City of Santa Paula
City Council
MAYOR PEDRO A. CHAVEZ
VICE MAYOR CARLOS JUAREZ
COUNCILMEMBER JENNY CROSSWHITE
COUNCILMEMBER LESLIE CORNEJO
COUNCILMEMBER GABRIELA ORNELAS
CITY COUNCIL REGULAR MEETING OF THE
SANTA PAULA CITY COUNCIL
WEDNESDAY, AUGUST 6, 2025
6:30 PM - City Council Regular Meeting
SANTA PAULA CITY HALL
970 VENTURA STREET
SANTA PAULA, CA 93060
JULIE LATSHAW, CITY CLERK
DAN SINGER, CITY MANAGER
MONICA CASTILLO, CITY ATTORNEY
City of Santa Paula - City Council - City Council Regular Meeting 1
CITY COUNCIL REGULAR MEETING
You are invited to participate in all Regular City Council meetings. Agendas are posted in the front of Santa Paula City Hall, 970 Ventura Street, Santa Paula, 72 hours in advance of the scheduled meetings. The City Council's regular meetings start at 6:30 p.m. the first and third Wednesday of each month in the City Hall Council Chambers located at 970 Ventura Street in Santa Paula. Special and Closed Sessions vary by date and time.
HOW TO PARTICIPATE IN PERSON DURING THE MEETING: If you wish to speak at a City Council meeting, please fill out a Public Comment Form noting your name and address and submit the form to the City Clerk. Include the Agenda item number, when appropriate. Public comments are limited to 3 minutes.
1. Items Not on the Agenda: If you wish to discuss an item which is not scheduled on the Agenda, you may address the City Council during Public Comment. Please realize that due to the limitations placed on the City Council by provisions of the California Government Code, the City Council ordinarily cannot take action on any item that is not on the agenda. Because of these restrictions, expect that matters that you identify during public comment may be referred to staff or considered on a future agenda.
2. Agenda Items: Items being considered by the City Council may appear on the Consent Calendar, as an Action Item, or as a Public Hearing. Public comments on each type of item are handled differently, as explained below:
a. For items appearing on the Consent Calendar, please submit a Public Comment Form before the Council takes action on the Consent Calendar. Items that receive a Public Comment Form may be pulled from the Consent Calendar by the Mayor and discussed separately by the City Council.
b. For items appearing as an Action Item, the Mayor will announce the Agenda item and request the staff report, the staff member responsible will give a brief summary of the report; the City Council will have an opportunity to ask questions of staff; members of the public will be given an opportunity to comment on the item and ask additional questions (all members of the public should speak directly into the microphone at the speaker’s platform); and the City Council will discuss the item and then take appropriate action.
c. For items on which a Public Hearing is scheduled, the Mayor will open the public hearing and receive the staff report; members of the public will be given an opportunity to comment on the item and ask additional questions (all members of the public should speak directly into the microphone at the speaker’s platform); the City Council will discuss the item; and the Mayor will close the public hearing after City Council action.
HOW TO PARTICIPATE BEFORE THE MEETING: Members of the public are encouraged to submit email correspondence on any agenda item by sending an email to [email protected]. All public correspondence received by 3:00 p.m. (PT) on the meeting date will be provided to the legislative body before the meeting. Public Comments received after 3:00 p.m. will be provided to the legislative body the next day.
Your Participation in this meeting is in the public domain; meetings are cablecast; minutes of this meeting will reflect your participation in this meeting and are posted on the city’s website.
PLEASE NOTE: Be advised that if you bring a legal challenge to an action, you may be limited to raising only those issues you or someone else raised at the meeting described in this Agenda, or in written correspondence delivered to the City Council at or before the meeting.
Any action is subject to the ninety-day time period set forth in Code of Civil Procedure § 1094.6.
City of Santa Paula - City Council - City Council Regular Meeting 2
1. CALL TO ORDER
REMINDER: in order to minimize distractions during public meetings, all personal communication devices should be turned off or put in a non-audible mode.
2. INVOCATION
3. FLAG SALUTE
4. ROLL CALL
5. CLOSED SESSION REPORT
6. PUBLIC COMMENT
At this time, members of the public may comment on any item not appearing on the agenda that is within the subject-matter jurisdiction of the City Council. A Public Comment Form must be submitted to the City Clerk prior to the beginning of the Public Comment period in order to be recognized to speak. Individuals submitting Public Comment Forms after the beginning of the Public Comment period will not be allowed to speak at this time, but may be recognized to speak by the Mayor at the conclusion of the meeting. Individual Councilmembers may briefly respond to Public Comments or ask questions for clarification. The City Council may direct the City Manager to report to the City Council on the item at a later meeting. For items appearing on the Agenda, the public will be invited to make comments at the time the item comes up for City Council consideration. If a member of the public wishes to address a Consent Calendar item, please submit a Public Comment Form for that item. It may then be discussed separately by the Council, and the public will be invited to make comments at that time. At all times, please use the microphone and write your name and address on the Public Comment Form provided.
7. PRESENTATIONS
7.A MAYOR'S RECOGNITION AWARDS
7.B 805 DOCUFUND PRESENTATION
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk at (805) 933-4208. Notification 48 hours before the meeting will enable the City to make reasonable arrangements to ensure accessibility to this meeting. (28 CFR 35, 102-35.104 ADA Title II). Written materials distributed to the City Council within 72 hours of the City Council meeting are available for public inspection immediately upon distribution in the City Clerk’s office.
HOW TO VIEW ON YOUR TELEVISION, COMPUTER, OR MOBILE DEVICE: Watch from home live on the local Channel 10, or view the live feed on the city website at the following link: https://www.spcity.org/523/Public-Meeting-Agendas NOTE: Special and Closed Sessions are not recorded and not available on Channel 10 or live feed on the city website.
REGULAR MATTERS - COUNCIL CHAMBERS
City of Santa Paula - City Council - City Council Regular Meeting 3
7.C 2025 LABOR DAY PARADE POSTER
7.D SENIOR ADVISORY COMMITTEE ANNUAL PRESENTATION
7.E SANTA PAULA ARTE & CULTURA COLLECTIVE PRESENTATION
8. CITY COUNCIL REPORTS
9. CITY MANAGER REPORTS
10. CONSENT CALENDAR
Background information has been provided to the City Council on all matters listed under the Consent Calendar and these items are considered to be routine by the City Council and are normally approved by one motion. If discussion is requested by a Councilmember on any item, or a member of the public wishes to comment on an item, that item may be removed from the Consent Calendar for separate action.
10.A APPROVAL OF EMPLOYMENT BENEFITS FOR UNREPRESENTED:
CONFIDENTIAL EMPLOYEES AND ADOPTION OF RESOLUTION NO.
7570 FOR THE TERM OF JULY 1, 2025 THROUGH JUNE 30, 2027 RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No.7570, approving employment terms for Unrepresented: Confidential Employees for the period of July 1, 2025 through June 30, 2027
(2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
10.B APPROVAL OF EMPLOYMENT BENEFITS FOR UNREPRESENTED:
EXECUTIVE MANAGEMENT AND ADOPTION OF RESOLUTION NO.7569 FOR THE TERM OF JULY 1, 2025 THROUGH JUNE 30, 2027
RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No.7569, approving employment terms for Unrepresented: Executive Management Employees for the period of July 1, 2025 through June 30, 2027
(2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
10.C 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU), LOCAL 721
RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No. 7579, approving the Memorandum of Understanding between the City of Santa Paula and the Service Employees International Union (SEIU), Local 721 for the period of July 1, 2025 through June 30, 2027. (2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
10.D 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE SANTA
PAULA POLICE OFFICERS ASSOCIATON
City of Santa Paula - City Council - City Council Regular Meeting 4 RECOMMENDATION:
It is recommended that the City Council:
1. Approve Resolution No. 7581, approving the Memorandum of Understanding between the City of Santa Paula and the Santa Paula Police Officers Association for the period of July 1, 2025 through June 30, 2027.
2. Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
10.E 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE MID
MANAGEMENT ASSOCIATION
RECOMMENDATION:
It is recommended that the City Council:
1. Adopt Resolution No. 7580, approving the Memorandum of Understanding between the City of Santa Paula and the Mid Management Association for the period of July 1, 2025 through June 30, 2027.
2. Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
10.F AMENDMENT NO. 1 TO THE PROFESSIONAL SERVICES AGREEMENT WITH SOLID WASTE SOLUTIONS, INC.
RECOMMENDATION:
Staff recommends that the City Council:
1. Authorize the City Manager to execute proposed Contract Amendment No. 1 to the Professional Services Agreement with Solid Waste Solutions, Inc., for comprehensive oversight and planning of the City’s solid waste franchise agreement with Athens Services and compliance with state mandated solid waste programs by CalRecycle.
10.G PURCHASE OF FORD F150 LIGHTNING EV TO COMPLY WITH CARB
ADVANCED CLEAN FLEETS REGULATIONS
RECOMMENDATION:
Staff recommends that the City Council:
1. Authorize the City Manager to purchase a 2025 Ford F-150 Lightning EV truck for the Parks and Recreation Department in an amount not to exceed $85,000.
2. Waive the formal bidding process pursuant SPMC 41.10 due to the high demand and limited availability of these vehicles.
3. Authorize any unspent funds from the $85,000 allocation to be used for the purchase and installation of a light bar and other truck accessories.
10.H LICENSE AGREEMENTS WITH POTENTIAL UNION OIL BUILDING USERS
RECOMMENDATION:
Staff Recommends that the City Council:
1. Authorize the City Manager to enter into license agreements with the Santa Paula Historical Society and Leap Lab: Ventura County Science Center for City of Santa Paula - City Council - City Council Regular Meeting 5 use of the Union Oil Building.
10.I NOTICE OF COMPLETION FOR THE POLICE STATION REMODEL
PHASE I
RECOMMENDATION:
Staff recommends that the City Council:
1. Accept the work performed by Zuma Construction Group, Inc.
2. Authorize staff to file the Notice of Completion with the County Recorder.
10.J CITY LEASE AGREEMENT WITH THE INDEPENDENT ORDER OF ODD FELLOWS AT 866 E. MAIN STREET FOR CITY OFFICES AND SUBLEASE
TO ATHENS SERVICES
RECOMMENDATION:
Staff recommends that the City Council:
1. Approve a five-year lease agreement with option to extend an additional five-years between the City and the Independent Order of Odd Fellows for 3,400 square feet of commercial property at 866 E. Main Street; and
2. Approve the sublease agreement with Athens Services for 488 square feet of office space at 866 East Main Street for customer service and general office use; and
3. Authorize the City Manager to execute the agreements in a form approved by the City Attorney.
10.K SERVICE AGREEMENT FOR PERMIT MANAGEMENT SOFTWARE
RECOMMENDATION:
It is recommended that the City Council:
1. Authorize the City Manager to enter into a service agreement with GovWell to establish an online submittal and permitting system for Building & Safety permits and Planning applications.
10.L PLACER AI DATA ANALYTICS SOFTWARE ORDER FORM AMENDMENT 2025 - 2027
RECOMMENDATION:
Staff recommends that the City Council:
Approve the Amendment to the Order Form with Placer Labs, Inc., extending the agreement term for an additional 24-months, beginning August 29, 2025, and authorizing an increase in the annual license fee.
10.M APPROVAL OF MINUTES
City Council Special Meeting May 7, 2025
City Council Regular Meeting May 7, 2025
City Council Special Meeting May 14, 2025
City Council Special Meeting May 21, 2025
City Council Regular Meeting May 21, 2025
City Council Special Meeting June 4, 2025
City of Santa Paula - City Council - City Council Regular Meeting 6 City Council Regular Meeting June 4, 2025
City Council Special Meeting June 9, 2025
City Council Special Meeting June 12, 2025
RECOMMENDATION:
Staff recommends Council approve minutes.
10.N JUNE 2025 WARRANTS AND CERTIFICATIONS
RECOMMENDATION:
Staff recommends that the City Council:
1. Review and accept the "Certification of Accounts Payable" for the accounts payable payment cycles for June 2025, starting check number 341044 and ending check number 341320.
2. Review and accept the "Certification of Salaries" for the pay period ending dates May 30th, 2025, through June 13th, 2025.
10.O ACCEPTANCE OF GATE DETECTOR MAINTENANCE EASEMENT FROM
LENNAR - HARVEST AT LIMONEIRA
RECOMMENDATION:
1. Adopt Resolution No. 7586 to accept an easement from Lennar to maintain gate loop detectors associated with the three-million gallon tank improvements.
10.P INVESTMENT POLICY UPDATE
RECOMMENDATION:
Staff recommends the City Council approve the proposed Investment Policy updates to be in line with industry standards.
10.Q DESIGNATED LOCAL AUTHORITY DISSOLUTION AND RELEASE OF FUNDS
RECOMMENDATION:
Staff recommends City Council:
1. Authorize City staff to work with the County to finalize the Santa Paula Designated Local Authority's ("DLA") dissolution.
2. Authorize the City Manager or designee the ability to release the remaining DLA funds to the County.
3. Approve a budget adjustment of up to $400,000 in expenses to release the fund balance to the County in GL 804-5-5501-199.
11. ACTION ITEMS
11.A SANTA PAULA UNIFIED SCHOOL DISTRICT JOINT USE AGREEMENT RECOMMENDATION:
1. Authorize the City Manager to execute a Joint Use Agreement with the Santa Paula Unified School District.
Presented by: Greg Barnes, Parks & Recreation Director
City of Santa Paula - City Council - City Council Regular Meeting 7
11.B CONSIDERATION OF FIRST AMENDMENT TO THE JOINT AGREEMENT
FOR OPERATIONAL FUNDING OF THE SPIRIT OF SANTA PAULA
HARVARD SHELTER
RECOMMENDATION:
Staff recommends the City Council:
1. Approve the First Amendment to the Joint Agreement between the County of Ventura, the City of Santa Paula, and the City of Fillmore for operational funding of the Spirit of Santa Paula Harvard Shelter.
2. Approve a budget allocation of $30,000.08 from an anticipated positive General Fund balance from fiscal year 2024/2025 (General Ledger No. 800-2284).
Presented by: James Mason
11.C FALL PAVEMENT PROGRAM
RECOMMENDATION:
Staff recommends that the City Council:
1. Authorize the City Manager to issue a work order for J & H Engineering, to provide street maintenance services in accordance with the threeyear street maintenance agreement.
Presented by: Robert Woodward, City Engineer
11.D ATHENS SERVICES REQUEST FOR EXTRAORDINARY ADJUSTMENT
TO MAXIMUM SERVICE RATES FOR RESIDENTIAL AND COMMERCIAL
WASTE COLLECTION SERVICES
RECOMMENDATION:
Staff recommends the City Council:
1. Choose one of the following options in response to Athens' Services (Athens) request for an Extraordinary Adjustment to Maximum Service Rates:
a. Reject one or both of Athens’ requested rate increases; b. Allow one or both rate increases as requested or at rate levels different than those requested by Athens;
c. Allow one or both rate increases as requested or for periods different than those requested by Athens; or
d. A combination of items b. and c. above.
2. Require Athens to provide an attorney-prepared draft amendment, if an amendment is necessary, incorporating all Council decisions relating to Athens’ subject rate increase request, for City review. The amendment shall incorporate the solid waste collection services currently provided by Athens at the City-owned 903 Corporation Street facility.
3. Require Athens to reimburse the City for all costs, including City’s legal costs, related to any Proposition 218 hearing process if the City Council agrees to increase rates.
4. Authorize the City Manager to Sign a City Attorney-approved City of Santa Paula - City Council - City Council Regular Meeting 8 amendment, if an amendment is necessary, to the Exclusive Collection Services Agreement (“Agreement”) between the City and Arakelian Enterprises, Inc. (d/b/a Athens Services (“Athens”) dated October 1, 2022 which incorporates City Council’s decisions regarding item 1. above.
Presented by: Bruce Belluschi, Management Analyst, Public Works
11.E RESPONSE TO GRAND JURY REPORT ENTITLED PRIORITIZING BEST
PRACTICE STREET MAINTENANCE
RECOMMENDATION:
Approve the form response letter to the Ventura County Grand Jury and authorize the Mayor to sign the letter.
Presented by: Dale Goodman, Public Works Director
11.F FOURTH AMENDMENT TO CITY MANAGEMENT EMPLOYMENT
AGREEMENT
RECOMMENDATION:
1. Approve the Fourth Amendment to the City Manager Employment Agreement.
Presented by: Monica Castillo, City Attorney
12. ITEMS FOR FUTURE AGENDAS
12.A FUTURE AGENDA ITEMS
RECOMMENDATION:
Staff recommends City Council review future agenda items.
13. ADJOURNMENT
State of California )-
County of Ventura )- ss
City of Santa Paula )-
I declare under penalty of perjury that I posted this City Council Agenda on the bulletin board near the front door of City Hall, 970 Ventura Street, Santa Paula, California.
On_________________ at______________Signed:_________________________ Julie Latshaw
City Clerk
City of Santa Paula - City Council - City Council Regular Meeting 9 To: Honorable Mayor and Members of the City Council
From: Lorena Alvarez, Human Resources Administrator
Subject: APPROVAL OF EMPLOYMENT BENEFITS FOR UNREPRESENTED:
CONFIDENTIAL EMPLOYEES AND ADOPTION OF RESOLUTION NO.
7570 FOR THE TERM OF JULY 1, 2025 THROUGH JUNE 30, 2027 Date: August 6, 2025
Agenda Item: 10.A
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No.7570, approving employment terms for Unrepresented: Confidential Employees for the period of July 1, 2025 through June 30, 2027 (2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
BACKGROUND:
The City has five recognized bargaining units (or unions) that represent a majority of the City’s employees. As required by State law, the City engages in the meet and confer process with these bargaining units to establish terms and conditions of employment for their members. For most of these units, terms and conditions are memorialized in a Memorandum of Understanding (MOU) after negotiations have concluded.
The Unrepresented: Confidential Employees is one of two groups that are not unionized or represented employee associations and are classified as unrepresented for which the terms and conditions of employment are established by City Council resolution rather than a negotiated MOU.
ANALYSIS:
This agenda item specifically requests the City Council approve employment terms and compensation for the Unrepresented: Confidential Employees for the period of July 1, 2025 through June 30, 2027.
The changes to the terms and compensation for the Unrepresented: Confidential employees that are being recommended are identical or less to those being recommended for other employee bargaining groups.
The attached resolution implements the agreement reached with the Unrepresented:
Confidential Employees:
10 Term of the Agreement shall be from July 1, 2025 through June 30, 2027.
Effective the first full pay period following July 1, 2025, Unit employees shall receive a three percent (3%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages.
A one-time, non-pensionable retention bonus, two percent (2%) of the employee’s base salary to all full-time employees who worked the entire previous fiscal year (July 2024 to June 30, 2025).
Phased Cafeteria increase from $1450.00 to $1650.00 over the term of the agreement $500 increase to Tuition Reimbursement, for a total of $3500 per fiscal year.
In addition to the general wage increases above, the City will implement additional increases to the top of the wage schedule to address the completed 2025 Compensation Study as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
STRATEGIC PLAN:
This item/action supports the City Council's goal of employee retention under the "Operational Excellence" of the two-year Strategic Plan by striving to develop and maintain a competitive compensation package for employees.
FISCAL IMPACTS:
Costs associated with these changes have been incorporated in to the Budget for Fiscal Years 2025/26 and 2026/27.
OPTIONS:
1. Adopt Resolution No. 7570, Approving terms for the Unrepresented: Confidential Employees.
2. Provide alternative direction to staff.
ATTACHMENTS:
RESOLUTION NO. 7570.docx
Salary Schedules FY 25.26
Salary Schedules FY 26.27
11 RESOLUTION NO. 7570
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA PAULA APPROVING TERMS AND CONDITIONS FOR UNREPRESENTED: CONFIDENTIAL EMPLOYEES FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2027 The City Council resolves as follows:
SECTION 1: The City's Confidential employees are not represented by an employee association and are classified as Unrepresented employees as listed in the attached Exhibit “A”.
SECTION 2: The following items will be provided to all full-time regular Unrepresented and Confidential employees:
Term: The term is effective July 1, 2025 and expires June 31, 2027.
Cost of Living Adjustment (COLA):
Effective the first full pay period following July 1, 2025, employees shall receive a three percent (3.0%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, employees shall receive a three percent (3%) adjustment to base wages.
Compensation Study Implementation:
In addition to the general wage increases above, the City will implement increases to the top of the wage schedule for the classifications within the Confidential:
Unrepresented Unit as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twentyfive percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Retention Bonus
12 A one-time, non-pensionable bonus will be distributed to all full-time employees who worked the entire previous fiscal year (July 2024 to June 30, 2025) and who are still active employees at the time the bonus is paid. The bonus shall be paid no later than the pay period that includes November 30, 2025. Such bonus will be up to, but not to exceed, two percent (2%) of the employee’s base salary as of the close of the previous fiscal year.
This provision is not designed as a permanent program. In light of the four-year timeline for implementation of the compensation study, this retention bonus helps to keep and to recognize those employees who have been working for the City over the past year and during the upcoming MOU period.
Flex Time: An employee and a supervisor may agree to incidental flex time in which an employee works variable work hours with corresponding flex hours off. All requests and approvals shall be in writing. Non-exempt employees must take all flex hours off within the forty (40) hour work week in which the variable hours are worked. Employees who participate in an incidental flex time arrangement shall waive daily overtime for the time designated as flex time worked. Flex time may not be used to supplement or replace holiday leave pay.
Cafeteria Benefit Plan: The City provides a monthly contribution to each eligible member of the unit to be used towards the Cafeteria Benefit Plan. Cafeteria Plan options include health, dental, group term life, and supplemental disability and accident insurance.
Effective the first full pay period of December 2025, the City shall provide $1550 per month ($775.00 paid the 1st and 2nd pay periods of each month) benefit contribution towards each full-time employee of the unit.
Effective the first full pay period of December 2026, the City shall provide $1650 per month ($825.00 paid the 1st and 2nd pay periods of each month) benefit contribution towards each full-time employee of the unit.
Employees electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive a maximum opt allowance of $1000.00 per month. Employees who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $1,000.00, shall be eligible to cash out the difference between $1,000.00 and the cost of the premium.
New employees hired after July 1, 2021 electing to opt out of medical coverage will receive a maximum opt out allowance of $500.00 per month. Employees hired after July 1, 2021 who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $500.00, shall be eligible to cash out the difference between $500.00 and the cost of the premium.
13 All employees must enroll in an available City health program unless they submit to the City both proof of health coverage and a signed health insurance waiver. Employees who fail to complete both requirements will not be allowed to utilize their Cafeteria Benefit Plan contributions for any other eligible plans. During the Open Enrollment periods only, the City reserves the right to require an employee to provide annual recertification of outside health coverage in order to continue to receive the cafeteria benefit.
IRS Section 125 Plan: The City provides the IRS Section 125 Flexible Benefits Plan on a Citywide basis to all full-time regular employees. The City agrees to provide payroll deductions for participating employees, and make appropriate disbursements to the plan administrators. Selection of the plan administrator is the responsibility of the City. The City reserves the right to discontinue the Flexible Spending Plan program at the conclusion of the Plan year on October 31st, if there is insufficient Citywide employee participation to break even on administrative costs.
California Public Employee’s Retirement System (CALPERS) Plan:
The City shall provide for employee retirement benefits through participation in the Public Employee’s Retirement System (PERS) as follows:
A. For “Miscellaneous” employees hired prior to January 1, 2013, and for miscellaneous employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA)
Miscellaneous members hired prior to March 20, 2006 will be provided with the 2.5% @ 55, Tier One (1) service retirement formula;
Miscellaneous members hired after March 20, 2006 will be provided with the 2% @ 55, Tier Two (2) service retirement formula;
The retirement allowance will be computed on the highest one (1) year of compensation.
B. For “Miscellaneous” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA
Miscellaneous members will be provided with the 2 % @ 62 service retirement formula; The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
Public Employees' Retirement System: Upon adoption of this resolution, the City will cease paying any portion of the “Classic” member’s employee contribution to CalPERS. 14 All New Members (as defined by PEPRA) hired by the City on or after January 1, 2013 will pay the full employee contribution, which will be one-half the normal cost rate as determined by CalPERS.
For employees who are members of the City’s 2.5% @ 55, Tier One (1) service retirement formula, the cost of the 8% employee contribution will be paid by the employee, through pre-tax payroll deduction.
For employees who are members of the City’s 2.0% @ 55, Tier Two (2) service retirement formula, the cost of the 7% employee contribution will be paid by the employee, through pre-tax payroll deduction.
Long Term Disability: The City provides a Long Term Disability Insurance Program to each confidential employee at City expense.
Life Insurance: The City provides life insurance coverage of $100,000 for each employee, and $5000 for eligible dependents of each such employee at City expense.
City Matching Contribution to Deferred Compensation Plan: The City shall provide a matching contribution to an employee’s deferred compensation plan of up to one percent (1%) of the employee’s base salary. For example, if an employee earns $50,000 base salary per year and contributes $25 into their deferred compensation plan each pay period for a total of $650 annual contribution, the City will contribute $500 annually to the employee’s deferred compensation plan. $500 is one percent of $50,000. If the employee contributes $10 per pay period for a total of $260 annually, the City shall contribute $260 to the employee’s deferred compensation account.
Education Tuition Assistance: Tuition reimbursement may be made up to $3,500 per fiscal year in accordance with established City policy. It is the City's desire to encourage employees to further their education in order to excel in their profession. For this reason, the City Manager may authorize employees to take courses during the employee's normal workday for a limited duration, if alternate classes are not available (e.g. night classes not offered). All requests must first be made through the Department Head and forwarded to the City Manager for final approval. All approvals will be based on staffing levels of the department and effect of city operations.
Bilingual Pay: Unit employees may be eligible to receive bilingual pay of $50.00 per pay period ($1300.00 per year).
Holiday Leave: On January 1st of each year, unit employees will receive a Holiday Leave Bank of thirty-six (36) hours paid at straight time to be used exclusively for City observed holidays and a Floating Holiday Leave Bank of eighteen (18) hours. 15 On July 1st of each year, each confidential employee will receive a Holiday Leave Bank of seventy-two (72) hours paid at straight time to be used exclusively for City observed holidays.
For those employees on flexible work schedules and who are already scheduled a "flex day" on the holiday, and for those employees who are not on flexible work schedules and work an eight (8) hour day, the extra hours in the Holiday Leave Bank would become floating holiday hours to be scheduled for use throughout the year with the approval of their supervisor. The banked holiday hours may be used for any purpose that vacation, sick and compensatory leave may be used for, as long as prior approval is gained from the supervisor.
The following days are considered holidays:
New Year's Day - January 1
Martin Luther King Day - Third Monday in January
Presidents' Day - Third Monday in February
Memorial Day - Last Monday in May
Independence Day - July 4
Labor Day - First Monday in September
Veteran's Day- November 11th
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve – December 24th
Christmas Day - December 25th
New Year’s Eve – December 31st
Vacation Leave: Vacation hours in the excess of 280 hours will not have cash value, may not be used in the buyback program and will not be paid out to unit members upon separation of employment. Vacation Leave accrual is prorated hourly as earned.
Unrepresented employees may accumulate up to a maximum of two-hundred eighty (280) hours accrued Vacation Leave, any employee who has accrued the maximum amount of vacation will not accrue any more vacation until their balance is below two-hundred eighty (280) hours. Annual accrual rates for employees with continuous years of service are as follows:
16 Less than five years: 96 hours
Five years, but less than ten years: 120 hours
Ten years, but less than fifteen years: 144 hours
Fifteen, but less than twenty-one years: 160 hours
Twenty-one, but less than twenty-five years: 180 hours
Twenty-five or more years: 200 hours
All use of Vacation Leave must be at such time as approved by the Supervisor or Department Head. Use of Vacation Leave must be scheduled at such times as the Supervisor or Department Head finds most suitable after considering the wishes of the employee and the requirements of the Department. For the efficiency and effectiveness of City services, Supervisors or Department Heads may assign the use of Vacation Leave and designate when it will be taken. All requests for use of Vacation Leave must be approved by the Supervisor or Department Head, in writing prior to the commencement of the requested use. Completed forms are to be forwarded to the Personnel Office only after being utilized by the Department Head or Supervisor to verify timesheets.
Vacation Leave will not accrue while an employee is on Leave of Absence Without Pay.
Accumulated and unused Vacation Leave may be used to supplement Sick Leave if the employee has exhausted Sick Leave accruals. Paid holidays occurring during vacation are not charged to Vacation Leave. If an employee on vacation becomes sick, Sick Leave may be substituted subject to the approval of Department Head.
If an employee transfers from one department within the City to another, the Vacation Leave credits must also be transferred.
Vacation Leave Buyback: Unit employees may buyback vacation and/or comp leave with continuous years of service as follows:
Less than five years: up to 40 hours
Five years, but less than 10 years: up to 60 hours
More than 10 years: up to 80 hours
Employee must have taken a minimum of forty (40) hours of vacation leave during the period of November 1st – October 31st prior to submitting the request. 17 Employee must maintain a minimum balance of 120 hours of vacation leave after submitting the request.
Employee must submit request to Human Resources Manager by October 31st, with payment to be made the first pay period of December. Forms will be available in the City’s “O” drive and/or through the Human Resources Office.
Overtime: It is the policy of the City to keep all overtime usage to a minimum. This policy extends to all varieties of overtime usage including holdover, callback and standby. Prior authorization of the employee’s supervisor must be secured and communicated to the employee:
Overtime is defined as all hours worked in excess of an employee’s regularly scheduled workday or workweek. For purposes of determining OT, “hours worked” means hours the employee actually worked as defined by the FLSA and expressly excludes paid time off for compensatory time off, vacation leave, jury duty and bereavement leave, sick leave or leave without pay. Holiday hours will be considered “hours worked” for purposes of calculating overtime.
Overtime will be paid in compliance with the FLSA at a rate of one and one-half (1 ½) times the employee’s regular rate of pay or a unit employee may choose in lieu of cash payment to be compensated for OT by the accumulation of compensatory time, at the rate of one and one-half (1 ½) hour’s compensatory time for each overtime hour actually worked. “Hours worked” means hours the employee actually worked as defined by the FLSA and expressly excludes paid time off for holidays, compensatory time off, vacation leave, jury duty and bereavement leave, sick leave or leave without pay for the purpose of calculating compensatory time.
Double Time: Double time (two (2) times regular rate of pay) will be paid to confidential employees for all assigned time worked beyond four hours at evening City Council or Commission meetings which commence after the employee’s regular work day.
Additional double time for other evening meetings or evening work may be authorized by the City Manager.
Standby: Employees who the City expressly requires to remain available for contact and call-out for emergency call back, at times that the employee is not otherwise scheduled to be nor are on duty, shall be paid an additional salary of $50 per day on Saturdays, Sundays, City holidays, employee's flex day, and Fridays after their regularly schedule time stops and $30 per day all other periods for the hours that the employee remained available. Employee's on-call hours shall not constitute hours worked under the Fair Labor Standards Act.
18 Compensatory Leave: For employees eligible for accruing compensatory leave, a maximum of forty (40) hours of compensatory time may be accrued at any time of the year.
Cooling-Off Period: If an employee resigns from employment with the City, the City Manager or his or her designee may choose to make the resignation effective immediately regardless of any advance notice which may be provided by the employee. However, such an employee will be allowed a "cooling off' period of two working days within which to rescind their resignation. An employee who wishes to rescind his or her resignation must do so in writing and the writing must be delivered to the City Manager by the close of business on the second business day of the "cooling off' period. An employee who timely rescinds his or her resignation during the "cooling off' period must not be considered to have been separated and must be treated as if there was no break in service. Any time during which such an employee is absent from work as a result of resigning must be unpaid.
Emergency Disasters: Employees will be required to mark "overtime" versus "comp time" on their time sheets when working during an emergency disaster. This change allows the City to be reimbursed through FEMA for employees work time.
SECTION 4: This Resolution will become effective immediately upon adoption and will remain effective until June 30, 2027.
SECTION 5: The City Clerk will certify to the passage and adoption of this Resolution; will enter the same in the book of original Resolutions of said City; and will make a minute of the passage and adoption thereof in the record of proceedings of the City Council of said City, in the minutes of the meeting at which the same is passed and adopted.
