COUNCILORS:
NOES: COUNCILORS:
ABSENT: COUNCILORS:
ABSTAINED: COUNCILORS:
ATTEST: ______________________________
NORA PIMENTEL, MMC
ASSISTANT CITY CLERK
CITY OF SANTA CLARA
Attachments incorporated by reference: Salary Setting Commission Meetings Dates
City of Santa Clara
Agenda Report
1500 Warburton Avenue
Santa Clara, CA 95050
santaclaraca.gov
@SantaClaraCity
23-127 Agenda Date: 3/7/2023
REPORT TO COUNCIL
SUBJECT
Action to Adopt a Resolution Approving the Water Supply Assessment for 960 Central Expressway
COUNCIL PILLAR
Deliver and Enhance High Quality Efficient Services and Infrastructure
BACKGROUND
California Water Code Section 10910 and Section 15155(b) of the Guidelines to the California Environmental Quality Act (CEQA) require a water utility to prepare a Water Supply Assessment (“Assessment”) for any development project that, among other criteria, includes more than 500 dwelling units, 500,000 square feet of retail space, 250,000 square feet of office space, employs more than 1,000 people or would demand an amount of water equivalent to, or greater than, the amount of water required by a 500 dwelling unit project (67.8 acre-feet/year). The applicant for a project at 960 Central Expressway (“Applicant”) provided development details proposing to construct approximately 866,612 gross square feet (gsf) of industrial space, 44,600 gsf of office space and 204,554 gsf of landscaping. The project proposes to construct more than 650,000 square feet of industrial park and has a projected water demand greater than the amount of water required by a 500 dwelling unit project; therefore, per the California Water Code, a Water Supply Assessment is required for the City Council’s consideration and approval.
The Assessment requires an analysis of the utility’s current and future water supplies as well as the current and projected water demands in the utility’s service area. The Assessment must include a determination as to whether additional water supplies are necessary or if current water supplies are sufficient for the proposed development. The statute requires that a water utility’s governing body (the City Council) approve water supply assessments.
DISCUSSION
City staff prepared a Water Supply Assessment for the proposed project at 960 Central Expressway (Attachment 2). The Assessment provides a detailed analysis of the amount of water necessary to meet the needs of the proposed development and the City’s ability to supply that amount of water based on the projections identified in the City’s 2020 Urban Water Management Plan (UWMP) as well as water supply assessments prepared after the City’s UWMP was approved by Council in 2021.
The Assessment found that the City’s water utility has sufficient water supplies to meet the projected water demand of this development during normal year, single dry year, and multiple dry year scenarios.
Santa Clara City Code, Chapter 13.15, Article IV - Regulation of Recycled Water Service and Use, Section 13.15.160 states that “it is the purpose and intent of the City Council to prohibit the use of potable water for landscape irrigation where recycled water is made available and meets all City of Santa Clara Printed on 3/2/2023Page 1 of 2
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23-127 Agenda Date: 3/7/2023
applicable standards.” It also states that “it is also the purpose and intent of the City Council to require the use of recycled water for all other non-potable uses where recycled water is made available, meets all applicable standards for those uses and is determined to be suitable and economically feasible therefor.” The Assessment has determined that the existing recycled water system is available to serve 960 Central Expressway and, pending approval by South Bay Water Recycling, recycled water should be utilized for this project to the maximum extent possible to supplant the use of potable water. Utilization of recycled water for approved uses is addressed during the development application process in order to promote sustainability and conservation of the City’s potable water supply, especially with the City declaring a local drought emergency and implementing a Water Shortage Contingency Plan Stage 2 on July 12, 2021. Expansion of the recycled water system to serve future uses may be required as deemed necessary.
Council’s approval of the Assessment is necessary for the final approval for the project, however, approval, denial, conditional approval or any act on the Assessment does not guarantee that the proposed project at 960 Central Expressway will be approved, nor does it obligate the City to approve, deny, conditionally approve, take any action on, or make any decision on the associated project application.
ENVIRONMENTAL REVIEW
The preparation of a water supply assessment is a part of the environmental review process for the Project and is a prerequisite to the adoption of an Environmental Impact Report (EIR) under Section 15155(b) of the CEQA Guidelines.
FISCAL IMPACT
The adoption of the resolution to approve this Assessment does not have a fiscal impact on the City other than administrative staff time. However, the approval of this Assessment is a required part of the development process. While the proposed development will have a fiscal impact on the City, that impact is not analyzed as part of this report.
COORDINATION
This report has been coordinated with the City Attorney’s Office.
PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s Office at (408) 615-2220, email [email protected] <mailto:[email protected]> or at the public information desk at any City of Santa Clara public library.
RECOMMENDATION
Adopt a Resolution approving the Water Supply Assessment for 960 Central Expressway.
Reviewed by: Gary Welling, Director, Water and Sewer Utilities Department Approved by: Office of the City Manager
ATTACHMENTS
1. Resolution Approving WSA for 960 Central Expressway
2. 960 Central Expressway Water Supply Assessment
City of Santa Clara Printed on 3/2/2023Page 2 of 2
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Resolution/960 Central Expressway WSA Page 1 of 3
Rev: 11/22/17
RESOLUTION NO. _____
A RESOLUTION OF THE CITY OF SANTA CLARA, CALIFORNIA
APPROVING A WATER SUPPLY ASSESSMENT FOR 960
CENTRAL EXPRESSWAY
BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
WHEREAS, the City of Santa Clara (“City”) approved and adopted a 2020 Urban Water Management Plan in 2021;
WHEREAS, California Water Code Section 10910 and Section 15155(b) of the Guidelines to the California Environmental Quality Act ("CEQA") require a water utility to prepare a Water Supply Assessment for development applications for "water-demand projects"; WHEREAS, the City is a public water supplier within the City limits and the City Council of the City of Santa Clara is the governing body of the City's public water system ; WHEREAS, the City of Santa Clara requires that landscaping for projects be drought tolerant and recycled water be used for irrigation, cooling towers and other permitted uses when properties are proximate to recycled water resources to reduce the cumulative use of potable water;
WHEREAS, on September 2, 2022, the proponent of a development ("Applicant") requested a Water Supply Assessment for a development project to be located at 960 Central Expressway, which will include warehouses, data centers, office space, or a combination thereof; and, WHEREAS, City Staff prepared a Water Supply Assessment for 960 Central Expressway ("Development WSA").
NOW THEREFORE, BE IT FURTHER RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
1. That the Water Supply Assessment for the proposed 960 Central Expressway is attached to the RTC for the Council meeting of March 7, 2023.
2. Approval of Development WSA. The Council has reviewed the Development WSA at a regular public meeting conducted on March 7, 2023. Based upon the data and conclusions set Resolution/960 Central Expressway WSA Page 2 of 3
Rev: 11/22/17
forth therein, and the evidence and testimony presented at the public meeting , the Council hereby finds that there is adequate water to supply 960 Central Expressway without creating a negative impact on the groundwater basin and that the City has an adequate supply to pro vide water for the project during single or multiple dry years for at least a 20-year projection, and, the council hereby approves the Development WSA.
3. Use of Recycled Water. The Development WSA has determined that the existing recycled water system is available to serve 960 Central Expressway and pending approval from South Bay Water Recycling. Section 13.15.160 of the City Code states the purpose and intent of the City Council is to require the use of recycled water for all non -potable uses where recycled water is made available. Recycled water should be utilized for this project to the maximum extent possible to supplant the use of potable water. Utilization of recycled water for approved uses is addressed during the development application process in order to promote sustainability and conservation of the City’s potable water supply. Expansion of the recycled water system to serve future uses may be required as a condition of development.
4. No Obligation to Act on the 960 Central Expressway Development Application. The Council's action is limited to approving the Development WSA; approving the Development WSA does not approve the application for 960 Central Expressway. Nothing in this resolution or the Council's approval of the Development WSA shall be construed as requiring the City or its Council to consider, act on, approve, conditionally approve, deny, or take any other action on the application to develop 960 Central Expressway.
5. Direction to Staff. Staff is hereby directed to include the Development WSA, the City of Santa Clara 2020 Urban Water Management Plan, and any other applicable Urban Water Management Plan related documents in the appendix of the Environmental Impact Report for 960 Central Expressway.
6. Effective date. This resolution shall become effective immediately.
I HEREBY CERTIFY THE FOREGOING TO BE A TRUE COPY OF A RESOLUTION PASSED Resolution/960 Central Expressway WSA Page 3 of 3
Rev: 11/22/17
AND ADOPTED BY THE CITY OF SANTA CLARA, CALIFORNIA, AT A REGULAR MEETING THEREOF HELD ON THE 7TH DAY OF MARCH, 2023, BY THE FOLLOWING VOTE:
AYES: COUNCILORS:
NOES: COUNCILORS:
ABSENT: COUNCILORS:
ABSTAINED: COUNCILORS:
ATTEST: ______________________________
NORA PIMENTEL, MMC
ASSISTANT CITY CLERK
CITY OF SANTA CLARA
Attachments incorporated by reference: None
City of Santa Clara i Water Supply Assessment/ 960 Central Expressway
960 Central Expressway
Water Supply Assessment
City of Santa Clara Water and Sewer Utilities
for Compliance with California Water Code Section 10910 Approved by City Council
Resolution # TBD
City of Santa Clara I Water Supply Assessment / 960 Central Expressway
TABLE OF CONTENTS
1. INTRODUCTION ................................................................................................................................2
2. WATER DEMAND ..............................................................................................................................3
3. WATER SUPPLIES ..............................................................................................................................5
3.1 Water Sources ..................................................................................................................................5
3.2 Groundwater ....................................................................................................................................7
3.3 Recycled Water .............................................................................................................................. 12
4. WATER SUPPLY PROJECTIONS ....................................................................................................... 14
4.1 Supply Volumes ............................................................................................................................. 14
4.2 Projected Water Supply ................................................................................................................ 15
4.3 Water Supply Reliability ................................................................................................................ 16
5. PROPOSED PROJECT WATER DEMANDS ....................................................................................... 21
5.1 Water Demand to be Met by Recycled Water .............................................................................. 22
5.2 Summary of Existing and Estimated Water Demands ................................................................... 23
5.3 Projected Water Demand for Other Proposed Projects ............................................................... 23
6. CONCLUSION ................................................................................................................................. 27
City of Santa Clara 2 Water Supply Assessment / 960 Central Expressway
1. INTRODUCTION
Senate Bill 610 (2001) codified at Water Code Section 10910 et seq, requires detailed information on water supply availability for certain projects that meet or exceed the following criteria:
• A residential development of more than 500 dwelling units • A proposed shopping center or business establishment employing more than 1,000 persons or having more than 500,000 square feet of floor space.
• A proposed commercial office building employing more than 1,000 persons or having more than 250,000 square feet of floor space.
• A proposed hotel or motel, or both, having more than 500 rooms. • A proposed industrial, manufacturing, or processing plant, or industrial park planned to house more than 1,000 persons, occupying more than 40 acres of land, or having more than 650,000 square feet of floor area.
• A mixed-use project that includes one or more of the projects specified in this subdivision. • A project that would demand an amount of water equivalent to, or greater than, the amount of water required by a 500 dwelling-unit project.
960 Central Expressway(“Project”), a project located in the City of Santa Clara (“City”) is subject to a Water Supply Assessment (“WSA” or “Assessment”) in accordance with the California Water Code and the California Environmental Quality Act. The Project plans to redevelop 41.86 acres of land covered by APN 224-07-099. The site proposes to construct three buildings (Buildings A, B, and C), a parking garage, and site irrigation. The final uses for the Project have not been determined, so the following development scenarios were proposed by the developer for this Assessment for Buildings A and B (204,465 square feet (sq.ft) for each building):
• Development Scenario 1
o Building A: Data Center
o Building B: Data Center
• Development Scenario 2
o Building A: Warehouse
o Building B: Warehouse
• Development Scenario 3
City of Santa Clara 3 Water Supply Assessment / 960 Central Expressway o Building A (or B): Data Center1
o Building B (or A): Warehouse 1
All three Development Scenarios will be additionally assessed to include the following development:
• 204,554 sq. ft of irrigation
• 457,682 sq. ft warehouse (Building C)
• 44,600 sq. ft of office space for Buildings A, B and C The data center and warehouse buildings will be categorized under industrial development. The office space will be categorized under commercial development.
The City of Santa Clara’s City Council approved and adopted an Urban Water Management Plan in 2021 (“UWMP” or “2020 UWMP”). The 2020 UWMP did not specifically include or address this Project since it was proposed and evaluated after the adoption of the UWMP. However, the UWMP included projected increases in water demand due to densification and intensification of both residential and non- residential land uses. Projected uses for the three Development Scenarios are described in further detail in the Projected Water Demand for the Proposed Project section.
This Assessment relies on the data contained in and used to develop the 2020 UWMP to analyze the availability of the City’s water supply to serve the Project along with existing and planned future uses.
Unless noted, all figures in this Assessment are in acre-feet (AF) and are for total water demand or supply, i.e. both potable and recycled water.
The findings of this Assessment will be submitted to the City Council for approval and included in the environmental review process. The City’s approval, denial, conditional approval or any act on this Assessment does not guarantee that the Project will be approved and does not obligate the City to approve, deny, conditionally approve, take any action, or make any decision on the Project application.
2. WATER DEMAND
The Demand Study projections were developed using the Demand Side Management Least Cost Planning Decision Support System model (DSS Model) developed by Maddaus Water Management for long-term projections. The DSS Model (also “end use” model type) projected long-term demand based on expected service area growth for population and employment. The model also considers conservation measures using benefit-cost analysis and benefit-to-cost ratio as economic indicators.
Demands were also projected based on savings from the plumbing code and active conservation programs. Another model used in the study was the Econometric Model, which was used to develop future rebound water demands associated with short term effects. The Econometric Model projects
1 Development information received from the developer does not specify which building will be the data center or warehouse.
City of Santa Clara 4 Water Supply Assessment / 960 Central Expressway future demands based on historical post-drought recovery demands considering factors such as economy, rate increases, conservation activity and weather.
The basic methodology of the DSS Model required forecasting demands based on customer billing data categorized by user type. The model was calibrated by comparing water use data with available demographic data to characterize water usage for each user type in terms of number of users per account and per capita water use.2 In order to calibrate the volume of water allocated to specific end uses in each customer category, published data on average per capita indoor water use and average per capita end uses were combined with the number of water users. After calibration was completed, the projected population and employment projections were incorporated. The population and employment projection data in models utilized 2019 ABAG data provided by the City’s Community Development Department. The 2020 UWMP demand projections are inclusive of passive water conservation savings.
The resulting projected water demand by category is shown in Table 2-1 and only includes potable water demands.
Table 2-1 Retail: Demands for Potable Water - Projected Use Type Additional
Description
Projected Water Use
Report to the Extent that Records are Available
2025 2030 2035 2040 2045 (opt)
Single Family 4,683 4,893 5,076 5,206 5,336
Multi-Family 4,458 4,659 4,833 4,957 5,080
Commercial 6,184 6,461 6,704 6,875 7,046
Industrial 1,748 1,826 1,895 1,943 1,991
Institutional/Governmental Institutional 672 702 729 747 766 Institutional/Governmental Municipal 560 585 607 623 638 Losses 6.0% Losses (5-yr
average) 1,168 1,221 1,267 1,299 1,331
TOTAL 19,473 20,348 21,111 21,649 22,189
NOTES: Total sum may not be exact due to rounding. Units of volume in AF.
Table 2-2 shows total water demands including both potable and recycled water. Recycled water demands were estimated based on anticipated growth in recycled water use due to new development (landscape irrigation, data centers, dual plumbing), including proposed infrastructure upgrades to supply new developments, and historical demand.
Table 2-2 Retail: Total Gross Water Demands (Potable and Non-Potable) 2020 2025 2030 2035 2040 2045 (opt)
Potable Water Demand 18,302 19,473 20,348 21,111 21,649 22,189
2 Bay Area Water Supply and Conservation Regional Water Demand and Conservation Projections, June 2020
City of Santa Clara 5 Water Supply Assessment / 960 Central Expressway From Table 2-1
Recycled Water Demand 3,499 4,570 5,489 6,586 7,908 9,488 TOTAL WATER DEMAND 21,801 24,043 25,836 27,697 29,557 31,676 NOTES: Units of volume in AF.
Table 3 calculates projected changes in water demand during each 5-year planning horizon through 2045. The Project’s proposed water demand will be analyzed against this table to determine whether demands fall within growth projections in the 2020 UWMP.
Table 3 – Projected Changes in Water Demands (AF) – 2020 UWMP 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Single Family 225 210 183 130 130
Multi-Family -264 201 174 124 123
Commercial 877 277 243 171 171
Industrial 138 78 69 48 48
Institutional 110 30 27 18 19
Municipal 215 25 22 16 15
Recycled 1,071 919 1,097 1,322 1,580
Losses -131 53 46 32 32
Total 2,241 1,793 1,861 1,861 2,118
3. WATER SUPPLIES
3.1 Water Sources
The City relies on four water supply sources; surface water from San Francisco Public Utilities Commission (SFPUC), treated surface water from Santa Clara Valley Water District (Valley Water), groundwater, and recycled water. Surface water from the two wholesalers, SFPUC and Valley Water, provides less than half of the City’s water supply, averaging about 40% since 2015. City owned- and operated-wells provide approximately 60%. Since a portion of the City’s water supply is reliant on SFPUC and Valley Water, the City is directly affected by the water supply conditions faced by each wholesaler.
Additionally, the City water system is separated into three interconnected zones (Zone 1, 2 and 2A) in order to provide optimum pressures throughout the City. The zones and water source by area are shown in Figure 3-1 on the next page.
City of Santa Clara 6 Water Supply Assessment / 960 Central Expressway
Figure 3-1: Pressure Zones and Water Source by Area
City of Santa Clara 7 Water Supply Assessment / 960 Central Expressway
3.2 Groundwater
The City’s source of groundwater is supplied by the Santa Clara subbasin (DWR Basin 2-9.023). The Santa Clara subbasin is part of the Santa Clara Valley Basin which is divided into four subbasins, including the Santa Clara subbasin. The Santa Clara subbasin extends from the Coyote Narrows near Metcalf Road to the southern San Francisco Bay as the northern boundary. It is bounded on the west by the Santa Cruz Mountains and on the east by the Diablo Range. The two mountain ranges converge at the Coyote Narrows to form the southern limit of the subbasin. The Santa Clara subbasin covers a surface area of 189,581 acres. The subbasin is further divided into two groundwater management areas based on differences in hydrogeology, land use and water supply management: Santa Clara Plain and Coyote Valley with the City overlaying the Santa Clara Plain (Figure 3-2).
3 https://water.ca.gov/-/media/DWR-Website/Web-Pages/Programs/Groundwater-Management/Bulletin-118/Files/2003-Basin- Descriptions/2_009_02_SantaClaraSubbasin.pdf
City of Santa Clara 8 Water Supply Assessment / 960 Central Expressway Figure 3-2: Map of Santa Clara Plain Groundwater Basin
City of Santa Clara 9 Water Supply Assessment / 960 Central Expressway The Santa Clara subbasin is designated as a high-priority subbasin. Basin prioritization was previously based on the 2015 Sustainable Groundwater Management Act (SGMA) Basin Prioritization program, which included overlying population, projected growth, number of public wells, number of total wells, irrigation acreage, groundwater reliance, and documented groundwater impacts as criteria for basin priority designation. The current version, updated in 2019, includes the addition and emphasis of “adverse impacts on local habitat and local streamflows” as a specific component for the designation of basin priority.4 This component only adds a maximum of two points toward the total points used to designate subbasin priority. With a total of 24.5 points, the Santa Clara subbasin falls above the minimum threshold of 21 points for high-priority designation. This also signifies that even without the addition of the new criteria used in the 2019 SGMA Basin Prioritization process, the Santa Clara subbasin has increased (negative impact) in another area.
Valley Water manages the groundwater supply in Santa Clara County and works with various water retailers in the area to prevent subsidence and overdraft of the basin to ensure reliable water supplies.
The Santa Clara Valley Basin is not adjudicated or currently listed as overdrafted.5 This can be attributed to Valley Water’s network of imported surface water supplies, groundwater recharge system, water supply long-term planning, and aggressive conservation efforts through community outreach and rebate programs. The Santa Clara Valley Basin is shown in Figure 6-3 and is the largest of three interconnected groundwater basins occupying approximately 246,000 acres of the 835,000 acres of Santa Clara County.
Development and agricultural needs in the 1920s increased the water demand within the Santa Clara Valley. This increased extraction of groundwater led to subsidence in several of the aquifers. The Santa Clara Valley Water Conservation District (currently Santa Clara Valley Water District and referred to as Valley Water) was originally formed in 1929 to alleviate land surface subsidence and stop groundwater overdraft. The rapid development of Santa Clara County occurred again in the 1960s and the corresponding increased demand on the water supply again resulted in groundwater level decline, land subsidence and observed saltwater intrusion of shallow aquifers adjacent to San Francisco Bay.6 The continued overdrafting of the basin resulted in a significant lowering of the groundwater table, significant subsidence of the land in the northern portion of the valley and compaction of several aquifers. When an aquifer is compacted the storage capacity of the aquifer can be substantially reduced.
Once lost, storage capacity cannot be regained.
4 Department of Water Resources, SGMA 2019 Basin Prioritization Results – https://water.ca.gov/Programs/Groundwater-Management/Basin-Prioritization 5 Department of Water Resources, California’s Groundwater Interim Update 2016, DWR Bulletin 118 6 Valley Water 2016 Groundwater Management Plan
City of Santa Clara 10 Water Supply Assessment / 960 Central Expressway Figure 3-3: Map of Santa Clara Valley Basin
City of Santa Clara 11 Water Supply Assessment / 960 Central Expressway To avoid any further subsidence and loss of aquifer capacity, Valley Water has attempted to operate the basin to maintain or increase groundwater storage through managed recharge with local supplies augmented with imported raw water. In the late 1960s, Valley Water’s conjunctive management of surface water and groundwater effectively halted overdrafting and resulting subsidence. Valley Water is currently using projected supply, carryover capacity and anticipated demand to predict potential water shortages. The 2016 Santa Clara Valley Water District Groundwater Management Plan (GMP) 7 describes the groundwater recharge program in detail.
The Santa Clara subbasin currently provides about 60% of the City’s potable water supply. The City’s wells are strategically distributed around the City adding to the reliability of the water system and minimizes the possibility of localized subsidence due to overdrafting. To minimize the possibility of long- term overdraft conditions, the City monitors groundwater levels and meters the groundwater pumping for all City owned production wells. To further ensure that no overdrafting is occurring the City operates a recycled water system and requires new development along the recycled water distribution system to use recycled water for approved irrigation and industrial uses. The City also encourages and promotes water conservation to minimize groundwater usage.
The allowable withdrawal or safe yield of groundwater by the City is dependent upon multiple factors including withdrawals by other water agencies, quantity of water recharged and the carry over storage from the previous year. Valley Water’s current (2019) groundwater report shows the City as being the second highest user of groundwater pumping, at 17%, for the Santa Clara Plain subbasin designated as North County (Zone W-2).8
Table 4 shows the City’s annual groundwater pumping volumes in acre-feet from 2016 to 2021. In 2021 a total of 9,816 AF was pumped from the current production wells within the City. In 2020, groundwater from wells accounted for 46.7% of all water used in the City (including recycled water) and 56.7% of the total potable water supply.
Table 4: Retail Groundwater Volume Pumped – Potable
Groundwater Type Location or Basin
Name 2016 2017 2018 2019 2020 2021
Alluvial Basin Santa Clara Valley 10,115 12,224 10,658 9,779 10,835 9,816 NOTES: Units of volume in AF.
7 https://s3.us-west-2.amazonaws.com/assets.valleywater.org/2016%20Groundwater%20Management%20Plan.pdf 8 2019 Valley Water Annual Groundwater Report.
City of Santa Clara 12 Water Supply Assessment / 960 Central Expressway
3.3 Recycled Water
Recycled water within the City is supplied from the jointly owned San Jose-Santa Clara RWF through South Bay Water Recycling (SBWR). This recycled water meets the requirements of the CCR Title 22, Division 4. The City and all users of recycled water must ensure that a number of regulatory requirements specified in CCR Title 22 are met. CCR Title 22 specifies the types of use and the conditions under which the use of recycled water is allowed. SBWR provides oversight, promotes recycled water, operates the recycled water distribution system, and provides technical guidance to recycled water customers.
The existing recycled water distribution system was laid out to maximize service to large potential recycled water customers. Recycled water is currently used within the City for irrigation at parks, landscape street medians, multi-family residential units and schools. Several industries use recycled water in industrial processes, cooling towers and for toilet flushing in dual plumbed buildings.
The recycled water distribution system is shown in Figure 3-4.
It is the purpose and intent of the City Council to require the use of recycled water for all non-potable uses where recycled water is made available per Santa Clara City code Article IV, Regulation of Recycled Water Service and Use, Section 13.15.160. Recycled Water should be utilized for this project to the maximum extent possible to supplant the use of potable water. Utilization of recycled water for approved uses is addressed during the development application process in order to promote sustainability and conservation of the City’s potable water supply. Expansion of the existing recycled water system may be required to serve future uses as deemed necessary.
City of Santa Clara 13 Water Supply Assessment / 960 Central Expressway
Figure 3-4: Recycled Water Distribution System
City of Santa Clara 14 Water Supply Assessment / 960 Central Expressway
4. WATER SUPPLY PROJECTIONS
4.1 Supply Volumes
Historically, groundwater has been the predominant source of water used to meet water demand in the City. Since the last UWMP, the amount of recycled water used within the City has risen steadily. In 2021, recycled water represented 18% of total water sales. Purchased treated water from SFPUC and Valley Water represented 36% of the water portfolio during this period. There are efforts to minimize reliance on purchased treated water and maximize groundwater resources. Table 5 shows the volume of water supplied for 2021.
Table 5: Water Supplies — Actual
Water Supply Additional Detail on
Water Supply
2021
Actual Volume Water Quality Total Right or Safe
Yield (opt)
Purchased or Imported
Water Valley Water 3,750 Drinking Water 4,560
Purchased or Imported
Water SFPUC 3,753 Drinking Water 5,041
Groundwater
(not desalinated) Wells 9,816 Drinking Water 23,048
Recycled Water SBWR 3,601 Recycled Water --
Total 20,919 32,649
NOTES: Purchased water from Valley Water is based on current contractual amount (total right). Purchased water from SFPUC is based on current contract allocation (total right). Groundwater safe yield is system capacity. Units of volume in AF.
City of Santa Clara 15 Water Supply Assessment / 960 Central Expressway
4.2 Projected Water Supply
Table 5-1A and Table 5-1B below show the City’s projected potable water supplies for 2025 to 2045.
Table 5-1A accounts for the possibility of an interruption of the City’s SFPUC water supply.
Table 5-1A: Water Supplies — Projected
Water Supply
Additional
Detail on
Water
Supply
Projected Water Supply
2025 2030 2035 2040 2045 (opt)
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Purchased or
Imported Water
Valley
Water 4,560 4,560 4,560 4,560 4,560
Purchased or
Imported Water SFPUC 5,041 0 0 0 0
Groundwater
(not
desalinated)
Wells 23,048 23,048 23,048 23,048 23,048
Recycled Water SBWR 4,570 5,489 6,586 7,908 9,488
Total 37,219 33,097 34,194 35,516 37,096
NOTES: Assumes interruption of SFPUC water supply after 2028. Units of volume in AF.
City of Santa Clara 16 Water Supply Assessment / 960 Central Expressway Table 5-1B: Water Supplies — Projected
Water Supply
Additional
Detail on
Water
Supply
Projected Water Supply
2025 2030 2035 2040 2045 (opt)
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Reasonably
Available
Volume
Purchased or
Imported Water Valley Water 4,560 4,560 4,560 4,560 4,560 Purchased or
Imported Water SFPUC 5,041 5,041 5,041 5,041 5,041
Groundwater
(not
desalinated)
Wells 23,048 23,048 23,048 23,048 23,048
Recycled Water SBWR 4,570 5,489 6,586 7,908 9,488
Total 37,219 38,138 39,235 40,557 42,137
NOTES: Assumes no interruption of SFPUC water supply after 2028. Units of volume in AF.
4.3 Water Supply Reliability
The water service reliability assessment requires the comparison of supply and demand projections for three scenarios: (1) a normal year, (2) a single dry year, and (3) five consecutive dry years. The percent of total annual supply available for each scenario is based on projected availability of water supplies identified and cutbacks determined by the City’s wholesalers. Because allowable groundwater pumping is based only on the sustainable yield, groundwater supply availability is not expected to decrease during dry years. Additionally, recycled water is not dependent on climatic effects and is assumed to be unaffected by any drought conditions.
Table 6 presents the base years for each of the three conditions described above as well as the corresponding percentages of average water supply available during each year under these conditions.
City of Santa Clara 17 Water Supply Assessment / 960 Central Expressway
Table 6: Basis of Water Year Data (Reliability Assessment) Year Type Base Year
Available Supplies if Year Type Repeats
Quantification of available supplies is provided in this table as either volume only, percent only, or both.
Volume Available % of Average Supply
Average Year 2020 32,649 100%
Single-Dry Year 1977 31,293 96%
Consecutive-Dry Years 1st Year 1988 31,293 96%
Consecutive-Dry Years 2nd Year 1989 31,529 97%
Consecutive-Dry Years 3rd Year 1990 29,686 91%
Consecutive-Dry Years 4th Year 1991 29,686 91%
Consecutive-Dry Years 5th Year 1992 29,686 91%
NOTES: All City water sources combined. Base years represent the year for which Valley Water’s analysis is based.
Volume available and percent of average supply is calculated based on the combination of available sources. Units of volume in AF.
Using the water supply and demand projections and the portion of supplies available during normal year, single dry year, and five consecutive dry year conditions summarized above, this section presents the comparison between projected supply and projected demand for each condition in five-year increments through 2045.
The City relies on imported water from Valley Water and the SFPUC. The City’s contract with the SFPUC is interruptible and may be unavailable after 2028. The SFPUC is scheduled to decide whether to make the City a permanent customer by December 2028. If the SFPUC supplies are interrupted, the City may need to increase use of Valley Water supplies.
In December 2018, the State Water Resources Control Board (SWRCB) adopted amendments to the Water Quality Control Plan for the San Francisco Bay/Sacramento-San Joaquin Delta Estuary Bay-Delta Plan (BDP) to establish water quality objectives to maintain the health of the Bay-Delta ecosystem. The SWRCB is required by law to regularly review this plan. The adopted Bay-Delta Plan was developed with the stated goal of increasing salmonid populations in three San Joaquin River tributaries (the Stanislaus, Merced, and Tuolumne Rivers) and the Bay-Delta. The BDP requires the release of 30-50% of the “unimpaired flow” on the three tributaries from February through June in every year type. In SFPUC modeling of the new flow standard, it is assumed that the required release is 40% of unimpaired flow.
If the Bay-Delta Plan is implemented, the SFPUC will be able to meet the projected water demands presented in this UWMP in normal years but would experience supply shortages in single dry years or multiple dry years. Implementation of the Bay-Delta Plan will require rationing in all single dry years and multiple dry years. The SFPUC has initiated an Alternative Water Supply Planning Program to ensure that San Francisco can meet its Retail and Wholesale Customer water needs, address projected dry years shortages, and limit rationing to a maximum 20% system-wide in accordance with adopted SFPUC
City of Santa Clara 18 Water Supply Assessment / 960 Central Expressway policies. This program is in early planning stages and is intended to meet future water supply challenges and vulnerabilities such as environmental flow needs and other regulatory changes; earthquakes, disasters, and emergencies; increases in population and employment; and climate change. As the region faces future challenges – both known and unknown – the SFPUC is attempting to negotiate a voluntary agreement with the State Water Resources Control Board for the Sacramento-San Joaquin Delta that meets the State Board’s objectives for the Bay Delta while providing a reliable water supply for the water users in Alameda, Santa Clara, and San Mateo Counties. Additionally, the SFPUC is considering this suite of diverse non-traditional supplies and leveraging regional partnerships to meet Retail and Wholesale Customer needs through 2045. On November 9, 2022, SFPUC signed a Memorandum of Understanding with a term of eight years with the State Water Resources Control Board that will provide increased flows to the Tuolumne River, improved fish habitat and ensure a reliable source of water supply for SFPUC residential and commercial customers. This MOU may lead to a permanent voluntary agreement.
Due to the uncertainty of the interruptible supply from the SFPUC, the City has analyzed supply reliability under two primary scenarios in the 2020 UWMP:
▪ Scenario 1: supply interruption due to contract termination in 2028. ▪ Scenario 2: continued SFPUC supply beyond 2028.
Table 7-1A/B through Table 7-3A/B presents the service supply reliability assessment for each condition.
During normal water years, there are no reductions in supplies to retailers due to BDP implementation and water supplies should be adequate to meet projected demands in the 2025 to 2045 planning period as shown in the tables.
Table 7-1A: Normal Year Supply and Demand Comparison - (Scenario 1) 2025 2030 2035 2040 2045 (Opt)
Supply totals 37,219 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 13,176 7,261 6,497 5,959 5,420
NOTES: Assumes SFPUC supply does not exist beyond 2028 and BDP implementation in 2023. Units of volume in AF.
Table 7-1B: Normal Year Supply and Demand Comparison - (Scenario 2) 2025 2030 2035 2040 2045 (Opt)
Supply totals 37,219 38,137 39,235 40,557 42,136
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 13,176 12,301 11,538 11,000 10,460
NOTES: Assumes continued allocation from SFPUC beyond 2028 and BDP implementation in 2023. Units of volume in AF.
During a single dry year, the City projects no reduction in supplies from groundwater.
City of Santa Clara 19 Water Supply Assessment / 960 Central Expressway SFPUC has indicated that during a single critical dry year it will follow the Tier 2 reduction plan described in Section 7.3.2 of the 2020 UWMP. Under Scenario 1, the City can expect up to a 36% cutback in SFPUC supply through 2028 before supply termination. Under Scenario 2, the City can expect up to a 46% cutback in a single-dry year through 2045.
During a single critical dry year, there are no projected shortfalls in total available water supplies independent of whether the City receives or does not receive SFPUC water after contract negotiations with SFPUC in 2028.
Table 7-2A: Single Dry Year Supply and Demand Comparison 2025 2030 2035 2040 2045 (Opt)
Supply totals 35,404 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 11,361 7,261 6,497 5,959 5,420
NOTES: Assumes SFPUC supply does not exist beyond 2028 and reduced allocation from SFPUC due to BDP in 2023.
Units of volume in AF.
Table 7-2B: Single Dry Year Supply and Demand Comparison 2025 2030 2035 2040 2045 (Opt)
Supply totals 35,404 36,323 37,420 38,692 39,818
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 11,361 10,486 9,723 9,135 8,141
NOTES: Assumes continued allocation from SFPUC beyond 2028 and reduced allocation from SFPUC due to BDP in 2023.
Units of volume in AF.
During a multiple dry year event, the City projects no reduction in supplies from groundwater. Valley Water is expected to continue to manage groundwater recharge for the sub-basin.
Based on supply reductions to the SFPUC RWS, during multiple dry years under Scenario 1, the City can expect a reduction of up to 45% by 2028. Under Scenario 2, the City can expect a cutback as much as 54% of normal by the 4th and 5th years of a dry consecutive period beginning in 2045.
City of Santa Clara 20 Water Supply Assessment / 960 Central Expressway Table 7-3A: Multiple Dry Years Supply and Demand Comparison 2025 2030 2035 2040 2045 (Opt)
First year
Supply totals 35,404 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 11,361 7,261 6,497 5,959 5,420
Second
year
Supply totals 34,951 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 7,261 6,497 5,959 5,420
Third
year
Supply totals 34,951 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 7,261 6,497 5,959 5,420
Fourth
year
Supply totals 34,951 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 7,261 6,497 5,959 5,420
Fifth
year
Supply totals 34,951 33,097 34,194 35,516 37,096
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 7,261 6,497 5,959 5,420
NOTES: Assumes SFPUC supply does not exist beyond 2028 and reduced allocation from SFPUC due to BDP in 2023.
Units of volume in AF.
