Mayor Alice Patino
Mayor Pro-Tem Carlos Escobedo
Councilmember Maribel Aguilera-Hernandez
Councilmember Gloria Flores
Councilmember Gloria Soto
CITY COUNCIL AGENDA
CITY OF SANTA MARIA, CALIFORNIA
CITY HALL
110 EAST COOK STREET
Tuesday, December 2, 2025
5:30 P.M.
HOW TO ACCESS MEETINGS
1. Meetings can be viewed in video format alongside the on-line interactive agenda at https://www.cityofsantamaria.org/services/departments/city-clerk-records/agenda-center-meetings- portal.
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3. Closed Captioning is available in English and Spanish during City Council meetings on Comcast Cable Channel 23 and at cityofsantamaria.org/tv.
4. Meetings are replayed on local Comcast Cable Channel 23 and cityofsantamaria.org/tv on Thursdays at 9:00 a.m. and Tuesdays at 5:30 p.m. Meetings are available on demand at YouTube.com/@CityofSantaMariaCalifornia.
Attendance at public meetings may result in the streaming and recording of your image and/or voice.
AMERICANS WITH DISABILITIES ACT
In accordance with the Americans with Disabilities Act of 1990, if you require a disability-related modification or accommodation to attend or participate in this meeting, including auxiliary aids or services, please call the City Clerk’s Office at (805) 925-0951 extension 2306, or by email at [email protected] at least 48 hours before the meeting. Assisted Listening devices are available for those who attend in Council Chambers. Closed Captioning is available during meetings in English and Spanish on Comcast Channel 23 and at CityofSantaMaria.org/tv.
PUBLIC COMMENT (letters/emails)
(Must be received by 2:00 p.m. in advance of the meeting) Members of the public wishing to submit a public comment or a comment on an agenda item, can email [email protected] or mail to the City Council, Attn.: City Clerk's Office, 110 East Cook Street, Santa Maria, CA 93454. Letters/emails will not be read aloud during the meeting. All correspondence will be distributed to Councilmembers, submissions received after the deadline will not be processed until the following day but will become a part of the official record.
MEETINGS
The City Council holds regular meetings on the first and third Tuesday of every month. Regular meetings start at 5:30 p.m. in the Council Chambers at City Hall, 110 East Cook Street, Santa Maria, California. Special and Adjourned Regular meetings start time are to be determined.
POSTING LOCATIONS OF AGENDA AND/OR CANCELLATION NOTICES Regular meeting agendas will be posted at least 72 hours before the meeting (GC§ 54954(a)(1)).
Agenda and Cancellation Notices can be viewed online and are also posted at the following two locations: Santa Maria City Hall located at 110 East Cook Street, Santa Maria, California, and Santa Maria Public Library located at 421 South McClelland Street, Santa Maria, California.
REGULAR SESSION - 5:30 P.M.
1. INVOCATION
2. PLEDGE OF ALLEGIANCE
3. CALL TO ORDER
ROLL CALL: Councilmember Aguilera-Hernandez, Councilmember Flores, Councilmember Soto, Mayor Pro Tem Escobedo, and Mayor Patino
4. PRESENTATIONS
4.a Retirement Resolution Honoring Alexander “Alex” Posada, Director of the Recreation and Parks Department
The City Council will present a Retirement Resolution honoring and commending Alexander “Alex” Posada, Director of Recreation and Parks, for his 46.5 years of devoted service to the City of Santa Maria, recognizing his outstanding leadership, dedication, and contributions to the community, and congratulating him on his well- deserved retirement.
4.b Retirement Resolution Honoring Mark van de Kamp, Public Information Manager The City Council will present a Retirement Resolution honoring and commending Mark van de Kamp, Public Information Manager for nearly 22 years of devoted service with the City of Santa Maria, his outstanding contributions to the community, and congratulating him on his upcoming retirement.
5. PUBLIC COMMENT PERIOD (Not to exceed 15 Minutes)
Speakers may provide public comments on any matter within the subject matter jurisdiction of the City Council. Each speaker will be limited to 3 minutes, maximum 15 minutes for Public Comment Period. Unless a majority of the Council objects, the Mayor may provide speakers more or less time to speak. All comments or queries shall be addressed to the Council as a body and not to any specific member thereof. Pursuant to Government Code §54954.2(a)(2), the Ralph M. Brown Act, no action or discussion by the City Council shall be undertaken on any item not appearing on the posted agenda, except to briefly provide information, ask for clarification, provide direction to staff, or schedule a matter for a future meeting.
6. CONSENT CALENDAR
Items on the consent calendar are considered to be routine and customary and are enacted by a single motion with the exception of items removed by a member of the City Council for individual consideration, which shall be individually considered immediately after taking action on the Consent Calendar.
RECOMMENDATION:
Adopt the Consent Calendar as submitted.
6.a CITY MANAGER/CITY CLERK DEPARTMENT
6.a.1 Ordinances and Resolutions
RECOMMENDATION:
Waive the reading in full of all Ordinances and Resolutions. Ordinances on the Consent Agenda will be adopted by the same vote cast at the first meeting, unless City Council indicates otherwise.
6.a.2 Approval of Minutes
RECOMMENDATION:
Approve the Minutes of the regular City Council meeting of November 18, 2025.
6.a.3 Adoption of a Resolution Approving the Establishment of New Job Classifications, Corresponding Job Specifications, and Adopting Amendments to the Comprehensive Schematic Pay Schedule
The City Council will consider approving the establishment of two new job classifications for the Utilities Department, and their corresponding job specifications; and adopting a single, amended Comprehensive Schematic Pay Schedule for all full-time and part-time employees in compliance with the requirements of the California Public Employees’ Retirement System.
RECOMMENDATION:
Adopt a Resolution approving the establishment of two new job classifications for the Utilities Department and their corresponding job specifications; and adopting amendments to the Comprehensive Schematic Pay Schedule for all full-time and part-time employees.
6.a.4 Adoption of a Resolution Approving an Amendment to Agreement with Aleshire and Wynder, LLP
The City Council will consider approving an amendment to the Letter Agreement with Aleshire and Wynder, LLP.
RECOMMENDATION:
Adopt a Resolution approving an Amendment to the Letter Agreement with Aleshire and Wynder, LLP. for continued legal employment and labor services and an increase to the amount of $200,000; and
1. Authorize the City Manager, or designee, to execute the agreement.2.
6.a.5 Adoption of a Resolution Approving an Amendment to the City’s Comprehensive Schematic Pay Schedule, effective December 27, 2025 The City Council will consider approving the single Comprehensive Schematic Pay Schedule in compliance with the requirements of the Labor Code and the California Public Employees’ Retirement Law to implement the minimum wage increase for the State of California for 2026 and previously agreed-to salary adjustments for the Santa Maria Police Officers’ Association, and the Santa Maria Police Association of Middle Management.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution approving a Comprehensive Schematic Pay Schedule, effective December 27, 2025, to implement pay changes to address the new 2026 minimum wage requirements to $16.90 per hour for the State of California, and salary adjustments to Santa Maria Police Officers’ Association; and the Santa Maria Police Association of Middle Management.
6.a.6 Adoption of Resolution Approving Second Amendment to Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620
The City Council will consider adopting a Resolution approving the second amendment to the Memorandum of Understanding with the Service Employees International Union Local 620.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution authorizing and approving the Second Amendment to the Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620, February 20, 2024, through December 31, 2025; and
1. Authorize the City Manager, or designee, to execute the Memorandum of Understanding.
2.
6.a.7 Adoption of a Resolution Amending Resolution No. 2024-47, Approving a Wage and Benefits Package for the Non-Represented Management and Confidential Employees and to Extend Review of Agreement and Increase City’s Contribution to Premiums
The City Council to consider approving a resolution for a Wage and Benefits Package for the Non-Represented Management and Confidential Employees and to extend review of the agreement.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution amending Resolution No. 2024-47, authorizing and approving a Wage and Benefits Package for the Non-
Represented Management and Confidential Employees and to extend review of the agreement and increase the City’s contribution to the health benefits premiums in 2026; and
1. Authorize the Mayor to execute the terms of the resolution.2.
6.a.8 Adoption of a Resolution Amending Resolution No. 2025-15, Approving a Wage and Benefits Package for Public Safety Managers and Extending Review of Agreement and Increase City’s Contribution to Premiums The City Council to consider approving a resolution for a Wage and Benefits Package for the Public Safety Managers.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution amending Resolution No. 2025-15, approving a Wage and Benefits Package for Public Safety Managers and extending review of agreement and increase the City’s contribution to health benefits premiums in 2026; and
1. Authorize the Mayor to execute the terms of the resolution.2.
6.b COMMUNITY DEVELOPMENT DEPARTMENT
6.b.1 Adoption of Ordinance No. 2025-05 Amending Portions of Chapters 9-04 through 9-76 of the City of Santa Maria Municipal Code Concerning Building and Fire Regulations
RECOMMENDATION:
Adopt an Ordinance Amending portions of Chapters 9-04 through 9-76 of Title 9 of the City of Santa Maria Municipal Code concerning Building and Fire regulations.
6.c FINANCE DEPARTMENT
6.c.1 Payment of Warrants
RECOMMENDATION:
Order ratified subject to having been certified as being in conformity with the budget and having been approved for payment by the Director of Finance.
6.c.2 Payment of Payroll
RECOMMENDATION:
Order ratified subject to having been certified by the proper Department Directors, as shown on records on file in the Department of Finance, and having been approved for payment by the Director of Finance.
6.c.3 Growth Mitigation Annual and Five-Year Compliance Report – AB 1600.
The City Council will consider receiving, reviewing, and filing the Growth Mitigation Annual and Five-Year Compliance Report.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Receive, review, and file the Receive and File the Growth Mitigation Annual and Five-Year Compliance Report – AB 1600.
6.d FIRE DEPARTMENT
6.d.1 Adoption of a Resolution Acknowledging Receipt of the Annual Fire Inspection Report per Senate Bill 1205
The City Council will consider adopting a Resolution acknowledging receipt of the annual fire inspection report for the period of July 1, 2024, through June 30, 2025.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution acknowledging receipt of the annual report for the period of July 1, 2024, through June 30, 2025, for fire inspections of certain occupancies as required by Senate Bill 1205 pursuant to California Health and Safety Code Sections 13146.2, 13146.3, and 13146.4.
6.e UTILITIES DEPARTMENT
6.e.1 Adoption of a Resolution Approving an Agreement with Santa Maria-Bonita School District for Utility Connection and Service Outside of City Boundaries The City Council will consider approving an agreement for utility connection and service outside of City boundaries with Santa Maria-Bonita School District.
Environmental Notice: Environmental Review for this project was completed by the Santa Maria Bonita School District through the preparation of an Initial Study/Mitigated Negative Declaration (SCH #2024010761) pursuant to the California Environmental Quality Act State Guidelines. The Santa Maria- Bonita School Board of Education adopted the MND on May 8, 2024.
RECOMMENDATION:
Adopt a Resolution approving an Agreement with Santa Maria-Bonita School District for Utility Connection and Service Outside of City Boundaries to permit connection for service of potable (domestic) water to Bonita Elementary School site, 2715 West Main Street; and
1. Authorize the City Manager, or designee, to execute the agreement.2.
7. APPOINTMENTS
7.a Annual Appointment of Mayor Pro Tem
The City Council will consider the annual appointment of a Mayor Pro Tem to serve a one-year period
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Appoint a Councilmember as the Mayor Pro Tem for the next one-year period, pursuant to Council practice.
8. REGULAR BUSINESS
ORDER OF PROCEEDINGS FOR REGULAR BUSINESS ITEMS:
Council Agenda Report to be given.
Questions from the City Council.
Written communications/Public input.
City Council discussion and action.
8.a Adoption of a Resolution Approving the 2026 Meeting Calendar for City Council and City of Santa Maria Boards, Commissions, and Committees The City Council to consider a Resolution adopting the 2026 Meeting Calendar for City Council and City of Santa Maria Boards, Commissions, and Committees.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adoption of a Resolution approving the 2026 Meeting Calendar for City Council and City of Santa Maria Boards, Commissions, and Committees.
9. REPORT BY CITY MANAGER
10. ORAL REPORTS OF COUNCILMEMBERS AND OFFICERS (INCLUDING AB 1234
REPORTS)
11. ADJOURNMENT
If you challenge a determination made on a matter on this agenda in court, you may be limited to raising only those issues you or someone else raised at the public hearing described on this agenda, or in written correspondence to the city council at, or prior to, the public hearing.
I, Donna G. Schwartz, hereby certify under penalty of perjury under the laws of the State of California that the foregoing agenda was posted not less than 72 hours at the following locations: City of Santa Maria City Hall and Library and made available at https://www.cityofsantamaria.org/services/departments/city-clerk-records/agenda-center- meetings-portal on this 26th day of November 2025.
/s/ DONNA G. SCHWARTZ, CMC
Chief Deputy City Clerk
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: David W. Rowlands, City Manager
DATE: December 2, 2025
SUBJECT: Retirement Resolution Honoring Alexander “Alex” Posada, Director of the Recreation and Parks Department
The City Council will present a Retirement Resolution honoring and commending Alexander “Alex” Posada, Director of Recreation and Parks, for his 46.5 years of devoted service to the City of Santa Maria, recognizing his outstanding leadership, dedication, and contributions to the community, and congratulating him on his well-deserved retirement.
BACKGROUND:
Alex Posada is the longest-tenured employee in the City’s 120-year history. Also, he has served as Department Director for 32 years. His contributions and proven ability to lift others up for the betterment of the community is his legacy.
Alex demonstrated his loyalty and commitment to the people of Santa Maria, working with a cross section of community groups, civic organizations, schools, businesses, event promoters, managers, and residents. In addition to his director duties, Alex was active in the Special Olympics, American Red Cross, Santa Maria Kiwanis Club, Aktion Club for adults with disabilities, People for Leisure and Youth (PLAY), Santa Barbara Foundation trustee, and the National Recreation and Parks Association.
After growing up in the East Bay and attending San Jose State University and Cal Poly San Luis Obispo, he worked for teen programs in San Jose and for the Hayward Area Recreation and Parks District. He was hired by the City full-time as a Recreation Activity Specialist in 1977 , then left for two years and returned in May 1979. He was hired full - time as a Recreation Activity Specialist in May 1979 and managed the opening of the Minami Community Center. He was promoted to Recreation Supervisor in April 1981, and Director in 1993.
With his positive “can-do” attitude and strong work ethic, he worked tirelessly in what he calls his “dream job” to increase the park space in Santa Maria and has designed a multitude of recreational venues to serve the residents who live nearby. In his time with the Department, the number of City parks has grown from 9 in 1979 to 33 parks. Similarly, the number of recreation facilities has grown from two in 1979 (Atkinson Community Center, and Simas Park Building) to 10 including Grogan Community Center, Maramonte Community Center, Veterans’ Memorial Center, Abel Maldon ado Community Youth Center, Edwards Community Center, Elwin Mussell Senior Center, Hagerman Softball 2 Complex, Minami Community Center, soon the Japanese Community Center and Smith- Enos House, to keep pace with Santa Maria's growth.
Professionally, Alex ke pt foremost in his work the value of public service, civility, and mutual respect, and an unwavering conviction that local government makes an important difference in people’s lives.
He helped to organize in 1997 the non -profit People for Leisure and Yout h (PLAY) with Trent Benedetti and others. To date, this group has raised more than $5 million to aid in funding innovative recreation and parks services and programs offered in the Santa Maria Valley.
He and his team helped lead the successful 1998 All -America City designation granted by the National Civic League. They assisted in the development of the 2017 Mayor’s Task Force on Youth Safety, the “Safe and Strong” summer recreation program, the annual Dia de Los Muertos celebration, and much more.
He led the partnership between the Santa Maria Kiwanis Club and the City to design and open the first inclusive playground in Santa Barbara County , by adding to Preisker Park a playground designed for persons with disabilities.
Among his accomplishments: He worked closely with the City Utilities Department in the City’s purchase of 1,778 acres near the top of the Solomon Grade, now home to Los Flores Ranch Park. The historic Smith-Enos House was gifted to the City by the developer around 2016 and soon will becom e part of a new park with the future Japanese Community Center. Machado Plaza near Chapel Street opened in 2022. He was instrumental in designing and championing the future Santa Maria Sports Complex that will open in fall/winter 2026.
Mr. Posada has worked for seven City Administrators/Managers and seven Mayors. He answered the call of duty and was appointed as Interim City Manager in late 2023, serving for a year until the City Council appointed a new permanent City Manager.
He has been a speaker at the California Park and Recreation Society Conference and has been locally recognized for his community service by the Chamber of Commerce, VTC Enterprises, Latino Today, and the American Red Cross. In 2009, he received the Robert P. Grogan Award, a public se rvice honor named after the longtime Santa Maria City Administrator. In 2024, he was Grand Marshal in the 81st annual Elks Rodeo Parade.
Recently, he received the prestigious Kiwanis Tablet of Honor.
Alex will be retiring on December 5 th to pursue new adventures and travel with his wife, Julie. City staff would like to commend him for his outstanding dedication and commitment to the City of Santa Maria and wish him well in all his future endeavors.
Attachment(s)
A. Retirement Resolution
Attachment A
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA
COMMENDING ALEXANDER “ALEX” POSADA
DIRECTOR OF RECREATION AND PARKS
FOR HIS FORTY-SIX AND A HALF YEARS
OF EXEMPLARY PUBLIC SERVICE
WHEREAS, Director of Recreation and Parks Alexander “Alex” Posada has been a valuable member of the City team for 46 and a half years as the longest -tenured employee in the City’s 120 -year history, and his contributions and proven ability to lift others up for the betterment of the community is his legacy; and
WHEREAS, Alex and his team designed a multitude of recreational venues to serve thousands of residents, and since 1979 increased the number of recreational facilities from two to 10, and grew the number of City park s from 9 to 33 – and looking ahead, the Santa Maria Sports Complex is to open in fall/winter 2026; and
WHEREAS, he helped to organize in 1997 the non-profit People for Leisure and Youth (PLAY) and to-date this group has raised more than $5 million to aid in funding innovative recreation and parks services and programs offered in the Santa Maria Valley; and
WHEREAS, Alex and his team helped lead the successful 1998 All -America City designation granted by the National Civic League. They assisted in the development of the 2017 Mayor’s Task Force on Youth Safety, the “Safe and Strong” summer recreation program, the annual Dia de Los Muertos celebration, and much more; and
WHEREAS, Alex demonstrated his loyalty and commitment to the people of Santa Maria, working with a cross section of community groups, civic organizations, schools, businesses, event promoters, managers , and residents. In addition to his Director duties, Alex served as the interim City Manager for one year, was active in the Special Olympics, American Red Cross, Santa Maria Kiwanis Club, Aktion Club for adults with disabilities, PLAY, Santa Barbara Foundation trustee, and the National Recreation and Parks Association; and
WHEREAS, Alex will retire on December 5th, and the Santa Maria City Council wishes to recognize him for his outstanding dedication and impactful contributions to the community.
NOW, THEREFORE, IT IS HEREBY RESOLVED on this 2nd day of December 2025, by the City Council of the City of Santa Maria, as follows:
ALEX POSADA, DIRECTOR OF RECREATION AND PARKS
is hereby recognized and commended for his dedicated service and his significant contributions to the Santa Maria community and wishes he and his wife Julie and their family well in all their future endeavors.
Mayor Alice M. Patino Mayor Pro-Tem Carlos Escobedo
_______ ________________________________
Councilmember Maribel Aguilera-Hernandez Councilmember Gloria Soto
___________________________
Councilmember Gloria Flores
Resolution
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: David W. Rowlands, City Manager
DATE: December 2, 2025
SUBJECT: Retirement Resolution Honoring Mark van de Kamp , Public Information Manager
The City Council will present a Retirement Resolution honoring and commending Mark van de Kamp , Public Information Manager, for nearly 22 years of devoted service with the City of Santa Maria, his outstanding contributions to the community, and congratulating him on his upcoming retirement.
BACKGROUND:
Mark van de Kamp will retire on December 2 7, 2025, after nearly 22 years of service to the residents of Santa Maria. In March 2004, he joined the City Manager’s Office as the organization’s first Management Analyst. He was promoted to Manageme nt Analyst II in July 2006; reclassified to Public Information Officer/Management Analyst II in August 2014; Public Information Manager in March 2018; Business Program Leader II in February 2022; and as Program Leader in March 2024.
This is his second car eer, following a 17 -year award -winning newspaper career as a writer and editor, where he met people from all walks of life.
Mark is a great asset to the City organization, continually demonstrating his value and knowledge with a genuine willingness to help. He can always be relied upon for providing accurate communications, resources, and institutional and budgetary knowledge. He works diligently to ensure the City Manager’s Office supports elected officials, all 10 departments, the news media, and the public.
He keeps foremost in his work the value of public service, civility, and mutual respect, and an unwavering conviction that local government makes an important difference in people’s lives.
He seeks opportunities to contribute extra effort, serving on non-profit organizations and on various boards and commissions. To help the community and mentor the next generation of City staff and leadership, Mark volunteers as Secretary for Serve Santa Maria; coordinates City participation in Leadership Santa Mari a Valley; is an Executive Committee board member with the countywide group Emergency Public Information Coordinators (EPIC); is the City liaison for the Tourism and Marketing District; was 2 founding President of the City Slickers Toastmasters Club in 2016 a nd became its first Distinguished Toastmaster (DTM); is a past President of the Central Coast Literacy Council and its first Lifetime Literacy Champion; led the City’s Census outreach in 2010 and 2020 to ensure a more complete count and representation; Cha ired the UCSB Economic Forecast Project North County Board of Directors; Chaired the public access TV board; was a longstanding member of a countywide Aware & Prepare committee; member of a countywide contract compliance committee; and organized many blood drives, United Way campaigns, and hosted tours of the historic Santa Maria City Hall.
To maintain and enhance City services, he volunteered twice as co -chair of both successful Measure U sales tax add-on campaigns approved by voters in 2012 and 2018.
As of 2025, this source of funds is maintaining many services and supports 137 Full-Time Equivalent positions or 18.8 percent of the workforce that the General Fund otherwise could not support.
To improve his skills, in 2009 through 2011, he earned a Master of Public Administration degree, and for the past 16 years judged more than 120 budgets from around the country for the Government Finance Officers Association (GFOA) and California Society of Municipal Finance Officers (CSMFO). These experiences helped el evate the quality of City budget documents to earn multiple national awards.
To strengthen transparency and trust, he coordinated City departments’ bilingual communications across a variety of platforms; redesigned the City website twice; was instrumental in launching the City on social media; helped coordinate the Smart City, Safe City campaign; coordinated news releases, speeches, newsletters, award entries, legislative documents, and policies; and led his team to usher in live captioning in English and Spanish for public meetings, as well as upgrading the audio -visual systems in the City Hall and Shepard Hall for the public’s benefit.
Mark will be retiring on December 27th to pursue new adventures and travel with his wife, Rina. City staff would like to commend him for his outstanding dedication and commitment to the City of Santa Maria and wish him well in all his future endeavors.
ATTACHMENT(S)
A. Retirement Resolution
Resolution
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA
COMMENDING MARK VAN DE KAMP
PUBLIC INFORMATION MANAGER
FOR HIS NEARLY 22 YEARS
OF EXEMPLARY PUBLIC SERVICE
WHEREAS, Mark van de Kamp has worked for the residents of Santa Maria for nearly 22 years, continually finding opportunities to lift others and the City organization by listening, supporting , and contributing extra effort; and
WHEREAS, following a 17 -year award-winning newspaper career as a writer and editor where he met people from all walks of life, in March 2004 Mark joined the City Manager’s Office as the organization’s first Management Analyst, and was eventually promoted to become its first Public Information Manager; and
WHEREAS, to strengthen transparency and t rust, he coordinated City departments’ bilingual communications across a variety of platforms ; provided accurate resources, and institutional and budgetary knowledge; elevated the quality of City budget documents to earn mu ltiple national awards, was instrumental in launching the City on social media and television; coordinated the website; helped coordinate the Smart City, Safe City campaign; and led his team to usher in live captioning in English and Spanish for public meetings; and
WHEREAS, to maintain and enhance City services, he volunteered twice as co -chair of both successful Measure U sales tax add-on campaigns approved by voters in 2012 and 2018; and
WHEREAS, to help the community and mentor the next generation of City staff and leadership, Mark has volunteered as Secretary for Serve Santa Maria; led the City’s Census outreach in 2010 and 2020 to ensure a more complete count and representation ; Chaired the UCSB Economic Forecast Project North County Board of Directors; was founding President of the City Slickers Toastmasters Club and its first Distingu ished Toastmaster (DTM); a past President of the Central Coast Literacy Council and its first Lifetime Literacy Champion; is the City liaison for the Tourism and Marketing District; served on other boards; and organized many blood drives, United Way campaigns, and hosted tours of the historic Santa Maria City Hall; and
WHEREAS, Mark will retire on December 27th, and the Santa Maria City Council wishes to recognize him for his outstanding dedication and impactful contributions to the community.
NOW, THEREFORE, IT IS HEREBY RESOLVED on this 2nd day of December 2025, by the City Council of the City of Santa Maria, as follows:
MARK VAN DE KAMP, PUBLIC INFORMATION MANAGER
is hereby recognized and commended for his dedicated service and his significant contributions to the Santa Maria community and wishes him and his wife Rina well in all their future endeavors.
Mayor Alice M. Patino Mayor Pro-Tem Carlos Escobedo
_______ ________________________________
Councilmember Maribel Aguilera-Hernandez Councilmember Gloria Soto ___________________________
Councilmember Gloria Flores
1 CITY COUNCIL MEETING MINUTES CITY OF SANTA MARIA, CALIFORNIA
November 18, 2025, 5:30 p.m.
City Hall Council Chambers
110 East Cook Street
Santa Maria
Roll Call: Councilmember Maribel Aguilera -Hernandez, Councilmember Gloria Flores, Councilmember Gloria Soto, Mayor Pro Tem Carlos Escobedo, and Mayor Alice Patino
Staff Present: City Manager David W. Rowlands, Assistant City Manager Chuen Wu, City Attorney Thomas Watson, Director of Finance Rebecca Campbell, Director of Community Development Chenin Dow, Director of Public Works Brett Fulgoni, Director of Recreation & Parks Alex Po sada, Director of Utilities Shad Springer, Police Chief Christopher Williams, Fire Marshal Jim Austin, Chief Deputy City Clerk Donna Schwartz, and Assistant City Clerk Alexandra Valadez
_____________________________________________________________________
CLOSED SESSION
1. CALL TO ORDER
At 4:34 p.m. Councilmember Aguilera-Hernandez called the meeting to order.
ROLL CALL:
MEMBERS PRESENT:
Councilmember Aguilera -Hernandez, Councilmember Flores, Councilmember Soto, Mayor Pro Tem Escobedo, and Mayor Patino.
Mayor Patino arrived at 4:52 p.m. Mayor Pro Tem Escobedo arrived at 5:18 p.m.
STAFF MEMBERS PRESENT:
City Manager David W. Rowlands, City Attorney Thomas Watson, and Chief Deputy City Clerk Donna G.
Schwartz.
2. PUBLIC COMMENT PERIOD
Councilmember Aguilera-Hernandez opened public comment. Speaking from the public was Nicole Bryant.
3. RECESS-CLOSED SESSION
At 4:38 p.m. Councilmember Aguilera-Hernandez recessed to Closed Session.
3.a Conference with Labor Negotiators, Pursuant to California Government Code §54957.6
3.b Public Employee Performance Evaluation, Pursuant to California Government Code §54957(b)(1)
4. RECONVENE TO REGULAR SESSION
REGULAR SESSION - 5:30 P .M.
5. INVOCATION
Pastor Daniel Barilone from Fellowship of Christian Athletes gave the Invocation.
2 6. PLEDGE OF ALLEGIANCE
Councilmember Aguilera-Hernandez led the Pledge of Allegiance.
7. CALL TO ORDER
Mayor Patino called the meeting to order at 5:44 p.m.
8. REPORT BY THE CITY ATTORNEY FROM CLOSED SESSION
City Attorney Watson reported that instructions were provided to the City's Labor Negotiators for item
3.a. and for item 3.b, evaluation is complete , and the City Attorney stated that he was very happy to continue to serve the residents of Santa Maria.
9. PRESENTATIONS
9.a Quarterly Economic Development Impact Reports by Santa Maria Valley Chamber of Commerce for April through June and July through September
The City Council received a presentation from the Santa Maria Valley Chamber of Commerce.
10. PUBLIC COMMENT PERIOD (Not to exceed 15 Minutes)
Mayor Patino opened public comment. Speaking from the public was Jan Rantanen, Pam Gates, Cliff Solomon, Danny Mogg, Terri Zuniga, Michelle Ambriz, Sofia Estrada Navarro, Rachelle Carr, John Sheehan, and Virginia Souza.
Two written public comments were received from Sue Heilman and Gary Hall.
A discussion ensued between Council and staff at the end of public comment regarding a request made by Councilmember Soto directing staff to request information from the United States Immigration and Customs Enforcement. It was recommended by Council for Councilmember Soto to request during oral reports.
11. CONSENT CALENDAR
Consent Calendar Items 11.a.1 through 11.f.1 (except 11.b.1 which was pulled by staff to bring back on December 2nd ) were approved as presented, including the adoption of Resolution Nos. 2025 -193, 2025-194, 2025 -195, 2025 -196, 2025 -197, 2025 -198, 2025 -199, 2025 -200, and 2025 -201. The recorded vote appears with each item below.
Chief Deputy City Clerk Schwartz announced item 11.b.1 is being pulled.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Adopt the Consent Calendar as submitted.
Ayes (5): Councilmember Aguilera-Hernandez, Councilmember Gloria Flores, Councilmember Soto, Councilmember Escobedo, and Mayor Patino
Motion carried by a recorded vote (5 to 0)
11.a CITY MANAGER/CITY CLERK DEPARTMENT
11.a.1 Ordinances and Resolutions
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Waived the reading in full of all Ordinances and Resolutions. Ordinances on the Consent Agenda will be adopted by the same vote cast at the first meeting, unless City Council indicates otherwise.
Motion carried by a recorded vote
3 11.a.2 Approval of Minutes
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Approved the Minutes of the regular City Council meeting of November 4, 2025.
Motion carried by a recorded vote
11.a.3 Bond Release for Northman Residential, Tract 6018 Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
City Council approved the release of certain bonds in connection with Northman Residential, Tract 6018.
Motion carried by a recorded vote
11.a.4 Adoption of a Resolution Approving an Agreement with Insight Public Sector Inc. for Replacement of the Police Department’s Mobile Data Computers, Mounting Equipment, Mobile Routers and Radio Antennas Installed in Police Vehicles Action: Adopted as Resolution No. 2025-193.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution approving an Agreement with Insight Public Sector Inc. for the replacement of Mobile Data Computers, Mounting Equipment, Mobile Routers and Radio Antennas in the amount of $831,831.20; and
2. Authorized the City Manager, or designee, to negotiate and execute the agreement.
Motion carried by a recorded vote
11.b COMMUNITY DEVELOPMENT DEPARTMENT
11.b.1 Adoption of Ordinance No. 2025-05 Amending Portions of Chapters 9-04 through 9-76 of the City of Santa Maria Municipal Code Concerning Building and Fire Regulations The item was pulled from the agenda to bring back on December 2nd.
11.b.2 Adoption of a Resolution Authorizing the City to Enter the California Statewide Communities Development Authority Open Property Assessed Clean Energy (PACE) Programs Action: Adopted as Resolution No. 2025-194.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Adopted a Resolution consenting to the inclusion of properties within the territory of the City of Santa Maria in the California Statewide Communities Development Authority Open PACE Programs; authorizing the California Statewide Communities Development Authority to accept applications from property owners, conduct contractual assessment proceedings, and levy contractual assessments within the territory of the City; and authorizing related actions.
Motion carried by a recorded vote
4 11.c FINANCE DEPARTMENT
11.c.1 Payment of Payroll
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Order ratified subject to having been certified by the proper Department Directors, as shown on records on file in the Department of Finance, and having been approved for payment by t he Director of Finance.
