Resolution/Update Unclassified Salary Plan (eff 12-22-2024) Page 1 of 2 Rev: 7/27/2023
RESOLUTION NO. 24-9394
A RESOLUTION OF THE CITY OF SANTA CLARA,
CALIFORNIA, TO ADOPT THE AMENDED UNCLASSIFIED
SALARY PLAN FOR VARIOUS POSITIONS WITH AN
APPROVAL DATE OF NOVEMBER 19, 2024 AND AN
EFFECTIVE DATE OF DECEMBER 22, 2024
WHEREAS, the City of Santa Clara contracts with CalPERS to provide retirement benefits; WHEREAS, to comply with the California Code Regulations section 570.5, the City of Santa Clara shall among other things, have publicly available pay schedules approved and adopted by the City Council which shall 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 Unclassified Salary Plans for City of Santa Clara classifications when there are salary modifications to existing classifications, and when new classifications are created and salary ranges need to be established or when existing classifications are deleted, with an approval date of November 19, 2024, and an effective date of December 22, 2024.
NOW THEREFORE, BE IT RESOLVED BY THE CITY OF SANTA CLARA AS FOLLOWS:
1. That the City hereby adopts the Amended Unclassified Salary Plan for various City of Santa Clara positions reflecting the wage increases previously approved by the City Council in the applicable Memoranda of Understanding with the various bargaining units. //
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2. Effective date. In accordance with the California Code Regulations section 570.5 and to comply with CalPERS, the attached salary schedule for unclassified positions, shall be effective December 22, 2024 and adopted with an approval date of November 19, 2024.
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 19TH DAY OF NOVEMBER, 2024, BY THE FOLLOWING VOTE:
AYES: COUNCILORS: Becker, Chahal, Hardy, Jain, Park, and Watanabe, and Mayor Gillmor
NOES: COUNCILORS: None
ABSENT: COUNCILORS: None
ABSTAINED: COUNCILORS: None
ATTEST : ~
NORAPIMENTEL,MM
Attachments incorporated by reference:
1. Tentative Agreement between the City and Unit 9
ASSISTANT CITY CLERK
CITY OF SANTA CLARA
2. Unclassified Salary Plan eff 12-22-2024 (for Council 11-19-2024) Resolution/Update Unclassified Salary Plan ( eff 12-22-2024) Rev: 7/27/2023
2024 CITY OF SANTA CLARA - SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations - Comprehensive Tentative Agreement
1. Duration
4 Years (exp. 12/31/28)
2. Wages (Sec. 1) (See Attached)
• First Pay Period of Calendar Year 2025
Chief Operating Officer, Chief Status Quo (0%)
Electrical Utility Officer , Assistant
City Managers
Directors Salary ranges shall be increased
by approximately 3.0%
All other Unit 9 classifications Salary ranges shall be increased by approximately 5.0%
• First Pay Period of Calendar Year 2026 - All salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 3.0%. • First Pay Period of Calendar Year 2027 - All salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 3.0%. • First Pay Period of Calendar Year 2028 - All salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately 3.0%.
3. Other Adjustments (See Attached)
Directors
Align Salaries for Library Director, Human Resources Director, IT Director, Parks & Recreation Director , and Water & Sewer Director to Finance Director current range. No automatic change in pay for incumbents.
Deputy Directors
Consolidate Parks & Recreation and Public Works Deputy Director classifications into single Deputy Director class with salary range of current Public Works Deputy Director. No automatic change in pay for incumbents .
Assistant City Clerk
Increase salary range by 13.81 % to align with market (top of range: $210,000 to be amended with any agreed upon COLA). No automatic change in pay for incumbent.
City of Santa Clara
November 14, 2024
2024 CITY OF SANTA CLARA- SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
4. Merit Pay (Sec. 14)
See Attached (Revised).
5. Lump Sum (Sec. 1) (See Attached)
Effective the first full pay period following City Council adoption: $3,000 to employees subject to two years of merit freezes .
Effective first full pay period of July 2028: $3,000 for all individuals employed in the unit.
6. Deferred Compensation (New) (See Attached)
Unit 9 9/11/24 Off-the-Record Counterproposal (City will contribute $300/month to employee deferred compensation accounts.)
7. Compaction (New Section)
Annually, not later than March 31 of each year covered by the 2025-28 MOU, Unit 9 may identify any classifications where it believes there is compaction (defined as a differential of less than five percent (5%) between the Unit 9 classification and a direct report. The Department of Human Resources will review any submitted issues of compaction and will recommend that the City Council amend the salary range for any Unit 9 classification where there is less than five percent (5%) differential with a direct report (measured top of salary range to top of salary range) to create a differential of five percent (5%) (measured top of salary range to top of salary range). Salary range adjustments will occur by July 1 of the following fiscal year and will not result in an automatic change in pay for the incumbent.
At any time, Unit 9 may identify compaction issues between bargaining unit employees and employees whom they directly supervise which do not require modification of the salary range by sending a written notice to the Department of Human Resources. Within fourteen (14) working days of receipt of the required information, the Department of Human Resources shall notify the City Manager of the compaction issue. Upon receipt, the City Manager will review the issue and may make a determination on an appropriate adjustment, if any, no later than thirty (30) working days after receipt from Human Resources . In determining the appropriate adjustment, the City Manager will consider all relevant facts including but not limited to:
whether the employee is expected to be permanently supervised by the Unit 9 member (i.e., if the supervision is expected to last six months or less); any COLA or Merit increases applicable to the Unit 9 member; and the performance of the Unit 9 employee.
8. Holidays (Sec. 4) (See Attached)
City 4/1 /24 Counterproposal.
9. Vacation Accrual and Usage (Sec. 6) (See Attached)
City 4/1 /24 Counterproposal.
City of Santa Clara
November 14, 2024
2024 CITY OF SANTA CLARA - SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
10. Health Insurance (Sec. 7) (See Attached)
Effective January 1, 2025, increase City contribution towards Family Medical to 90% of the Kaiser rate for Employee plus two or more. Incorporate Side Letter language into MOU.
11. Emergency Paid Leave (Sec. 15) (See Attached)
Unit 9 9/11/24 Off-the-Record Counterproposal.
12. Bereavement Leave (Sec. 17) (See Attached)
City 4/1/24 Counterproposal.
13. Next MOU (Sec. 30) (See Attached)
City 4/1/24 Counterproposal.
14. Wellness (Sideletter) (See Attached)
Side Letter to explore a Citywide wellness benefit.
15. Resident Status (New) (See Attached)
Pilot program to pay the "re_sident" rate for Parks & Recreation programs and activities.
16. Tuition Reimbursement
See Attached
17. Grievance Procedure (New)
See Attached
For the City:
Charles Sakai Date
City of Santa Clara
For the Unclassified Miscellaneous
Management (Unit 9:
�.k 11-,,-v,•.,
chrisJackso Date
President, Unit 9
Ardalan 'Ardy' Raghian
Unit 9
City of Santa Clara
November 14, 2024
Date
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations - Wages
Proposed Language :1
1. WAGE ADJUSTMENTS
A. Effective Decembe r 22, 2024 (the first pay period of calenda r yea r 2025)Effeclive December 15, 2019, all salaPf ranges for emp loyees holding positions in class ifications assigned to Unit 9 shall remain status quo.~ 1)
2)
3)
The sala ry ranges for employees in the classi fications of Chief Operati ng Officer (Job Code 311 ), Chief Electric Utility Officer (Job Code 108) , and Ass istant City Manage r (Job Code 016) shall remain status quo .
The salary ranges for the classifications shown below shall be adiusted as follows : this will not result in wage increases for incumbe nts in the position :
a.
b.
C.
The salary ranges for the followi ng class ifications shall be aligned to the salary range of the Directo r of Finance (Job Code 087) classification:
i. City Librarian (Job Code 066)
ii. Direc tor of Human Reso urces (Job Code 088 )
iii. Director of Information Technoloqy/CIO (Job Code 089) iv. Director of Water & Sewer Utility (Job Code 102)
V. Parks & Recrea tion Director (Job Code 132}
The salary range of the Assista nt City Clerk (Job Code 010) shall be increased to have a maxi mum of $210.00 0 annually .
The Deputy Parks & Rec reation Directo r (Job Code 175} classification and Dep uty Public Wor ks Director (Job Code 176) classification shall be consol idated into a sing le Deputy Director classification with the salary range of the Deputy Public Works Direc tor (Job Code 176) .
The salary ranges for emp loyees in the classi fications liste d below sha ll be increased by approxima tely 3.0% :
a.
b.
C.
d.
e.
f.
g.
h.