City of Santa Clara 21 Water Supply Assessment / 960 Central Expressway Table 7-3B: Multiple Dry Years Supply and Demand Comparison 2025 2030 2035 2040 2045 (Opt)
First
year
Supply totals 35,404 36,323 37,420 38,692 39,818
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 11,361 10,486 9,723 9,135 8,141
Second
year
Supply totals 34,951 35,869 36,916 38,238 39,818
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 10,033 9,219 8,681 8,141
Third
year
Supply totals 34,951 35,869 36,916 38,238 39,818
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 10,033 9,219 8,681 8,141
Fourth
year
Supply totals 34,951 35,869 36,916 37,936 39,414
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 10,033 9,219 8,379 7,738
Fifth
year
Supply totals 34,951 35,869 36,715 37,936 39,414
Demand totals 24,043 25,836 27,697 29,557 31,676
Difference 10,908 10,033 9,018 8,379 7,738
NOTES: Assumes continued allocation from SFPUC beyond 2028 and reduced allocation from SFPUC due to BDP in 2023.
Units of volume in AF.
Given the supply and demand comparison presented previously, the results of the supply reliability assessment can be summarized as follows:
• Normal Year – The City can anticipate meeting all water demands through 2045 under normal year supply conditions given the stated assumptions.
• Single Dry Year – The City can anticipate meeting all water demands through 2045 under single dry year supply conditions given the stated assumptions.
• Five Consecutive Dry Years – The City can anticipate meeting all water demands through 2045 under consecutive five dry-year supply conditions given the stated assumptions.
As shown in the tables above, the City would be able to increase the amount of groundwater pumped to meet reasonably anticipated deficiencies from other sources, thus supply is projected to be sufficient to meet demand out to 2045. The Santa Clara groundwater basin is not adjudicated, which means the right to pump groundwater from the basin has not been given by judgment of a court or board.
For each of the five-year increments presented above, the five-year dry period indicates that supplies will be able to meet demands through increased groundwater pumping and implementation of drought conservation programs. The City will be able to address the projected demands without rationing.
5. PROPOSED PROJECT WATER DEMANDS
City of Santa Clara 22 Water Supply Assessment / 960 Central Expressway The Project at 960 Central Expressway will result in a change in water demand over the historic water demand. Historic water usage at the original Project development was considered in the 2020 UWMP, therefore this Assessment will only address the City’s ability to meet the increased water demand.
Average historical usage was calculated using the Project’s existing water demand from 2016-2020. The change in water demand over the historic water demand for each scenario is summarized below:
• Development Scenario 1: total water demand increase of 363.5 AF/yr for two data centers at Buildings A and B, one warehouse at Building C, office space and irrigation. • Development Scenario 2: total water demand decrease of 54.2 AF/yr for three warehouses at Buildings A, B and C, office space and irrigation.
• Development Scenario 3: total water demand increase of 154.6 AF/yr for one data center and one warehouse at Buildings A & B, one warehouse at Building C, office space and irrigation.
The proposed changes, tabulated in Table 9. 1 to 9.3 of this section, is within the modeled 2020 UWMP growth projections (Table 3 of this Assessment).
5.1 Water Demand to be Met by Recycled Water
Recycled water is currently available at the proposed Project location. As such, the Project will be required to connect to the existing recycled water system.
Santa Clara City Code, Chapter 13.15, Article IV - Regulation of Recycled Water Service and Use, Section
13.15.160 states that “(a) It is the purpose and intent of the City Council to prohibit the use of potable water for landscape irrigation where recycled water is made available and meets all applicable standards.” It also states that “(b) It is also the purpose and intent of the City Council to require the use of recycled water for all other non-potable uses where recycled water is made available, meets all applicable standards for those uses and is determined to be suitable and economically feasible therefor.” The Assessment has determined that the existing recycled water system is available to serve 960 Central Expressway and pending approval by South Bay Water Recycling, recycled water should be utilized for this project to the maximum extent possible to supplant the use of potable water. Utilization of recycled water for approved uses and requirements is addressed during the development application process in order to promote sustainability and conservation of the City’s potable water supply.
Expansion of the recycled water system to serve future uses may be required as deemed necessary.
The Project shall implement all applicable recycled water uses on-site including those not specifically addressed in this Assessment. The project shall make every effort to offset the use of potable water. All recycled water line extensions for on-site use and demand would require City, South Bay Water Recycling, and State Water Resources Control Board - Division of Drinking Water approval.
City of Santa Clara 23 Water Supply Assessment / 960 Central Expressway
5.2 Summary of Existing and Estimated Water Demands
A summary of the existing and estimated water demands in each Development Scenario for the Project are found in Tables 8.1 to 8.3. The existing and estimated water demands are further broken down in Table 9.1 to 9.3 into projected annual demand increases based on construction timelines submitted by the Applicant. All calculations for data center water demand were provided by the Developer. Water demand are provided in units of acre-feet/ yr.
Development Scenario 1
Development Scenario 1 proposes two data centers (one in Building A and one in Building B), one warehouse in Building C, office space and site irrigation.
Table 8 .1– Development Scenario 1, Existing and Estimated Water Demand per Year Status Primary Water
Source Development Units Gal/Day Acre-Ft/Yr
Data Center -
Industrial Proposed Recycled 408,930 Sq ft. 394,204.9 441.6 Warehouse -
Industrial Proposed Potable 457,682 Sq ft. 23,799.5 26.7 Office -
Commercial Proposed Potable 44,600 Sq ft. 4,014 4.5
Irrigation Proposed Recycled 204,554 Sq ft. 15,750.7 17.6 Historic Existing Commercial (113,238) (126.8)
Total Demand (increase per year) 324,531.1 363.5
Table 9.1 – Development Scenario 1, Project Water Demand Increase (Acre-Ft/Yr) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Data Center -
Industrial 441.6 0.0 0.0 0.0 0.0
Warehouse -
Industrial 26.7 0.0 0.0 0.0 0.0
Office -
Commercial 4.5 0.0 0.0 0.0 0.0
Irrigation 17.6 0.0 0.0 0.0 0.0
Historic (126.8) 0.0 0.0 0.0 0.0
Total 363.5 0.0 0.0 0.0 0.0
Development Scenario 2
Development Scenario 2 proposes three warehouses at Buildings A, B, and C, office space and site irrigation.
City of Santa Clara 24 Water Supply Assessment / 960 Central Expressway
Table 8 .2– Development Scenario 2, Existing and Estimated Water Demand per Year Status Primary Water
Source Development Units Gal/Day Acre-Ft/Yr
Warehouse -
Industrial Proposed Potable 866,612 Sq ft. 45,063.8 50.5 Office -
Commercial Proposed Potable 44,600 Sq ft. 4,014 4.5
Irrigation Proposed Recycled 204,554 Sq ft. 15,750.7 17.6 Historic Existing Commercial (113,238) (126.8)
Total Demand (decrease per year) (48,409.5) (54.2)
Table 9.2 – Development Scenario 2, Project Water Demand Increase (Acre-Ft/Yr) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Warehouse -
Industrial 50.5 0.0 0.0 0.0 0.0
Office -
Commercial 4.5 0.0 0.0 0.0 0.0
Irrigation 17.6 0.0 0.0 0.0 0.0
Historic (126.8) 0.0 0.0 0.0 0.0
Total (54.2) 0.0 0.0 0.0 0.0
Development Scenario 3
Development Scenario 3 proposes one data center and one warehouse for Buildings A and B, one warehouse in Building C, office space and site irrigation.
City of Santa Clara 25 Water Supply Assessment / 960 Central Expressway Table 8 .3– Development Scenario 3, Existing and Estimated Water Demand per Year Status Primary Water
Source Development Units Gal/Day Acre-Ft/Yr
Data Center –
Industrial Proposed Recycled 204,465 Sq ft. 197,102.5 220.8 Warehouse -
Industrial Proposed Potable 662,147 Sq ft. 34,431.6 38.6 Office -
Commercial Proposed Potable 44,600 Sq ft. 4,014 4.5
Irrigation Proposed Recycled 204,554 Sq ft. 15,750.7 17.6 Historic Existing Commercial (113,238) (126.8)
Total Demand (increase per year) 138,060.8 154.6
Table 9.3 – Development Scenario 3, Project Water Demand Increase (Acre-Ft/Yr) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Data Center -
Industrial 220.8 0.0 0.0 0.0 0.0
Warehouse -
Industrial 38.6 0.0 0.0 0.0 0.0
Office -
Commercial 4.5 0.0 0.0 0.0 0.0
Irrigation 17.6 0.0 0.0 0.0 0.0
Historic (126.8) 0.0 0.0 0.0 0.0
Total 154.6 0.0 0.0 0.0 0.0
5.3 Projected Water Demand for Other Proposed Projects
Table 10 and Tables 11.1 to 11.3 show a summary of the projected water demand changes by user category. If the timeframe for a project to be built spans several years, the earliest possible date was used to calculate the changes in Tables 11.1 to 11.3. The use categories of Single Family, Multi-Family, Commercial, Industrial, Institutional, and Municipal match the use categories used in the development of the 2020 UWMP. Recycled water is also included as a category. The values in Table 10 and Tables
11.1 to 11.3 below summarize the projected changes in water demand for each user category and the planning period in which the change is expected to occur and are shown in units of acre-feet/ yr. If a proposed project resulted in a change of use, such as a commercial building being converted to single- family residential housing, the existing water demand was subtracted from the corresponding category and the new water demand was added to the category for the new use. Table 11.1 to 11.3 summarizes proposed water demands for Projects assessed since the adoption of the 2020 UWMP and includes the breakdown of the proposed water demand for each Development Scenario.
City of Santa Clara 26 Water Supply Assessment / 960 Central Expressway Table 10 – Changes in Water Demand (excluding 960 Central Expressway) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Single Family 0.0 0.0 0.0 0.0 0.0
Multi-Family 0.0 0.0 203.3 0.0 0.0
Commercial 115.0 0.0 5.0 0.0 0.0
Industrial 0.0 0.0 0.0 0.0 0.0
Institutional 0.0 0.0 0.0 0.0 0.0
Municipal 0.0 0.0 0.0 0.0 0.0
Recycled 6.4 0.0 0.0 0.0 0.0
Total 121.4 0.0 208.3 0.0 0.0
Table 11.1 – Changes in Water Demand (Including Development Scenario 1, 960 Central Expressway) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Single Family 0.0 0.0 0.0 0.0 0.0
Multi-Family 0.0 0.0 203.3 0.0 0.0
Commercial (7.3) 0.0 5.0 0.0 0.0
Industrial 26.7 0.0 0.0 0.0 0.0
Institutional 0.0 0.0 0.0 0.0 0.0
Municipal 0.0 0.0 0.0 0.0 0.0
Recycled 465.6 0.0 0.0 0.0 0.0
Total 485.0 0.0 208.3 0.0 0.0
Table 11.2 – Changes in Water Demand (Including Development Scenario 2, 960 Central Expressway) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Single Family 0.0 0.0 0.0 0.0 0.0
Multi-Family 0.0 0.0 203.3 0.0 0.0
Commercial (7.3) 0.0 5.0 0.0 0.0
Industrial 50.5 0.0 0.0 0.0 0.0
Institutional 0.0 0.0 0.0 0.0 0.0
Municipal 0.0 0.0 0.0 0.0 0.0
Recycled 24.0 0.0 0.0 0.0 0.0
Total 67.2 0.0 208.3 0.0 0.0
City of Santa Clara 27 Water Supply Assessment / 960 Central Expressway Table 11.3 – Changes in Water Demand (Including Development Scenario 3, 960 Central Expressway) 2021-2025 2026-2030 2031-2035 2036-2040 2041-2045
Single Family 0.0 0.0 0.0 0.0 0.0
Multi-Family 0.0 0.0 203.3 0.0 0.0
Commercial (7.3) 0.0 5.0 0.0 0.0
Industrial 38.6 0.0 0.0 0.0 0.0
Institutional 0.0 0.0 0.0 0.0 0.0
Municipal 0.0 0.0 0.0 0.0 0.0
Recycled 244.8 0.0 0.0 0.0 0.0
Total 276.1 0.0 208.3 0.0 0.0
6. Conclusion
This Assessment analyzed the impacts of changes in contractual limitations on water supply, proposed development projects, and other additional factors that have occurred since the original 2020 UWMP was developed and adopted.
Based on currently available information from the Developer, the Assessment additionally assumes that recycled water will be used for process water, irrigation and dual plumbing (non-potable building uses), with non-potable well water backup supplied by the site’s existing private well for essential process water. The City can expect to provide domestic water for potable uses in the following volumes:
• Development Scenario 1: 31.2 AF/yr
• Development Scenario 2: 55 AF/yr
• Development Scenario 3: 43.1 AF/yr
The project is expected to utilize recycled water in the following volumes:
• Development Scenario 1: 459.2 AF/yr
• Development Scenario 2: 17.6 AF/yr
• Development Scenario 3: 238.4 AF/yr
Based on the analysis contained in this Assessment, the City of Santa Clara Water Utility has determined that supplies would be sufficient to provide service for the proposed Project.
The City Manager declared a Local Emergency for Extreme Drought Conditions on July 12, 2021 and the City Council ratified on July 13, 2021. The City has also implemented a Water Shortage Contingency Plan Stage 2 which requires up to 20% reduction in water usage. As such, the project may be subject to water supply or capacity fees, additional water efficiency standards, and establishment of annual water budgets. Additionally, alternative water supplies must be utilized to the maximum extent possible.
City of Santa Clara 28 Water Supply Assessment / 960 Central Expressway Supplies such as recycled water (see Water Demand to be Met by Recycled Water section), rainwater/stormwater capture and reuse, greywater reuse, reclaiming wastewater onsite or other water supplies might need to be developed to offset potable water demand for this project.
City of Santa Clara 29 Water Supply Assessment / 960 Central Expressway Appendix A
Project Address Development Projected Water
Demand
Recycled Water
Available?
Buildout Completion
Date
960 Central
Expressway
960 Central
Expressway
Commercial*
Industrial*
Irrigation*
363.5 Yes 2025
Tasman East Specific
Plan Amendment
TBD Residential,
Commercial
208.3 No 2035
2901 Tasman Drive 2901 Tasman Drive Commercial,
Irrigation*
121.4 Yes* 2023
*Recycled water currently available for user category
City of Santa Clara
Agenda Report
1500 Warburton Avenue
Santa Clara, CA 95050
santaclaraca.gov
@SantaClaraCity
23-327 Agenda Date: 3/7/2023
REPORT TO COUNCIL
SUBJECT
Authorize the Office of the City Manager to execute the 2021-2025 Memorandum of Understanding Between the City of Santa Clara and the Engineers of the City of Santa Clara (Unit 4), that incorporates the terms of the Parties’Joint Recommendation on terms for a successor Memorandum of Understanding, and Adoption of a Resolution to Update the Classified Salary Plan for Classifications represented by Unit 4.
COUNCIL PILLAR
Enhance Community Engagement and Transparency.
BACKGROUND
The Engineers of the City of Santa Clara (hereafter, “Unit 4”) Memorandum of Understanding (hereafter, “MOU”) expired on December 19, 2021.
Given the ongoing challenges related to the COVID-19 pandemic and the surrounding uncertainty, and its impacts on the City’songoing budget deficit, the City and Unit 4 engaged in discussions on a successor MOU in an effort to reduce the City’s General Fund deficit.
As previously noted, the City of Santa Clara’s collective bargaining agreement with Unit 4 expired on December 19, 2021. The City and Unit 4 began negotiations on a successor MOU in November 2021 and met approximately eleven (11) times. As the parties were unable to reach agreement during negotiations and reached impasse, the City and Unit 4 engaged in mediation on or about September 20, 2022. After the conclusion of the mediation process, the City and Unit 4 were unable to reach agreement on a successor MOU and prepared for the fact finding process under the Meyers-Milias-Brown Act (“MMBA”)which governs labor relations in California. Fact finding was scheduled to commence on or about January 12, 2023; however, the parties agreed to engage in mediation on January 12th utilizing the neutral fact-finding panelist as the mediator. On or about January 12, 2023, the City and Unit 4 reached a Parties’Joint Recommendation on terms for a successor MOU supported by the mediator. On or about February 10, 2023, Unit 4 notified the City that the Parties’ Joint Recommendation was ratified by Unit 4 membership.
Updated Salary Plan
Section 9 of the Personnel and Salary Resolution requires City Council approval of compensation plans for both classified and unclassified positions. California Code Regulations Section 570.5 requires the adoption of updated publicly available salary schedules by the governing body. The attached Resolution approves the updated salary plan for all classifications represented by Unit 4 consistent with the terms of the subject MOU.
DISCUSSION
The recommended action authorizes the City Manager to execute a successor Memorandum of Understanding with a term of December 20, 2021, through and including June 30, 2025, that incorporates the terms of the Parties’ Joint Recommendation on a successor MOU.
The following is a summary of the notable provisions of the Parties’Joint Recommendation, and a complete copy of the Parties’ Joint Recommendation is attached:
City of Santa Clara Printed on 3/2/2023Page 1 of 5
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23-327 Agenda Date: 3/7/2023
Term:
December 20, 2021 - June 30, 2025
Wages:
Effective December 20, 2021 (the first pay period of calendar year 2022), all salary ranges in classifications assigned to Unit 4 shall remain status quo.
Effective December 25, 2022 (the first pay period of calendar year 2023), all salary ranges in classifications assigned to Unit 4 shall remain status quo.
Effective December 24, 2023 (the first pay period of calendar year 2024), all salary ranges for employees holding positions in classifications assigned to Unit 4 shall be increased by approximately 5.0%.
Effective July 7, 2024 (the first pay period in July 2024), all salary ranges for employees holding positions in classifications assigned to Unit 4 shall be increased by approximately 3.0%.
Special Salary Adjustment:
Effective March 19, 2023 (the first pay period after ratification by Unit 4 membership and approval by City Council), the salary ranges for classifications assigned to Unit 4 in the City’selectric utility department, Silicon Valley Power, including but not limited to, Senior Electric Utility Engineer (Job Code 730), Electric Utility Engineer (Job Code 428), and Assistant Electric Utility Engineer (Job Code 230), shall be increased by approximately 2.0%.
Updated Salary Plan:
The City of Santa Clara contracts with the California Public Employees’Retirement System (CalPERS) to provide retirement benefits for employees in both classified and unclassified positions. When the City makes modifications to the salary schedules for its classified or unclassified positions, the City Council must approve and adopt the publicly available salary schedules to comply with California Code of Regulations (CCR) section 570.5. The Classified Salary Plan has been modified to reflect the 2.0% special salary adjustment for classifications assigned to Unit 4 in the City’selectric utility department, Silicon Valley Power, included in the subject MOU.
One-Time Non-Pensionable Discretionary Cash Payment:
In recognition of, and to help secure the employees' speedy ratification of this MOU, the City has exercised its discretion to provide a one-time discretionary cash payment of $5,000 for regular employees (pro-rated for part-time employees) in the bargaining unit following Council approval of this MOU. The Parties intend and understand that this lump sum payment is non-pensionable and will not be reported to CalPERS. An employee must be employed in a classification assigned to Unit 4 at the time the one-time discretionary cash payment is made to receive the payment.
Deferred Compensation:
Effective December 24, 2023 (the first pay period of calendar year 2024), the City will contribute $330/month per employee in classifications assigned to Unit 4 in the City’selectric utility department, Silicon Valley Power, including but not limited to, Senior Electric Utility Engineer (Job Code 730), Electric Utility Engineer (Job Code 428), and Assistant Electric Utility Engineer (Job Code 230); and $166/month per employee in classifications assigned to Unit 4 other than those in the City’s electric utility department, Silicon Valley Power.
Healthcare:
Effective January 1, 2024, the City will pay 100% of the premium of the lowest priced Kaiser (Region 1) plan for employees in Unit 6 enrolled at the Employee Only and Employee Plus One levels, and 90% of the premium of the lowest priced Kaiser (Region 1) plan for employees in Unit 6 enrolled in the Employee Plus Two or More level. Employees who select a plan whose premium exceeds the City contribution described above will be responsible for the difference. Employees will not receive any portion of the City’scontribution as City of Santa Clara Printed on 3/2/2023Page 2 of 5
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23-327 Agenda Date: 3/7/2023
above will be responsible for the difference. Employees will not receive any portion of the City’scontribution as cash or any other taxable benefit.
Current employees hired on or before December 31, 2023, who choose not to enroll in a City health plan and meets the requirements set forth in the MOU shall continue to receive a cash-in-lieu amount equal to $946.86/month, while employees hired or rehired on or after January 1, 2024, shall receive a cash-in-lieu amount of $250/month.
Holidays:
Effective December 2023, the City shall provide 32 hours for four additional non-permanent paid holidays between December 25th and January 1st of the following calendar year. This shall be ongoing unless changed by mutual agreement or negotiations. If there are more than four (4) working days between December 25th and January 1st of the following calendar year, the City shall designate which four (4) working days shall be paid holidays. Employees whose jobs require them to work on these days would receive banked hours off instead (up to 8 hours per holiday), which hours may be used during the applicable MOU year with the approval of the applicable supervisor/manager.
Effective March 19, 2023 (the first pay period after ratification by Unit 4 membership and approval by City Council), employees hired on or before January 1, 2023, in classifications assigned to Unit 4 shall receive thirty-two (32) additional hours of floating holiday for use in calendar year 2023 with the approval of the applicable supervisor/manager. These additional floating holiday hours are not subject to pay out and expire on December 23, 2023 (the end of the last pay period of calendar year 2023).
Effective December 24, 2023 (the first pay period of calendar year 2024), employees hired on or before January 1, 2023, in classifications assigned to Unit 4 shall receive thirty-two (32) additional hours of floating holiday for use in calendar year 2024 with the approval of the applicable supervisor/manager. These additional floating holiday hours are not subject to pay out and expire on December 21, 2024 (the end of the last pay period of calendar year 2024).
Side Letters:
The parties reached a Side Letter Agreement to have a mutually agreed upon neutral third-party expert to conduct a classification and compensation study, including reviewing and making recommendations related to a Total Compensation Survey. The parties also reached Side Letter Agreements to continue discussions related to the remote work and alternate work weeks.
ENVIRONMENTAL REVIEW
The action being considered does not constitute a “project”within the meaning of the California Environmental Quality Act (“CEQA”) pursuant to CEQA Guidelines section 15378(b)(5) in that it is a governmental organizational or administrative activity that will not result in direct or indirect changes in the environment.
FISCAL IMPACT
The City regularly budgets the total compensation cost for its current employees and integrates known and projected cost increases from MOUs in the City’sannual budget. The ten-year forecast also incorporates the projected labor costs. The costs of this MOU are within budget authority approved by the City Council through the negotiation process.
The chart below reflects the estimated changes in costs in the General Fund as well as all funds over the term of the MOU. The costs in FY 2022/23 are expected to be absorbed within existing departmental budgets and the ongoing costs will be incorporated into the FY 2023/24 and FY 2024/25 Biennial Operating Budget.
Estimated Costs
Item Description Estimated GF Cost Estimated All Funds Cost
Wages (2022) 0% $0 $0
One-time Non-
Pensionable
Discretionary Cash
Payment (2023)
$5,000 (one-time) $55K $225K
Wages (2023) 2.0% (SVP only) N/A $86K
Wages (January 2024) 5.0% $102K $467K
Wages (July 2024) -
Cost through June
2025
3.0% $64K $294K
Deferred
Compensation (2024)
$330/month (SVP only)
and $166/month
(others)
$22K $131K
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Item Description Estimated GF Cost Estimated All Funds Cost
Wages (2022) 0% $0 $0
One-time Non-
Pensionable
Discretionary Cash
Payment (2023)
$5,000 (one-time) $55K $225K
Wages (2023) 2.0% (SVP only) N/A $86K
Wages (January 2024) 5.0% $102K $467K
Wages (July 2024) -
Cost through June
2025
3.0% $64K $294K
Deferred
Compensation (2024)
$330/month (SVP only)
and $166/month
(others)
$22K $131K
The costs associated with the changes to healthcare cannot be determined at this time as the City cannot predict enrollment behavior, especially with the change to the City paying 90% of the lowest priced Kaiser (Region 1) premium for employees who enroll in Employee Plus Two or More level.
COORDINATION
This report has been coordinated with the Finance Department and City Attorney’s Office.
PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s Office at (408) 615-2220, email [email protected] <mailto:[email protected]>, or at the public information desk at any City of Santa Clara public library.
RECOMMENDATION
1. Authorize the Office of the City Manager to execute the 2021-2025 Memorandum of Understanding Between the City of Santa Clara and the Engineers of the City of Santa Clara (Unit 4), with effective dates of December 20, 2021 - June 30, 2025, that incorporates the terms of the Parties’Joint Recommendation on terms for a successor Memorandum of Understanding; and
2. Adoption of a Resolution to approve the revised salary plan for various classified positions to satisfy the requirements of California Code of Regulations Section 570.5.
Reviewed by: Aracely Azevedo, Director of Human Resources Approved by: Nadine Nader, Chief Operating Officer
ATTACHMENTS
1. Parties Joint Recommendation Dated January 12, 2023
2. Updated Memorandum of Understanding between the City and Unit 4 in Track Change
3. Updated Memorandum of Understanding between the City and Unit 4
4. Classified Salary Plan eff 3-19-2023 (for Council 3-7-2023)
5. Resolution
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Duration :
City of Santa Clara and Engineers of the City of Santa Clara (Unit 4) Parties' Joint Recommendation
• Three and one-half Years (12/20/21 - 6/30/25)
Wages:
• COLA
o Status Quo for Calendar Years 2022 & 2023
o First pay period in Calendar Year 2024 - 5.0%
o First pay period in July 2024 - 3.0%
• Equity
o Firs t full pay peri od following adoption - 2.0% for Senior Electric Utility Enginee r, Electric Utility Engineer , Assistant Electric Utility Engineer Class and Comp Study:
• City to contract with an agreed upon neutral outside expert to perform a classification study on bar gaining unit classific ation s and to make recommendation s for appropriate comparable for a study to be completed befor e January 2025. • Survey to include both Civil E!!gineer and Electrica l Engineer Overtime:
• Legal evaluation of the FLSA ;.-;xempt ion for Senior Engineers to be completed before January 2025
Signing Bonus :
• $5,000 per active bargainin g unit employee upon adoption ( does not apply to employee s who received a signing bonu s as members of another bargaining unit) Other Benefits ( 457 Plan):
• First pay period in Calendar Year 2024 - 457 contribution increased to $330 per month for Senior Electric Utility Engineer, Electric Utility Engineer , Assistant Electric Utility Engineer.
• First pay period in Calendar Year 2024 - 457 contribution increased to $166 per month for all other bargaining unit employees .
Floating Holidays
• Effective upon adoption - Each bargaining unit employee will be credited with 4 floating holidays (32 hours) to 'be used by the end of Calendar year 2023 (no cash value; does not carry over)
• January 1, 2024 - Each bargaining li.nit employee will be credited with 4 floating holida ys (32 hours) to be used by the end of Calendar year 2024 (no cash value ; does not carry over)
• Effective Calendar Year 2023 - Memorializ e ongoing (32-hour) holiday closure in MOA City of Santa Clara and Engineers of the City of Santa Clara (Unit 4) Parties' Joint Recommendation
Health Benefits - per City Package A effective 01/01/24 Sideletter on Remote Work - (continued negotiations) [City Package A] Sideletter on Alternate Workweeks - (continued negotiations) [same as Remote Work City Package A]
Callback
• 3-Hour Minimum for employees called back to work for unscheduled onsite overtime at the applicable overtime rate
• Does not apply to remote overtime or to pre-scheduled overtime.
For City of Santa Clara: For Santa Clara Engineers (Unit 4) ~
~
Date: / _. ( J- - )-3 I / /1- ( i;
Charles Sakai
Date: Date:
These terms are the product of a full and fair mediation process in which I served as Mediator. I support the Parties ' Joint.Efforts . ..
Yuval Miller, Mediator
MEMORANDUM OF
UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY
OF SANTA CLARA
UNIT 4
DECEMBER 23, 201820, 2021 – DECEMBER 19,
2021JUNE 30, 2025
MEMORANDUM OF UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY OF SANTA CLARA
REPRESENTING
PROFESSIONAL ENGINEERS, UNIT # 4
DECEMBER 23, 201820, 2021 – DECEMBER 19, 2021JUNE 30, 2025 - i -
Table of Contents
1. LISTING OF REPRESENTED CLASSIFICATIONS .................................................. 1
2. ADJUSTMENT OF SALARIES .................................................................................. 2
3. JOB CLASSIFICATIONS ....................................................................................... 665
4. OVERTIME PAY .................................................................................................... 665
5. HOLIDAYS AND AWARDED CTO ........................................................................ 886
6. VACATION USE AND ACCRUAL.......................................................................... 997
7. HEALTH INSURANCE PREMIUMS .................................................................. 11119
8. OTHER INSURANCE PREMIUMS .................................................................. 151511
9. VEBA ............................................................................................................... 161611
10. RETIREE MEDICAL REIMBURSEMENT BENEFIT ........................................ 161611
11. UNPAID TIME OFF .......................................................................................... 161612
12. INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS’ COMPENSATION........................................................................ 171712
13. LAY-OFF POLICY ............................................................................................ 171712
14. REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) ......................................................................................................................... 191914
15. EMERGENCY PAID LEAVE POOL ................................................................. 212116
16. CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) .. 222217
17. SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE ............................... 232318
18. BEREAVEMENT LEAVE ................................................................................. 242419
19. LIMITED/ALTERNATIVE DUTY....................................................................... 252519
20. OUT-OF-CLASS PAY ...................................................................................... 262621
21. PERSONAL SAFETY EQUIPMENT REIMBURSEMENT ................................ 262621
22. PROFESSIONAL REGISTRATION ................................................................. 272722
23. STEP INCREASES .......................................................................................... 272722
24. REST PERIOD FOLLOWING OVERTIME WORK .......................................... 282823
25. ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE) .................... 292924
26. RESIDENT STATUS ........................................................................................ 292924
27. DOMESTIC PARTNERS.................................................................................. 292924
28. PAY PERIODS ................................................................................................. 292924
29. FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 303024
30. NEXT MEMORANDUM OF UNDERSTANDING ............................................. 303025
31. EMPLOYEE RIGHTS ....................................................................................... 303025
32. MANAGEMENT RIGHTS ................................................................................. 323227
33. LABOR-MANAGEMENT COMMITTEE ........................................................... 333327
34. SCOPE OF THIS MEMORANDUM OF UNDERSTANDING ........................... 333328
35. TERM OF AGREEMENT ................................................................................. 333328
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025) - ii -
Alphabetical Table of Contents
ADJUSTMENT OF SALARIES ......................................................................................... 2 ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE) ................................... 24 BEREAVEMENT LEAVE ................................................................................................ 19 CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) ................. 17 DOMESTIC PARTNERS ................................................................................................. 24 EMERGENCY PAID LEAVE POOL ................................................................................ 16 EMPLOYEE RIGHTS ...................................................................................................... 25 FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 ............... 24 HEALTH INSURANCE PREMIUMSI ................................................................................ 9 HOLIDAYS AND AWARDED CTO ................................................................................... 6
INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS’ COMPENSATION ....................................................................................... 12 JOB CLASSIFICATIONS .................................................................................................. 5 LABOR-MANAGEMENT COMMITTEE .......................................................................... 27 LAY-OFF POLICY ........................................................................................................... 12 LIMITED/ALTERNATIVE DUTY ...................................................................................... 19 LISTING OF REPRESENTED CLASSIFICATIONS…………………………………………1 MANAGEMENT RIGHTS ................................................................................................ 27 NEXT MEMORANDUM OF UNDERSTANDING ............................................................ 25 OTHER INSURANCE PREMIUMS ................................................................................. 11 OUT-OF-CLASS PAY ..................................................................................................... 21 OVERTIME PAY ............................................................................................................... 5 PAY PERIODS ................................................................................................................ 24 PERSONAL SAFETY EQUIPMENT REIMBURSEMENT ............................................... 21 PROFESSIONAL REGISTRATION ................................................................................ 22 REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) ....... 14 RESIDENT STATUS ....................................................................................................... 24 REST PERIOD FOLLOWING OVERTIME WORK ......................................................... 23 RETIREE MEDICAL REIMBURSEMENT BENEFIT ....................................................... 11 SCOPE OF THIS MEMORANDUM OF UNDERSTANDING .......................................... 28 SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE .............................................. 18 STEP INCREASES ......................................................................................................... 22 TERM OF AGREEMENT ................................................................................................ 28 UNPAID TIME OFF ......................................................................................................... 12 VACATION USE AND ACCRUAL ..................................................................................... 7 VEBA............................................................................................................................... 11
MEMORANDUM OF UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY OF SANTA CLARA
REPRESENTING
PROFESSIONAL ENGINEERS, UNIT # 4
DECEMBER 23, 201820, 2021 – DECEMBER 19, 2021JUNE 30, 2025
In accordance with the provisions of Section 18 of the City of Santa Clara Resolution #2979 and with the Meyers-Milias-Brown Act (Government Code Sections 3500 - 3511), this Memorandum of Understanding (MOU) was made and entered by and between the designated representatives of the City of Santa Clara (a public agency as defined in Section 3501 (c) of Chapter 10 of Division 4 of Title I of the Government Code of the State of California), hereinafter referred to as the City, and the Engineers of the City of Santa Clara, hereinafter referred to as the Engineers, the designated representatives of the City of Santa Clara Professional Engineers Unit #4 (a recognized employee organization as defined in Section 3501 (b) of Chapter 10 of Division 4 of Title I of the Government Code of the State of California). This agreement constitutes the results of discussions between the City Management Staff and the Engineers on all matters within the scope of representation. The term of this agreement shall be from December 23, 201820, 2021 , through December 19, 2021June 30, 2025.
WITNESSETH that:
WHEREAS the parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, the Engineers and the general public may benefit therefrom, and to establish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City.
NOW, THEREFORE, the parties hereto do agree to propose and recommend that the City Council adopt the following, effective as indicated:
1. LISTING OF REPRESENTED CLASSIFICATIONS
A. Classifications represented by Engineers of the City of Santa Clara (Unit 4) and their associated pay range, subject to any change s in Section 2 of this MOU, are as follows:
a) Associate Engineer (Civil) (E-34)
b) Senior Civil Engineer (E-41)
c) Construction Project Engineer (E3-36)
d) Electric Utility Engineer (E3-42)
e) Senior Electric Utility Engineer (E3-46)
f) Senior Water Utility Engineer (E2-41)
g) Traffic Operations Engineer (E-38)
h) Water Utility Engineer (E2-34)
i) Assistant Electric Utility Engineer (E3-32)
j) Assistant Engineer (Civil) (E-32)
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
k) Senior Electric Utility Engineer – Civil (E3-46)
l) Senior Electric Utility Engineer – Contracts (E3-46) m) Senior Electric Utility Engineer – Control/Communications (E3-46) n) Senior Electric Utility Engineer – Customer Service (E3-46) o) Senior Electric Utility Engineer – Distribution Planning (E3-46) p) Senior Electric Utility Engineer – Fiber (E3-46)
q) Senior Electric Utility Engineer – Generation (E3-46) r) Senior Electric Utility Engineer – Protective Relaying (E3-46) s)Senior Electric Utility Engineer – Resource Planning (E3-46) t) Senior Electric Utility Engineer – Substations (E3-46) u) Senior Electric Utility Engineer – Transmission Operations Planning (E3-46)
i) Other Engineer classifications that might be added to Unit 4 during the term of this MOU.
B. The City shall provide written notice to the Engineers of the development of a new Engineer classification or of a proposed change involving a classification or change in the job title of the job classifications listed in Section A.
2. ADJUSTMENT OF SALARIES
A. Wages
1) Effective December 2320, 2021, all salary ranges in classifications assigned to the Engineers shall remain status quo., 2018 (and retroactive with respect to base wages and overtime for persons employed by the City on the date the City Council approves this December 2018 – December 2021 MOU):
2) Effective December 25, 2022 (the first pay period of calendar year 2023), all salary ranges in classifications assigned to the Engineers shall remain status quo, subject to Section 3.B below.
3) Effective December 24, 2023 (the first pay period of calendar year 2024), all salary ranges for employees holding positions in classifications assigned to the Engineers shall be increased by approximately 5.0%.
A.4) Effective July 7, 2024 (the first pay period in July 2024), all salary ranges for employees holding positions in classifications assigned to the Engineers shall be increased by approximately 3.0%.