PASSED, AND ADOPTED, this 6
th day of August, 2025
_____________________
Pedro Chavez, Mayor
City of Santa Paula
ATTEST:
19 _________________________
Julie Latshaw, City Clerk
APPROVED AS TO FORM:
_______________________________
Monica Castillo, City Attorney
APPROVED AS TO CONTENT:
_______________________________
Dan Singer, City Manager
20 EXHIBIT “A”
Unrepresented: Confidential Unit
703 – IT Support Analyst
704 – Payroll Specialist
705 – Executive Assistant
706 – Human Resources Analyst
21 0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 CITY MANAGER 100 229,361.60 ‐ 110.27 ‐ ‐ ‐ HUMAN RESOURCES MANAGER 102 67.38 64.17 70.75 74.29 78.01 133,473.60 140,150.40 147,160.00 154,523.20 162,260.80 PARKS & RECREATION DIRECTOR 103 72.41 68.96 76.04 79.85 83.85 143,436.80 150,612.80 158,163.20 166,088.00 174,408.00 PLANNING DIRECTOR 106 74.23 70.69 77.95 81.85 85.95 147,035.20 154,398.40 162,136.00 170,248.00 178,776.00 FINANCE DIRECTOR/CITY TREASURER 107 73.52 70.01 77.20 81.06 85.12 145,620.80 152,921.60 160,576.00 168,604.80 177,049.60 PUB WORKS DIR/CITY ENGINE 108 79.42 75.63 83.40 87.57 91.95 157,310.40 165,193.60 173,472.00 182,145.60 191,256.00 POLICE CHIEF 109 81.99 78.08 86.09 90.40 94.92 162,406.40 170,539.20 179,067.20 188,032.00 197,433.60 IT MANAGER 111 68.30 65.04 71.72 75.31 79.08 135,283.20 142,064.00 149,177.60 156,644.80 164,486.40 DEPUTY CITY MANAGER 113 65.61 62.48 68.90 72.35 75.97 129,958.40 136,468.80 143,312.00 150,488.00 158,017.60 ASSISTANT FINANCE DIRECTOR 202 55.78 53.12 58.57 61.50 64.58 110,489.60 116,022.40 121,825.60 127,920.00 134,326.40 POLICE COMMANDER 205 68.02 64.78 71.43 75.01 78.77 134,742.40 141,481.60 148,574.40 156,020.80 163,841.60 ASSISTANT PUB WORKS DIRECTOR 207 66.94 63.75 70.29 73.81 77.51 132,600.00 139,235.20 146,203.20 153,524.80 161,220.80 CHIEF BUILDING OFFICIAL 208 53.29 50.75 55.96 58.76 61.70 105,560.00 110,843.20 116,396.80 122,220.80 128,336.00 ASSISTANT POLICE CHIEF 209 74.30 70.76 78.02 81.93 86.03 147,180.80 154,544.00 162,281.60 170,414.40 178,942.40 PLANNING COMMISSIONER 213 ‐ 50.00 ‐ ‐ ‐ PLANNING MANAGER 214 57.84 55.08 60.74 63.78 66.97 114,566.40 120,307.20 126,339.20 132,662.40 139,297.60 WATER OPERATIONS SUPERINTENDENT 215 61.55 58.61 64.63 67.87 71.27 121,908.80 128,024.00 134,430.40 141,169.60 148,241.60 PLANNER, ASSISTANT/GIS ANALYST 258 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 ENGINEERING TECH. SR. 259 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 PLANNER, ASSOCIATE 263 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 MANAGEMENT ANALYST 265 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 ACCOUNTANT 268 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 PURCHASING AGENT 273 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 SR. RECORDS SUPERVISOR 274 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST I 275 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 RECREATION SUPERVISOR 276 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 PARKS & FACILITIES SUPERVISOR 277 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FLEET SUPERVISOR 278 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 STREETS MAINTENANCE SUPERVISOR 279 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST II 280 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 ASSOCIATE ENGINEER 281 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 EMERGENCY SERVICES COORDINATOR 282 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 CITY CLERK 283 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 CUSTODIAN 301 22.74 21.65 23.88 25.08 26.34 45,032.00 47,299.20 49,670.40 52,166.40 54,787.20 CUST SERVICES REP 302 22.97 21.87 24.12 25.33 26.60 45,489.60 47,777.60 50,169.60 52,686.40 55,328.00 WATER DISTRIBUTION OPERATOR I 304 27.24 25.94 28.61 30.05 31.56 53,955.20 56,659.20 59,508.80 62,504.00 65,644.80 ADMINISTRATIVE ASSISTANT 309 23.54 22.41 24.72 25.96 27.26 46,612.80 48,963.20 51,417.60 53,996.80 56,700.80 ANIMAL SERVICES COORDINAT 311 26.37 25.11 27.69 29.08 30.54 52,228.80 54,849.60 57,595.20 60,486.40 63,523.20 SR. ADMINISTRATIVE ASST. 313 25.04 23.84 26.30 27.62 29.01 49,587.20 52,083.20 54,704.00 57,449.60 60,340.80 WATER DISTRIBUTION OPERATOR II 314 28.62 27.25 30.06 31.57 33.15 56,680.00 59,529.60 62,524.80 65,665.60 68,952.00 MECHANIC I 315 25.30 24.09 26.57 27.90 29.30 50,107.20 52,624.00 55,265.60 58,032.00 60,944.00 BUILDING INSPECTOR I 323 29.23 27.83 30.70 32.24 33.86 57,886.40 60,798.40 63,856.00 67,059.20 70,428.80 MECHANIC II 324 31.48 29.98 33.06 34.72 36.46 62,358.40 65,478.40 68,764.80 72,217.60 75,836.80 BUILDING INSPECTOR II 326 35.57 33.87 37.35 39.22 41.19 70,449.60 73,985.60 77,688.00 81,577.60 85,675.20 ENGINEERING TECH/INSPECTO 328 28.90 27.52 30.35 31.87 33.47 57,241.60 60,112.00 63,128.00 66,289.60 69,617.60 SENIOR ACCOUNTING TECHNIC 329 25.89 24.65 27.19 28.55 29.98 51,272.00 53,851.20 56,555.20 59,384.00 62,358.40 EQUIPMENT MAINT LEADWORK 330 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FACILITIES MAINT LEADWORK 331 28.20 26.85 29.61 31.10 32.66 55,848.00 58,656.00 61,588.80 64,688.00 67,932.80 FAC MAINT WRK I 332 23.62 22.49 24.81 26.06 27.37 46,779.20 49,129.60 51,604.80 54,204.80 56,929.60 FAC MAINT WRK II 333 25.98 24.74 27.28 28.65 30.09 51,459.20 54,038.40 56,742.40 59,592.00 62,587.20 MAINTENANCE WRK I 334 23.15 22.04 24.31 25.53 26.81 45,843.20 48,152.00 50,564.80 53,102.40 55,764.80 MAINTANENCE WRK II 335 25.46 24.24 26.74 28.08 29.49 50,419.20 52,956.80 55,619.20 58,406.40 61,339.20 STREET MAINT LEADWORKER 339 27.63 26.31 29.02 30.48 32.01 54,724.80 57,470.40 60,361.60 63,398.40 66,580.80 COMMUNITY DEVELOPMENT TECHNICIAN 343 28.61 27.24 30.05 31.56 33.14 56,659.20 59,508.80 62,504.00 65,644.80 68,931.20 RECREATION PROGRAM COORDINATOR 344 24.92 23.73 26.17 27.48 28.86 49,358.40 51,833.60 54,433.60 57,158.40 60,028.80 PERMIT TECHNICIAN 345 31.98 30.45 33.58 35.26 37.03 63,336.00 66,518.40 69,846.40 73,340.80 77,022.40 ENGINEERING TECH I 346 28.27 26.92 29.69 31.18 32.74 55,993.60 58,801.60 61,755.20 64,854.40 68,099.20 ENGINEERING TECH II 347 32.75 31.19 34.39 36.11 37.92 64,875.20 68,120.00 71,531.20 75,108.80 78,873.60 LEAD PARK AND ABATEMENT SPECIALIST 348 23.87 22.73 25.07 26.33 27.65 47,278.40 49,649.60 52,145.60 54,766.40 57,512.00 ACCOUNTING SPECIALIST 349 28.14 26.80 29.55 31.03 32.59 55,744.00 58,531.20 61,464.00 64,542.40 67,787.20 DUAL OPERATOR I 350 31.57 30.06 33.15 34.81 36.56 62,524.80 65,665.60 68,952.00 72,404.80 76,044.80 DUAL OPERATOR II 351 33.16 31.58 34.82 36.57 38.40 65,686.40 68,972.80 72,425.60 76,065.60 79,872.00 DUAL OPERATOR III 352 35.93 34.21 37.73 39.62 41.61 71,156.80 74,734.40 78,478.40 82,409.60 86,548.80 DUAL OPERATOR IV 353 37.71 35.91 39.60 41.58 43.66 74,692.80 78,436.80 82,368.00 86,486.40 90,812.80 LEAD DUAL OPERATOR 354 40.16 38.24 42.17 44.28 46.50 79,539.20 83,532.80 87,713.60 92,102.40 96,720.00 PUBLIC SAFETY DISP CLERK 401 29.89 28.46 31.39 32.96 34.61 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 PUB SAFETY DISPATCH SUPER 402 37.59 35.80 39.47 41.45 43.53 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 POLICE OFFICER 403 43.38 41.31 45.55 47.83 50.23 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 POLICE SENIOR 405 48.57 46.25 51.00 53.55 56.23 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 POLICE SERGEANT 406 56.55 53.85 59.38 62.35 65.47 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 POLICE RECRUIT 407 ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ COMMUNITY SERVICES OFFICE 501 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 EVIDENCE & PROPERTY TECHNICIAN 502 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 RECORDS TECHNICIAN 503 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 IT SUPPORT ANALYST 703 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 Proposed FY 25/26 Salary Schedule
22 0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 25/26 Salary Schedule
PAYROLL SPECIALIST 704 30.52 29.06 32.05 33.66 35.35 60,444.80 63,481.60 66,664.00 70,012.80 73,528.00 EXECUTIVE ASSISTANT 705 27.23 25.93 28.60 30.03 31.54 53,934.40 56,638.40 59,488.00 62,462.40 65,603.20 HUMAN RESOURCES ANALYST 706 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 HUMAN RESOURCE TECHNICIAN 707 27.64 26.32 29.03 30.49 32.02 54,745.60 57,491.20 60,382.40 63,419.20 66,601.60 RECREATION LEADER II 801 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER III 802 18.20 17.33 19.11 20.07 21.08 COMM SERVICE OFFICER 803 17.33 16.50 18.20 19.11 20.07 NUTRITION COORDINATOR 804 17.33 16.50 18.20 19.11 20.07 FACILITY ATTENDANT 806 19.31 18.39 20.28 21.30 22.37 SENIOR COORDINATOR 808 22.77 21.68 23.91 25.11 26.37 SECRETARY II 809 24.38 23.21 25.60 26.88 28.23 POLICE RESERVE 810 26.70
CITY INTERN 811 17.33 16.50 18.20 19.11 20.07 PARK ABATEMENT SPECIALIST 816 21.46 20.43 22.54 23.67 24.86 POLICE CADET 818 17.33 16.50 18.20 19.11 20.07 PW FIELD TECHNICIAN 819 17.33 16.50 18.20 19.11 20.07 CRIMINAL INVESTIGATIVE ANALYST 820 41.45 39.47 43.53 45.71 48.00 MECHANIC HELPER 821 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER I / CITY CORP TRAINEE 822 ‐ 16.50 ‐ ‐ ‐ CODE ENFORCEMENT INSPECTOR 823 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 COUNCILMEMBER 900 ‐ 600.00 ‐ ‐ ‐ 23 0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 100 CITY MANAGER 236,246.40 ‐ 113.58 ‐ ‐ ‐ 102 HUMAN RESOURCES MANAGER 71.29 67.89 74.86 78.61 82.55 141,211.20 148,283.20 155,708.80 163,508.80 171,704.00 103 PARKS & RECREATION DIRECTOR 78.64 74.89 82.58 86.71 91.05 155,771.20 163,571.20 171,766.40 180,356.80 189,384.00 106 PLANNING DIRECTOR 79.95 76.14 83.95 88.15 92.56 158,371.20 166,296.00 174,616.00 183,352.00 192,524.80 107 FINANCE DIRECTOR/CITY TREASURER 79.44 75.65 83.42 87.60 91.98 157,352.00 165,235.20 173,513.60 182,208.00 191,318.40 108 PUB WORKS DIR/CITY ENGINE 83.63 79.64 87.82 92.22 96.84 165,651.20 173,950.40 182,665.60 191,817.60 201,427.20 109 POLICE CHIEF 86.86 82.72 91.21 95.78 100.57 172,057.60 180,668.80 189,716.80 199,222.40 209,185.60 111 IT MANAGER 72.42 68.97 76.05 79.86 83.86 143,457.60 150,633.60 158,184.00 166,108.80 174,428.80 113 DEPUTY CITY MANAGER 70.04 66.70 73.55 77.23 81.10 138,736.00 145,683.20 152,984.00 160,638.40 168,688.00 202 ASSISTANT FINANCE DIRECTOR 61.82 58.87 64.92 68.17 71.58 122,449.60 128,585.60 135,033.60 141,793.60 148,886.40 205 POLICE COMMANDER 71.74 68.32 75.33 79.10 83.06 142,105.60 149,219.20 156,686.40 164,528.00 172,764.80 207 ASSISTANT PUB WORKS DIRECTOR 72.91 69.43 76.56 80.39 84.41 144,414.40 151,652.80 159,244.80 167,211.20 175,572.80 208 CHIEF BUILDING OFFICIAL 59.96 57.10 62.96 66.11 69.42 118,768.00 124,716.80 130,956.80 137,508.80 144,393.60 209 ASSISTANT POLICE CHIEF 78.68 74.93 82.62 86.76 91.10 155,854.40 163,654.40 171,849.60 180,460.80 189,488.00 213 PLANNING COMMISSIONER ‐ 50.00 ‐ ‐ ‐ 214 PLANNING MANAGER 63.32 60.30 66.49 69.82 73.32 125,424.00 131,705.60 138,299.20 145,225.60 152,505.60 215 WATER OPERATIONS SUPERINTENDENT 66.01 62.86 69.32 72.79 76.43 130,748.80 137,300.80 144,185.60 151,403.20 158,974.40 258 PLANNER, ASSISTANT/GIS ANALYST 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 259 ENGINEERING TECH. SR. 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 263 PLANNER, ASSOCIATE 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 265 MANAGEMENT ANALYST 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 268 ACCOUNTANT 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 273 PURCHASING AGENT 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 274 SR. RECORDS SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 275 ADMINISTRATIVE ANALYST I 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 276 RECREATION SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 277 PARKS & FACILITIES SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 278 FLEET SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 279 STREETS MAINTENANCE SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 280 ADMINISTRATIVE ANALYST II 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 281 ASSOCIATE ENGINEER 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 282 EMERGENCY SERVICES COORDINATOR 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 283 CITY CLERK 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 301 CUSTODIAN 23.71 22.58 24.90 26.15 27.46 46,966.40 49,316.80 51,792.00 54,392.00 57,116.80 302 CUST SERVICES REP 24.22 23.06 25.44 26.72 28.06 47,964.80 50,377.60 52,915.20 55,577.60 58,364.80 304 WATER DISTRIBUTION OPERATOR I 28.33 26.98 29.75 31.24 32.81 56,118.40 58,926.40 61,880.00 64,979.20 68,244.80 309 ADMINISTRATIVE ASSISTANT 25.29 24.08 26.56 27.89 29.29 50,086.40 52,603.20 55,244.80 58,011.20 60,923.20 311 ANIMAL SERVICES COORDINAT 30.38 28.93 31.90 33.50 35.18 60,174.40 63,190.40 66,352.00 69,680.00 73,174.40 313 SR. ADMINISTRATIVE ASST. 27.25 25.95 28.62 30.06 31.57 53,976.00 56,680.00 59,529.60 62,524.80 65,665.60 314 WATER DISTRIBUTION OPERATOR II 29.78 28.36 31.27 32.84 34.49 58,988.80 61,942.40 65,041.60 68,307.20 71,739.20 315 MECHANIC I 27.54 26.22 28.92 30.37 31.89 54,537.60 57,283.20 60,153.60 63,169.60 66,331.20 323 BUILDING INSPECTOR I 31.35 29.85 32.92 34.57 36.30 62,088.00 65,208.00 68,473.60 71,905.60 75,504.00 324 MECHANIC II 34.08 32.45 35.79 37.58 39.46 67,496.00 70,886.40 74,443.20 78,166.40 82,076.80 326 BUILDING INSPECTOR II 38.21 36.39 40.13 42.14 44.25 75,691.20 79,476.80 83,470.40 87,651.20 92,040.00 328 ENGINEERING TECH/INSPECTO 31.12 29.63 32.68 34.32 36.04 61,630.40 64,729.60 67,974.40 71,385.60 74,963.20 329 SENIOR ACCOUNTING TECHNIC 27.58 26.26 28.96 30.41 31.94 54,620.80 57,366.40 60,236.80 63,252.80 66,435.20 330 EQUIPMENT MAINT LEADWORK 37.20 35.42 39.06 41.02 43.08 73,673.60 77,376.00 81,244.80 85,321.60 89,606.40 331 FACILITIES MAINT LEADWORK 30.81 29.34 32.36 33.98 35.68 61,027.20 64,084.80 67,308.80 70,678.40 74,214.40 332 FAC MAINT WRK I 25.59 24.37 26.87 28.22 29.64 50,689.60 53,227.20 55,889.60 58,697.60 61,651.20 333 FAC MAINT WRK II 28.22 26.87 29.64 31.13 32.69 55,889.60 58,697.60 61,651.20 64,750.40 67,995.20 334 MAINTENANCE WRK I 24.59 23.41 25.82 27.12 28.48 48,692.80 51,147.20 53,705.60 56,409.60 59,238.40 335 MAINTANENCE WRK II 27.09 25.80 28.45 29.88 31.38 53,664.00 56,347.20 59,176.00 62,150.40 65,270.40 339 STREET MAINT LEADWORKER 29.59 28.18 31.07 32.63 34.27 58,614.40 61,547.20 64,625.60 67,870.40 71,281.60 343 COMMUNITY DEVELOPMENT TECHNICIAN 30.49 29.03 32.02 33.63 35.32 60,382.40 63,419.20 66,601.60 69,950.40 73,465.60 344 RECREATION PROGRAM COORDINATOR 28.09 26.75 29.50 30.98 32.53 55,640.00 58,427.20 61,360.00 64,438.40 67,662.40 345 PERMIT TECHNICIAN 33.50 31.90 35.18 36.94 38.79 66,352.00 69,680.00 73,174.40 76,835.20 80,683.20 346 ENGINEERING TECH I 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 347 ENGINEERING TECH II 34.97 33.30 36.72 38.56 40.49 69,264.00 72,737.60 76,377.60 80,204.80 84,219.20 348 LEAD PARK AND ABATEMENT SPECIALIST 25.78 24.55 27.07 28.43 29.86 51,064.00 53,622.40 56,305.60 59,134.40 62,108.80 349 ACCOUNTING SPECIALIST 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 350 DUAL OPERATOR I 32.89 31.32 34.54 36.27 38.09 65,145.60 68,411.20 71,843.20 75,441.60 79,227.20 351 DUAL OPERATOR II 34.56 32.91 36.29 38.11 40.02 68,452.80 71,884.80 75,483.20 79,268.80 83,241.60 352 DUAL OPERATOR III 38.61 36.77 40.55 42.58 44.71 76,481.60 80,308.80 84,344.00 88,566.40 92,996.80 353 DUAL OPERATOR IV 40.50 38.57 42.53 44.66 46.90 80,225.60 84,240.00 88,462.40 92,892.80 97,552.00 354 LEAD DUAL OPERATOR 43.73 41.64 45.92 48.22 50.64 86,611.20 90,958.40 95,513.60 100,297.60 105,331.20 401 PUBLIC SAFETY DISP CLERK 32.88 31.31 34.53 36.26 38.08 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 402 PUB SAFETY DISPATCH SUPER 40.23 38.31 42.25 44.37 46.59 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 403 POLICE OFFICER 46.43 44.21 48.76 51.20 53.76 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 405 POLICE SENIOR 51.97 49.49 54.57 57.30 60.17 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 406 POLICE SERGEANT 60.51 57.62 63.54 66.72 70.06 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 407 POLICE RECRUIT ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 501 COMMUNITY SERVICES OFFICE 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 502 EVIDENCE & PROPERTY TECHNICIAN 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 503 RECORDS TECHNICIAN 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 703 IT SUPPORT ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 Proposed FY 26/27 Salary Schedule
24 0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 26/27 Salary Schedule
704 PAYROLL SPECIALIST 35.45 33.76 37.23 39.10 41.06 70,220.80 73,736.00 77,438.40 81,328.00 85,404.80 705 EXECUTIVE ASSISTANT 29.80 28.38 31.29 32.86 34.51 59,030.40 61,984.00 65,083.20 68,348.80 71,780.80 706 HUMAN RESOURCES ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 707 HUMAN RESOURCE TECHNICIAN 29.09 27.70 30.55 32.08 33.69 57,616.00 60,507.20 63,544.00 66,726.40 70,075.20 801 RECREATION LEADER II 17.33 16.50 18.20 19.11 20.07 802 RECREATION LEADER III 18.20 17.33 19.11 20.07 21.08 803 COMM SERVICE OFFICER 17.33 16.50 18.20 19.11 20.07 804 NUTRITION COORDINATOR 17.33 16.50 18.20 19.11 20.07 806 FACILITY ATTENDANT 19.90 18.95 20.90 21.95 23.05 808 SENIOR COORDINATOR 23.46 22.34 24.64 25.88 27.18 809 SECRETARY II 25.11 23.91 26.37 27.69 29.08 810 POLICE RESERVE 26.70
811 CITY INTERN 17.33 16.50 18.20 19.11 20.07 816 PARK ABATEMENT SPECIALIST 22.11 21.05 23.22 24.39 25.61 818 POLICE CADET 17.33 16.50 18.20 19.11 20.07 819 PW FIELD TECHNICIAN 17.33 16.50 18.20 19.11 20.07 820 CRIMINAL INVESTIGATIVE ANALYST 42.70 40.66 44.84 47.09 49.45 821 MECHANIC HELPER 17.33 16.50 18.20 19.11 20.07 822 RECREATION LEADER I / CITY CORP TRAINEE ‐ 16.50 ‐ ‐ ‐ 823 CODE ENFORCEMENT INSPECTOR 34.89 33.22 36.64 38.48 40.41 69,097.60 72,571.20 76,211.20 80,038.40 84,052.80 900 COUNCILMEMBER ‐ 600.00 ‐ ‐ ‐ 25 To: Honorable Mayor and Members of the City Council
From: Lorena Alvarez, Human Resources Administrator
Subject: APPROVAL OF EMPLOYMENT BENEFITS FOR UNREPRESENTED:
EXECUTIVE MANAGEMENT AND ADOPTION OF RESOLUTION
NO.7569 FOR THE TERM OF JULY 1, 2025 THROUGH JUNE 30, 2027 Date: August 6, 2025
Agenda Item: 10.B
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No.7569, approving employment terms for Unrepresented: Executive Management Employees for the period of July 1, 2025 through June 30, 2027 (2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
BACKGROUND:
The City has five recognized bargaining units (or unions) that represent a majority of the City’s employees. As required by State law, the City engages in the meet and confer process with these bargaining units to establish terms and conditions of employment for their members. For most of these units, terms and conditions are memorialized in a Memorandum of Understanding (MOU) after negotiations have concluded.
The Unrepresented: Executive Management employees is one of two groups that are not unionized or represented employee associations and are classified as unrepresented for which the terms and conditions of employment are established by City Council resolution rather than a negotiated MOU.
ANALYSIS:
This agenda item specifically requests the City Council approve employment terms and compensation for the Unrepresented: Executive Management for the period of July 1, 2025 through June 30, 2027.
The changes to the terms and compensation for the Unrepresented: Executive Management employees that are being recommended are identical to or less than those being recommended for other employee bargaining groups.
The attached resolution implements the agreement reached with the Unrepresented:
Executive Management Employees:
26 Term of the Agreement shall be from July 1, 2025 through June 30, 2027.
Effective the first full pay period following July 1, 2025, Unit employees shall receive a three percent (3%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages.
A one-time, non-pensionable retention bonus, two percent (2%) of the employee’s base salary to all full-time employees who worked the entire previous fiscal year (July 1, 2024 to June 30, 2025).
Phased Cafeteria increase from $1450.00 to $1650.00 over the term of the agreement $500 increase to Tuition Reimbursement, for a total of $3500 per fiscal year.
In addition to the general wage increases above, the City will implement additional increases to the top of the wage schedule to address the completed 2025 Compensation Study as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
STRATEGIC PLAN:
This item/action supports the City Council's goal of employee retention under the "Operational Excellence" of the two-year Strategic Plan by striving to develop and maintain a competitive compensation package for employees.
FISCAL IMPACTS:
Costs associated with these changes have been incorporated in to the Budget for Fiscal Years 2025/26 and 2026/27.
OPTIONS:
1. Adopt Resolution No. 7569, Approving terms for the Unrepresented: Executive Management.
2. Provide alternative direction to staff.
ATTACHMENTS:
ResolutionNo.7569.docx
Salary Schedules FY 25.26
Salary Schedules FY 26.27
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RESOLUTION NO. 7569
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA PAULA ADOPTING EMPLOYMENT BENEFITS FOR UNREPRESENTED EMPLOYEES:
EXECUTIVE MANAGEMENT FOR THE PERIOD OF JULY 1, 2025 THROUGH JUNE 30, 2027
The City Council of the City of Santa Paula resolves as follows:
SECTION 1: The City’s Executive Management are not represented by an employee association and are classified as unrepresented employees as listed in the attached Exhibit “A.”
SECTION 2: The following items will be provided to all full-time regular unrepresented Executive Management employees:
Term: The term is effective July 1, 2025 and expires June 31, 2027.
Salary Increase:
Effective the first full pay period following July 1, 2025, employees shall receive a three percent (3.0%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, employees shall receive a three percent (3%) adjustment to base wages.
Salary Survey Implementation:
In addition to the general wage increases above, the City will implement additional increases to the top of the wage schedule to address the completed 2025 Compensation Study as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twentyfive percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Retention Bonus
A one-time, non-pensionable bonus will be distributed to all full-time employees who worked the entire previous fiscal year (July 1, 2024 to June 30, 2025) and who are still 28 2
active employees at the time the bonus is paid. The bonus shall be paid no later than the pay period that includes November 30, 2025. Such bonus will be up to, but not to exceed, two percent (2%) of the employee’s base salary as of the close of the previous fiscal year.
This provision is not designed as a permanent program. In light of the four-year timeline for implementation of the compensation study, this retention bonus helps to keep and to recognize those employees who have been working for the City over the past year and during the upcoming MOU period.
Fair Labor Standards Act: All Executive Management employees are designated as exempt from the provisions of the FLSA and are ineligible for overtime compensation.
Flex Time: An employee and a supervisor may agree to incidental flex time in which an employee works variable work hours with corresponding flex hours off. All requests and approvals shall be in writing. Exempt employees must take all flex hours off within the eighty (80) hour work period in which the variable hours are worked. Flex time may not be used to supplement or replace holiday leave pay.
Severance Package Benefit: All Executive Management employees are eligible for a severance package that is equal to three (3) months of base salary pay if released without cause.
Cafeteria Benefit Plan: The City provides a monthly contribution to each Executive Management employee to be used towards the Cafeteria Benefit Plan. These funds are to be used for eligible insurance plans included within the Cafeteria Plan. Cafeteria Plan options include health, dental, group term life, and supplemental disability and accident insurance.
Effective the first full pay period of December 2025, the City shall provide $1550 per month ($775.00 paid the 1st and 2nd pay periods of each month) benefit contribution towards each full-time employee of the unit.
Effective the first full pay period of December 2026, the City shall provide $1650 per month ($825.00 paid the 1st and 2nd pay periods of each month) benefit contribution towards each full-time employee of the unit.
Employees electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive a maximum opt allowance of $1000.00 per month. Employees who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $1,000.00, shall be eligible to cash out the difference between $1,000.00 and the cost of the premium.
New employees hired after July 1, 2021 electing to opt out of medical coverage will receive a maximum opt out allowance of $500.00 per month. Employees hired after July 1, 2021 who use cafeteria benefit plan funds to purchase City health insurance and 29 3
whose health insurance premium is less than $500.00, shall be eligible to cash out the difference between $500.00 and the cost of the premium.
All employees must enroll in an available City health program unless they submit to the City both proof of health coverage and a signed health insurance waiver. Employees who fail to complete both requirements will not be allowed to utilize their Cafeteria Benefit Plan contributions for any other eligible plans. During the Open Enrollment periods only, the City reserves the right to require an employee to provide annual recertification of outside health coverage in order to continue to receive the cafeteria benefit.
IRS Section 125 Plan: Selection of the plan administrator is the responsibility of the City. The City provides the IRS Section 125 Flexible Benefits Plan on a Citywide basis to all full-time regular employees. The City agrees to provide payroll deductions for participating employees, and make appropriate disbursements to the plan administrators. Selection of the plan administrator is the responsibility of the City. The City reserves the right to discontinue the Flexible Spending Plan program at the conclusion of the Plan year on October 31st, if there is insufficient Citywide employee participation to break even on administrative costs. In the current FSA Plan year, November 1st to October 31st, the City will pay the annual fee and the employee administrative fee per month. Should fewer than ten employee’s Citywide sign-up for an FSA for the new plan year beginning November 1st, the City reserves the right to discontinue its participation in the Plan. The City will provide a minimum of thirty (30) days notice to Executive Management employees before the effective date of any planned discontinuation of the IRS Section 125 Flexible Benefits Plan.
Public Employees’ Retirement System:
A. For “Safety” employees hired prior to January 1, 2013, and for safety employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA):
1. Classic safety members will be provided with the 3% @ 50 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
B. For “Safety” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA:
1. Safety employees who are New Members will be provided with the 2.7% @ 57 service retirement formula;
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2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
C. For “Miscellaneous” employees hired prior to January 1, 2013, and for miscellaneous employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA)
1. Miscellaneous members hired prior to March 20, 2006 will be provided with the 2.5% @ 55, Tier One (1) service retirement formula;
2. Miscellaneous members hired after March 20, 2006 will be provided with the 2% @ 55, Tier Two (2) service retirement formula;
3. The retirement allowance will be computed on the highest one (1) year of compensation.
D. For “Miscellaneous” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA
1. Miscellaneous members will be provided with the 2% @ 62 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
Contribution to PERS:
All New members (as defined by PEPRA) hired by the City on or after January 1, 2013 will pay the full employee contribution, which will be one-half the normal cost rate as determined by CalPERS.
All Classic Members (as defined by PEPRA) will pay the full member contribution.
Long Term Disability: The City provides a Long Term Disability Insurance Program to each Executive Management employee at City expense.
Life Insurance: The City provides life insurance coverage of $100,000 for each employee, and $5000 for eligible dependents of each such employee at City expense.
City Matching Contribution to Deferred Compensation Plan: The City agrees that effective in the first full pay period by January 2024, or earlier if the City can implement 31 5
this provision earlier, the City shall provide a matching contribution to an employee’s deferred compensation plan of up to two percent (2%) of the employee’s base salary.
For example, if an employee earns $50,000 base salary per year and contributes $50 into their deferred compensation plan each pay period for a total of $1300.00 annual contribution, the City will contribute $1000.00 annually to the employee’s deferred compensation plan. $1000.00 is two percent of $50,000. If the employee contributes $10 per pay period for a total of $260 annually, the City shall contribute $260 to the employee’s deferred compensation account.
Education Tuition Assistance: Tuition reimbursement may be made up to $3,500 per fiscal year in accordance with established City policy.
Car Allowance: All Executive Management receive a car allowance of $350.00 per month.
Bilingual Pay: A bilingual program provides those employees who are able to communicate effectively in Spanish, with a compensation of $1300.00 annually ($50.00 per pay period). Employee eligibility will be determined by the City Manager and the operational needs of the City.
Holiday Leave: On January 1st of each year, unit employees will receive a Holiday Leave Bank of thirty-six (36) hours paid at straight time to be used exclusively for City observed holidays and a Floating Holiday Leave Bank of eighteen (18) hours.
On July 1st of each year, each confidential employee will receive a Holiday Leave Bank of seventy-two (72) hours paid at straight time to be used exclusively for City observed holidays.
For those employees on flexible work schedules and who are already scheduled a “flex day” on the holiday, and for those employees who are not on flexible work schedules and work an eight (8) hour day, the extra hours in the Holiday Leave Bank would become floating holiday hours to be scheduled for use throughout the year with the approval of their supervisor. The banked holiday hours may be used for any purpose that vacation, sick and compensatory leave may be used for, as long as prior approval is obtained from the City Manager.
Any extra hours not used by the end of the calendar year would be carried over for ninety (90) days. If the employee does not use the hours by that date, they lose the carryover hours. The Holiday Leave Bank hours do not have a cash value.
The following days are holidays:
New Year’s Day - January 1
Martin Luther King Day - Third Monday in January
Presidents’ Day - Third Monday in February
Memorial Day - Last Monday in May
32 6
Independence Day - July 4
Labor Day - First Monday in September
Veteran’s Day- November 11th
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve – December 24
Christmas Day - December 25
New Year’s Eve – December 31
Vacation Leave: Vacation Leave accrual is prorated hourly as earned. Executive Management employees may accumulate up to a maximum of three-hundred twenty (320) hours accrued Vacation Leave as of the end of the pay period that includes December 31 of each calendar year and any employee who has accrued the maximum amount of vacation will not accrue any more vacation until their balance is below threehundred twenty (320) hours. Annual accrual rates for employees with continuous years of service are as follows:
Less than five years: 96 hours
Five years, but less than ten years: 120 hours
Ten years, but less than fifteen years: 144 hours
Fifteen, but less than twenty-one years: 160 hours
Twenty-one, but less than twenty-five years 180 hours
Twenty-five or more years: 200 hours
1. All use of Vacation Leave must be approved by the City Manager. Use of Vacation Leave must be scheduled at such times as the City Manager finds most suitable after considering the wishes of the employee and the requirements of the Department. All requests for use of Vacation Leave must be approved by the City Manager in writing before the commencement of the requested use.
2. Vacation Leave will not accrue while an employee is on Leave of Absence Without Pay. Accumulated and unused Vacation Leave may be used to supplement Sick Leave if the employee has exhausted Sick Leave accruals.
Paid holidays occurring during vacation are not charged to Vacation Leave. If an employee on vacation becomes sick, Sick Leave may be substituted subject to the approval of City Manager.
3. If an employee transfers from one department within the City to another, the Vacation Leave credits are also transferred.
All Executive Management employees are required to take forty (40) hours of vacation or administrative leave in a twelve (12) month period (January – December).
Sick Leave: Sick leave hours no longer have cash value pursuant to the City’s Personnel Rules and Regulations. Employees will not be subject to any maximum on sick leave accruals. Accumulated sick leave will be credited to employee's length of 33 7
service upon retirement from the City of Santa Paula and will become a part of the calculation upon which PERS retirement benefits are established.
Administrative Leave: Executive Management accrues administrative leave on a biweekly basis at the rate of ninety (90) hours per year, and may carry a maximum of 60 hours into the following calendar year. Effective January 1, 2018, on January 1st of each year and on July 1st of each year, unit personnel will receive an Administrative Leave Bank of 45 hours paid at straight time to be used for Administrative Leave.
Administrative leave has no cash value and is not paid out to terminating employees.
Vacation/Administrative Leave Buyback: Unit employees may buyback vacation and/or comp leave with continuous years of service as follows:
Less than five years: up to 40 hours
Five years, but less than 10 years: up to 60 hours
More than 10 years: up to 80 hours
1. Employee must have taken a minimum of forty (40) hours of vacation leave during the period November 1st - October 31st prior to submitting the request.
2. Employee must maintain a minimum balance of 120 hours of vacation leave after submitting the request.
Employee must submit a request form to Human Resources Manager by October 31st, with payment to be made the first pay period of December. Forms will be available in the City’s “O” drive and/or through the Human Resources Office.
SECTION 4: This Resolution will become effective immediately upon adoption and will remain until June 30, 2027 unless repealed or superseded.
SECTION 5: The City Clerk will certify to the passage and adoption of this Resolution; will enter the same in the book of original Resolutions of said City; and will make a minute of the passage and adoption thereof in the record of proceedings of the City Council of said City, in the minutes of the meeting at which the same is passed and adopted.
PASSED AND ADOPTED this 6
th day of August 2025.