City Librar ian (Job Code 066)
Director of Community Developmen t (Job Code 088)
Director of Finance (Job Code 087)
Director of Human Resources (Job Code 088)
Director of Informat ion Technolog y/CIO (Job Code 089) Director of Public Works (Job Code 091)
Director of Water & Sewer Utility (Job Code 102)
Parks & Recreatio n Directo r (Job Code 132)
1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
4) The salary ranges for all other employees holding positions in classifications assigned to Unit 9 shall be increased by approx imately
5.0%.
B. Effective the first pay period of calendar year ~2026 , all salary ranges for employees holding positions in classifications assigned to Unit 9 shall remain status quobe increased by approximately 3.0%.
C. Effective the first pay period of calendar year ~2027 , all salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately ~3.0% .
D. Effective the first pay period of calendar year ~2028 , all salary ranges for employees holding positions in classifications assigned to Unit 9 shall be increased by approximately ~3.0% .
E. Effecti•;e the first pay period of calendar year 2024, all salary ranges for employees holding positio ns in classifications assigned to Unit Q shall be increased by appro:ximately 3.25%.One-Time Discretionary Payment
F.
1) In recogniti on of. and to help secure the employees' speedy ratification of this MOU, the City has exercised its discretion to provide a one-time discret ionary cash payment equivalent of $3,000 for regular employees in the bargaining unit who received two (2) rating periods of merit increase freezes . The Parties intend and understand that this lump sum payment is non-pe nsionable and will not be reported to CalPERS.
This one-time discretionary cash payment shall only be paid as follows:
Employees who were employed in a classification assigned to the bargaining unit at the time of the disbursement and who received two if..l rating periods of merit increase freezes. The one-time discretionary cash payment shall occur on the pay date associated with the first full pay period following Council approval of the MOU. 2) 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 $3.000 to all employees in the bargaining unit on the pay date associated with the first full pay period after July 1. 2028 . The Parties intend and understand that this lump sum payment is non-pens ionable and will not be reported to CalPERS .
This one-time discretionary cash payment shall only be paid as follows :
Employees who were employed in a classification assigned to the bargaining unit at the time of the disbursement. which shall occur on the pay date associated with the first full pay period after July 1, 2028.
During the term of this Agreement , the parties agree that the MOU will reopen on the issue of wages if either of the following occur~
City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
G.
1)
2)
The total ann1:1al calenda r year General F1:1nd Trans ient Occupancy Ta* (or ''TOT ") reven1:1es remitted to the City and allocated to any of the calendar years cover ed by this Agreement Equal or s1:1rpass the City 's actual total TOT revenues from March 1, 2018 to February 28, 2019 . After calendar yea r 2022 , the TOT revenues remitted to the City shall be adj1:1sted to normalize for any potential change in the TOT rate if passed by voters on the ballot for purposes of this section ; OR
Forecasted General F1:1nd deficits remain aboY0-$20 million ongo ing, as reflected in updated or revised Ten Year General Fund i;:orecasts released after d1:1ly 1, 2021.
The City agrees to pro•.•ide an 1:113date on the City 's TOT rei.•en1:1es to the Association u13on the Assoc iation 's req1:1est. In the event either of the forego ing occ1:1r, either 13arty may request to meet to disc1:1ss the subject of wages . Any changes 1.Yill be by mut1:1al agreement. The parties 1:1nderstand and agree that this will not be a meet and confer within the meaning of section 3505 of the MMBA and that neither party will ha'.•e access to any impasse reso lution procedure e*cept as m1:1t1:1ally agreed.
The parties agree to meet and confer over 1Nages in the event the City reaches agreement on a ne•.v general wage increase to be effecti'.•e during Calendar Year 2021 or 2022 with any other miscel laneous bargaining unit as part of an agreement on a successor Memorand1:1m of Understanding (MOU) . For purposes of this section, ''genera l wage increase " means a wage increase applicable to all members of the bargaining unit (not a s1:1bset), but only if that agreement does not also include an agreement for an alternative cost saving measure (incl1:1ding but not limited to 1:1npaid furlough days) . Additionally , the parties agree that this section shall not apply to any general wage increases applicab le to sworn public safety bargaining units or to miscellaneous bargaining units that are exclush,•ely funded through sources other than the General F1:1nd.
City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations -Merit Increase
Proposed Language:1
14. MERIT PAY/SALARY ADJUSTMENT SYSTEM
Merit pay adjustments, or merit increases, as provided for in the Personnel and Salary Resolution are, and will continue to be available during the term of this MOU when and if approved by the applicable Department Head and the City Manager, subject to Section.§. 14 .A and 14 .G belo1N . The Merit Pay Adjustment system shall include the following elements:
A. Each Unit 9 employee shall receive an annual evaluation. 1) Effective January 1, 2023 .. .,. the rating period for an annual evaluation for all employees in classifications assigned to Unit 9 shall be from January 1st to December 31 st of each calendar year. To the extent a Unit 9-represented employee is hired after January 1 of the calendar year. their first rating period shall commence from the date of appointment to December 31st of the calendar year.
a. effective January 1. 2023, employees holding positions in classifications assigned to Unit Q shall be ineligible for a mefit increase for the rating period ending on and behveen January 1 _ 2022 December 31 . 2022.
i. effeotiYe the first full pay period in April 2023. employees shall receive a one time discretionary cash payment of
$2,500 for regular employees (pro rated for part time
employees). for the January 1. 2022 December 31 , 2022
rating period. The Parties intend and understand that this lump sum payment is non pensionable and will not be
reported to CalPeRS .
employees hired on and between January 1. 2023 April
30. 2023 or promoted into a Unit 9 position ,...,ho were not pre\«iously represented by Unit 9 during JanuaPf 1 . 2023 April 30. 2023. shall i:>e ineligible for the one time cash payment
An employee who was promoted into a classification
represented by Unit Q in oalendar year 2022, who was
prei.iiously in a classification represented by a bargaining unit that received a onetime payment in 2022, and who
received a one time payment in 2022. shall be ineligible to receive the $2,500 one time cash payment.
1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
B.
C.
2) Effective January 1.,_.,. 2024, any merit increase that an employee may be eligible for would be effective the first pay period after July 1st of the year subsequent to the rating period.
3)
a.
a. For any employee newly hired or appointed into a classification assigned to Unit 9 after January 1st of any given year, any merit increase shall be prorated for that rating period based on when they were hired during that year. Merit increases will be prorated based on the number of full complete months the employee was employed in a classification assigned to during the rating period (i.e., if an employee was hired into a classificat ion assigned to Unit 9 on March 15th, the proration of the employee's merit increase will be calculated from April 1s1 to December 3151) .
The employee must be in a classification assigned to Unit 9 during the pay period when the merit increase is effective to receive the merit increase. -If the employee leaves City service or is in a classification not assigned to Unit Q when the merit increase becomes effecfr.,e, the employee '.e.•ill not be eligible to recei'Je it.
If the employee is subsequently in a classification not assigned to Unit Q, the employee's rating period for the annual evaluation shall be from the effective date of when they started in the classification not assigned to Unit 9-,.
Annual consideration of merit pay adjustments (or merit increases) , subject to Section 14 .G beloi.•1, with an affirmative decision by the applicable Department Head shall be required each year following the annual evaluation.
Merit pay adjustments, or merit increases, shall range from O to 5%, to be determined at the City Manager's sole discretion up to the maximum . or top, of the classification salary range. Howe•.,er, in 2016 and 2017 only, employee is guaranteed at least 2% arid, with Department l=load approval , up to 5%, subject to Section 14 .G belmv.
1) During the term of this MOU and subject to Section 14.A.2.a above. merit increases shall be as follows:
Overall Ratina Merit Increase
Unacceotable 0%
lmorovement Needed 0%
Meets Standard Min: 0%
Max: Up to approximately 1'3 of the maximum
merit increase as determined by the
Citv Manaaer
Above Standard Min: Approximately 1/ 3 of the maximum merit increase as determined by the Citv
Manaaer
City of Santa Clara
2024 CITY OF SANTA CLARA- UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
Max: Up to approximately 2/ 3 of the maximum
merit increase as determined by the
Citv Manaaer
Exceptional Min: ApQroximately 2/ 3 of the maximum merit increase as determined by the Ci!Y
Manager .
Max: Up to the maximum merit increase as
determined bv the Citv Manaaer
The term "aQproximately" as used herein shall mean a value that is exactly calculated and then rounded to two (2) decimal places (e.g., 14.7563% =
14.76%: 22.998% = 23%: 7.1234% = 7.12%).