The classifications of Senior Civil Engineer, Associate Engineer (Civil), Assistant Engineer (Civil), and Traffic Operations Engineer shall move from the E-1 Salary Schedule to the E-2 Salary Schedule, with the result being a
5.0% wage increase for employees in these classifications. At the same time, the classifications of Senior Civil Engineer, Associate Engineer (Civil), Assistant Engineer (Civil) and Traffic Operations Engineer shall receive a further 3.5% wage increase for a total wage increase of 8.5% the first full pay period following City Council approval of this 12/18 – 12/21 MOU. The classifications of Senior Water Utility Engineer and Water Utility Engineer shall receive a 3.5% wage increase.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
The classifications of Senior Electric Utility Engineer, Electric Utility Engineer, Assistant Electric Utility Engineer and Construction & Project Engineer shall receive a 7.0% wage increase.
Following the wage increases and change in salary schedules described in the prior three paragraphs, the new/revised E-2 Salary Schedule shall be re- titled the E-1 Salary Schedule, and the prior E-1 Salary Schedule shall be eliminated, and the new/revised E-3 Salary Schedule shall be re-titled the E- 2 Salary Schedule.
B. Special Salary Adjustment: Effective DATE (the first pay period after ratification by membership and approval by City Council), the salary ranges in the following classifications shall be increased by approximately 2.0%:Effective the first full pay period of the 12/19 – 12/20 MOU year, the classifications of Senior Civil Engineer, Associate Engineer (Civil), Assistant Engineer (Civil), Traffic Operations Engineer, Senior Water Utility Engineer and Water Utility Engineer shall receive a 5.0% wage increase and the classifications of Senior Electric Utility Engineer, Electric Utility Engineer, Assistant Electric Utility Engineer and Construction & Project Engineer shall receive a 4.5% wage increase.
Senior Electric Utility Engineer (Job Code 730)
Senior Electric Utility Engineer (Fiber) (Job Code 730L) Senior Electric Utility Engineer-Control/Communications (Job Code 730I) Senior Electric Utility Engineer-Distribution Planning (Job Code 730D) Senior Electric Utility Engineer-Generation (Job Code 730E) Senior Electric Utility Engineer-Protective Relaying (Job Code 730A) Electric Utility Engineer (Job Code 428)
Assistant Electric Utility Engineer (Job Code 230)
B.
C. C. In recognition of, and to help secure the employees' speedy ratification of this MOU, the City has exercised its discretion to provide a one-time discretionary cash payment of $5,000 for regular employees (pro-rated for part-time employees) in the bargaining unit following Council approval of this MOU. The Parties intend and understand that this lump sum payment is non-pensionable and will not be reported to CalPERSEffective the first full pay period of the 12/20 – 12/21 MOU year, the classifications of Senior Civil Engineer, Associate Engineer (Civil), Assistant Engineer (Civil) , Traffic Operations Engineer, Senior Water Utility Engineer and Water Utility Engineer shall receive a 5.0% wage increase and the classifications of Senior Electric Utility Engineer, Electric Utility Engineer, Assistant Electric Utility Engineer and Construction & Project Engineer shall receive a 4.5% wage increase.
This one-time discretionary cash payment shall only be paid as follows:
Employees who weremust be employed in a classification assigned to the bargaining unit at the time of the disbursement, which is estimated to occur after the first pay period after Council approval of this MOU.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
Employees who have already received a signing bonus as members of a different bargaining unit during calendar years 2020, 2021, 0or 2022 will not receive this bonus.
The one-time discretionary cash payment shall be paid on a day no later than one pay period after the first full pay period after Council approval of this MOU on a separate paycheck.
D. Employees must be in a paid status or on approved leave in the applicable Unit 4 represented classification as of the last day of the applicable pay period to be eligible for the wage increases listed above.
E. The City and Unit #4 shall work together to establish a total compensation survey for the classifications of Associate Engineer (Civil) and Senior Civil Engineer between Santa Clara and the below listed agencies. The survey is to be submitted to the City for verification.
ASSOCIATE ENGINEER (CIVIL)
AGENCY POSITION
Mountain View Assistant Civil Engineer
Palo Alto Associate Engineer
San Jose Civil Engineer II
Sunnyvale Civil Engineer
Santa Clara Valley Water District Assistant Civil Engineer II
SENIOR CIVIL ENGINEER
AGENCY POSITION
Mountain View Senior Civil Engineer
Palo Alto Engineer
San Jose Associate Engineer
Sunnyvale Senior Civil Engineer
Santa Clara Valley Water District Associate Civil Engineer F. It is recognized by both parties to this agreement that it is their mutual responsibility to independently verify, to the extent possible, the accuracy of the information upon which total compensation adjustments are made. Should it be discovered by either party that adjustment(s) to salary and fringe benefits are based on erroneous information or have been erroneously computed, the necessary corrective action will be taken as soon as practicable after the discovery and notice of the error has been given. It is the mutual responsibility of both parties to report any suspected error immediately upon discovery to the other party. However, the period for which there will be a right to recover any monies which are either overpaid by the City or underpaid to the employee shall be limited to an adjustment period of up to 90 calendar days from the date the error was first reported to the other party. The corrective action will be taken even in circumstances where the error may bridge successive MOUs, but the recovery will still be limited to amounts owed or owing during the prior 90 MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
calendar days. The 90 calendar day period will begin upon the date of written notification by personal service upon the other party.
Right of recovery by the City of overpayment shall be limited to recovery over the same time period as the overpayment was made, not to exceed 90 calendar days. Said repayment will begin with the next paycheck following final determination of the amount to be repaid. Underpayment to the employee shall be made by the City in a lump sum of the amount owed on the next regular paycheck following final determination of the amount to be paid.
G. There shall be no employee generated reclassification requests during the term of this MOU.
H. For the purpose of this MOU, total compensation for required total compensation surveys is defined to include the following items:
DEFINITIONS
1. Top Step Salary - That salary step which is customarily achieved in the comparing agencies monthly
salary range for the classification (excluding
seniority or longevity steps) after 5 years
service.
2. Life, Medical, Dental, Vision, LTD,
Retiree Medical and other Insurance -
Maximum agency monthly contribution per
employee to insurance premiums plus
maximum agency monthly contribution to
other fringe benefit insurance premiums. For
retiree medical, the top amount to which an
active employee would be entitled if the
employee retired.
3. Retirement - Maximum agency monthly contribution per employee to CalPERS and social
security/Medicare plans.
4. Holiday Pay - Number of paid holiday hours allowed by agency per year times the base hourly rate,
divided by 12.
5. Vacation Pay - Maximum number of annual paid vacation hours allowed by agency per employee upon
completion of five (5) years service times the
base hourly rate, divided by 12.
6. CTO Pay - Maximum number of annual paid
compensatory time off hours allowed by
agency per employee times the base hourly
rate,divided by 12.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
7. Other - Monthly salary equivalent of or maximum
monthly agency contribution to other fringe
benefits available to all full-time comparing
agency employees. To be eligible for
inclusion in comparison data, such benefits of
the comparing jurisdiction must be of a
reoccurring nature or become part of their
compensation base. This category includes
the City’s monthly contributions to employees’
VEBA accounts.
8. Total Compensation - The sum of Items 1 through 7 above.
3. JOB CLASSIFICATIONS
A. The City will provide a copy of all proposed revised job descriptions or new job classification descriptions that will be presented to the Civil Service Commission for classifications already included in Unit 4 or proposed for inclusion in Unit 4 no less than thirty (30) days prior to any Civil Service Commission meeting in which the proposed revisions or new job descriptions would be considered.
B. All employees working in the classifications of Civil Engineer I, Senior Engineer, Electric Utility Engineer and Water Utility Engineer at the time of City Council adoption of the 12/15 – 12/18 MOU shall continue to be grandfathered from the new education/years of service requirements described in the 12/15 – 12/18 MOU which grandfathering agreement is reflected in the job descriptions for these classifications.
4. OVERTIME PAY
A. Represented employees assigned to work a 40 hour workweek who work overtime are entitled to:
1. Time and one half the employee's hourly rate for worked overtime excluding unpaid meal time for all hours worked beyond their regular daily or weekly work schedule.
2. Double time for all hours worked in excess of 12 consecutive hours of actual work excluding unpaid mealtime.
B. Regular employees assigned to work less than a 40 hour week who work overtime are entitled to:
1. Straight time for worked overtime excluding unpaid mealtime, which results in less than 40 hours paid time in a workweek.
2. Time and one half the employee's hourly rate for worked overtime excluding unpaid meal time for all hours worked beyond the regular daily MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
or weekly work schedule for that classi fication (usually 8 hour day and 40 hour week).
3. Double time for all hours worked in excess of 12 consecutive hours of actual work excluding unpaid mealtime.
C. Represented employees who are assigned to provide staff support to established City boards and commissions are to be paid at the following rates for hours worked in a 24 hour period from 8:00 A.M. to 7:59 A.M. the following day:
1. Time and one half the employee's hourly rate for the first four hours of overtime worked, excluding unpaid mealtime.
2. Double time for all hours worked in excess of 4 actual hours of overtime worked, excluding unpaid meal time. Normally this will be after 12 hours of actual work except when an employee is working more than 8 hours as a regular shift.
An employee may choose whether to receive pay or CTO for overtime hours worked, as long as the employee's CTO balance is below the maximum accrual set by the department, and subject to di scretionary limitations of management where circumstances dictate the City pay the employee such as, but not limited to, overtime worked on CIP projects. If an employee’s department has not set a CTO maximum accrual, the maximum accrual shall be the legal maximum of 240 hours. It is the City’s intention to enforce the CTO maximum accrual limit that applies to each employee. In lieu of receiving a CTO cash payout at retirement, the Engineers may vote to roll accrued CTO hours into a retiring employee’s VEBA account, subject to Association compliance with Federal rules associated with contributions of accrued time into a deferred medical expense account.
D. Represented employees shall not be called back from their lunch break to perform duties they would normally handle during their on-duty time. Should they be called back during their lunch break, they will be given an alternative time for their lunch break or be compensated for the call back time at the appropriate overtime rate.
This section is not intended to dilute the Department Head's right to modify an employee's regular work schedule with appropriate notice to avoid the overtime assignment. Such notice of a change to an employee’s regular work schedule shall be made no less than two weeks in advance.
E. Effective the first full pay period in December 2017, and notwithstanding other MOU provisions on overtime, the City will pay employees in the classifications of Senior Electric Utility Engineer, Senior Water Engineer and Senior Civil Engineer straight time for all hours worked, including hours outside the “regular schedule.” F. Callback Pay. An employee who is called back for an unscheduled overtime assignment after leaving the worksite to work in response to an emergency or other unforeseen circumstanceshall be credited for the time worked, or for three (3) hours, whichever is greater, at the applicable overtime rate. This section shall apply on either a workday after the employee has departed from their place of MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
employment after their regular shift or on a scheduled day off. It shall not apply to work done from home, scheduled overtime, or during a regular shift. Employees are entitled only to one (1) callback minimum within a twenty-four (24) hour periodwho are called back multiple times shall not receive additional pay until the employee has worked a total of three (3) hours, after which time the employee would be eligible for additional pay but only for actual hours worked. 1) Example 1: Employee A is called back twice on their regular day off and works one-hour each time. Employee A worked a total of two (2) hours and is entitled to the three-hour minimum.
E.2) Example 2: Employee B is called back twice on their regular day off and works two-hours each time. Employee B worked a total of four (4) hours and is entitled to four (4) hours of pay.
5. HOLIDAYS AND AWARDED CTO
A. HOLIDAYS
The City will observe the following thirteen (13) dates (or days) as City Holidays and City offices will be closed in observance of those holidays. Represented employees will be entitled to eight (8) hours of paid time off in observation for each of the holidays listed.
1) New Year's Day (January 1),
2) Martin Luther King Day (3rd Monday in January),
3) President's Day (3rd Monday in February),
4) Spring Holiday (observed on Good Friday),
5) Memorial Day (last Monday in May),
6) Independence Day (July 4),
7) Labor Day (1st Monday in September),
8) Admission Day (September 9),
9) Columbus Day (2nd Monday in October),
10) Veteran's Day (November 11),
11) Thanksgiving Day (4th Thursday in November),
12) Friday after Thanksgiving, and
13) Christmas Day (December 25).
Holidays which fall on a specific date and which fall on Saturday are observed the preceding Friday. Holidays which fall on a specific date and which fall on Sunday are observed the following Monday.
B. Additionally, effective December 2023, the City shall provide thirty-two (32) hours for four (4) additional paid holidays between December 25 th and January 1 st of the following calendar year; this section shall apply on an ongoing basis unless changed by mutual agreement or negotiations. If there are more than four working days between December 25 th and January 1 st of the following calendar year, the City shall designate which four working days shall be paid holidays under this paragraph. Employees whose jobs require them to work on these holidays would receive banked paid hours off instead (up to 8 hours per holiday), which hours may and must be used during the applicable MOU year with the MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
approval of the applicable supervisor/manager.will observe four additional non- permanent paid holidays on 12/26/19, 12/27/19, 12/30/19, and 12/31/19 in the 12/19 – 12/20 MOU year and on 12/28/20, 12/29/20, 12/30/20 and 12/31/20 in the 12/20 – 12/21 MOU Year. These non-permanent paid holidays would be only for these MOU years, and this provision will sunset and expire at the end of the 12/20 – 12/21 MOU year. Employees whose jobs require them to work on these days would receive banked paid days off instead (8 hours per holiday), which hours may be used during the applicable MOU year with the approval of the applicable supervisor/manager.
C. Additional Floating Holiday Hours
1) For Calendar Year 2023 only: Represented employees hired on or before January 1, 2023, shall be provided thirty-two (32) floating holiday hours in addition to what is provided in Section 6.B above. These hours shall be available for use effective DATE (the first pay period after ratification by membership and approval by City Council) and shall not be retroactive.
These additional floating holiday hours must be used during calendar year 2023 subject to the approval of the applicable supervisor/manager, and isare not subject to pay out. These additional floating holiday hours expire on December 23, 2023 (the end of the last pay period of calendar year 2023). 2) For Calendar Year 2024 only: Represented employees hired on or before January 1, 2023, shall be provided thirty-two (32) floating holiday hours in addition to what is provided in Section 6.B above. These additional floating holiday hours must be used during calendar year 2024 subject to the approval of the applicable supervisor/manager, and isare not subject to pay out. These additional floating holiday hours expire on December 21, 2024 (the end of the last pay period of calendar year 2024).
C.D. Awarded Compensatory Time Off (CTO)
Each January 1, the City will credit each represented employee with 16 hours of priority compensatory time off (CTO) (or the proportionate share if the employee is working a reduced work schedule). This CTO shall be available for use by the employee on a higher priority basis than the terms and conditions required by the department for use of regularly accrued CTO. Unused CTO may be traded for cash payout at any time after accrual.
Employees hired after January 1 shall be credited with a pro-rata share of the awarded CTO based upon the proportion of the calendar year remaining after their hire date.
6. VACATION USE AND ACCRUAL
The City of Santa Clara Unit 4 employees will be entitled to use vacation as it is earned under the following conditions:
A. Vacation hours may not be taken during the first six (6) months of regular employment unless approved in writing by the applicable Department Head prior to a new employee commencing employment with the City.
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B. Vacation is based on completed years of service. Vacation hours will be earned each bi-weekly pay period {(1/26) of the year} provided that the employee is in a paid status for at least 2/3 of the hours (53.4 hours) of the eighty (80) regular working hours of that pay period.
C. At the end of employment with the City of Santa Clara, all of the employee's accrued vacation time (up to the maximum accrual allowed) will be paid off in cash, regardless of the term of employment.
D. Annual and maximum vacation accrual rates, calculated to four decimal points for accuracy, are as follows:
COMPLETED ANNUAL MAXIMUM
YEARS OF SERVICE ACCRUAL ACCRUAL
1 through 4 80 hours 400 hours
5 through 9 120 hours 400 hours
10 through 15 168 hours 400 hours
16 through 20 176 hours 400 hours
21 years + 192 hours 400 hours
E. The existing practice that requires an employee to cease accrual of vacation in any pay period during which his/her vacation balance exceeds the maximum accrual as shown in paragraph D of this Section is as follows:
Employees are limited to the maximum vacation accrual allowed as defined, based on years of service. Employees may temporarily exceed the maximum allowed vacation accrual, subject to the vacation balance as of the end of the pay period that includes December 31 of each year being reduced to the maximum accrual allowed.
Vacation accrual that is allowed to tem porarily exceed the maximum accrual will be removed from the vacation balance as of the end of the pay period which includes December 31 of each year may be donated to Unit 4’s Emergency Paid Leave Fund pursuant to the direction of the employee.
The current accrued vacation hour balance, the year-to-date accrual, and the current pay period vacation hour usage are all shown on the employee’s paycheck stub. It is the responsibility of the employee to track for compliance.
F. Vacation may be used in one-tenth (1/10th) hour increments.
G. In the event that the City determines to close the offices during regular working hours, represented employees will have the option to use available vacation in lieu of unpaid time off.
H. Subject to having a sufficient balance of accrued vacation available, an employee
may, on a once per calendar year basis, be paid at his/her current hourly rate for a maximum of sixty (60) hours of accrued vacation.
I. In lieu of receiving a vacation-leave cash payout at retirement, the Engineers may, once per calendar year, vote to roll accrued vacation leave hours into the MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
employee’s VEBA account, subject to Association compliance with Federal rules associated with employee contributions of vacation leave to their VEBA accounts.
7. HEALTH INSURANCE PREMIUMS
A. A. Health Insurance
1) The City currently contracts with the California Public Employees' Retirement System (CalPERS) for the purpose of providing medical insurance benefits for active employees and their eligible dependents, eligible retired employees, and eligible survivors of retired employees. Eligibility of a dependent to participate in this program shall be in accordance with the terms of the Public Employees’ Medical and Hospital Care Act (PEMHCA). Eligibility of retired employees and survivors of retired employees to participate in this program shall be in accordance with those provisions of the PEMHCA providing for participation by “annuitants.”
The City’s employer contribution towards medical insurance benefits for each eligible employee shall be the minimum contribution amount required by Government Code Section 22892. Contributions provided under this Section are required only to the extent mandated by the PEMHCA.
Because CalPERS may change carriers and plans, the City shall not be required to provide a specific insurance coverage and shall only be required to provide those benefits as described in this Section so long as the City contracts for benefits with CalPERS for medical insurance benefits.
Pursuant to the PEMHCA, the City will provide each eligible annuitant, as defined by the PEMHCA, with an employer contribution towards medical insurance benefits that is equal to the PEMHCA minimum contribution provided to an active employee under this Section.
2) Definitions. For purposes of this section:
a. “Full-time employee” refers to an employee whose regular schedule is at least 30 hours per week.
b. “Full-time position” refers to a position in a classification, whether vacant or not vacant, whose regular schedule is at least 30 hours per week.
B. Health Insurance Contributions
1) For Plan Years 2022 and 2023:
a. For Plan Years 2022 and 2023, employees who enroll in a City offered health plan and whose premium exceeds the total of the City’s Health Flex Contribution, Additional Health Flex Contribution, and/or Regular Flex Contribution applicable to the employee and as described below, the balance of the premium shall be paid by a salary deduction from the pay of the individual employee.
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b. HEALTH FLEX CONTRIBUTION AND ADDITIONAL HEALTH FLEX
CONTRIBUTION
Effective January 1, 2019For Plan Years 2022 and 2023 , the City will offers employees a Health Flex Contribution of $136.00/month to put toward the payment of a City offered health plan. The $136.00/month applies for 2019, and this This amount shall be modified each calendar year using the Rate of Pay Safe Harbor (based on the lowest base pay of any full-time budgeted employee position covered by this MOU) to ensure the City’s offered coverage is “affordable.” For Plan Years 2022 and 2023, the City shall contribute the statutorily required minimum contribution under PEMHCA as determined by CalPERS in each calendar year. It is understood and agreed that the Health Flex Contribution described in this paragraph shall equal or exceed the City’s statutorily required minimum PEMHCA contribution.1
Employees who enroll in a City health plan for which the premium amount is more than $946.86 shall receive an Additional Health Flex Contribution. The Additional Health Flex Contribution, when added to the Health Flex Contribution described in the prior paragraph and the Regular Flex Contribution described herein, shall not exceed an amount equal to $200 over the Kaiser (Region 1) employee only premium amount for the applicable year.
Employees may not receive all or any portion of the Health Flex Contribution or Additional Health Flex Contribution as cash or any other taxable benefit, and must apply the Health Flex Contribution to City- offered health benefits. Employees who do not enroll in City-offered health benefits will not receive any of the Health Flex Contribution s or Additional Health Flex Contribution.
It is understood and agreed that a portion of the Health Flex Contribution described in this subsection is the City’s contribution of the statutorily required minimum contribution under the Public Employees Medical and Hospital Care Act (PEMHCA) (e.g. $136/month in 2019), which is the City’s designated PEMHCA amount.
c. B. REGULAR FLEX CONTRIBUTION
Effective January 1, 2019For Plan Years 2022 and 2023 , the City will provide a Regular Flex Contribution equal to $946.86/month less the monthly Health Flex Contribution (thus, for 2019, the Regular Flex Contribution will be $810.86/month) . Employees may use the Regular Flex Contribution to pay for health benefits offered under the City’s Section 125 plan or may opt to receive any or all of the Regular Flex Contribution as taxable cash. An employee will receive a Regular Flex Contribution whether or not he/she enrolls in City-offered health benefits
1 As an example, for 2022, the PEMHCA minimum is approximately $149/month and the Health Flex Contribution is $149/month, which includes the PEMHCA minimum of $149/month.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
and notwithstanding the provisions of Section 8.C.7.B.1.d below.
For employees who enroll in City health and whose benefits exceed the total of the City’s Health Flex and Regular Flex Contributions to them, the balance of the health premium shall be paid by a salary deduction from the pay of the individual employee.
d. C. CASH IN LIEU
Effective January 1, 2019For Plan Years 2022 and 2023 , employees who choose not to enroll in a City health plan, and meet the requirements set forth below shall receive a Cash in Lieu amount equal to $946.86/month minus the monthly Regular Flex Contribution (for 20192022, the Cash in Lieu amount is $136.00$149.00/month).
In order to receive Cash in Lieu of health coverage, an employee must sign a form attesting that the em ployee and the employee’s Tax Family have the Alternative Required Coverage for the Opt Out Period. Tax Family means all individuals fo r whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies.
Alternative Required Coverage required means minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
Opt Out Period means the plan year to which the opt out arrangement applies.
An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year for each plan year the employee would like to receive cash in lieu.
The Cash in Lieu payment cannot be made and the City will not in fact make payment if the City knows or has reason to know that the employee or a Tax Family member does not have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.
An employee who opts out of City-offered health benefits, but cannot provide the attestation, will not receive the Cash in Lieu contribution described in this subsection.
e. Effective December 31, 2023, this Section 7.B.1 shall expire and become ineffective.
2) Effective January 1, 2024:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
a. Effective January 1, 2024, the City shall make a monthly contribution to the City’s flexible benefit plan which, taken together with the mandatory PEMHCA contribution, equals one hundred percent (100%) of the premium for the lowest priced Kaiser (Region 1) plan for unit members enrolled at the employee and employee plus one levels; and ninety percent (90%) of the premium for the lowest priced Kaiser (Region 1) plan for unit members enrolled at the employee plus two or more level. If the employee enrolls in a plan whose premium exceeds the City contribution, the employee shall pay the difference between the total cost of the selected plan and the City’s contribution via salary deduction. In no event shall the City’s contributions pursuant to the provisions of this Section, and any statutorily required minimum contribution under the PEMHCA as determined by CalPERS in each calendar year, exceed one hundred percent (100%) of the premium cost of the lowest price Kaiser (Region 1) plan at the employee and employee plus one level, or ninety percent (90%) of the premium for the lowest priced Kaiser (Region 1) plan at the employee plus two or more level, in which the employee is enrolled.
There shall be no option to receive all or any portion of the City’s Contribution as cash or any other taxable benefit.
b. Cash In Lieu
(1) Effective January 1, 2024, a full-time employee hired on or before December 31, 2023, and who chooses not to enroll in a City health plan and meets the requirements set forth below in in this subsection shall receive a Cash in Lieu amount equal to $946.86/month paid out on the first pay period of the month.
(2) A full-time employee hired or rehired on or after January 1, 2024, and who chooses not to enroll in a City health plan and meets the requirements set forth below shall receive a Cash in Lieu amount equal to $250/month paid out on the first pay period of the month.
(3) Requirements: In order to receive Cash in Lieu of health coverage, an employee must sign and submit a form attesting that the employee and the employee’s Tax Family have the Alternative Required Coverage for the Opt Out Period.
(a) Tax Family means all individual s for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies.
(b) Alternative Required Coverage required means minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
(c) Opt Out Period means the plan year to which the opt out arrangement applies.
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(d) An employee must provide the attestation every plan year and proof of Alternative Required Coverage during open enrollment for each plan year for the employee to be eligible to receive Cash in Lieu.
(e) The Cash in Lieu payment cannot be made and the City will not in fact make payment if the City knows or has reason to know that the employee or a Tax Family member does not have such
Alternative Required Coverage, or if the conditions in this paragraph are not otherwise satisfied.
(f) An employee who opts out of City-offered health benefits, and does not provide the attestation and proof of Alternative Required Coverage, will not receive the Cash in Lieu contribution described in this subsection.
c. For employees whose regular work schedules are 30 or more hours per week but less than 40 hours per week, the Cash in Lieu amount shall be prorated as described in Section 7.D below
D. PRORATION OF BENEFITSSUMMARY OF HEALTH FLEX, REGULAR
FLEX AND CASH IN LIEU CONTRIBUTIONS
For employees whose regular work schedules are 30 or more hours per week but less than 40 hours per week, benefits shall be prorated based on the employee’s full- time equivalent (FTE) levelAttached to this MOU as Exhibit A are the amounts the City contributes to Health Flex, Additional Health Flex, Regular Flex and Cash in Lieu for the different categories of employees for 2019. The City shall provide the Engineers with a copy of this same Exhibit updated for each subsequent calendar year.
E. DENTAL INSURANCE
The City will pay toward dental insuranc e premiums an amount equal to the lowest cost employee only premium amount among the dental plans offered by the City. All employees are required to enroll in a dental plan.
F. VISION INSURANCE
For persons enrolled in the City's VSP vision plan, the City will pay toward vision insurance premiums an amount equal to the lowest cost employee only vision premium. Participation is voluntary. Employees that do not choose to enroll in a vision plan are not entitled to the benefit of City contributions to vision premiums described in this paragraph.
8. OTHER INSURANCE PREMIUMS
The City will continue to pay the required premium for life insurance for represented employees for $50,000 in life insurance coverage.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
9. VEBA
The City established a Voluntary Employee Beneficiary Association (VEBA) trust under Internal Revenue Code Section 501(c)(9) for the purpose of providing a defined contribution post-retirement medical benefit for employees. Effective December 27, 2009, the City began contributing $50 per month per represented employee. Specific information regarding the Plan is referenced in the Plan Document. Per the City’s contract with VEBA, VEBA’s consulting fee will be deducted from the plan participants’ accounts.
A VEBA is a tax-exempt trust account formed under Internal Revenue Code Section 501(c)(9) designed to accumulate assets to fund the future payment of qualified unreimbursed medical expenses (including specified insurance premiums). At retirement, participants may withdraw the accumulated plan benefits to pay for unreimbursed health insurance premiums, qualified long-term care insurance premiums, and other qualified unreimbursed medical expenses and will not be taxed under current state and federal law. Withdrawals cannot be made for non-medical purposes.
10. RETIREE MEDICAL REIMBURSEMENT BENEFIT
A. The Retiree Medical Reimbursement Benefit shall provide each employee who retires from the City with at least ten (10) years of regular City service with a reimbursement for unreimbursed single retiree health insurance premium, beginning with the second full month afte r retirement from City service and ending with the last full month before the retiree’s sixty-fifth (65th) birthday.
Starting with the month in which the retiree turns age sixty-five (65), the reimbursement will be for unreimbursed Medicare single retiree supplemental health insurance premium. For premiums paid in calendar year 2019 2023 that will be reimbursed in 20202024, the City will reimburse an amount up to $364$406 per month, including the PEMHCA minimum, for unreimbursed single retiree health insurance premium or up to $218$243 per month, including the PEMHCA minimum, for unreimbursed Medicare single retiree supplemental health insurance premium. The amount of the City reimbursement will be adjusted thereafter once each year by the percentage change from October to October in the San Francisco-Oakland-San Jose urban wage earners and clerical workers (W) consumer price index from the prior year, but in no event will be increased more than 3.5%.
B. Beginning in 2004, the City will pre-fund this benefit with an amount to be determined by an actuary.
C. Each retiree will be required to submit proof of health insurance coverage to the City each year. The City will pay the reimbursement in a lump sum payment once per year.
11. UNPAID TIME OFF
The City Manager shall be authorized to grant up to a one-year leave of absence without pay for medical reason or personal emergency such as family medical, pregnancy or other need to care for the immediate family. Employees granted such MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
leave of absence will be returned to the same department, classification and salary upon resumption of their City employment.
The City Manager shall be authorized to grant up to a one-year leave of absence without pay for personal reasons or professional development. Employees granted such leave of absence will be returned to the same classification and salary upon resumption of their City employment.
12. INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS’ COMPENSATION
Workers authorized by the City's Workers' Compensation Administrator to undergo therapy or treatment due to an industrial injury, who are required to leave work, shall receive leave with pay, including reasonable travel time, providing the treatment falls within the normal working hours, is pre-scheduled and cannot be scheduled during non-work hours.
The City will continue payment toward health, dental and life insurance coverage for the employee and dependents for an employee who is disabled from work because of a work related injury if the employee is no longer in a paid status sufficient to continue the coverage afforded under the terms of the program, subject to the following conditions:
A. The employee may not increase the existing coverage after the date of injury except to add children born within nine months of the injury.
B. Continuation toward payment of employee health/dental/life insurance coverage is limited to one (1) year from the date of injury, unless the employee continues to be on temporary disability status for a Workers Compensation injury.
Continuation toward payment of dependent health/dental/life insurance coverage is limited to one (1) year from the date of injury.
C. The employee has supplemented his/her workers' compensation benefit with sick leave, vacation, CTO or other paid leave sufficient to qualify for payment of the health/dental/life insurance premium and is no longer entitled to any salary from the City.
13. LAY-OFF POLICY
A. POLICY
The need for reduction in force shall be determined by the City Manager as a result of the resource allocation plan adopted by City Council. The determination to reduce the work force shall contain reasons for reduction and a listing of programs, which are affected, and the s pecific City classifications and numbers within each classification, which shall be reduced.
In the event the City demonstrates it is necessary to reduce the work force of represented employees, the City agrees to meet-and-consult with the Bargaining Group at least thirty (30) days prior to any layoff notifications to receive recommendations as to how best to accomplish this process with the least MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
impact on represented employees, and to explore alternatives such as reductions in work hours, freezing of merit pay increases or similar programs which will result in reducing the City's labor costs.
If the City implements a reduction in work force, the City will administer the lay-off policy consistent with the following concepts:
ORDER: The order of lay-off shall be as follows:
a. Temporary (as-needed) employees
b. Probationary employees
c. Permanent employees with formal disciplinary action resulting in written notice of suspensions, reductions in pay, or demotion within the most recent three years from date of layoff notice.
d. Permanent employees in inverse order of seniority within the classification series being reduced.
SENIORITY: Seniority shall be determined by the length of current continuous, permanent service with the City regardless of classification in which employed. Continuous service shall be defined as that which has not been interrupted by separation of service from the City. Seniority shall be retained, but shall not accrue, during any period of authorized leave without pay (more than 5 days), except for military leave.
NOTICE: When the City determines that it must implement a reduction in work force, notice to the employee shall be in writing at least thirty (30) days prior to the effective date of the lay-off. The Bargaining Group shall also receive concurrent notification of lay-off. The notice of lay-off shall contain the following:
e. Reason for lay-off
f. Effective date of lay-off
g. Opportunity to discuss with a representative of management h. Conditions governing re-employment
i. Information regarding Unemployment insurance
REASSIGNMENT (BUMPING): Employees identified for lay-off shall have reassignment rights (bumping) to the same classification in a different department or division, or to a previously held classification in which the employee attained permanent status based upon seniority as defined in Section B above. Employees must exercise these rights by notifying Personnel, in writing, within seven (7) calendar days ending on a regular workday after receiving written notification of the lay-off.
In the event of lay-off, any employee so affected may elect to:
Accept a position in a lateral or lower class in which he/she has permanent status, or a position in a lateral or lower class within the series containing the class from which the employee is being laid off, provided he/she is otherwise qualified and is more senior than the least senior employee in such lateral or lower class.
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Accept a position in a higher class, provided he/she has held permanent status in such higher class, and further provided that the employee's transfer from the higher class was voluntary and occurred during his/her current period of employment and provided he/she is otherwise qualified and is more senior than the least senior employee in such higher class.
Accept a vacant position in a lateral or lower class for which he/she is otherwise qualified.
Any employee entitled to an option noted above, which involves assignment to a lower classification, may elect to be placed on lay-off in lieu of accepting such assignment to the lower class. In the event the employee elects to be placed on lay-off, such employee will only be recalled to the classification from which the employee elected to be placed on lay-off. The decision to not accept assignment to a lower classification may adversely affect the employee's ability to collect unemployment insurance.
B. RE-EMPLOYMENT/REINSTATEMENT LISTS
The names of regular or probationary employees laid-off according to this policy will be placed on a Re-employment List for each classification for which the employee is eligible in the inverse order of the lay-off. Individuals names will be retained on a Re-employment List for classified positions for the shorter of either two (2) years from the effective date of lay-off or the date on which a laid off employee rejects an offer of re-employment in the classification from which the former employee was laid off. Employees whose names are on a Re- employment List for classified positions will be notified of other related openings for which testing is scheduled.
In the event an employee accepts reinstatement to a lower class than the one from which laid off, such person's name shall remain on the Re-employment List for reinstatement to the class from which laid off, lateral classes or other higher classes upon which his/her name appears provided such person, except for lack of seniority, would have been otherwise entitled to such lateral class at the time of the most recent lay-off. Laid off persons who are re-employed under this provision shall be re-instated with/to the same seniority, pay step and pay step anniversary date and leave accrual rates as at the time they were laid off.
Employees whose names are on a Re-Employment List for classified positions will be notified of other related openings for which testing is scheduled.
14. REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) Employee participation in this plan is contingent upon the City's understanding and agreement that employee participation cannot be interpreted as anything other than temporary. This is not to be construed as a representation of employee commitment to a permanent program or an admission of any kind that the employee would not be harmed by such a plan becoming mandatory.
A. REDUCED WORK WEEK/REDUCED PAY (Long Term Program)
Employees may request a reduced work week schedule (32 hours per week MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
instead of 40 hours per week, for example) at the same hourly rate of pay, subject to the following conditions:
With the approval of the Department Head and the City Manager, a binding work schedule as requested by the employee will be developed that may be modified only with the approval of both the City and the employee.
More than a 20% reduction of the work week in a pay period will result in proportionate reduction of accrual of sick leave and vacation.
No reduction of insurance premium payment or refund as long as sufficient hours are worked to allow for full payment of the premium for an employee working a full time work schedule. If the number of hours worked is less than the number required for full payment of premiums or refunds, the premium or refund payments will be reduced in proportion to the hours required to gain full credit.
Impact on retirement and other benefits will be determined by the application of actual work hours and rates of pay required under each of those programs.
Overtime hours will be paid at the straight time rate for hours worked which are less than the employee's regular daily work schedule or 40 hours per week. Overtime hours worked in excess of the employee's regular daily work schedule or more than 40 hours per week will be at the appropriate overtime rate.
Cancellation of the employee's participation in the program will be by mutual agreement of the employee and the Department Head, with the approval of the City Manager.
B. VOLUNTARY TIME OFF (Short Term Program)
Employees may request voluntary unpaid time off under the following conditions:
Approval of a work schedule that does not adversely impact the operations of the department or other employees in the work unit with the approval of the Department Head and the City Manager.