Motion carried by a recorded vote
11.d POLICE DEPARTMENT
11.d.1 Adoption of a Resolution Awarding a Purchasing Agreement with SOV Security for Police Department CCTV Camera System Replacement
Action: Adopted as Resolution No. 2025-195.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution awarding a purchasing agreement to SOV Security for the Police Department CCTV camera system replacement in the amount of $296,969.14; and
2. Authorized the City Manager, or designee, to execute agreement.
Motion carried by a recorded vote
11.e PUBLIC WORKS DEPARTMENT
11.e.1 Adoption of a Resolution Approving Amendment No. 1 to Agreement with V. Lopez Jr. & Sons, Inc., Formal Bid No. 2023-05 for Municipal Improvements Job-Order Pavement Repairs Action: Adopted as Resolution No. 2025-196.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution approving Amendment No. 1 to Agreement with V. Lopez Jr. & Sons, Inc., Formal Bid No. 2023 -05 for Municipal Improvements Job -Order Pavement Repairs and increasing the total not-to-exceed amount by $119,008.12 for a revised total of $4,119,008.12; and
2. Authorized the City Manager, or designee, to execute the agreement.
Motion carried by a recorded vote
5 11.e.2 Adoption of a Resolution Approving Amendment No. 2 to Agreement with Dewberry Engineers, Inc. for US 101/SR 135 Broadway Interchange Project Approval and Environmental Document
Action: Adopted as Resolution No. 2025-197.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution approving Amendment No. 2 to agreement with Drewberry Engineers, Inc., to complete the Project Approval and Environmental Document for the US 101/SR 135 Broadwa y Interchange in the amount of $1,577,071.77; and
2. Authorized the City Manager, or designee, to execute the agreement.
Motion carried by a recorded vote
11.e.3 Adoption of a Resolution Authorizing an Increase in Project Contingency for the Citywide Road Resurfacing Project, Bid No. 2025-01
Action: Adopted as Resolution No. 2025-198.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution authorizing an increase of $100,000 to the project contingency for the Citywide Road Resurfacing Project, Bid No. 2025-01; and
2. Authorized the City Manager, or designee, to approve project change orders and expenditures within the revised contingency amount.
Motion carried by a recorded vote
11.e.4 Adoption of a Resolution Approving the Removal of No Stopping Zones on Western Avenue, Carmen Lane, And Sonya Lane and Establishment of a Passenger Loading Zone on Western Avenue
Action: Adopted as Resolution No. 2025-199.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Adopted a Resolution approving the removal of existing No Stopping Zones on Western Avenue, Carmen Lane, and Sonya Lane; and establishing a Passenger Loading Zone on Western Avenue, adjacent to Jimenez Elementary School, pursuant to California Vehicle Code Section 21458.
Motion carried by a recorded vote
6 11.e.5 Adoption of a Resolution Approving Acceptance of a U.S. Department of Homeland Security (DHS) and Federal Emergency Management Agency (FEMA) Grant Action: Adopted as Resolution No. 2025-200.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
1. Adopted a Resolution authorizing the City Manager, or designee, to accept a FEMA grant in the amount of $375,000, and authorize the City Manager, or designee, to authorize appropriation of said grant funds; and
2. Authorized the Finance Director to appropriate $125,000 from the Growth Mitigation Fund as the local match to support the development of a City of Santa Maria Flood Mitigation Master Plan.
Motion carried by a recorded vote
11.f UTILITIES DEPARTMENT
11.f.1 Adoption of a Resolution Authorizing Disposal Fees for the Santa Maria Regional Landfill Effective January 1, 2026
Action: Adopted as Resolution No. 2025-201.
Moved by: Councilmember Escobedo
Seconded by: Councilmember Gloria Flores
Adopted a Resolution authorizing updated disposal fees for the Santa Maria Regional Landfill, effective January 1, 2026.
Motion carried by a recorded vote
12. REGULAR BUSINESS
12.a Financial Report for the Fourth Quarter Ending June 30, 2025 The City Council received a staff report on the Financial Report for the Fourth Quarter ending June 30, 2025, by Director of Finance Rebecca Campbell. The report has been filed.
13. REPORT BY CITY MANAGER
City Manager Rowlands announced that the next City Council meeting is scheduled for Tuesday, December 2, 2025. The agenda will include retirement resolutions for Alex Posada and Mark Van De Camp, the annual fire inspection report, and consideration of the 2026 meeting calendar for the City Council, Boards, Commissions, and Committees.
14. ORAL REPORTS OF COUNCILMEMBERS AND OFFICERS (INCLUDING AB 1234 REPORTS) Councilmember Flores announced that she attended the following: 24th Anniversary Freedom Monument Veterans Memorial Ceremony, the Joint Special Meeting with the Planning Commission, the CommUnify Board of Directors meeting, Serve Santa Maria, and a luncheon honoring homeless veterans.
Councilmember Escobedo shared that he attended and presented recognit ion awards at Corazón Latino’s 2nd Anniversary Dinner and also attended Fiesta Mexicana featuring Ballet Folklórico at Pioneer Valley High School.
Councilmember Aguilera-Hernandez reported attending a series of engagements: Joint Special Meeting with the P lanning Commission, Regional Economic Action Coalition (REACH) Roundtable, Fiesta Mexicana featuring Ballet Folklórico at Pioneer Valley High School, University of California 4 -H Youth Development Program Meeting (Head, Heart, Hands, Health), EconAlliance Board Meeting, and an internal meeting with Public Works regarding Developer Impact Fees.
Councilmember Soto mentioned she attended the Joint Special Meeting with Planning Commission.
7 Mayor Patino reported she attended the following: Planning Commission Meeting, California Coastal Commission, 17th Annual Santa Barbara Foundation Celebrate Philanthropy Luncheon, Serve Santa Maria, Mayor’s Youth Task Force, the Senior Club Dinner, 24th Anniversary Freedom Monument Veterans Memorial Ceremony, Recreation and Parks Commission Meeting, North County Subregional Planning Committee, Joint Special Meeting with the Planning Commission, and the Regional Economic Action Coalition (REACH) Roundtable.
Following oral reports, the City Council continued its discussion on t he request for staff to obtain information from the United States Immigration and Customs Enforcement Agency regarding t he ICE arrests that occurred in Santa Maria. City Council reached consensus and provided direction to the City Manager to obtain the information.
15. ADJOURNMENT
There being no further business before the City Council, Mayor Patino declared the City Council meeting adjourned at 7:34 p.m.
Chief Deputy City Clerk Alice M. Patino, Mayor
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: December 2, 2025
SUBJECT: Adoption of a Resolution Approving the Establishment of New Job Classifications, Corresponding Job Specifications, and Adopting Amendments to the Comprehensive Schematic Pay Schedule
Description:
The City Council will consider approving the establishment of two new job classifications for the Utilities Department, and their corresponding job specifications ; and adopting a single, amended Comprehensive Schematic Pay Schedule for all full -time and part-time employees in compliance with the requirements of the California Public Employees’ Retirement System.
RECOMMENDATION:
Adopt a Resolution approving the establishment of two new job classifications for the Utilities Department and their corresponding job specifications ; and adopting amendments to the Comprehensive Schematic Pay Schedule for all full -time and part - time employees.
BACKGROUND:
In administering the City’s classification and compensation system and workforce planning, Human Resources will periodically present to the City Council recomme nded changes and salary adjustments for formal approval.
To implement any salary adjustment for employees, the City is required to submit the proposed adjustments to the City Council for approval in open session. This is mandated by California Code of R egulation Subchapter 1, specifically Employee’s Retirement System Regulations Sections 570.5 and 571.1 (2 CCR§§ 570.5 and 571.1). These regulations dictate that whenever salary changes occur, the City Council must officially adopt a stand-alone, unified pay schedule that adheres to all open meeting laws.
DISCUSSION:
During the Mid -Cycle Fiscal Year 25/26 Budget review, several departments submitted supplemental budget requests (SBR) to add or reclassify positions. At the Public Hearing on June 3, 2025, Ci ty Council reviewed the proposed mid -cycle budget and approved staff recommendations for certain reclassifications and adopted Resolution 2025-83.
2 The approved budget included staffing changes from the Utilities Department, which requested establishing a new Lead Account Clerk – Scale House classification and the reclassification of Office Assistant I/II positions to a new department -specific classification. The Department’s initial request included the reclassification of 3.0 F ull- Time Equivalent (FTE) Office Assistant I/II positions. However, Human Resources’ job analysis determined that 4.0 FTE Office Assistant I/II positions should be reclassified.
The salary range for the position of Solid Waste Manager will be reduced to reflect a change of duties t o focus on operational landfill responsibilities. The salary will be changed from $5,534.48 – $6,727.19 to $4,848.60 - $5,893.50 bi-weekly.
Human Resources seeks approval for the following actions:
1. Approve the establishment of the Lead Account Clerk – Scale House class specification
This position will provide daily oversight and guidance to the three existing Account Clerk- Scale House positions at the Santa Maria Regional Landfill, improving operational efficiency and internal coordination. The Human Resources Division completed the meet and confer requirements with SEIU and they support the new job classification. There is no financial impact to the General Fund by implementing this change.
2. Approve the establishment of the Utilities Office Specialist class specification This new classification results in the reclassification of 4.0 FTE incumbents from Office Assistant I/II to Utilities Office Specialists. The job analysis determined that many of the incumbents’ duties extended beyond the scope of th e citywide Office Assistant I/II classification, which is structured for entry -level clerical work. The incumbents perform specialized functions unique to Utilities operations, including managing multiple software systems, delegating service orders to fiel d staff, and performing business -related tasks.
The Utilities Office Specialist classification more accurately reflects the complexity of work performed. The Human Resources Division completed the meet and confer requirements with SEIU, and they support the new job classification. There is no financial impact to the General Fund by implementing this change.
3. Approve amendments to the Comprehensive Schematic Pay Schedule A Comprehensive Salary Schematic (“Schedule”) for the City of Santa Maria is created and presented in accordance with CalPERS regulations intended to ensure consistency when reporting compensation for City employees. The Public Employees’ Retirement Law (PERL), Government Code Section 20636(b)(1) requires pay amounts to be paid pursuant to publicly available pay schedules. The Schedule includes pay rate information for all full -time and part -time employees. The Schedule enhances the disclosure and transparency of public employee compensation by requiring that the pay rates be listed on a single-pay schedule as per CalPERS’ requirements.
Fiscal Impact
This Council action is to approve administrative changes and additions to class specifications, as per Section 2-20.04.1(b) Job Descriptions (Specifications) of the Santa 3 Maria Municipal Code. Once implemented the reclassification of the four Office Assistant incumbents to Utilities Office Specialist positions will result in an approximate cost of $45,513. The salary adjustment to two Solid Waste Manager positions will result in an approximate savings of $21,676.
Collectively, the proposed changes will cost approximately $23,837 within the Enterprise Funds. There is no fiscal impact to the General Fund associated with these personnel adjustments.
Alternative
If the recommended Resolution is not approved, the City will continue to operate with the existing classifications and pay schedule, which may negatively impact recruitment and retention efforts for the specified positions and could result in non -compliance with CalPERS regulations regarding the comprehensive pay schedule.
Impact on the Community
Overall, City services will continue to be provided by City employees with no decrease in the level of service to the public. Instead, it is expected that there will be a positive impact and increase to current service levels to the public achieved by attraction and retention of qualified employees. The requested changes will enhance service to the community and maintain compliance with the California Public Employees’ Retirement System.
ATTACHMENT(S)
A. Resolution
B. Job Description - Lead Account Clerk – Scale House
C. Job Description - Utilities Office Specialist
D. Comprehensive Schematic Pay Schedule
Attachment A
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA APPROVING
THE ESTABLISHMENT OF TWO NEW JOB CLASSIFICATIONS
FOR THE UTILTITIES DEPARTMENT AND THEIR CORRESPONDING
JOB SPECIFICATIONS; AND ADOPTING AMENDMENTS
TO THE COMPREHENSIVE SCHEMATIC PAY SCHEDULE
FOR FULL-TIME AND PART-TIME EMPLOYEES
WHEREAS, job classification takes into account the content and scope of a job ; employee knowledge, skills, and abilities; and employee performance; and
WHEREAS, Section 2-20.04.1 (a) Job Description (Specifications) states in part, “The specifications, when approved by the City Council, shall constitute the official class specifications for the City service”; and
WHEREAS, Section 2 -20.04.1 (b) Job Description (Specifications) states in part, “Each specification shall include, but not be limited to, the class title, a brief description of the scope, nature, and responsibility of the class; a description of the tasks or essential duties ordinarily performed in th e positions allocated to the class; a statement of the minimum qualifications considered necessary for proficient performance of the work, including education, experience, training, knowledge and abilities, skills, physical characteristics, and any additional factors considered pertinent.”; and
WHEREAS, the California Public Employees’ Retirement System (“CalPERS”) limits “compensation earnable” for retirement purposes to amounts listed on a Comprehensive Schematic Pay Schedule meeting requirements set forth in section 570.5 of Title 2 of the California Code of Regulations, including that government agency employers provide and make available to the public the salary of all full-time and part-time employees in a single salary format specified by CalPERS; and
WHEREAS, the City has compiled the necessary salary dat a to create a single comprehensive schematic pay schedule in compliance with the requirement s of CalPERS, attached to the Council Agenda Report as Attachment C,
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
SECTION 1. The above recitals are true and correct and incorporated herein.
SECTION 2. The City Council of the City of Santa Maria authorizes the establishment of the Lead Account Clerk-Scale House classification and corresponding job description attached to the City Council Agenda Report as Attachment B; and Attachment A
SECTION 3. The City Council of the City of Santa Maria authorizes the establishment of the Utilities Office Specialist classification and corresponding job description attached to the City Council Agenda Report as Attachment C; and
SECTION 4. The Comprehensive Schematic Pay Schedule for all full-time and part- time employees attached to the City Council Agenda Report as Attachment D, effective November 29, 2025; incorporated herein by reference, is hereby authorized and approved; and
SECTION 5 . The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd day of December 2025.
ATTEST:
Chief Deputy City Clerk
Mayor
APPROVED AS TO FORM:
_________________________
City Attorney
APPROVED AS TO CONTENT:
_________________________
Department Director
_________________________
City Manager
CITY OF SANTA MARIA, CALIFORNIA Attachment B Lead Account Clerk – Scale House
JOB TITLE: Lead Account Clerk – Scale House DEPARTMENT: Utilities CLASSIFICATION: Non-Exempt UNIT: G GRADE: 415
ESTABLISHED: October 2025 LEVEL: Frontline Supervisor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under general direction of assigned supervisor, oversees the day-to-day operations and business activities of the Santa Maria Regional Landfill Scale Houses. Responsible for ensuring daily operations are fully staffed, financial transactions are correctly processed, and department records are accurately maintained. This position trains, instructs, and monitors subordinate and support staff and leads special projects.
The Lead Account Clerk – Scale House is distinguished from the Account Clerk – Scale House in that the former serves as a working supervisor for its assigned area. This position is a Frontline Supervisor that receives limited supervision and works within an established framework of standard policies and procedures to accomplish objectives. Their role is essential in delivering reliable, prompt, and accurate services.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
Plans and leads daily business activities of the Scale Houses. Ensures operations are fully staffed and oversees the work of subordinate and support staff. Verifies the accurate processing and recording of daily financial transactions and reconciliations within assignment area. Promptly resolves discrepancies. Trains and instructs subordinate and support staff to adhere to operational procedures and service standards.
Prepares, reviews, and verifies that financial and operational records are accurately maintained. Drafts standard operating procedures and other operational materials. Assists with employee performance evaluations.
Leads and/or supports special projects that are within business operation objectives. Serves as the subject mat ter expert for Scale House operations. Responds to complex customer inquiries and complaints.
Collaborates with other Department staff and provides recommendations for business operation and customer service improvements.
Performs all duties of the Account Clerk – Scale House classification. Scope of assigned area will depend on departmental structure and is at the discretion of the department director.
CITY OF SANTA MARIA, CALIFORNIA Attachment B Lead Account Clerk – Scale House
Upholds the values of the organization and has strong customer service orientation. Performs other related projects and duties as assigned. Demonstrates regular, reliable, and punctual attendance.
CORE COMPETENCIES:
Front-line Supervisor:
Incumbents should have a solid foundation of Individual Contributor core competencies identified by the organization, as well as the following core competencies identified as essential for Front-line Supervisor (click the hyper link to see the full definition Front Line Supervisor Competencies):
Assertiveness - Effective performers are self-confident, readily offer options and take action, and challenge others when appropriate. They trust their judgment. Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They support and manage differences of opinion and use consensus and collaboration to resolve issues.
High Standards - Effective performers model professional standards, pay attention to detail, continually seek to improve processes, hold staff accountable, and find best practices. Informal Communication - Effective performers clearly and articulately convey information t o others. They accurately interpret and understand nonverbal cues. Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, optimistic, enthusiastic, and generally likable. Delegation - Effective performers willingly entrust work to others, provide clear guidelines, provide challenging assignments, and empower others.
Active Listening - Effective performers offer their full attention when others speak, actively listen, and demonstrate verbal and nonverbal listening cues to ensure understanding. Team Management - Effective performers select and build effective work groups, understand the human dynamics of team foundation, and create and maintain functional teams. They formulate team roles, provide guidance, and reward team behavior. Influence - Effective performers are skilled at directing, persuading, and motivating others. They establish a personal power base built on mutual trust, fairness, and honesty, and flex their style to direct, collaborate, or empower others.
QUALIFICATIONS/EXPERIENCE:
Ideally, three years of experience equivalent to that of Account Clerk – Scale House. One year of recent experience in a lead or supervisory capacity is highly desirable. Graduation from high school.
An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above. Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession, such as:
Knowledge of laws, regulations, and best practices related to waste management, as wel l as CITY OF SANTA MARIA, CALIFORNIA Attachment B Lead Account Clerk – Scale House
familiarity with the tools, equipment, and safety protocols commonly associated with waste disposal operations, is highly desirable. Basic accounting principles and procedures; financial and statistical record keeping including data entry; etc.
Effective verbal and interpersonal communication skills. Use computer and other office equipment effectively.
Desired licenses and/or certifications associated with the assignment.
Possession of a valid and appropriate Driver ’s License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. Requires completion of a background investigation to the satisfaction of the City. The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed.
SUPPLEMENTAL INFORMATION:
May require completion of a pre-employment physical to the satisfaction of the City. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case-by-case basis.
CONDITIONS OF EMPLOYMENT:
CITY OF SANTA MARIA, CALIFORNIA Attachment B Lead Account Clerk – Scale House
EMPLOYEE CONFIRMATION
☐I have read and understand the job description for my position. I am able to perform all the essential functions of this position. I agree to comply with City policies and all laws, rules, regulations and standards of conduct related to my position.
Employee Date
CITY OF SANTA MARIA, CALIFORNIA Attachment C Utilities Office Specialist
JOB TITLE: Utilities Office Specialist DEPARTMENT: Utilities CLASSIFICATION: Non-Exempt UNIT: G GRADE: 429
ESTABLISHED: October 2025 LEVEL: Individual Contributor
SUMMARY / IDENTIFYING CHARACTERISTICS:
Under the general direction of assigned supervisor, serves as the primary customer-facing representative for its assigned area. The position provides exceptional customer service, responds to requests for operational services, and delivers office and administrative task execution. This role faci litates efficient customer service operations for the public.
The Utilities Office Specialist position is an Individual Contributor role that works within an established framework of policies and procedures to accomplish department objectives. The position requires effective collaboration and coordination between department staff, field operations , and other City departments.
ESSENTIAL DUTIES/RESPONSIBILITIES:
These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:
Provides service by phone, in -person, and email, including responding to service requests and explaining account information and department services to the public and City staff. Serves as a liaison for field staff, department staff, and other City departments to accomplish service requests and meet operational objectives.
Assigns real-time work orders to field staff.
Enters, updates, and maintains information in various software systems and prepares operational reports.
Organizes and maintains department records.
Reviews and use geographic information system databases to complete assigned tasks. Acts as a receptionist for the department , screens phone calls and visitors, and responds to routine requests.
Drafts and utilizes various written materials including letters, notices, emails, standard operating procedures, and makes recommendations to improve processes. May be responsible for mail collection, mail distribution, and/or complet ing routine errands for the department.
Positions assigned to Solid Waste also:
o Review customer accounts and process service applications. o Accurately calculate costs for services, updated costs into financial system of record, and coordinates with Utility Billing to ensure accurate invoice amounts.
CITY OF SANTA MARIA, CALIFORNIA Attachment C Utilities Office Specialist
o Perform data audits and/or conduct data reconciliations as required. Positions assigned to Water Resources may:
o Support the coordination, preparation, and /or verification of financial records as required, including but not limited to timecards, purchase orders, and invoices. Upholds the values of the organization and has strong customer service orientation. Performs other related duties as assigned.
Demonstrates regular, reliable, and punctual attendance.
CORE COMPETENCIES:
Individual Contributor:
Incumbents should have a solid foundation of the following core competencies identified by the organization to be essential and listed in order of importance (click the hyper link to see the full definition Individual Contributor Competencies):
Team Player - Effective performers are team oriented, share resources, respond to requests, and support a spirit of cooperative effort.
Customer Orientation - Effective performers are in touch with community needs and review the organization through the eyes of Santa Maria residents. They go out of their way to anticipate needs.
Integrity - Effective performers think and act ethically and honestly, take responsibility for their actions and foster a work environment where integrity is rewarded. Composure - Effective performers maintain emotional control, even under ambiguous or stressful circumstances, and demonstrate emotions appropriate to the situation. Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, public works, planning, information technology, human resources, etc.), and remain current in their area of expertise. Problem Solving & Decision Making - Effective performers identify problems, solve them, act decisively, and show good judgment.
Learning Agility - Effective performers continuously seek new knowledge, are curious, learn quickly, and use new information effectively.
Drive/Energy - Effective performers have a high level of energy and are ambitious and passionate about their role. They have stamina and endurance to maintain a fast pace.
QUALIFICATIONS/EXPERIENCE:
Graduation from high school, or GED.
An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above; and Ideally, one or more years of responsible office or administrative experience, including a focus on customer service and/or responding to operational service requests.
CITY OF SANTA MARIA, CALIFORNIA Attachment C Utilities Office Specialist
Current technical/professional knowledge of complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, such as:
o Applicable Federal, State, and local laws, ordinances, regulations, and guidelines related to assigned duties is highly desired.
o Principles and practices of filing and recordkeeping. o Concepts and techniques of customer service.
o Use of software for tracking and maintaining data and records is highly desired. o Ability to assess service requests and assign them to appropriate staff. o Effective verbal and interpersonal communication skills. o Microsoft Office Suite (or equivalent).
o Effective use of computer and other office equipment. Required licenses and/or certifications associated with the assignment:
o Valid Class “C” Driver’s License.
Possession of a valid and appropriate Driver License. Must have and maintain a satisfactory driving record and meet City liability requirements to drive for City business. The incumbent must meet the physical requirements of the job class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed.
SUPPLEMENTAL INFORMATION:
Requires completion of a background investigation to the satisfaction of the City. May require completion of a pre-employment physical to the satisfaction of the City. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case-by-case basis.
CONDITIONS OF EMPLOYMENT:
CITY OF SANTA MARIA, CALIFORNIA Attachment C Utilities Office Specialist
EMPLOYEE CONFIRMATION
☐I have read and understand the job description for my position. I am able to perform all the essential functions of this position. I agree to comply with City policies and all laws, rules, regulations and standards of conduct related to my position.
Employee Date
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H 322 ACCOUNT CLERK - SCALE HOUSE g 1,882.48 1,976.60 2,075.43 2,179.20 2,288.16 324 ACCOUNT CLERK I g 1,836.52 1,928.35 2,024.77 2,126.01 2,232.31 323 ACCOUNT CLERK II g 2,031.08 2,132.63 2,239.26 2,351.22 2,468.78 370 ACCOUNTING TECHNICIAN I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 371 ACCOUNTING TECHNICIAN II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 374 ACCOUNTING TECHNICIAN III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 367 ADMINISTRATIVE ASSISTANT g 2,448.11 2,570.52 2,699.05 2,834.00 2,975.70 436 ADMINISTRATIVE LEADER m 3,631.57 3,794.99 3,965.76 4,144.22 4,330.71 4,525.59 4,729.24 4,942.06 447 ARFF SPECIALIST I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 448 ARFF SPECIALIST II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 176 ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01 146 ASSISTANT CITY MANAGER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 203 ASSISTANT PLANNER g 2,799.63 2,939.61 3,086.59 3,240.92 3,402.97 008 ASSISTANT TO THE CITY MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 204 ASSOCIATE PLANNER g 3,532.27 3,708.88 3,894.32 4,089.04 4,293.49 176 ASST DIR OF RECREATION & PARKS (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