For example, if the Ci!Y Manager determines that the maximum merit increase for the rating period is 5%. merit increases shall be as follows :
Overall Ratina Merit Increase -
Unacceotable 0%
lmorovement Needed 0%
Meets Standard Min: 0%
Max: 1.67% (approximately 1/3 of the
maximum merit increase of 5% as
determined bv the Citv Manaaer)
Above Standard Min: 1.67%
Max: 3.33% (approximate ly 2/3 of the
maximum merit increase of 5% as
deter mined bv the Citv Manaaer)
Exceptional Min: 3.33%
Max: 5% as determi ned bv the Citv Manaaer
** This is for illus trative purposes only
Effective January 1, 2024, merit increases shall be effecti•.«e on the first pay period after July 1st of each calendar year following tho rating period described abo••'!=l (i.e., if the employee's rating period is January 1, 2023 to December 31 , 2023 , any merit pay increase would be effective the first pay period after July 1, 2024).
2) Merit increases will be prorated based on the number of full complete months the employee was employed in a classification assigned to during the rating period (i.e., if an employee was hired into a classification assigned to Unit 9 on March 1511,, tho proration of the employee 's merit increase will be calculated from />.pril 1st to December 31 st}.-Durinq the term of this MOU, the City Manager (or their desiqnee) shall issue a memorandum to Department management on the parameters of any available merit increase as determined by the City Manager no later than July 31st of the rating period, for the merit increase that would be effective the first pay period after July 1st of the calendar year subsequent to the rating period. ["Merit Increase Memo']
City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
3)
4)
5)
6)
For example. for the rating period of 2025 (January 1, 2025 to December 31, 2025), the City Manager (or their designee) shall issue a memorandum to Department management on the parameters of any available merit increase as determined by the City Manager no later than July 31. 2025. for the merit increase that would be effective the first pay period after July 1, 2026.
The City Manager or designee will provide Unit 9 with a draft of the Merit Increase Memo no later than fifteen (15) days prior to issuing the memorandum. Upon request. the City Manager will meet with Unit 9 to discuss the Merit Increase maximum and Merit Increase Memo.
Annual evaluations must be completed and submitted to Human Resources between January 1st and March 30th of the year subsequent to the rating period and shall include the recommended merit increase amount. A bargaining unit member who is responsible for completing one or more annual evaluations and who fails to complete annual evaluations in a timely manner will not receive their merit increase until all assigned evaluations have been completed (non-retro). Vacancies and long-term absences of assigned evaluators will be addressed on an as-needed basis.
If an annual evaluation is completed and submitted after March 301h, the merit increase for the evaluated employee will be effective the first pay period after July 1st of that calendar year. For example, if the evaluation for Employee A is not completed until October of 2025. any merit adjustment associated with the evaluation will be retroactive to the first pay period following July 1, 2025.
Implementation of Merit Increases. The City Manager or their designee will review and authorize recommended Merit Increases. So long as the recommended merit increase is consistent with the ranges established in the appropriate Merit Increase Memo and/or consistent with the information contained in the performance appraisal. the City Manager will normally adopt the Evaluator's recommendation without modification. However, where the City Manager believes the recommended merit increase needs to be adjusted, the City Manager will provide an explanation for the adjustment.
For the rating period of 2024 (January 1, 2024 to December 31. 2024), the City Manager (or their designee) shall issue a memorandum to Department management on the parameters of any available merit increase as determined by the City Manager no later than after the second full pay period after City Council approval of this MOU. for the merit increase that would be effective the first pay period after July 1, 2025.
The maximum merit increase for the rating period of 2024 shall be 4%, and, subject to Section 14.A.2.a above. shall be as follows:
0%
City of Santa Clara
Merit Increase for 2024
2024 CITY OF SANTA CLARA- UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
Q.
lmorovement Needed 0%
Meets Standard Min: 0%
Max: 1.33% {aggroximately 1/ 3 of the
maximum merit increase of 4% as
determined bv the Citv Manaaer)
Above Standard Min: 1.33%
Max : 2.67% (aggroximately 2/ 3 of the
maximum merit increase of 4% as
determined bv the Citv Manaaer)
Excegtional Min: 2.67%
Max: 4% as determined bv the Citv Manaaer
7) Effective January 1, 2029 , Sections 14.C (1-3) shall expire and no longer be in effect.
In 2016 , employees are eligible for a merit pay adjustment based on an evaluation prepared by February 2, 2016 , which date will be their merit pay anni•.,ersary each year going fo,ward .
1)
2)
3)
NotwithstanEling D. above , for employees that ha1•1e been employed a full '/ear as of Februal)' 2, 2016 , they will be eligib le on their actual anniversary date , 1Nhich shall also be their merit pay anniversary date thereafter .
Notwithstanding D. abo¥e, for employees that receive a merit increase bet\f.•een January 1, 2015 and February 2, 2016 , the date of their last merit increase shall be their new merit pay anniversary date.
If a Department Head has not completed an ei.•aluation in time for a merit adjustment by an employee 's anni•.iersary date (February 2, 2016 for most employees) , the applicable merit pay adjustment once determined shall be made retroacti'le to the first f.ull pay period following the anniversary date (and to February 2, 2016 in 2016 for those persons whose anni•;ersary4ate is February 2, 2016) .
€Q. Subject to Section 14 .G below , the The City shall not suspend or freeze consideration of merit pay adjustments for Unit 9 employees unless step increases are suspended or frozen for all bargaining units that utilize a step system.
F!;. The City and Unit 9 may, by mutual agreement, meet to discuss potential changes to the merit pay system and/or movement toward a step pay system more like other bargaining units.
G. Effective January 1, 2021 , employees holding posit ions iFI classifications assigned to Unit 9 shall be ineligible for a merit increase for the next two (2) consecutive rating periods . This means that an employee in Unit 9 shall not be eligible for a merit increase until the third rating period after January 1, 2021 , and after the employee has skipped two (2) consem:1tive rating periods where they did not receive a merit increase . Employees with a rating period that ends before January 1, 2021 , will be eligible for a merit increase for that rating period pursuant to the City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
Pe!:sonnel and Salary Resolution, even if such merit increase (if any) is not appro,..ed until after January 1, 2021.
1) Employees hired or rehired or promoted or reclass ified on or after Jammr, 1 1, 2021 , and until on or before December 31 , 2022, into positions in classifications assigned to Unit 9 shall be ineligible for a merit increase for the first two (2) consecuti>,e rating periods . This moans that an employee hired or rehired OF promoted between January 1, 2021, and December 31 , 2022 , will not be eligible for a merit increase until the employee's third ratin9 period with the City after the employee was hired or rehired or promoted or reclassified into positions in classifica tions assigned to Unit 9. (a)
(b)
(c)
A curren t acti',e City employee promoted or reclassified from another bar9aining unit into a position in a classification assi9ned to Unit Q between January 1, 2021 , and December 31, 2022 , shall be ineligible for a merit increase until the employee's third rating period from the effocti,..e date of the promotion or reclassification .
A current active City employee hold ing a position in a classification assigned to Unit 9 as of the effecti•.1e date of this agreement >Nh-o-+s promoted OF reclassified into or accepts another position in Unit 9 between January 1, 2021 , and December 31 , 2022 , shall be ineligible for a merit increase unless the employee has skippod-twe (2) consecutive rating periods where they did not recei•,e a merit increase since January 1, 2021.
Nothing in this Section is intended to prohibit a pay increase that may result from a current active City employee being promoted or reclassified into a position in a classification assigned to Unit 9.
City of Santa Clara
2024 CITY OF SANTA CLARA - SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Counterproposal to Unit 9 Proposal on Deferred Compensation (TBD) Proposed Language: 1
(NEW) DEFERRED COMPENSATION
A Effective December 22, 2024 (the first pay period of calendar year 2025), the City shall contribute $300 per month to the City's deferred compensation plan on behalf of each represented employee enrolled in the City's deferred compensation plan. An employee must be in paid status and be enrolled in the City's deferred compensation plan at the time of the contribution in order to receive the City's contribution. If an employee enrolls in the City's deferred compensation plan after the first pay period of calendar year 2025 or the first full pay period after council approval, whichever comes later, the City will commence contributions on the first full pay period after the employee is enrolled and it shall be not retroactive.
1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA- SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Counterproposal to Unit 9 Proposal on Holidays (Section 4) [April 1, 2024] Proposed Language: 1
Modify Section 4 as follows:
4. Holidays
A. Employees shall be provided the following 13 annual paid holidays (computed on the eight hour per day pay rate t.,-
1. New Year's Day
2. Martin Luther King Jr. Day
3. Presidents Day
4. Spring Holiday
5. Memorial Day
6. Indepe ndence Day
7. Labor Day
8. Admiss ion Day
9. Indi!:!.enous Peop le Day
I 0. Veteran s Dav
I I. Thanksgiving Da
12. Day after Thanksgiving
13. Christmas Day
A-:-8. Any additional permanent holidays designated by the City Council will be afforded !Q_represented employees of Unit 9. Additional permanent holidays under this section shall be defined as a holiday on which City offices are closed. -B-:C. Additionally, effective December 2020, the City shall provide 32 hours for four additional paid holidays between December 25th and January 1st of the following calendar year. If there are more than four working days between December 25th and January 1st 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 days 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.