No impact on either sick leave or vaca tion accrual if sufficient hours are worked in a pay period to entitle the employee to his/her regular accrual rate for either benefit.
No reduction of insurance premium payment or refund as long as sufficient hours are worked to allow for full payment of the premium for an employee working a full time work schedule. If the number of hours worked is less than the number required for full payment of premiums or refunds, the premium or refund payments will be reduced in proportion to the hours required to gain full credit.
Voluntary time off may be taken without the employee first using all of his/her accrued Compensatory Time Off (CTO).
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Employee may cancel his/her participation in the program with a notice time agreed upon at the time of the granting of the request which will be sufficient to allow the department head to accommodate the request.
Cancellation of the employee's participation in the program will be at the discretion of the Department Head with the approval of the City Manager.
15. EMERGENCY PAID LEAVE POOL
A. ADMINISTRATION
Administration of this program shall be provided by a three (3) member Emergency Paid Leave Board (Board) consisting of two (2) members of the Engineers’ Board and the City’s Director of Human Resources (or designee).
Determination of eligibility to use the vacation established in this Emergency Paid Leave pool will be by majority vote of this board. An adverse decision of this board may be appealed to the Engineers Board of Directors and their determination shall be final.
B. METHOD OF DONATION
Contribution of vacation or CTO will be computed at the member's base hourly rate of pay (excluding premium or specialty pay).
Contribution may be made from earned vacation, CTO or cash only. Conversion of Sick Leave to Vacation for purposes of donation to this pool will be immediately credited to the pool.
In a case where it has become known that an employee has been seriously injured or has a life-threatening illness and is in need of assistance from the Emergency Paid Leave Pool, contributions from accrued Sick Leave, computed at the contributing employee’s base hourly rate of pay (excluding premium or specialty pay) may be made for the benefit of that specific employee who has the need.
Employee may authorize the City to automatically convert vacation that should be accrued to the employee to the pool when the employee's vacation accrual has reached the maximum allowed.
Funds contributed to the Emergency Paid Leave Pool will be placed in an interest bearing Trust Fund. The Trust Fund will be accumulated in total dollars. No record of number of hours contributed to the Pool will be maintained. An employee making a donation to the Pool will not have a vested right to the amount donated.
Employees and/or Unit 4 may contribute earned vacation, CTO or cash to the Emergency Paid Leave Pools of other City bargaining groups.
C. USE OF POOL
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
Employee must have a verified emergency need for time off to request Emergency Paid Leave from the pool. Medical emergencies for the employee or dependent shall be verified by a doctor's certification and shall include the anticipated duration of the medical emergency. An employee’s initial request to use leave from the Emergency Paid Leave Pool shall be made to the City’s Director of Human Resources (or designee). The Director of Human Resources (or designee) shall make an initial determination regarding whether the employee’s request to use Emergency Paid Leave is for a verified medical emergency. The Director of Human Resources ( or designee) shall notify the rest of the Board the name of the individual making the request, the date of the request, and whether or not the individual’s request qualified as a verified medical emergency need under this section.
Non-medical emergencies shall be verified by certification acceptable to the Board and shall include the anticipated duration of the emergency.
Employee must have exhausted appropriate paid leave (sick leave including eligible conversion to vacation, vacation or CTO) prior to becoming eligible to request vacation benefits from the pool.
The maximum time available from the pool (subject to the assets of the pool) will be 160 hours (two [2] pay periods) for Emergency Paid Leave benefits due to the illness or injury of the employee or the maximum allowable accrual of vacation for emergency needs of the family of the employee.
Emergency Paid Leave will be deducted from the pool based upon the employee's base hourly rate of pay (excluding premium or specialty pay).
Emergency Paid Leave hours will be made available for use in the pay period following approval by the Engineers.
Use of Emergency Paid Leave from the pool will be treated in the same manner as use of regular vacation. The employee will continue to accrue sick leave, vacation, insurance coverage and other benefits in the same manner as he/she would if using regularly credited vacation.
Emergency Paid Leave, which has been credited to the employee and has not been used when the emergency has terminated will be reinstated to the pool. Vacation, sick leave and other benefits which have accrued to the employee will remain in the employee's account.
16. CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) The City has contracted with CalPERS to provide “Classic” or “Legacy” employees (i.e. employees who are not “new members” as defined under PEPRA) with the 2.7% at age 55 formula with “highest single year” effective December 17, 2006 and the
2.0% at 62 with “highest three year average” for New Members as defined by CalPERS and PEPRA. Classic/Legacy employees shall continue to pay the employee contribution rate and New Members shall contribute 50% of the “normal cost” of their pension formula as requi red and defined by CalPERS and PEPRA.
The employee's CalPERS retirement contribution will continue to be treated as tax deferred.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
17. SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE
A. SICK LEAVE
Employees shall accrue ninety-six (96) hours of sick leave per year of regular City employment. Sick leave shall accrue in equal amounts each pay period.
Employees shall not accrue sick leave while they are on unpaid status.
Use of sick leave will be under the same terms and conditions as are now in place. Vacation and CTO may be used to supplement sick leave with Department Head approval, as permitted and set forth in CMD 30 at the time this MOU was adopted.
New employees may use sick leave as it is accrued after commencing employment.
In lieu of receiving a Sick Leave cash payout at retirement, an employee may roll accrued Sick Leave hours into the employee’s Voluntary Employee Beneficiary Association (VEBA) account, subject to bargaining unit compliance with Federal rules associated with employee contri butions of Sick Leave to their VEBA accounts including a once per calendar year Unit vote on what percent of qualifying sick leave will be rolled into VEBA accounts. Sick Leave payout at retirement is subject to the provisions and requirements outlined in the Personnel and Salary Resolution.
B. FAMILY SICK LEAVE
Not more than forty eight (48) hours of sick leave within one calendar year shall be granted to any employee for the care or attendance upon members of his/her immediate family, unless the use of additional leave is approved by the City Manager or designee. “Immediate family” is defined as spouse, parent, child, sibling, grandparent, grandchild, aunt, uncle, niece, nephew, first cousin, parent by marriage, step-parent, step-child, grandparent by marriage, son-in-law, daughter-in-law, sibling by marriage, foster parent, domestic partner, anyone residing with employee, or anyone dependent on the employee for care.
C. PERSONAL LEAVE
Each calendar year, an employee is entitled to use thirty-two (32) hours of accrued sick leave as Personal Leave, provided he/she has sufficient sick leave balance available.
Personal leave is intended to provide the employee with paid time off to attend to legitimate personal business that may arise from time to time during the year.
Personal leave may be used to supplement sick leave as required.
The employee has an obligation to provide as much notice as possible so as to allow for proper scheduling by the department.
Providing that the minimal requirements of proper notification have been met, the use of Personal Leave should not be denied.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
The adoption of this program does not modify the existing ability of the employee to exchange up to 96 hours of accrued sick leave for up to 48 hours of vacation, based upon two (2) hours of sick leave for one (1) hour of vacation as provided and defined in the Personnel and Salary Resolution.
18. BEREAVEMENT LEAVE
A. The City will provide employees with a paid bereavement leave benefit to attend to the customary obligations arising from the death of a member of an employee’s immediate family, as defined in this Section. 1) Employees are eligible to receive up to forty (40) hours of bereavement leave in the event of the death of a spouse or domestic partner, parent, child, or sibling of the employee, employee’s spouse or employee’s domestic partner (including, in each case step, adoptive and in-law) , spouse or domestic partner;
2) Employees are eligible for up to three (3) work days (regardless of shift assigned) of bereavement leave in the event of the death of a grandparent, grandchild, aunt or uncle of the employee, employee’s spouse or employee’s domestic partner (including, in each case step, adoptive and in-law); and A.3) Employees are eligible for up to one (1) work day (regardless of shift assigned) of bereavement leave in the event of the death of a great- grandparent, great-grandchild, great-aunt, great-uncle, niece, nephew, or first cousin of the employee, employee’s spouse or employee’s domestic partner (including, in each case, step, adoptive and in-law).
B. Bereavement leave hours/work days need not be used consecutively, and bereavement leave shall be completed within three (3) months of the date of the death of the family member.
B.C. The bereavement leave benefit is based on each death occurrence.
C.D. Up to five (5) work days of additional bereavement leave may be charged to an employee’s sick leave balance with City Manager approval.
D.E. At the request of the City, the employee will provide verification.
E.F. Bereavement Leave shall not be included as a category of compensation in the total compensation survey comparison prepared in advance of MOU negotiations.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
19. LIMITED/ALTERNATIVE DUTY
A. JOB RELATED ILLNESS OR INJURY
Effective with this agreement, employees who have a job related illness or injury which requires him/her to be off work under Workers' Compensation will be assigned to limited or alternative duty under the following condition:
Supervisors shall be advised of the medical condition of any industrial injury as soon as practical. Upon receipt of a Doctor's report which provides work limitations, the City may identify a regular or modified assignment for which the employee has the required experience and training to be eligible for assignment to. Such assignment may be based upon a 40 hour per week or less basis. If the assignment is for less hours than the employee's regular work assignment, or is for a different work schedule, the employee may provide justification for refusal of the assignment based upon a hardship.
Employees who have a job related illness or injury which requires him/her to be off work under Workers' Compensation or who do not qualify for limited or alternative duty will be reassigned to a Monday through Friday work schedule to keep required medical or other workers' compensation commitments.
B. NON JOB RELATED ILLNESS, INJURY OR CONDITION
Effective with this agreement employees who have a non job related illness, injury or condition which requires him/her to be off work may request to be assigned to limited or alternative duty. Nothing in these provisions is intended to imply that an employee has a right to a limited/alternative duty assignment, unless expressly provided by law. Such request will be accommodated unless no appropriate limited or alternative duty assignment is available under the following conditions:
Identification by the City of a regular or modified assignment for which the employee has the essential experience and training to be eligible for assignment to. Such assignment may be based upon a 40 hour per week or less basis. If the assignment is for less hours than the employee's regular work assignment, or is for a different work schedule, the employee may provide justification for refusal of the assignment based upon a hardship.
Upon a written release from his/her doctor, subject to review by the City doctor, which allows the employee to perform all of the duties of the contemplated assignment.
Employees may account for his/her regular work schedule through a combination of limited or alternative duty hours and sick leave or other paid leave sufficient to maintain eligibility for regular accrual of benefits.
Under both of these limited or alternative duty assignments employees will be required to work their regularly scheduled number of hours (normally forty (40) hours) per week, unless such assignment is modified by mutual agreement MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
between the City and the employee. It is recognized that performance of limited or alternative duty assignments will not be permitted to interfere with any medically related treatment designed to assist the employee to return to full, unrestricted duty in the earliest possible time frame.
All such assignments, and their durati on, are temporary assignments and are subject to periodic sixty (60) day review of the employee's continued need for limited or alternative duty, the employee's continued ability to perform the limited or alternative duty and the department's ability to continue the employee in the assignment. All temporary assignments shal l be at the employee's regular rate of pay.
In the event the Americans with Disabilities Act (ADA) requires modification of the provisions of this section, it is agreed that the law will prevail.
20. OUT-OF-CLASS PAY
Represented employees assigned to work temporarily in a higher classification than their own shall be paid at least five percent (5%) more than their prevailing salary or at the entrance step of the range of the higher classification, whichever compensation pattern is greater.
A. Such assignment will be paid for all actual time assigned to the higher classification, after a four (4) hour elimination period on the first day of said assignment.
B. If the out-of-class assignment lasts more than four (4) hours, out-of-class pay will begin with the first hour of the assignment.
C. For a continuing out-of-class assignment of less than four (4) hour increments which lasts more than four (4) hours, out-of-class pay will begin with the first hour of the assignment.
Any represented employee who is assigned to work out of class in an unclassified position will receive a five percent (5%) salary differential above his/her current salary or the salary established as eighty-five percent (85%) of Control Point for the unclassified position if such salary has been established, whichever compensation pattern is greater, provided that the requirements of (A), (B), and (C) above are satisfied.
To be eligible for out-of-class pay, the employee must perform all duties as assigned within the higher classification and must be assigned in writing.
21. PERSONAL SAFETY EQUIPMENT REIMBURSEMENT
Represented employees will be reimbursed an amount not to exceed $200 each calendar year, as set forth below, toward the purchase or repair of the following types of protective personal safety equipment – footwear, eye protection, ear plugs, headwear protection, work gloves and/or non-electronic ergonomic devices, tools or equipment that will not require any technical or IT support used to prevent or mitigate health issues related to normal computer-related activity such as carpal tunnel MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
syndrome. All equipment must be confirm ed by the Department Head or designee in advance as of the type/quality of equipment that satisfies City and Cal-OSHA requirements for the applicable job class.
Personal Safety Equipment Reimbursement shall not be included as a category of compensation in the total compensation survey comparison prepared in advance of MOU negotiations.
Unless specifically authorized in writing by the department head to purchase equipment certified to a different standard, or to be excused from the requirement to wear protective footwear during the perfo rmance of his/her duties, employees are required to have protective footwear available to them at their regular work site and are subject to disciplinary action if they do not have them available at the work site when a need to wear such protection arises.
The City will continue the current policy to provide safety and/or protective equipment and/or clothing for use by the employee while performing his/her normal duties or during inclement weather or in other occasional special assignments or conditions.
22. PROFESSIONAL REGISTRATION
Represented Unit 4 employees will be eligible for $3,600 per year in premium pay, paid in equal amounts each pay period, for attaining and continued maintenance and possession of a Professional Engineering License. An employee that possesses more than one Professional Engineering License will only be eligible for $3,600 per year.
The City will pay the cost of the bi-annual registration fee for each Professional Engineer license a represented Unit 4 employee possesses (e.g. Professional Civil Engineer, Professional Traffic Engineer, Professional Electrical Engineer, Professional Geotechnical Engineer, Professional Mechanical Engineer, Professional Structural Engineer, and Professional Land Surveyor). An employee that possesses more than one Professional Engineer license shall be reimbursed for the bi-annual registration fee for each such license.
The City will pay the cost of all registration fees for other licenses or certifications not listed above other than drivers’ license(s) that are identified as a requirement in a Unit 4 employee's job description.
Upon proof of successful passing during City employment of an examination for which the City is required under this Section to pay the registration fees, the City will reimburse the employee for the cost of the examination fee as well as preparation materials, books or study courses , which reimbursements will be made in accordance with City Manager Directive 26 (Tuition Reimbursement Program).
23. STEP INCREASES
Step increases will be applied as follows:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
A. Employees who have an anniversary date that falls within the first week of the pay period and who have been approved for a step increase will be adjusted on the beginning day of the pay period during which the anniversary date falls.
B. Employees who have an anniversary date that falls within the second week of the pay period and who have been approved for a step increase will be adjusted on the beginning day of the pay period immediately following the anniversary date.
C. Employees who have passed their probationary period will receive a step increase on the pay scale for their job classification each year on their anniversary date until reaching salary Step “5.”
D. Employees will receive an increase to Step “6” on their anniversary date on the pay scale for their job classification if they are at Step “5” for at least one (1) year and have at least ten (10) years of regular City service.
E. Employees will receive an increase to Step “7” on their anniversary date on the pay scale for their job classification if they are at Step “6” for at least one (1) year and have at least fifteen (15) years of regular City service.
24. REST PERIOD FOLLOWING OVERTIME WORK
Any employee working eight (8) or more hours at the overtime rate during the fifteen (15) hour period immediately preceding the beginning of his/her regular work shift shall be entitled to a rest period of eight (8) consecutive hours on the completion of such overtime work with the following provisions:
A. No employee shall be required to work in excess of sixteen (16) hours without rest unless an emergency is investigated and continued work is deemed necessary to prevent extreme property damage or to preserve human life.
B. If the eight (8) hour rest period overlaps his/her regular work shift in whole or in part, he/she will be paid at the straight-time rate for the time which falls within his/her regular work shift.
C. If the eight (8) hour rest period overlaps a portion of the first half of his/her work shift, the employee may be excused from work until the beginning of the second half of said shift. If the eight (8) hour rest period overlaps a portion of the second half of his/her work shift, he/she may be excused from work until the following work shift. He/she will be paid, however, for that portion of the rest period which overlaps his/her normal working shift. He/she will not be paid for the time between expiration of the rest period and his/her reporting for work.
D. Hours worked prior to an eight (8) hour rest period shall not be included in determining another rest period.
E. If the employee is called back to work during his/her eight (8) hour rest period, a new rest period will commence at the conclusion of such work.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
F. Any employee who works a minimum of three (3) hours of emergency overtime between the hours of 11:00 p.m. and 6:00 a.m. will receive an eight (8) hour rest period commencing at the time of release from duty.
G. Notwithstanding the foregoing, if the employee is required to work during regular work hours on a work shift without having had a rest period of eight (8) hours, for which he/she has qualified as set forth above, he/she shall be paid at the overtime rate for all work performed until he/she has been released from duty for at least eight (8) hours.
H. Notwithstanding the foregoing, an employee assigned to attend a City Planning Commission meeting in the capacity of a Department representative shall be entitled to an eight (8) consecutive hour rest period if the City Planning Commission meeting adjourns later than 1:00 a.m. The employee will be paid straight time for the hours of the rest period that overlap the employee’s regularly scheduled work shift.
25. ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE)
An employee, subject to the conditions of the employee’s job assignment, may propose an alternate work schedule as described in City Manager’s Directive #71.
The proposal must be made to the Department Head through the immediate supervisor. Consideration will be given as to the feasibility and impact on the productivity of such proposal. Management retains the sole right to determine scheduling needs. A proposal for an alternate work schedule and the establishment or discontinuance of an alternate work schedule is not subject to any grievance procedure.
26. RESIDENT STATUS
The City agreed to a pilot program that commenced on July 5, 2013 by which an employee represented by the Engineers will be permitted to pay the “resident” rate rather than the non-resident rate for City programs and activities so long as the employee’s sign-up or participation will not interfere with a resident’s access to or ability to participate in the applicable program or activity. The City agrees to extend this pilot program into the 12/18 – 12/21 MOU. The City reserves the right to expand this program to include other City employees and/or terminate this pilot no sooner than a year after the effective date of the 12/18 – 12/21 MOU based on relevant factors such as, but not limited to, City use, actual and projected dollar savings or cost, ease or challenges associated with administration and impacts and potential impacts to citizen access to and participation in City programs and activities.
27. DOMESTIC PARTNERS
The City shall make all benefit programs available to employees, dependents and domestic partners, subject to the requirements of each benefit provider.
28. PAY PERIODS
Non-salary allowances, payments or accrual rates that are for an agreed upon amount each calendar or fiscal year (for example annual sick and vacation accruals MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
and boot allowances) but are paid for administrative purposes in equal incremental amounts each pay period, shall be the same agreed upon annual amount in years in which there are 27 pay periods instead of 26 pay periods. This agreement shall not modify anyone’s pay rate.
29. FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 The City will make available a Flexible Spending Plan under the Internal Revenue Code Section 125 for employees. Employees may contribute pre-tax (federal, state, FICA) dollars for dependent care and qualified un-reimbursed medical expenses.
This Plan will follow the regulations outlined by the Internal Revenue Code. Detailed information will be available in the Summary Plan Document.
The City will pay the administrative expenses for the plan. This Plan is voluntary and participating employees will pay the monthly participation cost. The monthly participation cost will be considered pre-tax, as defined above, under Internal Revenue Code Section 106. Participating employees will be provided with an Employee Plan Summary and regular statements regarding the status of their flexible spending accounts.
30. NEXT MEMORANDUM OF UNDERSTANDING
The Engineers and the City will commence negotiations on a successor Memorandum of Understanding no later than three months prior to expiration of this Memorandum of Understanding.
31. EMPLOYEE RIGHTS
A. All rights, privileges and working conditions enjoyed by the classifications represented by the Engineers, as defined in Personnel and Salary Resolution No. 2979, entitled "Employer-Employee Relations" dated December, 1972, and other City resolutions, if any, dealing with employee rights and benefits shall not be reduced during the term of this MOU.
B. The City's employee grievance process is established in City Manager's Directive (CMD) #47, titled On the Job Personnel Grievances. This CMD generally describes the process available to individual employees to clarify (and modify, if so required) interpretations of City rules, regulations, procedures and policies, including interpretations of this MOU. Should the City determine that CMD #47 needs to be revised during the term of this MOU, an offer to meet and consult with representatives of Unit 4 shall be extended for the purpose of receiving Unit 4 comments prior to the adoption of the revised CMD.
C. The following procedure will be in place for represented employees who choose to have Bargaining Group representation during the course of the Grievance process. If an employee chooses not to have Bargaining Group representation, the employee will follow the grievance procedure in CMD #47.
The employee must begin the grievance process by requesting an informal discussion between the employee and his/her supervisor, or designee (up to and including the Department Head). Should this informal process not result MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
in resolution of the grievance, the employee shall render his/her grievance in writing and submit it to his/her Department Head, or designee, for formal action as outlined in Paragraph 2.
Within five (5) working days (or at a later date by mutual agreement between the employee, his/her representative and the Department Head, or designee, in order to accommodate scheduling problems) of the receipt of the formal grievance, the Department Head, or designee, shall review the entire grievance file through a meeting with the employee and his/her Bargaining Group representative. Within five (5) working days from the date of this meeting, the Department Head, or designee, will respond in writing to the employee and the Bargaining Group representative, setting forth his/her resolution to the problem. The employee, or the Bargaining Group representative on behalf of the employee, must respond within five (5) working days to the Department Head, or designee, in writing as to whether the grievance has been resolved or is still unresolved. If the matter has not been resolved as a result of this step, the Department Head, or designee, shall immediately, upon receipt of the unresolved notification, forward all written material, including the original grievance, to the Municipal Employee Relations Officer (MERO), or designee, for action as outlined in Paragraph 3.
Within five (5) working days (or at a later, mutually agreeable, date if any party to the grievance is not available within the five (5) day period) of the receipt of the grievance material, the MERO, or designee, and the Department Head, or designee, shall review the entire grievance file through a meeting with the employee, his/her Bargaining Group representative and any additional parties who the MERO, or designee, or the Bargaining Group representative feels can help to resolve the grievance. Within five (5) working days from the date of this meeting, the MERO, or designee, will respond in writing to the employee and the Bargaining Group representative, setting forth his/her resolution to the problem. The employee, or the Bargaining Group representative on behalf of the employee, must respond within five (5) working days to the MERO, or designee, in writing as to whether the grievance has been resolved or is still unresolved. If the matter has not been resolved as a result of this step, the MERO, or designee, shall forward all written material, including the original grievance, to a Joint Grievance Committee for action as outlined in Paragraph 4.
Within fifteen (15) working days of the receipt of the grievance material the Joint Grievance Committee will meet. Such Committee shall be composed of four (4) members: two (2) members representing the City and two (2) members representing the Bargaining Group. The Grievant and the Grievant’s Department Head, or designee, shall not be committee members although they shall be present at the meeting. The Committee shall render an advisory opinion to the City Manager, or designee, within ten (10) working days unless extended by mutual agreement. The City Manager, or designee, shall render a decision within five (5) working days of that meeting. The City Manager's decision will be directed to the employee through his/her Department Head, or designee, and to the Bargaining Group. If the employee, or the Bargaining Group representative on behalf of the employee, MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
disputes the City Manager's final decision in the matter, the advisory mediation process outlined in Paragraph 5 will be available.
If the Bargaining Group continues to dispute the decision of the City Manager, or designee, on behalf of the employee, the Bargaining Group shall, within fifteen (15) working days of the City Manager's decision, request that the matter be referred to a Mediator appointed by the California State Mediation and Conciliation Service, who shall render an advisory opinion on the merits of the grievance to the City Manager, or designee. The City Manager, or designee, may accept, modify or reject the advisory opinion of the Mediator. Following the review of the Mediator’s opinion the City Manager's decision shall be final.
32. MANAGEMENT RIGHTS
Subject to State law and the provisions of City of Santa Clara Employer-Employee Relations Resolution, the rights of the City through its Council and Management include, but are not limited to: the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; establish and enforce dress and grooming standards; direct its employees; determine the methods and means to relieve its employees from duty because of lack of work or other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of City- issued wearing apparel, equipment or technology to be used; determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operation of the City; to assign work to and schedule employees in accordance with requirements as determined by the City including but not limited to: establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause; establish and modify probationary periods and reasonable employee performance standards including, but not limited to, quality, and quantity standards; and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work.
The City Council on its own behalf and on behalf of the City hereby retains and reserves unto itself all rights, power, authority, duty, responsibility and obligations conferred on and vested in it by the laws and Constitutions of the State of California and the United States of America. The exercise of such rights, power, authority, duty, responsibility and obligations by the City Council and the adoption of such rules, regulations, policies as are necessary and as they apply to employees represented by the Engineers shall be in accord with this MOU to the extent that they MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
do not violate any of the reserved duties, responsibilities and obligations conferred on and vested in it by the laws, Charter of the City, Constitutions of the State of California, and the United States of America.
33. LABOR-MANAGEMENT COMMITTEE
Representatives of the City and Engineers shall meet quarterly to discuss labor- management issues. Such discussions shall not constitute meet and confer.
Rather, these discussions are intended to improve communication and resolve informally where possible issues and potential disputes.
34. SCOPE OF THIS MEMORANDUM OF UNDERSTANDING
The parties acknowledge that during the meetings which preceded this MOU, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this MOU.
Therefore, for the life of this MOU, the City and the Engineers voluntarily and unqualifiedly waive the rights and each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter not referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both parties at the time they met and signed this MOU.
Notwithstanding the foregoing, however, in the event any portion of this MOU is declared null and void by superseding Federal, State or City law, the balance of this MOU shall continue in full force and effect, and the parties shall immediately commence the meet and confer process to ensure that the superseded portions shall be rewritten to conform as nearly as possible to the original intent.
In the event that any other document issued by the City such as City Manager's Directives, Departmental Rules, or general op erating procedures is in conflict with this MOU, the MOU will prevail unless such change has been expressly agreed to in writing by the City and the Engineers.
The City further reserves the right to consider required organizational and operational changes in the economical and efficient operation of the Department whenever existing or future statutes bring about additional monetary costs.
Nothing in the foregoing shall prevent the parties to this agreement from meeting- and-conferring during the term of this MOU in matters of mutual concern. Such meeting-and-conferring shall be established and continued by mutual consent only.
If, after meeting and conferring between the management representatives and the majority employee representatives, no agreement has been reached, such items under discussion shall remain unchanged.
35. DEFERRED COMPENSATION
A. Effective December 24, 2023 (the first pay period of calendar year 2024):
1) The City shall contribute $330 per month to the City’s Section 457 deferred compensation plan on behalf of each represented employee in the following MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
classifications who are enrolled in the City’s Section 457 deferred compensation plan.
Senior Electric Utility Engineer (Job Code 730)
Senior Electric Utility Engineer (Fiber) (Job Code 730L) Senior Electric Utility Engineer-Control/Communications (Job Code 730I) Senior Electric Utility Engineer-Distribution Planning (Job Code 730D) Senior Electric Utility Engineer-Generation (Job Code 730E) Senior Electric Utility Engineer-Protective Relaying (Job Code 730A) Electric Utility Engineer (Job Code 428)
Assistant Electric Utility Engineer (Job Code 230)
2) The City shall contribute $166 per month to the City’s Section 457 deferred compensation plan on behalf of each represented employee in the classifications other than those described in Section 36.A.(1) above who are enrolled in the City’s Section 457 deferred compensation plan.
B. If an employee enrolls in the City’s Section 457 deferred compensation plan after December 24, 2023, the City will commence contributions on the first full pay period after the employee is enrolled and it shall not be retroactive.
35.36. TERM OF AGREEMENT
The term of this Memorandum of Understanding shall be three and one-half years, commencing December 23, 201820, 2021, and expiring December 19, 2021June 30, 2025.
FOR THE CITY OF SANTA CLARA: FO R THE ENGINEERS OF THE CITY OF SANTA CLARA:
Edward Kreisberg Aracely Azevedo
Lead NegotiatorDirector of Human
Resources
Albert Saenz Jeevan Valath
President
Date: _______________
Date: _______________
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
Teresia Zadroga-HaaseMarco Mercado
Assistant Director of Human Resources
Marshall JohnsonBrandon Coco
Vice Presidentnt
Date: _______________
Date: _______________
Aracely AzevedoCharles Sakai
Assistant Director of
Human ResourcesLegal Counsel
Evelyn Liang Ardalan Raghian
Treasurer/Secretary
Legal Counsel
Date: _______________
Date: _______________
Kevin KolnowskiAshley Lancaster
Assistant Director of Electric Utility-
Energy DistributionHuman Resources
Division Manager
Date: ____________________
Jeevan Valath Alex Price
Bargaining Team Member Negotiator
Date: ____________________
Date: _______________
Date: _______________
Julie Minot
Management Analyst, Human Resources
Vincent Luchessi
Negotiator
Date: _______________
Date: _______________
_____________________________________
Vincent Luchessi
Bargaining Team Member
Date: _________________
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2018 2021 – 12/20216/2025)
APPROVED:
DEANNA J. SANTANARajeev Batra
Date
City Manager
APPROVED BY THE CITY COUNCIL ON:
A T T E S T :
City Clerk Date
EXHIBIT A
2019
Health Flex
Contribution
+
Additional Health
Flex
(/mo)
Regular Flex
Contribution
(/mo)
Cash-in-Lieu
(/mo)
Total Employer
Contributions
(/mo)
Employee enrolls in
Employee Only, and
premium is less than or
equal to $946.86/mo
$136.00
$810.86 $0 $946.86, with cash
eligibility for difference
between $946.86 and
premium amount
Employee enrolls in
Employee Only and
premium is more than
$946.86/mo
$136.00
+
$21.39
$810.86 $0 $968.25 (this is $200 over
Kaiser Employee Only
amount in 2019), not
eligible for any cash
Employee enrolls in
Employee + 1
$136.00
+
$21.39
$810.86 $0 $968.25
Employee enrolls in
Employee + Family
$136.00
+
$21.39
$810.86 $0 $968.25
Employee opts out &
provides attestation
$0 $810.86 $136.00 $946.86
Employee opts out &
does not provide
attestation
$0 $810.86 $0 $810.86
Notes:
Kaiser Employee Only is $768.25/mo in 2019.
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
CLASSIFICATIONS
The City and the Engineers of Santa Clara (Unit 4) agree to the following regarding classifications represented by Unit 4:
1. Total Compensation Survey
a. Section 2 of the Memorandum of Understanding (MOU) between the City and Unit 4 describes the agencies and classifications, as well as the elements to be included, when conducting a Total Compensation Survey.
b. The City and Unit 4 agree to have a mutually agreed upon neutral third-party expert to conduct a review and make recommendations to the parties on the Total Compensation Survey, including but not limited to what other agencies’ classifications are the appropriate comparators and what elements should be included when conducting the Total Compensation Survey. The neutral third party shall conduct this review for the Associate Engineer (Civil) (Job Code 321) and
Senior Civil Engineer (Job Code 322) classifications.
i. The neutral third party shall also conduct a review and make recommendations to the parties on a Total Compensation Survey for the Senior Electrical Utility Engineer (Job Code 730)
classification, including
but not limited to what agencies should be used, what other agencies’ classifications are the appropriate comparators and what elements should be included when conducting the Total Compensation Survey.
2. Timelines
a. Unless there is mutual agreement to change the timelines, the City and Unit 4 agree that any review and recommendations as described in Sections 1 and 2 above shall be completed and provided to the parties no later than the first workday in January of 2025.
3. Costs
a. The City and Unit 4 will contract with a mutually agreed upon neutral third-party expert who will conduct the review and recommendations descried in Sections 1 and 2 above. The City and Unit 4 will be responsible for any of their own expenses, including the costs of their representatives, related to this review.
Unit 4 Side Letter Agreement – Classifications
March 1, 2023
4. The review and recommendations as described in Sections 1 and 2 above shall be utilized by the parties during negotiations on a successor MOU. Neither party is obligated to agree to any recommendations made by the neutral third party as described in Sections 1 and
2. This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when signed by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
REMOTE WORKPLACE
The City and the Engineers of Santa Clara (Unit 4) agree to meet and confer over a remote workplace policy. As this is a Citywide issu e and may concern employees represented by other bargaining units, it is the intent of the parties to meet in a coalition setting to the extent it is possible. The parties agree that the first meeting on a remote workplace policy shall occur no later than December 31, 2022, or the date when the City Manager lifts the State of Emergency declared on March 11, 2020, whichever comes later.
This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when signed by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
ALTERNATE WORKWEEKS
The City and the Engineers of Santa Clara (Unit 4) agree to meet and confer over the issue of Alternate Workweeks. The parties agree that the first meeting on Alternate Workweeks shall occur no later than September 30, 2023.
This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when si gned by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
MEMORANDUM OF
UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY
OF SANTA CLARA
UNIT 4
DECEMBER 20, 2021 – JUNE 30, 2025
MEMORANDUM OF UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY OF SANTA CLARA
REPRESENTING
PROFESSIONAL ENGINEERS, UNIT # 4
DECEMBER 20, 2021 – JUNE 30, 2025
- i -
Table of Contents
1. LISTING OF REPRESENTED CLASSIFICATIONS .................................................. 1
2. ADJUSTMENT OF SALARIES .................................................................................. 2
3. JOB CLASSIFICATIONS ........................................................................................... 5
4. OVERTIME PAY ........................................................................................................ 5
5. HOLIDAYS AND AWARDED CTO ............................................................................ 7
6. VACATION USE AND ACCRUAL.............................................................................. 8
7. HEALTH INSURANCE PREMIUMS ........................................................................ 10
8. OTHER INSURANCE PREMIUMS .......................................................................... 14
9. VEBA ....................................................................................................................... 14
10. RETIREE MEDICAL REIMBURSEMENT BENEFIT ................................................ 15
11. UNPAID TIME OFF .................................................................................................. 15
12. INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS’ COMPENSATION................................................................................ 16
13. LAY-OFF POLICY .................................................................................................... 16
14. REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) 18
15. EMERGENCY PAID LEAVE POOL ......................................................................... 20
16. CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) .......... 21
17. SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE ....................................... 21
18. BEREAVEMENT LEAVE ......................................................................................... 23
19. LIMITED/ALTERNATIVE DUTY............................................................................... 23
20. OUT-OF-CLASS PAY .............................................................................................. 25
21. PERSONAL SAFETY EQUIPMENT REIMBURSEMENT ........................................ 25
22. PROFESSIONAL REGISTRATION ......................................................................... 26
23. STEP INCREASES .................................................................................................. 26
24. REST PERIOD FOLLOWING OVERTIME WORK .................................................. 27
25. ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE) ............................ 28
26. RESIDENT STATUS ................................................................................................ 28
27. DOMESTIC PARTNERS.......................................................................................... 28
28. PAY PERIODS ......................................................................................................... 28
29. FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 ........ 28
30. NEXT MEMORANDUM OF UNDERSTANDING ..................................................... 29
31. EMPLOYEE RIGHTS ............................................................................................... 29
32. MANAGEMENT RIGHTS ......................................................................................... 30
33. LABOR-MANAGEMENT COMMITTEE ................................................................... 31
34. SCOPE OF THIS MEMORANDUM OF UNDERSTANDING ................................... 31
35. TERM OF AGREEMENT ......................................................................................... 32
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025) - ii -
Alphabetical Table of Contents
ADJUSTMENT OF SALARIES ......................................................................................... 2 ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE) ................................... 24 BEREAVEMENT LEAVE ................................................................................................ 19 CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) ................. 17 DOMESTIC PARTNERS ................................................................................................. 24 EMERGENCY PAID LEAVE POOL ................................................................................ 16 EMPLOYEE RIGHTS ...................................................................................................... 25 FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 ............... 24 HEALTH INSURANCE PREMIUMSI ................................................................................ 9 HOLIDAYS AND AWARDED CTO ................................................................................... 6
INDUSTRIAL INJURY/CONTINUATION OF INSURANCE BENEFITS WHILE ON WORKERS’ COMPENSATION ....................................................................................... 12 JOB CLASSIFICATIONS .................................................................................................. 5 LABOR-MANAGEMENT COMMITTEE .......................................................................... 27 LAY-OFF POLICY ........................................................................................................... 12 LIMITED/ALTERNATIVE DUTY ...................................................................................... 19 LISTING OF REPRESENTED CLASSIFICATIONS…………………………………………1 MANAGEMENT RIGHTS ................................................................................................ 27 NEXT MEMORANDUM OF UNDERSTANDING ............................................................ 25 OTHER INSURANCE PREMIUMS ................................................................................. 11 OUT-OF-CLASS PAY ..................................................................................................... 21 OVERTIME PAY ............................................................................................................... 5 PAY PERIODS ................................................................................................................ 24 PERSONAL SAFETY EQUIPMENT REIMBURSEMENT ............................................... 21 PROFESSIONAL REGISTRATION ................................................................................ 22 REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) ....... 14 RESIDENT STATUS ....................................................................................................... 24 REST PERIOD FOLLOWING OVERTIME WORK ......................................................... 23 RETIREE MEDICAL REIMBURSEMENT BENEFIT ....................................................... 11 SCOPE OF THIS MEMORANDUM OF UNDERSTANDING .......................................... 28 SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE .............................................. 18 STEP INCREASES ......................................................................................................... 22 TERM OF AGREEMENT ................................................................................................ 28 UNPAID TIME OFF ......................................................................................................... 12 VACATION USE AND ACCRUAL ..................................................................................... 7 VEBA............................................................................................................................... 11
MEMORANDUM OF UNDERSTANDING
between
CITY OF SANTA CLARA
and
ENGINEERS OF THE CITY OF SANTA CLARA
REPRESENTING
PROFESSIONAL ENGINEERS, UNIT # 4
DECEMBER 20, 2021 – JUNE 30, 2025
In accordance with the provisions of Section 18 of the City of Santa Clara Resolution #2979 and with the Meyers -Milias-Brown Act (Government Code Sections 3500 - 3511), this Memorandum of Understanding (MOU) was made and entered by and between the designated representatives of the City of Santa Clara (a public agency as defined in Section 3501 (c) of Chapter 10 of Division 4 of Title I of the Government Code of the State of California), hereinafter referred to as the City, and the Engineers of the City of Santa Clara, hereinafter referred to as the Engineer s, the designated representatives of the City of Santa Clara Professional Engineers Unit #4 (a recognized employee organization as defined in Section 3501 (b) of Chapter 10 of Division 4 of Title I of the Government Code of the State of California). This agreement constitutes the resul ts of discussions between the City Management Staff and the Engineers on all matters within the scope of representation. The term of this agreement shall be from December 20, 2021, throughJune 30, 2025.