388 AUTOMOTIVE SERVICE WRITER g 2,660.01 2,793.01 2,932.66 3,079.29 3,233.25 140 BUILDING DIVISION MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 217 BUILDING INSPECTOR I g 2,643.11 2,775.27 2,914.03 3,059.73 3,212.72 220 BUILDING INSPECTOR II g 2,914.72 3,060.46 3,213.48 3,374.15 3,542.86 347 BUILDING PERMIT TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 348 BUILDING PERMIT TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 438 BUSINESS LEADER m 5,164.46 5,396.86 5,639.72 5,893.51 6,158.72 6,435.86 6,725.48 7,028.13 164 BUSINESS SYSTEMS ANALYST m 4,035.23 4,236.99 4,448.84 4,671.28 4,904.84 230 CAD TECHNICIAN g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 264 CHIEF BUILDING INSPECTOR g 3,212.43 3,373.05 3,541.70 3,718.79 3,904.73 130 CHIEF DEPUTY CITY CLERK m 4,546.61 4,773.94 5,012.64 5,263.27 5,526.43 146 CHIEF HUMAN RESOURCES OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 CHIEF INFORMATION OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 150 CHIEF OF POLICE (Corp Leader Broadband - Safety) psmp 8,735.19 - - - 13,102.79 226 CHIEF PUBLIC WORKS INSPECTOR g 2,814.06 2,954.76 3,102.50 3,257.63 3,420.51 146 CITY ATTORNEY (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 179 CITY MANAGER (Broadband) m 10,254.32 - - - 14,601.85 166 CODE ENFORCEMENT OFFICER I g 2,730.08 2,866.58 3,009.91 3,160.41 3,318.43 167 CODE ENFORCEMENT OFFICER II g 2,981.30 3,130.37 3,286.89 3,451.23 3,623.79 165 CODE ENFORCEMENT SUPERVISOR g 3,588.45 3,767.87 3,956.26 4,154.07 4,361.77 168 CODE ENFORCEMENT TECHNICIAN g 2,195.58 2,305.36 2,420.63 2,541.66 2,668.74 211 COMMUNITY PROGRAMS MANAGER m 4,388.79 4,608.23 4,838.64 5,080.57 5,334.60 340 CONFIDENTIAL OFFICE CLERK I m 1,652.49 1,735.11 1,821.87 1,912.96 2,008.61 341 CONFIDENTIAL OFFICE CLERK II m 1,825.81 1,917.10 2,012.96 2,113.61 2,219.29 311 CONFIDENTIAL SECRETARY m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 343 CONFIDENTIAL TECHNICIAN I m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 344 CONFIDENTIAL TECHNICIAN II m 2,517.68 2,643.56 2,775.74 2,914.53 3,060.26 346 CONFIDENTIAL TECHNICIAN III m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 146 CORPORATE/EXECUTIVE LEADER - NON SAFETY (Broadband) m 8,258.16 - - - 12,604.56 150 CORPORATE/EXECUTIVE LEADER - SAFETY (Broadband) psm 8,735.19 - - - 13,102.79 265 CREW LEADER/MAINTENACE SPECIALIST g 2,553.71 2,681.40 2,815.47 2,956.24 3,104.05 298 CRIME ANALYST I g 2,866.05 3,009.35 3,159.82 3,317.81 3,483.70 414 CRIME ANALYST II g 3,159.82 3,317.81 3,483.70 3,657.89 3,840.78 421 CRIME LAB AND EVIDENCE SUPV pn 4,583.99 4,813.19 5,053.85 5,306.54 5,571.87 417 CRIMINALISTICS TECHNICIAN I pn 2,860.40 3,003.42 3,153.59 3,311.27 3,476.83 418 CRIMINALISTICS TECHNICIAN II pn 3,708.51 3,893.94 4,088.64 4,293.07 4,507.72 331 CUSTOMER SERVICE CLERK g 1,581.36 1,660.43 1,743.45 1,830.62 1,922.15 389 CUSTOMER SERVICE TECHNICIAN g 2,303.07 2,418.22 2,539.13 2,666.09 2,799.39 439 DEPUTY BUILDING OFFICIAL m 4,089.11 4,293.57 4,508.25 4,733.66 4,970.34 373 DEPUTY CITY CLERK m 2,528.57 2,655.00 2,787.75 2,927.14 3,073.50 009 DEPUTY CITY MANAGER m 6,249.56 6,562.04 6,890.14 7,234.65 7,596.38 176
DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
176 DEPUTY DIRECTOR - SOLID WASTE (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
178 DEPUTY FIRE CHIEF (Org Leader Broadband- Safety) psmf 6,769.78 - - - 11,137.38 424 DIGITAL FORENSICS EXAMINER I pn 4,000.37 4,200.39 4,410.41 4,630.93 4,862.48 442 DIGITAL FORENSICS EXAMINER II pn 4,410.41 4,630.93 4,862.48 5,105.60 5,360.88 146 DIR OF COMMUNITY DEVELOPMENT (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 DIR OF PUBLIC WORKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIR OF RECREATION & PARKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF FINANCE (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF UTILITIES (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 319 DISPATCHER I pn 2,787.24 2,926.60 3,072.93 3,226.58 3,387.91 320 DISPATCHER II pn 3,233.19 3,394.85 3,564.59 3,742.82 3,929.96 441 ELECTRICAL AND INSTRUMENTATION TECHNICIAN g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 239 ELECTRICIAN I g 2,789.77 2,929.26 3,075.72 3,229.51 3,390.99 Bi-Weekly Rates
Attachment D
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
227 ELECTRICIAN II g 3,229.51 3,390.99 3,560.54 3,738.57 3,925.50 302 ENGINEER I g 3,213.18 3,373.84 3,542.53 3,719.66 3,905.64 303 ENGINEER II g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 317 ENGINEER III g 3,905.69 4,100.97 4,306.02 4,521.32 4,747.39 231 ENGINEERING TECH II g 2,501.43 2,626.50 2,757.83 2,895.72 3,040.51 232 ENGINEERING TECH III g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 228 EQUIPMENT MECHANIC I g 2,310.21 2,425.72 2,547.01 2,674.36 2,808.08 225 EQUIPMENT MECHANIC II g 2,489.64 2,614.12 2,744.83 2,882.07 3,026.17 190 EXECUTIVE ASSISTANT m 3,102.38 3,257.50 3,420.38 3,591.40 3,770.97 253 FACILITIES SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 281 FIELD MECHANIC g 2,616.93 2,747.78 2,885.17 3,029.43 3,180.90 332 FINANCE CLERK I g 1,882.50 1,976.63 2,075.46 2,179.23 2,288.19 333 FINANCE CLERK II g 2,075.85 2,179.64 2,288.62 2,403.05 2,523.20 329 FINANCE LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 449 FIRE BATTALION CHIEF psmf 6,300.85 6,615.89 6,946.68 7,294.01 7,658.71 450 FIRE CAPTAIN f 4,353.22 4,570.88 4,799.42 5,039.39 5,291.36 189 FIRE CHIEF (Corp Leader Broadband - Safety) psmf 8,735.19 - - - 13,102.79 451 FIRE ENGINEER f 3,788.14 3,977.55 4,176.43 4,385.25 4,604.51 452 FIRE FIGHTER f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 453 FIRE FIGHTER IN TRAINING f 2,482.91 2,607.06 2,737.41 2,874.28 3,017.99 443 FIRE INSPECTOR I f 2,892.68 3,037.32 3,189.19 3,348.65 3,516.08 444 FIRE INSPECTOR II f 3,189.20 3,348.66 3,516.09 3,691.89 3,876.48 446 FIRE MARSHAL m 6,154.11 6,461.82 6,784.91 7,124.16 7,480.37 295 FIRE PREVENTION OFFICER I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 296 FIRE PREVENTION OFFICER II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 254 FLEET SERVICES SUPERVISOR g 3,537.12 3,713.98 3,899.68 4,094.66 4,299.39 182 GIS ANALYST g 3,788.79 3,978.23 4,177.14 4,386.00 4,605.30 299 GIS MANAGER m 3,916.84 4,112.68 4,318.31 4,534.23 4,760.94 192 GIS TECHNICIAN I g 2,952.08 3,099.68 3,254.66 3,417.39 3,588.26 193 GIS TECHNICIAN II g 3,254.65 3,417.38 3,588.25 3,767.66 3,956.04 440 GRAPHICS TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 372 GRANTS SPECIALIST I g 2,577.56 2,706.44 2,841.76 2,983.85 3,133.04 378 GRANTS SPECIALIST II g 2,841.78 2,983.87 3,133.06 3,289.71 3,454.20 209 GROUNDSKEEPER g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 400 HEAVY EQUIPMENT MECHANIC g 2,827.18 2,968.54 3,116.97 3,272.82 3,436.46 401 HOUSING & COMMUNITY SERVICE TECHNICIAN g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 423 INVESTIGATIVE SPECIALIST pn 2,773.75 2,912.44 3,058.06 3,210.96 3,371.51 426 INVESTIGATIVE SPECIALIST I pn 2,773.75 2,912.44 3,058.06 3,210.96 3,371.51 427 INVESTIGATIVE SPECIALIST II pn 3,058.07 3,210.97 3,371.52 3,540.10 3,717.11 286 LABORATORY COORDINATOR g 3,110.89 3,266.43 3,429.75 3,601.24 3,781.30 275 LANDFILL HEAVY EQUIP LEAD OPR g 2,720.12 2,856.13 2,998.94 3,148.89 3,306.33 274 LANDFILL HEAVY EQUIP OPR g 2,467.17 2,590.53 2,720.06 2,856.06 2,998.86 276 LANDFILL HEAVY EQUIP OPR II g 2,590.53 2,720.06 2,856.06 2,998.86 3,148.80 415 LEAD ACCOUNT CLERK - SCALE HOUSE g 2,070.73 2,174.27 2,282.98 2,397.13 2,516.99 432 LEAD CUSTOMER SERVICE TECHNICIAN g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 282 LEAD MECHANIC g 2,885.20 3,029.46 3,180.93 3,339.98 3,506.98 425 LEAD POLICE SERVICE TECHNICIAN pn 2,898.63 3,043.56 3,195.74 3,355.53 3,523.31 307 LEAD WASTEWATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 308 LEAD WATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 428 LEGAL OFFICE SPECIALIST - CONFIDENTIAL m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 350 LIBRARIAN I g 2,610.57 2,741.10 2,878.16 3,022.07 3,173.17 248 LIBRARIAN II g 2,884.35 3,028.57 3,180.00 3,339.00 3,505.95 147 LIBRARIAN III m 4,480.11 4,704.12 4,939.33 5,186.30 5,445.62 352 LIBRARY ASSISTANT I g 2,029.25 2,130.71 2,237.25 2,349.11 2,466.57 354 LIBRARY ASSISTANT II g 2,237.54 2,349.42 2,466.89 2,590.23 2,719.74 351 LIBRARY CLERK g 1,976.70 2,075.54 2,179.32 2,288.29 2,402.70 146 LIBRARY DIRECTOR (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 353 LIBRARY TECHNICIAN g 2,422.95 2,544.10 2,671.31 2,804.88 2,945.12 244 MAINTENANCE WORKER I g 2,009.99 2,110.49 2,216.01 2,326.81 2,443.15 240 MAINTENANCE WORKER II g 2,166.15 2,274.46 2,388.18 2,507.59 2,632.97 330 OFFICE ASSISTANT I g 1,701.70 1,786.79 1,876.13 1,969.94 2,068.44 328 OFFICE ASSISTANT II g 1,880.15 1,974.16 2,072.87 2,176.51 2,285.34 176 ORGANIZATIONAL / ENTERPRISE LEADER - NON SAFETY (Broadband) m 6,519.61 - - - 10,866.01 177 ORGANIZATIONAL / ENTERPRISE LEADER - SAFETY (Broadband) psm 6,769.78 - - - 11,137.38 382 OUTREACH COORDINATOR g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 183 PARK SERVICES OFFICER g 2,167.65 2,276.03 2,389.83 2,509.32 2,634.79 238 PARK SERVICES OFFICER II g 2,630.23 2,761.74 2,899.83 3,044.82 3,197.06 283 PARK SERVICES OFFICER III g 3,066.01 3,219.31 3,380.28 3,549.29 3,726.75 268 PARKS & FOREST SUPERVISOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 430 PEG PRODUCTION MANAGER m 3,128.45 3,284.87 3,449.11 3,621.57 3,802.65 278 PLAN CHECK ENGINEER m 4,961.19 5,209.25 5,469.71 5,743.20 6,030.36 124 PLANNING DIVISION MANAGER m 6,287.93 6,602.33 6,932.45 7,279.07 7,643.02 216 PLANNING TECHNICIAN g 2,286.82 2,401.16 2,521.22 2,647.28 2,779.64 297 PLANS EXAMINER g 3,056.10 3,208.91 3,369.36 3,537.83 3,714.72 422 POLICE CORPORAL p 4,024.27 4,225.48 4,436.75 4,658.59 4,891.52 177 POLICE DIVISION COMMANDER (Org Leader Broadband - Safety) psmp 6,769.78 - - - 11,137.38 416 POLICE LIEUTENANT pmm 6,312.86 6,628.50 6,959.93 7,307.93 7,673.33 413 POLICE OFFICER p 3,734.14 3,920.85 4,116.89 4,322.73 4,538.87
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
355 POLICE RECORDS SUPERVISOR g 2,820.25 2,961.26 3,109.32 3,264.79 3,428.03 327 POLICE RECORDS TECH-DETECTIVES g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 325 POLICE RECORDS TECHNICIAN I g 2,143.88 2,251.07 2,363.62 2,481.80 2,605.89 326 POLICE RECORDS TECHNICIAN II g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 410 POLICE SERGEANT pmm 5,096.19 5,351.00 5,618.55 5,899.48 6,194.45 256 POLICE SERVICES TECHNICIAN pn 2,629.15 2,760.61 2,898.64 3,043.57 3,195.75 390 POLICE TRAINEE pn 3,133.37 3,290.04 3,454.54 3,627.27 3,808.63 293 PRINCIPAL CIVIL ENGINEER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19 127 PRINCIPAL PLANNER m 4,936.40 5,183.22 5,442.38 5,714.50 6,000.23 437 PROGRAM LEADER m 4,330.70 4,525.58 4,729.24 4,942.06 5,164.45 5,396.85 5,639.71 5,893.50 362 PROPERTY-EVIDENCE CLERK g 2,501.80 2,626.89 2,758.23 2,896.14 3,040.95 241 PUBLIC WORKS INSPECTOR g 2,552.46 2,680.08 2,814.08 2,954.78 3,102.52 135 PUBLIC WORKS OPERATIONS MGR m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 169 PUBLIC WORKS TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 170 PUBLIC WORKS TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 257 RECREATION COORDINATOR g 2,615.79 2,746.58 2,883.91 3,028.11 3,179.52 285 RECREATION SUPERVISOR g 3,027.35 3,178.72 3,337.66 3,504.54 3,679.77 259 RECREATION TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 316 REGULATORY COMPLIANCE MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 252 REGULATORY COMPLIANCE SPECIALIST I g 2,541.68 2,668.76 2,802.20 2,942.31 3,089.43 314 REGULATORY COMPLIANCE SPECIALIST II g 2,802.20 2,942.31 3,089.43 3,243.90 3,406.10 431 REGULATORY COMPLIANCE SUPERVISOR g 3,212.58 3,373.21 3,541.87 3,718.96 3,904.91 312 SECRETARY g 2,152.89 2,260.53 2,373.56 2,492.24 2,616.85 313 SECRETARY TO THE CITY MANAGER m 2,823.18 2,964.34 3,112.56 3,268.19 3,431.60 176 SENIOR ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
349 SENIOR BUILDING PERMIT TECH g 2,674.53 2,808.26 2,948.67 3,096.10 3,250.91 292 SENIOR CIVIL ENGINEER g 4,277.68 4,491.56 4,716.14 4,951.95 5,199.55 267 SENIOR CREW LEADER-MAINT SPEC g 2,681.38 2,815.45 2,956.22 3,104.03 3,259.23 321 SENIOR DISPATCHER pn 3,566.19 3,744.50 3,931.73 4,128.32 4,334.74 237 SENIOR PARK SERVICES OFFICER g 3,587.70 3,767.09 3,955.44 4,153.21 4,360.87 205 SENIOR PLANNER g 4,164.28 4,372.49 4,591.11 4,820.67 5,061.70 201 SENIOR PLANS EXAMINER g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 337 SENIOR POLICE RECORDS TECH g 2,537.97 2,664.87 2,798.11 2,938.02 3,084.92 163 SENIOR PROJECT MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 210 SENIOR SYSTEMS ANALYST m 5,052.85 5,305.49 5,570.76 5,849.30 6,141.77 304 SENIOR TRAFFIC SIGNAL TECH g 2,998.81 3,148.75 3,306.19 3,471.50 3,645.08 184 SHAREPOINT DEVELOPER g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 195 SOLID WASTE COLLECTIONS SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 196 SOLID WASTE EQUIP CREW LDR g 2,403.48 2,523.65 2,649.83 2,782.32 2,921.44 246 SOLID WASTE EQUIP LEAD OPR g 2,658.08 2,790.98 2,930.53 3,077.06 3,230.91 222 SOLID WASTE EQUIPMENT OPR I g 2,244.12 2,356.33 2,474.15 2,597.86 2,727.75 224 SOLID WASTE EQUIPMENT OPR II g 2,289.00 2,403.45 2,523.62 2,649.80 2,782.29 197 SOLID WASTE LANDFILL SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 154 SOLID WASTE MANAGER m 4,848.60 5,091.03 5,345.58 5,612.86 5,893.50 380 SPECIAL DISTRICTS COORDINATOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 411 SPECIAL DISTRICTS PLANNING TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 358 SPECIAL DISTRICTS SUPERVISOR g 3,726.44 3,912.76 4,108.40 4,313.82 4,529.51 381 SPECIAL DISTRICTS TECHNICIAN g 2,577.04 2,705.89 2,841.18 2,983.24 3,132.40 271 STREET MAINT SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 214 SYSTEMS ANALYST I g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 215 SYSTEMS ANALYST II g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 290 TRAFFIC SIGNAL TECHNICIAN g 2,789.60 2,929.08 3,075.53 3,229.31 3,390.78 202 TRANSIT ASSISTANT g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 229 TRANSIT COORDINATOR g 2,456.60 2,579.43 2,708.40 2,843.82 2,986.01 185 TRANSIT PLANNER g 3,176.23 3,335.04 3,501.79 3,676.88 3,860.72 288 TRANSIT SERVICES MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 383 UTILITIES ACCOUNTING TECH I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 384 UTILITIES ACCOUNTING TECH II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 385 UTILITIES ACCOUNTING TECH III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 429 UTILITIES OFFICE SPECIALIST g 1,974.16 2,072.87 2,176.51 2,285.34 2,399.61 387 UTILITIES OUTREACH SPECIALIST g 2,270.26 2,383.77 2,502.96 2,628.11 2,759.52 207 UTILITIES TECHNOLOGY ANALYST g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 334 UTILITY BILLING LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 223 UTILITY BILLING SUPERVISOR g 2,397.63 2,517.51 2,643.39 2,775.56 2,914.34 306 WASTEWATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 405 WASTEWATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 406 WASTEWATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 407 WASTEWATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 305 WASTEWATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 198 WASTEWATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 247 WATER CONSERVATION SPECIALIST g 2,721.65 2,857.73 3,000.62 3,150.65 3,308.18 309 WATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 402 WATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 403 WATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 404 WATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 310 WATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 258 WATER RESOURCES LEAD OPERATOR g 3,297.27 3,462.13 3,635.24 3,817.00 4,007.85 134 WATER RESOURCES MANAGER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
263 WATER RESOURCES OPERATOR g 2,990.68 3,140.21 3,297.22 3,462.08 3,635.18 199 WATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 243 WATER SYSTEM OPERATOR I g 2,381.85 2,500.94 2,625.99 2,757.29 2,895.15 249 WATER SYSTEM OPERATOR II g 2,681.82 2,815.91 2,956.71 3,104.55 3,259.78
City of Santa Maria
Comprehensive Schematic Pay Schedule
Hourly Rates (Part-Time - Limited Service)
Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 20.96 22.01 23.11 24.27 25.48
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 - -
ab ADMINISTRATIVE AIDE II e 24.39 25.62 26.89 - -
aa ADMINISTRATIVE AIDE III e 28.33 29.75 31.24 - -
ae AQUATICS SAFETY & EDUCATIONAL SPEC e 17.90 18.80 19.74 - - al ASSIST LIBRARY TECHNICIAN e 16.90 17.59 18.47 - -
as ASSISTANT CLERK - OFFICE e 16.90 17.75 18.63 - -
ap ASST PUBLIC WORKS INSPECTOR e 29.06 30.51 32.04 - -
cd CERTIFIED DISPATCH AIDE e 31.44 33.01 34.66
zc CLERK II z 22.61 23.74 24.93 26.18 27.49
zx COMMUNITY OUTREACH COORDINATOR z 25.57 26.85 28.19 29.60 31.08 cl CONSULTANT I e 39.92 41.92 44.02 - -
cm CONSULTANT II e 46.23 48.53 50.96 - -
cn CONSULTANT III e 53.85 56.54 59.36 - -
co CONSULTANT IV e 63.04 68.29 73.54 - -
cp CUSTOMER SERVICE PHONE OPER* e 16.90 17.75 18.63 - - ya EMERGENCY SERVICES SPECIALIST z 35.08 36.83 38.67 40.60 42.63 ec EXECUTIVE CONSULTANT e 112.00 117.60 123.48
zp FACILITY SPECIALIST II z 21.55 22.63 23.76 24.95 26.20 zq FACILITY SPECIALIST III z 23.17 24.33 25.55 26.83 28.17 lo GENERAL LABORER e 16.90 17.75 18.63 - -
d1 INTERIM DIRECTOR I e 63.04 68.29 73.54 - -
d2 INTERIM DIRECTOR II e 78.80 84.05 89.30 - -
d3 INTERIM DIRECTOR III e 94.55 99.81 105.06 - -
ci INTERN - GENERAL e 16.90 17.75 18.63 - -
ei INTERN - PROFESSION e 16.90 17.75 18.63 - -
i1 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 - -
i2 INVESTIGATIVE OFFICER II e 105.06 0.00 0.00 - -
zf LABORER III z 19.02 19.97 20.97 22.02 23.12
lp LIBRARY PAGE e 16.90 17.75 18.63 - -
zg LIBRARY TECHNICAL ASSISTANT z 26.89 28.23 29.64 31.12 32.68 lg LIFEGUARD e 16.90 17.75 18.63 - -
mt MAINTENANCE TECHNICIAN e 16.90 17.75 18.63 - -
ma MULTIMEDIA ASSISTANT e 16.90 17.75 18.63 - -
ps PARK SERVICES AIDE e 16.90 17.75 18.63 - -
zy PARK SERVICES COORDINATOR z 44.60 46.83 49.17 51.63 54.21 pc POLICE CADET e 16.90 17.59 18.47 - -
zi POLICE RECORDS CLERK z 19.93 20.93 21.98 23.08 24.23 po PROVISIONAL OFFICER e 39.91 41.91 44.01 46.21 48.52
ra RECREATION ACTIVITY SPECIALIST z 19.22 20.18 21.19 22.25 23.36 re RECREATION LEADER II e 16.90 17.75 18.63 - -
rc REGULATORY COMPLIANCE CLERK e 16.90 17.75 18.63 - -
ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 - - - -
bo RESERVE POLICE OFFICER LEVEL 2 e 17.86 - - - -
ze SECURITY GUARD z 21.85 22.94 24.09 25.29 26.56
zz SENIOR LIFEGUARD z 21.22 22.28 23.39 24.56 25.79
sl SKILLED LABORER e 22.02 23.12 24.28 - -
sa STAFF AIDE - FACILITIES e 16.90 17.75 18.63 - -
zt STAFF ASSISTANT z 18.48 19.40 20.37 21.39 22.46
si SWIM INSTRUCTOR e 17.90 18.80 19.74 - -
sc SWIM POOL CLERK e 16.90 17.75 18.63 - -
t1 TECHNICAL AIDE I e 16.90 17.75 18.63 - -
t2 TECHNICAL AIDE II e 16.90 17.75 18.63 - -
t3 TECHNICAL AIDE III e 18.20 19.11 20.06 - -
tp TEMPORARY PLANNER e 34.84 36.59 38.41 - -
zr TRANSIT TECHNICIAN z 21.51 22.59 23.72 24.91 26.16
Hourly Rates
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: David W. Rowlands, City Manager
DATE: December 2, 2025
SUBJECT: Adoption of a Resolution Approving an Amendment to Agreement with Aleshire and Wynder, LLP
Description:
The City Council will consider approving an amendment to the Letter Agreement with Aleshire and Wynder, LLP.
RECOMMENDATION:
1. Adopt a Resolution approving an Amendment to the Letter Agreement with Aleshire and Wynder, LLP. for continued legal employment and labor services and an increase to the amount of $200,000; and
2. Authorize the City Manager, or designee, to execute the agreement.
BACKGROUND:
The City utilizes Aleshire and Wynder, LLP. for legal assistance related to labor and employment services. This original letter agreement retained Aleshire and Wynder, LLP for assistance with employment matters, including employee rights and responsibilities, working conditions, wages, and the City’s various labor unions to include bargaining groups.
DISCUSSION:
Originally the City Attorney’s Office engaged Aleshire and Wynder, LLP via a letter agreement signed March 13, 2025. An increase in the agreement amount is requested to meet the City’s need for legal consultation.
Alternative(s)
City Council could decide not to approve the Amendment which would require City staff to find an alternative method for Human Resources assistance.
2 Fiscal Considerations
The cost of the amendment is set for $200,000. Funding for this amendment has been allocated in the approved budget for 2025 –2026. Funding for future years will be requested during subsequent budget cycles.
ATTACHMENT(S)
A. Resolution – Aleshire
B. Amendment
Attachment A
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA
APPROVING AN AMENDMENT TO THE LETTER AGREEMENT WITH
ALESHIRE AND WYNDER, LLP. FOR CONTINUED LEGAL EMPLOYMENT AND LABOR SERVICES AND AN INCREASE TO THE AMOUNT OF $200,000
WHEREAS, the City and Aleshire and Wynder, LLP entered into a Letter Agreement on March 15, 2025; and
WHEREAS, the City and Aleshire and Wynder, LLP desire to amend the Letter Agreement to a not to exceed a total amount of $350,000; and
WHEREAS, the City has spent approximately $150,000 under the current Letter Agreement;
WHEREAS, funding for this service has been included in the current fiscal year’s budget.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
SECTION 1. Approved amendment to the Letter A greement with Aleshire and Wynder, LLP for labor and employment legal representation services; and
SECTION 2. Authorized the City Manager or designee to execute agreement; and
SECTION 3. The Chief Deputy City Clerk is hereby authorized to make m inor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
///
///
///
Attachment A
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria, California, held this 2nd day of December 2025.
ATTEST:
Chief Deputy City Clerk
Mayor
APPROVED AS TO FORM:
_______________________________
City Attorney
APPROVED AS TO CONTENT:
_______________________________
Department Director
_______________________________
City Manager
Attachment B
AMENDMENT NO. 1 TO AGREEMENT
This Amendment No. 1 to the Agreement for Aleshire & Wynder LLP dated March 13, 2025 , is made on December 2, 2025 , by and between Aleshire & Wynder LLP (“Attorney Firm”), and the City of Santa Maria, a California Municipal Corporation and charter city (“City”), in Santa Maria, California, based on the following recitals:
1. The City desires to extend the term of the Agreement in accordance with Section 2 of the Agreement.
NOW, THEREFORE, IT IS AGREED:
1. The term of the Agreement is not to exceed $200,000, for a total not to exceed amount of $350,000.
2. All other terms of the Agreement remain unchanged.
IN WITNESS WHEREOF, this Agreement is executed by the parties on the date first written above.
Attorney Firm CITY OF SANTA MARIA
____________________________
By: Colin J. Tanner, Esq.
___________________________
By: DAVID W. ROWLANDS
City Manager
ATTEST:
___________________________
Donna G. Schwartz
Chief Deputy City Clerk
APPROVED AS TO FORM:
______________________
City Attorney
______________________
Risk Manager
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: December 2, 2025
SUBJECT: Adoption of a Resolution Approving an Amendment to the City’s Comprehensive Schematic Pay Schedule, effective December 27, 2025
Description:
The City Council will c onsider approving the single Comprehensive Schematic Pay Schedule in compliance with the requirements of the Labor Code and the California Public Employees’ Retirement Law to implement the minimum wage increase for the State of California for 2026 and previously agreed -to salary adjustments for the Santa Maria Police Officers’ Association, and the Santa Maria Police Association of Middle Management.
Environmental Notice: The activity is not a “Pr oject” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
Adopt a Resolution approving a Comprehensive Schematic Pay Schedule, effective December 27, 2025, to implement pay changes to address the new 2026 minimum wage requirements to $16.90 per hour for the State of California, and salary adjustments to Santa Mar ia Police Officers’ Association; and the Santa Maria Police Association of Middle Management.
BACKGROUND:
In administering the City’s classification and compensation system, and workforce planning, City Human Resources will periodically present to the Council recommended changes and salary adjustments for formal approval. Human Resources seeks approval to adjust salaries to meet the minimum wage for the State of California for 2026 , and to implement previously negotiated salary adjustments to the Sant a Maria Police Officer s’ Association (POA); and the Santa Maria Police Association of Middle Management (SMPAMM).
Minimum Wage Increase:
The State of California’s minimum wage is regularly adjusted under Labor Code section 1118.12(c). The California Department of Finance announced on August 1, 2025, that a minimum wage of $16.90 per hour will commence on January 1, 2026. The increase in minimum wage from $16.50 to $16.90 per hour reflects an increase of 2.49 percent and 2 is calculated by the Office of the Director at the California Department of Finance. Salary adjustments to account for the increase to the minimum wage will take effect December 27, 2025.
The City of Santa Maria has a limited number of classifica tions that are affected by the new minimum wage, as the majority of positions are already compensated at rates above this threshold.
Implement Negotiated Salary Adjustments:
In February of 2025, City Council adopted a Resolution to ratify the successo r Memorandum of Understanding with the Santa Maria Police Officer s’ Association, and the Santa Maria Police Association of Middle Management. Employees in the employ of the City in these units will receive a 5 percent base salary increase, effective December 27, 2025.
DISCUSSION:
To implement any salary adjustment for employees, the City is required to submit the proposed adjustments to the City Council in open session for approval. This is mandated by the California Code of Regulations. Specificall y, the California Public Employees’ Retirement System regulations, Sections 570.5 and 571.1 (2 CCR §§ 570.5 and 571.1).
These regulations dictate that when any salary changes occur, the City Council must adopt, during a publicly noticed meeting that adhere s to all open meeting laws, a stand - alone, unified pay schedule that encompasses all employee classifications.
This Council Agenda Report, along with its attachments, serves as the official record of the requested salary adjustments. Human Resources requests City Council approval for the minimum wage adjustments and implementation of salary adjustments to the POA and SMPAMM units; and the associated changes to the City’s Comprehensive Schematic Pay Schedule (attachment B), effective December 27, 2025.
Alternative(s)
A decision by the City Council to not approve the Comprehensive Schematic Pay Schedule would result in being out of compliance with the Public Employees’ Retirement Law and the Labor Code.
Fiscal Considerations
The fiscal impact of imp lementing the state’s new minimum salary requirements will be minimal due to the limited number of positions requiring adjustments. Departments will absorb the cost, and no new allocations will be made for the remainder of Fiscal Year 2025-26 for the purpose of implementing the minimum wage salary adjustments.
The fiscal impact of implementing the salary increases for the Santa Maria Police Officers’ Association; and the Santa Maria Police Association of Middle Management will be $1,187,700, and $400,500, respectively.
3 Impact on the Community
Overall, City services will continue to be provided by City employees with no decrease in the level of service to the public. Instead, it is expected that there will be a positive impact and increase to current service levels to the public achieved by attraction and retention of a highly skilled workforce to serve the Santa Maria community; increased employee job satisfaction; and increased performance. The requested schedule change will enhance service to the community and maintain compliance with the Public Employees’ Retirement Law.
ATTACHMENT(S)
A. Resolution
B. FT_PT_LS_Salary Schematic
Attachment A
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA
APPROVING A COMPREHENSIVE SCHEMATIC PAY
SCHEDULE, EFFECTIVE DECEMBER 27, 2025, TO IMPLEMENT
PAY CHANGES TO ADDRESS THE NEW 2026 MINIMUM WAGE
REQUIREMENTS OF $16.90 PER HOUR FOR THE STATE OF
CALIFORNIA, AND SALARY ADJUSTMENTS TO THE SANTA
MARIA POLICE OFFICERS’ ASSOCIATION; AND THE SANTA
MARIA POLICE ASSOCIATION OF MIDDLE MANAGEMENT
WHEREAS, the California Public Employees’ Retirement System (“CalPERS”) requires adoption of a publicly presented Comprehensive Salary Schedule to implement salary adjustments, as set forth in the California Public Employees’ Retirement System regulations, Sections 570.5 and 571.1 (2 CCR §§ 570.5 and 571.1); and
WHEREAS, the City has compiled the necessary salary data to create a single salary schedule in compliance with the requirement of CalPERS, attached to the Council Agenda Report as Attachment B, dated December 2, 2025, for effective date December 27, 2025.
WHEREAS, The State of California’s minimum wage will increase from $16. 50 per hour to $16.90 per hour effective January 1, 2026; and
WHEREAS, the Santa Maria City Council has agreed previously to salary adjustments through labor agreements with the Santa Maria Police Officers’ Association; and the Santa Maria Police Association of Middle Management; and
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
SECTION 1. The above recitals are true and correct and incorporated herein; and
SECTION 2. The Comprehensive Schematic Pay Schedule for all full -time and part-time employees attached to the City Council Agenda Report as Attachment B, dated December 2, 2025, incorporated herein by reference, is hereby authorized and approved; and
SECTION 3. The State of California’s Minimum Wage will increase from $16.50 to $16.90 per hour effective January 1, 2026; and
Attachment A
SECTION 4. Employees in the S anta Maria Police Officers’ Association; and the Santa Maria Police Association of Middle Management will receive a five percent base salary increase, effective December 27, 2025; and
SECTION 5 . The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd day of December 2025.