1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
Pagel of 1
2024 CITY OF SANT A CLARA - SANT A CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Counterproposal to Unit 9 Proposal on Vacation Accrual and Usage (Section 6) Proposed Language : 1
Modify Section 6 as follows:
6. Vacation Accrual and Usage
Represented employees will be entitled to use vacation as it is earned under the following conditions:
A. Vacation may not be taken during the first 6 months of regular employment.
B. Vacation will be earned on a bi-weekly basis (1/26 of the yearly accrual) provided that the employee is in a paid status for at least 2/3 of the hours (53..4 hours) of that pay period.
C. Accrued vacation time will be paid off regardless of term of employment.
D. Annual and maximum vacation accrual rates, calculated to four decimal points for accuracy, are as follows:
COMPLETED ANNUAL MAXIMUM VACATION
YEARS OF SERVICE ACCRUAL ACCRUAL LIMIT
1 through 4 80 hours 480 hours
5 through 9 120 hours 480 hours .
10 through 15 168 hours 480 hours
16 through 20 176 hours 480 hours
21 years+ 192 hours 480 hours
E. Maximum Vacation Accrual Limit - Employees are limited to the maximum accrual of vacation as defined. The current vacation balance , the annual accrual and the current pay period usage are all shown on the employees' pay check stub and are the responsibility of the employee to track for compliance with this provision.
I) Effecth ·e December 27, 2020 (the first pay period of calendar year 2021) the Maximum Vacation Accrual Limit as deseribeEI in Section 6.D abo, •e 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA- SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
shall be temporarily suspended for tv<'o (2) years until d~e end of the last pay period of calendar year 2022. Employees may continue to accrue ,·acation above lhe MaJtim1:1m Vacation Accrual Limit until December 24 2022 (tl<ie end of the last pay period of calendar year 2022) . 2) EffeetiYe December 25, 2022 (the first pay period of calendar yea1· 2023), Eemployees shall not be allowed to accrue vacation above the Maximum Vacation Accrual Limit.
~ 1) Temporary Suppl ementa l Vacation Acc rual - Effective December 25, 2022 (the first pay period of calendar year 2023) , employees holding positions in classifications assigned to Unit 9 shall be eligible for the Temporary Supplemental Vacation Accrual. The Temporary Supplemental Vacation Accrual is a separate vacation balance subject to the following:
a) Effective December 25, 2022 , all unused accrued vacation hours above 40-0 350 hours as of December 24, 2022 (the last pay period of calendar year 2022) shall be placed in the Temporary Supplemental Vacation Accrual balance.
(i) The following is only an example of the Temporary
Supplemental Vacation Accrual described above ,
and any figures are for illustration purposes only
and assumes the employee does not use vacation.
Issue Hours
Vacation Balance as of December 24, 2022 500
the last a eriod of calendar ear 2022)
Hours to be placed in 4-00-150
Temporary Supplemental Vacation Accrual
Vacation Balance as of December 25, 2022 -400 350
the first a eriod of calendar ear 2023
Hours that can be accrued in 80130
calendar ear 2023
Hours that can be accrued above the 0
Maximum Vacation Accrual Limit of 480 hours
b) The Temporary Supplemental Vacation Accrual balance
may not be increased.
c) Subject to supervisory approval, any accrued vacat ion hour and Temporary Supplemental Vacation Accrual
hours shall be available for use to the employee until the accrued vacation balance and Temporary Supplemental
Vacation Accrual balance has been exhausted.
City of Santa Clara
2024 CITY OF SANTA CLARA-SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
d) If an employee leaves or retires from City service, any unused Temporary Supplemental Vacation Accrual hours
shall not be subject to the terms of Section 6.1 below. Any accrued but unused Vacation hours and Temporary
Supplemental Vacation Accrual hours will be cashed out
upon the employee's retirement or other separation from City service. If permitted by the City's deferred
compensation plan and applicable law, the separating
employee may elect to contribute all or a portion of their accrued but unused Vacation hours and Temporary
I
Supplemental Vacation Accrual hours to their deferred
compensation account by submitting a written request no later than 30 days prior to their separation from City
service.
e) An employee must first use their Temporary SupplemeAtal Vacation Accrual for any vacation lem'e taken until the Ten=iporary Supplen=ieFttal Vacation Accnml balance has been e~chausted s1:1b:ject to super.1isory appro¥al.
f)~ An employee must use their Temporary Supplemental
Vacation Accrual for any leave of absence until the
Temporary Supplemental Vacation Accrual balance has
been exhausted subject to any requirement that sick leave be utilized first.
~f} An employee may not be on unpaid status until the
Temporary Supplemental Vacation Accrual balance has
been exhausted and must use their Temporary
Supplemental Vacation Accrual until the Temporary
Supplemental Vacation Accrual balance has been
exhausted, with the exception of any formal disciplinary action pursuant to the City's Civil Service Rules.
F. Vacation may be used in one-tenth (1110th) hour increments.
G. Employees who begin work prior to July +si--~ or continue to be employed after the first calendar year of employment are required to use at least one-half of the vacation accrued during the prior calendar year during the current calendar year.
City of Santa Clara
2024 CITY OF SANT A CLARA - SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
H. Subject to having a sufficient balance of accrued vacation available, an employee may, on a twice per year basis, request to be paid at his/her current hourly pay rate for a total combined maximum of 80 hours of accrued vacation,.
I. In lieu ofreceiving a vacation-leave cash payout at retirement, the Miscellaneous Unclassified Management Employees may vote to roll accrued vacation leave hours (except for any hours in the Temporary Supplemental Vacation Accrual balance) into the employee's VEBA account, subject to Association compliance with Federal rules associated with employee contributions of vacation leave to their VEBA accounts.
City of Santa Clara
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANT A CLARA
AND
UNCLASSIFIED MISCAELANOUS MANAGEMENT EMPLOYEES (UNIT 9) AMENDMENT TO DECEMBER 15, 2019- DECEMBER 31, 2024
MEMORANDUM OF UNDERSTANDING (MOU)
The City and the Miscellaneous Unclassified Management Employees (hereafter, "Unit 9") agree to amend the current Memorandum of Understanding (hereafter , "MOU"), with a term of December 15, 2019 - December 31, 2024, as follows:
(A) Health Insurance
7. HEAL TH INSURANCE PREMIUM S
A. For eFT1plo:;eos wl=lo onr-ell in a City effored heal~l=I 13lan and whose l:lone#ils oxsoee tho total of tl'le City's Health Flex Contribution, Additional Health FleK Contribution, and/or Regular Flex Contribu tion applisaele ta tl:le 0FT1ployoo and as Elessrieoe below, tho ealanso of tho eenofits shall be paid ey a salary deduction from tl:io pay of the indii.•idual ernpleyee.
The City currently contracts with the Californ ia 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 employee s. EJigibility 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 contributi on towards medical insurance benefits for each eligible employee shall be the minimum contribu tion 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 benefi ts 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 contributi on towards medical insuran ce benefits that is equal to the PEMHCA minimum contribution provided to an active employee under this Section.
Unit 9 Side Letter Agreement - Health Insurance
September 4, 2024
B. Definitions. For purposes of this section:
1) "Full-time employee" refers to an employee whose regular schedule is at least 30 hours per week.
2) uFull-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. Hoallh Flex Conlfib1,dion
1) The City offeFS full time employees a Health Flmc ContribLAion to ,:iut tGware tho payment of a City offoroel l=loallf:I i:>lan. The City shall moelify tAe l=lealth FISK Contr:ibution easl=I calendar year usin!:]1 tho Rate of Pay Safa Harbor (basoel on tho lowest base pay of any fulltfrne position 001,erod l:>y this MOU) to ens1:1re tl=le Cit,•'s offereel soi.•erage is Ma#ordable." Tl:10 City oontrib1:1tos the staMorily reei1:1ired minimum contribution unaer tho Pulalio ER'lployees Meelisal anel l=losi:>ital Caro Aot (PEMHCA) as dotor:mineel lay CalPERS in easl=i calendar year. It is un_der&tood ana agreed tl=lat tl=le Health Flox Contribution dossFibed in this J;Jaragraph shall tao oei1:1al to or exseed the City's stat1:1torily req1,1ired rninim1:1m PEMHCA sontrlb1,ltionA 2) Employees may not reoei•Je all or any portion ef the Health Flex Contribution as oasl=I or any other ta:>Eablo benefit, and ffiust apply tAo Health Flex Contrieutlon to City offered health laonofils. Employees who do not enroll in City offered health beneffls i.•1ill Rot resoi¥o any of tho Hoaltl:l Flex CoRtribYtiens.