WITNESSETH that:
WHEREAS t he parties hereto desire to facilitate the peaceful adjustment of differences that may from time to time arise between them, to promote harmony and efficiency to the end that the City, the Engineers and the general public may benefit therefrom, and to esta blish fair and equitable wages, hours and working conditions for certain hereinafter designated employees of the City.
NOW, THEREFORE, the parties hereto do agree to propose and recommend that the City Council adopt the following, effective as indicated:
1. LISTING OF REPRESENTED CLASSIFICATIONS
A. Classifications represented by Engineers of the City of Santa Clara (Unit 4) and their associated pay range, subject to any changes in Section 2 of this MOU, are as follows:
a) Associate Engineer (Civil) (E-34)
b) Senior Civil Engineer (E-41)
c) Construction Project Engineer (E3-36)
d) Electric Utility Engineer (E3-42)
e) Senior Electric Utility Engineer (E3-46)
f) Senior Water Utility Engineer (E2-41)
g) Traffic Operations Engineer (E-38)
h) Water Utility Engineer (E2-34)
i) Assistant Electric Utility Engineer (E3-32)
j) Assistant Engineer (Civil) (E-32)
k) Senior Electric Utility Engineer – Civil (E3-46)
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
l) Senior Electric Utility Engineer – Contracts (E3-46) m) Senior Electric Utility Engineer – Control/Communications (E3-46) n) Senior Electric Utility Engineer – Customer Service (E3-46) o) Senior Electric Utility Engineer – Distribution Planning (E3-46) p) Senior Electric Utility Engineer – Fiber (E3-46)
q) Senior Electric Utility Engineer – Generation (E3-46) r) Senior Electric Utility Engineer – Protective Relaying (E3-46) s)Senior Electric Utility Engineer – Resource Planning (E3-46) t) Senior Electric Utility Engineer – Substations (E3-46) u) Senior Electric Utility Engineer – Transmission Operations Planning (E3-46)
i) Other Engineer clas sifications that might be added to Unit 4 during the term of this MOU.
B. The City shall provide written notice to the Engineers of the development of a new Engineer classification or of a proposed change inv olving a classification or change in the job title of the job classifications listed in Section A.
2. ADJUSTMENT OF SALARIES
A. Wages
1) Effective December 20, 2021, all salary ranges in classifications assigned to the Engineers shall remain status quo.
2) Effective December 25, 2022 (the first pay period of calendar year 2023), all salary ranges in classifications assigned to the Engineers shall remain status quo, subject to Section 3.B below.
3) Effective December 24, 2023 (the fi rst pay period of calendar year 2024), all salary r anges for employees holding positions i n classifications assigned to the Engineers shall be increased by approximately 5.0%. 4) Effective July 7, 2024 (the first pay period in July 2024) , all salary ranges for employees holding positions in classifications assigned to the Engineers shall be increased by approximately 3.0%.
B. Special Salary Adjustment: Effective DATE (the first pay period after ratification by membership and approval by City Council), the salary r anges in the following classifications shall be increased by approximately 2.0%:
Senior Electric Utility Engineer (Job Code 730)
Senior Electric Utility Engineer (Fiber) (Job Code 730L) Senior Electric Utility Engineer-Control/Communications (Job Code 730I) Senior Electric Utility Engineer-Distribution Planning (Job Code 730D) Senior Electric Utility Engineer-Generation (Job Code 730E) Senior Electric Utility Engineer-Protective Relaying (Job Code 730A) Electric Utility Engineer (Job Code 428)
Assistant Electric Utility Engineer (Job Code 230)
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
C. In recognition of, and to help secure the employees' speedy ratification of this MOU, the City has exercised its discretion to provide a one-time disc retionary cash payment of $5,000 for regular employees (pro -rated for part-time employees) in the bargaining unit following Council approval of this MOU. The Parties intend and understand that this lump sum payment is non-pensionable and will not be reported to CalPERS.
This one-time discretionary cash payment shall only be paid as follows:
• Employees must be employed in a classification assigned to the bargaining unit at the time of the disbursement, w hich is estimated to occur after the first pay period after Council approval of this MOU. • Employees who have already received a signing bonus as members of a different bargaining unit during cal endar years 2020, 2021, or 2022 will not receive this bonus.
• The one-time discretionary cash payment shall be paid on a day no later than one pay period after the first full pay period after Council approval of this MOU on a separate paycheck.
D. Employees must be in a paid status or on approved leave in the applicable Unit 4 represented classification as of the last day of the applicable pay period to be eligible for the wage increases listed above.
E. The City and Unit #4 shall work together to establish a total compensation survey for the classifications of Associate Engineer (Civil) and Senior Civil Engineer between Santa Clara and the below listed agencies. The survey is to be submitted to the City for verification.
ASSOCIATE ENGINEER (CIVIL)
AGENCY POSITION
Mountain View Assistant Civil Engineer
Palo Alto Associate Engineer
San Jose Civil Engineer II
Sunnyvale Civil Engineer
Santa Clara Valley Water District Assistant Civil Engineer II
SENIOR CIVIL ENGINEER
AGENCY POSITION
Mountain View Senior Civil Engineer
Palo Alto Engineer
San Jose Associate Engineer
Sunnyvale Senior Civil Engineer
Santa Clara Valley Water District Associate Civil Engineer MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
F. It is recognized by both parties to this agreement that it is their mutual responsibility to independently verify, to the extent possible, the accuracy of the information upon which total compensation adjustments are made. Should i t be discovered by either party that adjustment(s) to salary and fringe benefits are based on erroneous information or hav e been erroneously computed, the necessary corrective action will be taken as soon as practicable after the discovery and notice of the error has been given. It is the mutual responsibility of both parties to report any suspected error immediately upon di scovery to the other party. However, the period for which th ere will be a right to recover any monies which are either overpaid by the City or underpaid to the employee shall be limited to an adjustment period of up to 90 calendar days from the date the error was first reported to the other party. The corrective action will be taken even in circumstances where the error may bridge succ essive MO Us, but the recovery will still be limited to amounts owed or owing during the prior 90 calendar days. The 90 calendar day period will begin upon the date of written notification by personal service upon the other party.
Right of recovery by the City of overpayment shall be limited to recovery over the same time period as the overpayment was made, not to exceed 90 c alendar days. Said repayment will begin with the next paycheck following final determination of the amount to be repaid. Underpayment to the e mployee shall be made by the City in a lump sum of the amount owed on the next regular paycheck following final determination of the amount to be paid.
G. There shall be no employee generated reclassification requests during the term of this MOU.
H. For the purpose of this MOU, total compensation for required total compensation surveys is defined to include the following items:
DEFINITIONS
1. Top Step Salary -
That salary step which is customarily
achieved in the comparing agencies monthly
salary range for the classification (excluding
seniority or longevity steps) after 5 years
service.
2. Life, Medical, Dental, Vision, LTD,
Retiree Medical and other Insurance -
Maximum agency monthly contribution per
employee to insurance premiums plus
maximum agency monthly contribution to
other fringe benefit insurance premiums. For
retiree medical, the top amount to which an
active employee would be entitled if the
employee retired.
3. Retirement - Maximum agency monthly contribution per employee to CalPERS and social
security/Medicare plans.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
4. Holiday Pay - Number of paid holiday hours allowed by agency per year times the base hourly rate,
divided by 12.
5. Vacation Pay - Maximum number of annual paid vacation hours allowed by agency per employee upon
completion of five (5) years service times the
base hourly rate, divided by 12.
6. CTO Pay - Maximum number of annual paid
compensatory time off hours allowed by
agency per employee times the base hourly
rate,divided by 12.
7. Other - Monthly salary equivalent of or maximum
monthly agency contribution to other fringe
benefits available to all full-time comparing
agency employees. To be eligible for
inclusion in comparison data, such benefits of
the comparing jurisdiction must be of a
reoccurring nature or become part of their
compensation base. This category includes
the City’s monthly contributions to employees’
VEBA accounts.
8. Total Compensation - The sum of Items 1 through 7 above.
3. JOB CLASSIFICATIONS
A. The City will provide a copy o f all proposed revised job de scriptions or new job classification descriptions that will be presented to the Civil Service Commission for classifications already included in Unit 4 or proposed for inclus ion in Unit 4 no less than thirty (30) days prior to any Civil Service Commission meeting in which the proposed revisions or new job descriptions would be considered.
B. All employees working in the classifications of Civil Engineer I, Senior Engineer, Electric Utility Engineer and Water Utility Engineer at the time of City Council adoption of the 12/15 – 12/18 MOU shall continue to be grandfathered from the new education/years of service requirements described in the 12/15 – 12/18 MOU which grandfathering agreement is reflected in the job descriptions for these classifications.
4. OVERTIME PAY
A. Represented employees assigned to work a 40 hour workweek who work overtime are entitled to:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
1. Time and one half the employee's hourly rate for worked overtime excluding unpaid meal time for all hours worked beyond their regular daily or weekly work schedule.
2. Double time for all hours worked in excess of 12 consecutive hours of actual work excluding unpaid mealtime.
B. Regular employees assigned to work less than a 40 hour week who work overtime are entitled to:
1. Straight time for worked overtime excl uding unpaid mealtime, which results in less than 40 hours paid time in a workweek.
2. Time and one half th e empl oyee's hourly rate for worked overtime excluding unpaid meal time for all hours worked beyond the regular daily or weekly work schedule for that classification (usually 8 hour day and 40 hour week).
3. Double time for all hours worked in excess of 12 consecutive hours of actual work excluding unpaid mealtime.
C. Represented employees who are assigned to provide staff support to established City boar ds and commissions are to be paid at the following rates for hours worked in a 24 hour period from 8:00 A.M. to 7:59 A.M. the following day:
1. Time and one half the em ployee's hourly rate for the first four hours of overtime worked, excluding unpaid mealtime.
2. Double time for all hours worked in excess of 4 actual hours of overtime worked, excluding unpaid m eal time. Normally this will be after 12 hours of actual work except when an employee is working more than 8 hours as a regular shift.
An employee m ay choose whether to receive pay or CTO for overtime hours worked, as long as the employee's CTO balance is below the maximum accrual set by the department, and subject to di scretionary limitations of management where circumstances dictate the City pay the employee such as, but not limited to, overtime worked on CIP projects. If an employee’s department has not set a CTO maximum accrual, the maximum accrual shall be the legal maximum of 240 hours. It is the City’s intention to enforce the CTO maximum accr ual limit that applies to each employee. In lieu of receiving a CTO cash payout at retirement, the Engineers may vote to roll accrued CTO hours into a retiring employee’s VEBA account, subject to Association compliance with Federal rules associated with contributions of accrued time into a deferred medical expense account.
D. Represented employees shall not be c alled back from their lunch break to perform duties they would normally handle during their on-duty time. Should they be called back during their lun ch break, they will be given an alternative time for their lunch break or be compensated for the call back time at the appropriate overtime rate.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
This section is not i ntended to dilute the Department Head's right to modify an employee's regular work schedu le with appropriate notice to avoid the overtime assignment. Such notice of a change to an employee’s regular w ork schedule shall be made no less than two weeks in advance.
E. Effective the first full pay period in December 2017, and notwithstanding other MOU provisions on overtime, the City will pay employees in the classifications of Senior Electric Utility Engineer, Senior Water Engineer and Senior Civil Engineer straight time for all hours worked, including hours outside the “regular schedule.” F. Callback Pay. An employee who is called back for an uns cheduled ov ertime assignment after leaving the worksite shall be credited for the time worked, or for three (3) hours, whichever is greater, at the applicable overtime rate. This section shall apply on either a workday after the employee has departed from their place of employment after their regular shift or on a scheduled day off. It shall not apply to work done from home, scheduled overtime, or during a regular shift.
Employees are entitled only to one (1) callback minimum within a twenty -four (24) hour period.
1) Example 1: Employee A is called back twice on their regular day off and works one-hour each time. Employee A worked a total of two (2) hours and is entitled to the three-hour minimum.
2) Example 2: Employee B is called back twice on their regular day off and works two-hours each time. Employee B worked a total of four (4) hours and is entitled to four (4) hours of pay.
5. HOLIDAYS AND AWARDED CTO
A. HOLIDAYS
The City will observe t he following thirteen (13) dates (or days) as City Holidays and City offices will be closed in observance of those holi days. Represented employees will be entitled to eight (8) hours of paid time off in observation for each of the holidays listed.
1) New Year's Day (January 1),
2) Martin Luther King Day (3rd Monday in January),
3) President's Day (3rd Monday in February),
4) Spring Holiday (observed on Good Friday),
5) Memorial Day (last Monday in May),
6) Independence Day (July 4),
7) Labor Day (1st Monday in September),
8) Admission Day (September 9),
9) Columbus Day (2nd Monday in October),
10) Veteran's Day (November 11),
11) Thanksgiving Day (4th Thursday in November),
12) Friday after Thanksgiving, and
13) Christmas Day (December 25).
Holidays which fall on a specific date and which fall on Saturday are observed MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
the preceding Friday. Holidays which fall on a specific date and which fall on Sunday are observed the following Monday.
B. Additionally, effective December 2023, the City shall provide thirty-two (32) hours for four (4) additional paid holidays between December 25 th and January 1 st of the following calendar year; this section shall apply on an ongoing basis unless changed by mutual agreement or negotiations. If there are more than four working days between December 25 th and January 1 st of the following calendar year, the City shall designate which four working days shall be paid holidays under this paragraph. Employees whose jobs require them to work on these holidays would receive banked paid hours off instead (up to 8 hours per holiday), which hours may and must be used during the applicable MOU year with the approval of the applicable supervisor/manager.
C. Additional Floating Holiday Hours
1) For Calendar Year 2023 only: Represented employees hired on or before January 1, 2023, shall be provided thirty -two (32) floating holiday hours in addition to what is provided in Section 6.B above. Th ese hours shall be available for use effective DATE (the first pay period after ratificati on by membership and approval by City Council) and shall not be retroactive.
These additional floating holiday hours must be used during calendar year 2023 subject to the app roval of the applicable supervisor/manager , and are not subject to pay out. These additional floating holiday hours expire on December 23, 2023 (the end of the last pay period of calendar year 2023). 2) For Calendar Year 2024 only: R epresented employees hired on or before January 1, 2023, shall be prov ided thirty -two (32) floating holiday hours in addition to what is provided in Section 6.B above. These additional floating holiday hours must be used during calendar year 202 4 subject to the approval of the applicable supervisor/manager , and are not subject to pay out. These additional floating holiday hour s expire on December 21, 2024 (the end of the last pay period of calendar year 2024).
D. Awarded Compensatory Time Off (CTO)
Each January 1, the City will c redit each represented employee with 16 hours of priority compensatory time off (CTO) (or the proportionate share if the employee is working a reduced work schedule). This CTO shall be available for use by the employee on a higher priority basis than the terms and conditions required by the department for use of regularly accrued CTO. Unused CTO may be traded for cash payout at any time after accrual.
Employees hired after January 1 shall be credited with a pro-rata share of the awarded CTO based upon the proportion of the calendar year remaining after their hire date.
6. VACATION USE AND ACCRUAL
The City of Santa Clara Unit 4 employees will be entitled to use vacati on as it is earned under the following conditions:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
A. Vacation hours may not be taken during the first six (6) months of regular employment unless approved in writing by the applicable Department Head prior to a new employee commencing employment with the City.
B. Vacation is based on completed years of service. Vacation hours will be ea rned each bi-weekly pay period {(1/26) of the year} provided that the employee is in a paid status for at least 2/3 of the hours (53.4 hours) of the eighty (80) regular working hours of that pay period.
C. At the end of employment with the City of Santa Clar a, all of the empl oyee's accrued vacation time (up to the maximum accrual allowed) will be paid off in cash, regardless of the term of employment.
D. Annual and maximum vacation accrual rates, calculated to four decimal points for accuracy, are as follows:
COMPLETED ANNUAL MAXIMUM
YEARS OF SERVICE ACCRUAL ACCRUAL
1 through 4 80 hours 400 hours
5 through 9 120 hours 400 hours
10 through 15 168 hours 400 hours
16 through 20 176 hours 400 hours
21 years + 192 hours 400 hours
E. The existing prac tice that requires an employee to cease accrual of vacation in any pay period during which his/her vacation balance exceeds the maximum accrual as shown in paragraph D of this Section is as follows:
Employees are limited to the maximum vacation accrual al lowed as defined, based on years of ser vice. Employees may tempora rily exceed the maximum allowed vacation accrual, subject to the vacation balance as of the end of the pay period that includes December 31 of each year being reduced to the maximum accrual allowed.
Vacation accrual that is allowed to temporarily exceed the maximum accrual will be removed from the vacation balance as of the end of the pay period which includes December 31 of each year may be donated to Unit 4’s Emergency Paid Leave Fund pursuant to the direction of the employee.
The current accrued vacatio n hour balance, the year -to-date accrual, and the current pay period vacation hour usage are all shown on the empl oyee’s paycheck stub. It is the responsibility of the employee to track for compliance.
F. Vacation may be used in one-tenth (1/10th) hour increments.
G. In the event that the City determines to close the offices during regular working hours, represented employ ees will have the option to use available vacation in lieu of unpaid time off.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
H. Subject to having a sufficient balance of accrued vacation available, an employee may, on a once per calendar year basis, be paid at his/her current hourly rate for a maximum of sixty (60) hours of accrued vacation.
I. In lieu of receiving a vacation-leave cash payout at retirement, the Engineers may, once per calendar year, vote to roll accrued vacation leave hours into the employee’s VEBA account, subject to Association compliance with Federal rules associated with employee contributions of vacation leave to their VEBA accounts.
7. HEALTH INSURANCE PREMIUMS
A. Health Insurance
1) The City currently contracts with the California Public Employees' Retirement System (CalPERS) for the purpos e of providing medical insurance benefits for active employees and their eli gible dependents, eligible retir ed employees, and eligible survivors of retired employees. Eligibility of a dependent to participate in this program shall be in accordance with the terms of the Public Employees’ Medical and Hospital Care Act (PEMHCA). Eligibility of retired employees and survivors of retired employees to participate in this program shall be in accordance with those provisions of the PEMHCA providing for participation by “annuitants.”
The City’s employer contribution towards medical insuranc e benefits for each eligible em ployee shall be the minimum contri bution amount required by Government Code Section 22892. Contributions provided under this Section are required only to the extent mandated by the PEMHCA.
Because CalPERS may change carrier s and plans, the City shall not be required to provide a specific insurance coverage and shall only be required to provide those benefits as described in this Section so long as the City contracts for benefits with CalPERS for medical insurance benefits.
Pursuant to the PEMHCA, the City will prov ide each eligible annuitant, as defined by the PEMHCA, with an employer contribution towards medical insurance benefits that is equal to the PEMHCA minimum contribution provided to an active employee under this Section.
2) Definitions. For purposes of this section:
a. “Full-time employee” refers to an employee whose regular schedule is at least 30 hours per week.
b. “Full-time position” refers to a position in a classification, whether vacant or not vacant, whose regular schedule is at least 30 hours per week.
B. Health Insurance Contributions
1) For Plan Years 2022 and 2023:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
a. For Plan Years 2022 and 2023, empl oyees who enroll in a City offered health pl an and whose premium exceeds the total of the City’s Health Flex Contribution , Additional Health Flex Contri bution, an d/or Regular Flex Contribution applicable to the employee and as described below, the balance of the premium shall be paid by a salary deduction from the pay of the individual employee.
b. HEALTH FLEX C ONTRIBUTION AND ADDITIONAL HEALTH FLEX
CONTRIBUTION
For Plan Years 2022 and 2023, the City offers employees a Health Flex Contribution to put toward the payment of a City offered health plan. This amount shall be modified each calendar year using the Rate of Pay Safe Harbor (based on the lowest base pay of any full-time budgeted position covered by this MOU) to ensure the City’s offered coverage is “affordable.” For Plan Years 2022 and 2023, the City s hall contribute the statutorily required minimum contribution under PEMHCA as determined by CalPERS i n each cal endar year. It is understood and agreed that the Health Flex Contribution described in this paragraph shall equal or exceed the City’s statutorily required minimum PEMHCA contribution.1 Employees who enroll in a City health plan for which the premium amount is more than $946.86 shall receive an Additional Health Flex Contribution. The Additional Health Flex Contribution, when added to the Health Flex Contribution described in the prior paragraph and the Regular Flex Contribution described herein, shall not ex ceed an amount equal to $200 over the Kaiser (Region 1) employee only premium amount for the applicable year.
Employees may not receive all or any portion of the Health Flex Contribution or Additional Health Flex Contribution as cash or any other taxable benefit, and must apply the Health Flex Contribution to City - offered health benefits. Employees who do not enroll in City -offered health benefits will not receive any of the H ealth Flex Contribution or Additional Health Flex Contribution.
c. REGULAR FLEX CONTRIBUTION
For Plan Years 2022 and 2023, the Ci ty will provide a Regular Flex Contribution equal to $946.86/month less the monthly Health Flex Contribution. E mployees may use the Regular Flex Contrib ution to pay for health benefits offered under the City’s Section 125 plan or may opt to receive any or all of the Regular Flex Contribution as taxable cash. An employee will receive a Regular Flex Contribution whether or not he/she enrolls in City -offered health benefits and notwithstanding the provision s of Section 7.B.1.d below.
1 As an example, for 2022 , the PEMHCA minimum is approximately $149/month and the Health Flex Contribution is $149/month, which includes the PEMHCA minimum of $149/month.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
For employees who enroll in City health and whose benefits exceed the total of the City’s Health Flex and Regular Fl ex Contributions to them, the balance of the health premium shal l be paid by a salary deduction from the pay of the individual employee.
d. CASH IN LIEU
For Plan Years 2022 and 2023, employees who choose not to enroll in a City health plan, and meet the requirements set forth below shall receive a Cash in Lieu amount equal to $946.86/month minus the monthly Regular Flex Contribution (for 2022, the Cash in Lieu amount is $149.00/month).
In order to receive Cash in Lieu of health coverage, an employee must sign a form attesting th at the employee and the empl oyee’s Tax Fam ily have the Alternative Required Coverage for the Opt Out Period. • Tax Family means all individuals for whom the employee intends to claim a personal ex emption deduction for the taxable year or years that begin or end in or with the City’s pl an year to whi ch the opt out applies.
• Alternative Required Cov erage required means minimum essential coverage through another source (other than coverage in the individual market, whether or not obtained through Covered California).
• Opt Out Period means the plan year to which the opt out arrangement applies.
An employee must provide the attestation every plan year at open enrollment or within 30 days after the start of the plan year for each plan year the employee would like to receive cash in lieu.
The Cash in Lieu payment cannot be made and the City will not in fact make payment if the City knows or has reason to know that the employee or a Tax Family member does not have such alternative coverage, or if the conditions in this paragraph are not otherwise satisfied.
An employee who opts out of City -offered health benefits, but cannot provide the attestation, will not receive the Cash in Lieu contribution described in this subsection.
e. Effective December 31, 2023, this Section 7.B.1 shall expire and become ineffective.
2) Effective January 1, 2024:
a. Effective January 1, 2024, the City shall make a monthly contribution to the City’s flexible benefit plan which, taken together with the mandatory PEMHCA contribution, equals one hundred percent (100%) of the MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
premium for the lowest priced Kaiser (Region 1) plan for unit members enrolled at the employee and employee plus one levels; and ninety percent (90%) of the premium for the lowest priced Kaiser (Region 1) plan for unit members enr olled at the employee plus two or more level. If the employee enrolls in a plan whose premium exceeds the City contribution, the employee shall pay the difference between the total cost of the selected plan and the City’s contribution via salary deduction. In no event shall the City’s c ontributions pursuant to the provis ions of this Section, and any statutorily required minimum contribution under the PEMHCA as determined by CalPERS in each calendar y ear, exceed one hundred percent (100%) of the premium cost of the lowest price Kaiser (Region 1) plan at the employee and em ployee plus one level, or ninety percent (90%) of the premium for the lowest priced Kaiser (Region 1) plan at the employee plus two or more level, in which the employee is enrolled.
There s hall be no option to receive al l or any portion of the City’s Contribution as cash or any other taxable benefit.
b. Cash In Lieu
(1) Effective January 1, 2024 , a full -time employee hired on or before December 31, 2023 , and who chooses not to enroll in a City health plan and meets the requirements set forth below in in this subsection shall receive a Cash in Lieu amount equal to $946.86/month paid out on the first pay period of the month.
(2) A full-time employee hired or rehired on or after January 1, 2024 , and who chooses not to enr oll in a City health plan and meets the requirements set forth below shall receive a Cash in Lieu amount equal to $250/month paid out on the first pay period of the month.
(3) Requirements: In order to receive Cash in Lieu of health coverage, an employee must sign and submit a form attesting that the empl oyee and the employee’s Tax Family have the Alternative Required Coverage for the Opt Out Period.
(a) Tax Family means all individuals for whom the employee intends to claim a personal exemption deduction for the taxable year or years that begin or end in or with the City’s plan year to which the opt out applies.
(b) Alternative Required Coverage required means minimum essential coverage thr ough another source (other than coverage in the individual market, whether or not obtained through Covered California).
(c) Opt Out Period means the plan year to which the opt out arrangement applies.
(d) An employee must provide the attestation every plan year and proof of Alternative Required Coverage during open enr ollment for MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
each plan year for the employee to be eligible to receive Cash in Lieu.
(e) The Cash in Lieu payment cannot be made and the City will not in fact make payment if the City knows or has reason to know that the employee or a Tax Family member does not have such
Alternative Required Coverage, or if the conditions in this paragraph are not otherwise satisfied.
(f) An employee who opts out of City -offered health benefits, and does not provide the att estation and proof of Alternative Required Coverage, will not receive the Cas h in Lieu co ntribution described in this subsection.
c. For employees whose regular work schedules are 30 or more hours per week but less than 40 hours per week, the Cash in Lieu am ount shall be prorated as described in Section 7.D below
D. PRORATION OF BENEFITS
For employees whose regular work schedules are 30 or more hours per w eek but less than 40 hours per week, benefits shall be prorated based on the employee’s full- time equivalent (FTE) level.
E. DENTAL INSURANCE
The City will pay toward dental insurance premiums an amount equal to the lowest cost employee only pr emium amount among the dental plans offered by the City. A ll employees are required to enroll in a dental plan.
F. VISION INSURANCE
For persons enrolled in the City's VSP vision plan, the City will pay toward vision insurance premiums an amount equal to the lowest cost employee only vision premium. Participation is voluntary. Employees that do not choose to enroll in a vision plan are not entitled to the benefit of City contributions to vision premiums described in this paragraph.
8. OTHER INSURANCE PREMIUMS
The City will continue to pay the required premium for l ife insurance for represented employees for $50,000 in life insurance coverage.
9. VEBA
The City established a Voluntary Employee Beneficiary Association (VEBA) trust under Internal Revenue Code Section 501(c)(9) for the purpose of providing a defined contribution post-retirement medical benefit for employees. Effective December 27, 2009, the City beg an contributing $50 per month per represented employee. Specific information regarding the Plan is referen ced in the Plan MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
Document. Per the City’s contract with VEBA, VEBA’s consul ting fee wil l be deducted from the plan participants’ accounts.
A VEBA is a tax -exempt trust account formed under Internal Revenue Code Section 501(c)(9) designed to accumulate as sets to fund the future payment of qualified unreimbursed medical expenses (i ncluding specified insurance premiums). At retirement, participants may withdraw the accumulated plan benefits to pay for unreimbursed health insurance premiums, qualified long-t erm care ins urance premiums, and other qualified unreimbur sed medical expenses and will not be taxed under current state and federal law. Withdrawals ca nnot be made for non-medical purposes.
10. RETIREE MEDICAL REIMBURSEMENT BENEFIT
A. The Retiree Medical Reimburse ment Benefit shall provide each employee who retires fr om the City with at least ten ( 10) years of regular City service w ith a reimbursement for unrei mbursed single retiree health insurance premium, beginning with the second full month after retirement fro m City se rvice and ending with the last full month before the retiree’s si xty-fifth (65 th) birthday.
Starting with the m onth in which the retiree tur ns age sixty -five (65), the reimbursement will be for unreimbursed Medicare single retiree supplemental health insurance premium. For premiums paid in calendar year 2023 that will be reimbursed in 2024, the City will reimburse an amount up to $406 per month, including the PEMHCA minimum, for unreimbursed single retiree health insurance premium or up to $243 per month, including the PEMHCA minimum, for unreimbursed Medicare single r etiree supplemental health insurance premium. The amount of the City reimbursement will be adjusted thereafter once each year by the percentage change from October to October i n the San Francisco-Oakland-San Jose urban wage earners and clerical worke rs (W ) consumer price index from the prior year, but in no event will be increased more than 3.5%.
B. Beginning in 2004, the City will pre-fund this benefit with an amount to be determined by an actuary.
C. Each retiree will be required to submit proof of health insurance coverage to the City each year. The City will pay the reimbursement i n a lump sum payment once per year.
11. UNPAID TIME OFF
The City Manager shall be authorized to grant up to a one-year leave of absence without pay for medical reason or personal emergency such as family medical, pregnancy or other need to care for the immediate family. Employees granted such leave of absence will be returned to the same department, classifi cation and sal ary upon resumption of their City employment.
The City Manager sh all be authorized to grant up to a one-year lea ve of absence without pay for personal reasons or professional development. Employees granted such leave of absence will be retur ned to the sam e classification and salary upon resumption of their City employment.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
12. INDUSTRIAL INJURY/CONTINUATION OF INSURANC E BENEFITS WHILE ON WORKERS’ COMPENSATION
Workers authorized by the City's Workers' Compensation Administrator to undergo therapy or treatment due to an industrial injury, who are required to leave work, shall receive leave with pay, including reasonable travel time, providing the tre atment falls within the normal working hours, is pre-scheduled and cannot be scheduled during non-work hours.
The City will continue payment toward health, dental and life ins urance coverage for the employee and dependents for an employee who is disabled from work because of a work related injury if the employee is no longer in a paid status sufficient to continue the coverage afforded under the terms of the progr am, subject to the following conditions:
A. The employee may not incr ease the existing coverage after the date of injury except to add children born within nine months of the injury.
B. Continuation toward payment of employee health/dental/life insurance coverage is limited to one (1) year from the date of injury, unless the employee continues to be on temporary disability status for a Workers Compensation injury.
Continuation toward payment of dependent health/dental/life insurance coverage is limited to one (1) year from the date of injury.
C. The employee has supplemented his/her workers' compensation benefit with sick leave, vacation, CTO or other paid leave sufficient to qualify for payment of the health/dental/life insurance premium and is no longer entitled to any salary from the City.
13. LAY-OFF POLICY
A. POLICY
The need for reduction in force shall be determined by the City Manager as a result of the resource allocation plan adopted by City Council. The determination to reduce the work force shall contain reasons for reduction and a listing of programs, which are affected, and the specific City classifications and numbers within each classification, which shall be reduced.
In the event the City demonstr ates it is nec essary to reduce the work force of represented employees, the City agrees to meet-and-consult with the Bargaining Group at least thirty (30) days prior to any layoff notifications to receive recommendations as to how best to accomplish this pro cess with the least impact on represented employees, and to explore alternatives such as reductions in work hours, freezing of merit pay increases or sim ilar programs which will result in reducing the City's labor costs.
If the City implements a reducti on in work for ce, the City will administer the lay -off policy consistent with the following concepts:
ORDER: The order of lay-off shall be as follows:
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
a. Temporary (as-needed) employees
b. Probationary employees
c. Permanent employees with formal disciplinary ac tion resulti ng in written notice of suspensions, reductions in pay, or d emotion within the most recent three years from date of layoff notice.
d. Permanent employees in inverse order of seniority within the classification series being reduced.
SENIORITY: Seniority shall be determined by the length of current continuous, permanent service with the City regardless of classification in which employed. Conti nuous service shall be defined as that which has not been interrupted by separation of service from the City. Seni ority shall be retained, but shall not accrue, during any period of authorized leave without pay (more than 5 days), except for military leave.
NOTICE: When the City determines that it must implement a reduction in work force, notice to the employee shal l be in writing at least thirty (30) days prior to the effec tive date of the lay -off. The Bargaining Group shal l also receive concurrent notification of lay -off. The notice of lay -off shall contain the following:
e. Reason for lay-off
f. Effective date of lay-off
g. Opportunity to discuss with a representative of management h. Conditions governing re-employment
i. Information regarding Unemployment insurance
REASSIGNMENT (BUMPING): Employees identified for lay -off shall have reassignment rights (bumpi ng) to the s ame classification in a different department or division, or to a previously held classification in which the employee attained permanent status based upon seniority as defined in Section B above. Employees must exercise these rights by notify ing Personnel, in writing, within seven (7) calendar days ending on a regular workday after receiving written notification of the lay-off.
In the event of lay-off, any employee so affected may elect to:
Accept a position in a lateral or lower class in whi ch he/she has permanent status, or a position in a lateral or lower class within the series containing the class from which the employee is being laid of f, provided he/she is otherwise qualified and is more senior than the least senior employee in such lat eral or lower class.
Accept a position in a higher class, provided he/s he ha s held permanent status in such higher class, and further provided that the employee's transfer from the higher class was voluntary and occurred during his/her current period of employment and provided he/she is otherwise qualified and i s more senior than the least senior employee in such higher class.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
Accept a vacant position in a lateral or lower class for which he/she is otherwise qualified.
Any employee entitled to an option noted above, which involves assignment to a lower classification, may elect to be placed on lay -off in lieu of accepting such assignment to the lower cla ss. In the event the employee elects to be placed on lay -off, such employee will only be recalled to the classifica tion from which the employee elected to be placed on lay -off. The decision to not accept assignment to a lower classification may adversely affect the employee's ability to collect unemployment insurance.
B. RE-EMPLOYMENT/REINSTATEMENT LISTS
The names of r egular or probationary employees laid-off according to this polic y will be placed on a Re-employment List for each classification for which the employee is eligible in the inverse order of the lay -off. Individuals names will be retained on a Re-employment List for classified positions for the shorter of either two (2) years from the effective date of lay -off or the date on which a laid off employee rejects an offer of re-employment in the classification from which the former employee was laid off. Employees whose names are on a Re- employment List for classified positions will be notified of other related openings for which testing is scheduled.