ATTEST:
Chief Deputy City Clerk
Mayor
APPROVED AS TO FORM:
_________________________
City Attorney
APPROVED AS TO CONTENT:
_________________________
Department Director
_________________________
City Manager
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H 322 ACCOUNT CLERK - SCALE HOUSE g 1,882.48 1,976.60 2,075.43 2,179.20 2,288.16 324 ACCOUNT CLERK I g 1,836.52 1,928.35 2,024.77 2,126.01 2,232.31 323 ACCOUNT CLERK II g 2,031.08 2,132.63 2,239.26 2,351.22 2,468.78 370 ACCOUNTING TECHNICIAN I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 371 ACCOUNTING TECHNICIAN II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 374 ACCOUNTING TECHNICIAN III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 367 ADMINISTRATIVE ASSISTANT g 2,448.11 2,570.52 2,699.05 2,834.00 2,975.70 436 ADMINISTRATIVE LEADER m 3,631.57 3,794.99 3,965.76 4,144.22 4,330.71 4,525.59 4,729.24 4,942.06 447 ARFF SPECIALIST I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 448 ARFF SPECIALIST II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 176 ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01 146 ASSISTANT CITY MANAGER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 203 ASSISTANT PLANNER g 2,799.63 2,939.61 3,086.59 3,240.92 3,402.97 008 ASSISTANT TO THE CITY MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 204 ASSOCIATE PLANNER g 3,532.27 3,708.88 3,894.32 4,089.04 4,293.49 176 ASST DIR OF RECREATION & PARKS (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
388 AUTOMOTIVE SERVICE WRITER g 2,660.01 2,793.01 2,932.66 3,079.29 3,233.25 140 BUILDING DIVISION MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 217 BUILDING INSPECTOR I g 2,643.11 2,775.27 2,914.03 3,059.73 3,212.72 220 BUILDING INSPECTOR II g 2,914.72 3,060.46 3,213.48 3,374.15 3,542.86 347 BUILDING PERMIT TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 348 BUILDING PERMIT TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 438 BUSINESS LEADER m 5,164.46 5,396.86 5,639.72 5,893.51 6,158.72 6,435.86 6,725.48 7,028.13 164 BUSINESS SYSTEMS ANALYST m 4,035.23 4,236.99 4,448.84 4,671.28 4,904.84 230 CAD TECHNICIAN g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 264 CHIEF BUILDING INSPECTOR g 3,212.43 3,373.05 3,541.70 3,718.79 3,904.73 130 CHIEF DEPUTY CITY CLERK m 4,546.61 4,773.94 5,012.64 5,263.27 5,526.43 146 CHIEF HUMAN RESOURCES OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 CHIEF INFORMATION OFFICER (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 150 CHIEF OF POLICE (Corp Leader Broadband - Safety) psmp 8,735.19 - - - 13,102.79 226 CHIEF PUBLIC WORKS INSPECTOR g 2,814.06 2,954.76 3,102.50 3,257.63 3,420.51 146 CITY ATTORNEY (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 179 CITY MANAGER (Broadband) m 10,254.32 - - - 14,601.85 166 CODE ENFORCEMENT OFFICER I g 2,730.08 2,866.58 3,009.91 3,160.41 3,318.43 167 CODE ENFORCEMENT OFFICER II g 2,981.30 3,130.37 3,286.89 3,451.23 3,623.79 165 CODE ENFORCEMENT SUPERVISOR g 3,588.45 3,767.87 3,956.26 4,154.07 4,361.77 168 CODE ENFORCEMENT TECHNICIAN g 2,195.58 2,305.36 2,420.63 2,541.66 2,668.74 211 COMMUNITY PROGRAMS MANAGER m 4,388.79 4,608.23 4,838.64 5,080.57 5,334.60 340 CONFIDENTIAL OFFICE CLERK I m 1,652.49 1,735.11 1,821.87 1,912.96 2,008.61 341 CONFIDENTIAL OFFICE CLERK II m 1,825.81 1,917.10 2,012.96 2,113.61 2,219.29 311 CONFIDENTIAL SECRETARY m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 343 CONFIDENTIAL TECHNICIAN I m 2,283.61 2,397.79 2,517.68 2,643.56 2,775.74 344 CONFIDENTIAL TECHNICIAN II m 2,517.68 2,643.56 2,775.74 2,914.53 3,060.26 346 CONFIDENTIAL TECHNICIAN III m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 146 CORPORATE/EXECUTIVE LEADER - NON SAFETY (Broadband) m 8,258.16 - - - 12,604.56 150 CORPORATE/EXECUTIVE LEADER - SAFETY (Broadband) psm 8,735.19 - - - 13,102.79 265 CREW LEADER/MAINTENACE SPECIALIST g 2,553.71 2,681.40 2,815.47 2,956.24 3,104.05 298 CRIME ANALYST I g 2,866.05 3,009.35 3,159.82 3,317.81 3,483.70 414 CRIME ANALYST II g 3,159.82 3,317.81 3,483.70 3,657.89 3,840.78 421 CRIME LAB AND EVIDENCE SUPV pn 4,583.99 4,813.19 5,053.85 5,306.54 5,571.87 417 CRIMINALISTICS TECHNICIAN I pn 2,860.40 3,003.42 3,153.59 3,311.27 3,476.83 418 CRIMINALISTICS TECHNICIAN II pn 3,708.51 3,893.94 4,088.64 4,293.07 4,507.72 331 CUSTOMER SERVICE CLERK g 1,581.36 1,660.43 1,743.45 1,830.62 1,922.15 389 CUSTOMER SERVICE TECHNICIAN g 2,303.07 2,418.22 2,539.13 2,666.09 2,799.39 439 DEPUTY BUILDING OFFICIAL m 4,089.11 4,293.57 4,508.25 4,733.66 4,970.34 373 DEPUTY CITY CLERK m 2,528.57 2,655.00 2,787.75 2,927.14 3,073.50 009 DEPUTY CITY MANAGER m 6,249.56 6,562.04 6,890.14 7,234.65 7,596.38 176
DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
176 DEPUTY DIRECTOR - SOLID WASTE (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
178 DEPUTY FIRE CHIEF (Org Leader Broadband- Safety) psmf 6,769.78 - - - 11,137.38 424 DIGITAL FORENSICS EXAMINER I pn 4,000.37 4,200.39 4,410.41 4,630.93 4,862.48 442 DIGITAL FORENSICS EXAMINER II pn 4,410.41 4,630.93 4,862.48 5,105.60 5,360.88 146 DIR OF COMMUNITY DEVELOPMENT (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56
146 DIR OF PUBLIC WORKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIR OF RECREATION & PARKS (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF FINANCE (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 146 DIRECTOR OF UTILITIES (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 319 DISPATCHER I pn 2,787.24 2,926.60 3,072.93 3,226.58 3,387.91 320 DISPATCHER II pn 3,233.19 3,394.85 3,564.59 3,742.82 3,929.96 441 ELECTRICAL AND INSTRUMENTATION TECHNICIAN g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 239 ELECTRICIAN I g 2,789.77 2,929.26 3,075.72 3,229.51 3,390.99 Bi-Weekly Rates
Attachment B
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
227 ELECTRICIAN II g 3,229.51 3,390.99 3,560.54 3,738.57 3,925.50 302 ENGINEER I g 3,213.18 3,373.84 3,542.53 3,719.66 3,905.64 303 ENGINEER II g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 317 ENGINEER III g 3,905.69 4,100.97 4,306.02 4,521.32 4,747.39 231 ENGINEERING TECH II g 2,501.43 2,626.50 2,757.83 2,895.72 3,040.51 232 ENGINEERING TECH III g 2,775.70 2,914.49 3,060.21 3,213.22 3,373.88 228 EQUIPMENT MECHANIC I g 2,310.21 2,425.72 2,547.01 2,674.36 2,808.08 225 EQUIPMENT MECHANIC II g 2,489.64 2,614.12 2,744.83 2,882.07 3,026.17 190 EXECUTIVE ASSISTANT m 3,102.38 3,257.50 3,420.38 3,591.40 3,770.97 253 FACILITIES SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 281 FIELD MECHANIC g 2,616.93 2,747.78 2,885.17 3,029.43 3,180.90 332 FINANCE CLERK I g 1,882.50 1,976.63 2,075.46 2,179.23 2,288.19 333 FINANCE CLERK II g 2,075.85 2,179.64 2,288.62 2,403.05 2,523.20 329 FINANCE LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 449 FIRE BATTALION CHIEF psmf 6,300.85 6,615.89 6,946.68 7,294.01 7,658.71 450 FIRE CAPTAIN f 4,353.22 4,570.88 4,799.42 5,039.39 5,291.36 189 FIRE CHIEF (Corp Leader Broadband - Safety) psmf 8,735.19 - - - 13,102.79 451 FIRE ENGINEER f 3,788.14 3,977.55 4,176.43 4,385.25 4,604.51 452 FIRE FIGHTER f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 453 FIRE FIGHTER IN TRAINING f 2,482.91 2,607.06 2,737.41 2,874.28 3,017.99 443 FIRE INSPECTOR I f 2,892.68 3,037.32 3,189.19 3,348.65 3,516.08 444 FIRE INSPECTOR II f 3,189.20 3,348.66 3,516.09 3,691.89 3,876.48 446 FIRE MARSHAL m 6,154.11 6,461.82 6,784.91 7,124.16 7,480.37 295 FIRE PREVENTION OFFICER I f 3,014.45 3,165.17 3,323.43 3,489.60 3,664.08 296 FIRE PREVENTION OFFICER II f 3,315.84 3,481.63 3,655.71 3,838.50 4,030.43 254 FLEET SERVICES SUPERVISOR g 3,537.12 3,713.98 3,899.68 4,094.66 4,299.39 182 GIS ANALYST g 3,788.79 3,978.23 4,177.14 4,386.00 4,605.30 299 GIS MANAGER m 3,916.84 4,112.68 4,318.31 4,534.23 4,760.94 192 GIS TECHNICIAN I g 2,952.08 3,099.68 3,254.66 3,417.39 3,588.26 193 GIS TECHNICIAN II g 3,254.65 3,417.38 3,588.25 3,767.66 3,956.04 440 GRAPHICS TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 372 GRANTS SPECIALIST I g 2,577.56 2,706.44 2,841.76 2,983.85 3,133.04 378 GRANTS SPECIALIST II g 2,841.78 2,983.87 3,133.06 3,289.71 3,454.20 209 GROUNDSKEEPER g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 400 HEAVY EQUIPMENT MECHANIC g 2,827.18 2,968.54 3,116.97 3,272.82 3,436.46 401 HOUSING & COMMUNITY SERVICE TECHNICIAN g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 423 INVESTIGATIVE SPECIALIST pn 2,773.75 2,912.44 3,058.06 3,210.96 3,371.51 426 INVESTIGATIVE SPECIALIST I pn 2,773.75 2,912.44 3,058.06 3,210.96 3,371.51 427 INVESTIGATIVE SPECIALIST II pn 3,058.07 3,210.97 3,371.52 3,540.10 3,717.11 286 LABORATORY COORDINATOR g 3,110.89 3,266.43 3,429.75 3,601.24 3,781.30 275 LANDFILL HEAVY EQUIP LEAD OPR g 2,720.12 2,856.13 2,998.94 3,148.89 3,306.33 274 LANDFILL HEAVY EQUIP OPR g 2,467.17 2,590.53 2,720.06 2,856.06 2,998.86 276 LANDFILL HEAVY EQUIP OPR II g 2,590.53 2,720.06 2,856.06 2,998.86 3,148.80 415 LEAD ACCOUNT CLERK - SCALE HOUSE g 2,070.73 2,174.27 2,282.98 2,397.13 2,516.99 432 LEAD CUSTOMER SERVICE TECHNICIAN g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 282 LEAD MECHANIC g 2,885.20 3,029.46 3,180.93 3,339.98 3,506.98 425 LEAD POLICE SERVICE TECHNICIAN pn 2,898.63 3,043.56 3,195.74 3,355.53 3,523.31 307 LEAD WASTEWATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 308 LEAD WATER OPERATOR g 3,244.92 3,407.17 3,577.53 3,756.41 3,944.23 428 LEGAL OFFICE SPECIALIST - CONFIDENTIAL m 2,914.54 3,060.27 3,213.28 3,373.94 3,542.64 350 LIBRARIAN I g 2,610.57 2,741.10 2,878.16 3,022.07 3,173.17 248 LIBRARIAN II g 2,884.35 3,028.57 3,180.00 3,339.00 3,505.95 147 LIBRARIAN III m 4,480.11 4,704.12 4,939.33 5,186.30 5,445.62 352 LIBRARY ASSISTANT I g 2,029.25 2,130.71 2,237.25 2,349.11 2,466.57 354 LIBRARY ASSISTANT II g 2,237.54 2,349.42 2,466.89 2,590.23 2,719.74 351 LIBRARY CLERK g 1,976.70 2,075.54 2,179.32 2,288.29 2,402.70 146 LIBRARY DIRECTOR (Corp Leader Broadband - Non Safety) m 8,258.16 - - - 12,604.56 353 LIBRARY TECHNICIAN g 2,422.95 2,544.10 2,671.31 2,804.88 2,945.12 244 MAINTENANCE WORKER I g 2,009.99 2,110.49 2,216.01 2,326.81 2,443.15 240 MAINTENANCE WORKER II g 2,166.15 2,274.46 2,388.18 2,507.59 2,632.97 330 OFFICE ASSISTANT I g 1,701.70 1,786.79 1,876.13 1,969.94 2,068.44 328 OFFICE ASSISTANT II g 1,880.15 1,974.16 2,072.87 2,176.51 2,285.34 176 ORGANIZATIONAL / ENTERPRISE LEADER - NON SAFETY (Broadband) m 6,519.61 - - - 10,866.01 177 ORGANIZATIONAL / ENTERPRISE LEADER - SAFETY (Broadband) psm 6,769.78 - - - 11,137.38 382 OUTREACH COORDINATOR g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 183 PARK SERVICES OFFICER g 2,167.65 2,276.03 2,389.83 2,509.32 2,634.79 238 PARK SERVICES OFFICER II g 2,630.23 2,761.74 2,899.83 3,044.82 3,197.06 283 PARK SERVICES OFFICER III g 3,066.01 3,219.31 3,380.28 3,549.29 3,726.75 268 PARKS & FOREST SUPERVISOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 430 PEG PRODUCTION MANAGER m 3,128.45 3,284.87 3,449.11 3,621.57 3,802.65 278 PLAN CHECK ENGINEER m 4,961.19 5,209.25 5,469.71 5,743.20 6,030.36 124 PLANNING DIVISION MANAGER m 6,287.93 6,602.33 6,932.45 7,279.07 7,643.02 216 PLANNING TECHNICIAN g 2,286.82 2,401.16 2,521.22 2,647.28 2,779.64 297 PLANS EXAMINER g 3,056.10 3,208.91 3,369.36 3,537.83 3,714.72 422 POLICE CORPORAL p 4,024.27 4,225.48 4,436.75 4,658.59 4,891.52 177 POLICE DIVISION COMMANDER (Org Leader Broadband - Safety) psmp 6,769.78 - - - 11,137.38 416 POLICE LIEUTENANT pmm 6,312.86 6,628.50 6,959.93 7,307.93 7,673.33 413 POLICE OFFICER p 3,734.14 3,920.85 4,116.89 4,322.73 4,538.87
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
355 POLICE RECORDS SUPERVISOR g 2,820.25 2,961.26 3,109.32 3,264.79 3,428.03 327 POLICE RECORDS TECH-DETECTIVES g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 325 POLICE RECORDS TECHNICIAN I g 2,143.88 2,251.07 2,363.62 2,481.80 2,605.89 326 POLICE RECORDS TECHNICIAN II g 2,315.25 2,431.01 2,552.56 2,680.19 2,814.20 410 POLICE SERGEANT pmm 5,096.19 5,351.00 5,618.55 5,899.48 6,194.45 256 POLICE SERVICES TECHNICIAN pn 2,629.15 2,760.61 2,898.64 3,043.57 3,195.75 390 POLICE TRAINEE pn 3,133.37 3,290.04 3,454.54 3,627.27 3,808.63 293 PRINCIPAL CIVIL ENGINEER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19 127 PRINCIPAL PLANNER m 4,936.40 5,183.22 5,442.38 5,714.50 6,000.23 437 PROGRAM LEADER m 4,330.70 4,525.58 4,729.24 4,942.06 5,164.45 5,396.85 5,639.71 5,893.50 362 PROPERTY-EVIDENCE CLERK g 2,501.80 2,626.89 2,758.23 2,896.14 3,040.95 241 PUBLIC WORKS INSPECTOR g 2,552.46 2,680.08 2,814.08 2,954.78 3,102.52 135 PUBLIC WORKS OPERATIONS MGR m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 169 PUBLIC WORKS TECHNICIAN I g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 170 PUBLIC WORKS TECHNICIAN II g 2,505.98 2,631.28 2,762.84 2,900.98 3,046.03 257 RECREATION COORDINATOR g 2,615.79 2,746.58 2,883.91 3,028.11 3,179.52 285 RECREATION SUPERVISOR g 3,027.35 3,178.72 3,337.66 3,504.54 3,679.77 259 RECREATION TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 316 REGULATORY COMPLIANCE MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 252 REGULATORY COMPLIANCE SPECIALIST I g 2,541.68 2,668.76 2,802.20 2,942.31 3,089.43 314 REGULATORY COMPLIANCE SPECIALIST II g 2,802.20 2,942.31 3,089.43 3,243.90 3,406.10 431 REGULATORY COMPLIANCE SUPERVISOR g 3,212.58 3,373.21 3,541.87 3,718.96 3,904.91 312 SECRETARY g 2,152.89 2,260.53 2,373.56 2,492.24 2,616.85 313 SECRETARY TO THE CITY MANAGER m 2,823.18 2,964.34 3,112.56 3,268.19 3,431.60 176 SENIOR ASSISTANT CITY ATTORNEY (Org Leader Broadband - Non Safety) m 6,519.61 - - - 10,866.01
349 SENIOR BUILDING PERMIT TECH g 2,674.53 2,808.26 2,948.67 3,096.10 3,250.91 292 SENIOR CIVIL ENGINEER g 4,277.68 4,491.56 4,716.14 4,951.95 5,199.55 267 SENIOR CREW LEADER-MAINT SPEC g 2,681.38 2,815.45 2,956.22 3,104.03 3,259.23 321 SENIOR DISPATCHER pn 3,566.19 3,744.50 3,931.73 4,128.32 4,334.74 237 SENIOR PARK SERVICES OFFICER g 3,587.70 3,767.09 3,955.44 4,153.21 4,360.87 205 SENIOR PLANNER g 4,164.28 4,372.49 4,591.11 4,820.67 5,061.70 201 SENIOR PLANS EXAMINER g 3,542.55 3,719.68 3,905.66 4,100.94 4,305.99 337 SENIOR POLICE RECORDS TECH g 2,537.97 2,664.87 2,798.11 2,938.02 3,084.92 163 SENIOR PROJECT MANAGER m 4,696.07 4,930.87 5,177.41 5,436.28 5,708.09 210 SENIOR SYSTEMS ANALYST m 5,052.85 5,305.49 5,570.76 5,849.30 6,141.77 304 SENIOR TRAFFIC SIGNAL TECH g 2,998.81 3,148.75 3,306.19 3,471.50 3,645.08 184 SHAREPOINT DEVELOPER g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 195 SOLID WASTE COLLECTIONS SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 196 SOLID WASTE EQUIP CREW LDR g 2,403.48 2,523.65 2,649.83 2,782.32 2,921.44 246 SOLID WASTE EQUIP LEAD OPR g 2,658.08 2,790.98 2,930.53 3,077.06 3,230.91 222 SOLID WASTE EQUIPMENT OPR I g 2,244.12 2,356.33 2,474.15 2,597.86 2,727.75 224 SOLID WASTE EQUIPMENT OPR II g 2,289.00 2,403.45 2,523.62 2,649.80 2,782.29 197 SOLID WASTE LANDFILL SUPV g 3,500.14 3,675.15 3,858.91 4,051.86 4,254.45 154 SOLID WASTE MANAGER m 4,848.60 5,091.03 5,345.58 5,612.86 5,893.50 380 SPECIAL DISTRICTS COORDINATOR g 3,340.50 3,507.53 3,682.91 3,867.06 4,060.41 411 SPECIAL DISTRICTS PLANNING TECHNICIAN g 2,264.17 2,377.38 2,496.25 2,621.06 2,752.11 358 SPECIAL DISTRICTS SUPERVISOR g 3,726.44 3,912.76 4,108.40 4,313.82 4,529.51 381 SPECIAL DISTRICTS TECHNICIAN g 2,577.04 2,705.89 2,841.18 2,983.24 3,132.40 271 STREET MAINT SUPERVISOR g 3,368.66 3,537.09 3,713.94 3,899.64 4,094.62 214 SYSTEMS ANALYST I g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 215 SYSTEMS ANALYST II g 3,865.00 4,058.25 4,261.16 4,474.22 4,697.93 290 TRAFFIC SIGNAL TECHNICIAN g 2,789.60 2,929.08 3,075.53 3,229.31 3,390.78 202 TRANSIT ASSISTANT g 1,747.19 1,834.55 1,926.28 2,022.59 2,123.72 229 TRANSIT COORDINATOR g 2,456.60 2,579.43 2,708.40 2,843.82 2,986.01 185 TRANSIT PLANNER g 3,176.23 3,335.04 3,501.79 3,676.88 3,860.72 288 TRANSIT SERVICES MANAGER m 5,111.39 5,366.96 5,635.31 5,917.08 6,212.93 383 UTILITIES ACCOUNTING TECH I g 2,230.37 2,341.89 2,458.98 2,581.93 2,711.03 384 UTILITIES ACCOUNTING TECH II g 2,459.52 2,582.50 2,711.63 2,847.21 2,989.57 385 UTILITIES ACCOUNTING TECH III g 2,582.49 2,711.61 2,847.19 2,989.55 3,139.03 429 UTILITIES OFFICE SPECIALIST g 1,974.16 2,072.87 2,176.51 2,285.34 2,399.61 387 UTILITIES OUTREACH SPECIALIST g 2,270.26 2,383.77 2,502.96 2,628.11 2,759.52 207 UTILITIES TECHNOLOGY ANALYST g 3,504.82 3,680.06 3,864.06 4,057.26 4,260.12 334 UTILITY BILLING LEAD CLERK g 2,283.48 2,397.65 2,517.53 2,643.41 2,775.58 223 UTILITY BILLING SUPERVISOR g 2,397.63 2,517.51 2,643.39 2,775.56 2,914.34 306 WASTEWATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 405 WASTEWATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 406 WASTEWATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 407 WASTEWATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 305 WASTEWATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 198 WASTEWATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 247 WATER CONSERVATION SPECIALIST g 2,721.65 2,857.73 3,000.62 3,150.65 3,308.18 309 WATER OPERATOR g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 402 WATER OPERATOR I g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 403 WATER OPERATOR II g 2,748.95 2,886.40 3,030.72 3,182.26 3,341.37 404 WATER OPERATOR III g 3,030.73 3,182.27 3,341.38 3,508.45 3,683.87 310 WATER OPERATOR TRAINEE g 2,441.33 2,563.40 2,691.57 2,826.15 2,967.46 258 WATER RESOURCES LEAD OPERATOR g 3,297.27 3,462.13 3,635.24 3,817.00 4,007.85 134 WATER RESOURCES MANAGER m 5,534.48 5,811.20 6,101.76 6,406.85 6,727.19
City of Santa Maria
Comprehensive Schematic Pay Schedule
Full-Time Classifications Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E Step F Step G Step H Bi-Weekly Rates
263 WATER RESOURCES OPERATOR g 2,990.68 3,140.21 3,297.22 3,462.08 3,635.18 199 WATER SUPERVISOR g 4,021.94 4,223.04 4,434.19 4,655.90 4,888.70 243 WATER SYSTEM OPERATOR I g 2,381.85 2,500.94 2,625.99 2,757.29 2,895.15 249 WATER SYSTEM OPERATOR II g 2,681.82 2,815.91 2,956.71 3,104.55 3,259.78
City of Santa Maria
Comprehensive Schematic Pay Schedule
Hourly Rates (Part-Time - Limited Service)
Adopted 12-02-2025
Effective 12-27-2025
Grade Description Assoc. Step A Step B Step C Step D Step E za ACCOUNT CLERK AIDE z 20.96 22.01 23.11 24.27 25.48
ac ADMINISTRATIVE AIDE I e 21.07 22.12 23.23 - -
ab ADMINISTRATIVE AIDE II e 24.39 25.62 26.89 - -
aa ADMINISTRATIVE AIDE III e 28.33 29.75 31.24 - -
ae AQUATICS SAFETY & EDUCATIONAL SPEC e 17.90 18.80 19.74 - - al ASSIST LIBRARY TECHNICIAN e 16.90 17.59 18.47 - -
as ASSISTANT CLERK - OFFICE e 16.90 17.75 18.63 - -
ap ASST PUBLIC WORKS INSPECTOR e 29.06 30.51 32.04 - -
cd CERTIFIED DISPATCH AIDE e 31.44 33.01 34.66
zc CLERK II z 22.61 23.74 24.93 26.18 27.49
zx COMMUNITY OUTREACH COORDINATOR z 25.57 26.85 28.19 29.60 31.08 cl CONSULTANT I e 39.92 41.92 44.02 - -
cm CONSULTANT II e 46.23 48.53 50.96 - -
cn CONSULTANT III e 53.85 56.54 59.36 - -
co CONSULTANT IV e 63.04 68.29 73.54 - -
cp CUSTOMER SERVICE PHONE OPER* e 16.90 17.75 18.63 - - ya EMERGENCY SERVICES SPECIALIST z 35.08 36.83 38.67 40.60 42.63 ec EXECUTIVE CONSULTANT e 112.00 117.60 123.48
zp FACILITY SPECIALIST II z 21.55 22.63 23.76 24.95 26.20 zq FACILITY SPECIALIST III z 23.17 24.33 25.55 26.83 28.17 lo GENERAL LABORER e 16.90 17.75 18.63 - -
d1 INTERIM DIRECTOR I e 63.04 68.29 73.54 - -
d2 INTERIM DIRECTOR II e 78.80 84.05 89.30 - -
d3 INTERIM DIRECTOR III e 94.55 99.81 105.06 - -
ci INTERN - GENERAL e 16.90 17.75 18.63 - -
ei INTERN - PROFESSION e 16.90 17.75 18.63 - -
i1 INVESTIGATIVE OFFICER I e 73.54 0.00 0.00 - -
i2 INVESTIGATIVE OFFICER II e 105.06 0.00 0.00 - -
zf LABORER III z 19.02 19.97 20.97 22.02 23.12
lp LIBRARY PAGE e 16.90 17.75 18.63 - -
zg LIBRARY TECHNICAL ASSISTANT z 26.89 28.23 29.64 31.12 32.68 lg LIFEGUARD e 16.90 17.75 18.63 - -
mt MAINTENANCE TECHNICIAN e 16.90 17.75 18.63 - -
ma MULTIMEDIA ASSISTANT e 16.90 17.75 18.63 - -
ps PARK SERVICES AIDE e 16.90 17.75 18.63 - -
zy PARK SERVICES COORDINATOR z 44.60 46.83 49.17 51.63 54.21 pc POLICE CADET e 16.90 17.59 18.47 - -
zi POLICE RECORDS CLERK z 19.93 20.93 21.98 23.08 24.23 po PROVISIONAL OFFICER e 39.91 41.91 44.01 46.21 48.52
ra RECREATION ACTIVITY SPECIALIST z 19.22 20.18 21.19 22.25 23.36 re RECREATION LEADER II e 16.90 17.75 18.63 - -
rc REGULATORY COMPLIANCE CLERK e 16.90 17.75 18.63 - -
ao RESERVE POLICE OFFICER LEVEL 1 e 21.01 - - - -
bo RESERVE POLICE OFFICER LEVEL 2 e 17.86 - - - -
ze SECURITY GUARD z 21.85 22.94 24.09 25.29 26.56
zz SENIOR LIFEGUARD z 21.22 22.28 23.39 24.56 25.79
sl SKILLED LABORER e 22.02 23.12 24.28 - -
sa STAFF AIDE - FACILITIES e 16.90 17.75 18.63 - -
zt STAFF ASSISTANT z 18.48 19.40 20.37 21.39 22.46
si SWIM INSTRUCTOR e 17.90 18.80 19.74 - -
sc SWIM POOL CLERK e 16.90 17.75 18.63 - -
t1 TECHNICAL AIDE I e 16.90 17.75 18.63 - -
t2 TECHNICAL AIDE II e 16.90 17.75 18.63 - -
t3 TECHNICAL AIDE III e 18.20 19.11 20.06 - -
tp TEMPORARY PLANNER e 34.84 36.59 38.41 - -
zr TRANSIT TECHNICIAN z 21.51 22.59 23.72 24.91 26.16
Hourly Rates
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: December 2, 2025
SUBJECT: Adoption of Resolution Approving Second Amendment to Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620
Description:
The City Council will consider adopting a Resolution approving the second amendment to the M emorandum of Understanding with the Service Employees International Union Local 620.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
1. Adopt a Resolution authorizing and approving the Second Amendment to the Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620, February 20, 2024, through December 31, 2025; and
2. Authorize the City Manager, or designee , to execute the Memorandum of Understanding.
BACKGROUND:
Over the last few months, City staff have met with representatives of the Local S ervice Employees International Union 620 (SEIU) to discuss a successor Memorandum of Understanding (MOU). During these meetings, the City and SEIU have determined that an extension of the MOU between the City of Santa Maria and the SEIU to June 30, 2026, and an increase to the City’s contribution for medical benefits was warranted.
Health benefits premiums change yearly with the calendar year. This Council action seeks Council approval to increase to the City’s contribution towards premiums to fully cover PERS Gold at all three tier levels for full -time SEIU employees . For part -time employees, the City will increase its contributions to fully cover PERS Gold for employee only. Contributions for Employee +1 and Employee +2 or more will be increased by the difference between the 2025 and 2026 PERS Gold employee only premiums.
2 DISCUSSION:
This Second Amendment to the current SEIU MOU also seeks to extend the contract to June 30, 2026. This will allow staff and SEIU the necessary time to negotiate in an environment that includes a detailed review of the City’s current fi nancial position. An amendment to the 2024-2025 SEIU MOU (Attachment “B”) has been drafted to address the City’s increase in contributions to medical plans; and the extension of the current 2024-2025 SEIU MOU, which was approved by City Council on Februa ry 20, 2024. (Attachment “C”).
The recommendation is to approve the proposed Second amendment to the current SEIU MOU 2024-2025, so that both parties (the City and SEIU) may address the bargaining process with clarity of the City’s financial situation.
Alternative(s)
A decision by the City Council not to approve the Second Amendment to the Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620 , February 20, 2024, through December 31, 2025, will result in a lapse of the current MOU, and continuation of the City contribution to health benefits at the 2025 rate.
Fiscal Considerations
The additional fiscal costs of increasing the City’s Health Benefit Premium contributions for members of the SEIU Local 620 is approximately $615,900 for the calendar year 2026.
Impact on the Community
Approval of Second Amendment to the Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620 , February 20, 2024 through December 31, 2025, is crucial to maintaining positive employee -employer relations and retaining a well -staffed, qualified workforce, who in turn will continue to support the City’s operational needs.
ATTACHMENT(S)
A. Resolution
B. Second Amendment to the 2024-2025 SEIU MOU
C. Current 2024-2025 SEIU MOU
D. F/T Benefits Rate Sheet 2026
E. P/T Benefits Rate Sheet 2026
Attachment A
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA,
AUTHORIZING AND APPROVING THE SECOND AMENDMENT
TO THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY OF SANTA MARIA AND
THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620,
FEBRUARY 20, 2024, THROUGH DECEMBER 31, 2025
WHEREAS, the City of Santa Maria (“City”) and the Service Employees International Union (“SEIU”) Local 620 entered into the 2024-2025 SEIU Memorandum of Understanding (“MOU”) which was approved by City Council on or about February 20, 2024; and
WHEREAS, the First Amendment to the Memorandum of Understanding between the City and SEIU was approved by City Council on or about September 16, 2025, by Resolution No. 2025-138; and
WHEREAS, the City and SEIU subsequently determined that an extension of the SEIU MOU term and medical benefits was warranted given that there is a new update to the health premiums as of January 1, 2026, for which the City Council will authorize an increase, allowing staff the necessary time to complete a detailed review of the City’s current financial position; and
WHEREAS, the City and SEIU labor representatives met and conferred and collectively desire to memorialize these changes to the SEIU MOU at Arti cle II, Section
2.03 “Term” and Article VII, Section 7.01 “Insurance” for purposes of the existing SEIU MOU; and
WHEREAS, the City and SEIU have therefore established a Second Amendment to the 2024 -2025 Memorandum of Understanding between the City and SEIU (Attachment “B”); and
WHEREAS, it is the desire of the City Council of the City of Santa Maria to approve and adopt an amendment to the 2024 -2025 SEIU MOU to memorialize and confirm the Second Amendment ( Attachment “B”) to the 2024 -2025 MOU and also to ratify by adoption by resolution the 2024-2025 SEIU MOU;
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, as follows:
SECTION 1. The proposed Second Amendment to the Memorandum of Understanding between the City of Santa Maria and SEIU Local 620 is hereby ratified and approved.
Attachment A
SECTION 2. The said Second Amendment is appended hereto as Attachment “B” to the Council Agenda Report and is hereby incorporated herein by reference as set forth.
SECTION 3. All provisions of current Memorandum of Understanding, resolutions and ordinances not amended by said Second Amendment shall remain in full force and effect.
SECTION 4 . It is hereby directed that all changes provided by said Second Amendment shall be carried out and is effective herewith in the manner provided therein.
SECTION 5 . The Chief Deputy City Clerk is hereby authorized to make minor changes herein to address clerical errors, so long as substantial conformance of the intent of this document is maintained. In doing so, the Chief Deputy City Clerk shall consult with the City Manager and City Attorney concerning any changes deemed necessary.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held this 2nd day of December 2025.
ATTEST:
Chief Deputy City Clerk
Mayor
APPROVED AS TO FORM:
_______________________________
City Attorney
APPROVED AS TO CONTENT:
_______________________________
Department Director
_______________________________
City Manager
01157.0004 2037410.1
Attachment B
SECOND AMENDMENT TO MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF SANTA MARIA AND THE SERVICE EMPLOYEES INTERNATIONAL UNION LOCAL 620
FEBRUARY 20, 2024 – DECEMBER 31, 2025
This Second Amendment to the Memorandum of Understanding between the City of Santa Maria and the Service Employees International Union Local 620 February 18, 2024 – December 31, 2025 (“SEIU MOU 2024-2025”) is made and entered into by and between the City of Santa Maria, a municipal corporation (“City”) , and the Santa Maria Service Employees International Union Local 620 (“SEIU”).
R E C I T A L S:
WHEREAS, the City and SEIU entered into the SEIU MOU 2024-2025 which was approved by City Council on or about February 20, 2024; and
WHEREAS, the First Amendment to the Memorandum of Understanding between the City and SEIU was approved by City Council on or about September 16, 2025 by Resolution No. 2025- 138; and
WHEREAS, the City and SEIU subsequently determined that an extension of the SEIU MOU term and medical benefits was warranted given that there is a new update to the health premiums as of January 1, 2026, for which the City Council will authorize an increase, allowing staff the necessary time to complete a detailed review of the City’s current financial position; and WHEREAS, the City and SEIU labor representatives have met and conferred on the issues referenced above, and agreed that the tentatively agreed upon changes to the SEIU MOU 2024- 2025 would require a formal MOU amendment approved by City Council; and WHEREAS, it is therefore necessary to amend the SEIU MOU at Article II, Section 2.03 “Term” and add to the SEIU MOU at Article VII, Section 7.01 “Insurance” to accomplish the above goals as set forth below.
NOW, THEREFORE, in consideration of the mutual covenants contained herein, the parties hereto agree as follows:
1. The existing term is being extended six (6) months through June 30, 2026. As such, the current language in Article II, Section 2.03 will be amended to state:
This term of this MOU shall be effective upon ratification by City Council through 12:00 Midnight on June 30, 2026. All payroll-related activities, not otherwise defined in this MOU, shall remain on a payroll-year basis.
2. Effective the payroll period in which deductions are made for the January 2026 medical plans, the City will increase its contributions to fully cover PERS Gold at all three tier levels for full-time SEIU employees . For part-time employees, the
01157.0004 2037410.1
City will increase its contributions to fully cover PERS Gold for employee only. Contributions for Employee +1 and Employee +2 or more will be increased by the difference between the 2025 and 2026 PERS Gold employee only premiums.
The representatives of the City and of the SEIU have jointly prepared this Second Amendment to the SEIU MOU 2024-2025, which has been ratified by the SEIU on November 24, 2025 and is jointly presented to City Council of the City of Santa Maria for determination pursuant to Government Code section 3505.1. Except as expressly provided for in this Second Amendment, all other provisions of the SEIU MOU 2024-2025 shall remain in full force and effect. The parties also acknowledge that this Second Amendment shall not be in full force and effect until adopted by resolution by the City Council of the City of Santa Maria. Subject to the foregoing and in witness whereof, this Second Amendment is hereby executed by the authorized representatives of the City and the Service Employees International Union Local 620 and entered into as of this _____ day of November, 2025.
CITY OF SANTA MARIA SERVICE EMPLOYEES
INTERNATIONAL UNION LOCAL 620
____________________________________ ____________________________________ David W. Rowlands Natalia Heredia
City Manager Chapter President
____________________________________ ____________________________________ Thomas Watson Nicole Bryant
City Attorney SEIU Lead Negotiator
____________________________________
Graciela Reynoso
Chief Human Resources Officer
____________________________________
Erica Anaya
Human Resources Administrative Leader
____________________________________
Alma Mendez
Human Resources Administrative Leader
____________________________________
01157.0004 2037410.1
Colin J. Tanner, Esq.