______________________________
Pedro Chavez, Mayor
City of Santa Paula
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ATTEST:
_________________________________
Julie Latshaw, City Clerk
APPROVED AS TO FORM:
_________________________________
Monica Castillo, City Attorney
APPROVED AS TO CONTENT:
_________________________________
Dan Singer, City Manager
35 9
EXHIBIT “A”
CITY OF SANTA PAULA
EXECUTIVE MANAGEMENT
POSITION TITLES
Assistant City Manager
Chief Information Officer
Community and Economic Development Director
Deputy City Manager
Finance Director
Human Resources Administrator
Parks and Recreation Director
Police Chief
Public Works Director
36 0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 CITY MANAGER 100 229,361.60 ‐ 110.27 ‐ ‐ ‐ HUMAN RESOURCES MANAGER 102 67.38 64.17 70.75 74.29 78.01 133,473.60 140,150.40 147,160.00 154,523.20 162,260.80 PARKS & RECREATION DIRECTOR 103 72.41 68.96 76.04 79.85 83.85 143,436.80 150,612.80 158,163.20 166,088.00 174,408.00 PLANNING DIRECTOR 106 74.23 70.69 77.95 81.85 85.95 147,035.20 154,398.40 162,136.00 170,248.00 178,776.00 FINANCE DIRECTOR/CITY TREASURER 107 73.52 70.01 77.20 81.06 85.12 145,620.80 152,921.60 160,576.00 168,604.80 177,049.60 PUB WORKS DIR/CITY ENGINE 108 79.42 75.63 83.40 87.57 91.95 157,310.40 165,193.60 173,472.00 182,145.60 191,256.00 POLICE CHIEF 109 81.99 78.08 86.09 90.40 94.92 162,406.40 170,539.20 179,067.20 188,032.00 197,433.60 IT MANAGER 111 68.30 65.04 71.72 75.31 79.08 135,283.20 142,064.00 149,177.60 156,644.80 164,486.40 DEPUTY CITY MANAGER 113 65.61 62.48 68.90 72.35 75.97 129,958.40 136,468.80 143,312.00 150,488.00 158,017.60 ASSISTANT FINANCE DIRECTOR 202 55.78 53.12 58.57 61.50 64.58 110,489.60 116,022.40 121,825.60 127,920.00 134,326.40 POLICE COMMANDER 205 68.02 64.78 71.43 75.01 78.77 134,742.40 141,481.60 148,574.40 156,020.80 163,841.60 ASSISTANT PUB WORKS DIRECTOR 207 66.94 63.75 70.29 73.81 77.51 132,600.00 139,235.20 146,203.20 153,524.80 161,220.80 CHIEF BUILDING OFFICIAL 208 53.29 50.75 55.96 58.76 61.70 105,560.00 110,843.20 116,396.80 122,220.80 128,336.00 ASSISTANT POLICE CHIEF 209 74.30 70.76 78.02 81.93 86.03 147,180.80 154,544.00 162,281.60 170,414.40 178,942.40 PLANNING COMMISSIONER 213 ‐ 50.00 ‐ ‐ ‐ PLANNING MANAGER 214 57.84 55.08 60.74 63.78 66.97 114,566.40 120,307.20 126,339.20 132,662.40 139,297.60 WATER OPERATIONS SUPERINTENDENT 215 61.55 58.61 64.63 67.87 71.27 121,908.80 128,024.00 134,430.40 141,169.60 148,241.60 PLANNER, ASSISTANT/GIS ANALYST 258 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 ENGINEERING TECH. SR. 259 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 PLANNER, ASSOCIATE 263 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 MANAGEMENT ANALYST 265 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 ACCOUNTANT 268 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 PURCHASING AGENT 273 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 SR. RECORDS SUPERVISOR 274 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST I 275 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 RECREATION SUPERVISOR 276 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 PARKS & FACILITIES SUPERVISOR 277 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FLEET SUPERVISOR 278 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 STREETS MAINTENANCE SUPERVISOR 279 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST II 280 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 ASSOCIATE ENGINEER 281 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 EMERGENCY SERVICES COORDINATOR 282 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 CITY CLERK 283 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 CUSTODIAN 301 22.74 21.65 23.88 25.08 26.34 45,032.00 47,299.20 49,670.40 52,166.40 54,787.20 CUST SERVICES REP 302 22.97 21.87 24.12 25.33 26.60 45,489.60 47,777.60 50,169.60 52,686.40 55,328.00 WATER DISTRIBUTION OPERATOR I 304 27.24 25.94 28.61 30.05 31.56 53,955.20 56,659.20 59,508.80 62,504.00 65,644.80 ADMINISTRATIVE ASSISTANT 309 23.54 22.41 24.72 25.96 27.26 46,612.80 48,963.20 51,417.60 53,996.80 56,700.80 ANIMAL SERVICES COORDINAT 311 26.37 25.11 27.69 29.08 30.54 52,228.80 54,849.60 57,595.20 60,486.40 63,523.20 SR. ADMINISTRATIVE ASST. 313 25.04 23.84 26.30 27.62 29.01 49,587.20 52,083.20 54,704.00 57,449.60 60,340.80 WATER DISTRIBUTION OPERATOR II 314 28.62 27.25 30.06 31.57 33.15 56,680.00 59,529.60 62,524.80 65,665.60 68,952.00 MECHANIC I 315 25.30 24.09 26.57 27.90 29.30 50,107.20 52,624.00 55,265.60 58,032.00 60,944.00 BUILDING INSPECTOR I 323 29.23 27.83 30.70 32.24 33.86 57,886.40 60,798.40 63,856.00 67,059.20 70,428.80 MECHANIC II 324 31.48 29.98 33.06 34.72 36.46 62,358.40 65,478.40 68,764.80 72,217.60 75,836.80 BUILDING INSPECTOR II 326 35.57 33.87 37.35 39.22 41.19 70,449.60 73,985.60 77,688.00 81,577.60 85,675.20 ENGINEERING TECH/INSPECTO 328 28.90 27.52 30.35 31.87 33.47 57,241.60 60,112.00 63,128.00 66,289.60 69,617.60 SENIOR ACCOUNTING TECHNIC 329 25.89 24.65 27.19 28.55 29.98 51,272.00 53,851.20 56,555.20 59,384.00 62,358.40 EQUIPMENT MAINT LEADWORK 330 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FACILITIES MAINT LEADWORK 331 28.20 26.85 29.61 31.10 32.66 55,848.00 58,656.00 61,588.80 64,688.00 67,932.80 FAC MAINT WRK I 332 23.62 22.49 24.81 26.06 27.37 46,779.20 49,129.60 51,604.80 54,204.80 56,929.60 FAC MAINT WRK II 333 25.98 24.74 27.28 28.65 30.09 51,459.20 54,038.40 56,742.40 59,592.00 62,587.20 MAINTENANCE WRK I 334 23.15 22.04 24.31 25.53 26.81 45,843.20 48,152.00 50,564.80 53,102.40 55,764.80 MAINTANENCE WRK II 335 25.46 24.24 26.74 28.08 29.49 50,419.20 52,956.80 55,619.20 58,406.40 61,339.20 STREET MAINT LEADWORKER 339 27.63 26.31 29.02 30.48 32.01 54,724.80 57,470.40 60,361.60 63,398.40 66,580.80 COMMUNITY DEVELOPMENT TECHNICIAN 343 28.61 27.24 30.05 31.56 33.14 56,659.20 59,508.80 62,504.00 65,644.80 68,931.20 RECREATION PROGRAM COORDINATOR 344 24.92 23.73 26.17 27.48 28.86 49,358.40 51,833.60 54,433.60 57,158.40 60,028.80 PERMIT TECHNICIAN 345 31.98 30.45 33.58 35.26 37.03 63,336.00 66,518.40 69,846.40 73,340.80 77,022.40 ENGINEERING TECH I 346 28.27 26.92 29.69 31.18 32.74 55,993.60 58,801.60 61,755.20 64,854.40 68,099.20 ENGINEERING TECH II 347 32.75 31.19 34.39 36.11 37.92 64,875.20 68,120.00 71,531.20 75,108.80 78,873.60 LEAD PARK AND ABATEMENT SPECIALIST 348 23.87 22.73 25.07 26.33 27.65 47,278.40 49,649.60 52,145.60 54,766.40 57,512.00 ACCOUNTING SPECIALIST 349 28.14 26.80 29.55 31.03 32.59 55,744.00 58,531.20 61,464.00 64,542.40 67,787.20 DUAL OPERATOR I 350 31.57 30.06 33.15 34.81 36.56 62,524.80 65,665.60 68,952.00 72,404.80 76,044.80 DUAL OPERATOR II 351 33.16 31.58 34.82 36.57 38.40 65,686.40 68,972.80 72,425.60 76,065.60 79,872.00 DUAL OPERATOR III 352 35.93 34.21 37.73 39.62 41.61 71,156.80 74,734.40 78,478.40 82,409.60 86,548.80 DUAL OPERATOR IV 353 37.71 35.91 39.60 41.58 43.66 74,692.80 78,436.80 82,368.00 86,486.40 90,812.80 LEAD DUAL OPERATOR 354 40.16 38.24 42.17 44.28 46.50 79,539.20 83,532.80 87,713.60 92,102.40 96,720.00 PUBLIC SAFETY DISP CLERK 401 29.89 28.46 31.39 32.96 34.61 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 PUB SAFETY DISPATCH SUPER 402 37.59 35.80 39.47 41.45 43.53 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 POLICE OFFICER 403 43.38 41.31 45.55 47.83 50.23 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 POLICE SENIOR 405 48.57 46.25 51.00 53.55 56.23 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 POLICE SERGEANT 406 56.55 53.85 59.38 62.35 65.47 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 POLICE RECRUIT 407 ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ COMMUNITY SERVICES OFFICE 501 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 EVIDENCE & PROPERTY TECHNICIAN 502 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 RECORDS TECHNICIAN 503 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 IT SUPPORT ANALYST 703 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 Proposed FY 25/26 Salary Schedule
37 0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 25/26 Salary Schedule
PAYROLL SPECIALIST 704 30.52 29.06 32.05 33.66 35.35 60,444.80 63,481.60 66,664.00 70,012.80 73,528.00 EXECUTIVE ASSISTANT 705 27.23 25.93 28.60 30.03 31.54 53,934.40 56,638.40 59,488.00 62,462.40 65,603.20 HUMAN RESOURCES ANALYST 706 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 HUMAN RESOURCE TECHNICIAN 707 27.64 26.32 29.03 30.49 32.02 54,745.60 57,491.20 60,382.40 63,419.20 66,601.60 RECREATION LEADER II 801 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER III 802 18.20 17.33 19.11 20.07 21.08 COMM SERVICE OFFICER 803 17.33 16.50 18.20 19.11 20.07 NUTRITION COORDINATOR 804 17.33 16.50 18.20 19.11 20.07 FACILITY ATTENDANT 806 19.31 18.39 20.28 21.30 22.37 SENIOR COORDINATOR 808 22.77 21.68 23.91 25.11 26.37 SECRETARY II 809 24.38 23.21 25.60 26.88 28.23 POLICE RESERVE 810 26.70
CITY INTERN 811 17.33 16.50 18.20 19.11 20.07 PARK ABATEMENT SPECIALIST 816 21.46 20.43 22.54 23.67 24.86 POLICE CADET 818 17.33 16.50 18.20 19.11 20.07 PW FIELD TECHNICIAN 819 17.33 16.50 18.20 19.11 20.07 CRIMINAL INVESTIGATIVE ANALYST 820 41.45 39.47 43.53 45.71 48.00 MECHANIC HELPER 821 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER I / CITY CORP TRAINEE 822 ‐ 16.50 ‐ ‐ ‐ CODE ENFORCEMENT INSPECTOR 823 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 COUNCILMEMBER 900 ‐ 600.00 ‐ ‐ ‐ 38 0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 100 CITY MANAGER 236,246.40 ‐ 113.58 ‐ ‐ ‐ 102 HUMAN RESOURCES MANAGER 71.29 67.89 74.86 78.61 82.55 141,211.20 148,283.20 155,708.80 163,508.80 171,704.00 103 PARKS & RECREATION DIRECTOR 78.64 74.89 82.58 86.71 91.05 155,771.20 163,571.20 171,766.40 180,356.80 189,384.00 106 PLANNING DIRECTOR 79.95 76.14 83.95 88.15 92.56 158,371.20 166,296.00 174,616.00 183,352.00 192,524.80 107 FINANCE DIRECTOR/CITY TREASURER 79.44 75.65 83.42 87.60 91.98 157,352.00 165,235.20 173,513.60 182,208.00 191,318.40 108 PUB WORKS DIR/CITY ENGINE 83.63 79.64 87.82 92.22 96.84 165,651.20 173,950.40 182,665.60 191,817.60 201,427.20 109 POLICE CHIEF 86.86 82.72 91.21 95.78 100.57 172,057.60 180,668.80 189,716.80 199,222.40 209,185.60 111 IT MANAGER 72.42 68.97 76.05 79.86 83.86 143,457.60 150,633.60 158,184.00 166,108.80 174,428.80 113 DEPUTY CITY MANAGER 70.04 66.70 73.55 77.23 81.10 138,736.00 145,683.20 152,984.00 160,638.40 168,688.00 202 ASSISTANT FINANCE DIRECTOR 61.82 58.87 64.92 68.17 71.58 122,449.60 128,585.60 135,033.60 141,793.60 148,886.40 205 POLICE COMMANDER 71.74 68.32 75.33 79.10 83.06 142,105.60 149,219.20 156,686.40 164,528.00 172,764.80 207 ASSISTANT PUB WORKS DIRECTOR 72.91 69.43 76.56 80.39 84.41 144,414.40 151,652.80 159,244.80 167,211.20 175,572.80 208 CHIEF BUILDING OFFICIAL 59.96 57.10 62.96 66.11 69.42 118,768.00 124,716.80 130,956.80 137,508.80 144,393.60 209 ASSISTANT POLICE CHIEF 78.68 74.93 82.62 86.76 91.10 155,854.40 163,654.40 171,849.60 180,460.80 189,488.00 213 PLANNING COMMISSIONER ‐ 50.00 ‐ ‐ ‐ 214 PLANNING MANAGER 63.32 60.30 66.49 69.82 73.32 125,424.00 131,705.60 138,299.20 145,225.60 152,505.60 215 WATER OPERATIONS SUPERINTENDENT 66.01 62.86 69.32 72.79 76.43 130,748.80 137,300.80 144,185.60 151,403.20 158,974.40 258 PLANNER, ASSISTANT/GIS ANALYST 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 259 ENGINEERING TECH. SR. 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 263 PLANNER, ASSOCIATE 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 265 MANAGEMENT ANALYST 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 268 ACCOUNTANT 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 273 PURCHASING AGENT 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 274 SR. RECORDS SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 275 ADMINISTRATIVE ANALYST I 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 276 RECREATION SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 277 PARKS & FACILITIES SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 278 FLEET SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 279 STREETS MAINTENANCE SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 280 ADMINISTRATIVE ANALYST II 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 281 ASSOCIATE ENGINEER 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 282 EMERGENCY SERVICES COORDINATOR 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 283 CITY CLERK 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 301 CUSTODIAN 23.71 22.58 24.90 26.15 27.46 46,966.40 49,316.80 51,792.00 54,392.00 57,116.80 302 CUST SERVICES REP 24.22 23.06 25.44 26.72 28.06 47,964.80 50,377.60 52,915.20 55,577.60 58,364.80 304 WATER DISTRIBUTION OPERATOR I 28.33 26.98 29.75 31.24 32.81 56,118.40 58,926.40 61,880.00 64,979.20 68,244.80 309 ADMINISTRATIVE ASSISTANT 25.29 24.08 26.56 27.89 29.29 50,086.40 52,603.20 55,244.80 58,011.20 60,923.20 311 ANIMAL SERVICES COORDINAT 30.38 28.93 31.90 33.50 35.18 60,174.40 63,190.40 66,352.00 69,680.00 73,174.40 313 SR. ADMINISTRATIVE ASST. 27.25 25.95 28.62 30.06 31.57 53,976.00 56,680.00 59,529.60 62,524.80 65,665.60 314 WATER DISTRIBUTION OPERATOR II 29.78 28.36 31.27 32.84 34.49 58,988.80 61,942.40 65,041.60 68,307.20 71,739.20 315 MECHANIC I 27.54 26.22 28.92 30.37 31.89 54,537.60 57,283.20 60,153.60 63,169.60 66,331.20 323 BUILDING INSPECTOR I 31.35 29.85 32.92 34.57 36.30 62,088.00 65,208.00 68,473.60 71,905.60 75,504.00 324 MECHANIC II 34.08 32.45 35.79 37.58 39.46 67,496.00 70,886.40 74,443.20 78,166.40 82,076.80 326 BUILDING INSPECTOR II 38.21 36.39 40.13 42.14 44.25 75,691.20 79,476.80 83,470.40 87,651.20 92,040.00 328 ENGINEERING TECH/INSPECTO 31.12 29.63 32.68 34.32 36.04 61,630.40 64,729.60 67,974.40 71,385.60 74,963.20 329 SENIOR ACCOUNTING TECHNIC 27.58 26.26 28.96 30.41 31.94 54,620.80 57,366.40 60,236.80 63,252.80 66,435.20 330 EQUIPMENT MAINT LEADWORK 37.20 35.42 39.06 41.02 43.08 73,673.60 77,376.00 81,244.80 85,321.60 89,606.40 331 FACILITIES MAINT LEADWORK 30.81 29.34 32.36 33.98 35.68 61,027.20 64,084.80 67,308.80 70,678.40 74,214.40 332 FAC MAINT WRK I 25.59 24.37 26.87 28.22 29.64 50,689.60 53,227.20 55,889.60 58,697.60 61,651.20 333 FAC MAINT WRK II 28.22 26.87 29.64 31.13 32.69 55,889.60 58,697.60 61,651.20 64,750.40 67,995.20 334 MAINTENANCE WRK I 24.59 23.41 25.82 27.12 28.48 48,692.80 51,147.20 53,705.60 56,409.60 59,238.40 335 MAINTANENCE WRK II 27.09 25.80 28.45 29.88 31.38 53,664.00 56,347.20 59,176.00 62,150.40 65,270.40 339 STREET MAINT LEADWORKER 29.59 28.18 31.07 32.63 34.27 58,614.40 61,547.20 64,625.60 67,870.40 71,281.60 343 COMMUNITY DEVELOPMENT TECHNICIAN 30.49 29.03 32.02 33.63 35.32 60,382.40 63,419.20 66,601.60 69,950.40 73,465.60 344 RECREATION PROGRAM COORDINATOR 28.09 26.75 29.50 30.98 32.53 55,640.00 58,427.20 61,360.00 64,438.40 67,662.40 345 PERMIT TECHNICIAN 33.50 31.90 35.18 36.94 38.79 66,352.00 69,680.00 73,174.40 76,835.20 80,683.20 346 ENGINEERING TECH I 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 347 ENGINEERING TECH II 34.97 33.30 36.72 38.56 40.49 69,264.00 72,737.60 76,377.60 80,204.80 84,219.20 348 LEAD PARK AND ABATEMENT SPECIALIST 25.78 24.55 27.07 28.43 29.86 51,064.00 53,622.40 56,305.60 59,134.40 62,108.80 349 ACCOUNTING SPECIALIST 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 350 DUAL OPERATOR I 32.89 31.32 34.54 36.27 38.09 65,145.60 68,411.20 71,843.20 75,441.60 79,227.20 351 DUAL OPERATOR II 34.56 32.91 36.29 38.11 40.02 68,452.80 71,884.80 75,483.20 79,268.80 83,241.60 352 DUAL OPERATOR III 38.61 36.77 40.55 42.58 44.71 76,481.60 80,308.80 84,344.00 88,566.40 92,996.80 353 DUAL OPERATOR IV 40.50 38.57 42.53 44.66 46.90 80,225.60 84,240.00 88,462.40 92,892.80 97,552.00 354 LEAD DUAL OPERATOR 43.73 41.64 45.92 48.22 50.64 86,611.20 90,958.40 95,513.60 100,297.60 105,331.20 401 PUBLIC SAFETY DISP CLERK 32.88 31.31 34.53 36.26 38.08 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 402 PUB SAFETY DISPATCH SUPER 40.23 38.31 42.25 44.37 46.59 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 403 POLICE OFFICER 46.43 44.21 48.76 51.20 53.76 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 405 POLICE SENIOR 51.97 49.49 54.57 57.30 60.17 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 406 POLICE SERGEANT 60.51 57.62 63.54 66.72 70.06 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 407 POLICE RECRUIT ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 501 COMMUNITY SERVICES OFFICE 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 502 EVIDENCE & PROPERTY TECHNICIAN 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 503 RECORDS TECHNICIAN 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 703 IT SUPPORT ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 Proposed FY 26/27 Salary Schedule
39 0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 26/27 Salary Schedule
704 PAYROLL SPECIALIST 35.45 33.76 37.23 39.10 41.06 70,220.80 73,736.00 77,438.40 81,328.00 85,404.80 705 EXECUTIVE ASSISTANT 29.80 28.38 31.29 32.86 34.51 59,030.40 61,984.00 65,083.20 68,348.80 71,780.80 706 HUMAN RESOURCES ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 707 HUMAN RESOURCE TECHNICIAN 29.09 27.70 30.55 32.08 33.69 57,616.00 60,507.20 63,544.00 66,726.40 70,075.20 801 RECREATION LEADER II 17.33 16.50 18.20 19.11 20.07 802 RECREATION LEADER III 18.20 17.33 19.11 20.07 21.08 803 COMM SERVICE OFFICER 17.33 16.50 18.20 19.11 20.07 804 NUTRITION COORDINATOR 17.33 16.50 18.20 19.11 20.07 806 FACILITY ATTENDANT 19.90 18.95 20.90 21.95 23.05 808 SENIOR COORDINATOR 23.46 22.34 24.64 25.88 27.18 809 SECRETARY II 25.11 23.91 26.37 27.69 29.08 810 POLICE RESERVE 26.70
811 CITY INTERN 17.33 16.50 18.20 19.11 20.07 816 PARK ABATEMENT SPECIALIST 22.11 21.05 23.22 24.39 25.61 818 POLICE CADET 17.33 16.50 18.20 19.11 20.07 819 PW FIELD TECHNICIAN 17.33 16.50 18.20 19.11 20.07 820 CRIMINAL INVESTIGATIVE ANALYST 42.70 40.66 44.84 47.09 49.45 821 MECHANIC HELPER 17.33 16.50 18.20 19.11 20.07 822 RECREATION LEADER I / CITY CORP TRAINEE ‐ 16.50 ‐ ‐ ‐ 823 CODE ENFORCEMENT INSPECTOR 34.89 33.22 36.64 38.48 40.41 69,097.60 72,571.20 76,211.20 80,038.40 84,052.80 900 COUNCILMEMBER ‐ 600.00 ‐ ‐ ‐ 40 To: Honorable Mayor and Members of the City Council
From: Lorena Alvarez, Human Resources Administrator
Subject: 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU), LOCAL 721
Date: August 6, 2025
Agenda Item: 10.C
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
It is recommended that the City Council:
(1) Adopt Resolution No. 7579, approving the Memorandum of Understanding between the City of Santa Paula and the Service Employees International Union (SEIU), Local 721 for the period of July 1, 2025 through June 30, 2027.
(2) Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
BACKGROUND:
The current Memorandum of Understanding (MOU) with the Service Employees International Union (SEIU), Local 721 expired on June 30, 2025. In compliance with the Meyers-Milias Brown Act (MMBA), the City negotiations team commenced negotiations with the SEIU, Local 721 towards a successor MOU and have been meeting and conferring in good faith regarding wages, benefits and other terms and conditions of employment. These negotiations were based upon direction provided by the City Council in closed session during the negotiations process.
The SEIU, Local 721 membership, ratified the tentative agreement on June 30, 2025. This action tonight seeks City Council approval of the terms and conditions negotiated.
ANALYSIS:
The current Memorandum of Understanding (MOU) with SEIU, Local 721 will expire on June 30, 2025. Below are key items that have been negotiated:
Term of the Agreement shall be from July 1, 2025 through June 30, 2027.
Effective the first full pay period following July 1, 2025, Unit employees shall receive a three percent (3%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages.
A one-time, non-pensionable retention bonus, two percent (2%) of the employee’s base salary to all full-time employees who worked the entire previous fiscal year (July 1, 2024 41 to June 30, 2025).
Phased Cafeteria increase from $1450.00 to $1650.00 over the term of the agreement Ten (10%) percent increase to uniform, boot and safety glasses allowances. $500 increase to Tuition Reimbursement, for a total of $3500 per fiscal year.
Class A License Premium Pay
In addition to the general wage increases above, the City will implement additional increases to the top of the wage schedule to address the completed 2025 Compensation Study as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
STRATEGIC PLAN:
This item/action supports the City Council's goal of employee retention under the "Operational Excellence" of the two-year Strategic Plan by striving to develop and maintain a competitive compensation package for employees.
FISCAL IMPACTS:
Costs associated with these changes have been incorporated into the Budget for Fiscal Years 2025/26 and 2026/27.
OPTIONS:
1. Approve Resolution No. 7579, approving the Memorandum of Understanding between the City of Santa Paula and the Service Employees International Union (SEIU), Local 721 for the period of July 1, 2025 through June 30, 2027.
2. Provide alternative direction to staff.
ATTACHMENTS:
Resolution No. 7579.docx
Exhibit A to Resolution No. 7579.docx
Redline.pdf
Salary Schedules 25.26
Salary Schedules 26.27
42 RESOLUTION NO. 7579
A RESOLUTION APPROVING THE MEMORANDUM OF UNDERSTANDING
FOR THE CONTRACT YEAR 2025-2027 BETWEEN THE CITY OF SANTA
PAULA AND THE SERVICE EMPLOYEES INTERNATIONAL UNION (SEIU) LOCAL 721
The City Council of the City of Santa Paula does resolve as follows:
SECTION 1: The City Council finds as follows:
A. The City, acting by and through its City Council appointed negotiation team, and representatives of the Service Employees International Union (SEIU) Local 721, a duly recognized employee organization representing the City of Santa Paula’s Non-managerial, Non-sworn, General employees, met and conferred in good faith and fully communicated and exchanged information concerning wages, hours, and the terms and conditions of employment for contract year 2025-2027.
B. The appointed representatives of the parties agreed on certain matters as stated in the memorandum of understanding (“MOU”) attached as Exhibit “A”, and recommend that the City Council implement the MOU.
SECTION 2: The City Council approves the Memorandum of Understanding for Contract Year 2025-2027 between the City of Santa Paula and the SEIU Local 721. The City Manager is authorized to execute the MOU on the City’s behalf and any ancillary documents necessary to implement the MOU.
SECTION 3: This Resolution will become effective as identified in Exhibit A, immediately upon adoption and will remain effective unless repealed or superseded.
SECTION 4: The City Clerk shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the Office of the City Clerk.
PASSED, AND ADOPTED, this 6th day of August, 2025.
43 ____________________
Pedro Chavez, Mayor
City of Santa Paula
ATTEST:
_________________________
Julie Latshaw, City Clerk
Approved as to form:
_______________________________
Monica Castillo, City Attorney
Approved as to content:
_______________________________
Dan Singer, City Manager
44 1
MEMORANDUM OF UNDERSTANDING
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) by and between the City Council of the City of Santa Paula, hereinafter designated "City” or “Employer”, and Service Employees International Union (SEIU) Local 721, hereinafter designated as "Union".
The City Manager, or his/her designee, is the representative of the City of Santa Paula in employeremployee relations as authorized by the City Council.
The parties have negotiated in good faith regarding wages, hours and other terms and conditions of employment of the employees in said bargaining unit; have exchanged freely information, opinions and proposals; and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
Both parties recognize their mutual obligation to cooperate with each other to assure maximum service of the highest quality and efficiency to the citizens of Santa Paula.
This Memorandum of Understanding is subject to all existing laws of the United States of America, State of California, and the ordinances, resolutions and regulations of the City of Santa Paula. This Memorandum of Understanding shall be presented to the City Council as the joint recommendations of the undersigned regarding matters within the scope of representation for all employees within the bargaining unit for the contract years –2025 -2027 commencing July 1, 2025 and concluding June 30, 2027.
UNDERSTANDING AND AGREEMENTS
The following understandings and agreements shall not become effective until ratified by the City Council:
1. EXCLUSIVE REPRESENTATION
This memorandum covers employees in Local 721, "Nonmanagerial, Nonsworn, General Employment," as represented by the Union, which has been certified as the recognized employee organization. The list of represented classes is set forth in Appendix A, herein.
Whenever a person is hired in any of the job classifications covered by this memorandum, City agrees to notify such person that Union is the recognized employee organization for employees in that classification.
.
45 2
1.1.1. UNION DUES DEDUCTION, COPE & INDEMNIFICATION AND NEW
EMPLOYEE ORIENTATION
A. Dues Deduction
The Employer will honor employee authorizations for dues deduction as required by provisions of the Government Code. The authorizations will be maintained by the Union.
Every 120 days, the Employer shall send to the Union a list of all employees in the bargaining unit including: each employee’s name, employee identification number, employee hire date, job title, department, work location, and if on file with the Employer, each employee’s home and personal cellular telephone number, home address, and personal email address. City of Santa Paula will provide a monthly report with the same information as listed above for the new hires.
Each pay period, the Union shall provide the Employer with an “authorized deduction report” which includes bargaining unit members who have authorized the deduction of Union dues, COPE and other deductions and the deduction amounts.
The Employer shall make the dues and other applicable deductions from the employees’ paychecks and remit such itemized deductions to the Union via Electronic Funds Transfer (EFT) within five (5) business days of each payday. The Employer shall also provide the breakdown of each amount remitted (i.e. Dues, COPE, Supplementary Benefits, etc.) in Excel format to [email protected] within five (5) business days of each payday.
The Employer shall make the dues and other applicable deductions from the employees’ paychecks and remit such itemized deductions to the Union within ten (10) business days of each payday. The Employer shall also provide the breakdown of each amount remitted (i.e. Dues, COPE, Supplementary Benefits, etc.).
B. Committee on Political Education (COPE)
Employees may make voluntary contributions to the Union’s registered political action committees. The Employer shall make the deduction of the voluntary contributions in the same manner as the dues deduction process.
Every pay period the Union will notify the employer with a list of employees and the appropriate deduction amount on the “authorized deduction report” of the employees who have signed an authorization for the COPE deduction.
Employees may discontinue voluntary political deductions by providing notice of cancellation to the Union and the Union shall transmit such notice of cancellation to the Employer by the next full pay period cycle.
C. Indemnification
The Union agrees to indemnify and hold the Employer harmless from any liabilities of any nature which may arise as a result of the application of provisions of this Article. 46 3
D. The City shall provide the Union written notice of both City-wide and department-level new employee orientations [no matter how few participants, and whether in person or online] at least 10 business days, or as soon as reasonably practical, prior to the event.
Union representatives shall be permitted to make a presentation of up to thirty (30) minutes, and present written materials, during a portion of the orientation for which attendance is mandatory. No management representative shall be present during the Union’s presentation. Release time shall be granted for a member to participate in the Union’s presentation of the new employee orientations. The Union will provide the City with a list of 3-4 member(s) that will participate in the Union’s presentation of the new employee orientations. “New hires” shall be defined to include any employee new to the bargaining unit, including, but not limited to, through accretion or promotion/demotion.
If the Union’s designated representative(s) is unable to attend the new employee orientation, the City shall provide the new hire with the contact information of the union representative responsible for follow-up with the new hire.
The parties agree that any disputes shall be subject to the City’s Grievance Procedure and shall be submitted at the first formal step of the Grievance Procedure.
2. UNION RIGHTS
2.1 Aggregate Release Time
Pursuant to Government Code section 3558.8, the City shall grant to employee representatives, upon written request of the Union, reasonable leaves of absence without loss of compensation or other benefits for the purpose of enabling employees to serve as stewards or officers of the exclusive representative or of any statewide or national employee organization with which the Union is affiliated. Leave may be granted on a full time, part-time, periodic or intermittent basis.
a. The Union shall reimburse the City for all compensation paid to the employee on leave.
Reimbursement by the Union shall be made on or before thirty (30) days after receipt of the City’s certification of payment of compensation to the employee. b. At the conclusion or termination of leave granted under this section, the employee shall have a right of reinstatement to the same position and work location held prior to the leave, or, if not feasible, a substantially similar position without loss of seniority, rank, or classification.
c. Indemnification — The City shall not be liable for an act or omission of, or an injury suffered by, an employee of the City if that act, omission, or injury occurs during the course and scope of the employee's leave under this section to work for the Union. If the City is held liable for such an act, omission, or injury, the Union shall indemnify and hold harmless the City.
47 4
2.2 Labor-Management Meetings
2.2.1 MOU Employee Representation
The formally recognized employee organization may select not more than three (3) employee members of such organization to attend scheduled meetings with the Municipal Employee Relations Officer or other management officials on subjects within the scope of representation during regular work hours without loss of compensation. The participation of additional employees is at the discretion of the employee organization (a maximum of two additional members) provided that they would not be eligible for compensation because the meeting in question was scheduled for the employees' nonwork hours and provided also they would not be eligible for any compensation for their attendance. Where circumstances warrant, the Municipal Employee Relations Officer may approve the attendance at such meetings of additional employee representatives without loss of compensation. The employee organization must, whenever practicable, submit the names of all such employee representatives to the Municipal Employee Relations Officer at least two (2) working days in advance of such meetings. Provided further: 1) that no employee representative may leave his or her duty or work station or assignment without specific approval of his supervisor, department head or other authorized City management official, and 2) that any such meeting is subject to scheduling by City management in a manner consistent with operating needs and work schedules.
The City agrees to discuss issues of mutual concern with SEIU upon request. Meetings shall be held at mutually agreed times and dates within fourteen (14) calendar days of any request dependent upon availability of the parties.
2.2.2 Consultation
During the term of this agreement, the City and Union agree that consultation meetings may contribute to improved employer-employee relations. Either party may request meetings.
The party requesting the meeting shall submit a proposed agenda. With the concurrence of the receiving party, a date, time and location of the requested meeting may be set. It is not intended that any such labor-management meetings be for discussion of issues handled under other provisions herein or other documents setting forth prescribed meeting procedures such as grievance or disciplinary procedures. Meeting attendees will be those that have been designated as union representatives as defined above.
2.3 Union Bulletin Boards
SEIU shall have a designated union bulletin board in every work facility or break room where represented employees work or congregate. The bulletin board and designated space shall not be less than 2’ x 3’ or more than 3’ x 4’. A copy of all material to be displayed upon the bulletin board shall be provided to the Human Resources Manager. The locations of the bulletin boards shall include but not be limited to the following locations: Public Works-Water Yard, Corporation Yard and Engineering Administration Office; City Hall, Police Department, Community Development Building and Community Center. Material 48 5
shall be signed and dated by a steward/leader or staff of Local 721.
3. CITY RIGHTS
To ensure that the City is able to carry out its statutory functions and responsibilities, certain City rights will not be subject to the meet and confer process. These include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; withhold merit step salary increases related to job performance subject to the City's Personnel Rules and Regulations; determine the procedures and standard of selection for employment; promotion and transfer; direct employees, including scheduling and assigning work, work hours, and overtime as required in the manner most advantageous to the City. It is understood by the parties that every related duty connected with operations enumerated in job descriptions is not always specifically described; nevertheless, it is intended that all such duties shall be performed by the employee; establish employee performance standards and to require compliance therewith; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of government operations; determine the methods, means and personnel by which government operations are to be conducted; determine whether goods or services shall be made or provided by the City, or shall be purchased or contracted for, it being understood that it is not the City's intent to contract out any services currently being provided by employees in the representation unit; however, the City retains its management rights to investigate alternate options in the future; determine the content of job classifications; take all necessary actions to protect the public's health and safety and carry out its mission in emergencies; and exercise complete control and discretion over the technology of performing its work.
4. SALARY COMPENSATION
4.1 Salary Adjustments
Effective the first full pay period following July 1, 2025 ratification of this Agreement by SEIU and adoption of the Agreement by the City Council, Unit employees shall receive a three percent (3.0%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages.
Salary Survey Implementation:
In addition to the general wage increases above, the City will implement increases to the top of the wage schedule for the classifications represented by SEIU as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market. 49 6
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
The City agrees to make the salary survey market adjustment in the first pay period following July 1, 2025, if the parties have reached agreement as to the specifics of the position market information by July 31, 2025.
Retention Bonus:
A one-time, non-pensionable bonus will be distributed to all full-time employees who worked the entire previous fiscal year (July 1, 2024 to June 30, 2025) and who are still active employees at the time the bonus is paid. The bonus shall be paid no later than the pay period that includes November 30, 2025. Such bonus will be up to, but not to exceed, two percent (2%) of the employee’s base salary as of the close of the previous fiscal year.
This provision is not designed as a permanent program. In light of the four-year timeline for implementation of the compensation study, this retention bonus helps to keep and to recognize those employees who have been working for the City over the past year and during the upcoming MOU period.
4.1.1 Merit Increase/Step Increase
Merit/step increases will become effective on the actual anniversary date of the employee.
When an employee’s merit increase will be processed more than 30 days after its effective date, the City’s payroll department will notify employees when their retroactive pay will be processed so that employees can notify payroll of a change to their payroll deductions. The payroll department will notify the employee on the Monday of the payroll cycle (the week the paycheck is issued) and the employee will have until the next day, Tuesday by 9am, to notify payroll that they would like to make a change in their withholdings. If the Monday is a holiday, the retroactive pay will be delayed until the following pay cycle.
4.1.2 Evaluations
Performance evaluations shall be completed at least one week prior to the employee's anniversary date, but no later than sixty (60) days after this date. Employees who do not receive their evaluation within the sixty (60) day period should contact their immediate supervisor, Department Head or the Personnel Office. If the employee was entitled to a merit increase, said increase shall be retroactive to the employee's anniversary date. If a performance evaluation has not been completed within ninety (90) days after an employee submits their self-evaluation, it will be presumed that the employee’s evaluation for that evaluation period is satisfactory and the employee will then receive the merit increase they would be eligible for, not to exceed the top of the salary range. The merit increase will be, retroactive, if necessary to the employee’s anniversary date.
4.2 Salary Schedule
Salary ranges effective during the period of this agreement shall be as set forth in Appendix A 50 7
herein.
4.3 Base Wages
Base wages shall mean the hourly rate of pay earned by a unit employee within a salary range assigned by the City to the classification occupied by the employee. Base wages do not include educational incentive, overtime pay, standby pay, bilingual pay, cafeteria plan monies, or other additional payments earned by a Unit employee pursuant to this MOU. Base wages shall be calculated by dividing an employee’s biweekly salary range by 80.
4.4 Regular Rate of Pay
A Unit employee’s regular rate of pay shall be calculated according to the provisions of the FLSA.
A Unit employee shall be compensated for overtime work at one and one-half times the employee’s regular rate of pay to the nearest quarter hour.
4.5 Direct Deposit
All employees hired after ratification of this MOU, shall establish a direct deposit account in order to receive their paychecks.
5. HOURS OF WORK
5.1 Work Cycle
In accordance with the Fair Labor Standards Act, the City's work cycle is a fixed and regularly recurring period of 168 consecutive hours, seven (7) consecutive twenty-four (24) hour periods.
5.2 Regular Work Day
The normal daily work schedule (40 hour work week) for unit personnel is eight (8) hours of work time, inclusive of breaks, exclusive of a one (1) hour unpaid meal break. Maintenance employees receive a half (1/2) hour unpaid meal break.
The regular working day of employees observing a 9/80 work schedule is nine (9) hours of work within a period not to exceed ten (10) consecutive hours, interrupted by a lunch break of not less than onehalf (1/2) hour, nor more than one (1) hour; provided, the regular working day on alternate Fridays or other days, as determined by the department head, shall be eight (8) hours of work not to exceed nine (9) consecutive hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
The regular working day of employees observing a 4/10 work schedule is ten (10) hours of work within a period not to exceed 11 hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
An employee and a supervisor may agree to incidental flex time in which an employee works variable work hours with corresponding flex hours off. All requests and approvals shall be in writing. Non-exempt employees must take all flex hours off within the forty (40) hour work week 51 8
in which the variable hours are worked. Exempt employees must take all flex hours off within the eighty (80) hour work period in which the variable hours are worked. Employees who participate in an incidental flex time arrangement shall waive daily overtime for the time designated as flex time worked. Flex time may not be used to supplement or replace holiday leave pay.
A Department Head, with the approval of the City Manager and after conferring with the affected employees, may institute alternate work schedules. For the term of this Memorandum and except for bona fide emergencies, such schedules shall not be altered without first completing the meet and confer process with the Union. However, should such a schedule be implemented, overtime will be paid for time worked in excess of the alternate work schedule hours and will not be based on an eight (8) hour work day. Affected unit personnel in the City will be placed on a flexible time schedule for work hours where this schedule does not affect customer service and is appropriate.
5.3 Rest Periods
For each four (4) hours of service, each bargaining unit member is entitled to take one (1) fifteen (15) minute rest break with pay, as scheduled by the appropriate supervisor. Rest periods and lunch periods may not be aggregated and used to extend the lunch period or shorten the workday.
5.4 Regular Work Period
A regular work period for those employees on the 9/80 schedule shall be forty (40) hours to be worked within a seven (7) day period beginning at 12:01 p.m. Friday and ending at 12 noon the following Friday. However, this seven (7) day work period may be changed by the City Manager to any other consecutive seven (7) day period beginning and ending at any day and any time to accommodate alternative work schedules.
5.5 Standard Hours and Days of Work
The standard work week shall consist of five (5) days, Monday through Friday inclusive; the regular work day shall begin at 8 a.m. and end at 5 p.m. Unless otherwise approved by the department head, the regular work day' for employees observing a 9/80 schedule shall begin no earlier than 6:30 am and end no later than 6:30 pm on those days when the regular working day is nine (9) hours of work. The standard work week for employees observing a 4/10 schedule shall be as determined by the department head. This standard shall not apply to employees of departments which require different schedules of work to meet operational and service objectives of City departments.
Nonstandard hours and days of work for employees shall be as established in writing by the City Manager.
6. OVERTIME
6.1 Overtime Definition
Overtime is defined as all hours worked in excess of an employee’s regularly scheduled workweek.
For purposes of determining OT, “hours worked” means hours the employee actually worked d 52 9
expressly excludes paid time off for compensatory time off, vacation leave, jury duty and bereavement leave, sick leave or leave without pay.
Overtime will be paid in compliance with the FLSA at a rate of one and one-half (1 ½) times the employee’s regular rate of pay or a unit employee may choose in lieu of cash payment to be compensated for OT by the accumulation of compensatory time, at the rate of one and one-half (1 ½) hour’s compensatory time for each overtime hour actually worked. “Hours worked” means hours the employee actually worked as defined by the FLSA and expressly excludes paid time off for compensatory time off, vacation leave, jury duty and bereavement leave, sick leave or leave without pay for the purpose of calculating compensatory time. A maximum of forty (40) hours of compensatory time may be accrued in a calendar year.
6.2 Standby
Employees who the City expressly requires to remain available for contact and call-out for emergency call back, at times that the employee is not otherwise scheduled to be nor are on duty, shall be paid an additional salary of $50 per day on Saturdays, Sundays, City holidays, employee's flex day, and Fridays after their regularly schedule time stops and $30 per day all other periods for the hours that the employee remained available. Employee's on-call hours shall not constitute hours worked under the Fair Labor Standards Act.
The City has the exclusive right to determine the need for standby and time of standby. While on standby status, employees will be required to carry and utilize a City-issued pager or cellular telephone; respond via telephone within ten (10) minutes to any call or page; and or report fit-forduty within thirty (30) minutes following receipt of call-out information.
6.3 Callback
Employees who are called back for emergency overtime work, or are called back for emergency overtime work while on standby status, shall be paid at the rate of one and one half (1 ½) times the regular rate for all subsequent hours worked or a minimum of two (2) hours pay, whichever is greater.
The "minimum of two hours pay" includes all call backs occurring within the two hour minimum period; therefore the "minimum of two hours pay" is not compensated on a "per occurrence" basis.
Call back assignments may be transferred between employees so long as the employee who is assigned the call back assignment obtains pre-approval from their supervisor. Callback pay will be provided to the person assigned to and working the assignment, as approved by the supervisor.” The City has the exclusive right to determine the need for call back and the time of call back.
6.4 Limitation of Overtime
It is the policy of the City to keep all overtime usage to a minimum. This policy extends to all varieties of overtime usage including holdover, callback and standby. Prior written authorization of the Department Head must be secured and communicated to the employee.
In an emergency, if it is impossible or impractical to secure advance authorization from the Department Head, the supervisor may authorize paid overtime subject to ratification by the Department Head.
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Overtime shall be compensated to the nearest quarter hour (fifteen-15) minutes. This shall apply to accumulation of all overtime during a work week.
6.5 Special Events
Employees who work special events sponsored by the City may elect to earn compensatory time in lieu of overtime for hours worked exceeding the employee’s regularly scheduled workweek, subject to the forty (40) hour compensatory time accumulation per calendar year and the limitations on overtime specified in Section 6.1.
7. SHIFT DIFFERENTIALS
7.1 Shift Differential
Maintenance Personnel who are continuously and regularly assigned to a schedule of work which requires not less than fifty percent (50%) of their shift between the hours of 6:00 p.m. and 8:00 a.m will be paid a shift differential at a rate set (5%) above his or her then current base monthly step for the period assigned to the qualifying shift. The shift differential will only be payable for shifts actually worked. Overtime and workers compensation calculations will be determined in accordance with the provisions of the FLSA.
7.1.1 Flex Time
Employees on flex time or who work between the hours of 5 p.m. and 8 a.m. for their own convenience and who are not assigned to do so by their supervisor are not eligible for shift differential.
Employees who work a 9/80 schedule and are on flex time or work between the hours of 6:00 p.m. and 7:00 a.m. for their own convenience and who are not assigned to do so by their supervisor are not eligible for shift differential.
7.2 Work In Higher Class
An employee who is assigned to work in a higher position, 1) shall receive Acting Pay beginning at the start of the first full shift following 80 consecutive working hours of an Acting assignment, and 2) shall be paid for all time served in a subsequent Acting position if the employee has received Acting Pay for the same temporary classification within the preceding 12 months, and there are at least seven consecutive working days in the future Acting assignments.