In the event an employee accepts reinstatement to a lower class than the one from which laid off, such person's name shall remain on the Re-employment List for reinstatement to the class from which laid off, lateral classes or other higher classes upon which his/her name appears provided such person, except for lack of seniority, would have been otherw ise entitled t o such lateral class at the time of the most r ecent lay -off. Laid off persons who are re-employed under this provision shall be re-instated with/to the same seniority, pay step and pay step anniversary date and leave accrual rates as at the time they wer e laid off.
Employees whose names are on a Re-Employment Lis t for classified positions will be notified of other related openings for which testing is scheduled.
14. REDUCED WORK WEEK/REDUCED PAY AND VOLUNTARY TIME OFF (VTO) Employee participation in this plan is contingent upon the City's understanding and agreement that employee participation cannot be interpreted as anything other than temporary. This is not to be construed as a representation of employee commitment to a permanent program or an admission of any kind that the employee would not be harmed by such a plan becoming mandatory.
A. REDUCED WORK WEEK/REDUCED PAY (Long Term Program)
Employees may request a reduced work week schedule (32 hours per week instead of 40 hours per week, for exam ple) at the same hourly rate of pay, subject to the following conditions:
With the approval of the Department Head and the City Manager, a binding work schedule as requested by the employee will be developed that may be modified only with the approval of both the City and the employee.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
More than a 20% reduction of the work week in a pay period will result in proportionate reduction of accrual of sick leave and vacation.
No reduction of insurance premium payment or refund as long as sufficient hours are work ed to allow for full payment of the premium for an employee working a full time work schedule. If the number of hours worked is less than the number required for full payment of premiums or refunds, the premium or refund payments will be reduced in propor tion to the hours required to gain full credit.
Impact on retirement and other benefits will be determined by the application of actual work hours and rates of pay required under each of those programs.
Overtime hours will be paid at the straight time rate for hours wor ked which are less than the employee's regular daily work sc hedule or 40 hours per week. Overtime hours worked in excess of the employee's r egular daily work schedule or more than 40 hours per week will be at the appropriate overtime rate.
Cancellation of the employee's participation in the program w ill be by mutual agreement of the employee and the Department Head, with the approval of the City Manager.
B. VOLUNTARY TIME OFF (Short Term Program)
Employees may request voluntary unpaid time off under the following conditions:
Approval of a work schedule that does not advers ely impact the operations of the department or other employees in the work unit with the approval of the Department Head and the City Manager.
No impact on either sick leave or vacation accrual if sufficient hours are worked in a pay per iod to entitle the employee to his/her regular accrual rate for either benefit.
No reduction of insurance premium payment or refund as long as sufficient hours are worked to allow for full payment of the premium for an employee working a full time work schedule. If the number of hours worked is less than the number required for full payment of prem iums or refunds, the premium or refund payments will be reduced in proportion to the hours required to gain full credit.
Voluntary time off may be taken without the employee first using all of his/her accrued Compensatory Time Off (CTO).
Employee may cancel his/her participation in the program with a notice time agreed upon at the time of the granting of the request which will be sufficient to allow the department head to accommodate the request.
Cancellation of the employee's participation in the program w ill be at the discretion of the Department Head with the approval of the City Manager.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
15. EMERGENCY PAID LEAVE POOL
A. ADMINISTRATION
Administration of this program shall be provi ded by a three (3) member Emergency Paid Leave Board (Board) consisting of two (2) members of the Engineers’ Board and the City’s Director of Human Resources (or designee).
Determination of eligibility to use the vacation established in this Emergency Paid Leave pool will be by majority vote of this board. An adverse decision of this board may be appealed to the Engineers Board of Directors and thei r determination shall be final.
B. METHOD OF DONATION
Contribution of vacation or CTO will be com puted at the m ember's base hourly rate of pay (excluding premium or specialty pay).
Contribution may be made from earned vacation, CTO or cash only. Conversion of Sick Leave to Vacation for purposes of donation to this pool will be immediately credited to the pool.
In a cas e where it has become known that an employee has been seriously injured or h as a life-threatening illness and is in need of assistance from the Emergency Paid Leave Pool, contributions from accrued Sick Leave, computed at the contributing employee’s base h ourly rate of pay (excluding premium or specialty pay) may be made for the benefit of that specific employee who has the need.
Employee may authorize the City to automatically convert vacation that should be accrued to the employee to the pool when the employee's vacation accrual has reached the maximum allowed.
Funds contributed to the Emergency Paid Leave Pool will be placed in an interest bearing Trust Fund. The Trust Fund will be accumulated in total dollars. No record of number of hours contributed to the Pool will be maintained. An employee mak ing a donation to the Pool wi ll not have a vested right to the amount donated.
Employees and/or Unit 4 may contribute earned vacation, CTO or cash to the Emergency Paid Leave Pools of other City bargaining groups.
C. USE OF POOL
Employee must have a verified emergency need for time off to request Emergency Paid Leave from the pool. Medical emergencies for the employee or dependent shall be verified by a doctor's certification and shall include the anticipated dur ation of the medi cal emergency. An employee’s initial request to use leave from the Emergency Paid Leave Pool shall be made to the City’s Director of Human Resources (or designee). The Direc tor of Human Resources (or designee) shall mak e an initial determ ination regarding whether the employee’s reques t to use Emergency Paid Leave is MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
for a verified medical emergency. The Director of Human Resources ( or designee) shall notify the r est of the Board the name of the individual making the request, the date of t he request, and w hether or not the individual’s request qualified as a verified medical emergency need under this section.
Non-medical emergencies shall be verified by certificati on acceptable to the Board and shall include the anticipated duration of the emergency.
Employee must have exhausted appropr iate paid leave (sick leave i ncluding eligible conversion to vacation, vacation or CTO) prior to becoming eligible to request vacation benefits from the pool.
The maximum time available from the pool (subject to the assets of the pool) will be 160 hours (two [2] pay periods) for Emergency Paid Leave benefits due to the illness or injury of the employee or the maximum allowable accrual of vacation for emergency needs of the family of the employee.
Emergency Paid Leave will be deducted from the pool based upo n the employee's base hourly rate of pay (excluding premium or specialty pay).
Emergency Paid Leave hours will be made available for use in the pay period following approval by the Engineers.
Use of Emergency Paid Leave from the pool will be treated in the same manner as use of regular vacation. The employee will continue to accrue sick leave, vacation, insurance coverage and other benefits in the same manner as he/she would if using regularly credited vacation.
Emergency Paid Leave, which has been credited to the employee and has not been used when the emergency has terminated will be reinstated to the pool. Vacation, sick leave and other benefi ts which have accrued to the employee will remain in the employee's account.
16. CALIFORNIA PUBLIC EMPLOYEES RETIREMENT SYSTEM (CALPERS) The City has contracted with CalPERS to provide “Classic” or “Legacy” employees (i.e. employees who are not “new members” as defined under PEPRA) with the 2.7% at age 55 formula with “highest single year” effective December 17, 2006 and the
2.0% at 62 with “highes t three year average” for New Members as defined by CalPERS and PEPRA. Classic/Legacy employees shall c ontinue to pay the employee contribution rate and New Members shall contribute 50% of the “nor mal cost” of their pension for mula as required and defined by CalPERS and PEPRA.
The employee's CalPERS retirement contribution will continue to be treated as tax deferred.
17. SICK LEAVE/FAMILY SICK LEAVE/PERSONAL LEAVE
A. SICK LEAVE
Employees shall accrue ni nety-six (96) hours of sick leave per year of regular City employment. Sick leave shall accrue in equal amounts each pay period.
Employees shall not accrue sick leave while they are on unpaid status.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
Use of sick leave will be under the s ame terms and con ditions as are now in place. Vacation and CTO may be used to supplement sick leave with Department Head approval, as permitted and set forth in CMD 30 at the tim e this MOU was adopted.
New employees may use sick leave as it is accrue d after commencing employment.
In lieu of receiving a Sick Leave cash payout at r etirement, an employee may roll accrued Sick Leave hours into the employee’s Voluntary Employee Benefic iary Association (VEBA) account, subject to bargaining uni t compliance w ith Federal rules associated with employee contributions of Sick Leave to their V EBA accounts including a once per calendar year Unit vote on what percent of qualifying sick leave will be rolled i nto VEBA accounts. Sick Leave payout at retirement is subject to the provisions and requirements outlined in the Personnel and Salary Resolution.
B. FAMILY SICK LEAVE
Not more than forty eight (48) hours of sick leave within one calendar year shall be granted to any employee for the care or attendance upon members of his/her immediate fam ily, unless the use of additional leave is approved by the City Manager or designee. “Immediate family” is defined as spouse, parent, child, sibling, grandparent, grandchild, aunt, uncle, niece, nephew, first cousin, par ent by marriage, step-parent, step-c hild, grandparent by marriage, son-in-law, daughter-in-law, sibling by marriage, foster parent, domestic partner, anyone residing with employee, or anyone dependent on the employee for care.
C. PERSONAL LEAVE
Each calendar year, an employee i s entitled to use thirty-two (32) hours of accrued sick leave as Personal Le ave, provided he/she has sufficient sick leave balance available.
Personal leave is intended to provide the employee with paid time off to attend to legitimate personal busi ness that may arise from time to time during the year.
Personal leave may be used to supplement sick leave as required.
The employee has an obligation to provide as much notice as possible so as to allow for proper scheduling by the department.
Providing that the minimal requirements of proper notificati on have been met, the use of Personal Leave should not be denied.
The adoption of this program does not modify the existing ability of the employee to exchange up to 96 hours of accrued sick leave for up to 48 hours of vacation, based upon two (2) hours of sick leave for one (1) hour of vacation as provided and defined in the Personnel and Salary Resolution.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
18. BEREAVEMENT LEAVE
A. The City will provide employees with a paid bereavement leave benefit to attend to the customary obligations arising from the death of a member of an employee’s immediate family, as defined in this Section. 1) Employees are eligible to receive up to forty (40) hours of bereavement leave in the event of the death of a spouse or domestic partner, parent, child, or sibling of the employee, employee’s spouse or employee’s domestic partner (including, in each case step, adoptive and in-law);
2) Employees are eligible for up to three (3) work days (rega rdless of shift assigned) of bereavement leave in the event of the death of a grandparent, grandchild, aunt or uncle of the employee, employee’s spouse or employee’s domestic partner (including, in each case step, adoptive and in-law); 3) Employees are eligible for u p to one (1) work day (regardless of shift assigned) of bereavement leave in the event of the death of a great- grandparent, great-grandchild, great-aunt, great-uncle, niece, nephew, or first cousin of the employee, employee’s spouse or employee’s domestic partner (including, in each case, step, adoptive and in-law).
B. Bereavement leave hours/work days need not be used cons ecutively, and bereavement leave shall be completed within three (3) months of the date of the death of the family member.
C. The bereavement leave benefit is based on each death occurrence.
D. Up to five (5) work days of additional bereavement leave may be charged to an employee’s sick leave balance with City Manager approval.
E. At the request of the City, the employee will provide verification.
F. Bereavement Leave shall not be included as a category of com pensation in the total compensation survey comparison prepared in advance of MOU negotiations.
19. LIMITED/ALTERNATIVE DUTY
A. JOB RELATED ILLNESS OR INJURY
Effective with this agreement, employees who have a job re lated illness or injury which requires him/her to be off work under Workers' Compensation will be assigned to limited or alternative duty under the following condition:
Supervisors shall be advised of the medical condition of any industr ial injury as soon as practical. Upon receipt of a Doctor's repor t which provides work limitations, the City may identify a regular or modified assignment for whi ch the employee has the required ex perience and training to be eligible for assignment to. S uch assignment may be based upon a 40 hour per week or less basis. If the assignment is for less hours than the employee's regular work assignment, or MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
is for a different work schedule, the employee may provide justification for refusal of the assignment based upon a hardship.
Employees who have a job related illness or injury which requires him/her to be off work under Workers' Compensation or who do not qualify for limited or alternative duty will be reassigned to a Monday through Fri day work schedule to keep required medical or other workers' compensation commitments.
B. NON JOB RELATED ILLNESS, INJURY OR CONDITION
Effective with this agreement employees who have a non job related illness, injury or condition which requires him/her to be off work may reques t to be assigned to limited or alternative duty. Nothing in these provisions is intended to imply that an employee has a right to a limited/alternative duty assignment, unless expressly provided by law. Such request will be accommodated unless no appropr iate li mited or alternative duty assignment is available under the following conditions:
Identification by the City of a regular or modified assignment for which the employee has the essential experience and training to be eligible for assignment to. Such assignment may be based upon a 40 hour per week or less basis. If the assignment is for less hours than the employee's regular work assignment, or is for a different work schedule, the employee m ay provide justification for refusal of the assignment based upon a hardship.
Upon a written release from his/her doctor, subject to review by the City doctor, which allows the employee to perform all of the duties of the contemplated assignment.
Employees may account for his/her regular work schedule through a combination of limited or alternative duty hours and sick leave or other paid leave sufficient to maintain eligibility for regular accrual of benefits.
Under both of these limited or alternative duty assignments employees will be required to work their regularly s cheduled num ber of hours (normally forty (40) hours) per week, unless such assignment is modified by mutual agreement between the City and the employee. It is recognized that performance of limited or alternative duty assignments will not be permitted to interfere wi th any medically related treatment designed to assist the employee to return to full, unrestricted duty in the earliest possible time frame.
All such assignments, and their durati on, are temporary assignments and are subject to periodic sixty ( 60) day revi ew of the employee's continued need for limited or alternative duty, the employee's continued ability to perform the limited or alternative duty and the department's ability to continue the employee in the assignment. All temporary assi gnments shall be at the employee's regular rate of pay.
In the event the Americans with Disabil ities Act (ADA) requires modification of the provisions of this section, it is agreed that the law will prevail.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
20. OUT-OF-CLASS PAY
Represented employees assigned to work temporarily in a higher classification than their own shall be paid at least five percent (5%) more than their prevailing salary or at the entrance s tep of the range of the higher classification, whichever compensation pattern is greater.
A. Such assi gnment will be paid for all actual time assigned to the higher classification, after a four (4) hour elimination period on the first day of said assignment.
B. If the out-of-class assignment lasts more than four (4) hours, out-of-class pa y will begin with the first hour of the assignment.
C. For a continuing out-of- class assig nment of less than four (4) hour increments which lasts more than four (4) hours, out-of-class pay will begin with the first hour of the assignment.
Any represented empl oyee who is assigned to work out of clas s in an unclassified position will receive a fi ve percent (5%) salary differ ential above his/her current salary or the salary established as eighty -five percent (85%) of Control P oint for the unclassified position if such salary has been established, whichever compensation pattern is greater, provided that the requirements of (A), (B), and (C) above are satisfied.
To be eligible for out-of-class pay, the employee must perform all duties as assigned within the higher classification and must be assigned in writing.
21. PERSONAL SAFETY EQUIPMENT REIMBURSEMENT
Represented employees will be reimbursed an amount not to exceed $200 each calendar year, as set forth below, toward the purchase or repair of the following types of pro tective personal safety equi pment – footwear, eye protection, ear plugs, headwear protection, work gloves and/or non-electronic ergonomic devices, tools or equipment that will not require any technical or IT support used to prevent or mitigate health issues related to normal c omputer-related activity such as carpal tunnel syndrome. All equipment must be confirmed by the Department Head or designee in advance as of the type/quality of equipment that satisfies City and Cal -OSHA requirements for the applicable job class.
Personal Safety Equipment Reimbursement shall not be included as a category of compensation in the total compensation survey comparison prepared in advance of MOU negotiations.
Unless specifically authoriz ed in writing by the department head to purchase equipment certified to a different standard, or to be excused from the requirement to wear protective footwear during the performance of his/her duties, employees are required to have protective footwear available to them at their regular work site and are subject to disciplinary action if they do not have them available at the w ork site when a need to wear such protection arises.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
The City will continue the current policy to provide safety and/or protective equipment and/or clothing for use by the employee while per forming his/her nor mal duties or during inclement weather or in other occasional special assignments or conditions.
22. PROFESSIONAL REGISTRATION
Represented Unit 4 employees will be eligible for $3,600 per year in premium pay, paid in equal amounts each pay period, for attaining and continued maintenance and possession of a Professional Engineering Lic ense. An employee that possesses more than one Professional Engineering License will only be eligible for $3,600 per year.
The City will pay the cost of the bi -annual registration fee for each Professional Engineer license a represented Unit 4 employee possesses (e.g. Professional Civil Engineer, Professional Traffic Engineer, Professional Electrical Engi neer, Professional Geotechnical Engineer, Professional Mechanical Engineer, Professional Structural Engineer, and Professional Land Surveyor). An employee that possesses more than one Professional Engineer license shall be reimbursed for the bi -annual registration fee for each such license.
The City will pay the cost of all registration fees for other licenses or certifications not listed above other than drivers’ license(s) that are identified as a requirement in a Unit 4 employee's job description.
Upon proof of successful passing during City employment of an exami nation for which the City is required under this Section to pay the registration fees, the City will reimburse the employee for the cos t of the examination fee as well as preparation materials, books or study courses , which rei mbursements will be m ade in accordance with City Manager Directive 26 (Tuition Reimbursement Program).
23. STEP INCREASES
Step increases will be applied as follows:
A. Employees who have an anniversary date that falls within the first week of the pay period and w ho have been approved for a step increas e will be adjusted on the beginning day of the pay period during which the anniversary date falls.
B. Employees who have an anniversary date that falls within the second week of the pay period and who have been approved for a step increase will be adjusted on the beginning day of the pay period immediately following the anniversary date.
C. Employees who have passed their probationary period will receive a step increase on the pay scale for their job classification each year on their anniversary date until reaching salary Step “5.”
D. Employees will receive an i ncrease to Step “6” on their anniversary date on the pay scale for their job classification if they are at Step “5” for at least one (1) year and have at least ten (10) years of regular City service.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
E. Employees will receive an increase to Step “7” on their anniversary date on the pay scale for their job classification if they are at Step “6” for at least one (1) year and have at least fifteen (15) years of regular City service.
24. REST PERIOD FOLLOWING OVERTIME WORK
Any employee working eight (8) or more hours at the overtime rate during the fifteen (15) hour period immediately precedi ng the beginning of his/her regular work shift shall be entitled to a rest period of eight (8) consecutive hours on the c ompletion of such overtime work with the following provisions:
A. No employee shall be required to work in excess of sixteen (16) hours wi thout rest unless an emergency is investigated and conti nued work is deemed necessary to prevent extreme property damage or to preserve human life.
B. If the eight (8) hour rest period overlaps his/her regular work shift in whole or in part, he/she will be paid at the straight-time rate for the time which falls wi thin his/her regular work shift.
C. If the eight (8) hour res t period overlaps a portion of the first half of his/her work shift, the employee may be excused from work until the beginning of the second half of said shift. If the eight (8) hour rest period overlaps a portion of the second half of his/her work shift, he/she may be excus ed from work until the following work shift. He/she will be paid, however, for that portion of the rest period which overlaps his/her normal working shift. He/she will not be paid for the time between expiration of the rest period and his/her reporting for work.
D. Hours worked prior to an eight (8) hour rest period shall not be included in determining another rest period.
E. If the employee is called back to work during his/her eight (8) hour rest period, a new rest period will commence at the conclusion of such work.
F. Any employee who works a minimum of three (3) hours of emergency ov ertime between the hours of 11:00 p.m. and 6:00 a.m. will receive an eight (8) hour rest period commencing at the time of release from duty.
G. Notwithstanding the foregoing, if the employee is required to work during regular work hours on a work shift without having had a rest period of eight (8) hours, for which he/she has qualified as set forth above, he/she shall be paid at the overtime rate for all work performed until he/she has been released from duty for at least eight (8) hours.
H. Notwithstanding the foregoing, an employee assigned to attend a City Planning Commission meeting in the capacity of a Departm ent representative shall be entitled to an eight (8) consecutive hour rest period if the City Planning Commission meeting ad journs later than 1:00 a.m. The employee will be paid straight time for the hours of the rest period that overlap the employee’s regularly scheduled work shift.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
25. ALTERNATE WORK SCHEDULE (NINE-EIGHTY SCHEDULE)
An employee, subject to the conditions of the employee’s job assignment, may propose an alternate work schedule as des cribed in City Manager’s Directive #71.
The proposal must be made to the Department Head through the immediate supervisor. C onsideration will be given as to the feasibility and impact on the productivity of such proposal. Management retains the sole right to determine scheduling needs. A proposal for an alternate work schedule and the establishment or discontinuance of an alternate work s chedule is not subject to any grievance procedure.
26. RESIDENT STATUS
The City agreed to a pilot program that commenced on July 5, 2013 by which an employee represented by the Engineers will be permitted to pay the “res ident” rate rather than the non-resident rate for City programs and activities so long as the employee’s sign-up or participation will not interfere with a resident’s access to or ability to participate in the applicabl e program or activity. The City agree s to extend this pilot program into the 12/18 – 12/21 MOU. The City reserves the right to expand this program to include other City employees and/or terminate this pilot no sooner than a year after the effective date of the 12/18 – 12/21 MOU based on relevant factors such as, but not limited to, City use, actual and projected dollar savings or cost, ease or challenges associated with administration and impacts and potential impacts to citizen access to and participation in City programs and activities.
27. DOMESTIC PARTNERS
The C ity sha ll make all benefit programs available to employees, dependents and domestic partners, subject to the requirements of each benefit provider.
28. PAY PERIODS
Non-salary allowances, payments or acc rual rates that are for an agreed upon amount each calendar or fi scal year (for example annual sick and vacation accruals and boot allowances) but are paid for administrative purposes in equal incremental amounts each pay period, shall be the same agreed upon annual amount in years in which there are 27 pay periods inst ead of 26 pay periods. This agreement shall not modify anyone’s pay rate.
29. FLEXIBLE SPENDING PLAN, INTERNAL REVENUE CODE, SECTION 125 The City will make available a Flexible Spending Plan und er the Internal Revenue Code Section 125 for employees. E mployees may contribute pre-tax (federal, state, FICA) dollars for dependent care and qualified un-reimbursed medical expenses.
This Plan will follow the regulations outlined by the Internal Revenue Code. Detailed information will be available in the Summary Plan Document.
The City will pay the administrative expenses for the plan. This Plan is v oluntary and participating employees will pay the monthly participation cost. The monthly participation cost will be considered pre-tax, as defined above, under Internal Revenue C ode Section 106. Participating employees will be provided with an MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
Employee Plan Summary and regular statements regarding the status of their flexible spending accounts.
30. NEXT MEMORANDUM OF UNDERSTANDING
The Engineers and the City will co mmence negotiations on a successor Memorandum of Understanding no later than three months prior to expiration of this Memorandum of Understanding.
31. EMPLOYEE RIGHTS
A. All rights, privileges and working conditions enjoyed by the classifications represented by the Engi neers, as defined in Personnel and Salary Resolution No. 2979, entitled "Employer -Employee Relations" dated December, 1972, and other City resolutions, if any, dealing with employee rights and benefits shall not be reduced during the term of this MOU.
B. The City's employee grievance process is established in City Manager's Directive (CMD) #47, titled On the Job Personnel Grievances. T his CMD generally describes the process available to individual employees to clarify (and modify, if so required) inter pretations of City rules, regulations, procedures and policies, including interpretations of this MOU. Should the City determine that CM D #47 needs to be revised during the term of this MOU, an offer to meet and consult with representatives of Unit 4 shal l be extended for the purpose of receiving Unit 4 comments prior to the adoption of the revised CMD.
C. The following procedure will be in place for represented employees who choose to have Bargaining Group representation during the course of the Grievance process. If an employee chooses not to have Bargaining Group repr esentation, the employee will follow the grievance procedure in CMD #47.
The employee must begin the grievance process by requesting an informal discussion between the employee and his/her s upervisor, or designee (up to and including the Department Head). Should this informal process not result in resolution of the grievance, the employee shall render his/her grievance in writing and submit it to his/her Department Head, or designee, for for mal action as outlined in Paragraph 2.
Within five (5) working day s (or at a later date by mutual agreement between the employee, his/her representative and the Department Head, or designee, in order to accommodate scheduling problems) of the receipt of the formal grievance, the Department Head, or designee, shall review the entire grievance file through a meeting with the employee and his/her Bargaining Group representative. Within five (5) working days from the date of this meeting, the Department Head, or desi gnee, will r espond in writing to the employee and the Bargaining Group representative, s etting forth his/her resolution to the problem. The employee, or the Bargaining Group representative on behalf of the employee, must respond within five (5) working days to the De partment Head, or designee, in writing as to whether the grievance has been resolved or is still unresolved. If the m atter has not been resolved as a result of this step, the Department Head, or designee, MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
shall imme diately, upon receipt of the unresolved notification, forward all written material, inc luding the original grievance , to the Municipal Employee Relations Officer (MERO), or designee, for action as outlined in Paragraph 3.
Within five (5) working days (or at a later, mutually agreeabl e, date if any party to the grievance is not available within the five (5) day period) o f the receipt of the grievance material, the MERO, or designee, and the Department Head, or designee, s hall review the entire grievance file through a meeting wi th the employee, hi s/her Bargaining Group representative and any additional parties who the MER O, or designee, or the Bargaining Group representative feels can help to resolve the grievance. Within five (5) working days from the date of this meeting, the MERO, o r designee, will respond in writing to the employee and the Bargaining Group representative, setting forth his/her resolution to the problem. The employee, or the Bargaining Group representative on behalf of the employee, must respond within five ( 5) working days to the MERO, or designee, in writing as to whether the grievance has been resolved or is still unresolved. If the matter has not been resolved as a result of this step, the MERO, or designee, shall forward all written material, including the original grievance, to a Joint Grievance Committee for action as outlined in Paragraph 4.
Within fifteen (15) working days of the receipt of the grievance material the Joint Grievance Committee will meet. Such Committee shall be composed of four (4) members: two (2) mem bers representing the City and two (2) members representing the Bargaining Group. The Grievant and the Grievant’s Department Head, or designee, shall not be committee members although they shall be present at the meeting. The Committee shall render an advisory opinion to the City Manager, or designee, within ten (10) working days unless extended by mutual agreement. The City Manager, or designee, shall render a decision within five (5) working days of that meeting. The City Manager's decision will be di rected to the employee through his/her Department Head, or designee, and to the Bargaining Group. If the employee, or the Bargaining Group representative on behalf of the employee, disputes the City Manager's final decision in the matter, the advisory mediation process outlined in Paragraph 5 will be available.
If the Bargaining Group continues to dispute the decision of the City Manager, or designee, on behalf of the employee, the Bargaining Group shall, within fifteen (15) working days of the City Manager's decision, request that the matter be referr ed to a Mediator appointed by the California State Mediation and Conciliation Service, who shall render an advisory opinion on the m erits of the grievance to the City Manager, or designee. The City Manager, or designee, may accept, modify or reject the ad visory opinion of the Mediator. Following the review of the Mediator’s opinion the City Manager's decision shall be final.
32. MANAGEMENT RIGHTS
Subject to State law and the provisions of City of Santa Clara Empl oyer-Employee Relations Resolution, the rights of the City through its Counc il and Management include, but are not limited to: the exclusive right to determine the mission of its MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and prom otion; establish and enforce dress and grooming standards; direct its employees; determine the methods and means to relieve its employees from duty because of lack of wor k or other l egitimate reasons; maintain the efficiency of governmental operations; deter mine the methods, means and personnel by which government operations are to be conducted; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of City - issued wear ing apparel, equipment or tec hnology to be used; determine and/or change the facilities, methods, technology, means, organizational structure and size and composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations and types of operations, processes and materials to be used in car rying out all City functions including, but not limited to, the r ight to contract for or subcontract any work or operation of the City; to assign work to and schedule employees in accordance with requirements as determined by the City including but not lim ited to: establish and change work sc hedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise disci pline employees for cause; establish and modify probationary periods and reasonable employee performance standards including, but not limited to, quali ty, and quantity standards; and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exerc ise complete control and dis cretion over its organization and the technology of performing its work.
The City Counc il on its own behalf and on behalf of the City hereby retains and reserves unto itself all rights, powe r, authority, duty, responsibility and obligations conferred on and vested in it by the laws and Constitutions of the State of California and the United States of America. The exercise of such rights, power, authority, duty, responsibility and obligations by the City Council and the adoption of such rules, regul ations, policies as are necessary and as they apply to employees represented by the Engineers shall be in accord with this MOU to the extent that they do not violate any of the reserved duties, resp onsibilities and obligations conferre d on and vested in it by the laws, Charter of the City, Constitutions of the State of California, and the United States of America.
33. LABOR-MANAGEMENT COMMITTEE
Representatives of the City and Engineers shall meet quarter ly to discuss labor - management issues . Such discussions s hall no t constitute meet and confer.
Rather, these discussions ar e intended to improve communi cation and resolve informally where possible issues and potential disputes.
34. SCOPE OF THIS MEMORANDUM OF UNDERSTANDING
The parties acknowledg e that during the meetings w hich preceded this MOU, each had the unlimited right and opportunity to m ake demands and proposals with respect to any subject or matter and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this MOU.
Therefore, for the life of this MOU, the City and the Engineers voluntarily and MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
unqualifiedly waive the rights and each agrees that the other shall not be obligated to meet and confer with respect to a ny subject or matter not referred to or covered in this MOU, even though such subjects or matters may not have been within the knowledge or contemplation of either or both parties at the time they met and signed this MOU.
Notwithstanding the foregoing, how ever, in the event an y porti on of this M OU is declared null and void by superseding Federal, State or City law, the balance of this MOU shall continue in full force and effect, and the parties shall immediately commence the meet and confer process to ensure that the superseded portions shall be rewritten to conform as nearly as possible to the original intent.
In the ev ent that any other document issued by the City such as City Manager's Directives, Departmental Rules , or general operating procedures is in conflict with this MOU, the MOU will prevail unless such change has been expressly agreed to in writing by the City and the Engineers.
The City further reserves the right to consider required organizational and operational changes in the economical and efficient operation of the Department whenever existing or future statutes bring about additional monetary costs.
Nothing in the foregoing shall prevent the parties to this agreement from meeting- and-conferring during the term of this MOU in matters of mutual concern. Such meeting-and-conferring shall be established and continued by mutual consent only.
If, after meeting and conferring between the management representatives and the majority employee representatives, no agreement has been reached, such items under discussion shall remain unchanged.
35. DEFERRED COMPENSATION
A. Effective December 24, 2023 (the first pay period of calendar year 2024):
1) The City shall contribute $33 0 per month to the City’s Section 457 deferred compensation plan on behalf of each represented employee in the followi ng classifications who are enrolled in the City’s Section 457 deferred compensation plan.
Senior Electric Utility Engineer (Job Code 730)
Senior Electric Utility Engineer (Fiber) (Job Code 730L) Senior Electric Utility Engineer-Control/Communications (Job Code 730I) Senior Electric Utility Engineer-Distribution Planning (Job Code 730D) Senior Electric Utility Engineer-Generation (Job Code 730E) Senior Electric Utility Engineer-Protective Relaying (Job Code 730A) Electric Utility Engineer (Job Code 428)
Assistant Electric Utility Engineer (Job Code 230)
2) The City sh all contribute $166 per month to the City’s Section 457 deferred compensation plan on behalf of each represented employee in the classifications other than those described in Section 36.A .(1) above who are enrolled in the City’s Section 457 deferred compensation plan.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
B. If an employee enrolls in the City’s Section 457 deferred compensation plan after December 24, 2023, the City will comm ence contributions on the first full pay period after the employee is enrolled and it shall not be retroactive.
36. TERM OF AGREEMENT
The term of this Memorandum of Understanding shall be three and one-half years, commencing December 20, 2021, and expiring June 30, 2025.
MEMORANDUM OF UNDERSTANDING – UNIT # 4 (12/2021 – 6/2025)
FOR THE CITY OF SANTA CLARA: FOR THE ENGINEERS OF THE CITY OF SANTA CLARA:
Aracely Azevedo
Director of Human Resources
Jeevan Valath
President
Date: _______________
Date: _______________
Marco Mercado
Assistant Director of Human Resources
Brandon Coco
Vice President
Date: _______________
Date: _______________
Charles Sakai
Legal Counsel
Ardalan Raghian
Legal Counsel
Date: _______________
Date: _______________
Ashley Lancaster
Human Resources Division Manager
Alex Price
Negotiator
Date: _______________
Date: _______________
Julie Minot
Management Analyst, Human Resources
Vincent Luchessi
Negotiator
Date: _______________
Date: _______________
APPROVED:
Rajeev Batra Date
City Manager
APPROVED BY THE CITY COUNCIL ON:
ATTEST:
City Clerk Date
EXHIBIT A
2019
Health Flex
Contribution
+
Additional Health
Flex
(/mo)
Regular Flex
Contribution
(/mo)
Cash-in-Lieu
(/mo)
Total Employer
Contributions
(/mo)
Employee enrolls in
Employee Only, and
premium is less than or
equal to $946.86/mo
$136.00
$810.86 $0 $946.86, with cash
eligibility for difference
between $946.86 and
premium amount
Employee enrolls in
Employee Only and
premium is more than
$946.86/mo
$136.00
+
$21.39
$810.86 $0 $968.25 (this is $200 over
Kaiser Employee Only
amount in 2019), not
eligible for any cash
Employee enrolls in
Employee + 1
$136.00
+
$21.39
$810.86 $0 $968.25
Employee enrolls in
Employee + Family
$136.00
+
$21.39
$810.86 $0 $968.25
Employee opts out &
provides attestation
$0 $810.86 $136.00 $946.86
Employee opts out &
does not provide
attestation
$0 $810.86 $0 $810.86
Notes:
Kaiser Employee Only is $768.25/mo in 2019.
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
CLASSIFICATIONS
The City and the Engineers of Santa Clara (Unit 4) agree to the following regarding classifications represented by Unit 4:
1. Total Compensation Survey
a. Section 2 of the Memorandum of Understanding (MOU) between the City and Unit 4 describes the agencies and classifications, as well as the elements to be included, when conducting a Total Compensation Survey.
b. The City and Unit 4 agree to have a mutually agreed upon neutral third-party expert to conduct a review and make recommendations to the parties on the Total Compensation Survey, including but not limited to what other agencies’ classifications are the appropriate comparators and what elements should be included when conducting the Total Compensation Survey. The neutral third party shall conduct this review for the Associate Engineer (Civil) (Job Code 321) and
Senior Civil Engineer (Job Code 322) classifications.
i. The neutral third party shall also conduct a review and make recommendations to the parties on a Total Compensation Survey for the Senior Electrical Utility Engineer (Job Code 730)
classification, including
but not limited to what agencies should be used, what other agencies’ classifications are the appropriate comparators and what elements should be included when conducting the Total Compensation Survey.
2. Timelines
a. Unless there is mutual agreement to change the timelines, the City and Unit 4 agree that any review and recommendations as described in Sections 1 and 2 above shall be completed and provided to the parties no later than the first workday in January of 2025.
3. Costs
a. The City and Unit 4 will contract with a mutually agreed upon neutral third-party expert who will conduct the review and recommendations descried in Sections 1 and 2 above. The City and Unit 4 will be responsible for any of their own expenses, including the costs of their representatives, related to this review.
Unit 4 Side Letter Agreement – Classifications
March 1, 2023
4. The review and recommendations as described in Sections 1 and 2 above shall be utilized by the parties during negotiations on a successor MOU. Neither party is obligated to agree to any recommendations made by the neutral third party as described in Sections 1 and
2. This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when signed by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
REMOTE WORKPLACE
The City and the Engineers of Santa Clara (Unit 4) agree to meet and confer over a remote workplace policy. As this is a Citywide issu e and may concern employees represented by other bargaining units, it is the intent of the parties to meet in a coalition setting to the extent it is possible. The parties agree that the first meeting on a remote workplace policy shall occur no later than December 31, 2022, or the date when the City Manager lifts the State of Emergency declared on March 11, 2020, whichever comes later.
This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when signed by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANTA CLARA
AND
THE ENGINEERS OF SANTA CLARA (UNIT 4)
ALTERNATE WORKWEEKS
The City and the Engineers of Santa Clara (Unit 4) agree to meet and confer over the issue of Alternate Workweeks. The parties agree that the first meeting on Alternate Workweeks shall occur no later than September 30, 2023.