City Lead Negotiator
i
12281621.1 SA550-076
MEMORANDUM OF UNDERSTANDING FOR CY 2024-2025
FULL & PART-TIME GENERAL EMPLOYEES
TABLE OF CONTENTS
ARTICLE I. DEFINITIONS .............................................................................................................................................. 1 SECTION 1.01 DEFINITIONS ........................................................................................................................................... 1-2 ARTICLE II. RECOGNITION AND IMPLEMENTATION .................................................................................................... 3 SECTION 2.01 RECOGNITION ............................................................................................................................................. 3 SECTION 2.02 IMPLEMENTATION ....................................................................................................................................... 3 SECTION 2.03 TERM ......................................................................................................................................................... 3 SECTION 2.04 PAYROLL DEDUCTION ................................................................................................................................. 3 SECTION 2.05 FULL UNDERSTANDING ............................................................................................................................... 3 SECTION 2.06 WAIVER OF APPEAL .................................................................................................................................... 4 SECTION 2.07 CURRENT CHANGES IN TERMS AND CONDITIONS ......................................................................................... 4 SECTION 2.08 FUTURE CHANGES IN TERMS AND CONDITIONS ............................................................................................ 4 ARTICLE III. EMPLOYMENT PROVISIONS ........................................................................................................................ 5 SECTION 3.01 PROBATION ............................................................................................................................................... 5 SECTION 3.02 BREAK PERIODS ......................................................................................................................................... 6 SECTION 3.03 LUNCH PERIOD .......................................................................................................................................... 6 SECTION 3.04 CLEAN UP TIME.......................................................................................................................................... 6 SECTION 3.05 ALTERNATIVE WORKWEEK ......................................................................................................................... 7 SECTION 3.06 LAYOFF PROCEDURE ............................................................................................................................. 7-12 ARTICLE IV. COMPENSATION ........................................................................................................................................ 13 SECTION 4.01 SALARIES ................................................................................................................................................ 13 SECTION 4.02 EQUITY ADJUSTMENTS ............................................................................................................................. 13 SECTION 4.03 OVERTIME ................................................................................................................................................ 14 SECTION 4.04 CONVERSION OF COMPENSATORY TIME .................................................................................................... 14 SECTION 4.05 STANDBY ................................................................................................................................................. 15 SECTION 4.06 EMERGENCY WORK RESPONSE ................................................................................................................ 16 SECTION 4.07 ON CALL OR CALL BACK TIME .................................................................................................................. 16 SECTION 4.08 SHIFT DIFFERENTIAL ................................................................................................................................ 17 SECTION 4.09 BILINGUAL PAY ........................................................................................................................................ 18 SECTION 4.10 LONGEVITY PAY ....................................................................................................................................... 19 SECTION 4.11 MOVE-UP PAY ......................................................................................................................................... 19 SECTION 4.12 CERTIFICATIONS/LICENSING...................................................................................................................... 20 SECTION 4.13 EDUCATIONAL INCENTIVE PAY .............................................................................................................. 20-21 SECTION 4.14 EDUCATIONAL TUITION REIMBURSEMENT................................................................................................... 22 SECTION 4.15 PAYROLL STEP PLAN ............................................................................................................................... 22 SECTION 4.16 "Y" RATE ................................................................................................................................................. 23 SECTION 4.17 PAYROLL AND PAY PERIOD ....................................................................................................................... 23 ARTICLE V. LEAVES – PAID AND UNPAID ................................................................................................................... 24 SECTION 5.01 HOLIDAYS ................................................................................................................................................ 24 SECTION 5.02 CLOSING OF CITY OFFICES ....................................................................................................................... 25 SECTION 5.03 VACATIONS .............................................................................................................................................. 25 SECTION 5.04 CONSTRUCTIVE RECEIPT .......................................................................................................................... 26 SECTION 5.05 SICK LEAVE ............................................................................................................................................. 27 SECTION 5.06 UNAUTHORIZED ABSENCE - AUTOMATIC TERMINATION .............................................................................. 28 SECTION 5.07 PERSONAL LEAVE .................................................................................................................................... 29 ARTICLE VI. RETIREMENT .............................................................................................................................................. 30 SECTION 6.01 RETIREMENT ............................................................................................................................................ 30 Attachment C
SEIU MOU CY 2024-26
ii
12281621.1 SA550-076
SECTION 6.02 DEFERRED COMPENSATION ...................................................................................................................... 31 ARTICLE VII. INSURANCE ............................................................................................................................................... 32 SECTION 7.01 MEDICAL, DENTAL, AND OPTICAL INSURANCE ...................................................................................... 32-33 SECTION 7.02 LIFE AND DISABILITY INSURANCE .......................................................................................................... 34-35 SECTION 7.03 POST-EMPLOYMENT HEALTH PLAN .......................................................................................................... 36 ARTICLE VIII. UNIFORMS AND EQUIPMENT .................................................................................................................. 37 SECTION 8.01 UNIFORMS AND EQUIPMENT; IMPROPER USE ............................................................................................. 37 SECTION 8.02 UNIFORM ALLOWANCE ........................................................................................................................ 37-38 SECTION 8.03 TOOL REPLACEMENT ................................................................................................................................ 39 SECTION 8.04 WORK FOOTWEAR .............................................................................................................................. 39-41 ARTICLE IX. GRIEVANCES ........................................................................................................................................ 42 SECTION 9.09 GRIEVANCES ....................................................................................................................................... 42-43 ARTICLE X. SPECIAL PROVISIONS ............................................................................................................................... 44 SECTION 10.01 PERSONNEL FILES .................................................................................................................................... 44 SECTION 10.02 MANAGEMENT PERSONNEL ....................................................................................................................... 44 SECTION 10.03 SAFETY ................................................................................................................................................... 44 SECTION 10.04 CHANGING EMPLOYEE REPRESENTATION GROUPS .................................................................................... 44 SECTION 10.05 SLOW DOWN, WORK STOPPAGE OR STRIKE .............................................................................................. 44 SECTION 10.06 MANAGEMENT RIGHTS AND RESPONSIBILITIES ........................................................................................... 45 SECTION 10.07 UNION INFORMATION ................................................................................................................................ 46 SECTION 10.08 UNION BUSINESS ..................................................................................................................................... 46 SECTION 10.09 SALARY SURVEY PROCEDURE .................................................................................................................. 47 SECTION 10.10 PRIOR AND EXISTING CONDITIONS ............................................................................................................ 47 SECTION 10.11 PRE-EMPTIVE LAWS ................................................................................................................................. 47 SECTION 10.12 USE OF EMPLOYEE BENEFITS ................................................................................................................... 47 SECTION 10.13 INVESTIGATION TIMEFRAME ...................................................................................................................... 47 SECTION 10.14 WORKING WITH CHEMICALS ...................................................................................................................... 47 SECTION 10.15 RELEASE NOTICES FOR NEGOTIATIONS ..................................................................................................... 48 SECTION 10.16 AMERICANS WITH DISABILITIES ACT (ADA) ................................................................................................ 48 SECTION 10.17 MAINTENANCE OF MEMBERSHIP ............................................................................................................... 48 SECTION 10.18 LABOR/MANAGEMENT COMMITTEE ............................................................................................................ 48 SEIU MOU CY 2024-25
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DEFINITIONS
ARTICLE I. DEFINITIONS
Section 1.01 Definitions
(See City Code Sec. 2-20.01)
As used in this document, the following terms shall have the meaning indicated:
A. AFFORDABLE CARE ACT (ACA) – Full time employee – For purposes of the Affordable Care Act only, full-time shall be defined as those employees regularly scheduled to work 30 hours per week over the measurement period.
(MOU 12-17-13)
B. CITY means the City of Santa Maria, a municipal corporation, and where appropriate herein, according to the content, "City" refers to the City Council, the governing body of said City.
C. CITY MANAGER means the City Manager of the City of Santa Maria or his/her designated representative.
D. COUNCIL means the City Council, the governing body of the City of Santa Maria.
E.
DAY means unless otherwise indicated, an eight (8) hour workday. (FT-MOU 12-25-04)
F. EMPLOYEE means all budgeted 32 hour per week part-time (PT32) and 40 hour per week full-time (FT) City of Santa Maria personnel except those covered by the police, fire, non-represented management group or limited-service salary groups all of whom are identified in the City's resolution regarding employer-employee relations.
(MOU 02-07-17)
G. EMPLOYEES' UNION means the Service Employees International Union (SEIU) LOCAL 620, AFL- CIO - CLC.
H. GRIEVANCE except as otherwise excluded, a “grievance” is a written allegation by an employee, claiming violation(s) of the specific express terms of the MOU or written rule or regulation for which there is no other specific method of review provided by City law.
I. GRIEVANT a grievant is an employee or group of employees claiming to be adversely affected by an act or omission of the employer or the union.
J. MANAGEMENT means the City Manager and/or his/her assistants and the department heads of the City of Santa Maria.
K. MANAGEMENT PERSONNEL – see Sec. 10.02 of this document.
L.
MANAGEMENT REPRESENTATIVES means the City Manager of the City of Santa Maria and/or those to whom s/he has delegated the duties and responsibilities set forth in the City Council's resolution regarding employer-employee relations.
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DEFINITIONS
M. MEMORANDUM means the currently effective provisions of any Memorandum of Understanding made and entered into by and between the City of Santa Maria and the majority representative of all City personnel except those covered by the police, fire, management, or limited-service areas, all of whom are identified in the City's resolution regarding employer-employee relations. (MOU 02-07-17)
N. REGULAR means an appointment to a full-time or part-time position after satisfactory completion of a probationary period.
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RECOGNITION AND IMPLEMENTATION
ARTICLE II. RECOGNITION AND IMPLEMENTATION
Section 2.01 Recognition
Pursuant to appropriate sections of the City's Employer-Employee Resolution and Article 10, Division 4 of the California Government Code (Section 3500 et seq.), the City recognizes SEIU Local 620 as the majority representative of all City employees in the General Employee Bargaining Unit, which includes all part-time (PT32) and full-time (FT) employees.
Section 2.02 Implementation
A. This memorandum constitutes a mutual recommendation to be jointly submitted to the Council. It is agreed that this memorandum shall not be binding upon the parties either in whole or in part, unless and until the Council:
1. Acts, by majority vote, formally to approve the memorandum; and
2. Enacts amendments to all City ordinances required to implement the provisions set forth.
Section 2.03 Term
This term of this MOU shall be effective upon rati fication by City Council through 12:00 Midnight on December 31, 2025. All payroll-related activities, not otherwise defined in this MOU, shall remain on a payroll-year basis.
(MOU 02-07-24)
Section 2.04 Payroll Deduction
A. It is understood and agreed that SEIU has the right to payroll deduction of membership dues and insurance premiums, pursuant to Articles 7 and 10 of this MOU. Such deductions shall be made bi- weekly and forwarded to the SEIU office. SEIU agrees to hold the City of Santa Maria harmless against any and all claims, demands, suits and other forms of liability that may arise out of or by reason of the actions taken by the City of Santa Maria in connection with the deduction of dues and insurance premiums or coverage.
(FT-MOU 12-25-04)
B. The union hereby certifies that its present amount of membership dues has been fixed pursuant to the constitution and by-laws of the union. In the event that the amount of its dues is hereafter changed, such change shall be provided in writing to the City thirty (30) days prior to any change in dues deductions with the proper authorization for the dues increase. (FT-MOU 01-01-82)
Section 2.05 Full Understanding
SEIU and the City agree that during the negotiations which resulted in this agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter within the scope of bargaining and that this present document represents the full and complete SEIU MOU CY 2024-25
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RECOGNITION AND IMPLEMENTATION
understanding and agreement of the parties on terms and conditions of employment specifically addressed herein.
(FT-MOU 01-01-82)
Section 2.06 Waiver of Appeal
It is understood and agreed that the waiver of appeal of any breach of any term or condition of employment, by either party, shall not constitute a precedent in the future enforcement of all its terms and provisions.
(FT-MOU 01-01-82)
Section 2.07 Current Changes in Terms and Conditions
It is understood and the parties agree that the only changes in terms and conditions of employment intended at this time are those specifically provided herein. (FT-MOU 01-01-82)
Section 2.08 Future Changes in Terms and Conditions
It is understood and the parties agree that for the term of this agreement, changes in terms and conditions of employment specifically referenced herein may be accomplished only through the "Meet and Confer" process and by mutual consent of the parties. Changes in other terms and conditions of employment may be accomplished otherwise as provided by law as defined in Section 3505 of the California Government Code.
(FT-MOU 01-01-82)
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EMPLOYMENT PROVISIONS
ARTICLE III. EMPLOYMENT PROVISIONS
Section 3.01 Probation
(See City Code Sec. 2-20.10.2)
A. New Probation is defined as a new or re-employed employee in both full-time and part-time classifications shall be placed on probation for twenty-six (26) completed pay periods from the date of employment.
(MOU 05-21-19)
B. Promotional Probation is defined as a full-time and part-time employee shall be placed on promotional probation for thirteen (13) completed pay periods from the date of promotion with the exception of promotions to classifications that require specific certification(s). (MOU 05-21-19)
C. Upon promotion to a classification requiring a specific certification(s) as a minimum requirement, a full-time employee shall be placed on an initial twenty-six (26) completed pay period promotional probation if said employee does not possess the required certification but meets and maintains all other minimum requirements. After promotion, the department head shall grant completion of probation and advancement to regular status prior to the end of the twenty-six (26) completed pay period promotional probationary period, under the following conditions:
(MOU 05-21-19)
1. The employee has maintained an overall satisfactory level of performance; and
2. A minimum of thirteen (13) completed pay periods of promotional probation has been served; and
(MOU 04-03-18)
3. The City has received written official confirma tion that the required certificate(s) have been obtained.
(FT-MOU 12-15-01)
D. Full-Time (FT) employees who do not successfully complete their promotional probationary period for reasons not related to discipline, may be reassigned (demotion) to a vacancy in a lower classification for which they are fully qualified. They shall be placed at the same step of their former appointment, prior to promotion. If they have not held regular status in said specific classification (not a classification series), then a new thirteen (13) completed pay period probationary period shall be completed.
(MOU 04-03-18)
E. The City is committed to seeking a reassignment for said full-time employee, however, in the event no vacancy exists for which the employee qualifies, the employee shall be placed on a re- employment list for a period of one year from the date of separation, for the classification they held prior to promotion. Vacant positions in such classifications will be offered to eligibles on the re- employment list that qualify for such vacancies prior to an open or promotional recruitment.
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EMPLOYMENT PROVISIONS
Section 3.02 Break Periods
(See CAM 1976-2)
A. Field employees shall not use Ci ty vehicles unless herein provided to leave the work site during breaks and lunch periods. City vehicles shall not be used at any time for personal transportation except when restroom facilities are not at the work site and the employees need their use. A City vehicle may be used by one employee to go to a food establishment to pick up and take out food during breaks and lunch only with the approval of the supervisor.
B. Field employees are defined as those persons within the Divisions of Parks, Building Maintenance, Engineering (survey crews and inspectors), Streets, Solid Waste, and Water Resources who normally perform work functions out in the field and are covered by the unpaid 30-minute lunch period.
(MOU 04-03-18)
C. Employees working shift work shall be provided the appropriate number of breaks for extended shifts: four additional hours of extended shift work shall entitle an employee to one additional 15- minute break; six additional hours of extended shift work shall entitle an employee to the break described above and employee’s normal length unpaid lunch period; and eight additional hours of extended shift work shall entitle an employee to the breaks described above and a second 15- minute break. In emergency situations, management reserves the right to require on-duty personnel to return to duty assignments from break periods.
D. There shall be two fifteen-minute break periods per regular eight-hour shift. Insofar as practicable, the fifteen-minute period shall commence in the middle of each four-hour work period and shall begin when work stops at the work site and work s hall begin fifteen minutes later at the work site.
For work periods more than five hours in a day but less than eight hours in a day, there shall be one fifteen-minute break in addition to the unpaid meal period and shall begin when work stops at the work site and work shall begin fifteen minutes later at the work site. (MOU 02-07-17)
Section 3.03 Lunch Period
(See CAM 1976-2)
A. The duration of the lunch period shall be when work stops at the work site and ends when work resumes at the work site.
B. A one-hour, non-compensated meal period will be provided to all employees. At the discretion of the Department Director, and agreed to by the employee, a minimum thirty-minute meal period may be implemented. Insofar as practicable, the meal period shall commence in the middle of each workday.
(Side Letter 10-22-19)
Section 3.04 Clean Up Time
Clean up time for personal appearance shall be done after the regular work schedule on the employee's own time.
(FT-MOU 01-01-72)
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EMPLOYMENT PROVISIONS
(MOU 12-20-11)
Section 3.05 Alternative Workweek
(See CAM 2018-01)
This section shall not be applicable to part-time (PT32) employees.
A. Effective June 23, 2018, the City agrees to extend the 9/80 alternative workweek to all full-time City personnel at the discretion of the Department Director. However, should adequate coverage or staffing become an issue in these above areas, the City retains the right to discontinue the alternative work schedule upon notice to the union.
(MOU 04-03-18)
B. If coverage becomes an issue, in an effort to keep current hours of operation consistent, employees’ work schedules will be adjusted to continue current hours of operation. This will be done in reverse seniority issue.
(MOU 05-21-19)
C. The City also agrees to extend to Landfill personnel the opportunity to go to a 4/10 work schedule.
However, should adequate coverage or staffing become an issue in these above areas, the City retains its right to discontinue the alternative work schedule upon notice to the union. In addition, full-time Park services Officers (except for the Senior Parks Services Officer) will be temporarily given a rotating 4/10 alternative work schedule as assigned by the Director of Recreation & Parks or his/her designee. The 4/10 alternative work schedule will sunset on January 1, 2021. The City retains the right to continue (or discontinue if the program continues) the 4/10 alternative work schedule upon two weeks’ notice to the union.
(Side Letter 2020-01)
Section 3.06 Layoff Procedure
(See CAM 1979-2)
A. Purpose: To provide a means by which employees are to be demoted or laid off when a reduction in force occurs. The City reserves, retains, and is vested with solely and exclusively, the right to determine which employee(s) to lay off in accordance with the below procedures.
B. Non-Discrimination in Reduction in Force: Layoffs and demotions which result from a reduction in force shall be made without regard to an employee's actual or perceived race, color, religion, sex, sexual orientation, marital status, registered do mestic partner status, national origin, ancestry, physical or mental disability, medical condition, age, or any other basis protected by California or federal law.
C. Employee Evaluation Performance Rating Categories: Where employee evaluation forms are used, those evaluations that have been presented to the employee within the last two years from the date of layoff shall be used. For purposes of this Layoff Section only, should no evaluations be given to an employee within the last two years from the date of layoff, the assumption will be (for purposes of layoff) that the employee is performing at an acceptable rating level. Employees with a rating of "Unacceptable" shall be demoted or laid off first; those with a rating of "Acceptable Minus/Improvement Needed" second; those with a rating of "Acceptable" third; those with a rating of "Acceptable Plus" fourth; and those in the "Superior" category last.
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EMPLOYMENT PROVISIONS
(MOU 12-20-11)
D. Determining Length of Seniority:
The following shall define seniority for the purposes of Layoff Section 3.06.
1. In determining continuous Citywide service seniority, all uninterrupted full-time employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a full-time budgeted position, shall be counted as continuous Citywide service seniority for full-time employees. Time served as a part-time employee or employment under a Federal program, shall not be credited toward full-time seniority for this purpose.
2. With regard to part-time seniority, all uninterrupted part-time employment including periods of authorized leaves of absence, periods of employment prior to a previous layoff, in a part-time budgeted position, shall be counted as continuous Citywide service seniority for part-time employees. However, part-time employees that previously held regular status in a full-time position, in determining continuous part-time Citywide service seniority both part-time service and prior full-time service shall be counted as continuous Citywide service if all employment was uninterrupted.
(MOU 12-20-11)
3. When both full-time and part-time employees are qualified for a part-time position, seniority order shall be determined by whichever employee has the most continuous citywide service based on the following:
a. Full-time employees are provided one year of service credit for every twelve (12) months of continuous full-time service with the City, as further defined in 3.06 D 1. above. b. Part-time employees are provided eight-tenths (0.8) years of service credit for every twelve (12) months of continuous part-time service with the City, as further defined in 3.06 D. 2 above.
(MOU 12-20-11)
4. The timing for employees to exercise their below options shall be made within 48 hours of official notification from the City. Said time requirements may be extended at the discretion of the City. (MOU 12-20-11)
PHASE I
E. Transfer/Demote to Vacancy:
1. Prior to initiating Sections 3.06 F and 3.06 G, the City will transfer/demote any full-time employee, who has been employed by the City in a full-time capacity for less than twenty years and is to be affected by a reduction in force, to another full-time vacant position for which such employee may qualify, prior to initiating the below procedures. For a full-time employee with twenty years or more of full-time City service who is affected by a reduction in force, Section
3.06 E herein will not apply.
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EMPLOYMENT PROVISIONS
2. Prior to initiating Sections 3.06 F and 3.06 G, the City will transfer/demote any part-time employee, who has been employed by the City in a part-time capacity for less than twenty years and is to be affected by a reduction in force, to another part-time vacant position for which such employee may qualify, prior to initiating the below procedures. For a part-time employee with twenty years or more of part-time City service w ho is affected by a reduction in force, Section
3.06 E herein will not apply.
(MOU 12-20-11)
3. In situations where both full-time and part-time employees are affected by a reduction in force, preference to transfer/demote to vacant positions will be given as follows:
a. In situations where more than one employee is affected by a reduction in force and are qualified to transfer to a vacant position(s), the employee with the most continuous Citywide service, if qualified, shall be the first qualified employee to be transferred/demoted.
(MOU 12-20-11)
b. Performance will be considered first, for employees with less than three years continuous service with the City.
4. Employees who are transferred/demoted into a vacant position and are in a (layoff) probationary status pursuant to this section, will not be subject to being bumped by an employee who has less seniority while s/he is in a (layoff) probationary status. (MOU 12-20-11)
PHASE II
F. Order of Reduction in Force: After exhausting the Transfer Provision as set forth in Section 3.06 E (Phase I) the following procedures will apply.
(MOU 12-20-11)
1. By this section, the City is not abrogating the management rights stated in Section 3.06 A and Section 10.06; nor abrogating any other management right not specifically addressed herein.
Once the City has determined which position will be affected by a layoff, prior to laying off City employees, the City will give consideration to reducing temporary agency staffing (non-City employees) that are employed through an employment agency, whom are performing similar work to the position determined to be affected by a lay off. In a reduction in force situation, the following layoff shall be followed:
(MOU 12-20-11)
a. In situations where more than one employee is affected by a reduction in force and are qualified to transfer to a vacant position(s), the employee with the most continuous Citywide service, shall be the first qualified employee eligible to be transferred/demoted. (MOU 12-20-11)
2. Probationary employees with the lowest overall job performance rating category in the affected classifications (Citywide) shall be laid off fi rst and the affected laid-off probationary employee shall exercise their option to demote pursuant to Section 3.06 E; if identical for two or more SEIU MOU CY 2024-25
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EMPLOYMENT PROVISIONS
employees, then by the employee with the least Citywide seniority, if still equal then by non- discriminatory random selection (such as lottery).
(MOU 12-20-11)
3. Should there be need for further reduction; r egular employees in the affected classifications (Citywide) shall be laid off in the following order:
a. For employees with less than three years of Citywide service as defined by the Determining Length of Seniority section above, the employee with the overall lowest performance rating shall be laid off first and the affected laid-off employee shall exercise their option to demote pursuant to Section 3.06 E; if identical for two or more employees, then by the employee with the least Citywide seniority; if still identical, then by length of service in existing classification; if still identical, then departmental seniority in the affected department, if still equal then by non-discriminatory random selection (such as a lottery). b. For employees with three years or more of Citywide service, as defined by the Determining Length of Seniority section above, the employee with the least continuous Citywide seniority shall be laid off first and the affected laid-off probationary employee shall exercise their option to demote pursuant to Section 3.06 E; if identical for two or more employees, then by the employee with the lowest overall performance rating; if still identical, then by length of service in existing classification; if still identical, then departmental seniority in the affected department, if still equal then by non-discriminatory random selection (such as a lottery).
(MOU 12-20-11)
PHASE III.
G. Bumping: After exhausting the Transfer Provision as set forth in Section 3.06 E (Phase I) and exhausting the Order of Reduction in Force as set forth in Section 3.06 F(Phase II), the following bumping procedures will apply.
(MOU 12-20-11)
1. An employee designated to be laid off (as a result of the Order of Reduction in Force above), may bump into the next lower classification for which the employee is qualified within the same department, if the employee has previously held regular status in such classification with the City. An employee who is bumped shall be laid off in the same manner as an employee whose position is abolished.
2. Employees who have not actually held status in a lower classification shall be allowed to first demote to a vacant Citywide position (Phase I) in an equal or lower classification (salary range), or second to a Citywide position held by a City (new hire) probationary employee (Phase II) in such lower class for which they are qualified but may not bump regular City employees already in the lower classification.
(MOU 12-20-11)
3. Should there be no position to demote to (no vacant position for which the employee is qualified, or no position to bump into), said employee shall be subject to lay off.
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EMPLOYMENT PROVISIONS
H. Notice: The appointing authority shall send wri tten notice to the last known address of each employee affected by a layoff at least thirty (30) working days prior to the effective date of the action.
The notice shall include the:
(a) reason for the layoff; (b) classes to which the employee may demote, if any; (c) effective date of the action; (d) appeal rights of the employee; and (e) conditions governing retention on and reinstatement from re-employment lists.
I. Payoff of Accruals upon Layoff: Laid off employees are to be paid for all accrued holidays, vacation, personal leave time, compensatory time, and overtime when separated as a result of layoff.
J. Reinstatement of Employees Demoted: Employees with three or more years of service who are demoted as a result of a reduction in force sh all have their names placed on a classification reinstatement list, in the order of their seniority. For those with less than three years of Citywide service, their reinstatement will be based upon the performance evaluations. Vacant positions within a classification shall first be offered to employees on this reinstatement list.
K. Re-Employment of Employees Laid Off: Employees who are laid off and who held probationary or regular City status at the time of layoff shall have their names placed on a re-employment list for classifications in which they previously held status and for classifications at the same or lower salary range for which they qualify in the order of their classification seniority (for those with three or more years in the classification). For those with less th an three years of Citywide service, their re- employment will be based upon the performance evaluations. Vacant positions in such classifications will be offered to eligibles on the re-emp loyment list that qualify for such vacancies prior to an open or promotional recruitment.
1. Once a person on a reinstatement/re-employment list is rehired to a regular position as a result of his/her reinstatement/re-employment rights, his/her name shall be removed from said list for the classification which he/she was re-employed and from all reinstatement/re- employment lists for classifications at the same or lower salary range of the classification in which he/she was re-employed.
L. Duration of Reinstatement and Re-employment Lists: The eligibility of individuals on the reinstatement and re-employment lists shall extend for a period of one year from the initial date of demotion or layoff. Eligibles not responding to written notification of an opening within fifteen working days from the date the notice is mailed to them shall have their names removed from either the reinstatement or re-employment lists.
1. An individual's name may be removed from the reinstatement/re-employment list if any of the following occur:
a. The individual indicates that he/she will be unable to return to employment with the City during the life of the list; or
b. The individual cannot be reached after reasonable efforts have been made to do so.
The City shall utilize certified mail or personal delivery when contacting individuals.
M. Restoration of Benefits upon Re-Employment: Upon re-employment following a reduction in force, a rehired employee will have the following benefits restored:
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EMPLOYMENT PROVISIONS
1. Prior sick leave accrual balances.
2. Seniority at time of layoff for purposes of determining merit increases, vacation accruals, and future reductions in force.
3. The salary step paid to an employee who is re-employed shall be equivalent to that which the employee was receiving immediately prior to layoff. If the employee chooses to be re-employed in a classification which has a salary range lower than the classification from which he/she was laid off, then salary placement will be made at a point either equivalent to his/her salary immediately prior to layoff, or, if the maximum of the salary range of the position to which the employee is to be re-employed is less than the employee's salary immediately prior to layoff, then the employee will receive the maximum of the salary range.
N. Obligation to Serve Probationary Period: A person appointed from a reinstatement or re- employment list must serve a new one-year probationary period in order to attain regular status if they are appointed to a different classification in which he/she has not previously held regular status or are placed in another department. The employee would be eligible for a merit increase after satisfactory completion of six months of employment in the position, subject to the limitations of the salary range.
1. If the employee should fail to pass probation, his/her name shall be placed back on any reinstatement/re-employment list(s) which the employee had initially been on, prior to his/her appointment into the position for the remainder of the initial one-year period. (MOU 12-20-11)
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COMPENSATION
ARTICLE IV. COMPENSATION
Section 4.01 Salaries
A. Effective the first full pay period following ratifica tion of this Memorandum of Understanding (MOU), a base salary increase of five percent (5.0%) of the employee’s base salary will be given to those unit members in the employ of the City. If this agreement is ratified and adopted by the City Council by February 20, 2024, this increase shall be effective the first full pay period containing January 1, 2024.
(MOU 02-07-24)
B. Effective the first full payroll period containing January 1, 2025, a base salary increase of five percent (5.0%) of the employee’s base salary will be given to those unit members in the employ of the City.
(MOU 02-07-24)
Section 4.02 Equity Adjustments
The City and SEIU Local 620 are willing to discuss the topic of equity adjustment during regular labor management meetings. In the event the parties are unable to reach an agreement regarding equity adjustments, SEIU retains the ability to request impasse procedures, including fact-finding.
For 2024 and 2025 the Parties specifically agree to the following process, (to start no later than March 1 of the respective year), to review potential equity adjustments:
At the Union’s request, the City will review the salary placement of up to five (5) represented classifications (not including ripple classifications) that meet one or more of the following criteria:
i. Significant turnover;
ii. Difficulty recruiting;
iii. Internal misalignment with classification(s) with similar responsibilities or duties; iv. Range or salary compaction; and/or
v. External misalignment with classification(s) with similar responsibilities or duties within agreed to comparison jurisdictions.
Requests for review will include the following information:
i. Class(es) to be studied;
ii. Which criteria set forth above are applicable;
iii. Supporting data that justifies the request;
iv. Any known or anticipated compaction or “ripple effects” created by an adjustment; v. Percentage increase proposed; and
vi. Estimated cost of salary adjustment requested (including any known benefit cost adjustments).
(MOU 02-07-24)
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COMPENSATION
Section 4.03 Overtime
(See City Code Sec. 2-20.17 and CAM 76-7)
A. The City reserves the right to schedule overtime work as required in a manner most advantageous to the City and consistent with the public interest and the requirement of municipal employment.
The City further reserves the right to determine appropriate classification for overtime assignment, and those qualified for assignment, and the ability to utilize employees within appropriate classifications from departments other than that requiring the overtime.
B. All time worked over forty (40) hours per week shall be paid at time and one-half the employee’s regular rate of pay. Those employees eligible to receive overtime compensation may receive pay or may elect to receive compensatory time off at a rate equivalent to overtime pay. If required by the terms of a grant, overtime must be compensated as pay.
C. Incidental overtime is not compensable and may not be credited as overtime. The City compensates employees for overtime based on quarter hour increments. Any time worked in less than half of a quarter hour (e.g., 7½ minutes) will be considered de minimus time and will not be compensated, and any time above half of a quarter hour will be rounded up to a quarter hour.
D. Every effort shall be made to allow the compensatory time to be utilized in conjunction with the employee’s regular scheduled days off.
E. Working overtime shall require prior authorization or approval. In emergency situations that necessitate working overtime, the employee must no tify a supervisor as soon as possible, and in no event later than the end of that day upon which the emergency occurred.
F. For Full-time Staff: sick, vacation, comp time, MTO, and holidays shall constitute hours worked for the purposes of calculating overtime.
G. For Part-time Staff: personal leave and holidays shall constitute hours worked for the purposes of calculating overtime.
H. The employer shall give employees a minimum of a four working day notice on any reduction of a work schedule unless otherwise agreed by mutual consent. (MOU 05-21-19)
Section 4.04 Conversion of Compensatory Time
For Full-Time (FT) Employees:
A. The employee may schedule compensatory time off with the approval of the department head for any compensatory time earned.
B. The employee shall be paid for accumulated compensatory time when terminating employment with the City.
C. The maximum accumulation of compensatory time per year shall be one hundred (100) hours. (MOU 11-03-09)
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D. Represented employees performing at an overall rating of at least acceptable or above are eligible to cash-out up to twenty (20) hours of compensatory time at straight time on one occasion anytime during the calendar year. This cash-out benefit shall be made in accordance with Section 5.04.
E. When an employee has accumulated the maximum allowable hours of compensatory time, no further compensatory time shall be accumulated, and the employee shall only be eligible for overtime pay in accordance with this MOU.
Section 4.05 Standby
This section shall NOT be applicable to part-time (PT32) employees.
A. Employees assigned by management to be on standby shall be compensated for standby duty (as opposed to "on call status" assigned by the Court or District Attorney referenced in Section 4.07 On Call or Call Back Time "Overtime" above) at the rate of $3.00 per hour for each hour required to be on said standby, except that no payment shall be paid if the employee fails to respond when called in.
(FT-MOU 12-16-03)
B. Standby duty requires that employees are to:
1. Be ready and take immediate steps to respond within a reasonable time to calls for their service (which would exclude anyone on an approved vacation and/or out sick);
2. Be readily available and reachable by telephone or paging device;
3. Remain within a 30-mile radius of the City; and
4. Refrain from activities which might impair their ability to perform their assigned duties.
C. Employees shall, when called to active duty while on standby, be compensated for such active duty at the rate of time and one-half their regular rate of pay pursuant to MOU Section 4.03 Overtime.
Work time for an employee called to active duty while on standby status shall begin at the time the employee is notified and shall continue until the employee stops work. However, when the employee is entitled to call back pay, the employee will not continue to receive standby pay as the employee shall not be compensated for both call back pay and standby pay simultaneously. On occasions when an employee is called back and completes his/ her assignment and leaves work, and is then called back again, s/he will not receive another minimum if the return is within the original minimum.
D. An employee may exchange (trade) all or any portion of a standby duty assignment in a manner consistent with departmental policy, provided that the replacement is a qualified employee. To assure that replacements are qualified employees, it is required that all standby duty exchanges follow procedures set forth in the Department's Operating Policies and Procedures. Outstanding standby duty exchange paybacks are the responsibility of the individuals involved. Standby duty exchanges are not considered "hours worked" and therefore, do not have to be paid back.
1. “Traded” scheduled standby duty assignments will be “traded” in one-week increments unless otherwise provided for in departmental policy. Employees “trading” scheduled standby duty assignments must have either the appropriate supervisor’s or manager’s approval and must SEIU MOU CY 2024-25
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provide them with notice of said trade at least forty-eight (48) hours prior to the affected assignments. Standby duty compensation will be paid to the employee accepting the traded one-week assignment. Although management will not unreasonably deny such requests, management does retain its rights (under Section 10.06 of this MOU regarding Management Rights and Responsibilities) to administer this program.
2. Notice shall be on a written form acceptable to management which: identifies both employees; specifies the name of the eligible unit employee responsible for the duty; and bears the dated signatures of both employees involved in the trade. Unless otherwise authorized by management, under no circumstance may the same scheduled duty assignment under this section be “traded” more than once. And under no circumstance, unless with the approval of the appropriate supervisor or manager, will an employee “trade” all of their assigned scheduled standby duty and not have to be on standby during a six-month period. (MOU 01-18-11)
1. An employee who owes standby duty exchange time to another employee shall work for the other employee and will not be allowed to “pay” it back. (FT-MOU 12-25-04)
Section 4.06 Emergency Work Response
All City employees are responsible for providing curre nt contact information and responding to work upon call at all times outside the regular work week for response in times of national emergency, civil disorder, or a disaster, or during times when the health, welfare and safety of the public may be in jeopardy as determined by local, state, or federal authorities, and to be compensated for the extra work. (MOU 05-21-19)
Section 4.07 On Call or Call Back Time
A. For employees that are in a forty (40) hour paid status, emergency service call back time will be a minimum of two hours paid at time and one-half comp time or cash at the employer's option.