The employee shall receive the salary rate of the higher class in which he or she is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the salary schedule of the higher classification, which will assure an increase of not less than five percent greater than the salary of his or her current salary step, but in no case shall such salary exceed the top salary step of the higher classification. The requirement for the performance of duties of the higher classification shall be placed in writing by the Personnel Officer following recommendation by the affected department head. No employee shall be required to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualification of the higher classification by the Personnel Officer as recommended by the 54 11
department head.
8. OTHER COMPENSATION AND BENEFITS
8.1 Tuition Reimbursement
Tuition reimbursement may be made up to $3,500 per fiscal year in accordance with established City policy. It is the City's desire to encourage employees to further their education in order to excel in their profession. For this reason, the City Manager may authorize employees to take courses during the employee's normal work day for a limited duration, if alternate classes are not available (e.g. night classes not offered). All requests must first be made through the Department Head and forwarded to the City Manager for final approval prior to commencing the course. All approvals will be based on staffing levels of the department and effects on city operations.
8.2 Uniform Allowance
Unit employees in a Public Works and Parks & Recreation Maintenance classification (including Lead Park and Abatement Specialist, Mechanics and Water personnel), Building Inspectors, Permit Technicians, Records Clerk and Animal Control Officer classifications covered by this agreement who are required to have and maintain a uniform shall receive an allowance in the amount of $630 annually, to be paid to the employee bi-weekly installments, to be used exclusively for the purchase of work trousers and maintenance of uniforms (laundry, repairs, etc.).
Unit employees must abide by department uniform standards when purchasing trousers. The City will continue to supply shirts to employees on an as needed basis, not to exceed nine (9) shirts for Public Works and Parks & Recreation Maintenance classifications (including, Lead Park and Abatement Specialists, Mechanics and Water personnel) employees and seven (7) shirts for all other classifications who receive the uniform allowance in a fiscal year. The City will provide up to one (1) winter jacket on an as needed basis as determined by the Department Head.
Repair and/or replacement of uniforms and equipment damaged or destroyed in the performance of official duty will be paid by the City. Employees are permitted to use City uniforms and equipment only while on the official duty of the City. Employees on sick leave, industrial disability leave, or leave of absence for more than four continuous weeks are not entitled to the uniform allowance for the period of time away from work.
Non-prescription safety glasses, gloves, vests, hard hats, jackets, hats and ear protection will be distributed by the Department Head on an as needed basis.
Public Works and Parks & Recreation Maintenance classifications (including, Lead Park and Abatement Specialists, Mechanics and Water personnel) will be issued a purchase requisition not to exceed the amount of Two hundred and fifty dollars ($250.00) to a vendor selected by the City when replacement prescription safety glasses are required, employees may also go to his/her own optometrist and submit a request for reimbursement through the Finance Department. Specifications will be determined by the City. One (1) pair of safety glasses will be provided as required every two years. Public Works and Parks & Recreation Maintenance classifications (including, Lead Park and Abatement Specialists, Mechanics and Water personnel) may request additional 55 12
prescription safety glasses, provided they submit a written request to the Department Head who will conduct a complete investigation and will submit findings and recommendations to the City Manager for final approval. Eye examinations are the responsibility of the employee.
8.2.1 City Contribution-Safety Boots
All represented employees required to wear safety boots as determined by the department head will be issued a purchase voucher in the amount of two hundred seventy- fifty dollars ($275.00) to a vendor selected by the City when replacement safety boots are required.
The safety boot reimbursement can be used to resole City provided safety boots and purchase safety boot accessories, including work socks, laces, insoles, waterproofing and/or care kits or an additional pair of safety boots as needed. Safety boot specifications will be determined by the City.
One (1) pair of safety boots will be provided as required between July 1 and June 30th. All represented employees required to wear safety boots may request one (1) additional pair of safety boots (as needed), not to exceed $275.00, provided they submit a written request to the department head or designee, who will make a final determination.
8.3 Bilingual Pay
Employees may be eligible to receive bilingual pay of $50 per pay period ($1300 per year).
Employee eligibility will be determined by the Department Director and the operational needs of the department.
Consistent with the above eligibility determinations, and to recognize those employees who are able to communicate effectively with members of our community who speak primarily Spanish or any other language including but not limited to sign language. The program is one of many ways our City Council encourages employees to provide the best customer service possible to our community.
8.4 Emergency Disasters
Employees will be required to mark "overtime" versus "comp time" on their time sheets, when working during an emergency disaster. This change allows the City to be reimbursed through FEMA for employees’ work time.
8.5 Certificates and License
Effective January 1, 2014 the City shall pay for the initial examination and renewal of the following certificates, licenses, or endorsements on a reimbursement basis, upon receipt of original certificates, licenses, or endorsement:
1. Class A License Premium Pay: Employees may be eligible to receive Class A premium pay of $30 per pay period. Employee eligibility will be determined by the Department Director and the operational needs of the department. Employees in classifications that require the Class A license as a minimum requirement will not be eligible for the Class A premium pay.
2. Wastewater Treatment Certification Grades Operator in Training (OIT), I, II, III and IV 56 13
issued by the California State Water Resources Control Board for Wastewater Treatment Plant Operators, Grades I, II, and III as required by job description.
3. State of California Department of Motor Vehicles Class “A” or “B” licenses as required and approved by the Department Head (including the cost of required physical examination).
4. Water Treatment Certification Grades T1, T2, T3, T4 and T5 issued by the California Department of Public Health as required by the job description.
5. Distribution System Certification Grades D1, D2, D3, D4 and D5 issued by the California Department of Public Health as required by the job description.
6. Certified Unified Program Agencies (CUPA) as required by the job description.
7. Arborist.
9. HOLIDAYS
9.1 Holiday Listing
On January 1st of each year, unit personnel will receive a Holiday Leave Bank of thirty-six (36) hours paid at straight time to be used exclusively for City observed holidays and a Floating Holiday Leave Bank of eighteen (18) hours. On July 1st of each year, unit personnel receive a Holiday Leave Bank of 72 hours paid at straight time to be used exclusively for City observed holidays. For those unit personnel on flexible work schedules and who are already scheduled a "flex day" on the holiday, and for those employees who are not on flexible work schedules and work an eight (8) hour day, the extra hours in the Holiday Leave Bank would become floating holiday hours to be scheduled for to be scheduled for use throughout the year with the approval of their supervisor.
The banked holiday hours may be used for any purpose that vacation; sick and compensatory leave may be used for, as long as prior approval is gained from the supervisor.
Any extra floating holiday hours not used by the end of the calendar year would be carried over for ninety (90) days. If the employee does not use the hours by that date, they lose the carryover hours. The Holiday or Floating Holiday Leave Bank hours do not have a cash value.
If a holiday is worked, unit personnel receive pay at the overtime rate for all hours worked, in addition to straight time holiday pay. If an employee decides to use all the holiday leave bank which results in not having any holiday leave available for holidays, then the employee would then have to use vacation leave, compensatory leave, or leave without pay (according to the adopted leave without pay procedures) to cover time off on holidays where the City was closed. Employees would not have the option of working when the City was closed for a holiday if they did not have any time of leave time available. The following days are considered holidays:
New Year's Day - January 1
Martin Luther King Day - Third Monday in January
Presidents' Day - Third Monday in February
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Memorial Day - Last Monday in May
Independence Day - July 4
Labor Day - First Monday in September
Veteran's Day- November 11th
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve – December 24
Christmas Day - December 25
New Year’s Eve – December 31
Two (2) floating holidays
Employees hired between the holiday allocation periods will receive the holiday bank in accordance with allocation for that period, less any holiday (at 9 hours per holiday) that have already been observed.
10. VACATION
10.1 Vacation Entitlement
Vacation Leave accrual is prorated hourly as earned. An employee may accumulate up to a maximum of two-hundred eighty (280) hours accrued Vacation Leave. Any employee who has accrued the maximum amount of vacation will not accrue any more vacation until their balance is below two-hundred eighty (280) hours. Annual accrual rates for employees with continuous years of service are as follows:
Less than five years: 96 hours
Five years, but less than ten years: 120 hours
Ten years, but less than fifteen years: 144 hours
Fifteen, but less than twenty-one years: 160 hours
Twenty-one years, but less than twenty-five
years:
180 hours
Twenty-five or more years: 200 hours
10.1.1 All use of Vacation Leave shall be at such time as approved by the employee's Supervisor or Department Head. Use of Vacation Leave shall be scheduled at such times as the Department Head finds most suitable after considering the wishes of the employee and the requirements of the Department. For the efficiency and effectiveness of City services, Supervisors or Department Heads may assign the use of Vacation Leave and designate when it will be taken. All requests for use of Vacation Leave must be approved by the Supervisor or Department Head in writing prior to the commencement of the requested use on a form provided by the Personnel Office. Completed forms are to be forwarded to the Personnel Office only after being utilized by the Department Head or Supervisor to verify timesheets. 58 15
If an employee submits a written request for vacation leave at least twenty-one (21) days prior to the first date of the requested vacation, a manager/supervisor shall respond within fourteen (14) calendar days of the written request for vacation.
10.1.2 Vacation Leave will not accrue while an employee is on Leave of Absence without Pay.
Accumulated and unused Vacation Leave may be used to supplement Sick Leave if the employee has exhausted Sick Leave accruals. Paid holidays occurring during vacation are not charged to Vacation Leave. If an employee on vacation becomes sick, Sick Leave may be substituted subject to the approval of the Supervisor or Department Head. If the request is denied, reason must be given in writing at time of denial.
If an employee transfers from one department within the City to another, the Vacation Leave credits shall also be transferred.
10.2 General Provisions
10.2.1 Vacation Credit
An employee shall begin accruing vacation upon the first day of employment. Vacation leave time shall be accrued as it is earned on a biweekly basis. Employees on leave without pay status shall not earn vacation. Vacation time shall not be taken until earned and shall be subject to all other provisions of this agreement.
10.2.2 Vacation Usage
The times during which an employee may take vacation shall be as approved by the Supervisor, provided that if the requirements of the City service are such that part or all of an employee's vacation must be deferred beyond a calendar year, the employee may take vacation during the following calendar year. A Department Head may also approve vacation if the employee's Supervisor is unavailable or if the employee's immediate supervisor is a Department Head. In the event that an employee requests, but is repeatedly denied vacation, and if such denial would cause the employee to exceed the 280 hour limit, the City Manager may temporarily increase the vacation limit until a mutually agreed upon vacation can be scheduled.
10.2.3 Vacation Schedule
In the scheduling of employee vacations, Supervisors will give first consideration to the employee's choice. In the event of a conflict or a dispute among employees, reasonable recognition of seniority and annual rotation will be used to resolve such conflict or dispute. Authorization of use of any vacation time shall continue to be subject to organizational needs.
10.2.4 Effect of Termination on Vacation
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Vacation is credited to the employee upon appointment and each pay period. Upon termination of an employee's service with the City, he/she shall be paid a lump sum for all accrued, but unused, vacation hours.
10.2.5 Status Report of Accrued Vacation Leave
The City will provide regularly to each employee on his/her paycheck stub an official record of his/her accrued vacation leave. Verification of an employee's official accrued vacation leave record will be provided by the City based on a reasonable request for such verification.
10.3 Vacation Buyback
Should the revenues increase during the first half of the fiscal year, the City agrees to meet with SEIU to re-consider a partial or full vacation/comp buyback.
Unit employees may buyback vacation and/or comp leave with continuous years of service as follows:
Less than five years: up to 40 hours
Five years, but less than 10 years: up to 60 hours
More than 10 years: up to 80 hours
1. Employee must have taken a minimum of forty (40) hours of vacation leave during the period November 1st - October 31st prior to submitting the request.
2. Employee must maintain a minimum balance of 100 hours of vacation leave after submitting the request.
3. Employee must submit request form to Human Resources Manager by October 31st, with payment to be made the first pay period of December. Forms will be available in the City’s “O” drive and/or through the Human Resources Office.
11. SICK LEAVE
11.1 General
11.1.2 Usage
Sick leave with pay up to the total number of accumulated sick days shall be-granted by the Department Head in case of bona fide illness or injury of employee. Immediately upon return to work, the employee shall complete and submit the “City's Absence and Leave Affidavit” to his/her immediate supervisor. The City may determine, by reasonable means, the validity of any sick leave usage either as a condition of continuing an employee on sick leave status or as a requirement of 60 17
returning to work. Additionally, if the City suspects an employee is abusing or has abused sick leave, the City may require the employee to be examined by the City's physician at no cost to the employee.
11.1.3 Over 3-Day Absence
For absence of more than three (3) days, an employee may be required to present a medical doctor's certificate verifying the personal illness or injury and/or a medical authorization to return to work.
11.2 Leave Transfer
Unit employees will have the ability to transfer earned leave bank (vacation and/or comp) to other employees in Units participating in this program, subject to the following conditions:
1. No one can, by use of this transfer, reduce his or her accrued vacation and sick leave to less than 40.0 hours in each bank.
2. All such transfers shall be approved by the Personnel Officer or his/her designee.
3. All transfers shall be anonymous to the transferee.
The Personnel Officer shall determine the amount of leave, if any, which an employee may receive under this section. Employees wishing to donate leave must do so in writing to the Personnel Officer. Donated leave shall be utilized in the order of receipt by the Personnel Officer, and will be converted to sick leave for the employee’s use for the defined purpose only. The amount of leave time transferred under this section which remains unused shall be returned to the employee or employees who transferred the leave when the Personnel Officer or designee finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred.
11.3 Bereavement and Special Sick Leave
Leave with pay up to five (5) working days per incident of death, but not to exceed 80 hours in a fiscal year, shall be granted by the Department Head in case of the death of a mother, father, mother-in-law, father-in-law, spouse, sister, brother, son, daughter or domestic partner of the unit member or grandparent or grandchild of the unit member or his/her spouse, aunt, uncle, cousin, niece, nephew daughter-in-law, son-in-law or brother-in-law. Also applies to persons related by blood or marriage residing in an employee’s home.
Bereavement leave or special sick leave, in case of death of other persons, may be granted only upon approval of the City Manager.
11.4 Prenatal and Paternity Leave
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Maternity and Paternity Leave will be granted to eligible employees in accordance with the current Family and Medical Leave Act (FMLA). Eligible employees shall charge time-off against any accumulated leave, including sick leave.
11.6 Exceptions
Sick leave pay shall not be granted for any injury attributable to an outside occupation (for which Worker's Compensation benefits are available and engagement herein has not been authorized).
11.7 Exhaustion of Sick Leave
When an employee is on sick leave status and such sick leave time due the employee has been exhausted, subsequent leave of absence shall first be charged to compensatory time accruals and then to vacation accruals.
11.8 Doctor/Dentist Visits
Sick leave may be used for doctor or dentist visits or to obtain medical or dental care, subject to advance approval by the Department Head.
12. INDUSTRIAL ACCIDENT LEAVE
When an employee sustains an accident which results in an injury or illness arising out of and in the cause of employment which is compensable under the State Workers' Compensation Act and which injury or illness necessitates the employee's absence from work, the first three (3) calendar days of such absence shall be deemed to be Industrial Leave and the employee shall receive his/her regular salary for any regularly scheduled work days occurring within the three (3) day period following the date of such injury or illness, providing the injury or illness was not due to the employee's gross negligence or and that such absence from work is substantiated by a statement of a licensed physician certifying that the nature of the illness or injury is sufficiently sever to require the employee to be absent from his/her responsibilities for a rehabilitative period. (Wages for the day of the injury will be paid for the regularly scheduled hours worked and is not a day of absence for leave purposes.)
If the employee is not able to return to work after three (3) calendar days of Industrial Leave following the day of the injury or illness, the employee shall then be eligible leave under the Family Medical Leave Act (FMLA), if qualified. The employee is permitted the option of taking leave without pay from the City while receiving those benefits allowed by the provisions of the State Workers' Compensation Act, or the employee may integrate his/her accumulated Sick Leave or Vacation Leave to his/her credit, with temporary disability benefits paid under the State Workers 62 19
Compensation Act. In no instance shall an employee receive dual compensation from the City and the Workers' Compensation Insurance Fund.
The employee has the right to notify the City, in writing, prior to an injury, of his/her choice of physician should the employee be injured. The pre-designated medical provider must meet the requirements of CCC §9783 and agree to treat the employee for work related injuries. If the employee does not make this prior notification, the City has the right to require that the treatment be provided by a City designated medical examiner during the first thirty (30) days after the injury in accordance with Sections 4600 and 4601 of the Labor Code. If treatment is required on an emergency basis, and obtained from a non-City provider, the employee’s follow-up medical care will transfer to a provider designated by the City. The employee agrees to keep all medical appointments and follow prescribed treatment plan restrictions for both work and personal activities. This does not preclude the employee from seeking emergency treatment from a physician of the employee's choice, or from being evaluated by a doctor of the employee's choice even while under treatment from the City's medical examiner. In such circumstances, other than in emergency situations, use of a personal physician would be at employee's expense. If the employee is still in need of medical care thirty (30) days after the work related and reported injury, the employee has the right to be treated by a doctor of his/her choice.
All medical appointments related to industrial injuries must be scheduled during working hours.
Overtime compensation will not be available for medical appointments related to industrial injuries that are not scheduled during non-work hours.
12.1 Modified Duty
City and Union agree to the Modified Duty policy as stated in the Personnel Rules and Regulations, Rule 3.4.F that all modified duty need not be necessarily confined to the employee’s department. After a review of the doctor’s release to return to work, the employee’s capabilities and the needs of the City may result in assignment to another Department.
13. SPECIAL LEAVE
13.1 Miscellaneous Leave With Pay
An employee shall be granted leave of absence with full pay for:
1. Jury service;
2. Subpoena of him/her as a witness in a City matter; or
3. Attendance in court resulting from his/her official duties as assigned by the City Manager.
Paid leaves of absence will not apply if an absence for any of the above reasons falls on a day which is not a regularly scheduled work day, including flex days off.
Any extra compensation received by the employee for the above (travel time exempt) shall be remitted by the employee to the City.
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Employees who appear in court as a plaintiff or defendant in any action not related to their official duties shall not be paid for time away from work, unless that time is previously approved in writing for the use of accumulated paid leave, except sick leave. Eligible employees may be allowed unpaid time off or use vacation leave, administrative leave, or compensatory time if summoned to appear in court as a witness in a non-City matter.
13.2 Leave of Absence Without Pay
The City Manager or designee may grant a full time regular employee a leave of absence without pay not to exceed one (1) year for non-medical purposes. Such leaves may be granted after vacation, administrative leave, holiday leave/bank, and compensatory leave accruals have been exhausted. Sick leave accruals may not be used for non-medical leaves.
Under no circumstances, unless approved by the Personnel Officer, may an employee use a leave of absence without pay for the purposes of working for another employer or to pursue selfemployment.
13.3 Family Care and Medical Leave
Family leave shall be as identified in the City's Personnel Rules and Regulations entitled “Medical Leave,” Section 7.7.
14. BENEFITS AND INSURANCE
14.1 City Contribution
The City provides a monthly contribution to each eligible member of the unit to be used towards the Cafeteria Benefit Plan. These funds are to be used for eligible insurance plans included within the Cafeteria Plan or an individual account administered by the City. Cafeteria Plan options include health, dental, group term life, and supplemental disability and accident insurance.
Effective the first pay period commencing on or after December 1, 2025, the City shall provide 1,550.00 per month ($775.00 paid for the 1st or 2nd pay period each month) for each Unit employee towards the City’s health insurance reimbursement plan (Cafeteria Plan).
Effective the first pay period commencing on or after December 1, 2026, the City shall provide 1,650.00 per month ($825.00 paid for the 1st or 2nd pay period each month) for each Unit employee towards the City’s health insurance reimbursement plan (Cafeteria Plan).
Employees electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive a maximum opt out allowance of $1,000.00 per month.
Employees who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $1,000, shall be eligible to cash out the difference between $1,000 and the cost of the premium.
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Employees hired after July 1, 2021 electing to opt out of medical coverage will receive a maximum opt out allowance of $500.00 per month. Employees hired after July 1, 2021 who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $500, shall be eligible to cash out the difference between $500 and the cost of the premium.
All employees must enroll in an available City health program unless they submit to the City both proof of health coverage and a signed health insurance waiver. Employees who fail to complete both requirements will not be allowed to utilize their Cafeteria Benefit Plan contributions for any other eligible plans. During the Open Enrollment periods only, the City reserves the right to require an employee to provide annual recertification of outside health coverage in order to continue to receive the cafeteria benefit. The City agrees to meet annually with SEIU prior to the City’s Open Enrollment period to discuss any changes to the design of any health plans, including anticipated changes in premiums.
The City may reopen negotiations at any time during the term of the MOU to discuss options for medical plans outside of CalPERS.
14.2 City Matching Contribution to Deferred Compensation Plan City agrees that effective in the first full pay period in January 2024, or earlier if the City can implement this provision earlier, the City shall provide a matching contribution to an employee’s deferred compensation plan of up to one percent (1%) of the employee’s base salary. For example, if an employee earns $50,000 base salary per year and contributes $25 into their deferred compensation plan each pay period for a total of $650 annual contribution, the City will contribute $500 annually to the employee’s deferred compensation plan. $500 is one percent of $50,000. If the employee contributes $10 per pay period for a total of $260 annually, the City shall contribute $260 to the employee’s deferred compensation account.
14.3 Eligibility
When an employee commences work with the City, his/her benefit distribution selection shall become effective the first of the month following date of employment. Deductions for benefits shall be made one month in advance for which coverage is provided.
14.4 Selection
Employees will choose from available health insurance programs and/or health and dental plans at such times as carriers allow for open enrollment periods. Dependent coverage may be added or deleted between open enrollment periods subject to conditions imposed by the selected carriers.
14.5 Enrollment
The times at which enrollment in or withdrawal from the non-mandatory disability income insurance plan is authorized shall be established by City policy subject to requirements of the insurance carriers.
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14.6 IRS Section 125 Plan
The City provides the IRS Section 125 Flexible Benefits Plan on a Citywide basis to all full-time regular employees. The City agrees to provide payroll deductions for participating employees, and make appropriate disbursements to the plan administrators. Selection of the plan administrator is the responsibility of the City. The City reserves the right to discontinue the Flexible Spending Plan program at the conclusion of the Plan year on October 31st, if there is insufficient Citywide employee participation to break even on administrative costs. In the current FSA Plan year, November 1st to October 31st, the City will pay the annual fee and the enrolled monthly employee administrative fee. Should fewer than ten employees’ Citywide sign-up for an FSA for the new plan year beginning November 1st of each Plan year, the City reserves the right to discontinue its participation in the Plan. The City shall provide a minimum of thirty (30) days’ notice to the Union prior to the effective date of any planned discontinuation of the IRS Section 125 Flexible Benefits Plan.
14.7 State Disability Insurance (SDI)
The City shall participate in the employee-paid State Disability Insurance Program (SDI) for represented General Unit Employees pursuant to applicable State regulations and the following provisions.
A. For purposes of this section only, the term “employee” shall include regular employees assigned to SEIU classifications.
B. If the bargaining unit chooses to withdraw from SDI after the required two (2) years, membership must present a majority petition indicating such desire.
C. All Unit employees will be automatically enrolled in SDI and premiums will be deducted from the paycheck.
D. The City will be responsible for making payments to SDI on behalf of Unit employees and for all any reporting requirements.
E. SDI is not a City-provided or administered benefit. Unit employees will be responsible for filing claims and requesting updates through SDI of their claim status. If an employee has an SDI questions, they will be required to contact and SDI directly at (800) 480-3287 or go to their website at www.edd.ca.gov.
F. Per State Regulation, benefits for employees not previously covered by SDI shall become effective seven (7) months after enrollment.
15. RETIREMENT
15.1 PERS Plan
The City shall provide for employee retirement benefits through participation in the Public 66 23
Employee’s Retirement System (PERS) as follows:
A. For “Miscellaneous” employees hired prior to January 1, 2013, and for miscellaneous employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA) Miscellaneous members hired prior to March 20, 2006 will be provided with the 2.5% @ 55, Tier One (1) service retirement formula;
Miscellaneous members hired after March 20, 2006 will be provided with the 2% @ 55, Tier Two (2) service retirement formula;
The retirement allowance will be computed on the highest one (1) year of compensation.
B. For “Miscellaneous” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA
Miscellaneous members will be provided with the 2 % @ 62 service retirement formula; The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
15.2 Contribution to PERS
All New Members (as defined by PEPRA) hired by the City on or after January 1, 2013 will pay the full employee contribution, which will be one-half the normal cost rate as determined by CalPERS.
For employees who are members of the City’s 2.5% @ 55, Tier One (1) service retirement formula, the cost of the 8% employee contribution will be paid by the employee, through pretax payroll deduction.
For employees who are members of the City’s 2.0% @ 55, Tier Two (2) service retirement formula, the cost of the 7% employee contribution will be paid by the employee, through pretax payroll deduction.
16. WORKING CONDITIONS
16.1 Safe Working Conditions
The City shall provide safe working conditions for all Unit members as required by law. The City has established an Injury and Illness Prevention Program (IIPP). One of the objectives of this policy is to meet on a quarterly basis with General Safety Committee. The Union is authorized to have one-member representative (and one alternate) to serve on the General Safety Committee.
The Union will be responsible for providing the names of the member and one alternate to the City.
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16.2 Work Site Safety Practices
Unit members shall cooperate with management in maintaining good work site safety practices in all facilities.
16.3 Reporting Unsafe Conditions
Unit members shall be responsible for reporting to their immediate supervisor any condition believed to be unsafe or unhealthy.
16.4 Investigations
The City will investigate such reports and take appropriate action to correct conditions found to be unsafe or unhealthy.
16.5 Safety Equipment
The City will provide all necessary safety equipment as required by Section 6401 of the State Labor Codes, subject to any applicable legislation or judicial interpretation of that statute during the term of this Agreement.
16.6 Orientation Period
The orientation period of newly hired employees within the bargaining unit shall be six (6) months of paid service. At the discretion of the City Manager, the probationary period for a newly hired employee may be extended for up to an additional six (6) months from date of hire, if circumstances warrant, by giving notice to the employee fifteen (15) calendar days before the scheduled completion date of the normal probationary period. The probationary period for promoted employees shall be six (6) months of paid service. Rejection of probation shall be as set forth in the personnel rules and regulations as adopted by the City.
16.7 Layoff Procedure
Layoff procedures were adopted by the City Council as a citywide effort to provide a means to determine which employees are to be demoted or laid off when a reduction in force occurs. Layoff procedures are not exclusive to any bargaining unit, and are referenced in the Santa Paula Municipal Code (SPMC) §33.12. The City agrees to meet with SEIU to discuss any changes in layoff procedures prior to amending §33.12 of the SPMC.
The City may, after such consultation with the affected Union and bargaining units as may be required by law, consider alternative actions in order to minimize layoffs. The appointing authority will identify those classifications which will be reduced that will minimize the impact on the continued effectiveness of that Department and will meet the necessary reduction in force requirements as determined by the City.
a. Definitions. These definitions apply for purposes of layoff, displacement and reemployment:
1. SENIORITY - CITY SERVICE (“City Seniority”). The total continuous service in 68 25
regular or probationary City employment including all positions held in the City work force. City of Santa Paula Paid-Call Fire Service experience is excluded in calculating City Seniority.
2. SENIORITY - CLASSIFICATION LENGTH OF SERVICE. (“Classification Seniority”) The total period of time (does not need to be continuous) an employee has been in a particular classification as a regular or probationary employee.
3. SENIORITY - FLEXIBLE STAFFING. For purposes of layoff and displacement, flexibly staffed classifications are considered as one classification. b. Notification.
1. Once the City has determined a preliminary plan for “Lay Off”, the City will notify the affected Unions and bargaining units and the City of Santa Paula will meet to discuss the impact this proposed plan will have on bargaining unit employees.
2. All regular City employees to be laid off will be given written notice from the Human Resources Department of the effective layoff date no less than fifteen (15) calendar days prior to the effective date. The City will provide a copy of the notice to the affected Union or bargaining unit via hand delivery or certified mail.
3. The written notice must inform the employee of applicable displacement and priority reemployment rights.
c. Reduction in Force. Once the classifications to be reduced have been identified, the reductions shall be by inverse seniority order within the groupings below in the following sequence:
1. Temporary employees in the identified classifications must be terminated.
2. Provisional employees in the identified classifications must be terminated.
3. Employees serving an initial probationary period in the identified classification must be terminated.
The Human Resources Manager must then determine the employee(s) to be laid off. Layoffs must be in the following order:
4. Regular employees who within the twenty-six (26) pay periods immediately prior to the effective date of layoff have had their merit increase withheld for reasons of “unsatisfactory” or “not effective” job performance.
5. Regular employees who within the twenty-six (26) pay periods immediately prior to the effective date of layoff received an overall “unsatisfactory” or “not effective” job 69 26
performance evaluation (overall “not effective” is considered a summary rating of below 2.0 on evaluation form).
6. Regular employees with the least classification seniority.
7. If there are two or more employees to be laid off who have identical classification seniority, the order of layoff will be by City Seniority. If such City Seniority is also identical, layoff must be determined by drawing of lots. For Fire Department employees only, in the event of a tie, the tie breaker will be the person’s final examination score on the certified eligibility list that determined their classification/rank. Any additional criteria as to seniority for Fire employees will be at the discretion of the Fire Chief. d. Exceptions to Layoff Seniority: Whenever the Human Resources Manager believes that the best interest of the City requires the retention of employees with special qualifications, characteristics, skills and fitness for the work, the Human Resources Manager may prepare a written request to the City Manager to grant an exception to the order of layoff after consultation with representatives of the recognized employee associations. e. Displacement Rights (Bumping):
1. Regular employees who are designated to be laid off and have held regular status in a previously held classification may demote into a vacant position or may displace employees in the previously held classification provided that the employee exercising the displacement privilege has greater City Seniority than the incumbent in the classification to which the employee is bumping and meets the current job requirements and any special skills required of the position. If the employee designated to be laid off has not held regular status in a previously held classification, then no displacement rights accrue to that individual.
2. Employees being displaced must be displaced in the same order as specified in Section c - Reduction in Force.
3. An employee must exercise displacement privileges within five (5) working days after receipt of a notice of layoff, by written notice to the Human Resources Manager. If displacement privileges are not exercised within the specified time period, they are automatically forfeited.
f. Demotions in lieu of Layoff.
1. An employee designated for layoff must be demoted into a vacant lower classification for which he/she has not held regular status if the following conditions are met:
a. The employee requests or otherwise agrees to the demotion, b. The employee meets the minimum qualifications of the lower position, and c. The City Manager concurs with the proposed action.
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d. Employees who are not currently serving in the Fire Department in a sworn position at the time of layoff may not request demotion into the Fire Department in a sworn position.
e. Employees who are not currently serving in the Police Department in a sworn position at the time of the layoff may not request demotion into the Police Department in a sworn position.
f. If there are two or more employees who meet the eligibility requirements specified in a – e above, and request demotion to the same position, the order of eligibility of demotion will be by City Seniority. If City Seniority is identical, demotion entitlement must be determined by drawing of lots. For Fire Department employees only, in the event of a tie, the tie breaker will be the person’s final examination score on the certified eligibility list that determined their classification/rank. Any additional criteria as to seniority for Fire employees will be at the discretion of the Fire Chief.
2. All employees who are demoted will be paid at the same rate of pay as prior to demotion, if, and only if, the base wage is within the range of the lower position. If this is not the case, the rate of pay must be within the salary range of the lower position which is closest to the rate of pay prior to demotion (see Rule 3.4(c) of the City’s Personnel Rules and Regulations).
3. An employee must accept a demotion within five (5) working days after receipt of a notice of demotion, by written notice to the Human Resources Manager. If acceptance is not exercised within the specified time period, an employee will automatically forfeit the ability to demote.
g. Transfers in lieu of Layoff.
1. An employee designated for layoff must be transferred to a vacant authorized position with the same maximum salary grade/range if the following conditions are met:
a. The employee requests or otherwise agrees to the
transfer,
b. The employee meets the minimum qualifications of
the position, and
c. The City Manager concurs with the proposed action.
d. Employees who are not currently serving in the Fire Department in a sworn position at the time of layoff may not request transfer into the Fire Department in a sworn position.
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e. Employees who are not currently serving in the Police Department in a sworn position at the time of the layoff may not request transfer into the Police Department in a sworn position.
f. If there are two or more employees who meet the eligibility requirements specified in a – e above, and request transfer to the same position, the order of eligibility for transfer will be by City Seniority. If City Seniority is identical, transfer entitlement must be determined by drawing of lots. For Fire Department employees only, in the event of a tie, the tie breaker will be the person’s final examination score on the certified eligibility list that determined their classification/rank. Any additional criteria as to seniority for Fire employees will be at the discretion of the Fire Chief.
2. Employees who are transferred will be paid at the base wage equal to the base wage prior to transfer.
3. An employee must accept a transfer within five (5) working days after notice of transfer is given, in writing to the Human Resources Manager. If acceptance is not exercised within the specified time period, an employee will automatically forfeit the ability to transfer. h. Reemployment List for Demoted Employees.
1. Employees who are demoted in lieu of layoff must have their names placed on a Reemployment List(s) for Demoted Employees. Employees must have their name placed on lists for classifications at the same or lower salary grade/range in the same classification series as the classification held at the time of the demotion or any classification in which the employee held regular status. Vacant positions within a classification series shall be first offered to employees on these lists.
2. Eligible employees will be placed on and selected off eligibility lists in the following order.
i. Employees with the greatest Classification Seniority. When the Classification Seniority is equal, the Human Resources Department must notify all those on the reemployment list with equal seniority of the reemployment opportunity and if reemployment interest is expressed, they will be interviewed and considered to fill the vacancy.
i. Reemployment List For Laid Off Employees.
1. Employees who are laid off and who held regular status at the time of layoff must have their names placed on a Reemployment List for each classification in which they previously held regular status and for classifications at the same or lower salary grade/range for which they meet minimum qualifications. Vacant positions in such classifications will be 72 29
offered to eligible employees on the Reemployment List who qualify for such vacancies after employees on the Reemployment List for Demoted Employees and prior to an open or promotional recruitment for the vacancy.
2. Eligible employees will be placed on and selected off the list in the following order:
i. Employees with the greatest classification series seniority. When the classification series seniority is equal, the Human Resources Department must notify all those on the reemployment list with equal seniority of the reemployment opportunity and if
reemployment interest is expressed, they will be interviewed and considered to fill the vacancy.
j. Duration of Reemployment Lists. The eligibility of the individual on the Reemployment Lists must extend for a period of one (1) year from the date of demotion or layoff. The reemployment list may be extended beyond one year based on the needs of the City as approved by the City Manager. Eligible employees not responding to written notification of an opening within five (5) working days of receipt of notification must have their names removed from the Reemployment List. Eligible employees that refuse an offer of reemployment to the same classification (or equal classification) that they held at the time of layoff must have their names removed from the Reemployment List for that classification and all classifications at the same or lower salary grade/range. Once a person on a reemployment list is reinstated to a regular position as a result of his or her reemployment rights, his or her name will be removed from the reemployment list for the classification to which he or she was reinstated and from all reemployment lists for classifications at the same or lower salary range of the classification in which he or she was reinstated. A list outlining the person’s status on all reemployment lists will be incorporated in the notice of the reemployment opportunity.
k. Restoration of Benefits Upon Reemployment Following a Reduction in Force.
Upon reemployment following a reduction in force, an individual will have the following benefits restored:
1. Prior sick leave balances and accrual rate at time of layoff.
2. Classification Seniority at time of layoff for purposes of determining merit increases and future reduction in force. City Seniority at the time of layoff for purposes of determining vacation leave accruals and future reduction in force.
3. No probationary period will apply upon reemployment or reappointment, in the case of demoted or laid off employees, unless the employee has never 73 30
held regular status within the classification series for the classification the employee is appointed to.
.
l. Non-Discrimination in Reduction in Force. Layoffs and demotions which result from a reduction in force must be made without impermissible consideration being given to an employee’s race, color, religious belief, national origin/ancestry, ethnicity, gender, marital status, sexual orientation, age, disability (physical or mental), medical condition or union membership or lack thereof. m. Due Process Procedures
1. Pre-Layoff Procedural Due Process
a.) A regular employee will be provided the following safeguards prior to the implementation of a lay off:
1. A written notice of the proposed lay off;
2. The reasons for the proposed lay off;
3. The right to respond to the proposed layoff orally, in writing, or both to the applicable department head within seven (7) calendar days from the date of the written notice.
b.) The Department Head must consider the employee’s oral and/or written response and may render a reply with comments in writing within seven (7) calendar days after receiving the employee’s response.
2. Post-Layoff Procedural Due Process
If a regular employee believes the layoff is a pretext for discipline or in retaliation of protected activity, the employee has the right to request an appeal hearing with the Personnel Officer or his or her designee. The issue to be decided in the appeal hearing is limited to whether or not the layoff is a pretext for discipline or in retaliation for the protected activity and not based upon grounds such as a lack of work or appropriations of monies, or other reasons not related to fault, delinquency or misconduct on the part of the employee. The Employee has the burden of proof on that issue.
16.8 Cooling-Off Period
If an employee resigns from employment with the City, the City Manager or his or her designee may choose to make the resignation effective immediately regardless of any advance notice which may be provided by the employee. However, such an employee will be allowed a “cooling off” period of two working days within which to rescind their resignation. An employee who wishes to rescind his or her resignation must do so in writing and the writing must be delivered to the City 74 31
Manager by the close of business on the second business day of the "cooling off' period. An employee who timely rescinds his or her resignation during the "cooling off' period shall not be considered to have been separated and shall be treated as if there was no break in service. Any time during which such an employee is absent from work as a result of resigning shall be unpaid.
17. DRUG AND ALCOHOL TESTING
The City must comply with Federal requirements on random drug and alcohol testing. City will continue to enforce the adopted City policy. Drug and alcohol testing will be conducted to ensure compliance with the City’s Drug and Alcohol Policy, Personnel Rules and Regulations, Section
2.5; the Federal Drug Free Workplace Act of 1988 and the Omnibus Transportation Employee Testing Act of 1991. Drug and alcohol testing shall be performed using the standards approved by the U.S. Department of Transportation. Drug and alcohol testing is administered for preemployment, random testing (required for City employees holding a Commercial Driver’s License (CDL) Class A or Class B and driving a Commercial Motor Vehicle (CMV) required by the Omnibus Transportation Employee Testing Act of 1991 and for Safety Sensitive employees pursuant to the City’s policy), reasonable suspicion, post-accident, return-to-duty and follow-up testing as outlined in Section 2.5 G of the Personnel Rules and Regulations.