This Side Letter Agreement is considered part of the tentative agreement for a successor Memorandum of Understanding (or “MOU”) between the parties, and shall become effective only as part of the overall tentative agreement for a successor MOU, and when si gned by all parties below and approved by City Council.
FOR THE CITY: FOR UNIT 4:
__________________________________ __________________________________ Aracely Azevedo Date Jeevan Valath Date
Director of Human Resources President, Unit 4
__________________________________
Marco Mercado Date
Assistant Director of Human Resources
City of Santa Clara
Classified Salary Plan
Effective 3/19/2023
Approved 3/7/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Mo nthly Annual ACCOUNT CLERK I 210 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ ACCOUNT CLERK II 215 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ ACCOUNT CLERK III 220 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ ACCOUNTANT 205 578 A 031 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ ACCOUNTING TECHNICIAN I 216 578 A 018 34.941115 $ 6,056.46 $ 72,677.52 $ 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ ACCOUNTING TECHNICIAN II 217 578 A 020 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ ASSOCIATE ENGINEER (CIVIL) 321 4 E 034 59.737038 $ 10,354.42 $ 124,253.04 $ 62.842558 $ 10,892.71 $ 130,712.52 $ 65.872269 $ 11,417.86 $ 137,014.32 $ 69.171058 $ 11,989.65 $ 143,875.80 $ 72.697500 $ 12,600.90 $ 151,210.80 $ 74.602212 $ 12,931.05 $ 155,172.60 $ 76.458750 $ 13,252.85 $ 159,034.20 $ ASSOCIATE PLANNER 240 578 A 036 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 69.217615 $ 11,997.72 $ 143,972.64 $ ASST ELEC UTILITY ENGINEER 230 4 E2 032 62.268865 $ 10,793.27 $ 129,519.24 $ 65.266788 $ 11,312.91 $ 135,754.92 $ 68.649750 $ 11,899.29 $ 142,791.48 $ 71.964000 $ 12,473.76 $ 149,685.12 $ 75.573865 $ 13,099.47 $ 157,193.64 $ 77.492250 $ 13,431.99 $ 161,183.88 $ 79.417558 $ 13,765.71 $ 165,188.52 $ ASST ENGINEER (CIVIL) 228 4 E 032 56.990365 $ 9,878.33 $ 118,539.96$ 59.737038 $ 10,354.42 $ 124,253.04 $ 62.842558 $ 10,892.71 $ 130,712.52 $ 65.872269 $ 11,417.86 $ 137,014.32 $ 69.171058 $ 11,989.65 $ 143,875.80 $ 70.923923 $ 12,293.48 $ 147,521.76 $ 72.697500 $ 12,600.90 $ 151,210.80 $ ASST PLANNER 232 578 A 029 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ ASST SANITARY SEWER SUPERINT 235 578 A 038 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ ASST TRAINING OFFICER 233S 1S C1 041 59.925989 $ 14,542.04 $ 174,504.48 $ 62.973173 $ 15,281.49 $ 183,377.88 $ 66.116992 $ 16,044.39 $ 192,532.68 $ 69.454162 $ 16,854.21 $ 202,250.52 $ 72.989176 $ 17,712.04 $ 212,544.48 $ 74.752170 $ 18,139.86 $ 217,678.32 $ 76.625563 $ 18,594.47 $ 223,133.64 $ ASST WATER SUPERINTENDENT 229 578 A 038 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ AUTO SERVICES UTILITY WORKER 244 578 A 015 32.445808 $ 5,623.94 $ 67,487.28 $ 34.057096 $ 5,903.23 $ 70,838.76 $ 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 41.580750 $ 7,207.33 $ 86,487.96 $ AUTOMOTIVE FOREMAN/FOREWOMAN 252 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ AUTOMOTIVE TECHNICIAN I 248 6 G 020 35.690135 $ 6,186.29 $ 74,235.48 $ 37.497000 $ 6,499.48 $ 77,993.76 $ 39.471519 $ 6,841.73 $ 82,100.76 $ 41.526692 $ 7,197.96 $ 86,375.52 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 45.730327 $ 7,926.59 $ 95,119.08 $ AUTOMOTIVE TECHNICIAN II 249 6 G 022 37.497000 $ 6,499.48 $ 77,993.76 $ 39.471519 $ 6,841.73 $ 82,100.76 $ 41.526692 $ 7,197.96 $ 86,375.52 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 47.928346 $ 8,307.58 $ 99,690.96 $ AUTOMOTIVE TECHNICIAN III 250 6 G 028 43.550885 $ 7,548.82 $ 90,585.84 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 50.256750 $ 8,711.17 $ 104,534.04$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ 55.410346 $ 9,604.46 $ 115,253.52$ BUILDING MAINT FOREPERSON 258 578 A 031 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ BUILDING MAINT WORKER 260 6 G 026 41.526692 $ 7,197.96 $ 86,375.52 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 50.256750 $ 8,711.17 $ 104,534.04$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ BUILDING/HOUSING INSPECTOR 254 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ BUSINESS ANALYST 262 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ BUSINESS ANALYST-FIBER 262A 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ BUSINESS ANALYST-PUBLIC BENEF 262B 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ BUYER 270 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ CEMETERY WORKER I 290 6 G 019 34.870500 $ 6,044.22 $ 72,530.64 $ 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ CEMETERY WORKER II 295 6 G 021 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 46.872808 $ 8,124.62 $ 97,495.44 $ CEMETERY WORKER III 300 6 G 023 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 49.108096 $ 8,512.07 $ 102,144.84$ CHIEF OF PARTY 310 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ CHIEF STOREKEEPER 319 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ CODE ENFORCEMENT OFFICER 330 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ CODE ENFORCEMENT TECHNICIAN 329 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ COMBINATION INSPECTOR 336 578 A 037 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ COMMUNICATION TECHNICIAN I 346 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ COMMUNICATION TECHNICIAN II 345 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ COMMUNICATIONS COORDINATOR 338 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ COMMUNITY SVC OFFICER I 347 10 H 017 37.232769 $ 6,453.68 $ 77,444.16 $ 39.096635 $ 6,776.75 $ 81,321.00 $ 41.101904 $ 7,124.33 $ 85,491.96 $ 43.235769 $ 7,494.20 $ 89,930.40 $ 45.433846 $ 7,875.20 $ 94,502.40 $ 46.584346 $ 8,074.62 $ 96,895.44 $ 47.689788 $ 8,266.23 $ 99,194.76 $ COMMUNITY SVC OFFICER II 348 10 H 022 42.136731 $ 7,303.70 $ 87,644.40 $ 44.264135 $ 7,672.45 $ 92,069.40 $ 46.584346 $ 8,074.62 $ 96,895.44 $ 48.795346 $ 8,457.86 $ 101,494.32$ 51.334038 $ 8,897.90 $ 106,774.80$ 52.529538 $ 9,105.12 $ 109,261.44$ 53.718519 $ 9,311.21 $ 111,734.52$ CRIME ANALYST 350 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ CULTURAL ARTS SUPERVISOR 363 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ CUSTOMER SERVICE REP 364 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ CUSTOMER SERVICE REP - PERMIT 369 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ CUSTOMER SERVICE SUPERVISOR 367 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ DEPUTY FIRE MARSHAL 375 1 C 038 76.620462 $ 13,280.88 $ 159,370.56 $ 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 95.563442 $ 16,564.33 $ 198,771.96 $ 97.944750 $ 16,977.09 $ 203,725.08 $ DEPUTY FIRE MARSHAL HAZ MATS 376 1 C 040 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 97.944750 $ 16,977.09 $ 203,725.08 $ 100.427365 $ 17,407.41 $ 208,888.92 $ 102.853096 $ 17,827.87 $ 213,934.44 $ DEPUTY FIRE MARSHAL I 372 1 C 034 69.514500 $ 12,049.18 $ 144,590.16 $ 72.953481 $ 12,645.27 $ 151,743.24 $ 76.620462 $ 13,280.88 $ 159,370.56 $ 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 86.646115 $ 15,018.66 $ 180,223.92 $ 88.780442 $ 15,388.61 $ 184,663.32 $ DEPUTY FIRE MARSHAL II 373 1 C 038 76.620462 $ 13,280.88 $ 159,370.56 $ 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 95.563442 $ 16,564.33 $ 198,771.96 $ 97.944750 $ 16,977.09 $ 203,725.08 $ DEPUTY FIRE MARSHAL III 374 1 C 040 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 97.944750 $ 16,977.09 $ 203,725.08 $ 100.427365 $ 17,407.41 $ 208,888.92 $ 102.853096 $ 17,827.87 $ 213,934.44 $ DRIVER/ENG 24 HRS 380S 1S C1 033 49.293132 $ 11,961.80 $ 143,541.60 $ 51.774148 $ 12,563.86 $ 150,766.32 $ 54.361030 $ 13,191.61 $ 158,299.32 $ 57.062926 $ 13,847.27 $ 166,167.24 $ 59.925989 $ 14,542.04 $ 174,504.48 $ 61.435755 $ 14,908.41 $ 178,900.92 $ 62.973173 $ 15,281.49 $ 183,377.88 $ DRIVER/ENG 24HR-TRAIN/PREMIUM 380P 1S C1 034 50.522143 $ 12,260.04 $ 147,120.48 $ 53.021538 $ 12,866.56 $ 154,398.72 $ 55.686676 $ 13,513.30 $ 162,159.60 $ 58.420838 $ 14,176.79 $ 170,121.48 $ 61.435755 $ 14,908.41 $ 178,900.92 $ 62.973173 $ 15,281.49 $ 183,377.88 $ 64.524354 $ 15,657.91 $ 187,894.92 $ DRIVER/ENG 80 HRS 380 1 C 033 67.823481 $ 11,756.07 $ 141,072.84 $ 71.237135 $ 12,347.77 $ 148,173.24 $ 74.796519 $ 12,964.73 $ 155,576.76 $ 78.514096 $ 13,609.11 $ 163,309.32 $ 82.453442 $ 14,291.93 $ 171,503.16 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 86.646115 $ 15,018.66 $ 180,223.92 $ DRIVER/ENG TRAINING DIVISION 380T 1 C 038 76.620462 $ 13,280.88 $ 159,370.56 $ 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 95.563442 $ 16,564.33 $ 198,771.96 $ 97.944750 $ 16,977.09 $ 203,725.08 $ ELEC & WATER SYSTEM OP - CERT 390R 3 R6 037 84.444288 $ 14,637.01 $ 175,644.12 $ 88.596173 $ 15,356.67 $ 184,280.04 $ 93.145615 $ 16,145.24 $ 193,742.88 $ 97.916885 $ 16,972.26 $ 203,667.12 $ 102.856269 $ 17,828.42 $ 213,941.04 $ 105.333635 $ 18,257.83 $ 219,093.96 $ 108.009865 $ 18,721.71 $ 224,660.52 $ ELEC & WATER SYSTEM OPERTR 390 3 D1 037 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 97.037538 $ 16,819.84 $ 201,838.08 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ ELEC CREW FOREPERSON 550 3 D1 039 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 97.037538 $ 16,819.84 $ 201,838.08 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ 107.000538 $ 18,546.76 $ 222,561.12 $ ELEC HELPER/DRIVER 435 3 D2 020 52.705038 $ 9,135.54 $ 109,626.48$ 55.465385 $ 9,614.00 $ 115,368.00$ 58.286769 $ 10,103.04 $ 121,236.48 $ 61.154077 $ 10,600.04 $ 127,200.48 $ 64.212577 $ 11,130.18 $ 133,562.16 $ 65.825827 $ 11,409.81 $ 136,917.72 $ 67.446865 $ 11,690.79 $ 140,289.48 $ ELEC MAINTENANCE WORKER 415 3 D2 022 55.465385 $ 9,614.00 $ 115,368.00$ 58.286769 $ 10,103.04 $ 121,236.48 $ 61.154077 $ 10,600.04 $ 127,200.48 $ 64.212577 $ 11,130.18 $ 133,562.16 $ 67.446865 $ 11,690.79 $ 140,289.48 $ 69.060231 $ 11,970.44 $ 143,645.28 $ 70.696558 $ 12,254.07 $ 147,048.84 $ ELEC METER TECHNICIAN 426 3 D1 032 70.512981 $ 12,222.25 $ 146,667.00 $ 73.999615 $ 12,826.60 $ 153,919.20 $ 77.784462 $ 13,482.64 $ 161,791.68 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 90.079500 $ 15,613.78 $ 187,365.36 $ ELEC UTIL DATABASE ADMINISTRAT 177 578 A 043 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 78.308712 $ 13,573.51 $ 162,882.12 $ 80.214692 $ 13,903.88 $ 166,846.56 $ 82.202192 $ 14,248.38 $ 170,980.56 $ Step 7S t e p 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6 All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 1 of 5 City of Santa Clara
Classified Salary Plan
Effective 3/19/2023
Approved 3/7/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Mo nthly Annual Step 7S t e p 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6 ELEC UTIL ELECTRICIAN APPRENT 887 3 D1 026 61.123500 $ 10,594.74 $ 127,136.88 $ 64.051962 $ 11,102.34 $ 133,228.08 $ 67.278692 $ 11,661.64 $ 139,939.68 $ 70.512981 $ 12,222.25 $ 146,667.00 $ 73.999615 $ 12,826.60 $ 153,919.20 $ 75.888231 $ 13,153.96 $ 157,847.52 $ 77.784462 $ 13,482.64 $ 161,791.68 $ ELEC UTIL ELECTRICIAN TECH 890 3 D1 035 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 97.037538 $ 16,819.84 $ 201,838.08 $ ELEC UTIL NETWORK ADMINISTRAT 436 578 A 043 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 78.308712 $ 13,573.51 $ 162,882.12 $ 80.214692 $ 13,903.88 $ 166,846.56 $ 82.202192 $ 14,248.38 $ 170,980.56 $ ELEC UTILITY ELECTRICIAN 885 3 D1 032 70.512981 $ 12,222.25 $ 146,667.00 $ 73.999615 $ 12,826.60 $ 153,919.20 $ 77.784462 $ 13,482.64 $ 161,791.68 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 90.079500 $ 15,613.78 $ 187,365.36 $ ELEC UTILITY ENGINEER 428 4 E2 042 79.417558 $ 13,765.71 $ 165,188.52 $ 83.543135 $ 14,480.81 $ 173,769.72 $ 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 98.952231 $ 17,151.72 $ 205,820.64 $ 101.276308 $ 17,554.56 $ 210,654.72 $ ELEC UTILITY EQUIP OPERATR 429 3 D2 022 55.465385 $ 9,614.00 $ 115,368.00$ 58.286769 $ 10,103.04 $ 121,236.48 $ 61.154077 $ 10,600.04 $ 127,200.48 $ 64.212577 $ 11,130.18 $ 133,562.16 $ 67.446865 $ 11,690.79 $ 140,289.48 $ 69.060231 $ 11,970.44 $ 143,645.28 $ 70.696558 $ 12,254.07 $ 147,048.84 $ ELEC UTILITY GEN TECH 431 3 D1 035 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 97.037538 $ 16,819.84 $ 201,838.08 $ ELEC UTILITY PROG ANALYST 440 578 A 036 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 69.217615 $ 11,997.72 $ 143,972.64 $ ELECTRICAL ESTIMATOR 437 3 D1 027 62.606827 $ 10,851.85 $ 130,222.20 $ 65.665327 $ 11,381.99 $ 136,583.88 $ 68.892058 $ 11,941.29 $ 143,295.48 $ 72.233423 $ 12,520.46 $ 150,245.52 $ 75.888231 $ 13,153.96 $ 157,847.52 $ 77.784462 $ 13,482.64 $ 161,791.68 $ 79.665462 $ 13,808.68 $ 165,704.16 $ ENERGY CONSRVATION SPECIALIST 446 578 A 021 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ ENGINEERING AIDE 460 578 A 021 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ ENGINEERING AIDE - FIBER 460F 578 A 021 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ ENGINEERING AIDE (ELECTRIC) 460A 578 A 021 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ EQUIPMENT OPERATOR 470 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ FIBER SPLICING TECHNICIAN 488 3 D1 032 70.512981 $ 12,222.25 $ 146,667.00 $ 73.999615 $ 12,826.60 $ 153,919.20 $ 77.784462 $ 13,482.64 $ 161,791.68 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 90.079500 $ 15,613.78 $ 187,365.36 $ FINANCIAL ANALYST 472 578 A 033 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ FIRE APPLICATION DATA ANALYST 491 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ FIRE CAPTAIN - TRAINING 475T 1 C 043 86.646115 $ 15,018.66 $ 180,223.92 $ 90.971769 $ 15,768.44 $ 189,221.28 $ 95.563442 $ 16,564.33 $ 198,771.96 $ 100.427365 $ 17,407.41 $ 208,888.92 $ 105.430731 $ 18,274.66 $ 219,295.92 $ 107.983096 $ 18,717.07 $ 224,604.84 $ 110.687365 $ 19,185.81 $ 230,229.72 $ FIRE CAPTAIN 24 HRS 475S 1S C1 038 55.686676 $ 13,513.30 $ 162,159.60 $ 58.420838 $ 14,176.79 $ 170,121.48 $ 61.435755 $ 14,908.41 $ 178,900.92 $ 64.524354 $ 15,657.91 $ 187,894.92 $ 67.705014 $ 16,429.75 $ 197,157.00 $ 69.454162 $ 16,854.21 $ 202,250.52 $ 71.184849 $ 17,274.19 $ 207,290.28 $ FIRE CAPTAIN 24HR-TRNG PREMIUM 475P 1S C1 039 57.062926 $ 13,847.27 $ 166,167.24 $ 59.925989 $ 14,542.04 $ 174,504.48 $ 62.973173 $ 15,281.49 $ 183,377.88 $ 66.116992 $ 16,044.39 $ 192,532.68 $ 69.454162 $ 16,854.21 $ 202,250.52 $ 71.184849 $ 17,274.19 $ 207,290.28 $ 72.989176 $ 17,712.04 $ 212,544.48 $ FIRE CAPTAIN 80 HRS 475 1 C 038 76.620462 $ 13,280.88 $ 159,370.56 $ 80.382462 $ 13,932.96 $ 167,195.52 $ 84.530769 $ 14,652.00 $ 175,824.00 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 93.156750 $ 16,147.17 $ 193,766.04 $ 95.563442 $ 16,564.33 $ 198,771.96 $ 97.944750 $ 16,977.09 $ 203,725.08 $ FIRE PLAN DRAFTSPERSON 482 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ FIRE PREVENTION SPECIALIST I 489 10 H2 012 33.298154 $ 5,771.68 $ 69,260.16 $ 34.972442 $ 6,061.89 $ 72,742.68 $ 36.601327 $ 6,344.23 $ 76,130.76 $ 38.528769 $ 6,678.32 $ 80,139.84 $ 40.456154 $ 7,012.40 $ 84,148.80 $ 41.500962 $ 7,193.50 $ 86,322.00 $ 42.545827 $ 7,374.61 $ 88,495.32 $ FIRE PREVENTION SPECIALIST II 478 10 H2 035 58.412885 $ 10,124.90 $ 121,498.80 $ 61.359173 $ 10,635.59 $ 127,627.08 $ 64.402788 $ 11,163.15 $ 133,957.80 $ 67.654096 $ 11,726.71 $ 140,720.52 $ 71.126019 $ 12,328.51 $ 147,942.12 $ 72.891173 $ 12,634.47 $ 151,613.64 $ 74.630423 $ 12,935.94 $ 155,231.28 $ FIRE PROTECTION ENGINEER 492 10 H2 041 67.654096 $ 11,726.71 $ 140,720.52 $ 71.126019 $ 12,328.51 $ 147,942.12 $ 74.630423 $ 12,935.94 $ 155,231.28 $ 78.290538 $ 13,570.36 $ 162,844.32 $ 82.255673 $ 14,257.65 $ 171,091.80 $ 84.247962 $ 14,602.98 $ 175,235.76 $ 86.383096 $ 14,973.07 $ 179,676.84 $ FIREFIGHTER I 24 HRS 487S 1S C3 018 34.222995 $ 8,304.78 $ 99,657.36 $ 36.814533 $ 8,933.66 $ 107,203.92$ 39.594684 $ 9,608.31 $ 115,299.72$ 42.582033 $ 10,333.24 $ 123,998.88 $ FIREFIGHTER I 24HR-TRNG PREMIU 487P 1S C3 019 43.631456$ 10,587.90 $ 127,054.80 $ FIREFIGHTER I 80 HRS 487Y 1 C2 018 47.088173 $ 8,161.95 $ 97,943.40 $ 50.653904 $ 8,780.01 $ 105,360.12$ 54.479192 $ 9,443.06 $ 113,316.72$ 58.589538 $ 10,155.52 $ 121,866.24 $ FIREFIGHTER II 24 HRS 480S 1S C1 030 45.799533 $ 11,114.02 $ 133,368.24 $ 48.054931 $ 11,661.33 $ 139,935.96 $ 50.522143 $ 12,260.04 $ 147,120.48 $ 53.021538 $ 12,866.56 $ 154,398.72 $ 55.686676 $ 13,513.30 $ 162,159.60 $ 57.062926 $ 13,847.27 $ 166,167.24 $ 58.420838 $ 14,176.79 $ 170,121.48 $ FIREFIGHTER II 24H-TRNG/PREMIU 480P 1S C1 031 46.936442 $ 11,389.91 $ 136,678.92 $ 49.293132 $ 11,961.80 $ 143,541.60 $ 51.774148 $ 12,563.86 $ 150,766.32 $ 54.361030 $ 13,191.61 $ 158,299.32 $ 57.062926 $ 13,847.27 $ 166,167.24 $ 58.420838 $ 14,176.79 $ 170,121.48 $ 59.925989 $ 14,542.04 $ 174,504.48 $ FIREFIGHTER II 80 HRS 480 1 C 030 63.016558 $ 10,922.87 $ 131,074.44 $ 66.119827 $ 11,460.77 $ 137,529.24 $ 69.514500 $ 12,049.18 $ 144,590.16 $ 72.953481 $ 12,645.27 $ 151,743.24 $ 76.620462 $ 13,280.88 $ 159,370.56 $ 78.514096 $ 13,609.11 $ 163,309.32 $ 80.382462 $ 13,932.96 $ 167,195.52 $ FIREFIGHTER II TRAINING DIV 480T 1 C 035 71.237135 $ 12,347.77 $ 148,173.24 $ 74.796519 $ 12,964.73 $ 155,576.76 $ 78.514096 $ 13,609.11 $ 163,309.32 $ 82.453442 $ 14,291.93 $ 171,503.16 $ 86.646115 $ 15,018.66 $ 180,223.92 $ 88.780442 $ 15,388.61 $ 184,663.32 $ 90.971769 $ 15,768.44 $ 189,221.28 $ FLEET COORDINATOR 466 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ FORENSIC COORDINATOR 486 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ GROUNDS MAINT WORKER I 485 6 G 019 34.870500 $ 6,044.22 $ 72,530.64 $ 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ GROUNDS MAINT WORKER II 490 6 G 021 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 46.872808 $ 8,124.62 $ 97,495.44 $ GROUNDS MAINT WORKER III 495 6 G 023 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 49.108096 $ 8,512.07 $ 102,144.84$ HEALTH & WELLNESS COORDINATOR 123 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ HOUSING INSPECTOR 500 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ HUMAN RESOURCES ASSISTANT 509 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ HUMAN RESOURCES TECHNICIAN 508 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ JAIL SERVICE OFFICER 353 10 H 022 42.136731 $ 7,303.70 $ 87,644.40 $ 44.264135 $ 7,672.45 $ 92,069.40 $ 46.584346 $ 8,074.62 $ 96,895.44 $ 48.795346 $ 8,457.86 $ 101,494.32$ 51.334038 $ 8,897.90 $ 106,774.80$ 52.529538 $ 9,105.12 $ 109,261.44$ 53.718519 $ 9,311.21 $ 111,734.52$ JOURNEY LINEWORKER 560 3 D1 035 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 97.037538 $ 16,819.84 $ 201,838.08 $ JOURNEY LINEWORKER APPRENTICE 561 3 D1 026 61.123500 $ 10,594.74 $ 127,136.88 $ 64.051962 $ 11,102.34 $ 133,228.08 $ 67.278692 $ 11,661.64 $ 139,939.68 $ 70.512981 $ 12,222.25 $ 146,667.00 $ 73.999615 $ 12,826.60 $ 153,919.20 $ 75.888231 $ 13,153.96 $ 157,847.52 $ 77.784462 $ 13,482.64 $ 161,791.68 $ JOURNEY LINEWORKER APPRENTICE* 561R 3 D1 029 65.665327 $ 11,381.99 $ 136,583.88 $ 68.892058 $ 11,941.29 $ 143,295.48 $ 72.233423 $ 12,520.46 $ 150,245.52 $ 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 83.580288 $ 14,487.25 $ 173,847.00 $ KEY CUSTOMER REPRESENTATIVE 505 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ LANDSCAPE FOREMAN/WOMAN 520 578 A 037 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ LEGAL OFFICE SPECIALIST III 519 578 A 024 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ LIBRARIAN I 530 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ LIBRARIAN I - CATALOGING 530C 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ LIBRARIAN I - REFERENCE 530A 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ LIBRARIAN I - YOUTH SERVICES 530B 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ LIBRARIAN II 535 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ LIBRARIAN II - CATALOGING 535C 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ LIBRARIAN II - REFERENCE 535A 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ LIBRARIAN II - YOUTH SERVICES 535B 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ LIBRARY ASSISTANT I 526 578 A 016 33.191827 $ 5,753.25 $ 69,039.00 $ 34.941115 $ 6,056.46 $ 72,677.52 $ 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 42.615288 $ 7,386.65 $ 88,639.80 $ LIBRARY ASSISTANT II 528 578 A 020 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ LIBRARY CIRCULATION SUPERVSR 529 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ LIBRARY PROG COORD - TECH SVCS 534D 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 2 of 5 City of Santa Clara
Classified Salary Plan
Effective 3/19/2023
Approved 3/7/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Mo nthly Annual Step 7S t e p 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6 LIBRARY PROG COORD-TECHNOLOGY 534F 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ LIBRARY PROGRAM COORD - REF 534B 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ LIBRARY PROGRAM COORDINATOR 534 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ LIBRARY TECHNOLOGY ASSISTANT 754C 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ LITERACY ADVOCATE 562 578 A 012 30.182365 $ 5,231.61 $ 62,779.32 $ 31.712192 $ 5,496.78 $ 65,961.36 $ 33.191827 $ 5,753.25 $ 69,039.00 $ 34.941115 $ 6,056.46 $ 72,677.52 $ 36.665250 $ 6,355.31 $ 76,263.72 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 38.577577 $ 6,686.78 $ 80,241.36 $ LITERACY PROGRAM SUPERVISOR 563 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ LITERACY STUDENT/TUTOR COORD 564 578 A 020 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ MATERIALS HANDLER 570 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ MECHANICAL MAINT FOREPERSON 577 578 A 031 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ MECHANICAL MAINTENANCE WORKER 580 6 G 029 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 54.112615 $ 9,379.52 $ 112,554.24$ 55.410346 $ 9,604.46 $ 115,253.52$ 56.813596 $ 9,847.69 $ 118,172.28$ METER DATA ANALYST 601 578 A 027 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ METER READER 595 578 A 021 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ OFFICE ASSISTANT 933 578 A 012 30.182365 $ 5,231.61 $ 62,779.32 $ 31.712192 $ 5,496.78 $ 65,961.36 $ 33.191827 $ 5,753.25 $ 69,039.00 $ 34.941115 $ 6,056.46 $ 72,677.52 $ 36.665250 $ 6,355.31 $ 76,263.72 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 38.577577 $ 6,686.78 $ 80,241.36 $ OFFICE RECORDS SPECIALIST 934 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ OFFICE SPECIALIST II 936 578 A 018 34.941115 $ 6,056.46 $ 72,677.52 $ 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ OFFICE SPECIALIST III 938 578 A 022 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ OFFICE SPECIALIST IV 939 578 A 024 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ PARK FOREPERSON 615 578 A 033 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ PARK MAINT CRAFTS WORKER 620 6 G 029 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 54.112615 $ 9,379.52 $ 112,554.24$ 55.410346 $ 9,604.46 $ 115,253.52$ 56.813596 $ 9,847.69 $ 118,172.28$ PAYROLL ANALYST 614 578 A 033 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ PERMIT CENTER SUPERVISOR 040 578 A 039 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ 74.534308 $ 12,919.28 $ 155,031.36 $ PERMIT TECHNICIAN 621 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ PLANS EXAMINER 630 578 A 041 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 76.352538 $ 13,234.44 $ 158,813.28 $ 78.308712 $ 13,573.51 $ 162,882.12 $ POLICE LIEUTENANT 645 2 B 043 91.935808 $ 15,935.54 $ 191,226.48 $ 96.537981 $ 16,733.25 $ 200,799.00 $ 101.346981 $ 17,566.81 $ 210,801.72 $ 106.413115 $ 18,444.94 $ 221,339.28 $ 111.692308 $ 19,360.00 $ 232,320.00 $ 114.526385 $ 19,851.24 $ 238,214.88 $ 117.328962 $ 20,337.02 $ 244,044.24 $ POLICE OFFICER 650 2 B 031 68.605500 $ 11,891.62 $ 142,699.44 $ 72.010038 $ 12,481.74 $ 149,780.88 $ 75.634038 $ 13,109.90 $ 157,318.80 $ 79.414788 $ 13,765.23 $ 165,182.76 $ 83.371154 $ 14,451.00 $ 173,412.00 $ 85.477788 $ 14,816.15 $ 177,793.80 $ 87.553154 $ 15,175.88 $ 182,110.56 $ POLICE OFFICER - FTO 650T 2 B 033 72.010038 $ 12,481.74 $ 149,780.88 $ 75.634038 $ 13,109.90 $ 157,318.80 $ 79.414788 $ 13,765.23 $ 165,182.76 $ 83.371154 $ 14,451.00 $ 173,412.00 $ 87.553154 $ 15,175.88 $ 182,110.56 $ 89.747596 $ 15,556.25 $ 186,675.00 $ 91.935808 $ 15,935.54 $ 191,226.48 $ POLICE RECORDS SPEC I 641 10 H2 018 38.528769 $ 6,678.32 $ 80,139.84 $ 40.456154 $ 7,012.40 $ 84,148.80 $ 42.545827 $ 7,374.61 $ 88,495.32 $ 44.693885 $ 7,746.94 $ 92,963.28 $ 47.036654 $ 8,153.02 $ 97,836.24 $ 48.152827 $ 8,346.49 $ 100,157.88$ 49.269058 $ 8,539.97 $ 102,479.64$ POLICE RECORDS SPEC II 643 10 H2 022 42.545827 $ 7,374.61 $ 88,495.32 $ 44.693885 $ 7,746.94 $ 92,963.28 $ 47.036654 $ 8,153.02 $ 97,836.24 $ 49.269058 $ 8,539.97 $ 102,479.64$ 51.832442 $ 8,984.29 $ 107,811.48$ 53.039538 $ 9,193.52 $ 110,322.24$ 54.240058 $ 9,401.61 $ 112,819.32$ POLICE RECORDS SUPERVISOR 644 10 H2 026 47.036654 $ 8,153.02 $ 97,836.24 $ 49.269058 $ 8,539.97 $ 102,479.64$ 51.832442 $ 8,984.29 $ 107,811.48$ 54.240058 $ 9,401.61 $ 112,819.32$ 56.959212 $ 9,872.93 $ 118,475.16$ 58.412885 $ 10,124.90 $ 121,498.80 $ 59.866558 $ 10,376.87 $ 124,522.44 $ POLICE SERGEANT 665 2 B 037 79.414788 $ 13,765.23 $ 165,182.76 $ 83.371154 $ 14,451.00 $ 173,412.00 $ 87.553154 $ 15,175.88 $ 182,110.56 $ 91.935808 $ 15,935.54 $ 191,226.48 $ 96.537981 $ 16,733.25 $ 200,799.00 $ 98.920558 $ 17,146.23 $ 205,754.76 $ 101.346981 $ 17,566.81 $ 210,801.72 $ POLICE TRAINING COORDINATOR 648 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ POWER ACCOUNT CLERK I 662 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ POWER ACCOUNT CLERK III 664 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ POWER CONTRACT SPECIALIST 661 578 A 033 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ PRINCIPAL ELEC ESTIMATOR 669 3 D1 035 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 97.037538 $ 16,819.84 $ 201,838.08 $ PRINCIPAL ENG AIDE (CIVIL) 670A 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ PRINCIPAL ENG AIDE (ELECTRIC) 670 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ PROJECT MANAGER 676 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ PUBLIC SAFETY DISPATCHER I 339 10 H2 025 45.874962 $ 7,951.66 $ 95,419.92 $ 48.152827 $ 8,346.49 $ 100,157.88$ 50.547462 $ 8,761.56 $ 105,138.72$ 53.039538 $ 9,193.52 $ 110,322.24$ 55.615846 $ 9,640.08 $ 115,680.96$ 56.959212 $ 9,872.93 $ 118,475.16$ 58.412885 $ 10,124.90 $ 121,498.80 $ PUBLIC SAFETY DISPATCHER II 340 10 H2 028 49.269058 $ 8,539.97 $ 102,479.64$ 51.832442 $ 8,984.29 $ 107,811.48$ 54.240058 $ 9,401.61 $ 112,819.32$ 56.959212 $ 9,872.93 $ 118,475.16$ 59.866558 $ 10,376.87 $ 124,522.44 $ 61.359173 $ 10,635.59 $ 127,627.08 $ 62.838808 $ 10,892.06 $ 130,704.72 $ PUBLIC SAFETY DISPATCHER III 341 10 H2 031 53.039538 $ 9,193.52 $ 110,322.24$ 55.615846 $ 9,640.08 $ 115,680.96$ 58.412885 $ 10,124.90 $ 121,498.80 $ 61.359173 $ 10,635.59 $ 127,627.08 $ 64.402788 $ 11,163.15 $ 133,957.80 $ 65.947327 $ 11,430.87 $ 137,170.44 $ 67.654096 $ 11,726.71 $ 140,720.52 $ PUBLIC WORKS INSPECTOR 680 578 A 033 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ PUBLIC WORKS SUPERVISOR 151 578 A 038 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ PUMP MAINTENANCE TECHNICIAN 677 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ PUMP MTC TECH - SEWER 677A 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ PUMP MTC TECH - SOLAR 677B 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ PUMP MTC TECH - WATER 677C 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ PURCHASING CLERK 678 578 A 019 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ PURCHASING UTILITY WORKER 679 578 A 015 32.445808 $ 5,623.94 $ 67,487.28 $ 34.057096 $ 5,903.23 $ 70,838.76 $ 35.806327 $ 6,206.43 $ 74,477.16 $ 37.618269 $ 6,520.50 $ 78,246.00 $ 39.555635 $ 6,856.31 $ 82,275.72 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 41.580750 $ 7,207.33 $ 86,487.96 $ RECREATION COORDINATOR 693 578 A 027 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ RECREATION COORD-THERAPEUTICS 693A 578 A 027 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ RECREATION PROGRAM SUPERVISOR 691 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ RECREATION SUPERVISOR 685 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ RECRUIT POLICE OFFICER 689 2R B2 031 50.504192 $ 8,754.06 $ 105,048.72$ 53.030942 $ 9,192.03 $ 110,304.36$ 55.683173 $ 9,651.75 $ 115,821.00$ 58.467000 $ 10,134.28 $ 121,611.36 $ 61.388769 $ 10,640.72 $ 127,688.64 $ 62.924942 $ 10,906.99 $ 130,883.88 $ 64.498673 $ 11,179.77 $ 134,157.24 $ RESOURCE ANALYST II 696 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ SERVICE COORDINATOR-INSPECTOR 792 3 D1 037 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 87.869827 $ 15,230.77 $ 182,769.24 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 97.037538 $ 16,819.84 $ 201,838.08 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ SERVICE COORD-INSPECTOR(FIBER) 792F 3 D1 034 73.999615 $ 12,826.60 $ 153,919.20 $ 77.784462 $ 13,482.64 $ 161,791.68 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 92.373404 $ 16,011.39 $ 192,136.68 $ 94.674923 $ 16,410.32 $ 196,923.84 $ SEWER INSPECTION TECHNICIAN 783 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ SR ACCOUNTING TECHNICIAN 208 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ SR BUSINESS ANALYST 722 578 A 038 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 69.217615 $ 11,997.72 $ 143,972.64 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 3 of 5 City of Santa Clara
Classified Salary Plan
Effective 3/19/2023