Emergency service call back time between the hours of 12:01 a.m. and 4:59 a.m. will be a minimum of three hours paid at time and one-half comp time or cash at the employer's option. An employee will only qualify for the three-hour minimum of paid at time and one-half if the majority or entirety of the emergency call back is between 12:01 a.m. and 4:59 a.m.; if less than half of the time is between said hours, the employee will be eligible for the two-hour minimum paid at time and one-half. (MOU 12-20-11)
B. City agrees to provide either two hours overtime compensation or a helper whenever Solid Waste Division employees operating front loaders must pick up on a double day following a holiday.
C. The City agrees to provide off-duty employees who are placed on an "on-call" status by the court or District Attorney for work-related purposes two (2) hours of straight pay for being on-call between the hours of 8:00 AM and 12:00 PM, and two (2) hours of straight pay between the hours of 12:00 PM and 5:00 PM. In the case where the on-call status is interrupted by actually being called to court, the amount of on-call time that has elapsed will be compensated at the straight time and the one and one-half times standard court time will commence with the two-hour minimum beginning with the employee's court appearance.
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(FT-MOU 01-03-98)
For Part-Time (PT) Employees:
A. For employees that are in a thirty-two (32) hour paid status, emergency service call back time in excess of forty (40) hours will be a minimum of two hours paid at time and one-half. Emergency service call back time, in excess of forty (40) hours, between the hours of 12:00 a.m. and 5:00 a.m. will be a minimum of three hours paid at time and one-half. (MOU 04-03-18)
B. The City agrees to provide off-duty employees who are placed on an "on-call" status by the court or District Attorney for work-related purposes two (2) hours of straight pay for being on-call between the hours of 8:00 AM and 12:00 PM, and two (2) hours of straight pay between the hours of 12:00 PM and 5:00 PM. In the case where the on-call status is interrupted by actually being called to court, the amount of on-call time that has elapsed will be compensated at the straight time and the one and one-half times standard court time will commence with the two-hour minimum beginning with the employee's court appearance.
Section 4.08 Shift Differential
Weekday Shift Differential
A. This section (weekday shift differential) shall not be applicable to full-time Park Services Officers on a 4/10 alternative work schedule.
(Side Letter 2020-01)
% Employees will be granted a five percent (5%) hourly differential over and above their hourly rate for all hours worked when a majority of t heir regularly scheduled shift hours occur before 8:00 am or after 5:00 pm. Shift differential applies on a daily basis. & Employees actually working a shift the majority of their regularly scheduled shift hours between 12 midnight and 8:00 a.m., two and one-half percent (2.5%) will be added to the five percent (5%) shift differential.
' Employees will only be eligible to receive weekday shift differential when they actually work a qualifying shift, defined as an employee whose regularO\ scheduled shift is a swing or graveyard shift.Nonproductive work hours (i.e., paid leave time or unpaid leave time) shall not qualify for shift differential.
(MOU 12-20-11)
E. To the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay – Shift Differential.
Weekend Shift Differential
A. Employees who’s regularly scheduled work week includes both Saturday and Sunday (40-hour work week for FT and 32-hour work week for PT32), shall receive a five percent (5%) shift differential for time actually worked (productive hours) during that work week.
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Employees will only be eligible to receive weekend shift differential when they actually work a qualifying shift. Non-productive work hours (i.e., paid leave time or unpaid leave time) shall not qualify for shift differential.
Employees who work on their regularly scheduled day off and who qualify for weekend shift differential will be compensated pursuant to MOU Section Overtime with a five percent (5%) shift differential.
(MOU 12-20-11)
B. Employees whose regularly scheduled work week does not include both Saturday and Sunday (40- hour work week for FT and 32-hour work week for PT32), shall not be eligible for weekend shift differential.
C. To the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay – Shift Differential.
Section 4.09 Bilingual Pay
(See CAM 1993-02)
A. This differential shall only be paid to those employees who are required by the department head to use both English and Spanish in communicating with the general public while performing the duties of his/her position.
B. The Human Resources Office will test for the skill level required. Parties agree that classifications currently receiving this differential will continue to receive it consistent with department head approval identified in A above.
(MOU 12-21-21)
C. The City agrees to pay full-time eligible employees who demonstrates appropriate skills in both speaking and understanding the Spanish language, at a basic level, a $55 per month salary differential above his/her regular scheduled salary, within the individual's designated classification.
Eligible employees who demonstrate Spanish speaking skills at an advanced level shall receive $100 per month salary differential. The City agrees to a third level of differential ($250/month) for the purposes of extensive written translations of Spanish to English and English to Spanish on a regular and frequent basis.
(MOU 05-21-19)
D. Any eligible part-time employees who demonstrate appropriate skills in both speaking and understanding the Spanish language, at a basic level, shall receive a $30 per month salary differential above his/her regular scheduled salary, within the individual's designated classification.
Eligible employees who demonstrate Spanish speaking skills at an advanced level shall receive $60 per month salary differential. The City agrees to a third level of differential ($100/month) for the purposes of extensive written translations of Spanish to English and English to Spanish on a regular and frequent basis.
(MOU 05-21-19)
E. To the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay – Bilingual Pay.
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Section 4.10 Longevity Pay
Employees hired before July 1, 2011, and who have continuously been employed by the City will be provided with a five percent (5.0%) longevity pay.
(MOU 12-21-21)
Section 4.11 Move-Up Pay
$ Any employee who temporarily performs the duties of a position in a higher classification for 40 consecutive hours for full-time and 32 consecutive hours for part-time shall continue to receive their base rate of pay. The Department Head or designee shall determine and specifically assign, in writing, an employee to perform significant duties of the higher classification which is vacant due to sick leave, injury leave, vacation, separation or another circumstance pre-approved by the Human Resources department. Any subsequent work (41 hours for full-time or 33 hours for part-time or greater) performed by the employee in the higher classification shall entitle the employee to be paid at the base rate of pay for that classification, consistent with Section C below. % In those instances where training is not involved, and if, in the supervisor’s opinion, an employee is proficient in the higher classification, management has the authority to pay that employee at a higher classification pay rate prior to 40 consecutive hours for full-time or 32 consecutive hours for part- time as pre-approved by the Human Resources Department. & The higher salary rate payable shall commence on the 41 st working hour for full-time or 33rd working
hour for part-time following the temporary reassignment to the performance of duties in the higher classification. The higher rate of pay shall be defined as a five percent increase in pay or step one of the higher classification, whichever is greater.
' If employees temporarily assigned to perform duties of the higher classification does not meet the minimum qualifications of the higher classification or is unable to handle the major duties of the higher classification without any more supervision thDn another would in the same job the employeewill receive the 5% differential pay.
( The assignment shall continue until the City no longer requires the employee to perform the duties of such assignment, to the extent legally permissible, pursuant to Government Code Section 20480. ) During a work period in which a fixed holiday falls, the holiday will be recognized as time worked.
Management shall not rotate assignments among employees to avoid payment of minimum move up pay.
(Side Letter 04-11-12)
* At the end of such assignment the employee performing the temporary assignment shall be returned to their original position and salary range.
+ Nothing contained herein shall apply to an employee who is being trained by the City to qualify for a higher classification.
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Section 4.12 Certifications/Licensing
A. When the City determines that a reclassification of a po sition requires an employee to obtain a specialized license or certificate, or if such a requirement is established for the position by a federal or state agency and/or county or special district during an employee’s employment in the position, the City agrees to assume the cost for such certification or license. The City may pay directly or reimburse the employee is the employee presents proof of payment. This provision shall not apply if the classification is identified as part of the City’s Educational Incentive Program as outlines herein.
B. Employees who are assigned to obtain and maintain a Class B or A license for the operation of specialized equipment that is routinely and customarily utilized in the exercise of their job duties will receive a two and half percent (2.5%) certification pay.
To the extent permitted by law, this is special compensation and shall be reported as such pursuant to Title 2 CCR, Section 571(a)(2) and 571.1(a)(2) Special Assignment Pay – Special Class Driver’s License Pay.
Section 4.13 Educational Incentive Pay
(See CAM 1976-4)
A. All employees upon hire, shall be eligible to receive the following education incentive pay according to CAM 76-4 when said education is in addition to the regular requirements of the job specification and is work-related:
x AA Degree or 60 recognized college unit or equivalent = 2½% x BA Degree = 5%
x MA Degree = 5%
For Full-Time (FT) Employees:
A. Upon the approval of the City Manager, educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specifications and is work- related. An employee may not receive more than a five percent (5%) increase.
B. Educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specifications for Water Resources Operators, Water Systems Operators, and Wastewater Treatment Plant Operators. For the classifications listed above, those employees who achieve certification above the requirements contained in the job specification for that position will be eligible for 2.5% incentive pay for each certificate achieved. An employee may not receive more than a maximum total of 5% educational pay from all sources. (MOU 02-17-15)
C. For the classifications listed above, those employees who possesses a certification that is in addition to that which is required to meet minimum job requirement and utilized in the job specification for that position and City service shall be eligible for 1.5% incentive pay for each certificate achieved.
An employee may not receive more than a maximum total of 5% educational pay from all sources.
This incentive is limited to only unit members hired prior to December 13, 2014.
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1. For example: A Water Systems Operator II possesses a Treatment II and Distribution II certification, the Distribution II certification does not qualify the Operator for the incentive as it is minimum job requirement; however, the possession of a Treatment II qualifies the Operator for the 2.5% incentive pay because this certificate exceed the minimum qualifications.
2. For example: A Water Systems Operator II possesses a Treatment I and Distribution II certification, the Distribution II certification does not qualify the Operator for the incentive as it is minimum job requirement; however, the possession of a Treatment I qualifies the Operator for the 1.5% incentive pay because this certificate is in addition, but not exceed, the minimum qualifications.
(MOU 02-17-15)
D. Educational incentive pay shall be paid in addition to regular pay when education is in addition to the requirements of the job specifications for Water Distribution Supervisor, Water System Operator I, and Water System Operator II. For the classifications listed above, those employees who achieve certification above the requirements contained in the job specifications for the above stated position will be eligible for 2.5% incentive pay for each certification achieved. An employee may not receive more than a maximum total of 5% educational pay from all sources. (FT-MOU 11-03-09)
E. Upon approval of the City Manager, educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specification for Building Permit Technicians. Building Permit Technicians who have three years’ experience with a public sector permitting agency performing permit fee calculations, reading blueprints of minor construction projects, and are conversant with the International Building Code and who have completed a three- unit semester International Building Code course with a passing grade of “C” or better, are eligible for 2.5% incentive pay. Building Permit Technicians who are eligible to receive the 2.5% incentive pay and have five years’ experience and have obtained their ICBO or International Code Council (ICC) Building Permit Technician Certification will be eligible for 5% incentive pay. An employee may not receive more than a maximum total of 5% education pay from all sources.
F. Educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specification for Code Compliance Officer, Building Inspector or Plans Examiner. Code Compliance Officers, Building Inspectors or Plans Examiners who have two ICBO, ICC or IAPMO certifications (in plumbing, mechanical, electrical, building or plan examiner) plus two years’ experience as a Code Compliance Officer, Building Inspector or Plans Examiner with the City of Santa Maria shall be entitled to receive 2.5% incentive pay. Code Compliance Officers, Building Inspectors or Plans Examiners who have four ICBO, ICC or IAPMO certifications or combination certifications (in plumbing, mechanical, electrical, building or plan examiner) plus four years’ experience as a Code Compliance Officer, Building Inspector or Plans Examiner with the City of Santa Maria shall be entitled to receive 5% incentive pay. To retain the incentive pay, each certificate holder must pass a re-examination every three years, as the new codes are published.
G. The City agrees to extend a 2.5% educational incentive pay benefit to two employees in the Parks Division and two employees in Public Works that have a Qualified Applicators Certificate. It is agreed that the process to decide on who is eligible to receive the 2.5% incentive pay will be developed through the Labor/Management process.
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H. The City agrees to extend a 5% educational incentive pay benefit in addition to regular pay when education is in addition to the requirements of the job specifications for Special Districts Technician and Special Districts Supervisor in the Recreation and Parks Department, and other job specifications, where the certification is desired in order to perform the key functions of the position and deemed appropriate by the City Manager for employees that have a Qualified International Society of Arboriculture (“ISA”) Certified Arborist Certificate such as ISA Certified Arborist, ISA Certified Arborist Utility Specialist, ISA Certified Arborist Municipal Specialist, ISA Certified Master Arborist, ISA Tree Risk Assessment Qualification. It is agreed that the process to decide who is eligible to receive the 5% incentive pay will be developed through the Labor/Management process. (Side Letter 05-21-22)
For Part-Time (PT32) Employees:
Upon the approval of the City Manager, employees will be eligible for educational incentive pay in addition to regular pay when education is in addition to the regular requirements of the job specifications and is work-related. An employee may not receive more than a five percent (5%) increase.
Retention of Incentive Pay Increase
A. Any employee who received an unsatisfactory perso nnel evaluation shall automatically lose the additional pay increase and shall not be eligible to reapply for a one-year period or the duration of the Y-rating, whichever is less.
B. A 30-day notice shall be given the employee in writing prior to his/her losing the educational incentive pay.
C. It should be noted that this program is not in an y way related to the City’s regular pay classification program and has no bearing on step raises.
(MOU 03-05-13)
Section 4.14 Educational Tuition Reimbursement
(See CAM 1976-4)
A. All employees are eligible for tuition and book reimbursement of approved job-related courses up to 50% of the total cost if a grade of "C" or better is obtained.
B. The maximum amount of tuition reimbursement in any calendar year will be $500. (FT-MOU 12-25-04)
C. Receipts must be received by the City for processing within 60 days of course completion. (MOU 12-17-13)
Section 4.15 Payroll Step Plan
(City Code Sec. 2-20.06 & CAM 1972-6)
For Full-Time (FT) Employees:
After satisfactory completion of a new hire probationary period (26 completed pay periods), step increases shall be based upon satisfactory performance in the prior step and shall become effective on SEIU MOU CY 2024-25
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the first day of the pay period in which the employee's anniversary falls, absent documented performance reasons for denial.
(MOU 05-21-19)
For Part-Time (PT32) Employees:
After satisfactory completion of a new hire probationary period (26 completed pay periods), step increases for part-time employees shall be based upon satisfactory performance and completion of 1,664 hours in the prior step and shall become effective on the first day of the pay period in which the employee's anniversary falls, absent documented performance reasons for denial. (MOU 05-21-19)
Section 4.16 "Y" Rate
Performance-related “Y” rating shall be when an employee who is not performing up to the acceptable standards set for his/her job may be "Y" rated, so that s/he would not receive their next salary range step increase and shall have any educational incentive and cash-out privileges suspended during their “Y” rating period. If and when his/her performance comes up to the standard level, s/he would then have the "Y" rating removed.
(FT-MOU 12-25-04)
(Resolution No. 3112, 01-01-71)
Section 4.17 Payroll and Pay Period
The City will provide a bi-weekly pay program which provides for pay and the deposit every other Friday and provides for the employee’s check to be automatically deposited in banks, savings and loan, or credit unions chosen by the employee. Employees' checks will be deposited with the appropriate bank, etc., by noon of the payday.
(MOU 12-20-11)
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ARTICLE V. LEAVES – PAID AND UNPAID
Section 5.01 Holidays
(See City Code Sec. 2-20.20 and CAM 1978-2)
A. For employees separating service or starting during the calendar year, floating holidays will be pro- rated (rounded to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holiday time than the pro-rated amount for the payroll year, the excess used floating holiday time will be deducted from vacation leave or personal leave hours, then if needed from the employee’s final paycheck without the necessity of the City securing a judgment. (Side Letter 02-04-14)
For Full-Time (FT) Employees:
1. The City will recognize seven (7) (eight (8) hour) holidays: New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas. (MOU 12-21-21)
2. Employees will be eligible to receive, on a pro-rated basis (rounded to the nearest half-hour), six (6) additional days (forty-eight [48] hours) of floating holiday time on the first payroll period in the payroll calendar year to be scheduled off by formal request of each individual employee with the approval of the department head.
(MOU 02-07-24)
a. The Solid Waste Landfill will be closed to business on Memorial Day. b. Refuse will not be collected as Solid Waste Division employees will recognize the following holidays: New Year's Da y, Fourth of July, Labor Day, Thanksgiving, and Christmas.
(FT-MOU 01-01-77)
3. Effective the first week of each payroll year, employees are eligible to cash-out up to a maximum of forty-eight (48) hours of floating holiday time on one occasion anytime during the calendar year for processing no later than the second to the last pay period ending in each payroll calendar year.
(MOU 03-05-13)
4. In addition to the time worked on a fixed scheduled holiday, employees will be paid at time and one-half in comp time or cash at the employer's option, resulting in a total of double time and one half.
(MOU 12-20-11)
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For Part-Time (PT32) Employees:
1. The City will recognize seven (7) (six (6) hour) holidays: New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas.
Employees will be eligible to receive, on a pro-rated basis (rounded to the nearest half-hour), thirty–eight (38) hours of floating holiday time on the first payroll period in the calendar year to be scheduled off by formal request of each individual employee with the approval of the department head.
(MOU 02-17-15)
2. Effective the first week of each payroll year, employees are eligible to cash-out up to thirty-eight (38) hours floating holiday by request on one occasion anytime during the calendar year for processing no later than the second to the last pay period ending in each payroll calendar year. (Side Letter 02-07-24)
3. Any floating holiday hours remaining on the boo ks at the end of the final payroll period of the calendar year will automatically be cashed out and included in the last payroll check of the calendar year.
(Side Letter 05-23-12)
Section 5.02 Closing of City Offices
All City offices and departments whose continuous functioning is not essential to the public welfare, and at the direction of the City Manager, shall be closed to the public on every Saturday, every Sunday, and every holiday which is City designated. If, however, a department head determines that the functioning of said department is necessary on any such days in order to avoid unreasonable inconvenience to the public, said department head may with approval of the City Manager, direct that such department remain open with only such personnel present as s/he finds necessary. (MOU 05-21-19)
Section 5.03 Vacations
(See City Code Sec. 2-20.19 and CAM 1971-5)
This section shall not be applicable to part-time (PT32) employees.
The City agrees to modify the vacation schedule as follows:
YEARS
PRESENT YEARS PRESENT
0-5 10 da ys 13 19
6 12 14 20
7 13 15 20
8 14 16 20
9 15 17 20
10 16 18 20
11 17 19 20
12 18 20 plus 21
(FT-MOU 01-01-82)
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A. After six months of employment, an employee shall be entitled to take all vacation accrued to him/her. However, prior to the six-month mark, in the event there is a holiday, an employee on a 9/80 schedule may use one (1) hour of vacation to make up for the ninth (9 th) hour.
(MOU 05-21-19)
B. The maximum amount of vacation accumulation at any one time for an employee shall be 336 hours.
When an employee reaches the maximum allowable vacation credit, no additional vacation credit shall be accrued until the vacation balance is below the maximum.
C. Vacation usage may not exceed the accrued vacation balance reported at the end of the prior pay period.
D. Employees whose vacation balances exceeded 240 hours on December 25, 1993, had all hours over 240 placed in a separate account for their use as time off or for pay off when the employee separates from City service.
E. Each calendar year SEIU employees performing at an overall rating level of at least acceptable or above are eligible to cash-out up to forty (40) hours of vacation time at straight time on one occasion anytime during the calendar year so long as they have (after said cash-out) a minimum vacation balance of at least forty (40) hours on the books. This cash-out benefit shall be made in accordance with Section 5.04.
(MOU 05-21-19)
F. The City agrees to reinstate vacation accrual rates for previous years of service for former City employees who have completed their rehire probationary period. (MOU 12-20-11)
Section 5.04 Constructive Receipt
A. Employees may receive a cash payment for unused vacation, personal leave and/or compensatory time provided they meet the requirements set forth in the applicable provision of the MOU and abide by the below.
(MOU 05-21-19)
B. Employees will have the option to declare their intent to cash out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
(MOU 05-21-19)
1. Hours cashed out shall be paid at straight time.
(MOU 05-21-19)
2. By December 1 of each year, employees can declare their intent to cash out the leave (or a portion of the leave) they earn during the following payroll calendar year. For example, elections made by December 1, 2019, shall apply to hour accrued in 2020. (MOU 05-21-19)
3. The employee can choose any pay period(s) during the year to receive the elected cash out and must declare the selected pay period for cash out at the time of election.
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(MOU 05-21-19)
4. Once an election is made it cannot be rescinded.
(MOU 05-21-19)
5. The employee will be responsible for making sure the required number of hours to be cashed out are available at the time of each cash out. If an employee has not met the requirements, the employee will not be eligible for that cash out during the year. (MOU 05-21-19)
6. Employees will be eligible for partial cash outs if the full amount of hours elected are not available at the elected time of cash out. For example, if an employee elects to cash out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed out.
(MOU 05-21-19)
7. Employees will be required to complete the City’s standardized election form. (MOU 05-21-19)
8. Failure to submit an irrevocable election form by December 1 of each year shall be the same as not electing to cash out leave during the following payroll calendar year. (MOU 05-21-19)
Section 5.05 Sick Leave
(See City Code Sec. 2-20.21)
This section shall not be applicable to part-time (PT32) employees.
A. The employee may be requested to provide proof of the necessity for sick leave for three consecutive days or more.
(FT-MOU 01-01-76)
B. Sick leave will be granted to employees when they are incapacitated for the performance of duties by sickness, injury; or for medical, dental, or optical examination or treatment. (FT-MOU 01-01-79)
C. The City will make new employees eligible for sick leave as accumulated. (FT-MOU 01-01-82)
D. The City agrees to reinstate unused sick leave balances for former City employees upon receiving documented proof from the employee as to the amount of sick leave that was unused at the time of separation for said former City employees who have returned to City employment and have completed their probationary period.
(MOU 11-03-09)
E. The sick leave incentive program compensates employees at the rate of 50% for all accrued sick leave beyond 240 hours to a maximum of 960 hours when the employee leaves City service upon regular retirement, disability retirement, or death.
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F. The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non-industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The employee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above.
These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides that an employee's disability retirement will not commence until all sick leave benefits are exhausted.
(FT-MOU 12-16-03)
G. Sick leave accumulation shall be granted at the rate of eight hours for each pro-rated calendar month of service while on a paid status.
H. Up to five days (40 hours) per incident, may be used for family bereavement leave. Employees shall be able to utilize any accrued leave banks for bereavement leave. The term "family" in this subsection shall be defined as anyone per California Labor Code Section 245.5 (4) (c).
The above referenced bereavement leave will also apply to leave for reproductive loss event, defined as a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction. If an employee experiences more than one reproductive loss event within a 12- month period, the employer is not obligated to grant a total amount of reproductive loss leave time in excess of 20 days within a 12-month period.
(MOU 02-07-24)
I. An employee may use up to half of their annually accrued sick leave for family illness per California Labor Code 233 and 245.5 (4) (c). Additional sick leave may be used for family illness upon approval through Human Resources.
Section 5.06 Unauthorized Absence - Automatic Termination A. Any employee absent from his/her position for more than three (3) working days, without notification or prior permission of his/her department head, may be considered to have automatically terminated his/her employment with the City. Prior to separation from employment, the City shall serve a Notice of Intent upon the employee, by personal delivery or by depositing said notice in the U.S. Mail. The employee has five (5) calendar days from personal service, or eight (8) calendar days from date of mailing, to request a hearing before the City Manager or his/her designee. The decision of the City Manager or his/her designee is final. The employee may respond verbally or in writing, prior to the automatic termination provision being invoked. At this meeting, the employee will be allowed to provide written and/or oral information concerning, but not limited to:
1. Whether or not the employee obtained prior permission for their absence; or
2. Any other circumstances that would excuse the failure of a notification of the absence.
B. The final determination will be based upon the reasons furnished by the employee to the appointing authority for not having obtained prior permission. If the employee fails to provide a valid reason for absence, the determination of the appointing authority shall be final. (MOU 05-21-19)
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LEAVES – PAID AND UNPAID
Section 5.07 Personal Leave
(See City Code Sec. 2-20.21.1)
This section is applicable to Part-time employees only.
A. Each part-time employee will be eligible to accrue, on a pro-rated basis, the following amount of personal leave hours on an annual basis, based on working a 32-hour workweek:
YEARS EARNED
0-5 128 hours
6 140 hours
10 164 hours
15 188 hours
20 194 hours
B. The maximum personal leave accumulation at any one time for a part-time employee shall be 288 hours. When an employee reaches the maximum allowable personal leave credit, no additional personal leave credit shall be accrued until the personal leave balance is below the maximum.
Personal leave time shall only be used to compensate for time-off to equal thirty-two (32) hours in a work week.
(MOU 02-17-15)
C. Each calendar year SEIU employees performing at an overall rating level of at least acceptable or above are eligible to cash-out up to thirty-two (32) hours of personal leave time at straight time on one occasion anytime during the calendar year so long as they have (after said cash-out) a minimum personal leave balance of at least thirty-two (32) hours on the books. This cash-out benefit shall be made in accordance with Section 5.04.
(MOU 05-21-19)
D. Personal leave shall be generally defined as paid leave time to be used for personal time off, vacation or sick leave types of uses, or family ber eavement leave. Up to five days (32 hours) per calendar year may be used for family bereavement leave charged to personal leave. (MOU 11-03-09)
E. An employee may use up to half of their annually accrued personal leave for family illness. The term "family" in this subsection shall be defined in accordance with California Labor Code Section 233 and 245.5 (4) (c).
F. Evidence, in the form of a physician’s certificate or otherwise, may be required for three (3) consecutive days or more in determining the adequacy of reasons for any employee’s absence during a time for which personal leave is requested to be taken as sick leave.
G. Employees promoted to full-time positions, or otherwise separate from City service shall have all personal leave time cashed-out on the effective date of such promotion or separation. (MOU 12-21-21)
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RETIREMENT
ARTICLE VI. RETIREMENT
Section 6.01 Retirement
A. For those unit members in the employ of the City prior to July 1, 2011, City agrees to provide the California Public Employees’ Retirement System (CalPERS) “2.7% at 55” retirement formula based on the CalPERS single highest year (one-year final compensation) retirement formula. (MOU 04-03-18)
1. Effective with the first pay period of the 2018-19 fiscal year, full-time and part-time employees covered by the 2.7% at 55 retirement formula shall contribute two percent (2%) of the members’ contribution to CalPERS. The City agrees to report to CalPERS the six percent (6%) employer paid members contribution (EPMC) benefit as special compensation for retirement purposes for full-time employees.
(MOU 04-03-18)
2. In accordance with Government Code 20516(a), effective after a CalPERS election process is successfully concluded, full-time and part-time employees covered by the 2.7% at 55 retirement formula shall contribute an additional two percent (2%) cost-share to CalPERS. (MOU 05-21-19)
3. In accordance with Government Code 20516(a), effective December 21, 2019, full-time and part-time employees covered by the 2.7% at 55 retirement formula shall contribute an additional two percent (2%) cost-share to CalPERS.
(MOU 05-21-19)
4. In accordance with Government Code 20516(a), effective December 19, 2020, full-time and part-time employees covered by the 2.7% at 55 retirement formula shall contribute an additional two percent (2%) cost share to CalPERS for a total of eight percent (8%). (MOU 05-21-19)
B. The City shall also provide the CalPERS military service credit be nefit. Eligible employees shall purchase said service credit at their own option.
C. The City will also provide the retirement benefit option called the "Fourth Level 1959 Survivor's Benefits," Section 21574 of the CalPERS retirement system as well as the Pre-Retirement Optional Settlement 2 Death Benefit, Section 21548.
D. The City will provide the CalPERS unused sick leave conversion benefits plan. Full-time City employees will retain the option to be compensated at the rate of 50% for all accrued sick leave beyond 240 hours to a maximum of 960 hours when the employee leaves City service upon regular retirement, disability retirement, or death; and/or to convert the remaining unused sick leave to the CalPERS retirement benefits plan.
(MOU 12-20-11)
E. As defined under the Public Employee Pension Re form Act (PEPRA), for “classic” employees hired after July 1, 2011, the City shall provide the CalPERS 2% at 55 retirement benefit, based on the SEIU MOU CY 2024-25
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last 36 months of employment (three-year average highest compensation), and the employees shall be required to pay the entire members contribution.
(MOU 03-05-13)
1. Effective after a CalPERS election process is successfully concluded, full-time and part-time employees covered by the 2% at 55 retirement formula shall contribute an additional half percent (0.5%) of the employer contribution to CalPERS, increasing the contribution from seven percent (7%) to seven- and one-half percent (7.5%).
(MOU 04-03-18)
F. As defined under the Public Employee Pension Reform Act (PEPRA), “non-classic” employees (aka new members) hired after January 1, 2013, shall be covered under the CalPERS 2% at 62 retirement benefit, based on the last 36 months of employment (three-year average highest compensation), and the employees shall pay fifty percent (50%) of the total “normal” cost of the benefit (as determined by CalPERS annually), through a payroll deduction. Eligibility for other benefits provided to classic employees under this MOU through CalPERS (as stated above) shall be determined by the provisions of PEPRA for “non-classic employees” aka new members. (MOU 03-05-13)
1. Effective after a CalPERS election process is successfully concluded, full-time and part-time employees covered by the 2% at 62 retirement formula shall contribute an additional half percent (0.5%) of the employer normal cost to CalPERS, increasing the contribution from six and one quarter percent (6.25%) to six and three quarters percent (6.75%). (MOU 04-03-18)
Section 6.02 Deferred Compensation
(See Section 7.03- Post Employment Health Plan).
The City will provide a deferred compensation plan to employees. (FT-MOU 12-25-04)
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ARTICLE VII. INSURANCE
Section 7.01 Medical, Dental, and Optical Insurance
(See City Code Sec. 2-10.01 through 2-10.07)
For Full-Time (FT) Employees:
A. Retired employees shall be eligible for City health insurance at employee's cost until eligible for Medicare benefits.
(FT-MOU 01-01-82)
B. All retired employees and annuitants receiving an allotment from CalPERS shall be eligible for health insurance coverage. On behalf of retired employees and annuitants, the City will pay the amount that’s mandated by the California Public Employees’ Medical and Hospital Care Act (PEMHCA).
C. A new full-time employee shall be eligible to enroll for medical insurance upon his/her first day of employment. The effective date of coverage may vary for new employees based upon required earnings/premium deductions in the month prior to the benefit commencing. (FT-MOU 12-25-04)
D. The City currently provides employee medical insurance through the CalPERS Public Employees’ Medical and Hospital Care Act (PEMHCA). As a condition of participation in the PEMHCA plan, the CalPERS Board determines an annual Minimum Employer Contribution (MEC). The City will contribute the PEMHCA as required by per month per employee to be used solely toward City- sponsored employee medical benefits. For 2024, the MEC is $157 per month. (MOU 02-07-24)
E. In addition to the above stated contribution, effective the payroll period in which deductions are made for the January 2024 medical premium rates, the City shall provide a pro-rated monthly optional medical insurance contribution regardless of the medical plan chosen, up to the amounts listed below at the times stated:
Employee Only $ 642.44
Employee plus one $1,441.88
Employee plus two $1,908.24
(MOU 02-07-24)
If this agreement is ratified and adopted by the City Council by February 20, 2024, these rates shall be effective retroactively the pay period in which deductions are made for January 2024.
F. Effective the payroll period in which deductions are made for the January 2025 medical premium rates, the City shall increase its contributions to cover the increase in the cost for CalPERS Gold (all three tier levels) for the 2025 calendar year only.:
MOU 12-21-21)
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The City shall provide a pro-rated cash-in-lieu option to those employees hired before February 4, 2017, who do not elect to participate in the PEMHCA medical insurance plan provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status, is eligible to not participate in the PEMHCA medical insurance plan and elects the pro-rated cash-in-lieu option, the employee will receive $405.00 on a monthly basis. Employees hired on or after February 4, 2017, will not be eligible for the cash-in-lieu option. Employees hired into a full-time capacity directly from a part- time capacity and receive cash-in-lieu as a part-time employee will be eligible to receive the cash-in- lieu as a full-time employee.
(MOU 02-07-17)
1. To establish eligibility for the cash-in-lieu option, employees who do not elect to use the City- sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash-in-lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City.
The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash-in-lieu option shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage. (MOU 02-07-17)
For Part-Time (PT32) Employees:
A. All new part-time employees shall be eligible to enroll for medical insurance upon his/her first day of employment. The effective date of coverage may vary for new employees based upon required earnings/premium deductions in the month prior to the benefit commencing.