18. CONCERTED ACTIVITIES
18.1 Definition Strike/Work Stoppage
As used in this section, "strike or work stoppage" means the concerted failure to report for duty, the willful absence from one's position, the stoppage of work, or the abstinence in whole or in part from the full, faithful performance of the duties of employment for the purpose of including, influencing or coercing a change in the conditions of compensation, or the rights, privileges or obligations of employment.
18.2 No Strike Clause
During the term of this MOU, it is agreed and understood that there will be no strike, work stoppage, slow down, or refusal to fully and faithfully perform job functions and responsibilities, or any interference with the operations of the City, or any concerted effort designed to improve its bargaining positions which interferes with, impedes or impairs City operation by the Union or by its officers, agents or members. The Union agrees that neither the Union nor its officers, agents or members will, in any manner whatsoever honor, assist or participate in any picketing activities, sanctions or any other form of interference with City operation by any other non-Unit employees or members of other employee associations or groups.
18.3 Lockout
During the term of this MOU, the City agrees not to engage in any lockout.
18.4 Court Enforcement
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Furthermore, the Union and City agree that the provisions in this Article are enforceable in a court of law, once the grievance procedures have been exhausted.
19. GRIEVANCE
All disputes arising under this Agreement shall be resolved in accordance with the City's adopted Grievance Procedures, as set forth in the Personnel Rules and Regulations.
20. DISCIPLINARY ACTION
All disputes arising under this Agreement shall be resolved in accordance with the City's adopted Disciplinary Procedures, as set forth in the Personnel Rules and Regulations.
21. COMPLETION OF MEET AND CONFER
The parties acknowledge that, for the life of this Agreement, each voluntarily and unqualifiedly waives the right to meet and confer with respect to any subject explicitly addressed in this MOU.
It is recognized that during the term of this agreement, it may be necessary for Management to make changes in matters defined as within the scope of representation (pursuant to Government Code Section 3504), such as hours, working conditions, or rules governing employees. When Management finds it necessary to make such changes, it shall notify the Union in writing indicating the proposed change before it is implemented. If the Union requests, the parties shall expeditiously undertake negotiations regarding the effect the change would have on employees.
If the Union does not request negotiations, the change may be implemented. If the Union does request negotiations, any agreement resulting from such negotiations shall be reduced to writing.
Nothing herein shall limit Management's authority to make changes necessitated by an emergency and such changes will not extend beyond the duration of the emergency. In addition, Management will notify the Union of such changes as soon as practicable.
22. SEVERABILITY
If any provisions of this MOU are held to be contrary to law by a court of competent jurisdiction, such provisions will not be valid and subsisting except to the extent permitted by law, but all other provisions will continue in full force and effect; however, no provisions in this MOU shall be construed to result in an illegal discriminatory act based on race, creed, color, sex, national origin or other protected basis.
23. NON-DISCRIMINATION
The provisions of this MOU shall be applied equally to all employees covered hereby without favor or unlawful discrimination based on actual or perceived race, religious, creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, or sexual orientation, or other factors not directly related to the successful performance of the job. 76 33
24. LIFE INSURANCE
The City agrees to provide bargaining unit employees with group term life insurance coverage of $100,000 for each employee and $5,000 for eligible dependents of each such employee.
24. TERM
This Agreement shall be in effect from July 1, 2025 through June 30, 2027. It shall continue in effect thereafter from year to year unless either party gives one hundred twenty (120) days’ notice (March 2nd) prior to the yearly anniversary date, to terminate or modify this Agreement.
25. FINALITY OF RECOMMENDATIONS
Upon ratification by the City Council and the Union membership, the recommendations set forth above are final. No changes or modifications shall be offered, urged or otherwise presented by said Union or the City Manager to the City Council for the period of the MOU except as mutually agreed upon by the Union and the City Manager. [Signatures on next page]
77 34
SIGNATURE PAGE TO MEMORANDUM OF UNDERSTANDING
FOR THE UNION (SEIU Local 721) FOR THE CITY OF SANTA PAULA __________________________ _______________________________ Carson Acosta, SEIU Local 721 Irma Rodriguez Moisa
Chief Negotiator Chief Negotiator
________________________ _______________________________ Daniel Blanco Lorena Alvarez
Worksite Organizer Human Resources Administrator
_________________________
Nick Lane
Bargaining Team Member
Frank Michl
Bargaining Team Member
____________________________
Martin Montelongo
Bargaining Team Member
78 35
APPENDIX A
POSITION CLASSIFICATION
300 SEIU
301 CUSTODIAN
302 CUST SERVICES REP
304 WATER DIST. OPERATOR I
305 LEAD PARK AND ABATEMENT SPECIALIST
307 ACCOUNTING SPECIALIST
309 ADMINISTRATIVE ASSISTANT
311 ANIMAL SERVICES COORDINATOR
313 SENIOR ADMINISTRATIVE ASST
314 WATER DISTRIBUTION OPERATOR II
315 MECHANIC I
318 WATER TREATMENT/PRODUCTION OPERATOR I
320 WATER TREATMENT/PRODUCTION OPERATOR II
321 WATER DISTRIBUTION OPERATOR III
322 LEAD WATER DISTRIBUTION OPERATOR
323 BUILDING INSPECTOR I
324 MECHANIC II
325 WATER DISTRIBUTION OPERATOR IV
326 BUILDING INSPECTOR II
328 ENGINEERING TECH/INSPEC
329 SENIOR ACCOUNTING TECHNICIAN
330 EQUIPMENT MAINT LEADWORKER
331 FACILITIES MAINT LEADWORKER
332 FACILITY MAINT WRK I (ENTRY)
333 FACILITY MAINT WRK II (JOURNEY)
334 MAINTENANCE WORKER I (ENTRY)
335 MAINTENANCE WORKER II (JOURNEY)
339 STREET MAINT LEADWORKER
340 WASTEWATER LEADWORKER
341 WASTEWTR COLL WORKER (ENTRY)
342 WASTEWTR COLL WRKR (JOURNEY)
343 COMMUNITY DEVELOPMENT TECHNICIAN
344 RECREATION PROGRAM COORDINATOR
345 PERMIT TECHNICIAN
346 ENGINEERING TECHNICIAN I
347 ENGINEERING TECHNICIAN II
350 WATER SERVICES OPERATOR I
351 WATER SERVICES OPEARTOR II
352 WATER SERVICES OPERATOR III
353 WATER SERVICES OPERATOR IV
79 80
81 82
83 84
85 86
87 88
89 90
91 92
93 94
95 96
97 98
99 100
101
102
103
104
105
106
107
108
109
110
111
112
113
114
0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 CITY MANAGER 100 229,361.60 ‐ 110.27 ‐ ‐ ‐ HUMAN RESOURCES MANAGER 102 67.38 64.17 70.75 74.29 78.01 133,473.60 140,150.40 147,160.00 154,523.20 162,260.80 PARKS & RECREATION DIRECTOR 103 72.41 68.96 76.04 79.85 83.85 143,436.80 150,612.80 158,163.20 166,088.00 174,408.00 PLANNING DIRECTOR 106 74.23 70.69 77.95 81.85 85.95 147,035.20 154,398.40 162,136.00 170,248.00 178,776.00 FINANCE DIRECTOR/CITY TREASURER 107 73.52 70.01 77.20 81.06 85.12 145,620.80 152,921.60 160,576.00 168,604.80 177,049.60 PUB WORKS DIR/CITY ENGINE 108 79.42 75.63 83.40 87.57 91.95 157,310.40 165,193.60 173,472.00 182,145.60 191,256.00 POLICE CHIEF 109 81.99 78.08 86.09 90.40 94.92 162,406.40 170,539.20 179,067.20 188,032.00 197,433.60 IT MANAGER 111 68.30 65.04 71.72 75.31 79.08 135,283.20 142,064.00 149,177.60 156,644.80 164,486.40 DEPUTY CITY MANAGER 113 65.61 62.48 68.90 72.35 75.97 129,958.40 136,468.80 143,312.00 150,488.00 158,017.60 ASSISTANT FINANCE DIRECTOR 202 55.78 53.12 58.57 61.50 64.58 110,489.60 116,022.40 121,825.60 127,920.00 134,326.40 POLICE COMMANDER 205 68.02 64.78 71.43 75.01 78.77 134,742.40 141,481.60 148,574.40 156,020.80 163,841.60 ASSISTANT PUB WORKS DIRECTOR 207 66.94 63.75 70.29 73.81 77.51 132,600.00 139,235.20 146,203.20 153,524.80 161,220.80 CHIEF BUILDING OFFICIAL 208 53.29 50.75 55.96 58.76 61.70 105,560.00 110,843.20 116,396.80 122,220.80 128,336.00 ASSISTANT POLICE CHIEF 209 74.30 70.76 78.02 81.93 86.03 147,180.80 154,544.00 162,281.60 170,414.40 178,942.40 PLANNING COMMISSIONER 213 ‐ 50.00 ‐ ‐ ‐ PLANNING MANAGER 214 57.84 55.08 60.74 63.78 66.97 114,566.40 120,307.20 126,339.20 132,662.40 139,297.60 WATER OPERATIONS SUPERINTENDENT 215 61.55 58.61 64.63 67.87 71.27 121,908.80 128,024.00 134,430.40 141,169.60 148,241.60 PLANNER, ASSISTANT/GIS ANALYST 258 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 ENGINEERING TECH. SR. 259 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 PLANNER, ASSOCIATE 263 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 MANAGEMENT ANALYST 265 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 ACCOUNTANT 268 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 PURCHASING AGENT 273 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 SR. RECORDS SUPERVISOR 274 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST I 275 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 RECREATION SUPERVISOR 276 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 PARKS & FACILITIES SUPERVISOR 277 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FLEET SUPERVISOR 278 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 STREETS MAINTENANCE SUPERVISOR 279 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST II 280 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 ASSOCIATE ENGINEER 281 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 EMERGENCY SERVICES COORDINATOR 282 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 CITY CLERK 283 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 CUSTODIAN 301 22.74 21.65 23.88 25.08 26.34 45,032.00 47,299.20 49,670.40 52,166.40 54,787.20 CUST SERVICES REP 302 22.97 21.87 24.12 25.33 26.60 45,489.60 47,777.60 50,169.60 52,686.40 55,328.00 WATER DISTRIBUTION OPERATOR I 304 27.24 25.94 28.61 30.05 31.56 53,955.20 56,659.20 59,508.80 62,504.00 65,644.80 ADMINISTRATIVE ASSISTANT 309 23.54 22.41 24.72 25.96 27.26 46,612.80 48,963.20 51,417.60 53,996.80 56,700.80 ANIMAL SERVICES COORDINAT 311 26.37 25.11 27.69 29.08 30.54 52,228.80 54,849.60 57,595.20 60,486.40 63,523.20 SR. ADMINISTRATIVE ASST. 313 25.04 23.84 26.30 27.62 29.01 49,587.20 52,083.20 54,704.00 57,449.60 60,340.80 WATER DISTRIBUTION OPERATOR II 314 28.62 27.25 30.06 31.57 33.15 56,680.00 59,529.60 62,524.80 65,665.60 68,952.00 MECHANIC I 315 25.30 24.09 26.57 27.90 29.30 50,107.20 52,624.00 55,265.60 58,032.00 60,944.00 BUILDING INSPECTOR I 323 29.23 27.83 30.70 32.24 33.86 57,886.40 60,798.40 63,856.00 67,059.20 70,428.80 MECHANIC II 324 31.48 29.98 33.06 34.72 36.46 62,358.40 65,478.40 68,764.80 72,217.60 75,836.80 BUILDING INSPECTOR II 326 35.57 33.87 37.35 39.22 41.19 70,449.60 73,985.60 77,688.00 81,577.60 85,675.20 ENGINEERING TECH/INSPECTO 328 28.90 27.52 30.35 31.87 33.47 57,241.60 60,112.00 63,128.00 66,289.60 69,617.60 SENIOR ACCOUNTING TECHNIC 329 25.89 24.65 27.19 28.55 29.98 51,272.00 53,851.20 56,555.20 59,384.00 62,358.40 EQUIPMENT MAINT LEADWORK 330 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FACILITIES MAINT LEADWORK 331 28.20 26.85 29.61 31.10 32.66 55,848.00 58,656.00 61,588.80 64,688.00 67,932.80 FAC MAINT WRK I 332 23.62 22.49 24.81 26.06 27.37 46,779.20 49,129.60 51,604.80 54,204.80 56,929.60 FAC MAINT WRK II 333 25.98 24.74 27.28 28.65 30.09 51,459.20 54,038.40 56,742.40 59,592.00 62,587.20 MAINTENANCE WRK I 334 23.15 22.04 24.31 25.53 26.81 45,843.20 48,152.00 50,564.80 53,102.40 55,764.80 MAINTANENCE WRK II 335 25.46 24.24 26.74 28.08 29.49 50,419.20 52,956.80 55,619.20 58,406.40 61,339.20 STREET MAINT LEADWORKER 339 27.63 26.31 29.02 30.48 32.01 54,724.80 57,470.40 60,361.60 63,398.40 66,580.80 COMMUNITY DEVELOPMENT TECHNICIAN 343 28.61 27.24 30.05 31.56 33.14 56,659.20 59,508.80 62,504.00 65,644.80 68,931.20 RECREATION PROGRAM COORDINATOR 344 24.92 23.73 26.17 27.48 28.86 49,358.40 51,833.60 54,433.60 57,158.40 60,028.80 PERMIT TECHNICIAN 345 31.98 30.45 33.58 35.26 37.03 63,336.00 66,518.40 69,846.40 73,340.80 77,022.40 ENGINEERING TECH I 346 28.27 26.92 29.69 31.18 32.74 55,993.60 58,801.60 61,755.20 64,854.40 68,099.20 ENGINEERING TECH II 347 32.75 31.19 34.39 36.11 37.92 64,875.20 68,120.00 71,531.20 75,108.80 78,873.60 LEAD PARK AND ABATEMENT SPECIALIST 348 23.87 22.73 25.07 26.33 27.65 47,278.40 49,649.60 52,145.60 54,766.40 57,512.00 ACCOUNTING SPECIALIST 349 28.14 26.80 29.55 31.03 32.59 55,744.00 58,531.20 61,464.00 64,542.40 67,787.20 DUAL OPERATOR I 350 31.57 30.06 33.15 34.81 36.56 62,524.80 65,665.60 68,952.00 72,404.80 76,044.80 DUAL OPERATOR II 351 33.16 31.58 34.82 36.57 38.40 65,686.40 68,972.80 72,425.60 76,065.60 79,872.00 DUAL OPERATOR III 352 35.93 34.21 37.73 39.62 41.61 71,156.80 74,734.40 78,478.40 82,409.60 86,548.80 DUAL OPERATOR IV 353 37.71 35.91 39.60 41.58 43.66 74,692.80 78,436.80 82,368.00 86,486.40 90,812.80 LEAD DUAL OPERATOR 354 40.16 38.24 42.17 44.28 46.50 79,539.20 83,532.80 87,713.60 92,102.40 96,720.00 PUBLIC SAFETY DISP CLERK 401 29.89 28.46 31.39 32.96 34.61 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 PUB SAFETY DISPATCH SUPER 402 37.59 35.80 39.47 41.45 43.53 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 POLICE OFFICER 403 43.38 41.31 45.55 47.83 50.23 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 POLICE SENIOR 405 48.57 46.25 51.00 53.55 56.23 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 POLICE SERGEANT 406 56.55 53.85 59.38 62.35 65.47 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 POLICE RECRUIT 407 ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ COMMUNITY SERVICES OFFICE 501 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 EVIDENCE & PROPERTY TECHNICIAN 502 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 RECORDS TECHNICIAN 503 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 IT SUPPORT ANALYST 703 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 Proposed FY 25/26 Salary Schedule
115
0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 25/26 Salary Schedule
PAYROLL SPECIALIST 704 30.52 29.06 32.05 33.66 35.35 60,444.80 63,481.60 66,664.00 70,012.80 73,528.00 EXECUTIVE ASSISTANT 705 27.23 25.93 28.60 30.03 31.54 53,934.40 56,638.40 59,488.00 62,462.40 65,603.20 HUMAN RESOURCES ANALYST 706 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 HUMAN RESOURCE TECHNICIAN 707 27.64 26.32 29.03 30.49 32.02 54,745.60 57,491.20 60,382.40 63,419.20 66,601.60 RECREATION LEADER II 801 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER III 802 18.20 17.33 19.11 20.07 21.08 COMM SERVICE OFFICER 803 17.33 16.50 18.20 19.11 20.07 NUTRITION COORDINATOR 804 17.33 16.50 18.20 19.11 20.07 FACILITY ATTENDANT 806 19.31 18.39 20.28 21.30 22.37 SENIOR COORDINATOR 808 22.77 21.68 23.91 25.11 26.37 SECRETARY II 809 24.38 23.21 25.60 26.88 28.23 POLICE RESERVE 810 26.70
CITY INTERN 811 17.33 16.50 18.20 19.11 20.07 PARK ABATEMENT SPECIALIST 816 21.46 20.43 22.54 23.67 24.86 POLICE CADET 818 17.33 16.50 18.20 19.11 20.07 PW FIELD TECHNICIAN 819 17.33 16.50 18.20 19.11 20.07 CRIMINAL INVESTIGATIVE ANALYST 820 41.45 39.47 43.53 45.71 48.00 MECHANIC HELPER 821 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER I / CITY CORP TRAINEE 822 ‐ 16.50 ‐ ‐ ‐ CODE ENFORCEMENT INSPECTOR 823 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 COUNCILMEMBER 900 ‐ 600.00 ‐ ‐ ‐ 116
0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 100 CITY MANAGER 236,246.40 ‐ 113.58 ‐ ‐ ‐ 102 HUMAN RESOURCES MANAGER 71.29 67.89 74.86 78.61 82.55 141,211.20 148,283.20 155,708.80 163,508.80 171,704.00 103 PARKS & RECREATION DIRECTOR 78.64 74.89 82.58 86.71 91.05 155,771.20 163,571.20 171,766.40 180,356.80 189,384.00 106 PLANNING DIRECTOR 79.95 76.14 83.95 88.15 92.56 158,371.20 166,296.00 174,616.00 183,352.00 192,524.80 107 FINANCE DIRECTOR/CITY TREASURER 79.44 75.65 83.42 87.60 91.98 157,352.00 165,235.20 173,513.60 182,208.00 191,318.40 108 PUB WORKS DIR/CITY ENGINE 83.63 79.64 87.82 92.22 96.84 165,651.20 173,950.40 182,665.60 191,817.60 201,427.20 109 POLICE CHIEF 86.86 82.72 91.21 95.78 100.57 172,057.60 180,668.80 189,716.80 199,222.40 209,185.60 111 IT MANAGER 72.42 68.97 76.05 79.86 83.86 143,457.60 150,633.60 158,184.00 166,108.80 174,428.80 113 DEPUTY CITY MANAGER 70.04 66.70 73.55 77.23 81.10 138,736.00 145,683.20 152,984.00 160,638.40 168,688.00 202 ASSISTANT FINANCE DIRECTOR 61.82 58.87 64.92 68.17 71.58 122,449.60 128,585.60 135,033.60 141,793.60 148,886.40 205 POLICE COMMANDER 71.74 68.32 75.33 79.10 83.06 142,105.60 149,219.20 156,686.40 164,528.00 172,764.80 207 ASSISTANT PUB WORKS DIRECTOR 72.91 69.43 76.56 80.39 84.41 144,414.40 151,652.80 159,244.80 167,211.20 175,572.80 208 CHIEF BUILDING OFFICIAL 59.96 57.10 62.96 66.11 69.42 118,768.00 124,716.80 130,956.80 137,508.80 144,393.60 209 ASSISTANT POLICE CHIEF 78.68 74.93 82.62 86.76 91.10 155,854.40 163,654.40 171,849.60 180,460.80 189,488.00 213 PLANNING COMMISSIONER ‐ 50.00 ‐ ‐ ‐ 214 PLANNING MANAGER 63.32 60.30 66.49 69.82 73.32 125,424.00 131,705.60 138,299.20 145,225.60 152,505.60 215 WATER OPERATIONS SUPERINTENDENT 66.01 62.86 69.32 72.79 76.43 130,748.80 137,300.80 144,185.60 151,403.20 158,974.40 258 PLANNER, ASSISTANT/GIS ANALYST 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 259 ENGINEERING TECH. SR. 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 263 PLANNER, ASSOCIATE 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 265 MANAGEMENT ANALYST 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 268 ACCOUNTANT 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 273 PURCHASING AGENT 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 274 SR. RECORDS SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 275 ADMINISTRATIVE ANALYST I 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 276 RECREATION SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 277 PARKS & FACILITIES SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 278 FLEET SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 279 STREETS MAINTENANCE SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 280 ADMINISTRATIVE ANALYST II 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 281 ASSOCIATE ENGINEER 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 282 EMERGENCY SERVICES COORDINATOR 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 283 CITY CLERK 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 301 CUSTODIAN 23.71 22.58 24.90 26.15 27.46 46,966.40 49,316.80 51,792.00 54,392.00 57,116.80 302 CUST SERVICES REP 24.22 23.06 25.44 26.72 28.06 47,964.80 50,377.60 52,915.20 55,577.60 58,364.80 304 WATER DISTRIBUTION OPERATOR I 28.33 26.98 29.75 31.24 32.81 56,118.40 58,926.40 61,880.00 64,979.20 68,244.80 309 ADMINISTRATIVE ASSISTANT 25.29 24.08 26.56 27.89 29.29 50,086.40 52,603.20 55,244.80 58,011.20 60,923.20 311 ANIMAL SERVICES COORDINAT 30.38 28.93 31.90 33.50 35.18 60,174.40 63,190.40 66,352.00 69,680.00 73,174.40 313 SR. ADMINISTRATIVE ASST. 27.25 25.95 28.62 30.06 31.57 53,976.00 56,680.00 59,529.60 62,524.80 65,665.60 314 WATER DISTRIBUTION OPERATOR II 29.78 28.36 31.27 32.84 34.49 58,988.80 61,942.40 65,041.60 68,307.20 71,739.20 315 MECHANIC I 27.54 26.22 28.92 30.37 31.89 54,537.60 57,283.20 60,153.60 63,169.60 66,331.20 323 BUILDING INSPECTOR I 31.35 29.85 32.92 34.57 36.30 62,088.00 65,208.00 68,473.60 71,905.60 75,504.00 324 MECHANIC II 34.08 32.45 35.79 37.58 39.46 67,496.00 70,886.40 74,443.20 78,166.40 82,076.80 326 BUILDING INSPECTOR II 38.21 36.39 40.13 42.14 44.25 75,691.20 79,476.80 83,470.40 87,651.20 92,040.00 328 ENGINEERING TECH/INSPECTO 31.12 29.63 32.68 34.32 36.04 61,630.40 64,729.60 67,974.40 71,385.60 74,963.20 329 SENIOR ACCOUNTING TECHNIC 27.58 26.26 28.96 30.41 31.94 54,620.80 57,366.40 60,236.80 63,252.80 66,435.20 330 EQUIPMENT MAINT LEADWORK 37.20 35.42 39.06 41.02 43.08 73,673.60 77,376.00 81,244.80 85,321.60 89,606.40 331 FACILITIES MAINT LEADWORK 30.81 29.34 32.36 33.98 35.68 61,027.20 64,084.80 67,308.80 70,678.40 74,214.40 332 FAC MAINT WRK I 25.59 24.37 26.87 28.22 29.64 50,689.60 53,227.20 55,889.60 58,697.60 61,651.20 333 FAC MAINT WRK II 28.22 26.87 29.64 31.13 32.69 55,889.60 58,697.60 61,651.20 64,750.40 67,995.20 334 MAINTENANCE WRK I 24.59 23.41 25.82 27.12 28.48 48,692.80 51,147.20 53,705.60 56,409.60 59,238.40 335 MAINTANENCE WRK II 27.09 25.80 28.45 29.88 31.38 53,664.00 56,347.20 59,176.00 62,150.40 65,270.40 339 STREET MAINT LEADWORKER 29.59 28.18 31.07 32.63 34.27 58,614.40 61,547.20 64,625.60 67,870.40 71,281.60 343 COMMUNITY DEVELOPMENT TECHNICIAN 30.49 29.03 32.02 33.63 35.32 60,382.40 63,419.20 66,601.60 69,950.40 73,465.60 344 RECREATION PROGRAM COORDINATOR 28.09 26.75 29.50 30.98 32.53 55,640.00 58,427.20 61,360.00 64,438.40 67,662.40 345 PERMIT TECHNICIAN 33.50 31.90 35.18 36.94 38.79 66,352.00 69,680.00 73,174.40 76,835.20 80,683.20 346 ENGINEERING TECH I 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 347 ENGINEERING TECH II 34.97 33.30 36.72 38.56 40.49 69,264.00 72,737.60 76,377.60 80,204.80 84,219.20 348 LEAD PARK AND ABATEMENT SPECIALIST 25.78 24.55 27.07 28.43 29.86 51,064.00 53,622.40 56,305.60 59,134.40 62,108.80 349 ACCOUNTING SPECIALIST 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 350 DUAL OPERATOR I 32.89 31.32 34.54 36.27 38.09 65,145.60 68,411.20 71,843.20 75,441.60 79,227.20 351 DUAL OPERATOR II 34.56 32.91 36.29 38.11 40.02 68,452.80 71,884.80 75,483.20 79,268.80 83,241.60 352 DUAL OPERATOR III 38.61 36.77 40.55 42.58 44.71 76,481.60 80,308.80 84,344.00 88,566.40 92,996.80 353 DUAL OPERATOR IV 40.50 38.57 42.53 44.66 46.90 80,225.60 84,240.00 88,462.40 92,892.80 97,552.00 354 LEAD DUAL OPERATOR 43.73 41.64 45.92 48.22 50.64 86,611.20 90,958.40 95,513.60 100,297.60 105,331.20 401 PUBLIC SAFETY DISP CLERK 32.88 31.31 34.53 36.26 38.08 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 402 PUB SAFETY DISPATCH SUPER 40.23 38.31 42.25 44.37 46.59 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 403 POLICE OFFICER 46.43 44.21 48.76 51.20 53.76 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 405 POLICE SENIOR 51.97 49.49 54.57 57.30 60.17 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 406 POLICE SERGEANT 60.51 57.62 63.54 66.72 70.06 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 407 POLICE RECRUIT ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 501 COMMUNITY SERVICES OFFICE 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 502 EVIDENCE & PROPERTY TECHNICIAN 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 503 RECORDS TECHNICIAN 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 703 IT SUPPORT ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 Proposed FY 26/27 Salary Schedule
117
0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 26/27 Salary Schedule
704 PAYROLL SPECIALIST 35.45 33.76 37.23 39.10 41.06 70,220.80 73,736.00 77,438.40 81,328.00 85,404.80 705 EXECUTIVE ASSISTANT 29.80 28.38 31.29 32.86 34.51 59,030.40 61,984.00 65,083.20 68,348.80 71,780.80 706 HUMAN RESOURCES ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 707 HUMAN RESOURCE TECHNICIAN 29.09 27.70 30.55 32.08 33.69 57,616.00 60,507.20 63,544.00 66,726.40 70,075.20 801 RECREATION LEADER II 17.33 16.50 18.20 19.11 20.07 802 RECREATION LEADER III 18.20 17.33 19.11 20.07 21.08 803 COMM SERVICE OFFICER 17.33 16.50 18.20 19.11 20.07 804 NUTRITION COORDINATOR 17.33 16.50 18.20 19.11 20.07 806 FACILITY ATTENDANT 19.90 18.95 20.90 21.95 23.05 808 SENIOR COORDINATOR 23.46 22.34 24.64 25.88 27.18 809 SECRETARY II 25.11 23.91 26.37 27.69 29.08 810 POLICE RESERVE 26.70
811 CITY INTERN 17.33 16.50 18.20 19.11 20.07 816 PARK ABATEMENT SPECIALIST 22.11 21.05 23.22 24.39 25.61 818 POLICE CADET 17.33 16.50 18.20 19.11 20.07 819 PW FIELD TECHNICIAN 17.33 16.50 18.20 19.11 20.07 820 CRIMINAL INVESTIGATIVE ANALYST 42.70 40.66 44.84 47.09 49.45 821 MECHANIC HELPER 17.33 16.50 18.20 19.11 20.07 822 RECREATION LEADER I / CITY CORP TRAINEE ‐ 16.50 ‐ ‐ ‐ 823 CODE ENFORCEMENT INSPECTOR 34.89 33.22 36.64 38.48 40.41 69,097.60 72,571.20 76,211.20 80,038.40 84,052.80 900 COUNCILMEMBER ‐ 600.00 ‐ ‐ ‐ 118
To: Honorable Mayor and Members of the City Council
From: Lorena Alvarez, Human Resources Administrator
Subject: 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE SANTA
PAULA POLICE OFFICERS ASSOCIATON
Date: August 6, 2025
Agenda Item: 10.D
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
It is recommended that the City Council:
1. Approve Resolution No. 7581, approving the Memorandum of Understanding between the City of Santa Paula and the Santa Paula Police Officers Association for the period of July 1, 2025 through June 30, 2027.
2. Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
BACKGROUND:
The current Memorandum of Understanding (MOU) with the Santa Paula Police Officers Association (SPPOA) expired on June 30, 2025. In compliance with the Meyers-Milias Brown Act (MMBA), the City negotiations team commenced negotiations with the SPPOA towards a successor MOU and have been meeting and conferring in good faith regarding wages, benefits and other terms and conditions of employment. These negotiations were based upon direction provided by the City Council in closed session during the negotiations process.
The SPPOA membership ratified the tentative agreement on June 26, 2025. This action tonight, seeks City Council approval of the terms and conditions negotiated.
ANALYSIS:
The current Memorandum of Understanding (MOU) with the SPPOA expired on June 30, 2025. Below are the key items that have been negotiated:
Term of the Agreement shall be from July 1, 2025 through June 30, 2027.
Effective the first full pay period following July 1, 2025, whichever is later, all Unit employees, except dispatchers, shall receive a seven percent (7%) adjustment to base wages and dispatchers shall receive a ten percent (10%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, whichever is later, all Unit employees, except dispatchers, shall receive a seven percent (7%) adjustment to base wages and dispatchers shall receive a ten percent (10%) adjustment to base wages.
A one-time, non-pensionable retention bonus, two percent (2%) of the employee’s base salary to all full-time employees who worked the entire previous fiscal year (July 2024 to 119
June 30, 2025).
Two hours of standby pay at base rate of pay for court standby.
One percent increase to education incentive.
$500 increase to Tuition Reimbursement, for a total of $3500 per fiscal year.
STRATEGIC PLAN:
This item/action supports the City Council's goal of employee retention under the "Operational Excellence" of the two-year Strategic Plan by striving to develop and maintain a competitive compensation package for employees.
FISCAL IMPACTS:
Costs associated with these changes have been incorporated into the Budget for Fiscal Years 2025/26 and 2026/27.
OPTIONS:
1. Approve Resolution No. 7581, approving the Memorandum of Understanding between the City of Santa Paula and the Santa Paula Police Officer's Association for the period of July 1, 2025 through June 30, 2027.
2. Provide alternative direction to staff.
ATTACHMENTS:
Resolution No. 7581.doc
Exhibit A to Resolution No. 7581.docx
Redline.pdf
Salary Schedules 25.26
Salary Schedules 26.27
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RESOLUTION NO. 7581
A RESOLUTION APPROVING THE MEMORANDUM OF UNDERSTANDING
FOR THE CONTRACT YEARS 2025- 2027 BETWEEN THE CITY OF SANTA
PAULA AND THE SANTA PAULA POLICE OFFICERS ASSOCIATION
(SPPOA)
The City Council for the City of Santa Paula does resolve as follows:
SECTION 1: The City Council finds as follows:
A. The City, acting by and through its City Council appointed negotiation team, and representatives of the Santa Paula Police Officer’s Association (SPPOA) a duly recognized employee organization representing the City of Santa Paula’s Non-managerial, Sworn and Non-Sworn employees, met and conferred in good faith and fully communicated and exchanged information concerning wages, hours, and the terms and conditions of employment for contract year 2025- 2027.
B. The appointed representatives of the parties agreed on certain matters as stated in the memorandum of understanding (“MOU”) attached as Exhibit “A”, and recommend that the City and the Association implement the MOU.
C. The SPPOA indicated its acceptance of the MOU.
D. It is in the public interest that the City enter into the MOU.
SECTION 2: The City Council approves the Memorandum of Understanding for Contract Year 2025-2027 between the City of Santa Paula and the SPPOA. The City Manager is authorized to execute the MOU on the City’s behalf and any ancillary documents necessary to implement the MOU.
SECTION 3: This Resolution will become effective as identified in Exhibit A, immediately upon adoption and will remain effective unless repealed or superseded.
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SECTION 4: The City Clerk will certify to the passage and adoption of this Resolution; will enter the same in the book of original Resolutions of said City; and will make a minute of the passage and adoption thereof in the record of proceedings of the City Council of said City, in the minutes of the meeting at which the same is passed and adopted.
PASSED, AND ADOPTED, this 6th day of August, 2025.
____________________
Pedro Chavez, Mayor
City of Santa Paula
ATTEST:
_________________________
Julie Latshaw, City Clerk
Approved as to form:
_______________________________
Monica Castillo, City Attorney
Approved as to content:
_______________________________
Dan Singer, City Manager
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EXHIBIT A
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8307177.1 SA560-034 2
SANTA PAULA POLICE OFFICERS
ASSOCIATION (SPPOA)
Memorandum of
Understanding (MOU) for
Contract Year –2025 - 2027
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1 MEMORANDUM OF UNDERSTANDING
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) by and between the City of Santa Paula, hereinafter designated "City," and the Santa Paula Police Officers Association, hereinafter designated as "Association," and has been jointly prepared by both parties.
The City Manager, or designee, is the representative of the City of Santa Paula in employer-employee relations as authorized by the City Council.
Both parties recognize their mutual obligation to cooperate with each other to assure maximum service of the highest quality and efficiency to the citizens of Santa Paula.
This Memorandum of Understanding is subject to all existing laws of the United States of America, State of California, and the ordinances, resolutions, and regulations of the City of Santa Paula. The City, the Association, and the employees affected thereby, unless otherwise specified herein, shall be entitled to all benefits conferred thereby and shall observe all obligations engendered thereby.
The parties have met and conferred in good faith regarding wages, hours, and other terms and conditions of employment of the employees in said Association; have exchanged freely information, opinions and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This Memorandum of Understanding shall be presented to the City Council as the joint recommendation of the undersigned regarding matters within the scope of representation for all employees within the Association for the term expressed herein, which commences July 1, 2025 through June 30, 2027.
UNDERSTANDING AND AGREEMENTS
The following understandings and agreements shall not become effective until ratified by the City Council:
1. RECOGNITION
This memorandum covers employees in the Association, "Non-managerial, Sworn, and Nonsworn", as represented by the Union, which has been certified as the recognized employee organization. Regular full time classifications represented are Police Sergeant, Senior Officer, Detective, Police Officer, and Public Safety Dispatcher Clerk.
1.1 Non-Discrimination
The City and the Association stipulate that the provisions of this agreement will apply equally to all employees covered herein without favor or discrimination because of race,
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religion, color, creed, national origin, sex, sexual orientation, marital status, age, mental or physical disability, and/or any other category protected by federal or state law.
2. UNION RIGHTS
2.1 MOU Maintenance by Employees
The formally recognized employee organization may select not more than three (3) employee members of such organization to attend scheduled meetings with the Municipal Employee Relations Officer or other management officials on subjects within the scope of representation during regular work hours without loss of compensation. Where circumstances warrant, the Municipal Employee Relations Officer may approve the attendance at such meetings of additional employee representatives without loss of compensation. However, employees shall not leave their work station or assignment without first securing the approval of the Chief of Police or his/her designee. Approval to leave for such meeting shall only be denied when the absence of the employee would cause a hardship on the operation of the Department.
2.2 Association Information
Association materials (such as information on dues, history of the Association, etc.) provided to the City-by the Association will be provided to eligible employees as a part of the new orientation process. The Association will be responsible for supplying materials.
2.3 Dues Deduction
Members of the Association may authorize Association payroll deduction by submitting a written authorization to payroll. Said authorization shall remain in effect unless withdrawn in writing, or unless the employee terminates employment or transfers from the Association represented unit.
3. CITY RIGHTS
To ensure the City continues to carry out its public safety functions, programs, and responsibilities to the public imposed by law, and to maintain efficient public safety service for the citizens of Santa Paula, the City continues to reserve and retain solely and exclusively all management rights, regardless of frequency of use, including those rights and responsibilities set forth by law and those City rights set forth in the City's Personnel Rules and Regulations Ordinance and including but not limited to the following rights: To determine and modify the organization of City government and its constituent work units; Determine the nature, standards, levels, and mode of delivery of services to offer to the public; Determine whether goods or services shall be made or provided by the City, or shall be purchased or 126
3 contract for, provided that if services are contracted for, the procedure shall be that which is provided for in separate contracting out clause; Direct employees, including scheduling and assigning work, work hours, and overtime within existing agreed upon shift schedules when such change is required by workload, employee absences, or other immediate needs of the department; Establish employee performance standards and to require compliance therewith; Discharge, suspend, demote, reduce in pay, reprimand, or otherwise discipline permanent employees for cause, subject to the requirements of applicable law, and to do the same to probationary employees with or without cause; Withhold salary increases and benefits related to job performance subject to the City's Personnel Rules and Regulations; Relieve employees from duty because of lack of work or funds; Implement rules, regulations and directives consistent with the law and specific provisions of this MOU; Take all necessary action to protect the public and carry out its mission in emergencies; Relieve employees from duty when there are extraordinary circumstances which require immediate relief from duty without pay and benefits.
Decisions by the City under this Article 3 are not subject to the grievance procedure unless the decision precludes employees or representatives from conferring or raising grievances about the practical consequences that the decision has on wages, hours, or other terms and conditions of employment.
Nothing in this section shall be construed to limit the Association's rights or the City's obligation to meet and confer when required by the Meyers-Milias-Brown Act.