C. Additional Health Fie:>< Contribution
1) Full tiR'le eR'lployees who enroll In a City healtl=I plan fer whiol=I the preFRh::1m aR'101:1nt Is more than $946.86/FRonth shall recei•Jo an Addltienal Health FIO>E C0Rlfib1:1lion in tho am01:1nts dos6Fibod in tl=lis sestion. 2) Employees FRay not resoi¥o all or any portion of tl=lo Additional Health Flo* ContrieuUon as sast:i or any other taxable eonefit, and must apf:)ly the Additional Health Flex ContFila1:1tion to City offered health eonefits. emf:)loyeos who do not enroll in City offered l=loallt-l benefits will not roGOi¥e any of tho /\EldiUonal Health Flex Contrib1:1tiens.
3) Effesti1Je Jan1:1ary 1, 2020, full time employees ,.,.,1=10 enroll in a City f:leallh plan far which tAe promi1:1m aFR01:1nt is ffiOF0 than $048.86Jr:rtonth shall roceii.•o an J\,dditional Health P:lo:>< Contribwtion. Tl=io Additional l=loaltA Flex Contribution, when adeled to tho Hoaltl:l Flex Contrieution described in tho ,:irior soGtion anEi the Rog1,llar Flex Contrib1:1tion dossribea l=loreln, shall not exceed $200 per R'IOntfl o¥or tl=le Kaiser effiployeo only promil.iffl amount for tl=le applicable year. :1
.i ,I\£ an oX:aFRple, fer :m:m, Iha PeMleiCA. R'linlmwFR Is appmximalel)' $139/-FRenlh ans the l:=lealth !=lex CoAtfibYlion is $139.QQJFAenth, Whish inGll:1886 lRO Pl:MHC.•\ rnlnln:ll:IFA af $139/n:1onlh, Unit 9 Side Letter Agreement- Health Insurance
September 4, 2024
4) e#o6t41Je January 1, 2023, full time employees:
(a) Who enFOII m a City health plan for 6rnployoe Only coi,,erago for whist'! tl'te pFOmium amount is FAOFO than $Q46.8aJFAonth shall rocei¥e an /1.EIElitional Healtl:l Fl01< Gon8ibuUon to be p1,1t towafds the premiuFR amount. The City will proi,,iElo an AEIElitional Health Flex Contribution amount that, wl:ton aEleled to tho Moalth Flex Gontrie1,1tion doscribeEI aboi,,o anEI tho Regular Flex Gontrib1.:1tion Eloscrlbed hoi=ein, shall not oxcooel $200 130r month o•Jor the Kaiser employee only premium ame1,1nt fer tAo af:)plicaele year. (e) \•\/ho enFell in a City l=lealth 13lan for 6mployoo Plus Ono coverage or Emi:>leyee Pll:ls liamily co•,erage for which the pFemi1:1m arno1:1nt is moFe than $Q46.86!moflth shall roooi11e an AElditienal Health Flex Gentribution to bo J:JUt towarcls the f:>FeFRium amount. The Additional Health FleM Contribution, when addeel ta tho Health Flmc Contribl:ltion Eloscribo<:1 aeo110 and the Reg1:1lar Flex Contribution sessribed heroin, sl=lall not exceed an amo1:1nt equal to 100% of tho Kaiser Employee Plus Ono rate for the applicable year.
D. Ro§1:1lar Flm< Contribution
1) Tho City will proYide full time employees a R-egular Flex Contribution equal to $946.86 less the Heallh Flex Contribution. a..ER=iployees may use the Reg1:1lar Fl~ Contribution to f)ay for health benefits offeree 1:1neer tl=le City's Section 125 plan or may opt to FOC8Ple any or all of the Regular Flex Gonh=ibutien as t~aelo cash. .'\n eR=ii:>loyoo will roooi•Je a Reg1:1lar FloK Gontrie1:1tion \',•hether or not he,1she enFOlls in City offereEI health benefits and notwitl:istaneling tho prm•isions of Seotion 7.6. below.
2) Employees hired or rehired on or after January 1, 2023, who ohooso not to enroll in a City healU:i plan are not eligible ~r a Reg1:1lar Flex Gontributien. oi-As aA e1«1mple. fer 2020, 11:ie AseitieAal l=toalU:i i;:1~ ContFibullon is appro*imatoly $23.70/monlh lo lhose insiviEluals sinee $200 over the Kaiser empleyee ORiy premium affleunt in 2020 is appro~dmately ~
Unit 9 Side Letter Agreement - Health Insurance
September 4, 2024
C. Health Insurance Contributions
1) Effective January 1. 2025. the City shall make a monthly contribution to the City's flexible benefit plan which , taken together with the mandatory PEMHCA contributio n, 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.
eD. Cash In Lieu
1) Full-time employees hired before January 1, 2023, who choose not to enroll in a City health plan for a plan year, and meet the requirements set forth below shall receive a Cash in Lieu amount per month for that plan year equal to $946.86 mim.1 s the Reg1,llar ~lex C0Rlfi l:l1:1Uon as oalo1:1lated eaoh oaloRdar year. 4-_A full time employee hired before January 1, 2023, who enrolls in coverage for a plan year, shall be treated in accordance with Sections 7.A-D and will not receive Cash in Lieu for that plan year.
2) Full-time employees hired or rehired on or after January 1, 2023, who choose not to enroll in a City health plan for a plan year, and meet the requirements set forth below, shall receive a Cash in Lieu amount for that plan year equal to $250/month. A full-time employee hired on or after January 1, 2023, who enrolls in coverage for a plan year, shall be treated in accordance with Sections 7.A-D and will not receive Cash in Lieu for that plan year.
3) For employees whose regular work schedules are 30 or more hours per week but less than 40 hours per week. the Gash in Lieu amount shall be prorated as described in Section 7.F below.
4) Requirements : In order to receive Cash in Lieu of health coverage , an employee must sign 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 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 through another source (other than coverage in the individual market, whether or not obtained through Covered California).
Unit 9 Side Letter Agreement- Health Insurance
September 4, 2024
(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 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.
{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 Alternative Required oovei:ageCoverage, or if the conditions in this paragraph are not otherwise satisfied.
(f) 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.
~~ - Flexible Spending Account {IRS Section 125 Plan)
The City has established a Flexible Spending Account benefit (IRS Section 125 Plan) for employees, which provides accounts in which employees may contribute pre-tax dollars for dependent care and un-reimbursed medical expenses.
This Plan will follow the regulations outlined by the Internal Revenue Service. Detailed information will be available in the Summary Plan Document. This Plan is voluntary and participating employees will make pre-tax salary reduction elections to fund the plan.
E G. Proration of Benefits;.
For employees who may be eligible for benefits but work less than 40 hours per week, benefits shall be prorated based on the employee's full-time equivalent (FTE) level.
Effective January 1, 2025. the Health Flex Contribution and Regular Flex Contribution shall no longer be in effect.
3-A& an mcample. fur 2020, the Ref!wlar Flex Conlribullan fur emplayees wha are re§wlarly ssheElwled ta work 40 h01,1FS per wool< is appr~imately $8Q7.86tmantl:l. 4As an example, for 2Q2Q. the Casi'! In Ue1,1 amount is appFOidmately $139.QQtmontl'I fer emplayoes wl'la are ret=Jularly ssheElule£4 ta wark 40 ha1:1R3 per week.
Unit 9 Side Letter Agreement - Health Insurance
September 4, 2024
(B) This Side Letter Agreement shall not establish precedent for future agreements and shall not be construed or implied to obligate the City or Unit 9 to enter into any similar agreements In the future.
(C) This Side Letter Agreement that amends the current MOU shall become effective after it is adopted by the City and signed by all parties below.
FOR THE CITY:
Charles
Sakai
Charles Sakai
Digitally signed by
Charles Sakal
Dale: 2024.09.04
10:06 :13 -07'00'
City of Santa Clara
Date
FOR UNIT9:
Christophe ~,!'~9:J:!'oo
r Jackson
Dale: 2024 .09.04
12:52 :56 -07'00'
Chris Jackson
President, Unit 9
Date
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations - XXXXXXX
Proposed Language: 1
15. EMERGENCY PAID LEAVE PROGRAM
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 Unit 9 Board and the City 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 Unit 9 Board of Directors and their determination shall be final.
B. Method of Donation
1)
2)
3)
4)
5)
6)
7)
Contribution of vacation will be computed at the employee's base hourly rate of pay (excluding premium or specialty pay).
Contribution may be made from earned vacation, 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 : accounting of such fund shall be provided to the Unit 9 Board of every six (6) months . 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, appointed Council officers, and the elected City Clerk may contribute earned vacation, or cash to the Emergency Paid Leave Pools of other City bargaining groups.
When an employee requests a retiremen t separat ion and they provide notice to the Human Resources Department , to the extent possible , they 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
will be provided with notice that they can donate sick leave to the Emergency Paid Leave Pool.