B. The City currently provides employee medical insurance through the CalPERS Public Employees’ Medical and Hospital Care Act (PEMHCA). As a condition of participation in the PEMHCA plan, the CalPERS Board determines an annual Minimum Employer Contribution (MEC). The City will contribute the MEC as required by PEMHCA per month per employee to be used solely toward City- sponsored employee medical benefits. For 2024, the MEC is $157 per month. (MOU 02-07-24)
C. Effective the payroll period in which deductions are made for the January 2024 medical premium rates, the City shall provide a pro-rated monthly op tional health insurance contribution regardless of the medical plan chosen, up to the amounts listed below:
Employee Only $ 642.44
Employee plus one $ 705.56
Employee plus two $ 775.23
(MOU 12-21-21)
If this agreement is ratified and adopted by the City Council by February 20, 2024, these rates shall be effective retroactively the pay period in which deductions are made for January 2024.
D. Effective the payroll period in which deductions are made for the January 2025 medical premium rates, the City shall increase its contributions to cover the increase in the cost for CalPERS Gold SEIU MOU CY 2024-25
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employee only, and apply that increased amount to the other two tiers for the 2025 calendar year only. For example, if employee only increases $25.00, the City will increase the contribution amounts above for employee plus one and employee plus two by $25.00 each.
E. The City shall provide a pro-rated cash-in-lieu option to those employees hired before February 4, 2017, who do not elect to fully participate in the PEMHCA medical insurance plan, provided they are in compliance with the below stated evidence of coverage provision. If an employee is in a paid status and is eligible to not participate in the PEMHCA insurance plan and elects the pro-rated cash- in-lieu option, the employee will receive $265.00 on a monthly basis. Employees hired on or after February 4, 2017, will not be eligible for the cash-in-lieu option. (MOU 05-21-19)
1. To establish eligibility for the cash-in-lieu option, employees who do not elect to use the City- sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations. Once eligibility has been established, to maintain continued eligibility to receive the cash-in-lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City.
The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash-in-lieu option shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage. (MOU 05-21-19)
Dental and Optical Insurance
A. The City will make available a dental plan and optical plan for the employees to participate in. New employees shall be eligible for dental and optical insurance upon his/her first day of employment.
The effective date of coverage may vary for new employees based upon required earnings/premium deductions in the month prior to the benefit commencing.
B. The dental insurance benefit annual coverage will be $2,000. (MOU 12-20-11)
C. The City will pay the full cost of the monthly dental premium for full-time (FT) and part-time (PT32) employee only coverage. For full-time employees only, the City will pay fifty percent (50%) of the cost for family coverage. Part-time (PT32) employees will be eligible to participate in the family coverage program and shall pay the difference between the cost of premium between employee only and family coverage.
(MOU 02-07-24)
D. The City will make available an optical plan for the employees to participate in. Cost of the optical plan shall be covered by the employee.
Section 7.02 Life and Disability Insurance
For Full-Time (FT) Employees:
A. A new full-time employee shall be eligible for life and disability insurance upon his/her first day of employment.
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(FT-MOU 12-16-03)
B. The City provides a Premium Conversion Program, or Premium Only Plan/"POP", which provides employees the opportunity to pay their share of insurance premiums for qualified benefits through a payroll reduction using before-tax dollars.
C. Concurrent with the implementation of the Premium Conversion Plan, the City agrees to match contributions made by employees to a supplemental life insurance program to a maximum of $7.00 per month. In order for an employee to take advantage of a City contribution, the employee must participate and contribute money to the program.
(FT-MOU 01-01-90)
D. The City provides employees with $50,000 life insurance plus $50,000 AD&D insurance.
E. The City pays a flat fee for Life Insurance of $4.91 bi-weekly for employee only and $5.06 for employee and dependents.
F. Employees shall participate in the City's Short-Term and Long-Term Disability (LTD) and shall pay the premium on the first $3,000 of monthly salary. The City shall be responsible for paying the premium on salary in excess of $3,000 per month.
(FT-MOU 12-25-04)
G. The City provides a short-term disability plan at 66 2/3% of weekly earnings for employees to a maximum of $1,154 per week.
(MOU 12-20-11)
H. The City provides a long-term disability plan at 66 2/3% of monthly earnings for employees to a maximum of $5,000 per month.
(FT-MOU 12-16-03)
I. The City and SEIU agree to meet no later than January 15, 2024 to evaluate supplementing the City’s short-term disability insurance. In the event that an agreement on supplemental short-term disability insurance cannot be reached by March 1, 2024, the City shall initiate the process for allowing SEIU members to opt into the State of California State Disability Insurance (SDI) program.
As part of these discussions, the City will evaluate the amount of sick leave which will be allowed for the care of a family member on a related leave of absence.
For Part-Time (PT32) Employees:
A. The City provides employees with $25,000 life insurance plus $25,000 AD&D insurance.
B. The City provides a Premium Conversion Program, or Premium Only Plan/"POP", which provides employees the opportunity to pay their share of insurance premiums for qualified benefits through a payroll reduction using before-tax dollars.
C. A new part-time (PT32) employee shall be eligible for life and disability insurance upon his/her first day of employment.
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D. Employees shall participate in the City's Short-Term and Long-Term Disability (LTD) and shall pay the premium on the first $3,000 of monthly salary. The City shall be responsible for paying the premium on salary in excess of $3,000 per month.
E. The City and SEIU agree to meet no later than January 15, 2024 to evaluate supplementing the City’s short-term disability insurance. In the event that an agreement on supplemental short-term disability insurance cannot be reached by March 1, 2024, the City shall initiate the process for allowing SEIU members to opt into the State of California State Disability Insurance (SDI) program.
Section 7.03 Post-Employment Health Plan
A. This section shall not be applicable to part-time (PT32) employees.
B. The City agreed to report to CalPERS the employer paid members contribution (EPMC) benefit as special compensation for retirement purposes for full-time employees, resulting in the elimination of the City’s $35 per month contribution to the Post Employment Health Plan. (MOU 04-03-18)
C. The City agrees to pay $4.62 per pay period to those employees who have existing Post Employment Heath Plan accounts with Nationwide.
(MOU 05-21-19)
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UNIFORMS AND EQUIPMENT
ARTICLE VIII. UNIFORMS AND EQUIPMENT
Section 8.01 Uniforms and Equipment; Improper Use
(See CAM 1976-2)
A. The provision listed below shall pertain to employees who are required to wear uniforms:
1. "If employees, during the normal course of their duties, are involved in an incident within their scope of employment wherein their personal property or equipment is damaged, destroyed or taken as a direct result of the incident, the employee may request the Department Head to investigate the facts surrounding the incident. If the Department Head is satisfied that the facts of the incident occurred within the scope of employment of the employee, and the employee was exercising good judgment at the time of the incident, s/he shall forward to the City Manager a report recommending just compensation."
B. Employees should refrain from wearing, during the normal course of their duties, valuable and expensive jewelry, as replacement cost may not fully compensate for the loss of the item in question.
Maximum replacement cost for glasses (prescription or sun) shall be one hundred and twenty-five dollars ($125) and for all other items seventy-five dollars ($75). (FT-MOU 12-16-03)
C. The improper use of City equipment and/or uniforms for other than City work shall constitute an illegal use of public property and appropriate disciplinary action shall be taken against violators. (FT-MOU 01-01-76)
Section 8.02 Uniform Allowance
For “classic” employees, as defined by PEPRA, for CalPERS purposes, the value of City-provided uniforms will be determined by using the average per pay period cost of said uniforms, for personnel required by this MOU to wear a uniform. The average cost will be calculated by using the annual fiscal year contractual rate from the current provider of uniforms (for all eligible personnel), dividing that annual cost by the number of eligible personnel, and dividing that result by the number of pay periods in the fiscal year. The per pay period average cost will be updated as needed based upon the provider’s contractual rate for the previous fiscal year.
(MOU 03-05-13)
For Full-Time (FT) Employees:
A. Field employees, except Fleet Services and Wastewater, will be provided five changes of uniforms per week. Either coveralls or shirts and trousers may be worn at the option of the employee. Parks employees wearing shirts and trousers will also be provided with up to two sets of coveralls. The necessity for the second set of coveralls is to be determined at the discretion of the department head. All field personnel will be required to wear the uniform at all times unless the wearing of the uniform would be hazardous to a particular type of work. (MOU 12-17-13)
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B. Fleet Services and Wastewater plant employees will be provided with three changes of coveralls.
Utilities Department field employees shall wear uniform shirts and trousers, which the City shall provide and launder.
C. All field employees, except employees in the Utilities Department, shall wear uniform shirts, which the City shall continue to provide and launder. The City shall no longer provide or launder uniform pants, except for safety related circumstances. Non-Utilities Department employees shall provide and wear solid blue pants or blue jeans.
D. The City agrees to allow supervisory employees in the Streets and Facilities Division, Parks Division, and Utilities the option not to wear uniforms. Employees shall declare in advance to exercise the option not to wear uniforms for the term of the agreement.
E. The City agrees to discontinue the requirement for the following classifications in the Police Department to wear uniforms: Account Clerk, Administrative Assistant and Office Assistant. (MOU 05-21-19)
F. The City will furnish each new employee assigned to the Records Bureau who is required to wear a uniform, an initial issue of uniforms consisting of five navy blue polo shirts (any combination of long/short sleeve), five pairs of black pants (Dockers, Dickeys, Riders or other brand acceptable to Police Administration, one black cardigan style sweater and a name tag. The City agrees to replace normally worn/damaged polo shirts, pants, and sweater as needed upon inspection and approval by a management-level supervisor; with a maximum replacement of any combination of five shirts/pants and one sweater per fiscal year. Empl oyees shall be responsible for the upkeep and maintenance of said uniform.
(MOU 11-03-09)
G. The City will furnish Property/Evidence Clerks with two uniform polo shirts and two uniform pants, and the City agrees to replace normally worn or uniforms that are damaged while in the line of duty, on an ongoing basis as approved by the department head.
H. The City will furnish each Park Services Officer an initial issue of uniforms consisting of two uniform shirts, two polo shirts, two trousers, one jacket, one utility belt, and the appropriate body armor. Park Services Officers will be required to wear the uniform at all times, and they will be responsible for the upkeep and maintenance of said uniform, and the City agrees to replace normally worn or uniforms that are damaged while in the line of duty, on an ongoing basis as approved by the department head.
I. The City will furnish the Code Compliance Supervisor and each Code Compliance Officer with an initial issue of uniforms consisting of two uniform shirts, two polo shirts, two trousers, one jacket, one utility belt, and the appropriate body armor, and the City agrees to replace normally worn or uniforms that are damaged while in the line of duty, on an ongoing basis as approved by the department head. The Code Compliance Supervisor and Code Compliance Officers will be required to wear the uniform at all times, and they will be responsible for the upkeep and maintenance of said uniform. The City agrees to provide a pro-rated bi-weekly uniform allowance of $15.38 to the Code Compliance Supervisor and each Code Compliance Officer on a paid status in acknowledgement of the costs incurred for the maintenance, upkeep, and replacement cost of the uniform. The City will furnish the Code Compliance Technician with an initial issue of uniforms consisting of two uniform shirts, two polo shirts, two trousers, and the City agrees to replace normally SEIU MOU CY 2024-25
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worn or uniforms that are damaged while in the line of duty, on an ongoing basis as approved by the department head. Employees shall be responsible for the upkeep and maintenance of said uniform.
(Side Letter 09-06-13)
J. The personal maintenance uniform allowance for the above employees shall terminate on the 31st consecutive calendar day of absences.
(MOU 01-18-11)
For Part-Time (PT32) Employees:
A. Field employees will be provided five changes of uniforms per week. Either coveralls or uniform shirts may be worn at the option of the employee. The City will not launder City issued shirts.
B. Those wearing shirts will also be provided with one set of coveralls. All field personnel will be required to wear the uniform at all times unless the wearing of the uniform would be hazardous to a particular type of work. Fleet Services employees will be provided with three changes of coveralls.
C. Except for safety related circumstances, the City shall not provide or launder uniform pants as they shall provide and wear solid blue pants or blue jeans.
Section 8.03 Tool Replacement
A. The City will adopt a policy providing for the replacement of hand tools belonging to the employees which are lost, stolen, or broken unless said broken tools are not replaced by the manufacturer, providing they were not lost, stolen, or broken due to carelessness on the part of the employee. (FT-MOU 01-01-76)
B. Employees should have approval of their supervisor prior to using personal hand tools for City business.
C. Employees should have no expectation of using City tools for personal use or capital gain. See Section 8.01 regarding the improper use of City equipment and uniforms. (MOU 04-03-18)
Section 8.04 Work Footwear
A. In order to help reduce potential work-related foot injuries, based upon recommendations of the City Safety Committee, the following policy, pertaining to appropriate work footwear, shall be as follows:
1. Appropriate work foot protection shall be worn by field and shop employees who are exposed to potential foot injuries from hot, corrosive, poisonous substances, falling objects, crushing, or penetrating actions.
2. Work footwear not appropriate and/or not approved shall be tennis shoes, sandals, "deck shoes", canvas shoes, athletic shoes, open toe shoes, and any other shoe easily penetrated. (MOU 02-17-15)
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3. The City agrees to reimburse employees required to wear appropriate footwear, as defined in this section, for the replacement cost or resoling of one pair of work boots within 60 days of incurring cost, up to a maximum of $250 per calendar year. (MOU 02-07-24)
a. Those eligible employees assigned to the asphalt or concrete crews in the Department of Public Works or field staff in the Department of Utilities are authorized to purchase an additional pair of boots should their first pair be damaged, and the integrity of the boots has been compromised within the normal course of work. If the damage was caused by a careless act or a non-hazardous activity at the fault of the employee, the replacement cost will be the responsibility of said employee. Subject to inspection and approval by the Division Manager, the City agrees to reimburse these employees for a second pair of boots up to a maximum of $250 per calendar year.
(MOU 02-07-24)
The following classifications are eligible for footwear reimbursement pursuant this section:
Full-Time (FT):
x Account Clerk - Scale House
x Building Inspector I/II
x Chief Building & PW Inspector
x Crew Leader/Maintenance Specialist
x Code Compliance Officer I/II
x Electrician II
x Equipment Mechanic I/II
x Engineer I/II/III (assigned to field duties)
x Facilities Supervisor
x Field Mechanic
x Fleet Services Supervisor
x Groundskeeper
x Laboratory Coordinator
x Landfill Heavy Equipment Lead Operator
x Landfill Heavy Equipment Operator
x Landfill Heavy Equipment Operator II
x Lead Mechanic
x Lead Wastewater & Water Operator
x Maintenance Worker I/II
x Park & Forest Supervisor
x Park Services Officer II/III
x Public Works Inspector
x Public Works Technician I/II
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x Regulatory Compliance Specialist
x Regulatory Compliance Specialist II
x Regulatory Compliance Supervisor
x Senior Civil Engineer (assigned to field duties)
x Senior Crew Leader/Maintenance Specialist (assigned to Parks, Streets or Facilities) x Senior Park Services Officer
x Senior Traffic Signal Technician
x Solid Waste Equipment Crew Leader
x Solid Waste Equipment Lead Operator
x Solid Waste Equipment Operator I/II
x Solid Waste Collections Supervisor
x Solid Waste Landfill Supervisor
x Special Districts Coordinator
x Special Districts Technician
x Special Districts Supervisor
x Street Maintenance Supervisor
x Traffic Signal Technician
x Utilities Outreach Specialist
x Utilities Technology Analyst
x Wastewater Operator
x Wastewater Operator Trainee
x Wastewater Supervisor
x Water Conservation Specialist
x Water Operator
x Water Operator Trainee
x Water Resources Operator
x Water Resources Lead Operator
x Water Supervisor
x Water Systems Operator I/II
Part-Time (PT32):
x Facility Specialist II/III (Vector Control)
x Laborer III
x Park Services Officer
x Security Guard
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ARTICLE IX. GRIEVANCES
Section 9.09 Grievances
A. The purpose of this Article is to provide an orderly method for the settlement of a dispute between the City and its employees. Such a dispute shall be defined as a grievance and must be presented within thirty (30) calendar days of the date it occurred or within thirty (30) calendar days of the date the employee could reasonably be expected to have knowledge of the occurrence. An employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review. Except for circumstances covered by Section 10.08, grievances shall not be completed during an employee’s work hours or using City equipment. (MOU 05-21-19)
B. All grievances shall be submitted on forms provided by the City.
C. Should the employee or the City at any step of the grievance require additional time to reply within the stipulated time period, the party requiring the additional time shall notify the other party. A thirty (30) day maximum extension is all that will be allowed unless agreed to by both parties.
D. Grievances shall be processed in accordance wit h the following steps, time limits, and conditions herein set forth:
1. Grievance shall be submitted in writing to the immediate supervisor who shall promptly meet and discuss grievance with the employee and reply within ten (10) calendar days.
2. In the event the decision of the immediate supervisor does not satisfy the grievance, it may be appealed in writing within ten (10) calendar days to the department head who shall within ten (10) calendar days meet and discuss the grievance with the employees. The department head shall reply within ten (10) calendar days his decision and reply in writing.
3. In the event the employee decides to appeal the department head’s decision and request the services of a mediator from the State Mediation and Conciliation Service (SMCS) to assist in mediating the grievance, the employee must address their request in writing to the City Manager within seven (7) calendar days following the date the employee is informed of the department head’s decision. Any fees or expenses associated with having SMCS provide a mediator shall be borne equally by the employee and the City.
4. In the event that the mediation session does not satisfy the grievance, it may be appealed to the City Manager within seven (7) calendar days following the mediation session. The City Manager shall either act as the Hearing Officer in this appeal or appoint a Hearing Officer in his absence. The Hearing Officer shall meet and discuss the grievance with the employee and shall reply at the earliest possible date.
SEIU MOU CY 2024-25
Page | 43
GRIEVANCES
5. However, either the City or the Union may request in writing an alternate hearing officer. This alternative hearing officer shall be chosen with agreement of the City and the Union. If an agreement cannot be reached in ten (10) calendar days after the appeal is filed, the City will request a list of seven (7) experienced hearing officers from the State Mediation and Conciliation Service. Starting with the Union, the hearing officers will be struck from the list until only one remains who will hear the appeal. The cost of the alternative hearing officer will be borne equally by the City and the Union.
6. The hearing officer shall conduct the hearing as soon as possible at a time and place convenient to the parties and witnesses.
E. At the conclusion of the hearing, the hearing officer shall submit findings and an advisory recommendation to the City Manager in a timely manner. The City Manager shall, after weighing all the evidence and the findings of the hearing officer, make the final determination of the appeal and submit it in writing to the employee and his/her designated representative within thirty (30) calendar days after receiving the findings from the hearing officer. The City Manager may, if deemed necessary, conduct further evidentiary proceedings upon mutual agreement of the parties. The decision of the City Manager or, if a decision is not served by the City Manager within the thirty (30) days specified, the decision of the hearing officer, shall be final. If the City Manager is the hearing officer, the findings and decision of the City Manager shall be final.
1. However, in the event that the City Manager’s decision over-rides the recommendation by the Hearing Officer, then said Hearing Officer fees or expenses shall be borne by the City.
F. The above grievance procedure is not to be used for the following: achieving changes in wages, hours and working conditions; challenging the content of employee evaluations or performance reviews; challenging the decision to reclassify, layoff, deny reinstatement, or deny a step or merit increase to an employee unless it violates an expressed provision of the MOU or law; challenging discipline, including, but not limited to oral reprimand, written reprimand, punitive transfer, reduction in pay, demotion, suspension, or termination; or challenging examinations or the appointment to positions unless it violates an expressed provision of the MOU or law.
G. Procedures for pursuing complaints related to the above paragraph may vary. Employees are encouraged to contact their local Union Steward for representation through the Labor/Management Committee.
SEIU MOU CY 2024-25
Page | 44
SIGNATURES
ARTICLE X. SPECIAL PROVISIONS
Section 10.01 Personnel Files
(See City Code Sec. 2-20.23)
An employee shall be given access to any and all information in their own personnel file. Employees shall give reasonable notice to the City Manager’s Office prior to reviewing the personnel file. (FT-MOU 12-15-01)
Section 10.02 Management Personnel
Management personnel shall be redefined as spelled out by Resolution with specific classifications restricted from representing or being represented by the Employees' Union. Those classifications shall include those listed in the Schematic List of Classe s, department, and division heads, of the Salary Classification Plan and shall additionally include the confidential classes as listed in the Schematic List of Classes.
(FT-MOU 12-16-03)
Section 10.03 Safety
(See CAM 1983-1)
A. The Employees' Union will actively participate in all phases of an employee safety program which shall provide appropriate controls for dealing with repeated violations of the established safety regulations.
(FT-MOU 01-01-76)
1. The City will provide Fit testing and the appropriate respirator in accordance with OSHA standards for those employees deemed required by the Department Head or his/her designee.
Those employees will be required to maintain the same fit as was tested for the appropriate fit and usage of the respirator.
(MOU 05-21-19)
Section 10.04 Changing Employee Representation Groups
Any time an employee changes from one employee group to another, that employee will be covered by the provisions of the Memorandum of Understanding regarding the new employee group if applicable and the employee gives up any claim to the Memorandum of Understanding provisions of the employee’s old group.
(FT-MOU 01-01-79)
Section 10.05 Slow Down, Work Stoppage or Strike
The SEIU, does not condone a slowdown, work stoppage, or strike by its members or by the union; and if such does occur, that immediate disciplinary action will be taken by the City Manager toward the individuals. If a slowdown, work stoppage, or strike does occur, the SEIU will immediately call a meeting of its membership to determine the reasons for such action, explain the proper procedure for handling grievances, and then meet with the City's representatives through the Meet and Confer process in an attempt to resolve the issue.
SEIU MOU CY 2024-25
Page | 45
SIGNATURES
(FT-MOU 01-01-88)
Section 10.06 Management Rights and Responsibilities
A. Management Rights: The City reserves, retains, and is vested with, solely and exclusively, all rights of Management which have not been expressly abridged by specific provisions of this Memorandum of Understanding or by law to manage the City, as such rights existed prior to the execution of this Memorandum of Understanding. The sole and exclusive rights of Management, as they are not abridged by this agreement or by law, shall include but not be limited to, the following rights:
1. To manage the City generally and to determine the issues of policy.
2. To determine the existence or non-existence of facts which are the basis of the management decision.
3. To determine the necessity and organization of any service or activity conducted by the City and expand or diminish services.
4. To determine the nature, manner, means, technology, and extent of services to be provided to the public.
5. To determine methods of financing.
6. To determine types of equipment or technology to be used.
7. To determine and/or change the facilities, methods, technology, means, organizational structure, size, and composition of the work force, and allocate and assign work by which the City operations are to be conducted.
8. To 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 or subcontract any work or operation of the City.
9. To assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice.
10. To lay off employees from duties because of lack of work or funds, or under conditions where continued work would be ineffective or non-productive.
11. To establish and modify productivity and performance programs and standards.
12. To discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause.
13. To determine minimum qualifications, skills, abilities, knowledge, selection procedures and standards, job classifications, and to reclassify employees in accordance with this Memorandum of Understanding and applicable resolutions and codes of the City.
14. To establish reasonable employee performance standards including, but not limited to, quality and quantity standards; and to require compliance therewith.
SEIU MOU CY 2024-25
Page | 46
SIGNATURES
15. To maintain order and efficiency in its facilities and operations.
16. To establish and promulgate and/or modify rules and regulations to maintain order and safety and health in the City which are not in contravention with this Agreement.
17. To restrict the activity of an employee organization on municipal property and on municipal time except as set forth in this Memorandum of Understanding.
18. To take any and all necessary action to carry out the mission of the Agency in emergencies.
B. Authority of Third-Party Neutral: All management rights, powers, authority, and functions, whether heretofore or hereinafter exercised, shall remain vested exclusively with the City. No third-party neutral shall have the authority to diminish any of the management rights which are included in this section.
C. Impact of Management Rights: Where required by law, the City agrees prior to implementation to meet and confer with the union over the impact of the exercise of a management right upon wages, hours, and other terms and conditions of employment of its members unless the impact consequences of the exercise of a management right upon the union members is provided for in this Memorandum of Understanding, Personnel Rules and Regulations, or Departmental Rules and Regulations.
(FT-MOU 01-03-98)
Section 10.07 Union Information
The City will provide a list of all new full-time (FT) and part-time (PT32) hires that would be eligible for union membership to the union with the first full pay period “dues deduction report” which follows the new employee’s date of hire. The list will include the name of the employee, classification, and department/division of the new hire.
Section 10.08 Union Business
A. The City recognizes the importance of union business and will allow Union bargaining team members or stewards a reasonable amount of paid on-duty time to conduct union business for activities such as negotiations and grievance reso lution. Such use of paid on-duty time shall be subject to reasonable notice for advance approval by the appropriate supervisor(s) or manager(s) on the basis that it shall not interfere with mission critical operations. Although management will not unreasonably deny such requests, management does retain its rights under this MOU to direct the daily operations and work assignments. In addition, the City prevails on department heads to recognize and respect the union's need to conduct union business.
B. Activities concerned with the internal affairs of the Union not otherwise specified herein, such as collecting dues, holding membership meetings, campaigning for office, conducting elections, and distributing literature, etc., shall not be conducted during working hours, unless otherwise authorized by the City Manager.
(FT-MOU 12-25-04)
C. The City agrees to allow Union Stewards and new employees up to thirty minutes on paid City time to meet within the first week of the new hire’s employment to discuss union membership. Union Staff may participate in this meeting.
SEIU MOU CY 2024-25
Page | 47
SIGNATURES
(FT-MOU 01-03-98)
Section 10.09 Salary Survey Procedure
The City and the Union agree to discuss salary survey procedures in future labor management discussions. Changes to salary survey procedures shall be by mutual agreement only. (MOU 05-21-19)
(Side Letter 2020-02)
Section 10.10 Prior and Existing Conditions
Except as herein modified, there shall be no change in wages, hours, or working conditions set forth in this Memorandum of Understanding unless changes are made by mutual consent of the parties. (FT-MOU 1-15-08)
Section 10.11 Pre-Emptive Laws
It is understood and agreed that this extension of the current Memorandum of Understanding is subject to all current and future applicable Federal and State laws, City ordinances, and Federal and State regulations. If any Article, article, section, sub-article, sentence, clause, phrase or portion of this Memorandum of Understanding or any addition, addendum or exhibit, thereto should be held invalid or unenforceable by operation of law, or by any tribunal or office of competent jurisdiction, or if compliance with or enforcement of any Article, article, sub-article, section, sent ence, clause, phrase or portion of this Memorandum of Understanding should be retained by such tribunal or office, the remainder of this document shall not be affected thereby, and the parties shall enter into the Meet and Confer process for the purpose of arriving at a mutually satisfactory replacement for such Article or section. (FT-MOU 12-16-03)
Section 10.12 Use of Employee Benefits
No employee shall be discriminated against because of the legitimate use of any right, privilege, or benefit. Employees shall not be judged "de facto" violators of any policy, procedure, or practice without substantiation.
(FT-MOU 01-01-86)
Section 10.13 Investigation Timeframe
When appropriate and without compromising an investigation, the City will make every reasonable effort to continue to keep employees who are the subject of an investigation continually apprised as to the status of the investigation throughout the process and will notify them when the investigation has concluded.
Section 10.14 Working with Chemicals
Employees working with toxic chemicals shall be provided a physical examination at City expense. The need for subsequent physical examinations will be determined by the City upon a review of the examining physician’s conclusions.
SEIU MOU CY 2024-25
Page | 48
SIGNATURES
Section 10.15 Release Notices for Negotiations
Unless otherwise agreed to, the City agrees to provide release notices for no more than six full-time and two part-time unit members per negotiation session.
Section 10.16 Americans with Disabilities Act (ADA)
The City and SEIU acknowledge the passage of the Americans with Disabilities Act. It is agreed that the City shall take all necessary actions to comply with the provisions of this act. If necessary, sections of this Memorandum of Understanding and/or the City personnel rules may be suspended in order to achieve compliance.
Section 10.17 Maintenance of Membership
A. Maintenance of Membership: Both the City and the Union acknowledge and agree that employees may join and become dues paying union members at any time without restriction. Employees who are members of the Union on the effective date of any new contract or join the Union during the term of the contract retain the right to withdraw their membership only during the first payroll period beginning in October annually. Withdrawal must be requested in writing, addressed to SEIU Local 620, 350 S. Hope Avenue Suite A-103, Santa Barbara, California, 93105. (MOU 02-07-24)
B. Union Indemnification: The Union shall indemnify, defend, and hold the City, its officers, agents, and employees from and against any and all claims, demands, losses, defense costs, or liability of any kind or nature which the City, its officers, agents, and employees may sustain or incur, or which may be imposed upon them relating to the City’s compliance with the union dues obligation including claims relating to the Union’s use of monies collected under these provisions. The City and the Union shall mutually approve of any attorney representing the named party and approval shall not be unreasonably withheld.
(MOU 05-21-19)
C. Conformance With Law: The Union and City represents that the collection, administration, and use of union dues shall be in conformance with State and Federal law. (MOU 05-21-19)
Section 10.18 Labor/Management Committee
A. The City and SEIU agree to meet in a joint Labor/Management Committee on an as-needed basis as mutually agreed by the City and SEIU to discuss issues of mutual importance, including but not limited to:
x CalPERS compliance and clean up language,
x Supplemental short-term disability insurance or SDI membership, x Equity adjustments, and
x Split Shifts.
(MOU 02-07-24)
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SEIU FT
PLAN
Region 2
Plan
Code
Employee
Only
Premium
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
1 Dependent
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
2 Dependents
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly cost
Anthem Traditional HMO 4071 1,158.26 201.98 100.99$ 4072 2,316.52 403.96 201.98$ 4073 3,011.48 525.15 262.58$ Blue Shield Access 3041 1,052.89 96.61 48.31$ 3042 2,105.78 193.22 96.61$ 3043 2,737.51 251.18 125.59$ PERS Gold 6141 956.28 - -$ 6142 1,912.56 - -$ 6143 2,486.33 - -$ PERS Platinum 6021 1,426.24 469.96 234.98$ 6022 2,852.48 939.92 469.96$ 6023 3,708.22 1,221.89 610.95$ PORAC* 2071 1,057.00 100.72 50.36$ 2072 2,127.00 214.44 107.22$ 2073 2,708.00 221.67 110.84$ The Minimum Employer Contribution (MEC) is only applicable toward City-sponsored health plans. The MEC for 2026 is anticipated to be: $162.00 Employee Only 794.28$
Employee +1 1,750.56$
Employee +2 2,324.33$
405.00$
*Employees hired after February 4, 2017 are not eligible to receive 'Cash-in-lieu' option.
Dental Monthly Premium (Standard Ins Co) Vision Monthly Premium (VSP) Your Cost City Cost Your Cost City Cost
Employee Only -$ 47.84 Employee Only 8.54$ - Employee & Family 36.54$ 84.38 Employee + 1 13.25$ - Employee + 2 21.02$ -
Evidence of health insurance coverage will be required for those employees who elect not to use City sponsored health insurance and receive the 'cash-in-lieu' option. These employees must provide evidence of insurance and sign form HBD-12 declaring that they have other health insurance coverage. The HBD-12 form can be found on the City Intranet.
CalPERS Health Plan Rates 2026
Effective: 01/01/26 - 12/31/26
**Bi-Weekly & Monthly Cost**
Cash-in-lieu Option (No MEC)*
* Association Plan
Please note, the rates listed above are for “Region 2” as defined by CalPERS. Included in this area are both Santa Barbara and San Luis Obispo Counties, however, if you live elsewhere, your rates may vary.
Please visit the CalPERS website for more information.
In addition to the aforementioned MEC amount, the following are the current optional monthly health insurance contributions afforded to employees. These contributions may change based on negotiations or established provisions in the MOU.
OPTIONAL HEALTH INSURANCE CONTRIBUTION
Full-Time Employee
9/11/2025
Attachment D
SEIU PT
PLAN
Region 2
Plan
Code
Employee
Only
Premium
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
1 Dependent
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
2 Dependents
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly cost
Anthem Traditional HMO 4071 1,158.26 201.98 100.99 $ 4072 2,316.52 1,297.12 648.56$ 4073 3,011.48 1,922.41 961.21$ Blue Shield Access 3041 1,052.89 96.61 48.31 $ 3042 2,105.78 1,086.38 543.19$ 3043 2,737.51 1,648.44 824.22$ PERS Gold 6141 956.28 - - $ 6142 1,912.56 893.16 446.58 $ 6143 2,486.33 1,397.26 698.63$ PERS Platinum 6021 1,426.24 469.96 234.98 $ 6022 2,852.48 1,833.08 916.54$ 6023 3,708.22 2,619.15 1,309.58 $ PORAC* 2071 1,057.00 100.72 50.36 $ 2072 2,127.00 1,107.60 553.80$ 2073 2,708.00 1,618.93 809.47$ * Association Plan
The Minimum Employer Contribution (MEC) is only applicable toward City-sponsored health plans. The MEC for 2026 is anticipated to be: $162.00
OPTIONAL HEALTH INSURANCE CONTRIBUTION
Part -Time Employee
Employee Only 794.28$
Employee +1 857.40$
Employee +2 927.07$
Cash-in-lieu Option (No MEC)* 265.00$
*Employees hired after February 4, 2017 are not eligible to receive 'Cash-in-lieu' option.