3.1 Contracting Out Clause
In the event the City enters into any agreement with another public employer or private entity which involves the transfer of functions now being performed by employees in the Association, or the law provides for the transfer of functions now being performed by employees in the Association to another public or private agency, the City will advise such public or private entity of the existence and terms of the Memorandum of Understanding and will immediately advise the Association of such agreement by law.
In addition, the City will consult with the employer absorbing the City function to encourage utilization of affected employees by the new employer. When a Request for Proposal or other contract solicitation documents are approved and issued, the City Manager will arrange within five (5) business days to meet with representatives of the Association to advise them of the action.
When advance knowledge of the impact of pending changes in function, organization, or operations is available which will result in the abolishment of positions, or when there is any major assignment of functions from one department to another or to another agency, the City will make an intensive effort to either reassign or transfer affected employee to other positions for which they qualify, or train affected employees for new positions in order to retain their services.
The City agrees that during the term of this Agreement (July 1, 2025 to June 30, 2027) 127
4 it shall not contract out bargaining unit work.
3.2 No Strike or Lockout
The City and the Association agree that the City will not lockout employees and that the Association will not engage in labor practices detrimental to providing services to the citizens of Santa Paula or detrimental to the interest of the City, nor will the Association sanction, support, condone, approve, or engage in any strike, sick-in, slowdown, work stoppage, or speed-up. The City and Association further agree that all matters of controversy within the scope of this agreement will be settled by established grievance procedures or other remedies provided by law. The Association acknowledges that violation of above may be just cause for disciplinary action, including termination.
3.3 Existing Conditions of Employment
It is understood that past practices and all such written ordinances, policies, resolutions, rules and regulations, including but not limited to, to Personnel Rules and Regulations of the City, the Employer-Employee Resolution and the Administrative Manual of the City shall remain in effect during the coverage of this Memorandum of Understanding ("MOU") subject to the amendment or deletions as otherwise provided herein.
For purposes of this MOU, "past practice" shall be defined as an unwritten policy, procedure or work rule of the City affecting wages, hours or conditions of employment, upon which the City and members of the bargaining unit have come to rely through a course of conduct and which is not inconsistent with the express terms and conditions of this MOU.
In the event that a past practice conflicts with the language of this MOU, the MOU shall control.
4. SALARY COMPENSATION
Effective the first day of the pay period following July 1, 2025, whichever is later, all Unit employees, except dispatchers, shall receive a seven percent (7%) adjustment to base wages and dispatchers shall receive a ten percent (10%) adjustment to base wages.
Effective the first day of the first full pay period following July 1, 2026, Unit employees, except dispatchers shall receive a seven percent (7%) adjustment to base wages and dispatchers shall receive a ten percent (10%) adjustment to base wages.
Retention Bonus: A one-time, non-pensionable bonus will be distributed to all full-time employees who worked the entire previous fiscal year (July 2024 to June 30, 2025) and who are 128
5 still active employees at the time the bonus is paid. The bonus shall be paid no later than the pay period that includes November 30, 2025. Such bonus will be up to, but not to exceed, two percent (2%) of the employee’s base salary as of the close of the previous fiscal year.
This provision is not designed as a permanent program. In light of the four-year timeline for implementation of the compensation study, this retention bonus helps to keep and to recognize those employees who have been working for the City over the past year and during the upcoming MOU period.
4.2 Merit Increase
Merit increases will become effective on the actual anniversary date of the employee.
4.3 Probationary Period
The probationary period for represented employees shall be for a period of one year.
4.4 Base Wages
Base wages shall mean the hourly rate of pay earned by an employee within a salary range as described in the City’s Position Classification and Compensation Plan. Base wages shall be calculated by dividing an employee's bi-weekly salary by 80.
4.5 Evaluations
Performance evaluations shall be completed at least one week prior to the employee's anniversary date, but no later than sixty (60) days after this date.
Employees who do not receive their evaluation within the sixty (60) day period should contact their immediate supervisor, Department Head or the Personnel Office.
4.6 Regular Rate of Pay
An Association employee’s regular rate of pay shall be calculated according to the provisions of the FLSA. The regular rate includes base wages, bilingual pay, call129 6 back pay, standby pay, educational incentive award, shift differential, and any other payments required to be included by the FLSA.
4.7 Direct Deposit
All employees hired after January 1, 2005, shall establish a direct deposit account in order to receive their paychecks.
5. HOURS OF WORK
5.1 Regular Work Period
In accordance with the Fair Labor Standards Act, Association personnel work a fixed and recurring work cycle consisting of 28 consecutive 24-hours days. The 28-day work cycle begins on Monday, 10:00 P.M. and ends 28 days later on Monday at 9:59 P.M.
5.2 Standard Hours and Days of Work
There are three (3) alternative work schedules currently offered to employees: the 3/12 plan, the 9/80 plan, the 4/10 plan, and/or any special assignment schedule. For the term of this MOU and except for bona fide emergencies, such schedules shall not be altered without first completing the meet and confer process with the Association. When an employee works an alternative work schedule, overtime will be paid for time worked in excess of the alternative work schedule, and will not be based on an eight (8) hour work day. Affected personnel in the City will be placed on a flexible time schedule for work hours where this schedule does not affect customer service and is appropriate.
The daily schedule for Patrol Officers is a twelve (12) hour work schedule (80 regular hours expected to be worked in a 14-day cycle, or 160 regular hours in a 28-day cycle), inclusive of breaks and a one-half (1/2) hour meal break. In order to do this, during the 28-day cycle there will be 16 hours considered pay-back time which may be assigned as either training or work time.
The schedule for the School Resource Office is a 5/8 schedule during the academic school year. Except, however, that when school is not in session, the SRO shall be rotated into an alternate schedule.
Schedule for Sworn employees: This schedule is as follows: An Association member assigned to Patrol will be assigned to a 12-hour shift of either 6:00 AM to 6:00 PM or 6:00 PM to 6:00 AM., or a 4/10 schedule that is approved by the Chief of Police. The schedule will be rotated on a quarterly basis on the first Monday of the month of January, April, July and October. On alternating weeks, members working a 12-hour schedule shall work 4 days on, three days off. On those weeks where members are working 4 days on, one of those days will be scheduled for eight (8) hours, with the 130
7 remaining days scheduled for twelve (12) hours. On the alternate week where the member is working 3 days, all days will be scheduled for twelve (12) hours.
The regular working day of employees (non-Patrol employees) observing a 9/80 work schedule is nine (9) hours of work, inclusive of a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour; provided, the regular working day on alternative Fridays or other days, as determined by the Chief of Police or his/her designee, shall be eight (8) hours of work, inclusive of a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
The regular working day of employees observing a 4/10 work schedule is ten (10) hours of work, inclusive of a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
5.3 Time Worked
The following activities are not considered work time for the purpose of calculating overtime, except as provided for in this agreement and applicable statutes.
A. Meal breaks, except as authorized by this agreement.
B. All travel time to work and returning home in either personal or City vehicle.
C. All time in off-duty assignments (homework, study time, meal time, sleep time, etc.)
D. All off-time travel to training sites and returning home unless the training site is outside of Ventura County or greater than one (1) hour driving distance from the City.
E. All time putting on and taking off uniforms.
F. All time for personal preparation and clean-up.
G. All off-duty time spent in vehicle, equipment, and/or animal maintenance.
5.4 Shift Change
Regular shift assignment changes for individuals and emergency assignments are not subject to the provisions of meeting and conferring. The City agrees to provide reasonable prior notice whenever possible before adjusting an officer's hours. Under normal conditions, shift changes shall occur at 6:01 a.m. on the first Monday morning of the quarter.
5.5 Time Between Shifts
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8 City agrees to schedule employees covered under this agreement in such a way as to assure a minimum of 12 hours between assigned shifts, except under emergency conditions and as required for the assigned shift.
OVERTIME
Effective January 1, 2006, overtime will be calculated based on "hours worked" which will no longer include sick leave time or leave without pay to calculate overtime.
6.1 Overtime Eligibility
Overtime is defined as all hours worked in excess of an employee’s regularly scheduled workday or work week. For sworn members, overtime shall also be defined as hours worked in excess of the following schedule(s) adopted pursuant to Section 7(k) of the Fair Labor Standards Act: hours worked in excess of eighty (80) hours in a 14-day period or one hundred sixty (160) hours in a 28-day period. For purposes of determining OT, hours worked shall include paid time off for holidays, compensatory time off, vacation leave, jury duty and bereavement leave, but not sick leave or leave without pay. Overtime will be paid at one and one-half (1 ½) times the employee's regular rate of pay.
The City may reopen negotiations at any time during the term of the MOU to address overtime compensation as defined in the Fair Labors Standards Act (FLSA). Any changes to the overtime compensation shall be mutually agreed to by both the SPPOA and the City.
The following is time worked which is considered overtime, except as otherwise specified:
A. End of Shift: Work time worked by unit personnel beyond normal assigned shifts for the completion of work assigned.
B. Public Event Detail: Work time performed by a unit employee during off-duty hours involving duty at parades and other public or civic events and private contract work authorized by Police Management.
C. Training: Work time spent by unit employees during off-duty hours attending mandatory training. However, time spent for non-classroom study and/or assignments, meals, travel time, if the training site is in Ventura County or less than one (1) hour travel time from the City, and sleep time is considered nonwork time.
D. Court Time: Work time required of a unit employee to attend court in response to a mandatory subpoena, or a hearing or trial in a civil or criminal case, at a time other than the employee's assigned work shift schedule, for the purpose of 132
9 testifying as to knowledge acquired or claimed to have been acquired by such employees in the course of employment with the City.
6.2 Compensatory Time
Accrual of Compensatory Time Off (CTO): Unit employees may choose in lieu of cash payment to be compensated for overtime by the accumulation of compensatory time, which is time and one-half (1.5) earned in compensatory time for each hour worked.
Compensatory time off may be accumulated to a maximum of eighty (80) hours to be used at a later time upon the approval of the supervisor. Employees may not accrue more than eighty (80) hours at any given time. Any time in excess of eighty (80) hours shall be paid as overtime.
Requests for Use: All requests to use CTO must be made in writing to the Chief of Police or his/her designee. The City shall have the ability to require employees to use accrued CTO on dates of the City’s choosing. Management will make an effort to comply with an employee’s request to use CTO on a particular day or days, but will not be obligated to do so if staffing needs, fiscal management of the City or Department, potential emergency or heavy work conditions, or any other conditions or management concerns make it in the City’s interest not to authorize use on the requested days or in the requested time periods. If the City must, based on the threat of undue disruption, defer an employee’s requested use of CTO for more than three (3) months (which the parties acknowledge to be a reasonable period), the requested CTO hours may be cashed out at the request of the City or the employee. The parties understand that undue disruption includes but is not limited to prolonged emergency conditions or increased need for law enforcement presence in the City, low staffing levels, and inability to find employees to substitute at reasonable cost to the City.
6.3 Recall Compensation
Regular and emergency recall work is performed by an off-duty unit employee who is ordered to duty when it is deemed necessary or advisable to properly handle an incident or incidents and/or to maintain necessary staffing levels. Recall compensation requires that the employee have left the City's work premises. Recall compensation is paid from the actual travel time up to a maximum of thirty (30) minutes of travel time each way. The minimum compensation is two (2) hours of base salary and shall be calculated to the nearest one-quarter (1/4) hour of time worked. In the event in-person response is required to either an incident in the field or to a City facility, arrival at the location in question should generally be within sixty (60) minutes of acknowledgment of the request. Should an officer not be able to make the 60-minute time frame and is still ordered in, travel time shall be paid as provided in this section
6.4 Limitation of Overtime
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10 It is the policy of the City to keep all overtime usage to a minimum. This policy extends to all varieties of overtime usage. Prior written authorization of the Chief of Police or his/her designee must be secured and communicated to the employee prior to the employee working overtime except as specified below.
In an emergency, if it is impossible or impractical to secure advance authorization from the Chief, his designee may authorize paid overtime.
Overtime shall be compensated to the nearest half hour. This shall apply to accumulation of all overtime during a work week.
6.4.1 Assignment of Patrol Overtime
The purpose of this section is to establish procedures in assigning overtime for vacant patrol positions. This section does not apply to emergency overtime assignments and callback.
6.4.2 Identification of Vacant Shift
Vacancies in the Patrol Bureau shifts should be identified at least one month in advance, when feasible. The Chief of Police will designate a person who will have the responsibility of determining which shifts will be vacant due to vacation, injured on duty, training or open positions in the patrol ranks.
6.4.3 Posting of the Sign-up List
Once the overtime vacancies have been identified, a sign-up sheet listing the vacant shifts will be posted in the briefing room on the bulletin board.
6.4.4 Sign-up Procedures
Unit members willing to volunteer for overtime assignments will be allowed to sign up for one shift every 24 hours so long as the volunteered-for shift meets the requirements of Section 5.5. Unit members are encouraged to sign up voluntarily. A bargaining unit member that signs up for a voluntary overtime shift shall be responsible to work that shift. If the employee cannot work that shift, then the employee shall be responsible for securing a replacement, absent extenuating circumstance.
6.4.5 Officer Assignments to Vacant Overtime Shifts
Attempts will be made to fill all vacant overtime slots with voluntary signups. If this cannot be accomplished, then any and all Unit members may be assigned to the overtime shifts as needed. First choice of overtime to go to uniform personnel.
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11 6.4.6 Outside Details Overtime
Overtime for outside details such as football games, filming, and parades shall be on a volunteer basis. If the assignments are not filled by volunteers, then any and all Unit members may be assigned as needed. First choice of overtime to go to uniform personnel.
7. ASSIGNMENT DIFFERENTIAL
All assignments to positions receiving additional compensation are temporary assignments.
Unit personnel are rotated into and out of these assignments at the discretion of the Police Chief as part of the Department's job enrichment and career development program. In conformity with this understanding, unit personnel are required to sign a statement indicating they understand the temporary nature of the assignment.
Assignments receiving additional compensation include:
A. Detective: A sworn unit member assigned as a Detective will receive an additional five percent (5%) over his or her base wage.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3)Special Assignment Pay.
B. Special Enforcement Unit (SEU): A sworn unit member assigned to the Special Enforcement Unit will receive an additional five percent (5%) over his or her base wage.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
C. Field Training Officer (FTO): A sworn unit member, formally trained as a FTO, who is temporarily assigned to train newly sworn full-time department personnel and police reserves pursuing Level I certification will receive an additional five (5%) percent over his or her base wage. Designated FTO’s and Level II trainers are required to be scheduled for assignment in advance by the FTO Supervisor; appointment as a FTO or Level II trainer shall be made by the Chief of Police or his designee.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
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12 D. Motorcycle Officer/Traffic Investigator: A sworn unit member assigned as the Motorcycle Officer or Traffic Investigator will receive an additional five (5%) percent increase over his or her base wage.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
E. Detective Sergeant: A Sergeant assigned to the Investigations Unit will receive an additional five (5%) percent increase over his or her base wage.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
F. Communication Training Officer Pay (CTO) Pay - A non-sworn unit member temporarily assigned to train non-sworn dispatch personnel will receive an additional five (5%) percent increase over his or her base wage. Designated CTO’s are required to be approved for assignments in advance by the Dispatch Supervisor. Appointment as a CTO shall be made by the Chief of Police.
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
G. Canine Officer: A sworn unit member assigned as the Canine Officer will receive an additional five (5%) percent over his or her base wage. A Canine Officer will also receive additional compensation of two hundred ten dollars ($210.00) per month in recognition of the additional temporary assigned duties and responsibilities associated with the canine program including any time spent by the employee on or off duty in the care and maintenance of the animal. The monthly stipend is based on ten hours of off duty time for canine care and maintenance paid at a base rate of $14.00 per hour, paid at time and one half ($21.00 per hour).
The parties agree that Special Assignment Pay for the above assignments is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Special Assignment Pay.
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13 H. Senior Officer/Sergeant: A sworn unit member temporarily assigned as a Senior Officer or a Sergeant shall be paid in accordance with the City’s personnel rules and regulations
The parties agree that Temporary Upgrade Pay is special compensation and shall be reported as such to CalPERS for "classic members", to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(3) Temporary Upgrade Pay. Unit personnel are only eligible for one Special Assignment pay and there can be no pyramiding of this pay.
I. On Call Detective Pay-All members of the Investigations Unit are eligible for Detective On-Call Pay. The Investigations Supervisor shall provide a schedule on at least a monthly basis. Senior Officers within the unit shall have first priority to volunteer for on-call shifts. The unit member on-call shall be compensated an additional $20.00 dollars per day. On-call pay will be paid in the event the member is called out to a scene.
7.1 Non Sworn
An employee in the class of Public Safety Dispatcher Clerk or Dispatch Supervisor who works between the hours of 6:00 PM and 6:00 AM shall receive a shift differential of seventy-five cents ($0.75) per hour over base wage. Overtime and workers' compensation to be determined using base wage.
The parties agree that Shift Differential Pay is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) Shift Differential Pay.
7.2 Educational Incentive
Unit personnel with either (1) an Associate’s Degree, or (2) thirty (30) college units AND Intermediate POST Certificate shall receive a salary adjustment of three (3%) percent above their base wages.
Unit personnel with either (1) a Bachelor’s Degree, or (2) thirty (30) college units AND an Advanced POST Certificate shall receive a salary adjustment of five (5%) percent above their base wages.
Unit personnel with either (1) a Master’s Degree, or (2) an Associate’s Degree (or seventy-five (75) or more college units) AND a Supervisory POST Certificate shall receive a salary adjustment of seven (7%) percent above their base wages.
Employees requesting Educational Incentive Compensation are required to present the original certificate or diploma or other substantiating records to the Personnel Office for 137
14 verification.
The parties agree that Educational Incentive Compensation is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR 571(a)(2) and 571.1(b)(2) Educational Pay and Peace Officer Standard Training (POST) Certificate Pay.
7.3 Promotional Process – Sworn Employees
The Chief of Police, with input from the SPPOA, will compose or cause to be composed a structured promotional testing process, that shall be codified in departmental policy, for the ranks of Senior Police Officer and Police Sergeant.
Utilizing industry standard testing methods, the testing process will assess the following factors to determine the member’s suitability for promotion into the higher rank:
(a) Knowledge of departmental policies, procedures, and programs; i.e., community oriented policing, initiative management, leadership development, etc.
(b) Ability to analyze
(c) Ability to articulate
(d) Knowledge and preparation for the position the member seeks (e) Demeanor
7.4 Tuition Reimbursement
Tuition reimbursement may be made up to three thousand five hundred per fiscal year in accordance with established City policy.
8. OTHER COMPENSATION AND BENEFITS
8.1 Uniforms and Equipment
The City will provide a uniform allowance to all sworn personnel beginning on July 1, 2005. The uniform allowance will include the cost of purchasing: three (3) pairs of pants; three (3) short-sleeved shirts; three (3) long-sleeved shirts; appropriate insignias, zippers for shirts, one (1) pair of work boots/shoes; tailoring, and laundering 138
15 services. The cash allowance will be paid to each eligible member on a bi-weekly basis, the fixed dollar amount will be $75.00 bi-weekly ($1950.00/annually).
Employees on sick leave, industrial disability leave, or leave of absence for more than two continuous weeks are not entitled to the uniform allowance for the period of time away from work.
A fair and proportionate amount of the cost of replacement and/or repair of clothing and equipment (including weapons) which may be damaged, destroyed, or lost in the performance of official duty will be paid by the City when such damage or destruction is not the result of negligence on the part of the employee. The Chief of Police or his or her designee will make a complete investigation of each individual claim and submit findings and recommendations, including the recommended amount of reimbursement, to the City Manager. The City Manager must approve all requests prior to reimbursement.
The uniform shall consist of the following, subject to Police specifications:
Item Unit Price (ea)
Shirts-3 $40.00
Pants-3 $30.00
Belt-1 $10.00
Shoes-1 $50.00
Badge Provided by Police Chief
Name Plate Provided by Police Chief
In each subsequent twelve (12) month period after the first year of hire, the City shall provide an annual reimbursable uniform program, allowing up to a maximum of five hundred dollars ($500.00) reimbursement per year per dispatcher for these replacement uniform items: shirts, pants, belt and shoes. This program will allow Dispatch unit employees to purchase replacement uniform items from City approved vendors according to the itemized price list above, or personnel may elect to order from other vendors, with reimbursement to be paid according to the itemized price list above. All requests for uniform replacement and/or reimbursement must be submitted to the Police Chief or his/her designee for signature approval and forwarded to the Finance Department for payment.
The City will provide safety vests for all sworn employees.
All necessary safety equipment will be provided by the City as required by Section 139
16 6401 of the State Labor Code, subject to any applicable legislative or judicial interpretation of that statute during the term of this agreement.
The City shall report to the California Public Employees’ Retirement System (CalPERS) the uniform allowance for each employee as special compensation in accordance with Title 2, California Code of Regulation, Section 571(a)(5).
Notwithstanding the previous sentence, for “new members” as defined by the Public Employees’ Pension Reform Act of 2013, the uniform allowance will not be reported as compensation earnable to CalPERS.
8.2 P.O.S.T. Training Reimbursement
Employees who attend P.O.S.T. certified training shall be reimbursed for incidentals up to the amount specified by the City's Travel Policy for such expenses.
8.3 Court Stand-By
Unit personnel placed on court standby time "on call" during their off-duty time who are required to be accessible by telephone or other methods approved by management and who are able to appear at court in a reasonable amount of time if so ordered will receive two hours of standby pay at base rate of pay for court standby, per standby shift. Standby pay will not be paid if court time compensation is made.
A designated representative of the Police Chief will determine whether an employee will be placed on standby or whether an employee will be required to appear in court and how long an individual on standby will be required to remain in that status.
Employees must check with the designated representative of the Police Department the morning of each scheduled day of court appearance or standby to ascertain whether his/her testimony is required. If the Police Department representative is advised that the employee's testimony will not be requested, the standby employee will be released from standby.
8.4 Personal Vehicle Use
The City seeks to contain mileage costs by providing City vehicles for employee use on City business when such vehicles are available. Prior to the use of a personal vehicle for City related business, the employee shall obtain pre-authorization from the Police Chief or his designee. When an employee receives proper pre-authorization to use a personal vehicle for City related business, and then uses his/her personal vehicle for City related business, the employee shall be reimbursed for actual mileage traveled at the current IRS rate. An exception to this policy is allowed for Court attendance. 140
17 8.6 Bilingual Pay Program
To recognize those employees who are able to communicate effectively with members of our community who speak primarily Spanish. The program is one of many ways our City Council encourages employees to provide the best customer service possible to our community. All eligible employees will receive $1300.00 per year ($50.00 per pay period).
The parties agree that Bilingual Pay is special compensation and shall be reported as such to CalPERS, to the extent legally permissible, pursuant to Title 2 CCR 571(a)(4) and 571.1(b)(3) Bilingual Pay.
8.7 Emergency Disasters
Employees will be required to mark "overtime" versus "comp time" on their time sheets when working during an emergency disaster. This change allows the City to be reimbursed through FEMA for employees work time.
9. HOLIDAYS
On January 1st of each year, unit personnel will receive a Holiday Leave Bank with eleven (11) holidays paid at straight times and one Floating Holiday Leave Bank of 10 – 12 hours paid at straight time. Holiday leave hours received will be determined by the employees work schedule and will be accrued before every holiday pay period. Holiday hours cannot be used in excess of regular hours worked, or prior to being accrued. Floating holiday hours are to be used throughout the year, may be used for any purpose that vacation, sick, and compensatory leave may be used for, as long as prior approval is gained from the Supervisor.
Any extra floating holiday hours not used by the end of the calendar year would be carried over for ninety (90) days. If the employee does not use the hours by that date, they lose the carryover hours. The Holiday Leave Bank hours do not have a cash value.
All unit personnel assigned to patrol and dispatch will be required to work on a fixed holiday unless prior approval is gained from the Supervisor. All other unit personnel not assigned to patrol or dispatch will be required to take fixed holiday’s off, unless prior approval is gained from the Chief of Police or designee. Holiday leave is intended to be used for fixed holidays, unless unit personnel is assigned to work at which point the holiday hours maybe used at a later regularly scheduled day, as approved the Chief of Police or designee. Unit personnel required to take the fixed holiday off, may not use other forms of accrued leave for the fixed 141
18 holiday.
Except as otherwise provided, unit personnel within the representation unit shall have the following fixed holidays with pay:
January 1st - New Year's Day
Martin Luther King Jr. Day - Third Monday in January
Presidents Day - Third Monday in February
Memorial Day - Last Monday in May
Independence Day - July 4
Admissions Day - September 9th
Labor Day - First Monday of September
Veteran's Day - November 11th
Thanksgiving Day
Friday after Thanksgiving
December 25th- Christmas Day
One (1) floating/personal day
If a holiday is worked, unit personnel will receive pay at a straight-time rate for all hours worked, except when the Chief of Police or designee deems the call-back necessary to manage emergency situations or when unit personnel are required to work special events sponsored by the City or where the City contracts with third parties to provide police services that are reimbursable.
Unit employees may carry-over a maximum of eighty (80) hours of holiday leave from one calendar year to another, and may cash out a maximum of eighty (80) hours of holiday leave upon separation. Eligible holiday cash out includes all hours carried over from the prior calendar year, and any unworked hours for holidays in the current calendar year.
An additional carryover of forty-eight holiday hours earned, but not used in November and December, may be carried over for ninety (90) days after the end of the calendar year. This additional carryover is separate from the eighty (80) hour maximum above and shall not be eligible for cash out.
10. VACATION
10.1 Vacation Entitlement
City previously agreed to temporarily extend the vacation cap from 280 hours to 320 hours until June 30, 2021. Unit members will be required to reduce vacation leave balances to 280 hours or less by December 31, 2021. Vacation hours in excess of 280 hours will not have cash value, may not be used in the buyback program and will not be 142
19 paid out to unit members upon separation from employment. Vacation Leave accrual is prorated hourly as earned. An employee may accumulate up to a maximum of twohundred eighty (280) hours accrued Vacation Leave Any employee who has accrued the maximum amount of vacation will not accrue any more vacation until their balance is below two-hundred eighty (280) hours.
Annual accrual rates for employees with continuous years of service are as follows:
Less than five years: 96 hours
Five years, but less than ten years: 120 hours
Ten years, but less than fifteen years: 144 hours
Fifteen, but less than twenty-one years: 160 hours
Twenty-one years: 168 hours
Twenty-two years: 176 hours
Twenty-three years: 184 hours
Twenty-four years: 192 hours
Twenty-five or more years: 200 hours
1. All use of Vacation Leave shall be at such time as approved by the employee's Supervisor or Department Head. Use of Vacation Leave shall be scheduled at such times as the Department Head finds most suitable after considering the wishes of the employee and the requirements of the Department. For the efficiency and effectiveness of City services, Supervisors or Department Heads may assign the use of Vacation Leave and designate when it will be taken. All requests for use of Vacation Leave must be approved by the Supervisor or Department Head in writing prior to the commencement of the requested use on a form provided by the Personnel Office. Completed forms are to be forwarded to the Personnel Office only after being utilized by the Department Head or Supervisor to verify timesheets.
2. Vacation Leave will not accrue while an employee is on Leave of Absence Without Pay. Accumulated and unused Vacation Leave may be used to supplement Sick Leave if the employee has exhausted Sick Leave accruals. Paid holidays occurring during vacation are not charged to Vacation Leave. If an employee on vacation becomes sick, Sick Leave may be substituted subject to the approval of Department Head.
3. If an employee transfers from one department within the City to another, the Vacation Leave credits shall also be transferred.
10.2 General Provisions
10.2.1 Vacation Credit
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20 An employee shall begin accruing vacation upon the first day of employment.
Vacation leave time shall be accrued as it is earned. Employees on leave without pay status shall not earn vacation. Vacation time shall not be taken until earned and shall be subject to all other provisions of this agreement.
10.2.2 Vacation Usage
The times during which an employee may take vacation shall be as approved by the Department Head with the approval of the City Manager, provided that if the requirements of the City service are such that part or all of an employee's vacation must be deferred beyond a calendar year, the employee may take vacation during the following calendar year. In the event that an employee requests, but is repeatedly denied, vacation, and if such denial would cause the employee to exceed the twohundred and eighty (280) hour limit, the City Manager may temporarily increase the vacation limit until a mutually agreed upon vacation can be scheduled.
10.2.3Vacation Schedule
In the scheduling of employee vacations, Department Heads will give first consideration to employee choice. In the event of a conflict or a dispute among employees, reasonable recognition of seniority and annual rotation will be used to resolve such conflict or dispute. Authorization of use of any vacation time shall continue to be subject to organizational needs.
10.2.4 Effect of Termination on Vacation
Vacation is credited to the employee upon appointment and each pay period. Upon termination of an employee's service with the City, he/she shall be paid a lump sum for all accrued vacation hours, up to 280 hours.
10.2.5 Status Report of Accrued Vacation Leave
The City will provide regularly to each employee on his/her paycheck stub an official record of his/her accrued vacation leave. Verification of an employee's official accrued vacation leave record will be provided by the City based on a reasonable request for such verification.
10.2.6 Vacation Leave Buyback
Each December, unit employees may buyback vacation and/or comp leave with continuous years of service as follows:
Less than five years: up to 40 hours
Five years, but less than 10 years: up to 60 hours
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21 More than 10 years: up to 80 hours
A. Employee must have taken a minimum of forty (40) hours of vacation leave during the period November 1st - October 31st prior to submitting the request.
B. Employee must maintain a minimum balance of 120 hours of vacation leave after submitting the request.
C. Employee must submit request form to Human Resources Manager by October 31st, with payment to be made the first pay period of December.
Forms will be available in the City’s “O” drive and/or through the Human Resources Office.
11. SICK LEAVE
11.1 Sick or accident leave is not considered a right to which an employee may use at their discretion, but is allowed only in cases of actual sickness or disability which make it impossible for the employee to perform their normal work assignment or as otherwise allowed in this policy.
A. Sick leave beginning with the payroll period commencing September 27, 1988, has no cash value at employee termination.
B. Sick leave accrues at the following rate beginning with the payroll period commencing September 27, 1988:
1. Employees hired after October 1, 1988 are provided with a sick leave bank of forty (40) hours and immediately begin to accrue sick leave at the rate of eight (8) hours per month of service.
2. Current employees will continue to accrue sick leave at the rate of eight (8) hours per month of service.
C. In order to receive compensation while absent from duty on sick leave the employee, if physically able, must notify, or cause to be notified, their immediate supervisor or the Watch Commander at least two (2) hours prior to the beginning of the employee's regular daily duties.
D. When absent for more than three (3) work days, the employee must file a physician's certificate as to the reason(s) for their absence or a personal affidavit with the Personnel Officer stating the reason(s) for the absence. Failure to file the necessary documents within two (2) days following return to work will be cause for such absence to be charged as leave without pay. Violation of sick leave privileges may result in disciplinary action 145
22 and/or loss of pay when in the opinion of the Personnel Officer the employee has abused such privileges.
E. Employees may use their accumulated sick leave immediately after it has been earned, subject to the provisions for use of sick leave.
F. Employees may use their accumulated sick leave for absence due to only the following specified reasons:
1. Illness, injury, or health appointment of the employee.
2. Exposure of the employee to a contagious disease.
3. Illness, injury, or health appointment of the employee's spouse, children or of persons residing within the employee's household which require the presence of the employee.
4. To maintain a full paycheck while the employee is receiving worker's compensation benefits.
5. Other reasons as approved by the Personnel Officer or designee.
H. Employees who have called in sick and who are on authorized sick leave shall be at their primary residence or available for either a phone call or visit by their supervisor during their hours they were scheduled to work in case their supervisor needs information from them.
Exceptions would include visits to doctor's offices, hospital, or scheduled place of treatment.
Employees too ill to be available may be considered excepted as well.
11.2 Usage
Sick leave with pay up to the total number of accumulated sick leave hours shall be granted by the Department Head in case of bona fide illness or injury of employee.
Immediately upon return to work, the employee shall complete and submit the City's Absence and Leave Affidavit to his/her immediate supervisor. The City may determine, by reasonable means, the validity of any sick leave usage either as a condition of continuing an employee on sick leave status or as a requirement of returning to work. Additionally, if the City suspects an employee is abusing or has abused sick leave, the City may require the employee to be examined by the City's medical examiner at no cost to the employee.
11.3 Bereavement Leave
Leave with pay up to forty (40) hours per year shall be granted by the Department Head in case of the death of a mother, father, spouse, sister, brother, son, daughter, 146
23 uncles, aunts, step-parents, step-children and in-laws, or grandparents. Bereavement leave or special sick leave in case of death or serious illness of other persons may be granted only upon approval of the City Manager. Bereavement shall be charged against accumulated sick leave.
11.4 Maternity Leave
Sick leave up to the limit of accumulated sick leave time shall be granted for pregnancy and normal recovery from childbirth. Additional time away from work due to maternity up to a total of six (6) months will be treated as leave without pay.
11.5 Paternity Leave
A maximum of five (5) days leave with pay shall be granted for the purpose of preparation for and care of a newly born or newly adopted child. Paternity leave shall be charged against accumulated sick leave.
11.6 Exceptions
Sick leave with pay shall not be granted for any injury attributable to an outside occupation (for which Worker's Compensation benefits are available and engagement therein has not been authorized).
11.7 Exhaustion of Sick Leave
When an employee is on sick leave status and such sick leave time due the employee has been exhausted, subsequent leave of absence shall first be charged to compensatory time accruals and then to vacation accruals. An exception shall be made if such would cause an employee to lose vacation, which could not be carried forward.
11.8 Sick Leave Pay Off
Accumulated sick leave will be credited to the employee's length of service upon retirement from the City of Santa Paula and will become a part of the calculation upon which PERS retirement benefits are established.
11.9 Doctor/Dentist Visits
Sick leave may be used for doctor or dentist visits or to obtain medical or dental care, subject to advance approval by the Department Head or designee.
12. INDUSTRIAL ACCIDENT LEAVE
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24 12.1 Injury Leave
Whenever a sworn safety employee sustains an injury while actively engaged in law enforcement, he or she will receive compensation as provided under the State Worker's Compensation Act. Such officer will be placed upon leave of absence at full pay and will be paid by the City for so long as is required by Section 4850 and related sections of the Labor Code. During the same time the City is required to pay and actually pays, the public safety employee will not be entitled to receive any temporary disability payments under the
Worker's Compensation Act or retirement benefits under the Public Employee's Retirement System, and the City will be entitled to receive all payments which would otherwise be payable to such officer for temporary disability or upon retirement.
Medical care and payments for permanent disabilities incurred in the course of employment are prescribed by the Workers' Compensation Act.
All injuries sustained in the course of employment must be reported as soon as possible to the Police Chief, who will immediately report the same to the Personnel Officer. In the event the employee is physically incapacitated in such a manner as to prevent submission of a report, the department head shall complete and forward the required report to the Personnel Officer within twenty-four (24) hours following the injury.
Failure to report an injury within thirty-six (36) hours of the injury may result in disciplinary procedures. Sworn unit members are not entitled to utilize sick leave for any industrial injury or industrial illness. Employees on industrial leave are not entitled to additional day and/or time off for holidays which occur during the time an employee is on industrial leave.
13. SPECIAL LEAVE
13.1 Miscellaneous Leave with Pay
An employee in the competitive service shall be granted leave of absence with full pay for:
1. Jury service;
2. Subpoena of him/her as a witness in a Police or City business matter; or
3. Attendance in court resulting from his/her official duties as assigned by the City Manager.
Any extra compensation received by the employee for the above (travel time exempt) shall be remitted by the employee to the City.
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25 13.2 Family Leave
Family leave shall be as identified in the City's Personnel Rules and Regulations entitled "Medical Leave."
13.3 Leave Transfer
Unit employees will have the ability to transfer earned leave bank (vacation and/or comp) to other employees in Units participating in this program, subject to the following conditions:
1. No one can, by use of this transfer, reduce his or her accrued vacation to less than forty (40.0) hours in each bank
2. All such transfers shall be approved by the City Manager or his designee.
3. All transfers shall be anonymous to the transferee.
14. BENEFITS AND INSURANCE
14.1 Cafeteria Benefit Plan
The City provides a monthly contribution to each eligible member of the unit to be used towards the Cafeteria Benefit Plan. These funds are to be used for eligible insurance plans included within the Cafeteria Plan Cafeteria Plan options include health, dental, group term life, and supplemental disability and accident insurance and deferred compensation (IRS 457).
The City currently provides a $1458.90 per month ($729.45 paid for the 1st and 2nd pay periods of each month cafeteria benefit contribution toward each full-time eligible member of the unit. The City will provide for an increase, not to exceed 4% each calendar year, for any cost increases to the least-costly HMO family medical plan and the least costly family dental plan. Effective the first full pay period commencing on or after December 2023, the City shall provide $1,641.08 per month ($820.54 paid for the 1st and 2nd pay periods of each month).
Employees hired prior to July 1, 2021, electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive a maximum opt out allowance of $1458.90 per month. Employees who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $1,458.90, shall be eligible to cash out the difference between $1458.90 and the cost of the premium.
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26 Employees hired after July 1, 2021, electing to opt out of medical coverage will receive a maximum opt out allowance of $500.00 per month. Employees hired after July 1, 2021 who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $500, shall be eligible to cash out the difference between $500 and the cost of the premium.
All employees must enroll in an available City health program unless they submit to the City both proof of health coverage and a signed health insurance waiver.
Employees who fail to complete both requirements will not be allowed to utilize their Cafeteria Benefit Plan contributions for any other eligible plans.
14.2 Eligibility Date
When an employee commences work with the City, his/her health benefit distribution selection shall become effective the first of the month, following the date of employment. Deductions for benefits are made a month in advance.
14.3 Benefit Options
Employees will choose from available health insurance programs and/or health and dental plans at such times as carriers allow for open enrollment periods. Dependent coverage may be added or deleted between open enrollment periods subject to conditions imposed by the selected carriers.
14.4 Enrollment
The times at which enrollment in or withdrawal from non-mandatory group life and disability income insurance plans is authorized shall be as established by City Policy subject to requirements of the insurance carriers.
14.5 IRS Section 125 Plan
The City provides the IRS Section 125 Flexible Benefits Plan on a City-side basis to all full-time regular employees. The City agrees to provide payroll deductions for participating employees, and make appropriate disbursements to the plan administrators. Selection of the plan administrator is the responsibility of the City.
The City reserves the right to discontinue the Flexible Spending Plan program at the conclusion of the Plan year on October 31st, if there is insufficient Citywide employee participation to break even on administrative costs. The City will pay the annual fee and the enrolled employee monthly administrative fee. Should fewer than ten employees Citywide sign-up for an FSA for the new plan year beginning November 1st, the City reserves the right to discontinue its participation in the Plan.