C. Use of Pool
1) Employee must have a verified emergency need for time off to request Emergency Paid Leave from the pool. 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 of 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. 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. Non-medical emergencies shall be verified by certification acceptable to the Board and shall include the anticipated duration of the emergency.
2) Employee must have exhausted appropriate paid leave (sick leave including eligible conversion to vacation or vacation) prior to becoming eligible to request emergency paid leave benefits from the pool. 3) The maximum time available from the pool (subject to the assets of the pool) will be 320 hours (four [4] 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.
4) Emergency Paid Leave will be deducted from the pool based upon the employee's base hourly rate of pay (excluding premium or specialty pay). 5) Emergency Paid Leave hours will be made available for use in the pay period following approval by the Miscellaneous Unclassified Management Employees' Emergency Paid Leave Board.
6) 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. 7) 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.
City of Santa Clara
2024 CITY OF SANTA CLARA - SANT A CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Counterproposal to Unit 9 Proposal on Bereavement Leave (Section 17) [April 1, 2024] Proposed Language: 1
Modify Section 17 as follows:
17. 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. Employees are eligible to receive up to forty (40) hours of bereavement leave in the event of the death of a parent, child, or sibling of the employee, employee's spouse or employee's domestic partner (including, in each case, step, adoptive and inlaw), spouse or domestic partner; 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 up to one (I) work day (regardless of shift assigned) of bereavement leave in the event of the death of a great-grandparent, greatgrandchild, 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. The bereavement leave benefit is based on each death occurrence and is not charged to the Salary Adjustment Form. A II leave must be used within one (I) vear following the death of an eligible person.
C. 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. At the request of the City, the employee will provide verification. 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
Page I of I
2024 CITY OF SANTA CLARA- SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Counterproposal to Unit 9 Proposal on Next Memorandum of Understanding (Sec. 30) [April 1, 2024]
Proposed Language: 1
Modify Section 30 as follows:
30. Next Memorandum of Understanding
SECTION 30 NEXT 1-\4EMORANDUM OF UNDERSTi .... ~DJNG
Unit 9 •...-ill submit its proposals for a Memorandum of UnderstaAdiRg :for the tem'I cornmencing at the expiration of this Memorandum of Understandiflg no later than January 31 , 202<1. 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
Page I of I
SIDE LETTER AGREEMENT
BETWEEN
THE CITY OF SANT A CLARA
AND
UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES
(UNIT 9)
AMENDMENT TO January 1, 2025 - DECEMBER 31, 2028
MEMORANDUM OF UNDERSTANDING (MOU)
The City and the Unclassified Miscellaneous Management Employees (hereafter, "Unit 9") agree to amend the current Memorandum of Understanding (hereafter, "MOU"), with a term of January 1, 2025 - December 31, 2028, as follows:
A. Wellness
1. No later than July 1, 2025, the City will meet with Unit 9 to discuss the implementation of a City-wide Wellness Program.
B. This Side Letter Agreement shall not establish precedent for future agreements and shall not be construed or implied to obligate the City or Unit 9 to enter into any similar agreements in the future.
C. This Side Letter Agreement that amends the current MOU shall become effective after it is adopted by the City and signed by all parties below.
FOR THE CITY:
Jovan Grogan
City Manager
Charles Sakai
City of Santa Clara
Date
Date
FOR UNIT9:
Chris Jackson
President, Unit 9
Date
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations - Tuition Reimbursement Program Proposed Language:!
(NEW) TUITION REIMBURSEMENT PROGRAM
Pursuant to the provisions of the City Manager's Directive (CMD) 26 - Tuition Reimbursement Program, full-time employees represented by Unit 9 are eligible to participate in the program. Participation in the program must follow the guidelines outlined in CMD 26 and are subject to use of available funds in the Departments budget 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA- SANTA CLARA UNCLASSIFIED MISCELLANEOUS MANAGEMENT (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations
City Proposal to Unit 9 Proposal on Resident Status (Section TBD) Proposed Language:1
(NEW) RESIDENT STATUS
For the duration of the 2025 - 2028 MOU, the City will maintain a pilot program whereby an employee represented by Unit 9 will be permitted to pay the "resident" rate rather than the non-resident rate for City Parks & Recreation programs and activities so long as the employees sign-up or participation will not interfere with a resident's access to or ability to participate in the applicable program or activity.
1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
Page I of 1
2024 CITY OF SANTA CLARA - UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
CITY and Unit 9 Negotiations - Grievance Procedure
Proposed Language:!
(NEW) GRIEVANCE PROCEDURE
A. Any dispute between the City and Unit 9 regarding the interpretation or application of this written Memorandum of Understanding, or City rules, regulations, procedures and policies shall be considered a grievance.
B. A grievance may be initiated only by the employee directly affected, or by a Unit 9 representative. A grievance does not include or apply to discipline or to performance evaluations. Also, a complaint of discrimination, harassment or retaliation shall not constitute a grievance under this provision; rather such complaints should be reported to the Human Resources Department. Unit 9 also agrees that neither Unit 9 nor employees may grieve performance evaluation decisions or decisions regarding alternative work schedules. Unit 9 shall be provided with copies of responses to individual grievances.
C. STEP 1
Step 1 of the process is the informal discussion between the employee and his/her supervisor (up to and including the department head). The grievance must be presented in writing within twenty-one (21) calendar days following the event or events on which the grievance is based. The supervisor shall make whatever investigation is necessary to obtain the facts pertaining to the grievance. Within twenty-one (21) calendar days after receiving the written grievance, the immediate supervisor shall give the employee a written response. If the employee is not satisfied with the response of the immediate supervisor, the Unit 9 representative or employee may appeal the grievance.to Step 2.
D. STEP 2
1) If the employee desires to appeal the grievance to Step 2, the grievance shall be reduced to writing and presented to the Department Director within five (5) working days following the receipt of the immediate supervisor's written response.
2) To ensure clear communication and assist in resolving the grievance, the written grievance shall contain the following information:
• A clear statement of the problem.
• The alleged facts upon which the grievance is based.
The section of the MOU claimed to have been violated and the specific violation claimed.
• The remedy requested by the grievant.
3) The Department Director, or designee, may arrange a meeting between the Director (or designee), the employee and the appropriate Unit 9 1 The proposed language is subject to review and approval by the City Attorney's Office City of Santa Clara
2024 CITY OF SANTA CLARA- UNCLASSIFIED MISCELLANEOUS MANAGEMENT EMPLOYEES (UNIT 9) NEGOTIATIONS
representative (if the employee elects a representative), and may include the immediate supervisor to attempt to resolve the grievance. The Department Director, or designee, shall provide a written decision to the employee within ten (10) working days following receipt of the written appeal to Step 2. If the employee is not satisfied with the decision, the Unit 9 representative or employee may appeal the grievance to Step 3.
E. STEP 3
1) If the employee desires to appeal the grievance to Step 3, the Unit 9 representative or employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the Municipal Employee Relations Officer or designee within ten (10) working days following receipt of the written decision at Step 2. 2) Within ten (10) working days after receipt of the appeal to Step 3, the Municipal Employee Relations Officer or designee shall schedule a meeting with the employee, the appropriate Unit 9representative if the employee elects a representative, and the Department Director or designee to discuss the matter. A written decision shall be provided within ten (10) working days following the meeting.
3) If the decision of the Municipal Employee Relations Officer or designee is unsatisfactory, the Unit 9 representative or employee may appeal the grievance to Step 4.
F. STEP4
1) If the employee desires to appeal the grievance to Step 4, the Unit 9 representative or employee shall indicate in writing the reason for the appeal and present it along with the original written grievance to the City Manager within ten (10) working days following receipt of the written decision at Step 3.
2) Within fifteen (15) working days, the City Manager, or designee, shall review the entire matter and schedule a meeting with the employee and the appropriate Unit 9 representative if the employee elects a representative.
A written decision shall be given to the employee or the appropriate Unit 9 representative within ten (10) working days following the meeting.
The City Manager's determination shall be final.
H. The parties agree that the time limits set forth herein are of the essence of this procedure. Time limits may be extended only by written mutual agreement of the parties.