Dental Monthly Premium (Standard Ins Co) Vision Monthly Premium (VSP) Your Cost City Cost Your Cost City Cost
Employee Only -$ 47.84 Employee Only 8.54$ - Employee & Family 73.08$ 47.84 Employee + 1 13.25$ - Employee + 2 21.02$ -
CalPERS Health Plan Rates 2026
Effective: 01/01/26 - 12/31/26
In addition to the aforementioned MEC amount, the following are the current optional monthly health insurance contributions afforded to employees. These contributions may change based on negotiations or established provisions in the MOU.
**Bi-Weekly & Monthly Cost**
Please note, the rates listed above are for “Region 2” as defined by CalPERS. Included in this area are both Santa Barbara and San Luis Obispo Counties, however, if you live elsewhere, your rates may vary.
Please visit the CalPERS website for more information.
Evidence of health insurance coverage will be required for those employees who elect not to use City sponsored health insurance and receive the 'cash-in-lieu' option. These employees must provide evidence of insurance and sign form HBD-12 declaring that they have other health insurance coverage. The HBD-12 form can be found on the City Intranet. 9/11/2025
Attachment E
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: December 2, 2025
SUBJECT: Adoption of a Resolution Amending Resolution No. 202 4-47, Approving a Wage and Benefits Package for the Non-Represented Management and Confidential Employees and to Extend Review of Agreement and Increase City’s Contribution to Premiums
Description:
The City Council to consider approving a resolution for a Wage and Benefits Package for the Non-Represented Management and Confidential Employees and to extend review of the agreement.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
1. Adopt a Resolution amending Resolution No. 2024 -47, authorizing and approving a Wage and Benefits Package for the Non-Represented Management and Confidential Employees and to extend review of the agreement and increase the City’s contribution to the health benefits premiums in 2026; and
2. Authorize the Mayor to execute the terms of the resolution.
BACKGROUND:
The Wage and Benefit Package (Resolution) for Non -Represented Management and Confidential Employees (NMAC) would normally be reviewed by City staff and members of the group for updates to wages and benefits therein by January 1, 2026. However, due to the City’s current financial position and budgetary re view, it has been determined that an evaluation of the Wage and Benefits Package for this group be occasioned by June 30, 2026.
At this time, an increase to the City’s contribution for medical benefits is warranted as health benefits premiums change yea rly with the calendar year. This Council action seeks Council approval to increase the City’s contribution towards premiums to fully cover PERS Gold at all three tier levels for full-time NMAC employees.
2 DISCUSSION:
A recommendation to adopt the revised resolution for the Non-Represented Management and Confidential Employees which incorporates deferral for review of the wage and benefits to June 30, 2026, and an increase to the City’s medical premium contributions.
This will allow additional time for parties to set a Wage and Benefits Package in an environment that includes a detailed review of the City’s current financial position . An amendment to the Resolution 2024-47 (Attachment “A”) has been drafted to address the City’s increase in contributions to medical plans; and the extension of the review date for this resolution.
Alternative(s)
A decision by the City Council not to approve the revised Resolution to the Wage and Benefits Package Resolution will result i n continuation of the City contribution to health benefits at the 2025 rate.
Fiscal Considerations
The additional fiscal costs of increasing the City’s Health Benefit Premium contributions for employees within the Non -Represented Management and Confidenti al Wage and Salary Package Resolution is approximately $182,987 for calendar year 2026.
Impact on the Community
Approval of the amended Wage and Benefits Package for Non -Represented Management and Confidential Employees is crucial to maintaining positive employee- employer relations and retaining a well -staffed, qualified workforce, who in turn will continue to support the City’s operational needs.
ATTACHMENT(S)
A. Amended Resolution
B. NMAC Benefits Rate Sheet 2026
Attachment A
RESOLUTION NO.
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF SANTA MARIA, CALIFORNIA
AMENDING RESOLUTION NO. 2024-47 APPROVING A WAGE AND BENEFIT
PACKAGE FOR THE NON-REPRESENTED MANAGEMENT AND CONFIDENTIAL
EMPLOYEES AND TO EXTEND REVIEW OF AGREEMENT AND INCREASE THE CITY’S CONTRIBUTION TO THE HEALTH BENEFITS PREMIUMS IN 2026
WHEREAS, the City Council is committed to a compensation policy that strengthens the recruitment and retention of well qualified and effective managers and confidential employees; and
WHEREAS, in 2003, the Santa Maria Association of City Management Employees (SMACME) initiated a petition to decertify its bargaining group, a bargaining group comprised of management & confidential employees; and
WHEREAS, SMACME granted its request to decertify enabling their members the ability to represent themselves as a group in informal discussions with the City Manager over wages, hours, and other terms and conditions of employment; and
WHEREAS, in February 2024, the City Manager entered into discussions with these unrepresented employees and assembled a wage and benefit package incorporated herein, that outlines and delineates the benefit structure for these employees consistent with other employee bargaining groups.
WHEREAS, Resolution Number 2022-64 established broadband classifications of Organizational Leader - Non Safety; Organizational Leader – Safety; Corporate/Executive Leader - Non Safety; and Corporate/Executive Leader – Safety; and
WHEREAS, Resolution Number 2024-22 established and changed the broadband classifications of Business Program Leaders to consist of Business Program Leader classifications which include Business Leader, Program Leader, and Administrative Leader; and
WHEREAS, Resolution Number 2024-47 established and replaced the wage and benefit package approved for the non-represented management and confidential employees in January 2022; and
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Santa Maria, California, that the following shall amend and restate Resolution Number 2024-47 for the wage and benefit package approved for the non -represented management and confidential employees in January 2026:
Broadband Corporate/Executive Leader (Non-Safety) – classifications include City Manager, City Attorney, Assistant City Manager, Department Directors, Chief Human Resources Officer, and Chief Information Officer . Broadband Organizational Enterprise Leader – Assistant City 2 Attorney, and Assistant Directors. Business Program Leader – classifications include Business Leader, Program Leader, and Administrative Leader.
1. SALARY
Effective at the beginning of the pay period following ratification of this Resolution by the City Council, a base salary increase of five percent (5.0%) of the employee’s base salary will be given to all management and confidential employees in the employ of the City . If this agreement is ratified and adopted by the City Council by April 2, 2024, this increase shall be effective the first full pay period containing January 1, 2024.
Effective the first full pay period containing January 1, 2025, a base salary increases of five percent (5%) of the employee’s base salary will be given to all management and confidential employees in the employ of the City.
Accordingly, the aforementioned salary increase shall also be afforded to all Executive Managers on at -will employment contracts (City Manager, City Attorney, Department Directors) in the employ of the City upon adoption of this resolution.
2. SALARY SURVEY PROCEDURES
The salary survey shall include for comparison purposes, the “E” step or fifth step monthly salary. For purposes of preparing a salary survey for wage and benefit consideration, the City will add two-point six percent (2.6%) to the top step salary of the benchmarked management positions (for salary comparison purposes only), in recognition of the City reporting the employer paid members contribution (EPMC) benefit to CalPERS as special compensation. Notwithstanding this provision, said salary survey procedures shall not be interpreted to mandate the setting of salary and/or other forms of compensation at the level indicated in the salary survey.
Originally, the parties agreed to add an additional percentage of 3.97% for salary survey purposes until all surveyed CalPERS agencies have the EPMC benefit, however, due to Public Employee Pension Reform Act (PEPRA) legislation, the parties agree to reduce the percentage commensurately with the percentage of unit members in Tier I (as noted in the preceding paragraph).
3. BILINGUAL PAY (See CAM 93-2)
The City will pay bilingual differential of $55 per month for basic level skills and $100 per month for advanced level skills to eligible employees that are required by their department director to use both English and Spanish in communicating with the general public on a regular basis while performing the duties of his/her position. The City will pay $250 per month to eligible employees who are required by their department director to provide extensive written translations of Spanish to English and English to Spanish on a regular and frequent basis.
4. LONGEVITY PAY
3 Employees hired before July 1, 2011, and who have continuously been employed by the City will be provided with a six percent (6%) longevity pay.
5. EDUCATIONAL INCENTIVE PAY (See CAM 76-4)
Upon the approval of the City Manager, educational incentive pay shall be paid in addition to regular pay when education is in addition to the regular requirements of the job specifications and is work-related. An employee may not receive more than 5% in education incentive pay. The City agrees to provide the following educational incentive pay upon date of hire.
A.A. Degree = 2.5%
B.A. Degree = 5%
M.A. Degree = 5%
6. CONSTRUCTIVE RECEIPT
Employees may receive a cash payment for unused vacation, personal leave and/or compensatory time provided they meet the requirements set forth in the applicable provision of the resolution and abide by the below.
Employees will have the option to declare their intent to cash-out accrued leave under the following conditions in accordance with Internal Revenue Code Section 451:
- Hours cashed-out shall be paid at straight time.
- By December 1 st of each year, employees can declare their intent to cash -out the leave (or a portion of the leave) they earn during the following payroll calendar year.
For example, elections made by December 1, 2024, shall apply to hours accrued in 2025.
- The employee can choose any pay period(s) during the year to receive the elected cash-out and must declare the selected pay period for cash -out at the time of election.
- Once an election is made it cannot be rescinded.
- The employee will be responsible for making sure the required number of hours to be cashed-out are available at the time of each cash -out. If an employee has not met the requirements, the employee will not be eligible for that cash -out during the year.
- Employees will be eligible for partial cash-outs if the full amount of hours elected are not available at the elected time of cash -out. For example, if an employee elects to cash-out 40 vacation hours during the first pay period in November but only 20 hours are available at that time, 20 hours would be cashed-out. - Employees will be required to complete the City’s standardized election form. - Failure to submit an irrevocable election form by December 1st of each year shall be the same as not electing to cash-out leave during the following payroll calendar year. -
7. OVERTIME (See CAM 76-7)
The Confidential Technician I/II, Confidential Office Clerk I/II, and Legal Office Specialist - Confidential shall be designated as non-exempt positions for the purposes of overtime.
These employees will receive hourly time and one-half pay or compensatory time off for 4 each hour paid in excess of the forty (40) hour workweek. The maximum accumulation of compensatory time shall be 120 hours. No other compensation or benefits will be afforded to these employees in consideration for overtime.
8. MANAGEMENT LEAVE
Management leave is designed to recognize and compensate for work in excess of employee’s regularly scheduled workweek by exempt employees. Management leave is not based on overtime hours worked on an hour-for-hour basis.
During the first payroll period of each new payroll calendar year, all eligible exempt employees shall be credited with a designated amount of management leave time (rounded to the nearest half-hour) to be used during that payroll calendar year. No portion of the management leave hours may be accumulated or rolled over from one payroll calendar year to another, and all unused management leave will automatically be erased from the books at the end of the payroll calendar year. For employees separating service or starting during the calendar year, management leave will be pro -rated (to the nearest half-hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more management leave than the pro-rated amount for the payroll year, the excess used management leave will be deducted from vacation leave hours, then if needed, from the employee’s final paycheck without the necessity of the City securing a judgment. Accordingly, management leave is a “use it or lose it” benefit and no unused management leave will be cashed-out.
Broadband Corporate/Executive Leader (Non-Safety) that are on at -will employment contracts will receive eighty (80) hours of management leave.
The following classifications shall be placed in the second tier of the management leave program and receive sixty -four (64) hours of management leave per calendar year:
Broadband Organizational Enterprise Leader , Business Program Leader (Business Leader), Bui lding Division Manager, Chief Deputy City Clerk, Community Programs Manager, Fire Marshal, Organization/Enterprise Leader, Planning Division Manager, Principal Civil Engineer (attending Planning Commission), Senior Systems Analyst, Solid Waste Manager, Transit Services Manager, and Water Resources Manager.
All remaining full-time exempt classifications (including Business Program Leader (Program Leader and Administrative Leader) within the City's management structure shall be placed in the third tier of the program and receive thirty-two (32) hours of management leave per calendar year.
9. HOLIDAYS (See CAM 78-2)
For Full-time Employees: The City will recognize seven (7) (eight hour) holidays as fixed holidays: New Year's Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas. Employees will be eligible to receive, on a pro-rated basis, six additional days [forty -eight (48) hours] of floating holiday time on the first pay period in the payroll calendar year to be scheduled off by formal request of each individual employee with the approval of the department director and/or City 5 Manager.
Prior to the second to last full pay period in the payroll calendar year , employees are eligible to use and/or cash-out up to forty-eight (48) hours of floating holiday time on one occasion anytime during the (payroll) calendar year.
Any floating holiday hours remaining on the books after the second to last full pay period in the payroll calendar year will automatically be cashed -out and included in the last payroll check of the calendar year.
All employees separating service or start ing during the calendar year, floating holidays will be pro -rated (rounded to the nearest half -hour) based on the number of full pay periods elapsed or remaining during the payroll year. If an employee, prior to separating service, used more floating holid ay time than the pro -rated amount for the payroll year, the excess used floating holiday time will be deducted from vacation leave hours, then if needed, from the employee’s final paycheck without the necessity of the City securing a judgment.
10. MOVE-UP PAY (See CAM 77-3)
Up to a five percent (5%) differential in salary shall be allowed for those personnel who may be required to perform duties above their classification for forty (40) consecutive hours or more. If an employee is functioning in an acting department director capacity for more than the above stated timeframe, the employee may be placed at the appropriate step in the department director range to compensate him/her for the lengthy assignment, commensurate with the assignment as determined by the C ity Manager or his/her designee. The employee working in a higher classification shall be compensated back to and including the first day that s/he works in the higher classification.
11. Special Assignment/Project Pay
Where employees, on a temporary bas is, are assigned, by their department director, to perform a significant project outside the scope of their position, the City Manager may authorize payment not to exceed fifteen percent (15%) than the employee’s current salary. This shall not be in addition to the standard (5%) move-up pay.
The special assignment and/or project should connect individual achievement to organizational goals , which provides an incentive for their performance. The special assignment and/or project shall not change in any way an employee’s ability to meet the core expectations of his or her job. Unlike standard move -up pay, granting this pay shall be at the sole discretion of the City Manager.
12. TUITION REIMBURSEMENT (See CAM 76-4)
The City will reimburse employees up to $1,000 per calendar year for the cost of tuition and books if a grade of "C" or better is obtained for undergraduate, and "B" or better for post graduate work; or for ( Department Director approved) job-related courses taken on the employee's own time, that result in a course completion certificate issued a 6 recognized training organization.
Receipts must be received by the City for processing within 60 days of course completion.
For those in the position of Senior Systems Analyst (SSA) the City will reimburse employees the full cost of obtaining and maintaining the following certifications: Cisco (CCNA) network associate certificate, Microsoft Certified Systems Engineer (MCSE), and Certified Information Systems Security Professional (CISSP). The SSA may request any further certificates that are directly job-related, current, and necessary; those requests will be reviewed and approved by the Chief Information Officer and the City Manager.
13. VACATIONS
With the exception of executive managers on at-will employment contracts and full-time management and/or confidential employees shall be entitled to take all vacation accrued to him/her after six months of employment.
Vacation accrual for full-time employees shall be as follows:
Years 0-5 6-9 10 11-19 20
Working
Days/Year
10 15
16 20
21 The maximum amount of vacation accumulation at any one time shall be 336 hours for full-time employees, and 416 hours of executive managers on at -will employment contracts. When an employee reaches the maximum allowable vacation credit, no additional vacation credit shall be accrued until the vacation balance is below the maximum.
During the calendar year, full-time employees performing at an acceptable or superior level are eligible to predesignate a cash-out or sell-back up to forty (40) hours of vacation time at straight time on two occasions anytime during the payroll calendar year, so long as they have (after said cash-out) a minimum vacation balance of at least forty (40) hours on the books. This cash -out benefit sh all be made in accordance with Section 6, Constructive Receipt.
The City will reinstate vacation accrual rates for previous years of service for former City employees who have completed 26 pay periods and probationary period (if applicable) after returning to City employment.
14. SICK LEAVE
Sick leave will be granted to employees when they are incapacitated for the performance of duties by sickness, injury, or for medical, dental , or optical examination or treatment, and a new full-time employee shall be eligible to use sick leave for bona fide illness as it is accumulated.
7 Full-time management and confidential employee s will accumulate 3.69 hours of sick leave per payroll period with no maximum accumulation.
An employee may use up to half of his/her annually accrued sick leave for family illness per California Labor Code 233 and 245.5 (c). Additional sick leave may be used for family illness upon approval through Human Resources.
Unused sick leave at time of retirement, for which there is no compensation or remuneration at all to the employee, will be converted to additional service credit at the rate of 0.004 years of service credit for each full day, i.e. , 250 days of sick leave for one additional year of service credit. Sick leave hours will be converted to days in the following manner: the unused hours of sick leave for w hich there is no compensation or remuneration will be divided by eight (8). Any fraction of a day will not be counted toward service credit. There is no limit on the amount of accumulated sick leave that can be converted to service credit. PERS rules mandate that this benefit shall apply to members whose effective date of retirement is within four months of separation from employment and who retire after the effective date of this benefit in the agency's contract. For the purpose of reporting sick leave hours to PERS under the sick leave credit benefit option, sick leave hours shall be reduced only by the actual hours paid under the sick leave incentive program.
The City’s sick leave incentive program shall compensate employees at t he rate of 50 percent for all accrued sick leave beyond 480 hours to a maximum of 1,200 hours when the employee leaves City service upon regular retirement, disability retirement, or death.
The City shall retire an employee prior to the exhaustion of sick leave in conjunction with an industrial or non -industrial injury upon a determination that the employee's condition is permanent and stationary for disability retirement purposes. The employee's unused sick leave shall be compensated pursuant to the terms of the City's sick leave incentive program as described above. These provisions are intended to contravene Government Code Section 21025.2 insofar as it provides that an employee's disability retirement will not commence until all sick leave benefits are exhausted.
The City will reinstate unused sick leave balances for former City employees upon receiving documented proof from the employee as to the amount of sick leave that was unused at the time of separation for said former City employee who has return ed to City employment and has completed his/her probationary period.
15. BEREAVEMENT
Up to five days (equating to: up to 40 hours) per incident may be used for family bereavement leave charged to any accrued leave bank. The term "family" in this section shall be defined as anyone per California Labor Code Section 245.5 (c).
The above referenced bereavement leave will also apply to leave for reproductive loss event, defined as a failed adoption, failed surrogacy, miscarriage, stillbirth, or an 8 unsuccessful ass isted reproduction. If an employee experiences more than one reproductive loss event within a 12 -month period, the employer is not obligated to gra nt a total amount of reproductive loss leave time in excess of 20 days within a 12 -month period.
16. RETIREMENT
Tier I employees:
The City will provide the CalPERS 2.7% @ 55 retirement benefit, based on the single highest year (one-year final compensation) retirement formula for employees hired before July 1, 2011 (Tier I employees) , with the City’s contribution to the employee’s share of retirement being eight percent (8%), and the City reporting to CalPERS the employer paid members contribution (EPMC) benefit as special compensation for retirement purposes.
Tier I Unit Members shall contribute a total of eight percent (8%) towards member contribution cost-sharing of the employer’s mandated CalPERS contribution, which shall be in accordance with Section 414(h)(2) of the Internal Revenue Code whereby the employee contributions shall be tax deferred.
Tier II employees:
For classic employees hired on or after July 1, 2011, (Tier II employees), the City will provide the 2% @ 55 CalPERS retirement benefit, based on the last 36 months of employment (three -year average highest compensation), and the employee shall be required to pay the entire members’ contribution plus two percent (2%) of the employer contribution.
Tier III (PEPRA) employees:
As defined under the Public Employee Pension Reform Act (PEPRA), miscellaneous “non-classic” employees (aka new members, or Tier III) hired after January 1, 2013, shall be covered under the CalPERS 2% @ 62 retirement benefit, based on the last 36 months of employment (three-year average highest compensation), and the employees shall pay fifty percent (50%) of the total “normal” cost of the benefit (as determined by CalPERS annually), through a payroll deduction. Eligibility for other benefits provided to classic employees under this Resolution through CalPERS (as stated above) shall be determined by the provisions of PEPRA for “ non-classic employees” aka new members . Tier III employees will also pay two percent (2%) of the employer contribution.
The City will provide employees with the CalPERS Section 21024 Military Service Credit as a public service benefit; the CalPERS credit for unused sick leave benefit (see Section 11); the 1959 CalPERS Survivor Benefit Level 4 benefit; the Pre -Retirement Option 2W Death Benefit, Section 21548; and the Post-Retirement Survivors Allowance benefit.
17. DEFERRED RETIREMENT
For Full-Time Employees: The City will contribute $11.54 per pay period toward a 457 deferred compensation plan except the City Attorney and City Manager.
9 For the City Attorney and City Manager, the City agrees to provide an IRS approved 401(a) deferred compensation plan and will contribute two percent (2%) of salary per pay period toward the 401(a) plan for these two employees.
18. DISABILITY INSURANCE
Employees shall participate in the City's Short/Long-Term Disability (STD/LTD) Program and shall pay the entire premium themselves. STD/LTD benefits are equal to 66 2/3's percent of the first $8,000 of monthly earnings, minus the offset amounts from other benefits and other sources of income as described in the group policy schedule. The maximum monthly benefit will be $6,000 after a 30-day qualifying period.
19. MEDICAL INSURANCE
An employee shall be eligible for medical insurance upon his/her first day of employment.
The effective date of coverage may vary for new employees based upon whether or not the required premium (necessary to pay for the medical insurance) was deducted in the month prior to the benefit commencing.
The City currently provides employee medical insurance through the CalPERS Public Employees’ Medical and Hospital Care Act (PEMHCA). As a condition of parti cipation in the PEMHCA plan, the CalPERS Board determines an annual Minimum Employer Contribution (MEC). The City will contribute the MEC as required by the PEMHCA per month per employee to be used solely toward City-sponsored employee medical benefits.
For 2026, the MEC is $162 per month.
In addition to the above stated contribution, the City shall provide a pro -rated monthly optional medical insurance contribution regardless of the medical plan chosen, up to the amounts listed below at the times stated:
For Full-Time Employees:
Employee Only $794.28
Employee + one $1,750.56
Family $2,324.33
If this agreement is ratified and adopted by the City Council by December 2, 2025, these rates shall be effective retroactively the pay period in which deductions are made for January 2026.
The City shall provide a pro -rated cash-in-lieu option to those employees hired before February 4, 2017, who do not elect to participate in the PEMHCA medical insurance plan provided they are in compliance with the be low evidence of coverage provision. If an employee is in a paid status , is eligible to not participate in the PEMHCA medical insurance plan and elects the pro -rated cash -in-lieu option, full-time employees will 10 receive $518 on a monthly basis while on the City payroll. Employees hired on or after February 4, 2017, will not be eligible for the cash -in-lieu option. Employees hired into a full-time position directly from a part-time capacity (in the employ of the City) and receive cash-in-lieu as a part-time employee will be eligible to receive the aforementioned cash- in-lieu as a full-time employee and vice versa.
To establish eligibility for the cash -in-lieu option, employees who do not elect to use the City-sponsored medical benefits shall provide evidence of major medical insurance coverage and sign a City provided form certifying that they have other continuing major medical insurance coverage in compliance with Federal and State law and regulations .
Once eligibility has been established, to maintain continued eligibility to receive the cash- in-lieu option employees shall provide said documents prior to January 31st on an annual basis, or as requested by the City. The employee must notify the City within 30 days of the loss of other minimum essential coverage. The cash-in-lieu option shall no longer be payable if the employee and family members cease to be enrolled in other minimum essential coverage.
20. LIFE INSURANCE
The City will provide employees with life and accidental death and dismemberment insurance in the amount equal to one time their annual salary, up to a maximum of $150,000, upon his/her first day of employment. The employee will pay $0.53 bi -weekly for the above stated employee-only insurance benefit with the City paying the remainder of the premium.
21. DENTAL AND OPTICAL INSURANCE
Employees shall be eligible for dental and optical insurance upon his/her first day of employment, and the City shall pay the full cost of the monthly premiums for employee and family coverage. The dental benefit amo unt is $2,000 annually, and the City agrees to add posterior composite restoration to the current plan design.
22. POST EMPLOYMENT HEALTH PLAN
For Full -Time Employees : The City will contribute $ 100 per pay period per full -time employee toward a post-employment health plan.
In March 2024, an election was conducted, and it was concluded that upon ratification of this resolution, the 2024 and 202 5 calendar years , upon (any type of) separation , applicable accruals will be cashed out to the employee.
23. PERFORMANCE REVIEW INCREASES FOR EMPLOYEES WITHIN THE
BROADBAND ORGANIZATIONAL LEADER SALARY CLASSIFICATIONS
Increases for employees within a broadband Organizational Leader salary classification shall be governed by the following. (This section is not applicable to Executive managers [Department Directors] and Council-appointed managers [City Manager and City Attorney]):
I. Salary increases within the broadband range shall not be automatic but shall be granted only upon the affirmative recommendation of the appropriate department 11 director, including written certification that the employee's overall annual performance has been satisfactory or better.
II. Such salary increases shall be effective on the first day of the pay period in which the salary anniversary date occurs.
III. The percentage range of the salary increase shall be determined by the City Manager, in consultation with the Chief Human Resources/Organizational Development Officer, on an annual basis, and shall be communicated to the appropriate department director.
IV. Under exceptional circumstances, where rigid adherence to the percentage range for the salary increase could cause disruption to city operational issues or cause inequity, the City Manager, in consultation with the Chief Human Resources/Organizational Development Officer, could grant a salary increase outside of the percentage range for an eligible employee.
V. For the employee to be eligible for consideration under (IV) they must have an overall annual performance rating of Excellent or Outstanding.
24. PERFORMANCE BASED PAY (PBP) PROGRAM (See PBP Guidelines) Executive managers ( Department Director s) and Council -appointed managers (City Manager and City Attorney) are eligible to participate in the City’s Performance Based Pay Program. Employees in the Council-appointed group may receive a PBP incentive of up to ten percent (10%) of the employees’ annual salary. Employees in the executive group may receive a PBP incentive of up to three percent (3%) of the employee’s annual salary. All PBP incentives will be tied directly to job performance and criteria established by the City Manager’s Office and approved by the City Council.
25. PROBATIONARY PERIOD (See CAM 76-5)
With the exception of employees on an at -will employment contract, all original and promotional appointments shall be tentative and subject to a probationary period of twenty-six (26) pay periods of actual and continuous service.
26. LAYOFF (See CAM 79-2)
The Layoff Procedures f or non -represented management and confidential employees shall be consistent with those of SEIU, Local 620.
27. DISASTER PREPAREDNESS TRAINING
When approved by the City Manager, management employees who are part of an established Red Cross Disaster Services Human Resources System will be eligible to receive a City match of paid leave time, up to a maximum of forty (40) working hours, when they use their own paid leave accruals when responding to a disaster outside the tri-county area.
28. SERVICE CLUB PARTICIPATION
City recognizes the desirability of representation in and before local civic organizations that meet in the City of Santa Maria and are a benefit to the community. The City also encourages participation of its executive managers and some designated division managers in said clubs (i.e. , Rotary, Kiwanis, Lions, etc.). In that regard, the City shall pay necessary expenses for dues and meals f or said participation. The City will not 12 reimburse employees for any service club -related fines or event costs (i.e. , ticket purchases, auction items, etc.).
29. ALTERNATIVE WORK SCHEDULE
Effective June 23, 2018, the City agreed to extend the 9/80 alternative workweek to full - time City personnel at the discretion of the Department Director. However, should adequate coverage or staffing become an issue in these above areas, the City retains the right to discontinue the alternative work schedule upon notice to the employees.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Santa Maria held on this 2nd day of December 2025.
ATTEST:
Chief Deputy City Clerk
Mayor
APPROVED AS TO FORM:
_________________________
City Attorney
APPROVED AS TO CONTENT:
_________________________
Department Director
_________________________
City Manager
NMAC
PLAN
Region 2
Plan
Code
Employee
Only
Premium
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
1 Dependent
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Plan
Code
Employee +
2 Dependents
Your Mnthly
Cost
(after MEC &
Contribution)
Your bi-
weekly
cost
Anthem Traditional HMO 4071 1,158.26 201.98 100.99$ 4072 2,316.52 403.96 201.98$ 4073 3,011.48 525.15 262.58$ Blue Shield Access 3041 1,052.89 96.61 48.31$ 3042 2,105.78 193.22 96.61$ 3043 2,737.51 251.18 125.59$ PERS Gold 6141 956.28 - -$ 6142 1,912.56 - -$ 6143 2,486.33 - -$ PERS Platinum 6021 1,426.24 469.96 234.98$ 6022 2,852.48 939.92 469.96$ 6023 3,708.22 1,221.89 610.95$ PORAC* 2071 1,057.00 100.72 50.36$ 2072 2,127.00 214.44 107.22$ 2073 2,708.00 221.67 110.84$ The Minimum Employer Contribution (MEC) is only applicable toward City-sponsored health plans. The MEC for 2026 is anticipated to be: $162.00 Employee Only 794.28$
Employee +1 1,750.56$
Employee +2 2,324.33$
518.00$
*Employees hired after February 4, 2017 are not eligible to receive 'Cash-in-lieu' option.
Dental Monthly Premium (Standard Ins Co) Vision Monthly Premium (VSP) Your Cost City Cost Your Cost City Cost
Employee Only -$ 49.36 Employee Only -$ 8.54 Employee & Family -$ 122.00 Employee + 1 -$ 13.25 Employee + 2 -$ 21.02
CalPERS Health Plan Rates 2026
Effective: 01/01/26 - 12/31/26
**Bi-Weekly & Monthly Cost**
* Association Plan
Please note, the rates listed above are for “Region 2” as defined by CalPERS. Included in this area are both Santa Barbara and San Luis Obispo Counties, however, if you live elsewhere, your rates may vary. Please visit the CalPERS website for more information.
In addition to the aforementioned MEC amount, the following are the current optional monthly health insurance contributions afforded to employees. These contributions may change based on negotiations or established provisions in the MOU.
Full-Time Employee
Cash-in-lieu Option (No MEC)*
OPTIONAL HEALTH INSURANCE CONTRIBUTION
Evidence of health insurance coverage will be required for those employees who elect not to use City sponsored health insurance and receive 'cash-in-lieu' option. These employees must provide evidence of insurance and sign form HBD-12 declaring that they have other health insurance coverage. The HBD-12 form can be found on the City Intranet. 9/11/2025
Attachment B
COUNCIL AGENDA REPORT
TO: Mayor and City Council
FROM: Graciela Reynoso, Chief Human Resources Officer
DATE: December 2, 2025
SUBJECT: Adoption of a Resolution Amending Resolution No. 2025 -15, Approving a Wage and Benefits Package for Public Safety Managers and Extending Review of Agreement and Increase City’s Contribution to Premiums
Description:
The City Council to consider approving a resolution for a Wage and Benefits Package for the Public Safety Managers.
Environmental Notice: The activity is not a “Project” as defined under Section 15378 of the California Environmental Quality Act State Guidelines; therefore, pursuant to State Guidelines Section 15060(c)(3) no environmental review is required.
RECOMMENDATION:
1. Adopt a Resolution amending Resolution No. 2025 -15, approving a Wage and Benefits Package for Public Safety Managers and extending review of agreement and increase the City’s contribution to health benefits premiums in 2026; and
2. Authorize the Mayor to execute the terms of the resolution.
BACKGROUND:
The Wage and Benefit Package (Resolution) for Public Safety Managers (PSM) would normally be reviewed by City staff and members of the group for updates to wages and benefits therein by January 1, 2026. However, due to the City’s current financial position and budgetary review, it has been determined that an evaluation of the Wage and Benefits Package for this group be occasioned by June 30, 2026.
At this time, an increase to the City’s contribution for medical b enefits is warranted as health benefits premiums change yearly with the calendar year. This Council action seeks Council approval to increase the City’s contribution towards premiums to fully cover PERS Gold at all three tier levels for full-time PSM employees.
2 DISCUSSION:
A recommendation to adopt the revised resolution for the Public Safety Managers which incorporates deferral for review of the wage and benefits to June 30, 2026, and an increase to the City’s medical premium contributions.
This will allow additional time for parties to set a Wage and Benefits Package in an environment that includes a detailed review of the City’s current financial position . An amendment to Resolution 2025-15 (Attachment “A”) has been drafted to address the City’s increase in contributions to medical plans; and the extension of the review date for this resolution.
Alternative(s)
A decision by the City Council not to approve the revised Resolution to the Wage and Benefits Package Resolution will result in co ntinuation of the City contribution to health benefits at the 2025 rate.
Fiscal Considerations
The additional fiscal costs of increasing the City’s Health Benefit Premium contributions for employees within the Public Safety Managers Wage and Salary Packag e Resolution is approximately $18,672 for calendar year 2026.
Impact on the Community
Approval of the amended Wage and Benefits Package for Public Safety Managers is crucial to maintaining positive employee -employer relations and retaining a well -staffed, qualified workforce, who in turn will continue to support the City’s operational needs.
ATTACHMENT(S)
A. Amended Resolution
B. PSM Benefits Rate Sheet 2026
Attachment A