14.6 Life Insurance
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27 The City provides group term life insurance coverage to $100,000 for each employee, and $5,000 for eligible dependents of each such employee.
14.7 Long Term Disability
The City provides a Long-Term Disability Insurance Program to all employees of the Police unit at City expense.
14.8 Gym Membership
Effective the first day of the full pay period following ratification of this Agreements, Unit members will be eligible for gym membership reimbursement in accordance to the Citywide Wellness & Fitness Program Reimbursement Policy. .
15. RETIREMENT
15.1 PERS Plan
The City shall provide for employee retirement benefits through participation in the Public Employee’s Retirement System (PERS) as follows:
A. For “Safety” employees hired prior to January 1, 2013, and for safety employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA):
1. Classic safety members will be provided with the 3% @ 50 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
B. For “Safety” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA:
1. Safety employees who are New Members will be provided with the 2.7% @ 57 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s 151
28 final three (3) years of compensation.
C. For “Miscellaneous” employees hired prior to January 1, 2013, and for miscellaneous employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA):
1. Miscellaneous members hired prior to March 20, 2006 will be provided with the 2.5% @ 55, Tier One (1) service retirement formula;
2. Miscellaneous members hired after March 20, 2006 will be provided with the 2% @ 55, Tier Two (2) service retirement formula;
3. The retirement allowance will be computed on the highest one (1) year of compensation.
D. For “Miscellaneous” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA:
Miscellaneous members will be provided with the 2 % @ 62 service retirement formula; The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
15.2 Contribution to PERS
All New Members (as defined by PEPRA) hired by the City on or after January 1, 2013 will pay the full employee contribution, which will be one-half the normal cost rate as determined by CalPERS.
All Classic Members (as defined by PEPRA) will pay the full member contribution, which is currently 9%. Should the member contribution change, the City and the Santa Paula Police Officer’s Association agree to a reopener on the subject of member contribution to PERS.
The parties agree that upon the City amending its contract with CalPERS and adopting an appropriate resolution regarding this cost sharing agreement, classic members (as defined by PEPRA) shall contribute three percent (3%) of their compensation towards the employer’s contribution to CalPERS pursuant to cost sharing in accordance with Government Code Section 20516(a). In accordance with IRS Code section 414(h)(2), the cost sharing will then be treated as a pre-tax deduction. The Parties agree that should the MOU expire without a successor agreement in place, the cost sharing contribution under Government Code Section 20516(a) shall continue. 152
29 The parties agree that upon the City amending its contract with CalPERS and adopting an appropriate resolution regarding this cost sharing agreement, new members (as defined by PEPRA) shall contribute one percent (1%) of their compensation towards the employer’s contribution to CalPERS pursuant to cost sharing in accordance with Government Code Section 20516(a). In accordance with IRS Code section 414(h)(2), the cost sharing will then be treated as a pre-tax deduction. The Parties agree that should the MOU expire without a successor agreement in place, the cost sharing contribution under Government Code Section 20516(a) shall continue.
15.3 City Matching Contribution to Deferred Compensation Plan City will develop and implement program by January 2024 or earlier, if the City can implement this provision earlier, the City shall provide a matching contribution to an employee’s deferred compensation plan up to one percent (1%) of an employee’s base salary. For example, if an employee earns $50,000 and contributes $25 per pay period or $650 annually, the City will contribute $500 annually to the employee’s deferred compensation plan. $500 is one percent of $50,000. If the employee contributes $10 per pay period for a total of $260 annually, the City shall contribute $260 to the employee’s deferred compensation account.
16. DISPUTES
All disputes arising under this agreement shall be resolved in accordance with the City's adopted grievance procedures.
17 WORKING CONDITIONS
17.1 No Smoking Policy
In accordance with the City's No Smoking Policy, smoking and chewing tobacco is not permitted in City offices, facilities and vehicles.
17.2 Employee Medical Examination
The City will notify unit employees that are required to submit proof that they were evaluated by their doctor once every three (3) years for employees age fifty (50) and over. Employees are to use their own employee medical health plan. Any deductible cost for the physical will be reimbursed by the City.
17.3 Employer-Employee Relations Committee
The City and the Association agree to establish a City-wide Employer-Employee Relations Committee, represented by labor and management, to meet on request or on a quarterly basis to discuss departmental and City issues, problems, and general 153
30 administrative matters.
17.4 General Safety Committee
The Association is authorized to have one-member representative to serve on the General Safety Committee. The Association will be responsible for providing the names of the member and one alternate to the City.
17.5 Modified Duty Policy
A modified duty policy will be implemented as was approved in the1994-95 Memorandum of Understanding.
18. COMPLETION OF MEET AND CONFER
The parties acknowledge that, for the life of this agreement, each voluntarily or unqualifiedly waives the right to meet and confer and agrees that the other shall not be obligated to meet and confer with respect to any subject or matter pertaining to or covered by this agreement, notwithstanding any other provisions of laws to the contrary, or as provided for in this agreement.
19. SEVERABILITY
If any provisions of the MOU are held by the proper legislative or judicial authority to be unlawful, unenforceable, or unconstitutional, all other provisions of the MOU will remain in full force and effect for the duration of this MOU. If there is any conflict between the provisions of this MOU and the provisions of federal or state regulations, the provisions of the federal or state regulations shall be controlling. Upon the issuance of a decision declaring any article, section, or portion of this MOU to be unlawful, unenforceable, or unconstitutional, the parties agree to meet and confer immediately concerning only those articles, sections, and portions.
20. TERM
This agreement shall be in effect from July 1, 2025 through June 30, 2027, and thereafter shall remain in full force and effect year-by-year until a subsequent signed MOU is reached by the parties.
NOTICE OF INTENT TO REOPEN
The parties agree that, if either party desires to propose changes in the terms or conditions of this MOU for the period following expiration of this MOU, notice must be given to the other not later than the last working day prior to the ending date of the contract, that such discussions are desired.
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31 21. FINALITY OF RECOMMENDATIONS
Upon ratification by the City Council, the recommendations set forth above are final. No changes or modifications shall be offered, urged, or otherwise presented by said Santa Paula Police Officers Association or the City Manager for the period July 1, 2025 through June 30, 2027, except as provided for in this agreement.
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8307177.1 SA560-034
SANTA PAULA POLICE OFFICERS CITY OF SANTA PAULA
ASSOCIATION NEGOTIATING TEAM NEGOTIATING TEAM
____________________________ _____________________________ Rob Wexler Irma Rodriguez Moisa
Chief Negotiator Chief Negotiator
____________________________ ______________________________ Wyatt Gates Lorena Alvarez
Human Resources Administrator
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Daniel Potter
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Hector Ramirez
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0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 CITY MANAGER 100 229,361.60 ‐ 110.27 ‐ ‐ ‐ HUMAN RESOURCES MANAGER 102 67.38 64.17 70.75 74.29 78.01 133,473.60 140,150.40 147,160.00 154,523.20 162,260.80 PARKS & RECREATION DIRECTOR 103 72.41 68.96 76.04 79.85 83.85 143,436.80 150,612.80 158,163.20 166,088.00 174,408.00 PLANNING DIRECTOR 106 74.23 70.69 77.95 81.85 85.95 147,035.20 154,398.40 162,136.00 170,248.00 178,776.00 FINANCE DIRECTOR/CITY TREASURER 107 73.52 70.01 77.20 81.06 85.12 145,620.80 152,921.60 160,576.00 168,604.80 177,049.60 PUB WORKS DIR/CITY ENGINE 108 79.42 75.63 83.40 87.57 91.95 157,310.40 165,193.60 173,472.00 182,145.60 191,256.00 POLICE CHIEF 109 81.99 78.08 86.09 90.40 94.92 162,406.40 170,539.20 179,067.20 188,032.00 197,433.60 IT MANAGER 111 68.30 65.04 71.72 75.31 79.08 135,283.20 142,064.00 149,177.60 156,644.80 164,486.40 DEPUTY CITY MANAGER 113 65.61 62.48 68.90 72.35 75.97 129,958.40 136,468.80 143,312.00 150,488.00 158,017.60 ASSISTANT FINANCE DIRECTOR 202 55.78 53.12 58.57 61.50 64.58 110,489.60 116,022.40 121,825.60 127,920.00 134,326.40 POLICE COMMANDER 205 68.02 64.78 71.43 75.01 78.77 134,742.40 141,481.60 148,574.40 156,020.80 163,841.60 ASSISTANT PUB WORKS DIRECTOR 207 66.94 63.75 70.29 73.81 77.51 132,600.00 139,235.20 146,203.20 153,524.80 161,220.80 CHIEF BUILDING OFFICIAL 208 53.29 50.75 55.96 58.76 61.70 105,560.00 110,843.20 116,396.80 122,220.80 128,336.00 ASSISTANT POLICE CHIEF 209 74.30 70.76 78.02 81.93 86.03 147,180.80 154,544.00 162,281.60 170,414.40 178,942.40 PLANNING COMMISSIONER 213 ‐ 50.00 ‐ ‐ ‐ PLANNING MANAGER 214 57.84 55.08 60.74 63.78 66.97 114,566.40 120,307.20 126,339.20 132,662.40 139,297.60 WATER OPERATIONS SUPERINTENDENT 215 61.55 58.61 64.63 67.87 71.27 121,908.80 128,024.00 134,430.40 141,169.60 148,241.60 PLANNER, ASSISTANT/GIS ANALYST 258 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 ENGINEERING TECH. SR. 259 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 PLANNER, ASSOCIATE 263 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 MANAGEMENT ANALYST 265 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 ACCOUNTANT 268 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 PURCHASING AGENT 273 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 SR. RECORDS SUPERVISOR 274 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST I 275 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 RECREATION SUPERVISOR 276 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 PARKS & FACILITIES SUPERVISOR 277 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FLEET SUPERVISOR 278 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 STREETS MAINTENANCE SUPERVISOR 279 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST II 280 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 ASSOCIATE ENGINEER 281 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 EMERGENCY SERVICES COORDINATOR 282 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 CITY CLERK 283 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 CUSTODIAN 301 22.74 21.65 23.88 25.08 26.34 45,032.00 47,299.20 49,670.40 52,166.40 54,787.20 CUST SERVICES REP 302 22.97 21.87 24.12 25.33 26.60 45,489.60 47,777.60 50,169.60 52,686.40 55,328.00 WATER DISTRIBUTION OPERATOR I 304 27.24 25.94 28.61 30.05 31.56 53,955.20 56,659.20 59,508.80 62,504.00 65,644.80 ADMINISTRATIVE ASSISTANT 309 23.54 22.41 24.72 25.96 27.26 46,612.80 48,963.20 51,417.60 53,996.80 56,700.80 ANIMAL SERVICES COORDINAT 311 26.37 25.11 27.69 29.08 30.54 52,228.80 54,849.60 57,595.20 60,486.40 63,523.20 SR. ADMINISTRATIVE ASST. 313 25.04 23.84 26.30 27.62 29.01 49,587.20 52,083.20 54,704.00 57,449.60 60,340.80 WATER DISTRIBUTION OPERATOR II 314 28.62 27.25 30.06 31.57 33.15 56,680.00 59,529.60 62,524.80 65,665.60 68,952.00 MECHANIC I 315 25.30 24.09 26.57 27.90 29.30 50,107.20 52,624.00 55,265.60 58,032.00 60,944.00 BUILDING INSPECTOR I 323 29.23 27.83 30.70 32.24 33.86 57,886.40 60,798.40 63,856.00 67,059.20 70,428.80 MECHANIC II 324 31.48 29.98 33.06 34.72 36.46 62,358.40 65,478.40 68,764.80 72,217.60 75,836.80 BUILDING INSPECTOR II 326 35.57 33.87 37.35 39.22 41.19 70,449.60 73,985.60 77,688.00 81,577.60 85,675.20 ENGINEERING TECH/INSPECTO 328 28.90 27.52 30.35 31.87 33.47 57,241.60 60,112.00 63,128.00 66,289.60 69,617.60 SENIOR ACCOUNTING TECHNIC 329 25.89 24.65 27.19 28.55 29.98 51,272.00 53,851.20 56,555.20 59,384.00 62,358.40 EQUIPMENT MAINT LEADWORK 330 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FACILITIES MAINT LEADWORK 331 28.20 26.85 29.61 31.10 32.66 55,848.00 58,656.00 61,588.80 64,688.00 67,932.80 FAC MAINT WRK I 332 23.62 22.49 24.81 26.06 27.37 46,779.20 49,129.60 51,604.80 54,204.80 56,929.60 FAC MAINT WRK II 333 25.98 24.74 27.28 28.65 30.09 51,459.20 54,038.40 56,742.40 59,592.00 62,587.20 MAINTENANCE WRK I 334 23.15 22.04 24.31 25.53 26.81 45,843.20 48,152.00 50,564.80 53,102.40 55,764.80 MAINTANENCE WRK II 335 25.46 24.24 26.74 28.08 29.49 50,419.20 52,956.80 55,619.20 58,406.40 61,339.20 STREET MAINT LEADWORKER 339 27.63 26.31 29.02 30.48 32.01 54,724.80 57,470.40 60,361.60 63,398.40 66,580.80 COMMUNITY DEVELOPMENT TECHNICIAN 343 28.61 27.24 30.05 31.56 33.14 56,659.20 59,508.80 62,504.00 65,644.80 68,931.20 RECREATION PROGRAM COORDINATOR 344 24.92 23.73 26.17 27.48 28.86 49,358.40 51,833.60 54,433.60 57,158.40 60,028.80 PERMIT TECHNICIAN 345 31.98 30.45 33.58 35.26 37.03 63,336.00 66,518.40 69,846.40 73,340.80 77,022.40 ENGINEERING TECH I 346 28.27 26.92 29.69 31.18 32.74 55,993.60 58,801.60 61,755.20 64,854.40 68,099.20 ENGINEERING TECH II 347 32.75 31.19 34.39 36.11 37.92 64,875.20 68,120.00 71,531.20 75,108.80 78,873.60 LEAD PARK AND ABATEMENT SPECIALIST 348 23.87 22.73 25.07 26.33 27.65 47,278.40 49,649.60 52,145.60 54,766.40 57,512.00 ACCOUNTING SPECIALIST 349 28.14 26.80 29.55 31.03 32.59 55,744.00 58,531.20 61,464.00 64,542.40 67,787.20 DUAL OPERATOR I 350 31.57 30.06 33.15 34.81 36.56 62,524.80 65,665.60 68,952.00 72,404.80 76,044.80 DUAL OPERATOR II 351 33.16 31.58 34.82 36.57 38.40 65,686.40 68,972.80 72,425.60 76,065.60 79,872.00 DUAL OPERATOR III 352 35.93 34.21 37.73 39.62 41.61 71,156.80 74,734.40 78,478.40 82,409.60 86,548.80 DUAL OPERATOR IV 353 37.71 35.91 39.60 41.58 43.66 74,692.80 78,436.80 82,368.00 86,486.40 90,812.80 LEAD DUAL OPERATOR 354 40.16 38.24 42.17 44.28 46.50 79,539.20 83,532.80 87,713.60 92,102.40 96,720.00 PUBLIC SAFETY DISP CLERK 401 29.89 28.46 31.39 32.96 34.61 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 PUB SAFETY DISPATCH SUPER 402 37.59 35.80 39.47 41.45 43.53 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 POLICE OFFICER 403 43.38 41.31 45.55 47.83 50.23 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 POLICE SENIOR 405 48.57 46.25 51.00 53.55 56.23 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 POLICE SERGEANT 406 56.55 53.85 59.38 62.35 65.47 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 POLICE RECRUIT 407 ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ COMMUNITY SERVICES OFFICE 501 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 EVIDENCE & PROPERTY TECHNICIAN 502 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 RECORDS TECHNICIAN 503 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 IT SUPPORT ANALYST 703 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 Proposed FY 25/26 Salary Schedule
191
0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 25/26 Salary Schedule
PAYROLL SPECIALIST 704 30.52 29.06 32.05 33.66 35.35 60,444.80 63,481.60 66,664.00 70,012.80 73,528.00 EXECUTIVE ASSISTANT 705 27.23 25.93 28.60 30.03 31.54 53,934.40 56,638.40 59,488.00 62,462.40 65,603.20 HUMAN RESOURCES ANALYST 706 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 HUMAN RESOURCE TECHNICIAN 707 27.64 26.32 29.03 30.49 32.02 54,745.60 57,491.20 60,382.40 63,419.20 66,601.60 RECREATION LEADER II 801 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER III 802 18.20 17.33 19.11 20.07 21.08 COMM SERVICE OFFICER 803 17.33 16.50 18.20 19.11 20.07 NUTRITION COORDINATOR 804 17.33 16.50 18.20 19.11 20.07 FACILITY ATTENDANT 806 19.31 18.39 20.28 21.30 22.37 SENIOR COORDINATOR 808 22.77 21.68 23.91 25.11 26.37 SECRETARY II 809 24.38 23.21 25.60 26.88 28.23 POLICE RESERVE 810 26.70
CITY INTERN 811 17.33 16.50 18.20 19.11 20.07 PARK ABATEMENT SPECIALIST 816 21.46 20.43 22.54 23.67 24.86 POLICE CADET 818 17.33 16.50 18.20 19.11 20.07 PW FIELD TECHNICIAN 819 17.33 16.50 18.20 19.11 20.07 CRIMINAL INVESTIGATIVE ANALYST 820 41.45 39.47 43.53 45.71 48.00 MECHANIC HELPER 821 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER I / CITY CORP TRAINEE 822 ‐ 16.50 ‐ ‐ ‐ CODE ENFORCEMENT INSPECTOR 823 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 COUNCILMEMBER 900 ‐ 600.00 ‐ ‐ ‐ 192
0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 100 CITY MANAGER 236,246.40 ‐ 113.58 ‐ ‐ ‐ 102 HUMAN RESOURCES MANAGER 71.29 67.89 74.86 78.61 82.55 141,211.20 148,283.20 155,708.80 163,508.80 171,704.00 103 PARKS & RECREATION DIRECTOR 78.64 74.89 82.58 86.71 91.05 155,771.20 163,571.20 171,766.40 180,356.80 189,384.00 106 PLANNING DIRECTOR 79.95 76.14 83.95 88.15 92.56 158,371.20 166,296.00 174,616.00 183,352.00 192,524.80 107 FINANCE DIRECTOR/CITY TREASURER 79.44 75.65 83.42 87.60 91.98 157,352.00 165,235.20 173,513.60 182,208.00 191,318.40 108 PUB WORKS DIR/CITY ENGINE 83.63 79.64 87.82 92.22 96.84 165,651.20 173,950.40 182,665.60 191,817.60 201,427.20 109 POLICE CHIEF 86.86 82.72 91.21 95.78 100.57 172,057.60 180,668.80 189,716.80 199,222.40 209,185.60 111 IT MANAGER 72.42 68.97 76.05 79.86 83.86 143,457.60 150,633.60 158,184.00 166,108.80 174,428.80 113 DEPUTY CITY MANAGER 70.04 66.70 73.55 77.23 81.10 138,736.00 145,683.20 152,984.00 160,638.40 168,688.00 202 ASSISTANT FINANCE DIRECTOR 61.82 58.87 64.92 68.17 71.58 122,449.60 128,585.60 135,033.60 141,793.60 148,886.40 205 POLICE COMMANDER 71.74 68.32 75.33 79.10 83.06 142,105.60 149,219.20 156,686.40 164,528.00 172,764.80 207 ASSISTANT PUB WORKS DIRECTOR 72.91 69.43 76.56 80.39 84.41 144,414.40 151,652.80 159,244.80 167,211.20 175,572.80 208 CHIEF BUILDING OFFICIAL 59.96 57.10 62.96 66.11 69.42 118,768.00 124,716.80 130,956.80 137,508.80 144,393.60 209 ASSISTANT POLICE CHIEF 78.68 74.93 82.62 86.76 91.10 155,854.40 163,654.40 171,849.60 180,460.80 189,488.00 213 PLANNING COMMISSIONER ‐ 50.00 ‐ ‐ ‐ 214 PLANNING MANAGER 63.32 60.30 66.49 69.82 73.32 125,424.00 131,705.60 138,299.20 145,225.60 152,505.60 215 WATER OPERATIONS SUPERINTENDENT 66.01 62.86 69.32 72.79 76.43 130,748.80 137,300.80 144,185.60 151,403.20 158,974.40 258 PLANNER, ASSISTANT/GIS ANALYST 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 259 ENGINEERING TECH. SR. 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 263 PLANNER, ASSOCIATE 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 265 MANAGEMENT ANALYST 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 268 ACCOUNTANT 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 273 PURCHASING AGENT 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 274 SR. RECORDS SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 275 ADMINISTRATIVE ANALYST I 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 276 RECREATION SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 277 PARKS & FACILITIES SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 278 FLEET SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 279 STREETS MAINTENANCE SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 280 ADMINISTRATIVE ANALYST II 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 281 ASSOCIATE ENGINEER 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 282 EMERGENCY SERVICES COORDINATOR 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 283 CITY CLERK 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 301 CUSTODIAN 23.71 22.58 24.90 26.15 27.46 46,966.40 49,316.80 51,792.00 54,392.00 57,116.80 302 CUST SERVICES REP 24.22 23.06 25.44 26.72 28.06 47,964.80 50,377.60 52,915.20 55,577.60 58,364.80 304 WATER DISTRIBUTION OPERATOR I 28.33 26.98 29.75 31.24 32.81 56,118.40 58,926.40 61,880.00 64,979.20 68,244.80 309 ADMINISTRATIVE ASSISTANT 25.29 24.08 26.56 27.89 29.29 50,086.40 52,603.20 55,244.80 58,011.20 60,923.20 311 ANIMAL SERVICES COORDINAT 30.38 28.93 31.90 33.50 35.18 60,174.40 63,190.40 66,352.00 69,680.00 73,174.40 313 SR. ADMINISTRATIVE ASST. 27.25 25.95 28.62 30.06 31.57 53,976.00 56,680.00 59,529.60 62,524.80 65,665.60 314 WATER DISTRIBUTION OPERATOR II 29.78 28.36 31.27 32.84 34.49 58,988.80 61,942.40 65,041.60 68,307.20 71,739.20 315 MECHANIC I 27.54 26.22 28.92 30.37 31.89 54,537.60 57,283.20 60,153.60 63,169.60 66,331.20 323 BUILDING INSPECTOR I 31.35 29.85 32.92 34.57 36.30 62,088.00 65,208.00 68,473.60 71,905.60 75,504.00 324 MECHANIC II 34.08 32.45 35.79 37.58 39.46 67,496.00 70,886.40 74,443.20 78,166.40 82,076.80 326 BUILDING INSPECTOR II 38.21 36.39 40.13 42.14 44.25 75,691.20 79,476.80 83,470.40 87,651.20 92,040.00 328 ENGINEERING TECH/INSPECTO 31.12 29.63 32.68 34.32 36.04 61,630.40 64,729.60 67,974.40 71,385.60 74,963.20 329 SENIOR ACCOUNTING TECHNIC 27.58 26.26 28.96 30.41 31.94 54,620.80 57,366.40 60,236.80 63,252.80 66,435.20 330 EQUIPMENT MAINT LEADWORK 37.20 35.42 39.06 41.02 43.08 73,673.60 77,376.00 81,244.80 85,321.60 89,606.40 331 FACILITIES MAINT LEADWORK 30.81 29.34 32.36 33.98 35.68 61,027.20 64,084.80 67,308.80 70,678.40 74,214.40 332 FAC MAINT WRK I 25.59 24.37 26.87 28.22 29.64 50,689.60 53,227.20 55,889.60 58,697.60 61,651.20 333 FAC MAINT WRK II 28.22 26.87 29.64 31.13 32.69 55,889.60 58,697.60 61,651.20 64,750.40 67,995.20 334 MAINTENANCE WRK I 24.59 23.41 25.82 27.12 28.48 48,692.80 51,147.20 53,705.60 56,409.60 59,238.40 335 MAINTANENCE WRK II 27.09 25.80 28.45 29.88 31.38 53,664.00 56,347.20 59,176.00 62,150.40 65,270.40 339 STREET MAINT LEADWORKER 29.59 28.18 31.07 32.63 34.27 58,614.40 61,547.20 64,625.60 67,870.40 71,281.60 343 COMMUNITY DEVELOPMENT TECHNICIAN 30.49 29.03 32.02 33.63 35.32 60,382.40 63,419.20 66,601.60 69,950.40 73,465.60 344 RECREATION PROGRAM COORDINATOR 28.09 26.75 29.50 30.98 32.53 55,640.00 58,427.20 61,360.00 64,438.40 67,662.40 345 PERMIT TECHNICIAN 33.50 31.90 35.18 36.94 38.79 66,352.00 69,680.00 73,174.40 76,835.20 80,683.20 346 ENGINEERING TECH I 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 347 ENGINEERING TECH II 34.97 33.30 36.72 38.56 40.49 69,264.00 72,737.60 76,377.60 80,204.80 84,219.20 348 LEAD PARK AND ABATEMENT SPECIALIST 25.78 24.55 27.07 28.43 29.86 51,064.00 53,622.40 56,305.60 59,134.40 62,108.80 349 ACCOUNTING SPECIALIST 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 350 DUAL OPERATOR I 32.89 31.32 34.54 36.27 38.09 65,145.60 68,411.20 71,843.20 75,441.60 79,227.20 351 DUAL OPERATOR II 34.56 32.91 36.29 38.11 40.02 68,452.80 71,884.80 75,483.20 79,268.80 83,241.60 352 DUAL OPERATOR III 38.61 36.77 40.55 42.58 44.71 76,481.60 80,308.80 84,344.00 88,566.40 92,996.80 353 DUAL OPERATOR IV 40.50 38.57 42.53 44.66 46.90 80,225.60 84,240.00 88,462.40 92,892.80 97,552.00 354 LEAD DUAL OPERATOR 43.73 41.64 45.92 48.22 50.64 86,611.20 90,958.40 95,513.60 100,297.60 105,331.20 401 PUBLIC SAFETY DISP CLERK 32.88 31.31 34.53 36.26 38.08 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 402 PUB SAFETY DISPATCH SUPER 40.23 38.31 42.25 44.37 46.59 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 403 POLICE OFFICER 46.43 44.21 48.76 51.20 53.76 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 405 POLICE SENIOR 51.97 49.49 54.57 57.30 60.17 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 406 POLICE SERGEANT 60.51 57.62 63.54 66.72 70.06 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 407 POLICE RECRUIT ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 501 COMMUNITY SERVICES OFFICE 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 502 EVIDENCE & PROPERTY TECHNICIAN 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 503 RECORDS TECHNICIAN 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 703 IT SUPPORT ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 Proposed FY 26/27 Salary Schedule
193
0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 26/27 Salary Schedule
704 PAYROLL SPECIALIST 35.45 33.76 37.23 39.10 41.06 70,220.80 73,736.00 77,438.40 81,328.00 85,404.80 705 EXECUTIVE ASSISTANT 29.80 28.38 31.29 32.86 34.51 59,030.40 61,984.00 65,083.20 68,348.80 71,780.80 706 HUMAN RESOURCES ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 707 HUMAN RESOURCE TECHNICIAN 29.09 27.70 30.55 32.08 33.69 57,616.00 60,507.20 63,544.00 66,726.40 70,075.20 801 RECREATION LEADER II 17.33 16.50 18.20 19.11 20.07 802 RECREATION LEADER III 18.20 17.33 19.11 20.07 21.08 803 COMM SERVICE OFFICER 17.33 16.50 18.20 19.11 20.07 804 NUTRITION COORDINATOR 17.33 16.50 18.20 19.11 20.07 806 FACILITY ATTENDANT 19.90 18.95 20.90 21.95 23.05 808 SENIOR COORDINATOR 23.46 22.34 24.64 25.88 27.18 809 SECRETARY II 25.11 23.91 26.37 27.69 29.08 810 POLICE RESERVE 26.70
811 CITY INTERN 17.33 16.50 18.20 19.11 20.07 816 PARK ABATEMENT SPECIALIST 22.11 21.05 23.22 24.39 25.61 818 POLICE CADET 17.33 16.50 18.20 19.11 20.07 819 PW FIELD TECHNICIAN 17.33 16.50 18.20 19.11 20.07 820 CRIMINAL INVESTIGATIVE ANALYST 42.70 40.66 44.84 47.09 49.45 821 MECHANIC HELPER 17.33 16.50 18.20 19.11 20.07 822 RECREATION LEADER I / CITY CORP TRAINEE ‐ 16.50 ‐ ‐ ‐ 823 CODE ENFORCEMENT INSPECTOR 34.89 33.22 36.64 38.48 40.41 69,097.60 72,571.20 76,211.20 80,038.40 84,052.80 900 COUNCILMEMBER ‐ 600.00 ‐ ‐ ‐ 194
To: Honorable Mayor and Members of the City Council
From: Lorena Alvarez, Human Resources Administrator
Subject: 2025-2027 MEMORANDUM OF UNDERSTANDING WITH THE MID
MANAGEMENT ASSOCIATION
Date: August 6, 2025
Agenda Item: 10.E
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
It is recommended that the City Council:
1. Adopt Resolution No. 7580, approving the Memorandum of Understanding between the City of Santa Paula and the Mid Management Association for the period of July 1, 2025 through June 30, 2027.
2. Adopt the proposed salary schedule for FY 2025-26 and 2026-27.
BACKGROUND:
The current Memorandum of Understanding (MOU) with the Mid Management Association (MMA) expired on June 30, 2025. In compliance with the Meyers-Milias Brown Act (MMBA), the City negotiations team commenced negotiations with the MMA towards a successor MOU and have been meeting and conferring in good faith regarding wages, benefits and other terms and conditions of employment. These negotiations were based upon direction provided by the City Council in closed session during the negotiations process.
The Mid Management Association ratified the tentative agreement on July 2, 2025. This action tonight seeks City Council approval of the terms and conditions, as negotiated.
ANALYSIS:
The current Memorandum of Understanding (MOU) with Mid Management Association expired on June 30, 2025. Below are key items that have been negotiated:
Term of the Agreement shall be from July 1, 2025 through June 30, 2027.
Effective the first full pay period following July 1, 2025, Unit employees shall receive a three percent (3%) adjustment to base wages.
Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages.
A one-time, non-pensionable retention bonus, two percent (2%) of the employee’s base salary to all full-time employees who worked the entire previous fiscal year (July 1, 2024 to June 30, 2025).
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Phased Cafeteria increase from $1450.00 to $1650.00 over the term of the agreement Education incentive increase to Police Commander positions.
Ten (10%) percent increase to boot and safety glasses allowances. $500 increase to Tuition Reimbursement, for a total of $3500 per fiscal year.
In addition to the general wage increases above, the City will implement additional increases to the top of the wage schedule to address the completed 2025 Compensation Study as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
STRATEGIC PLAN:
This item/action supports the City Council's goal of employee retention under the "Operational Excellence" of the two-year Strategic Plan by striving to develop and maintain a competitive compensation package for employees.
FISCAL IMPACTS:
Costs associated with these changes have been incorporated into the Budget for Fiscal Years 2025/26 and 2026/27.
OPTIONS:
1. Approve Resolution No. 7580, approving the Memorandum of Understanding between the City of Santa Paula and the Mid Management Association for the period of July 1, 2025 through June 30, 2027.
2. Provide alternative direction to staff.
ATTACHMENTS:
Resolution No. 7580.doc
Exhibit A to Resolution No. 7580.docx
Redline.pdf
Salary Schedules 25.26
Salary Schedules 26.27
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RESOLUTION NO. 7580
A RESOLUTION APPROVING THE MEMORANDUM OF UNDERSTANDING
FOR THE CONTRACT YEAR 2025-2027 BETWEEN THE CITY OF SANTA
PAULA AND THE MID MANAGEMENT ASSOCIATION
The City Council for the City of Santa Paula does resolve as follows:
SECTION 1: The City Council finds as follows:
A. The City, acting by and through its City Council appointed negotiation team, and representatives of the Mid Management Association, a duly recognized employee organization representing the City of Santa Paula’s Mid Management employees, met and conferred in good faith and fully communicated and exchanged information concerning salaries, hours and the terms and conditions of employment for contract years 2025-2027.
B. The appointed representatives of the parties agreed on certain matters as stated in the memorandum of understanding (“MOU”) attached as Exhibit “A”, and recommend that the City Council implement the MOU.
SECTION 2: The City Council approves the Memorandum of Understanding for Contract Year 2025-2027 between the City of Santa Paula and the Mid Management Association. The City Manager is authorized to execute the MOU on the City’s behalf and any ancillary documents necessary to implement the MOU.
SECTION 3: This Resolution will become effective as identified in Exhibit A, immediately upon adoption and will remain effective unless repealed or superseded.
SECTION 4: The City Clerk shall certify to the adoption of this resolution and shall cause a certified resolution to be filed in the Office of the City Clerk. 197
PASSED, AND ADOPTED, this 6th day of August, 2025.
____________________
Pedro Chavez, Mayor
City of Santa Paula
ATTEST:
_________________________
Julie Latshaw, City Clerk
Approved as to form:
_______________________________
Monica Castillo, City Attorney
Approved as to content:
_______________________________
Daniel Singer, City Manager
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MEMORANDUM OF UNDERSTANDING
MID-MANAGEMENT ASSOCIATION
PREAMBLE
This Memorandum of Understanding is entered into pursuant to the Meyers-Milas Brown Act (Government Code Section 3500-3511) by and between the City Council of the City of Santa Paula, hereinafter designated “City”, and the Mid-Management Association, hereinafter designated “Association”.
The City Manager, or his/her designee, is the representative for the City of Santa Paula in employeremployee relations as authorized by the City Council.
The parties have negotiated in good faith regarding wages, hours and other terms and conditions of employment of the employees in said bargaining unit; have exchanged freely information, opinions and proposals; and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
Both parties recognize their mutual obligation to cooperate with each other to assure maximum service of the highest quality and efficiency to the citizens of Santa Paula.
This Memorandum of Understanding is subject to all existing laws of the United States of America, State of California, and the ordinances, resolutions and regulations of the City of Santa Paula. This Memorandum of Understanding shall be presented to the City Council as the joint recommendations of the undersigned regarding matters within the scope of representation for all employees within the bargaining unit for the contract year 2025-2027 commencing July 1, 2025 and concluding June 30, 2027.
UNDERSTANDING AND AGREEMENTS
The following understandings and agreements shall not become effective until ratified by the City Council:
1. EXCLUSIVE REPRESENTATION
This memorandum covers employees in the Mid-Management Association, as represented by the Association, which has been certified as the recognized employee organization. The list of represented classes is set forth in Appendix A, herein.
Whenever a person is hired in any of the job classifications covered by this memorandum, City agrees to notify such person that Association is the recognized employee organization for employees in that classification.
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1.1 Non-Discrimination
The City and the Association stipulate that the provisions of this agreement will apply equally to all employees covered herein without favor or discrimination because of race, religion, color, creed, national origin, sex, sexual orientation, marital status, age, mental, or physical disability, and/or any other category protected by federal or state law.
2. ASSOCIATION RIGHTS
2.1 Labor-Management Meetings
MOU Employee Representation
The formally recognized employee organization may select not more than three (3) employee members of such organization to attend scheduled meetings with the Municipal Employee Relations Officer or other management officials on subjects within the scope of representation during regular work hours without loss of compensation. The participation of additional employees is at the discretion of the employee organization (a maximum of two (2) additional members) provided that they would not be eligible for compensation because the meeting in question was scheduled for the employees’ non-work hours and provided also they would not be eligible for any compensation for their attendance. Where circumstances warrant, the Municipal Employee Relations Officer may approve the attendance at such meetings of additional employee representatives without loss of compensation. The employee organization must, whenever practicable, submit the names of all such employee representatives to the Municipal Employee Relations Officer at least two (2) working days in advance of such meetings. Provided further: 1) that no employee representative may leave his or her duty or work station or assignment without specific approval of his supervisor, Department Head or other authorized City management official, and 2) that any such meeting is subject to scheduling by City management in a manner consistent with operating needs and work schedules.
Consultation
During the term of this agreement, the City and Association agree that consultation meetings may contribute to improved employer-employee relations. Either party may request meetings. The party requesting the meeting shall submit a proposed agenda. With the concurrence of the receiving party, a date, time and location of the requested meeting may be set. It is not intended that any such labor-management meetings be for discussion of issues handled under other provisions herein or other documents setting forth prescribed meeting procedures such as grievance or disciplinary procedures. Meeting attendees will be those that have been designated as Association representatives as defined above.
2.2 Association Information
Association materials provided by the Association will be provided to eligible employees as a part 201
of the new orientation process. The Association will be responsible for supplying materials.
3. CITY RIGHTS
To ensure that the City is able to carry out its statutory functions and responsibilities, certain City rights will not be subject to the meet and confer process. These include, but are not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; withhold merit step salary increases related to job performance subject to the City’s Personnel Rules and Regulations; determine the procedures and standard of selection for employment, promotion and transfer; direct employees, including scheduling and assigning work, work hours, and overtime as required in the manner most advantageous to the City. It is understood by the parties that every related duty connected with operations enumerated in job descriptions is not always specifically described; nevertheless, it is intended that all such duties shall be performed by the employee; establish employee performance standards and to require compliance therewith; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of government operations; determine the methods, means and personnel by which government operations are to be conducted; determine whether goods or services shall be made or provided by the City, or shall be purchased or contracted for, it being understood that it is not the City’s intent to contract out any services currently being provided by employees in the representation unit; however, the City retains its management rights to investigate alternate options in the future; determine the content of job classifications; take all necessary actions to protect the public’s health and safety and carry out its mission in emergencies; and exercise complete control and discretion over the technology of performing its work.
3.1 Contracting Out Clause
In the event the City enters into any agreement with another public employer or private entity which involves the transfer of functions now being performed by employees in the Association, or the law provides for the transfer of functions now being performed by employees in the Association to another public or private agency, the City will advise such public or private entity of the existence and terms of the Memorandum of Understanding and will immediately advise the Association of such agreement by law. In addition, the City will consult with the employer absorbing the City function to encourage utilization of affected employees by the new employer. When a Request for Proposal or other contract solicitation documents are approved and issued, the City Manager will arrange within five (5) business days to meet with representatives of the Association to advise them of the action.