I. This grievance procedure is the exclusive grievance procedure for employees in Unit 9.
City of Santa Clara
City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/22/2024
Approved 11/19/2024
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Accounting Division Manager 109 9 86.872788 $ 15,057.95 $ 180,695.40 $ 112.422346 $ 19,486.54 $ 233,838.48 $ Asst Building Official 222 9 92.595404 $ 16,049.87 $ 192,598.44 $ 119.838923 $ 20,772.08 $ 249,264.96 $ Asst City Attorney 015 9 107.617442 $ 18,653.69 $ 223,844.28 $ 139.274423 $ 24,140.90 $ 289,690.80 $ Asst City Clerk 010 9 81.924000 $ 14,200.16 $ 170,401.92 $ 106.009615 $ 18,375.00 $ 220,500.00 $ Asst City Librarian 012 9 93.769673 $ 16,253.41 $ 195,040.92 $ 121.350462 $ 21,034.08 $ 252,408.96 $ Asst City Manager 016 9 138.876519 $ 24,071.93 $ 288,863.16 $ 179.714250 $ 31,150.47 $ 373,805.64 $ Asst Dir Of Community Dev 038 9 105.985442 $ 18,370.81 $ 220,449.72 $ 137.780769 $ 23,882.00 $ 286,584.00 $ Asst Dir Of Electric Util 021 9 127.039442 $ 22,020.17 $ 264,242.04 $ 164.405538 $ 28,496.96 $ 341,963.52 $ Asst Dir Of Finance 022 9 101.105192 $ 17,524.90 $ 210,298.80 $ 130.845635 $ 22,679.91 $ 272,158.92 $ Asst Dir Of Human Resources 018 9 101.105192 $ 17,524.90 $ 210,298.80 $ 130.845635 $ 22,679.91 $ 272,158.92 $ Asst Dir Of Pub Works/City Eng 071 9 111.497827 $ 19,326.29 $ 231,915.48 $ 144.295269 $ 25,011.18 $ 300,134.16 $ Asst Dir Of Water & Sewer Util 014 9 100.072731 $ 17,345.94 $ 208,151.28 $ 129.516115 $ 22,449.46 $ 269,393.52 $ Asst Fire Chief 024 9B 144.731423 $ 25,086.78 $ 301,041.36 $ 187.309038 $ 32,466.90 $ 389,602.80 $ Asst Fire Marshal 026 9B 111.007846 $ 19,241.36 $ 230,896.32 $ 143.657250 $ 24,900.59 $ 298,807.08 $ Asst Fleet Manager 046 9 60.779942 $ 10,535.19 $ 126,422.28 $ 78.649269 $ 13,632.54 $ 163,590.48 $ Asst Police Chief 027 9A 153.086596 $ 26,535.01 $ 318,420.12 $ 190.489673 $ 33,018.21 $ 396,218.52 $ Asst To The City Manager 028 9 98.837654 $ 17,131.86 $ 205,582.32 $ 127.903269 $ 22,169.90 $ 266,038.80 $ Audit Manager 201 9 83.633538 $ 14,496.48 $ 173,957.76 $ 108.231519 $ 18,760.13 $ 225,121.56 $ Battalion Chief 036 9B 119.595692 $ 20,729.92 $ 248,759.04 $ 154.762212 $ 26,825.45 $ 321,905.40 $ Battalion Chief 24 Hrs 036S 9BS 81.357610 $ 19,742.78 $ 236,913.36 $ 105.280426 $ 25,548.05 $ 306,576.60 $ Budget & Treasury Division Mgr 113 9 86.872788 $ 15,057.95 $ 180,695.40 $ 112.422346 $ 19,486.54 $ 233,838.48 $ Building Maintenance Manager 041 9 76.932288 $ 13,334.93 $ 160,019.16 $ 99.559788 $ 17,257.03 $ 207,084.36 $ Building Official 042 9 101.861019 $ 17,655.91 $ 211,870.92 $ 131.817404 $ 22,848.35 $ 274,180.20 $ Cemetery Operations Manager 045 9 61.518750 $ 10,663.25 $ 127,959.00 $ 79.611462 $ 13,799.32 $ 165,591.84 $ Chief Asst City Attorney 037 9 123.759750 $ 21,451.69 $ 257,420.28 $ 160.165558 $ 27,762.03 $ 333,144.36 $ Chief Electric Utility Officer 108 9 159.713192 $ 27,683.62 $ 332,203.44 $ 206.682346 $ 35,824.94 $ 429,899.28 $ Chief Operating Officer 311 9 159.713192 $ 27,683.62 $ 332,203.44 $ 206.682346 $ 35,824.94 $ 429,899.28 $ City Attorney 060 Appointed 165.865385 $ 28,750.00 $ 345,000.00 $ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 1 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/22/2024
Approved 11/19/2024
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual City Auditor 067 9 101.105192 $ 17,524.90 $ 210,298.80 $ 130.845635 $ 22,679.91 $ 272,158.92 $ City Clerk 063 Elected 1,500.00$ 18,000.00 $ City Council Member CNCL Elected 2,000.00$ 24,000.00 $ City Librarian 066 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ City Manager 069 Appointed 201.067673 $ 34,851.73 $ 418,220.76 $ Communications & Outreach Mgr 083 9 69.839654 $ 12,105.54 $ 145,266.48 $ 90.375173 $ 15,665.03 $ 187,980.36 $ Communications Operations Mgr 068 9 79.139019 $ 13,717.43 $ 164,609.16 $ 102.414404 $ 17,751.83 $ 213,021.96 $ Compliance Manager 081 9 70.939615 $ 12,296.20 $ 147,554.40 $ 91.799135 $ 15,911.85 $ 190,942.20 $ Contracts Manager 342 9 78.201000 $ 13,554.84 $ 162,658.08 $ 101.192942 $ 17,540.11 $ 210,481.32 $ Deputy City Attorney I 170 9 67.254981 $ 11,657.53 $ 139,890.36 $ 87.034673 $ 15,086.01 $ 181,032.12 $ Deputy City Attorney II 172 9 78.464192 $ 13,600.46 $ 163,205.52 $ 101.543827 $ 17,600.93 $ 211,211.16 $ Deputy City Clerk 178 9 60.574096 $ 10,499.51 $ 125,994.12 $ 78.396692 $ 13,588.76 $ 163,065.12 $ Deputy City Manager 079 9 108.724212 $ 18,845.53 $ 226,146.36 $ 140.691519 $ 24,386.53 $ 292,638.36 $ Deputy Fire Chief 080 9B 131.573423 $ 22,806.06 $ 273,672.72 $ 170.282250 $ 29,515.59 $ 354,187.08 $ Deputy Director 176 9 88.013192 $ 15,255.62 $ 183,067.44 $ 113.900250 $ 19,742.71 $ 236,912.52 $ Development Project Manager 158 9 88.007423 $ 15,254.62 $ 183,055.44 $ 113.890500 $ 19,741.02 $ 236,892.24 $ Development Review Officer 144 9 85.145192 $ 14,758.50 $ 177,102.00 $ 110.188558 $ 19,099.35 $ 229,192.20 $ Director Of Community Developm 090 9 126.393808 $ 21,908.26 $ 262,899.12 $ 163.571192 $ 28,352.34 $ 340,228.08 $ Director Of Finance 087 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ Director Of Human Resources 088 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ Director Of Inf Technology/CIO 089 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ Director Of Public Works 091 9 133.695577 $ 23,173.90 $ 278,086.80 $ 173.017731 $ 29,989.74 $ 359,876.88 $ Director Of Wtr & Sewer Utils 102 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ Elec Div Mgr - Engineering 104Q 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Div Mgr - Generation 104R 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Div Mgr - Operations 104P 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Div Mgr - Substations 104M 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Div Mgr - Transm, Distrib 104S 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 2 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/22/2024
Approved 11/19/2024