Approved 3/7/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Mo nthly Annual Step 7S t e p 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6 SR CENTER COORDINATOR 715 578 A 027 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ SR CUSTOMER SERVICE REP 724 578 A 022 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ SR ELEC & WATER SYST OP - CERT 777R 3 R6 040 90.760038 $ 15,731.74 $ 188,780.88 $ 95.485327 $ 16,550.79 $ 198,609.48 $ 100.356000 $ 17,395.04 $ 208,740.48 $ 105.333635 $ 18,257.83 $ 219,093.96 $ 110.647731 $ 19,178.94 $ 230,147.28 $ 113.423308 $ 19,660.04 $ 235,920.48 $ 116.183538 $ 20,138.48 $ 241,661.76 $ SR ELEC & WATER SYSTEM OPERATR 777 3 D1 040 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 104.385519 $ 18,093.49 $ 217,121.88 $ 107.000538 $ 18,546.76 $ 222,561.12 $ 109.607827 $ 18,998.69 $ 227,984.28 $ SR ELEC CREW FOREPERSON 551 3 D1 551 90.014827 $ 15,602.57 $ 187,230.84 $ 94.515577 $ 16,382.70 $ 196,592.40 $ 99.241385 $ 17,201.84 $ 206,422.08 $ 104.203385 $ 18,061.92 $ 216,743.04 $ 109.413635 $ 18,965.03 $ 227,580.36 $ 112.149000 $ 19,439.16 $ 233,269.92 $ 114.952673 $ 19,925.13 $ 239,101.56 $ SR ELEC METER TECHNICIAN 729 3 D1 038 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ SR ELEC UTIL ELEC TECH 785 3 D1 038 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ SR ELEC UTIL ENG 730 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/CONTROL-COMM 730I 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/DISTBN PLAN 730D 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/FIBER 730L 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/GENERATION 730E 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/OPR PLANNING 730F 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL ENG/PROT RELAY 730A 4 E2 046 87.503712 $ 15,167.31 $ 182,007.72 $ 91.931885 $ 15,934.86 $ 191,218.32 $ 96.614365 $ 16,746.49 $ 200,957.88 $ 101.276308 $ 17,554.56 $ 210,654.72 $ 106.288846 $ 18,423.40 $ 221,080.80 $ 108.977365 $ 18,889.41 $ 226,672.92 $ 111.652096 $ 19,353.03 $ 232,236.36 $ SR ELEC UTIL GENERATION TECH 733 3 D1 038 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ SR ELECTRICAL ESTIMATOR 726 3 D1 031 68.892058 $ 11,941.29 $ 143,295.48 $ 72.233423 $ 12,520.46 $ 150,245.52 $ 75.888231 $ 13,153.96 $ 157,847.52 $ 79.665462 $ 13,808.68 $ 165,704.16 $ 83.580288 $ 14,487.25 $ 173,847.00 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 87.869827 $ 15,230.77 $ 182,769.24 $ SR ENERGY SYSTEMS ANALYST 744 578 A 043 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 78.308712 $ 13,573.51 $ 162,882.12 $ 80.214692 $ 13,903.88 $ 166,846.56 $ 82.202192 $ 14,248.38 $ 170,980.56 $ SR ENGINEER (CIVIL) 322 4 E 041 70.923923 $ 12,293.48 $ 147,521.76 $ 74.602212 $ 12,931.05 $ 155,172.60 $ 78.266827 $ 13,566.25 $ 162,795.00 $ 82.117731 $ 14,233.74 $ 170,804.88 $ 86.265346 $ 14,952.66 $ 179,431.92 $ 88.432327 $ 15,328.27 $ 183,939.24 $ 90.564808 $ 15,697.90 $ 188,374.80 $ SR ENGINEERING AIDE 745 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ SR HUMAN RESOURCES ASSISTANT 510 578 A 020 36.665250 $ 6,355.31 $ 76,263.72 $ 38.577577 $ 6,686.78 $ 80,241.36 $ 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 46.997769 $ 8,146.28 $ 97,755.36 $ SR HUMAN RESOURCES TECHNICIAN 747 578 A 024 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ SR INSPECTOR 750 578 A 039 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ 74.534308 $ 12,919.28 $ 155,031.36 $ SR INSTRUMENT & CONTROL TECH 753 3 D1 038 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ SR KEY CUSTOMER REPRESENTATIVE 752 578 A 039 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 72.722423 $ 12,605.22 $ 151,262.64 $ 74.534308 $ 12,919.28 $ 155,031.36 $ SR LIBRARY ASST 754 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ SR LIBRARY ASST-PUBLIC SVC 754B 578 A 025 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ SR MATERIALS HANDLER 760 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ SR PERMIT TECHNICIAN 766 578 A 027 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ SR PLANNER 765 578 A 041 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 76.352538 $ 13,234.44 $ 158,813.28 $ 78.308712 $ 13,573.51 $ 162,882.12 $ SR PLANS EXAMINER 773 578 A 045 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 78.308712 $ 13,573.51 $ 162,882.12 $ 82.202192 $ 14,248.38 $ 170,980.56 $ 84.214788 $ 14,597.23 $ 175,166.76 $ 86.296327 $ 14,958.03 $ 179,496.36 $ SR PUBLIC SAFETY DISPATCHER 725 10 H2 034 56.959212 $ 9,872.93 $ 118,475.16$ 59.866558 $ 10,376.87 $ 124,522.44 $ 62.838808 $ 10,892.06 $ 130,704.72 $ 65.947327 $ 11,430.87 $ 137,170.44 $ 69.367327 $ 12,023.67 $ 144,284.04 $ 71.126019 $ 12,328.51 $ 147,942.12 $ 72.891173 $ 12,634.47 $ 151,613.64 $ SR RESOURCE ANALYST 771 578 A 043 64.484019 $ 11,177.23 $ 134,126.76 $ 67.637654 $ 11,723.86 $ 140,686.32 $ 70.954385 $ 12,298.76 $ 147,585.12 $ 74.534308 $ 12,919.28 $ 155,031.36 $ 78.308712 $ 13,573.51 $ 162,882.12 $ 80.214692 $ 13,903.88 $ 166,846.56 $ 82.202192 $ 14,248.38 $ 170,980.56 $ SR STAFF AIDE 779 578 A 030 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ STAFF AIDE I 794 578 A 024 40.527404 $ 7,024.75 $ 84,297.00 $ 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ 51.643673 $ 8,951.57 $ 107,418.84$ STAFF AIDE II 795 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ STAFF AIDE II - ENVIR PROGRAMS 795A 578 A 026 42.615288 $ 7,386.65 $ 88,639.80 $ 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 52.947750 $ 9,177.61 $ 110,131.32$ 54.251827 $ 9,403.65 $ 112,843.80$ STAFF ANALYST I 796 578 A 032 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 62.885192 $ 10,900.10 $ 130,801.20 $ STAFF ANALYST II 797 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ STREET FOREMAN/FOREWOMAN 810 578 A 031 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ STREET MAINT FOREPERSON 809 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ STREET MAINT WORKER I 811 6 G 019 34.870500 $ 6,044.22 $ 72,530.64 $ 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ STREET MAINT WORKER II 812 6 G 021 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 46.872808 $ 8,124.62 $ 97,495.44 $ STREET MAINT WORKER III 813 6 G 023 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 49.108096 $ 8,512.07 $ 102,144.84$ STREET MAINT WORKER IV 814 6 G 029 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 54.112615 $ 9,379.52 $ 112,554.24$ 55.410346 $ 9,604.46 $ 115,253.52$ 56.813596 $ 9,847.69 $ 118,172.28$ STREET SWEEPER OPERATOR 825 6 G 028 43.550885 $ 7,548.82 $ 90,585.84 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 50.256750 $ 8,711.17 $ 104,534.04$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ 55.410346 $ 9,604.46 $ 115,253.52$ TIME & MATERIAL CLERK 845 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ TRAFFIC FOREMAN/FOREWOMAN 850 578 A 031 48.094962 $ 8,336.46 $ 100,037.52$ 50.402250 $ 8,736.39 $ 104,836.68$ 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 59.769173 $ 10,359.99 $ 124,319.88 $ 61.317808 $ 10,628.42 $ 127,541.04 $ TRAFFIC OPERATIONS ENGINEER 851 4 E 038 65.872269 $ 11,417.86 $ 137,014.32 $ 69.171058 $ 11,989.65 $ 143,875.80 $ 72.697500 $ 12,600.90 $ 151,210.80 $ 76.458750 $ 13,252.85 $ 159,034.20 $ 80.095673 $ 13,883.25 $ 166,599.00 $ 82.117731 $ 14,233.74 $ 170,804.88 $ 84.139788 $ 14,584.23 $ 175,010.76 $ TREE TRIMMER II 780 6 G 026 41.526692 $ 7,197.96 $ 86,375.52 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 45.730327 $ 7,926.59 $ 95,119.08 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 50.256750 $ 8,711.17 $ 104,534.04$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ TROUBLESHOOTER 860 3 D1 038 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 99.369577 $ 17,224.06 $ 206,688.72 $ 101.892923 $ 17,661.44 $ 211,937.28 $ 104.385519 $ 18,093.49 $ 217,121.88 $ UNDERGROUND CREW LEADER 877 3 D1 036 77.784462 $ 13,482.64 $ 161,791.68 $ 81.531115 $ 14,132.06 $ 169,584.72 $ 85.621846 $ 14,841.12 $ 178,093.44 $ 90.079500 $ 15,613.78 $ 187,365.36 $ 94.674923 $ 16,410.32 $ 196,923.84 $ 97.037538 $ 16,819.84 $ 201,838.08 $ 99.369577 $ 17,224.06 $ 206,688.72 $ UTILITY BUSINESS SYSTEMS SPC 569 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ UTILITY CONSERV/EFFCY COORD 913 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ UTILITY CREW SUPERVISOR 881 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ UTILITY CREW SUPERVISOR/WATER 881A 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ UTILITY FIELD SERVICES WORKER 897 578 A 023 39.555635 $ 6,856.31 $ 82,275.72 $ 41.580750 $ 7,207.33 $ 86,487.96 $ 43.624673 $ 7,561.61 $ 90,739.32 $ 45.837865 $ 7,945.23 $ 95,342.76 $ 48.094962 $ 8,336.46 $ 100,037.52$ 49.167058 $ 8,522.29 $ 102,267.48$ 50.402250 $ 8,736.39 $ 104,836.68$ UTILITY FIELD SVCS SUPERVISOR 896 578 A 028 44.684250 $ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ UTILITY INSPECTION SUPERVISOR 467 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ UTILITY INSPECTION TECHNICIAN 469 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ UTILITY LOCATOR (FIBER) 899 3 D2 022 55.465385 $ 9,614.00 $ 115,368.00$ 58.286769 $ 10,103.04 $ 121,236.48 $ 61.154077 $ 10,600.04 $ 127,200.48 $ 64.212577 $ 11,130.18 $ 133,562.16 $ 67.446865 $ 11,690.79 $ 140,289.48 $ 69.060231 $ 11,970.44 $ 143,645.28 $ 70.696558 $ 12,254.07 $ 147,048.84 $ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 4 of 5 City of Santa Clara
Classified Salary Plan
Effective 3/19/2023
Approved 3/7/2023
Job Title
Job
Code
Union
Code
Sal
Plan Grade Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Monthly Annual Hourly Mo nthly Annual Step 7S t e p 1S t e p 2S t e p 3S t e p 4S t e p 5S t e p 6 UTILITY SERVICES TECHNICIAN 892 578 A 028 44.684250$ 7,745.27 $ 92,943.24 $ 46.997769 $ 8,146.28 $ 97,755.36 $ 49.167058 $ 8,522.29 $ 102,267.48$ 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 55.618615 $ 9,640.56 $ 115,686.72$ 56.985462 $ 9,877.48 $ 118,529.76$ UTILITY WORKER 895 6 G 019 34.870500 $ 6,044.22 $ 72,530.64 $ 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ WATER & SEWER SYSTEM OPERATOR 902 578 A 035 52.947750 $ 9,177.61 $ 110,131.32$ 55.618615 $ 9,640.56 $ 115,686.72$ 58.371000 $ 10,117.64 $ 121,411.68 $ 61.317808 $ 10,628.42 $ 127,541.04 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ 67.637654 $ 11,723.86 $ 140,686.32 $ WATER RESOURCES SPECIALIST 907 578 A 034 51.643673 $ 8,951.57 $ 107,418.84$ 54.251827 $ 9,403.65 $ 112,843.80$ 56.985462 $ 9,877.48 $ 118,529.76$ 59.769173 $ 10,359.99 $ 124,319.88 $ 62.885192 $ 10,900.10 $ 130,801.20 $ 64.484019 $ 11,177.23 $ 134,126.76 $ 66.070212 $ 11,452.17 $ 137,426.04 $ WATER SERVICE TECHNICIAN I 904 6 G 025 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 50.256750 $ 8,711.17 $ 104,534.04$ 51.542077 $ 8,933.96 $ 107,207.52$ WATER SERVICE TECHNICIAN II 903 6 G 027 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 49.108096 $ 8,512.07 $ 102,144.84$ 51.542077 $ 8,933.96 $ 107,207.52$ 52.833577 $ 9,157.82 $ 109,893.84$ 54.112615 $ 9,379.52 $ 112,554.24$ WATER/SEWER MAINT WORKER I 914 6 G 019 34.870500 $ 6,044.22 $ 72,530.64 $ 36.584250 $ 6,341.27 $ 76,095.24 $ 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 43.550885 $ 7,548.82 $ 90,585.84 $ 44.637519 $ 7,737.17 $ 92,846.04 $ WATER/SEWER MAINT WORKER II 917 6 G 023 38.446962 $ 6,664.14 $ 79,969.68 $ 40.508423 $ 7,021.46 $ 84,257.52 $ 42.551250 $ 7,375.55 $ 88,506.60 $ 44.637519 $ 7,737.17 $ 92,846.04 $ 46.872808 $ 8,124.62 $ 97,495.44 $ 47.928346 $ 8,307.58 $ 99,690.96 $ 49.108096 $ 8,512.07 $ 102,144.84$ All classifications on the Classified Salary Plan are FLSA "Non-Exempt" except Unit 4 classifications. Unit 4 classifications are eligible for MOU overtime. 5 of 5 Resolution/Update Classified Salary Plan (eff 03-19-2023) Page 1 of 2 Rev: 11/22/17
RESOLUTION NO. 23- _____
A RESOLUTION OF THE CITY OF SANTA CLARA, CALIFORNIA
TO ADOP T THE AMENDED CLASSIFED SALARY PLAN FOR
VARIOUS POSITIONS WITH AN APPROVAL DATE OF MARCH 7,
2023
BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
WHEREAS, the City of Santa Clara contracts with CalPERS to provide ret irement benefits; WHEREAS, to comply with the California Code Regulations section 570.5, t he City of Santa Clara shall among other things, have pay scheduled approved and adopted by the C ity Council; and indicate an effective date and date of any revisions; and, WHEREAS, as required by the California Code Regulations section 570.5 and as mandated by CalPERS, the City Council deems it to be in the best interests of the City to adopt the Amended Classified Salary Plan for City of Santa Clara classifications when the re are salary modifications to existing classifications, and when new classifications are created and salary ranges need to be established, with an approval date of March 7, 2023.
NOW THEREFORE, BE IT FURTHER RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
1. That the City hereby adopts the Classified Salary Plans for various City of Santa Clara Classified positions.
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Resolution/Update Classified Salary Plan (eff 03-19-2023) Page 2 of 2 Rev: 11/22/17
2. Effective date. In accordance with the California Code Regulati ons section 570.5 and to comply with CalPERS, the salary schedule for various classified positions shall be effective March 19, 2023 and adopted with an approval date of March 7, 2023.
I HEREBY CERTIFY THE FOREGOING TO BE A TRUE COPY OF A RESOLUTION PASSED
AND ADOPTED BY THE CITY OF SANTA CLARA, CALIFORNIA, AT A REGULAR MEETING THEREOF HELD ON THE ____ DAY OF ____, 2023, BY THE FOLLOWING VOTE:
AYES: COUNCILORS:
NOES: COUNCILORS:
ABSENT: COUNCILORS:
ABSTAINED: COUNCILORS:
ATTEST: ______________________________
NORA PIMENTEL, MMC
ASSISTANT CITY CLERK
CITY OF SANTA CLARA
Attachment incorporated by reference:
1. Classified Salary Plan (effective 03-19-2023) approved 03-07-2023
City of Santa Clara
Agenda Report
1500 Warburton Avenue
Santa Clara, CA 95050
santaclaraca.gov
@SantaClaraCity
23-1466 Agenda Date: 3/7/2023
REPORT TO COUNCIL
SUBJECT
Action on Reappointment of Board and Commission Members, Declaring Commissioner Vacancies, and Setting Dates for Recruitment and Interviews
COUNCIL PILLAR
Enhance Community Engagement and Transparency
BACKGROUND
Board, Commission and Committee members are generally appointed to a four-year term (full term) and may serve a maximum of two consecutive full terms. In the case where an existing member is eligible for another term, past City practice has been for staff to contact those existing members and request if they would like to be considered for re-appointment to serve another term. The Council then takes formal action to reappoint those existing members who indicate a desire to serve a second term. If an individual is appointed to fill a partial term, he or she may serve an additional two full terms. Full terms are effective July 1st of the appointing year and expire on June 30th of the fourth year.
DISCUSSION
Staff has continued with the past practice of reaching out to the incumbents eligible for reappointment and inquiring if there is a desire to continue to serve a second term. Regular attendance is one of the requirements to serve on a Board or Commission, staff has attached an attendance roster (Attachment 1) of all Boards and Commissions for Council’s review.
The terms for the following commissioners will expire on June 30, 2023; staff has reached out to all eligible incumbents and those who wished to be considered for reappointment to serve another term ending June 30, 2027 are listed below:
Board of Library Trustee (1) Stephen Ricossa
Cultural Commission (2) Debra von Huene
Siddarth Sundaram
Historical and Landmarks Commission (1) Patricia Leung
Parks and Recreation Commission (2) Burt Field
Eversley Forte
Planning Commission (2) Yashraj Bhatnagar
Priya Cherukuru
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23-1466 Agenda Date: 3/7/2023
Senior Advisory (1) Rick Andrews
The following commissioners have served two full terms which will each end on June 30, 2023:
creating three vacancies for a full-term each ending June 30, 2027 on the following commissions:
Civil Service Commission (2) Willie D. Brown Jr.
Carolyn G. McAllister
Senior Advisory Commission (1) Nancy Toledo
There have been a few resignations on the following Commissions that have created a vacancy and will be included in this recruitment:
· Civil Service Commissioner Casey resigned effective 11/11/2022 creating a vacancy for a partial term ending June 30, 2025
· Historical and Landmarks Commissioner Swartzwelder resigned effective 2/2/2023 creating a vacancy for a full-term ending June 30, 2027
· Planning Commissioner Ricci Herro resigned effective 1/31/2023 creating a vacancy for a partial term ending June 30, 2024
· One vacancy on the Cultural Commission for a partial term ending June 30, 2025 Due to the above vacancies, staff recommends that the Council declare vacancies for seven (7) positions to fill four (4) full terms each ending on June 30, 2027, two (2) partial terms each ending on June 30, 2025, and one (1) partial term ending June 30, 2024; set the recruitment to begin on March 10, 2023 with an application deadline of April 21, 2023 by 5:00 p.m.; and set May 1, 2023 to conduct interviews.
Staff will bring forward Special Orders of Business to recognize outgoing commissioners at a future Council meeting.
ENVIRONMENTAL REVIEW
The action being considered does not constitute a “project” within the meaning of the California Environmental Quality Act (“CEQA”) pursuant to CEQA Guidelines section 15378(a) as it has no potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment.
FISCAL IMPACT
There is no additional cost to the City other than administrative staff time and expense.
PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s City of Santa Clara Printed on 3/2/2023Page 2 of 3
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23-1466 Agenda Date: 3/7/2023
Office at (408) 615-2220, email [email protected] <mailto:[email protected]>.
RECOMMENDATION
1. Reappoint the nine (9) eligible commissioners to serve a four-year term each ending June 30, 2027;
2. Declare seven (7) positions to fill:
· Four (4) full terms each ending on June 30, 2027 on the following commissions: (two (2) on the Civil Service Commission, one (1) on the Senior Advisory Commission and one (1) on the Historic Landmarks Commission;
· One (1) partial term ending on June 30, 2025 on the Civil Service Commission; and · One (1) partial term ending June 30, 2024 on the Planning Commission · One (1) partial term ending June 30, 2025 on the Cultural Commission
3. Set the recruitment to open on March 10, 2023
4. Set April 21, 2023 by 5:00 p.m. as the application deadline; and
5. Set May 15, 2023 to conduct interviews.
Reviewed by: Nora Pimentel, Assistant City Clerk
Approved by: Office of the City Manager
ATTACHMENT
1. Board/Commissions Attendance Roster 2022-2023
City of Santa Clara Printed on 3/2/2023Page 3 of 3
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Board and Commission Attendance Roster
Current roster reflects attendance from February 2022- February 2023
Board of Library Trustees Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting Absences
2022/2023
Stephen Ricossa 06/30/2023 Yes None
Leonne Broughman 06/30/2024 No 03/07/2022 – Excused
12/05/2022 – Excused
Jan Hintermeister 06/30/2024 No 02/07/2022 – Excused
Jonathan Evans 06/30/2025 Yes None
Debbie Tryforos 06/30/2026 No None
Civil Service Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting Absences
2022/2023
Willie D. Brown, Jr. 06/30/2023 No 04/11/2023 - Unexcused 02/13/2023 - Unexcused
Carolyn G. McAllister 06/30/2023 No None
Tahir J. Naim 06/30/2024 Yes 12/12/2022 - Unexcused
VACANT 06/30/2025
Franklin J. Felizardo 06/30/2026 No 9/12/2022 - Unexcused
Cultural Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting Absences
2022/2023
Debra Von Huene 06/30/2023 Yes 12/2022 – Unexcused
Siddarth Sundaram 06/30/2023 Yes 11/2022 – Unexcused
02/2023 – Unexcused
Candida A. Diaz 06/30/2024 Yes None
Paul McNamara 06/30/2024 Yes 08/2022 – Unexcused
12/2022 – Unexcused
Jonathan Marinaro 06/30/2025 Yes 05/2022 – Unexcused
06/2022 – Unexcused
12/2022 – Unexcused
02/2023 – Unexcused
VACANT 06/30/2025
Louis Samara 06/30/2026 No None
Historical and Landmarks Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting
Absences 2022/2023
Patricia Leung 06/30/2023 Yes 03/03/2022 – Excused
Vacant 06/30/2023
Kathleen Romano 06/30/2025 Yes 10/06/2022 – Excused
Amy Kirby 06/30/2025 Yes None
Ed Stocks 06/30/2025 Yes None
Michael Celso 06/30/2026 No 01/06/2023 – Excused
02/03/2023 – Excused
Ana Vargas-Smith 06/30/2026 No 05/05/2022 – Excused
Parks and Recreation Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting
Absences 2022/2023
Burt Field 06/30/2023 Yes 03/2022 – Excused
06/2022 – Excused
01/2023 – Excused
Eversley Forte 06/30/2023 Yes None
Dana Caldwell 06/30/2024 Yes 02/2022 – Excused
03/2022 – Excused
Kelly Cox 06/30/2024 Yes 04/2022 – Excused
11/2022 – Excused
Saji Hai 06/30/2025 Yes 05/2022 – Excused
06/2022 – Excused
Maureen Riley Chu 06/30/2026 Yes 09/2022 – Excused
Brittany Ricketts 06/30/2026 Yes 01/2023 – Excused
Planning Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting
Absences 2022/2023
Yashraj Bhatnagar 06/30/2023 Yes 05/25/2022 – Excused
08/03/2022 – Excused
Priya Cherukuru 06/30/2023 Yes 02/16/2022 – Excused
04/13/2022 – Excused
05/11/2022 – Excused
08/03/2022 – Excused
12/07/2022 – Excused
VACANT 06/30/2024
Lance Saleme (VC) 06/30/2024 Yes None
Qian Huang 06/30/2025 Yes None
Nancy A Biagini 06/30/2026 Yes 10/26/2022 - Excused
Mario Bouza 06/30/2026 Yes None
Senior Advisory Commission Attendance
First Name Last Name Term Ending
Elig. for
Reappoint. at
end of term
Regular Meeting
Absences 2022/2023
Rick Andrews 06/30/2023 Yes None
Nancy Toledo 06/30/2023 No None
Judy Hubbard 06/30/2024 Yes 3/2022 – Excused
Grant L. McCauley 06/30/2024 No 2/2022 – Excused
Tom Freitas 06/30/2025 Yes None
Helen E. Narciso 06/30/2025 Yes 5/2022 – Excused
Veena Sterling 06/30/2025 Yes 11/2022 – Unexcused
Edmund Drozak 06/30/2026 Yes None
City of Santa Clara
Agenda Report
1500 Warburton Avenue
Santa Clara, CA 95050
santaclaraca.gov
@SantaClaraCity
23-328 Agenda Date: 3/7/2023
REPORT TO COUNCIL
SUBJECT
Action to Waive First Reading and Introduce an Ordinance Approving a Project to Remove Invasive Plants and Replant with Native Drought Tolerant Species at Ulistac Natural Area in Accordance with City Charter Section 714, and Approving a Resolution in Support of a Grant Application to Valley Water’s Safe, Clean Water Program; Determine that the proposed actions are categorically exempt from CEQA pursuant to Section 15304 and 15269(c) of Title 14 of the California Code of Regulations
COUNCIL PILLAR
Deliver and Enhance High Quality Efficient Services and Infrastructure Manage Strategically Our Workforce Capacity and Resources Enhance Community Engagement and Transparency
BACKGROUND
In November 2020, voters in Santa Clara County approved Measure S, a renewal of Valley Water’s Safe, Clean Water Program (Program). The renewal of the Program will provide approximately $47 million annually for local projects that deliver safe, clean water, natural flood protection, and environmental stewardship to all communities in Santa Clara County. The Water District’s 2023 Standard Grant Guidelines describes the Fiscal Year 2023 funding opportunities, including (d) Wildlife Habitat Restoration Grants for activities that support, restore, and/or conserve native fish and wildlife such as creating or enhancing wetland, riverine, riparian and tidal marsh habitat; protecting special status species; removing fish migration impediments; removing non-native/invasive plant species; and planting native species.
Grants must be completed within five years. Funds are provided on a reimbursement basis.
Awardees are required to provide a 25 percent match, with 50 percent or more of the match from financial sources being preferred. Up to 20 percent of the total award amount may be used for planning and design purposes with the remaining 80 percent to be spent on implementation. The Grant application deadline is March 10, 2023. Grant award notification is scheduled to occur in June 2023.
DISCUSSION
The City of Santa Clara Parks & Recreation Department operates and maintains the Ulistac Natural Area (Ulistac) adjacent to the Guadalupe Creek on Lick Mill Blvd. The goals of the Open Space Park Master Plan developed for Ulistac calls for the removal of the non-native and invasive species remaining from its history as the Fairway Glen Golf Course, as well as to revegetate with native and drought tolerant species of plants appropriate for, and in support of, sustaining a natural habitat in each of the seven unique eco-zones. The City’s efforts have been supported for several decades through its active collaboration with the non-profit Ulistac Natural Area Research and Education Program (UNAREP).
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23-328 Agenda Date: 3/7/2023
The City meets the Program eligibility guidelines and intends to submit an application to the Water District for a Wildlife Habitat Restoration Grant in the amount of $100,000. The funds, if awarded, will support removal of non-native, invasive plant species and the planting of native species with a priority of restoring and protecting the riparian corridor of Guadalupe Creek along Ulistac, and include more than five years of monitoring efforts to assure continued success. The City has been successful in the past in obtaining Santa Clara Valley Water District funds from this Program at Ulistac. Grant match requirements have been met through volunteer community involvement (education, outreach, partnership, physical work).
The application requires a Council resolution (Attachment 1). The City will work with UNAREP to provide a volunteer labor match valued at approximately $12,000 (338 hours x $35.56), and City funds in the amount of $13,000 to satisfy the required 25% grant match of $25,000. If awarded, the grant amount of $100,000 will be appropriated in the Parks & Recreation Capital Improvement Project Fund.
Measure R Compliance
The recommendation for approval of a resolution for a Water District grant to remove invasive plants and replant with native drought tolerant species is in substantial conformance with the Open Space Park Master Plan for Ulistac Natural Area; however, it may be subject to Measure R. In November 2016, voters passed Measure R, which added Section 714.1 Protection of Parkland and Public Open Space to the City Charter. Measure R prohibits selling, leasing, or otherwise disposing of parkland for a period of one hundred eighty (180) days or more, and also prohibits its use from being changed, abandoned, or discontinued without such sale, lease, disposal or changed use having first been authorized or ratified by a two-thirds majority vote of the electorate during a general municipal election for that purpose. Measure R also prohibits changes in park use for over 180 days without a majority vote of the electorate and substantial building, construction, reconstruction, or development upon dedicated parkland except pursuant to ordinance subject to referendum. The referendum process is set forth in the Elections Code.
While approval of the Water District grant to remove invasive plants and replant with native drought tolerant species is in substantial conformance with the Open Space Park Master Plan for Ulistac Natural Area, it may make changes to the existing park that could be considered “substantial building, construction, reconstruction, or development.” Therefore, in an abundance of caution, approval of the grant project includes an ordinance to comply with Measure R. It does not include a sale, lease, disposal, or change in use requiring a majority vote of the electorate. Therefore, staff recommends that the Council approve the grant resolution and introduce an ordinance (Attachment 2) to ensure compliance with Measure R. The ordinance will be introduced March 7, 2023 and return to Council at a second meeting for adoption in accordance with City Charter sections 808 and 812.
ENVIRONMENTAL REVIEW
The action being considered is categorically exempt from the California Environmental Quality Act (“CEQA”) pursuant to the following sections of the CEQA Guidelines:
· Section 15304 (Class 4 - Minor Alterations to Land), and 15304(b) (Class 4(b) - replacement of existing landscaping with water efficient landscaping), in that the project would make minor alterations in the condition of land, water and/or vegetation which do not involve the removal of City of Santa Clara Printed on 3/2/2023Page 2 of 4
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23-328 Agenda Date: 3/7/2023
healthy, mature scenic trees, and would include the replacement of existing conventional landscaping with water efficient landscaping. The project proposal (Attachment 3) would remove the unhealthy eucalyptus trees and other trees that have structural issues and present safety concerns and replace them with drought-tolerant and native species. · Section 15269(c), actions taken to prevent or mitigate an emergency. Several of the trees onsite are in a compromised structural condition, and numerous limbs have fallen from those trees adjacent to Park pathways. The immediate removal of the trees is necessary for public health, safety, and welfare.
FISCAL IMPACT
The maintenance and operations activities at Ulistac Natural Area are currently budgeted in the Parks & Recreation Department’s Operating Budget and are augmented by volunteer efforts of the non- profit organization UNAREP. A grant award in the amount of $100,000 requires a 25% match of $25,000 from financial and/or volunteer sources. The City will work with UNAREP to provide a volunteer labor match valued at approximately $12,000 (338 hours x $35.56) and cover the remaining $13,000 in the Parks & Recreation Department’s Operating Budget to satisfy the required grant match. If awarded, the grant amount of $100,000 will be appropriated in the Parks & Recreation Capital Improvement Project Fund.
COORDINATION
This report has been coordinated with the City Attorney’s Office, Parks & Recreation Department, Finance Department, and the City Manager’s Office.
PUBLIC CONTACT
Public contact was made by posting the Council agenda on the City’s official-notice bulletin board outside City Hall Council Chambers. A complete agenda packet is available on the City’s website and in the City Clerk’s Office at least 72 hours prior to a Regular Meeting and 24 hours prior to a Special Meeting. A hard copy of any agenda report may be requested by contacting the City Clerk’s Office at (408) 615-2220, email [email protected] <mailto:[email protected]>.
RECOMMENDATION
1. Determine that the proposed actions are categorically exempt from CEQA pursuant to Section 15304 and 15269(c) of Title 14 of the California Code of Regulations; and
2. Approve a Resolution in Support of an Application to Valley Water’s Safe, Clean Water Program Project Grant for Invasive Plant Removal and Habitat Restoration Monitoring at Ulistac Natural Area; and,
3. Authorize the City Manager, or his designee, to conduct all negotiations, execute and submit all documents necessary for the application, administration, and completion of the project to remove invasive plants and replant with native drought tolerant species at Ulistac Natural Area, subject to budget authorization; and
4. Waive first reading and introduce an ordinance approving a Project to remove invasive plants and replant with native drought tolerant species at Ulistac Natural Area in accordance with City Charter Section 714.
Reviewed by: James Teixeira, Director, Parks & Recreation Department Approved by: City Manager’s Office
ATTACHMENTS
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23-328 Agenda Date: 3/7/2023
1. SCVWD 2023 Resolution
2. Measure R Ordinance
3. FY23 Standard Grant Guidelines
4. Ulistac Natural Area Habitat Restoration Concept Plan City of Santa Clara Printed on 3/2/2023Page 4 of 4
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Resolution/Valley Water Grant Page 1 of 2
Rev: 11/22/17
RESOLUTION NO. _____
A RESOLUTION OF THE CITY OF SANTA CLARA, CALIFORNIA
APPROVING THE CITY OF SANTA CLARA TO APPLY FOR AND
ACCEPT GRANT FUNDS UNDER T HE SAFE, CLEAN WATER
AND NATURAL FLOOD PROTECTION PROGRAM
BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
WHEREAS, the Valley Water District’s Grant Program provides funds for Water Conservation Research Grants, Pollution Prevention Grants, Support Volunteer Cleanup Efforts and Education Grants, Wildlife Habitat Restoration Grants, and Access to Trails and Open Space Grants; and
WHEREAS, the Santa Clara Valley Water District’s Office of Civic Engagement has been delegated the responsibility for the administration of the grant program, and establishing necessary procedures; and
WHEREAS, said procedures established by the Office of Civic Engagement require Applicant’s Governing Body to certify by resolution Applicant’s approval to apply for and accept grant program funds; and
WHEREAS, the City Council deems it to be in the best interest of the City to approve an application for, and acceptance of, grant funding from the Valley Water District by means of entering into a Grant Agreement.
NOW, THEREFORE BE IT RESOLVED that the City Council hereby:
1. Approves the submission of an Application for grant funds from the Safe, Clean Water and Natural Flood Protection Program;
2. Approves the acceptance of grant funds from the Safe, Clean Water and Natural Flood Protection Program, upon approval of grant funding for the Project by appropriate authorities;
3. Certifies that Applicant has or will have sufficient funds to operate and maintain the Project(s);
Resolution/Valley Water Grant Page 2 of 2
Rev: 11/22/17
4. Certifies that Applicant will review and agree to all terms and conditions stated in the Agreement including the Special Provisions, General Provisions, Financial Provisions and Insurance Requirements contained in the Agreement; and
5. Appoints the City Manager, or City Manager’s designee as its authorized agent to conduct all negotiations, execute and submit all documents and reports including, but not limited to applications, agreements, payment requests and so on, which may be necessary for the performance and completion of the Project.
I HEREBY CERTIFY THE FOREGOING TO BE A TRUE COPY OF A RESOLUTION PASSED
AND ADOPTED BY THE CITY OF SANTA CLARA, CALIFORNIA, AT A REGULAR MEETING THEREOF HELD ON THE ___ DAY OF _________, 2023, BY THE FOLLOWING VOTE:
AYES: COUNCILORS:
NOES: COUNCILORS:
ABSENT: COUNCILORS:
ABSTAINED: COUNCILORS:
ATTEST: ______________________________
NORA PIMENTEL, MMC
ASSISTANT CITY CLERK
CITY OF SANTA CLARA
Attachments incorporated by reference:
1. FY23 Standard Grant Guidelines