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Elec Div Mgr-Mkt A & P 107F 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Division Manager 104 9 104.985577 $ 18,197.50 $ 218,370.00 $ 135.873115 $ 23,551.34 $ 282,616.08 $ Elec Program Manager 424 9 91.299750 $ 15,825.29 $ 189,903.48 $ 118.145077 $ 20,478.48 $ 245,741.76 $ Elec Util Chief Oper Officer 116 9 139.746808 $ 24,222.78 $ 290,673.36 $ 180.851538 $ 31,347.60 $ 376,171.20 $ Elec Util Risk Control Analyst 697 9 81.764135 $ 14,172.45 $ 170,069.40 $ 105.815596 $ 18,341.37 $ 220,096.44 $ Emergency Services Officer 106 9 95.038327 $ 16,473.31 $ 197,679.72 $ 122.983615 $ 21,317.16 $ 255,805.92 $ Environmental Programs Mgr 461 9 70.939615 $ 12,296.20 $ 147,554.40 $ 91.799135 $ 15,911.85 $ 190,942.20 $ Executive Assistant 187 9 59.663019 $ 10,341.59 $ 124,099.08 $ 77.208981 $ 13,382.89 $ 160,594.68 $ Field Foreperson 114 9 85.921154 $ 14,893.00 $ 178,716.00 $ 111.187385 $ 19,272.48 $ 231,269.76 $ Fire Chief 117 9B 157.405038 $ 27,283.54 $ 327,402.48 $ 203.689962 $ 35,306.26 $ 423,675.12 $ Fire Marshal 120 9B 119.594942 $ 20,729.79 $ 248,757.48 $ 154.758000 $ 26,824.72 $ 321,896.64 $ Fleet Manager 034 9 73.301596 $ 12,705.61 $ 152,467.32 $ 94.856135 $ 16,441.73 $ 197,300.76 $ Housing & Comm Svc Div Mgr 075 9 88.087442 $ 15,268.49 $ 183,221.88 $ 114.001442 $ 19,760.25 $ 237,123.00 $ Housing Development Officer 749 9 69.178327 $ 11,990.91 $ 143,890.92 $ 89.524904 $ 15,517.65 $ 186,211.80 $ Human Resources Div Mgr 139 9 86.872788 $ 15,057.95 $ 180,695.40 $ 112.422346 $ 19,486.54 $ 233,838.48 $ Information Technology Svc Mgr 112 9 81.534635 $ 14,132.67 $ 169,592.04 $ 105.505212 $ 18,287.57 $ 219,450.84 $ Inspection Manager 134 9 87.250615 $ 15,123.44 $ 181,481.28 $ 112.921673 $ 19,573.09 $ 234,877.08 $ Legal Executive Assistant 185 9 59.663019 $ 10,341.59 $ 124,099.08 $ 77.208981 $ 13,382.89 $ 160,594.68 $ Library Div Mgr -Support Svcs 127G 9 73.247596 $ 12,696.25 $ 152,355.00 $ 94.802135 $ 16,432.37 $ 197,188.44 $ Management Analyst 008 9 60.574096 $ 10,499.51 $ 125,994.12 $ 78.396692 $ 13,588.76 $ 163,065.12 $ Mayor MAYOR Elected 2,500.00$ 30,000.00 $
Municipal Services Div Mgr 110 9 86.872788 $ 15,057.95 $ 180,695.40 $ 112.422346 $ 19,486.54 $ 233,838.48 $ Park Maint & Operations Superv 131 9 72.404077 $ 12,550.04 $ 150,600.48 $ 93.688673 $ 16,239.37 $ 194,872.44 $ Parks & Recreation Director 132 9 126.142269 $ 21,864.66 $ 262,375.92 $ 163.240212 $ 28,294.97 $ 339,539.64 $ Parks Const, Mtc & Repair Mgr 130 9 72.404077 $ 12,550.04 $ 150,600.48 $ 93.688673 $ 16,239.37 $ 194,872.44 $ Performance Auditor I 203 9 50.478404 $ 8,749.59 $ 104,995.08$ 65.330596 $ 11,323.97 $ 135,887.64 $ Performance Auditor II 204 9 60.574096 $ 10,499.51 $ 125,994.12 $ 78.396692 $ 13,588.76 $ 163,065.12 $ Plan Review Manager 629 9 88.188692 $ 15,286.04 $ 183,432.48 $ 114.116192 $ 19,780.14 $ 237,361.68 $ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 3 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/22/2024
Approved 11/19/2024
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Planning Manager 072 9 91.967769 $ 15,941.08 $ 191,292.96 $ 119.015538 $ 20,629.36 $ 247,552.32 $ Police Captain 138 9A 150.016096 $ 26,002.79 $ 312,033.48 $ 181.432385 $ 31,448.28 $ 377,379.36 $ Police Chief 141 Elected 28,755.00$ 345,060.00 $ Police Records Manager 647 9 62.396135 $ 10,815.33 $ 129,783.96 $ 80.751865 $ 13,996.99 $ 167,963.88 $ Power System Scheduler/Trader 674 9 78.302192 $ 13,572.38 $ 162,868.56 $ 101.334635 $ 17,564.67 $ 210,776.04 $ Power Trader 673 9 100.072731 $ 17,345.94 $ 208,151.28 $ 129.516115 $ 22,449.46 $ 269,393.52 $ Principal Accountant 148 9 78.201000 $ 13,554.84 $ 162,658.08 $ 101.192942 $ 17,540.11 $ 210,481.32 $ Principal Electric Utility Eng 145 9 99.998423 $ 17,333.06 $ 207,996.72 $ 129.408115 $ 22,430.74 $ 269,168.88 $ Principal Eng - Water & Sewer 142W 9 96.961615 $ 16,806.68 $ 201,680.16 $ 125.480538 $ 21,749.96 $ 260,999.52 $ Principal Eng/City Surveyor 140 9 101.809846 $ 17,647.04 $ 211,764.48 $ 131.756538 $ 22,837.80 $ 274,053.60 $ Principal Engineer 142 9 96.961615 $ 16,806.68 $ 201,680.16 $ 125.480538 $ 21,749.96 $ 260,999.52 $ Principal Financial Analyst 149 9 78.201000 $ 13,554.84 $ 162,658.08 $ 101.192942 $ 17,540.11 $ 210,481.32 $ Principal Planner 143 9 78.201000 $ 13,554.84 $ 162,658.08 $ 101.192942 $ 17,540.11 $ 210,481.32 $ Principal Power Analyst 154 9 78.201000 $ 13,554.84 $ 162,658.08 $ 101.192942 $ 17,540.11 $ 210,481.32 $ Principal Util Info System Mgr 146 9 100.072731 $ 17,345.94 $ 208,151.28 $ 129.516115 $ 22,449.46 $ 269,393.52 $ Public Information Officer 077 9 95.038327 $ 16,473.31 $ 197,679.72 $ 122.983615 $ 21,317.16 $ 255,805.92 $ Public Records Manager 082 9 60.574096 $ 10,499.51 $ 125,994.12 $ 78.396692 $ 13,588.76 $ 163,065.12 $ Purchasing Division Manager 147 9 83.633538 $ 14,496.48 $ 173,957.76 $ 108.231519 $ 18,760.13 $ 225,121.56 $ Recreation Manager 150 9 78.943327 $ 13,683.51 $ 164,202.12 $ 102.157904 $ 17,707.37 $ 212,488.44 $ Risk Manager 700 9 83.633538 $ 14,496.48 $ 173,957.76 $ 108.231519 $ 18,760.13 $ 225,121.56 $ Sr Counsel for SVP 179 9 116.061981 $ 20,117.41 $ 241,408.92 $ 149.719962 $ 25,951.46 $ 311,417.52 $ Sr Deputy City Attorney 161 9 83.403981 $ 14,456.69 $ 173,480.28 $ 107.941442 $ 18,709.85 $ 224,518.20 $ Sr Elec Div Mgr 173 9 115.479346 $ 20,016.42 $ 240,197.04 $ 149.457808 $ 25,906.02 $ 310,872.24 $ Sr Elec Div Mgr-Mkt A&P 174A 9 115.479346 $ 20,016.42 $ 240,197.04 $ 149.457808 $ 25,906.02 $ 310,872.24 $ Sr Information Tech Svcs Mgr 743 9 89.342654 $ 15,486.06 $ 185,832.72 $ 115.621096 $ 20,040.99 $ 240,491.88 $ Sr Management Analyst 742 9 66.631269 $ 11,549.42 $ 138,593.04 $ 86.236154 $ 14,947.60 $ 179,371.20 $ Sr Performance Auditor 202 9 70.939615 $ 12,296.20 $ 147,554.40 $ 91.799135 $ 15,911.85 $ 190,942.20 $ Sr Power System Schedlr/Trader 772 9 84.159865 $ 14,587.71 $ 175,052.52 $ 108.919846 $ 18,879.44 $ 226,553.28 $ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 4 of 5 City of Santa Clara
Unclassified/Elected Salary Plan
Effective 12/22/2024
Approved 11/19/2024
Minimum Salary Maximum Salary
Job Title Job Code Union Code Hour ly Monthly Annual Hourly Monthly Annual Street Superintendent 159 9 80.009596 $ 13,868.33 $ 166,419.96 $ 103.548115 $ 17,948.34 $ 215,380.08 $ Transportation Manager 171 9 97.845750 $ 16,959.93 $ 203,519.16 $ 126.627750 $ 21,948.81 $ 263,385.72 $ Utility Business Systems Mgr 898 9 78.072750 $ 13,532.61 $ 162,391.32 $ 101.031000 $ 17,512.04 $ 210,144.48 $ Utility Operations Engineer 155 9 82.418712 $ 14,285.91 $ 171,430.92 $ 106.652423 $ 18,486.42 $ 221,837.04 $ Water & Sewer Operations Mgr 180 9 81.008365 $ 14,041.45 $ 168,497.40 $ 104.843827 $ 18,172.93 $ 218,075.16 $ Water & Sewer Superintendent 029 9 73.247596 $ 12,696.25 $ 152,355.00 $ 94.802135 $ 16,432.37 $ 197,188.44 $ Web & Digital Media Manager 073 9 69.839654 $ 12,105.54 $ 145,266.48 $ 90.375173 $ 15,665.03 $ 187,980.36 $ All classifications on the Unclassifed/Elected Salary Plan are FLSA "Exempt" 5 of 5