When advance knowledge of the impact of pending changes in function, organization, or operations is available which will result in the abolishment of positions, or when there is any major assignment of functions from one department to another or to another agency, the City will make an intensive effort to either reassign or transfer affected employee to other positions for which they qualify, or train affected employees for new positions in order to retain their services.
3.2 No Strike or Lockout
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The City and the Association agree that the City will not lockout employees and that the Association will not engage in labor practices detrimental to providing services to the citizens of Santa Paula or detrimental to the interest of the City, nor will the Association sanction, support, condone, approve, or engage in any strike, sick-in, slowdown, work stoppage, or speed-up. The City and Association further agree that all matters of controversy within the scope of this agreement will be settled by established grievance procedures or other remedies provided by law. The Association acknowledges that violation of above may be just cause for disciplinary action, including termination.
4. SALARY COMPENSATION
4.1 Salary Adjustments
Effective the first full pay period following July 1, 2025 ratification of this Agreement by the MidManagement Association and adoption of the Agreement by the City Council, Unit employees shall:
a. Effective the first day of the first full pay period following July 1, 2025, Unit employees shall receive a three percent (3.0%) adjustment to base wages/salaries. b. Effective the first full pay period following July 1, 2026, Unit employees shall receive a three percent (3%) adjustment to base wages/salaries.
c. A one-time, non-pensionable bonus will be distributed to all full-time employees who worked the entire previous fiscal year (July 2024 to June 30, 2025) and who are still active employees at the time the bonus is paid. The bonus shall be paid no later than the pay period that includes November 30, 2025. Such bonus will be up to, but not to exceed, two percent (2%) of the employee’s base salary as of the close of the previous fiscal year.
This provision is not designed as a permanent program. In light of the four-year timeline for implementation of the compensation study, this retention bonus helps to keep and to recognize those employees who have been working for the City over the past year and during the upcoming MOU period.
Salary Survey Implementation
In addition to the general wage increases above, the City will implement increases to the top of the wage schedule for the classifications represented by the Association as follows:
Effective the first day of the pay period following July 1, 2025, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market.
Effective the first day of the first full pay period following July 1, 2026, the City will provide a market adjustment for each classification represented by this bargaining unit by twenty-five percent of the total percentage that the 2025 salary survey shows the classification is below market. 203
4.2 Merit Increase
Merit increases will become effective on the actual anniversary date of the employee.
4.3 Evaluations
Performance evaluations shall be completed at least one week prior to the employee's anniversary date, but no later than sixty (60) days after this date. Employees who do not receive their evaluation within the sixty (60) day period would be deemed satisfactory and entitled to any merit increase due them and said increase would be retroactive to the employee's salary anniversary date.
4.4 Base Wages
Base wages shall mean the hourly rate of pay earned by a unit employee within a salary range assigned by the City to the classification occupied by the employee. Base wages do not include educational incentive, overtime pay, standby pay, bilingual pay, and cafeteria plan monies, or other additional payments earned by a Unit employee pursuant to this resolution. Base wages shall be calculated by dividing an employee's biweekly salary range by eighty (80).
4.5 Employment Status
In accordance with the Fair Labor Standards Act, all Mid-Management employees are designated as exempt from the provisions of the Act and are not eligible for overtime compensation except in the limited circumstances for Police Commander and Assistant Fire Chief, as specified below.
5. HOURS OF WORK
5.1 Work Cycle
In accordance with the Fair Labor Standards Act, the City's work cycle is a fixed and regularly recurring period of 168 consecutive hours, seven (7) consecutive twenty-four (24) hour periods.
5.2 Regular Work Day
The regular working day of employees observing a 5/40 (40-hour work week) work schedule is eight (8) hours of work within a period not to exceed (9), consecutive hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
A Department Head, with the approval of the City Manager and after conferring with the affected employees, may institute alternate work schedules. For the term of this Resolution and except for bona fide emergencies, such schedules shall not be altered without consulting with unrepresented Mid-Management employees. However, should such a schedule be implemented, overtime will be paid for time worked in excess of the alternate work schedule hours and will not be based on an 204
eight (8) hour work day. Affected unit personnel in the City will be placed on a flexible time schedule for work hours where this schedule does not affect customer service and is appropriate.
An employee and a supervisor may agree to incidental flex time in which an employee works variable work hours with corresponding flex hours off. All requests and approvals shall be in writing. Exempt employees must take all flex hours off within the eighty (80) hour work period in which the variable hours are worked. Flex time may not be used to supplement or replace holiday leave pay.
Police Commander Only: The daily schedule is an eight (8) hour work schedule (40 hour work week) inclusive of breaks and a one half (1/2) hour meal break.
The regular working day of employees observing a 9/80 work schedule is nine (9) hours of work within a period not to exceed ten (10) consecutive hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour; provided, the regular working day on alternate Fridays or other days, as determined by the Department Head, shall be eight (8) hours of work not to exceed nine (9) consecutive hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
The regular working day of employees observing a 4/10 work schedule is ten (10) hours of work within a period not to exceed 11 hours, interrupted by a lunch break of not less than one-half (1/2) hour, nor more than one (1) hour.
5.3 Rest Period
One (1) fifteen (15) minute rest break with pay shall be provided to Mid-Management for each four (4) hours of service, as scheduled by appropriate supervisor. Rest periods and lunch periods may not be aggregated and used to extend the lunch period or shorten the work day.
5.4 Regular Work Period
For employees on the 9/80 schedule, a regular work period shall be forty (40) hours to be worked within a seven (7) day period beginning at 12:01 p.m. Friday and ending at 12 noon the following Friday. However, this seven (7) day work period may be changed by the City Manager to any other consecutive seven (7) day period, beginning and ending at any day and any time to accommodate alternative work schedules.
5.5 Standard Hours and Days of Work
The standard work week shall consist of five (5) days, Monday through Friday inclusive; the regular work day shall begin at 8 a.m. and end at 5 p.m. Unless otherwise approved by the Department Head, the regular work day for employees observing a 9/80 schedule shall begin at 7:30 a.m. and end at 5:30 p.m. on those days when the regular working day is nine (9) hours of work. The standard work week for employees observing a 4/10 schedule shall be as determined by the Department Head. This standard shall not apply to employees of departments which require different schedules of work to meet operational and service objectives of City departments. Nonstandard hours and days of work for employees shall be as established in writing by the City Manager. 205
5.6 Flex Time
Employees on flex time or who work between the hours of 5:00 p.m. and 8:00 a.m. for their own convenience and who are not assigned to do so by their supervisor are not eligible for shift differential.
Employees who work a 9/80 schedule and are on flex time or work between the hours of 6:00 p.m. and 7:00 a.m. for their own convenience and who are not assigned to do so by their supervisor are not eligible for shift differential.
5.7 Time Between Shifts
Police personnel covered under this agreement shall have a minimum of 8 hours between assigned shifts with a maximum of 18 hours of work per shift except under emergency conditions or preapproval by management.
5.8 Reopener for 4/10 Work Schedule
The City may reopen negotiations at any time during the term of the MOU to discuss 4/10 working schedule.
5.9 Working In a Higher Class
An employee who is assigned to work in a higher position, 1) shall receive Acting Pay beginning at the start of the first full shift following 80 consecutive working hours of an Acting assignment, and 2) shall be paid for all time served in a subsequent Acting position if the employee has received Acting Pay for the same temporary classification within the preceding 12 months, and there are at least seven consecutive working days in the future Acting assignments.
The employee shall receive the salary rate of the higher class in which he or she is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the salary schedule of the higher classification, which will assure an increase of not less than five percent greater than the salary of his or her current salary step, but in no case shall such salary exceed the top salary step of the higher classification. The requirement for the performance of duties of the higher classification shall be placed in writing by the Personnel Officer following recommendation by the affected Department Head. No employee shall be required to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualification of the higher classification by the Personnel Officer as recommended by the Department Head. 6 BENEFITS AND INSURANCE
6.1 Cafeteria Benefit Plan
The City provides a monthly contribution to each Mid-Management employee to be used towards the Cafeteria Benefit Plan. These funds are to be used for eligible insurance plans included within 206
the Cafeteria Plan. Cafeteria Plan options include health, dental, group term life, and supplemental disability and accident insurance.
Effective the first full pay period of December 2025, the City shall provide $1,550.00 per month ($775.00 paid for the 1st and 2nd pay period each month) for each Unit employee towards the City’s health insurance reimbursement plan (Cafeteria Plan).
Effective the first full pay period of December 2026, the City shall provide $1,650.00 per month ($825.00 paid for the 1st and 2nd pay period each month)) for each Unit employee towards the City’s health insurance reimbursement plan (Cafeteria Plan).
Employees electing to opt out of medical coverage offered by the City because they have provided proof of medical coverage will receive a maximum opt out allowance of $1,000.00 per month.
Employees who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $1,000.00, shall be eligible to cash out the difference between $1,000.00 and the cost of the premium.
New employees hired after July 1, 2021 electing to opt out of medical coverage will receive a maximum opt out allowance of $500.00 per month. Employees hired after July 1, 2021 who use cafeteria benefit plan funds to purchase City health insurance and whose health insurance premium is less than $500.00, shall be eligible to cash out the difference between $500.00 and the cost of the premium.
All employees must enroll in an available City health program unless they submit to the City both proof of health coverage and a signed health insurance waiver. Employees who fail to complete both requirements will not be allowed to utilize their Cafeteria Benefit Plan contributions for any other eligible plans. During the Open Enrollment period, the City reserves the right to require an employee to provide annual recertification of outside health coverage in order to continue to receive the cafeteria benefit. The City will grant a reopener on the amount of the monthly cafeteria benefit contribution should the City's SEIU Local 721 employees receive an increase in their cafeteria benefit during the term of the agreement.
6.1.2 Eligibility
When an employee commences work with the City, his/her benefit distribution selection shall become effective the first of the month following date of employment. Deductions for benefits shall be made one month in advance for which coverage is provided.
6.1.3 Selection
Employees will choose from available health insurance programs and/or health and dental plans at such times as carriers allow for open enrollment periods. Dependent coverage may be added or deleted between open enrollment periods subject to conditions imposed by the selected carriers.
6.1.4 Enrollment
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The times at which enrollment in or withdrawal from the non-mandatory disability income insurance plan is authorized shall be established by City policy subject to requirements of the insurance carriers.
6.2 IRS Section 125 Plan
The City provides the IRS Section 125 Flexible Benefits Plan on a Citywide basis to all full-time regular employees. The City agrees to provide payroll deductions for participating employees, and make appropriate disbursements to the plan administrators. Selection of the plan administrator is the responsibility of the City. In each current FSA Plan year, November 1st to October 31 st , the
City will pay the annual fee and the per enrolled employee administrative fee per month. Should fewer than ten employee’s Citywide sign-up for an FSA for the new plan year beginning November 1 st, the City reserves the right to discontinue its participation its participation in the optional dependent care assistance program and health care reimbursement plan portion of the section 125 plan.
6.3 City Matching Contribution to Deferred Compensation Plan The City agrees that effective in the first full pay period by January 2024, or earlier if the City can implement this provision earlier, the City shall provide a matching contribution to an employee’s deferred compensation plan of up to one percent (1%) of the employee’s base salary. For example, if an employee earns $50,000 base salary per year and contributes $25 into their deferred compensation plan each pay period for a total of $650 annual contribution, the City will contribute $500 annually to the employee’s deferred compensation plan. $500 is one percent of $50,000. If the employee contributes $10 per pay period for a total of $260 annually, the City shall contribute $260 to the employee’s deferred compensation account.
6.4 Life Insurance
The City provides group term life insurance coverage to $100,000 for each employee, and $5,000 for eligible dependents of each such employee.
6.5 Long Term Disability
The City provides a Long-Term Disability Insurance Program to all Mid-Management employees at City expense.
7 RETIREMENT
7.1 Public Employees' Retirement System
•
A. For “Safety” employees hired prior to January 1, 2013, and for safety employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA):
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1. Classic “Safety” members will be provided with the 3% @ 50 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
B. For “Safety” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA:
1. Safety employees who are New Members will be provided with the 2.7% @ 57 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
C. For “Miscellaneous” employees hired prior to January 1, 2013, and for miscellaneous employees hired on or after January 1, 2013 who are considered “Classic Members” of CalPERS within the meaning of the Employees’ Pension Reform Act of 2013 (PEPRA)
1. Miscellaneous members hired prior to March 20, 2006 will be provided with the
2.5% @ 55, Tier One (1) service retirement formula;
2. Miscellaneous members hired after March 20, 2006 will be provided with the 2% @ 55, Tier Two (2) service retirement formula;
3. The retirement allowance will be computed on the highest one (1) year of compensation.
D. For “Miscellaneous” employees hired on or after January 1, 2013 who are considered “New Members” within the meaning of PEPRA
1. Miscellaneous members will be provided with the 2 % @ 62 service retirement formula;
2. The retirement allowance will be computed on the average of the employee’s final three (3) years of compensation.
7.2 Contribution to PERS
All safety and miscellaneous “classic” members will pay the full member contribution.
All safety and miscellaneous “new” members will pay one-half the normal cost, as determined by CalPERS.
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8 OTHER COMPENSATION AND BENEFITS
8.1 Bilingual Pay
Employees may be eligible to receive bilingual pay of $50.00 per pay period ($1,300.00 per year).
Employee eligibility will be determined by the Department Director based on the operational needs of the department.
Consistent with the above eligibility determinations, and to recognize those employees who are able to communicate effectively with members of our community who speak primarily Spanish or any other language including but not limited to sign language. The program is one of the many ways our City Council encourages employees to provide the best customer service possible to our community. The City has determined that all classifications in this bargaining unit as of June 2023 are eligible for bilingual pay.”
8.2 Education Tuition Assistance
Tuition reimbursement may be made up to three thousand five hundred dollars ($3,500.00) per fiscal year in accordance with established City policy. It is the City's desire to encourage employees to further their education in order to excel in their profession. For this reason, the City Manager may authorize employees to take courses during the employee's normal workday for a limited duration, if alternate classes are not available (e.g. night classes not offered). All requests must first be made through the Department Head and forwarded to the City Manager for final approval. All approvals will be based on staffing levels of the department and effect of city operations.
8.2.1 Education Incentive-Police Commander
To receive a six (6%) salary adjustment above the regular base salary level, a Police Commander must have either: 1) Bachelor of Arts/Science Degree in Police Science or related field or 2) Ninety (90) or more college units in an approved Police Science curriculum AND a P.O.S.T. Supervisory Certificate. To receive an nine percent (9%) salary adjustment above the regular base salary, a Police Commander must have 1) Ninety (90) or more college units in an approved Police Science curriculum AND a P.O.S.T. Management Certificate or 2) Master's degree. To receive an educational incentive, a Police Commander is required to present the original certificate or diploma or other substantiating records to Human Resources Department for verification.
8.3 City Vehicle Usage
The City will assign “Take-Home” vehicles for Safety positions, the Chief Building Official, and Water Superintendent, to be used in the course of the performance of official duties and as authorized by the City Manager.
8.4 Car Allowance
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The Assistant Finance Director, Assistant Public Works Director, and the Planning and Economic Development Manager will receive a car allowance of $175.00 per month.
8.5 Uniform and Equipment Allowance
The City selects and purchases uniforms and equipment for employees that are required to wear uniforms. Repair and/or replacement of uniforms and equipment damaged or destroyed in the performance of official duty will be paid by the City. The employee will be responsible for the cost of repair and/or replacement of uniforms and equipment damaged as a result of negligence. The Department Director or his or her designee will make a complete investigation of each incident and will submit findings and recommendations, including the recommended amount of repayment to the City Manager. Employees are permitted to use City uniforms and equipment only while on the official duty of the City. Non-prescription safety glasses, gloves, vests, hard hats, and ear protection will be distributed on an as needed basis.
8.51 Uniform and Equipment Allowance (Police)
The City will provide a uniform allowance for the position of Police Commander which will include the cost of purchasing: three (3) pairs of pants; three (3) short-sleeved shirts; three (3) long-sleeved shirts; appropriate insignias, zippers for shirts, one (1) pair of work boots/shoes; tailoring, and laundering services. The cash allowance will be paid to each eligible member on a bi-weekly basis, the fixed dollar amount will be $65.39/bi-weekly ($1,700.14/annually).
Employees on sick leave, industrial disability leave, or leave of absence for more than two continuous weeks are not entitled to the uniform allowance for the period of time away from work.
A fair and proportionate amount of the cost of replacement and/or repair of clothing and equipment (including weapons) which may be damaged, destroyed, or lost in the performance of official duty will be paid by the City when such damage or destruction is not the result of negligence on the part of the employee. The Police Chief or his or her designee will make a complete investigation of each individual claim and submit findings and recommendations, including the recommended amount of reimbursement, to the City Manager. The City Manager must approve all requests prior to reimbursement.
The City will provide safety vests for all sworn employees. All necessary safety equipment will be provided by the City as required by Section 6401 of the State Labor Code, subject to any applicable legislative or judicial interpretation of that statute during the term of this agreement.
8.5.2 City Contribution-Safety Glasses
All Mid-Management employees who wear prescription glasses and are required to wear safety glasses will be issued a purchase requisition not to exceed the amount of two hundred seventy- five dollars ($275.00) to a vendor selected by the City when new or replacement prescription safety glasses are required. One (1) pair of safety glasses will be provided as required every year. MidManagement employees may request an additional early replacement for damaged, destroyed or lost prescription safety glasses, provided they submit a written request to the Department Head who will conduct a complete investigation and will submit findings and recommendations to the City 211
Manager for final approval. Eye examinations are the responsibility of the employee.
8.5.3 City Contribution-Safety Boots
All Mid-Management employees required to wear safety boots as determined by the Department Head will be issued a purchase requisition in the amount of two hundred seventy-five dollars ($275.00) to a vendor selected by the City when replacement safety shoes are required. Shoe specifications will be determined by the City. One (1) pair of safety boots will be provided as required between July 1 and June 30th. All Mid-Management employees required to wear safety boots may request one (1) additional pair of safety boots, provided they submit a written request to the Department Head who will conduct a complete investigation and will submit findings and recommendations to the City Manager for final approval.
8.6 Outside Detail Overtime
Police: It is recognized that in police work, unanticipated demands may occasionally result in the need to work excess hours that exceed those routinely worked in a management level position.
Therefore, overtime may be authorized by the Chief of Police, on an exception only basis, for hours worked beyond the normal workweek in order to manage extreme emergencies, critical short-notice Watch Commander duties, or major incidents that require an inordinate amount of time and attention to complete the assignment. Requests for overtime must be authorized in advance. The Police Commander position is eligible to sign up for Special Contract Details or other special events that are funded by an outside source. Movie detail is to be paid at double time.
8.7 P.O.S.T. Training Reimbursement
Employees who attend P.O.S.T. certified training shall be reimbursed for incidentals up to the amount specified by the City's Travel Policy for such expenses.
8.8 Emergency Disasters
Personnel who routinely respond to emergencies will be reimbursed portal to portal for time committed to the incident. Personnel will be compensated at 1 ½ time rate over there normal shift for all emergency incidents, and will be required to mark "overtime" versus "comp time" on their time sheets when working during an emergency disaster. This change allows the City to be reimbursed through FEMA for employees work time.
9 HOLIDAYS
The City will provide employees with a Holiday Leave Bank that matches their approved scheduled work week.
On January 1st of each year, unit personnel will also receive a Floating Holiday Leave Bank of eighteen (18) hours.
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On January 1st of each year, unit personnel will receive a Holiday Leave Bank to be used exclusively for City observed holidays as follows:
• 36 hours for employees on a 9/80 schedule
• 40 hours for employees on a 4/10 schedule
On July 1st of each year unit personnel will receive a Holiday Leave Bank to be used exclusively for City-observed holidays as follows:
• 72 hours for employees on a 9/80 schedule
• 80 hours for employees on a 4/10 schedule
For those unit personnel on flexible work schedules and who are already scheduled a "flex day" on the holiday, and for those employees who are not on flexible work schedules and work an eight (8) hour day, the extra hours in the Holiday Leave Bank would become floating holiday hours to be scheduled for use throughout the year with the approval of their supervisor. The banked holiday hours may be used for any purpose that vacation, sick and compensatory leave may be used for, as long as prior approval is obtained from the supervisor.
Any extra floating holiday hours not used by the end of the calendar year would be carried over for ninety (90) days. If the employee does not use the hours by that date, they lose the carryover hours.
The Holiday or Floating Holiday Leave Bank hours do not have a cash value.
If a holiday is worked, unit personnel receive pay at the overtime rate for all hours worked, in addition to straight time holiday pay.
Employees would not have the option of working when the City was closed for a holiday if they did not have any leave time available. The following days are considered holidays:
New Year's Day -January 1
Martin Luther King Day -Third Monday in January
Presidents' Day -Third Monday in February
Memorial Day -Last Monday in May
Independence Day -July 4
Labor Day -First Monday in September
Veteran's Day-November 11th
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve – December 24
Christmas Day -December 25
New Year’s Eve – December 31
Two (2) floating holidays
Employees hired between the holiday allocation periods will receive the holiday bank in accordance with allocation for that period, less any holiday (at 9 hours per holiday) that have already been observed. Floating Holiday Leave hours will be pro-rated accordingly to the employees hire date. 213
10 VACATION ENTITLEMENT
10.1 Vacation Leave
Vacation Leave accrual is prorated hourly as earned. An employee may accumulate up to a maximum of two-hundred eighty (280) hours accrued Vacation Leave. Any employee who has accrued the maximum amount of vacation will not accrue any more vacation until their balance is below two-hundred eighty (280) hours. Annual accrual rates for employees with continuous years of service are as follows:
Less than five years: 96 hours
Five years, but less than ten years: 120 hours
Ten years, but less than fifteen years: 144 hours
Fifteen years, but less than twenty-one years: 160 hours Twenty-one years, but less than twenty-five years: 180 hours Twenty-five or more years: 200 hours
All use of Vacation Leave shall be at such time as approved by the employee's Supervisor or Department Head. Use of Vacation Leave shall be scheduled at such times as the Department Head finds most suitable after considering the wishes of the employee and the requirements of the Department. For the efficiency and effectiveness of City services, Supervisors or Department Heads may assign the use of Vacation Leave and designate when it will be taken. All requests for use of Vacation Leave must be approved by the Supervisor or Department Head in writing prior to the commencement of the requested use on a form provided by the Personnel Office. Completed forms are to be forwarded to the Personnel Office only after being utilized by the Department Head or Supervisor to verify timesheets.
Vacation Leave will not accrue while an employee is on Leave of Absence without Pay.
Accumulated and unused Vacation Leave may be used to supplement Sick Leave if the employee has exhausted Sick Leave accruals. Paid holidays occurring during vacation are not charged to Vacation Leave. If an employee on vacation becomes sick, Sick Leave may be substituted subject to the approval of Department Head.
If an employee transfers from one department within the City to another, the Vacation Leave credits shall also be transferred.
10.2 GENERAL PROVISIONS
10.2.1 Vacation Credit
An employee shall begin accruing vacation upon the first day of employment. Vacation leave time shall be accrued as it is earned on a biweekly basis. Employees on leave without pay status shall not earn vacation. Vacation time shall not be taken until earned and shall be subject to all other provisions of this agreement.
10.2.2 Vacation Usage
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The times during which an employee may take vacation shall be as approved by the Supervisor, provided that if the requirements of the City service are such that part or all of an employee's vacation must be deferred beyond a calendar year, the employee may take vacation during the following calendar year. A Department Head may also approve vacation if the employee's Supervisor is unavailable or if the employee's immediate supervisor is a Department Head. In the event that an employee requests, but is repeatedly denied vacation, and if such denial would cause the employee to exceed the 280-hour limit, the City Manager may temporarily increase the vacation limit until a mutually agreed upon vacation can be scheduled.
10.2.3 Effects of Termination on Vacation
Vacation is credited to the employee upon appointment and each pay period. Upon termination of an employee's service with the City, he/she shall be paid a lump sum for all accrued, but unused, vacation hours.
10.2.4 Administrative / Vacation Leave Buyback
Unit employees may buyback vacation and/or admin leave with continuous years of service as follows:
Less than five years: up to 40 hours
Five years, but less than 10 years: up to 60 hours
More than 10 years: up to 80 hours
1. Employee must have taken a minimum of forty (40) hours of vacation leave during the period November 1st - October 31st prior to submitting the request.
2. Employee must maintain a minimum balance of 120 hours of vacation leave after submitting the request.
3. Employee must submit request form to Human Resources Manager by October 31st, with payment to be made the first pay period of December. Forms will be available in the City’s “O” drive and/or through the Human Resources Office.
11 SICK LEAVE
11.1 General Provisions
Sick leave hours no longer have cash value pursuant to the City's Personnel Rules and Regulations.
Employees will not be subject to any maximum on sick leave accruals. Accumulated sick leave will be credited to employee's length of service upon retirement from the City of Santa Paula and will become a part of the calculation upon which PERS retirement benefits are established.
11.1.3 Usage
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Employees may use their accumulated sick leave immediately after it has been earned. Sick leave with pay up to the total number of accumulated sick days shall be granted by the Department Head in case of bona fide illness or injury of employee. Immediately upon return to work, the employee shall complete and submit the City's Absence and Leave Affidavit to his/her immediate supervisor.
The City may determine, by reasonable means, the validity of any sick leave usage either as a condition of continuing an employee on sick leave status or as a requirement of returning to work.
Additionally, if the City suspects an employee is abusing or has abused sick leave, the City may require the employee to be examined by the City's physician at no cost to the employee.
In addition to the sick leave usage allowed by City Personnel Rules, employees may use their accumulated sick leave for absence due to the following specified reasons:
1. Illness, injury, or health appointment of the employee.
2. Exposure of the employee to a contagious disease.
3. Illness, injury, or health appointment of the employee's spouse, children or of persons residing within the employee's household which require the presence of the employee.
4. To maintain a full paycheck while the employee is receiving worker's compensation benefits.
5. Other reasons as approved by the Personnel Officer or designee.
11.2 Leave Transfer
Unit employees will have the ability to transfer earned leave bank (vacation, and/or comp) to other employees in Units participating in this program, subject to the following conditions:
1. No one can, by use of this transfer, reduce his or her accrued vacation leave to less than 40.0 hours.
2. All such transfers shall be approved by the Personnel Officer or his/her designee.
3. All transfers shall be anonymous to the transferee.
The Personnel Officer shall determine the amount of leave, if any, which an employee may receive under this section. Employees wishing to donate leave must do so in writing to the Personnel Officer. Donated leave shall be utilized in the order of receipt by the Personnel Officer, and will be converted to sick leave for the employee's use for the defined purpose, only. The amount of leave time transferred under this section which remains unused shall be returned to the employee or employees who transferred the leave when the Personnel Officer or designee finds that the leave is no longer needed or will not be needed at a future time in connection with the illness or injury for which the leave was transferred.
11.3 Bereavement and Special Sick Leave
Leave with pay up to five (5) working days per incident of death, but not to exceed 80 hours in a fiscal year will be granted by the Department Head in case of the death or serious illness of an immediate family member as specified in the City's Personnel Rules and Regulations.
Bereavement leave or special sick leave, in case of death or serious illness of other persons, may be granted only upon approval of the City Manager.
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11.4 Maternity and Paternity Leave:
Maternity and Paternity Leave will be granted to eligible employees in accordance with the current Family and Medical Leave Act (FMLA). Eligible employees shall charge time-off against any accumulated leave, including sick leave.
11.6 Exceptions
Sick leave pay shall not be granted for any injury attributable to an outside occupation (for which Worker's Compensation benefits are available and engagement herein has not been authorized).
11.7 Exhaustion of Sick Leave
When an employee is on sick leave status and such sick leave time due the employee has been exhausted, subsequent leave of absence shall first be charged to compensatory time accruals and then to vacation accruals.
11.8 Doctor/Dentist Visits:
Sick leave may be used for doctor or dentist visits or to obtain medical or dental care, subject to advance approval by the Department Head.
11.9 Sick Leave Pay Off
Accumulated sick leave will be credited to employee's length of service upon retirement from the City of Santa Paula and will become a part of the calculation upon which PERS retirement benefits are established.
12 INDUSTRIAL ACCIDENT LEAVE
12.1 Industrial Accident Leave
When an employee sustains an accident which results in an injury or illness arising out of and in the cause of employment which is compensable under the State Workers' Compensation Act and which injury or illness necessitates the employee's absence from work, the first three (3) calendar days of such absence shall be deemed to be Industrial Leave and the employee shall receive his/her regular salary for any regularly scheduled work days occurring within the three (3) day period following the date of such injury or illness, providing the injury or illness was not due to the employee's gross negligence and that such absence from work is substantiated by a statement of a licensed physician certifying that the nature of the illness or injury is sufficiently sever to require the employee to be absent from his/her responsibilities for a rehabilitative period. Wages for the day of the injury will be paid for the regularly scheduled hours worked and is not a day of absence for leave purposes.
If the employee is not able to return to work after three (3) calendar days of Industrial Leave 217
following the day of the injury or illness, the employee shall then be eligible for leave under the Family Medical Leave Act (FMLA), if qualified. The employee is permitted the option of taking leave without pay from the City while receiving those benefits allowed by the provisions of the State Workers' Compensation Act, or the employee may integrate his/her accumulated Sick Leave or Vacation Leave to his/her credit, with temporary disability benefits paid under the State Workers Compensation Act. In no instance shall an employee receive dual compensation from the City and the Workers' Compensation Insurance Fund.
The employee has the right to notify the City, in writing, prior to an injury, of his/her choice of physician should the employee be injured. The pre-designated medical provider must meet the requirements of CCC §9783 and agree to treat the employee for work related injuries. If the employee does not make this prior notification, the City has the right to require that the treatment be provided by a City designated medical examiner during the first thirty (30) days after the injury in accordance with Sections 4600 and 4601 of the Labor Code. If treatment is required on an emergency basis, and obtained from a non-City provider, the employee's follow-up medical care will transfer to a provider designated by the City. The employee agrees to keep all medical appointments and follow prescribed treatment plan restrictions for both work and personal activities. This does not preclude the employee from seeking emergency treatment from a physician of the employee's choice, or from being evaluated by a doctor of the employee's choice even while under treatment from the City's medical examiner. In such circumstances, other than in emergency situations, use of a personal physician would be at employee's expense.
If the employee is still in need of medical care thirty (30) days after the work related and reported injury, the employee has the right to be treated by a 'doctor of his/her choice.
12.1.2 Injury Leave (Police)
Whenever a sworn safety employee sustains an injury while actively engaged in law enforcement, he or she will receive compensation as provided under the State Worker's Compensation Act. Such employee will be placed upon leave of absence at full pay and will be paid by the City for so long as is required by Section 4850 and related sections of the Labor Code. During the same time the City is required to pay and actually pays, the public safety employee will not be entitled to receive any temporary disability payments under the Worker's Compensation Act or retirement benefits under the Public Employee's Retirement System, and the City will be entitled to receive all payments which would otherwise be payable to such employee for temporary disability or upon retirement.
Medical care and payments for permanent disabilities incurred in the course of employment are prescribed by the Workers' Compensation Act.
All injuries sustained in the course of employment must be reported as soon as possible to the Police Chief, or his designee, who will immediately report the same to the Personnel Officer. In the event the employee is physically incapacitated in such a manner as to prevent submission of a report, the Department Head shall complete and forward the required report to the Personnel Officer within twenty-four (24) hours following the injury. Failure to report an injury within thirty-six (36) hours of the injury may result in disciplinary procedures.
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Sworn unit members are not entitled to utilize sick leave for any industrial injury or industrial illness. Employees on industrial leave are not entitled to additional day and/or time off for holidays which occur during the time an employee is on industrial leave. 13 SPECIAL LEAVE
13.1 Miscellaneous Leave with Pay
An employee shall be granted leave of absence with full pay for:
1. Jury service;
2. Subpoena of him/her as a witness in a City matter;
3. Attendance in court resulting from his/her official duties as assigned by the City Manager.
Paid leaves of absence will not apply if an absence for any of the above reasons falls on a day which is not a regularly scheduled work day, including flex days off.
Any extra compensation received by the employee for the above (travel time exempt) shall be remitted by the employee to the City.
13.2 Leave of Absence without Pay
The City Manager or designee may grant a full time regular employee a leave of absence without pay not to exceed one (1) year for non-medical purposes. Such leaves may be granted after vacation, administrative leave, holiday leave/bank, and compensatory leave may be exhausted.
Sick leave accruals may not be used for non-medical leaves. Under no circumstances, unless approved by the Personnel Officer, may an employee use a leave of absence without pay for the purposes of working for another employer or to pursue self-employment.
13.3 Administrative Leave
All Unit employees shall accrue administrative leave at the rate of seventy (70) hours per calendar year. Effective January 1, 2018, on January 1st of each year and on July 1st of each year, unit personnel will receive an Administrative Leave Bank of thirty-five (35) hours paid at straight time to be used for Administrative Leave. Employees may accumulate a maximum of seventy (70) hours per calendar year, and a maximum of thirty-five (35) hours may be carried into the following calendar year. There shall be no proration of this leave benefit. Administrative leave has no cash value and is not paid out to terminating employees.
14 WORKING CONDITIONS
14.2 Drug and Alcohol Testing
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The City must comply with Federal requirements on random drug and alcohol testing. City will continue to enforce the adopted City policy.
14.3 Orientation Period
With the exception of Public Safety employees, the orientation period of newly hired employees shall be six (6) months of paid service. At the discretion of the City Manager, the probationary period for a newly hired employee may be extended for up to an additional six (6) months from date of hire, if circumstances warrant, by giving notice to the employee fifteen (15) calendar days before the scheduled completion date of the normal probationary period. The probationary period for promoted employees shall be six (6) months of paid service. Rejection of probation shall be as set forth in the personnel rules and regulations as adopted by the City. The orientation period of Public Safety employees is one year, as with regular sworn police and fire employees.
14.4 Layoff Procedure
Until such time as the parties have met regarding an alternative, the City will continue to use its existing rules as a layoff procedure whenever a layoff affects members of the unit.
14.5 Cooling-Off Period
If an employee resigns from employment with the City, the City Manager or his or her designee may choose to make the resignation effective immediately regardless of any advance notice which may be provided by the employee. However, such an employee will be allowed a "cooling off' period of two working days within which to rescind their resignation. An employee who wishes to rescind his or her resignation must do so in writing and the writing must be delivered to the City Manager by the close of business on the second business day of the "cooling off'” period. An employee who timely rescinds his or her resignation during the "cooling off' period shall not be considered to have been separated and shall be treated as if there was no break in service. Any time during which such an employee is absent from work as a result of resigning shall be unpaid.
14.6 Grievance
All disputes arising under this Agreement shall be resolved in accordance with the City's adopted Grievance Procedures, as set forth in the Personnel Rules and Regulations.
14.7 Disciplinary Action
All disputes arising under this Agreement shall be resolved in accordance with the City's adopted Disciplinary Procedures, as set forth in the Personnel Rules and Regulations.
14.8 Investigations
The City will investigate such reports and take appropriate action to correct conditions found to be unsafe or unhealthy.
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14.9 Safe Working Conditions
The City shall provide safe working conditions for all Mid-Management as required by law. The City has established an Injury and Illness Prevention Program (IIPP). One of the objectives of this policy is to meet on a quarterly basis with General Safety Committee.
14.9.1 Work Site Safety Practices
Mid-Management shall cooperate with management in maintaining good work site safety practices in all facilities.
14.9.2 Reporting Unsafe Conditions
Mid-Management shall be responsible for reporting to their immediate supervisor any condition believed to be unsafe or unhealthy.
14.9.3 Safety Equipment
The City will provide all necessary safety equipment as required by Section 6401 of the State Labor Codes, subject to any applicable legislation or judicial interpretation of that statute during the term of this Agreement.
15 COMPLETION OF MEET AND CONFER
The parties acknowledge that, for the life of this agreement, each voluntarily or unqualifiedly waives the right to meet and confer and that the other shall not be obligated to meet and confer with respect to any subject or matter covered by this agreement, notwithstanding any other provisions of laws to the contrary, or as provided for in this agreement. 16 SEVERABILITY
If any provisions of the MOU are held by the proper legislative or judicial authority to be unlawful, unenforceable, or unconstitutional, all other provisions of the MOU will remain in full force and effect for the duration of this MOU. If there is any conflict between the provisions of this MOU and the provisions of federal or state regulations, the provisions of the federal or state regulations shall be controlling. Upon the issuance of a decision declaring any article, section, or portion of this MOU to be unlawful, unenforceable, or unconstitutional, the parties agree to meet and confer immediately concerning only those articles, sections, and portions. 17 NOTICE OF INTENT TO REOPEN
The parties agree that, if either party desires to propose changes in the terms or conditions of this MOU for the period following expiration of this MOU, notice must be given to the other not later than the last working day prior to the ending date of the contract, that such discussions are desired. 221
18 TERM
This Agreement shall be in effect from July 1, 2025 through June 30, 2027. It shall continue in effect thereafter from year to year unless either party gives one hundred twenty (120) days notice prior to the yearly anniversary date, to terminate or modify this Agreement. 19 FINALITY OF RECOMMENDATIONS
Upon ratification by the City Council, the recommendations set forth above are final. No changes or modifications shall be offered, urged, or otherwise presented by said Association or the City Manager for the period July 1, 2025 through June 30, 2027, except as provided for in this agreement.
MID-MANAGEMENT ASSOCIATION CITY OF SANTA PAULA
NEGOTIATING TEAM NEGOTIATING TEAM
________________________________ ______________________________ Beatriz Jimenez Irma Rodriguez Moisa
Assistant Finance Director Chief Negotiator
_________________________________ ______________________________ Francisco Ramirez-Almazan Lorena Alvarez
Water Operations Superintendent Human Resources Administrator __________________________________
Eric Starna
Police Commander
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APPENDIX A
POSITION CLASSIFICATION AND COMPENSATION PLAN
Job Class Position Title
200 Mid-Management
202 Assistant Finance Director
205 Police Commander
207 Assistant Public Works Director
208 Chief Building Official
214 Planning and Economic Development Manager
215 Water Operations Superintendent
223
224
225
226
227
228
229
230
231
232
233
234
235
236
237
238
239
240
241
242
243
244
245
246
247
248
0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 CITY MANAGER 100 229,361.60 ‐ 110.27 ‐ ‐ ‐ HUMAN RESOURCES MANAGER 102 67.38 64.17 70.75 74.29 78.01 133,473.60 140,150.40 147,160.00 154,523.20 162,260.80 PARKS & RECREATION DIRECTOR 103 72.41 68.96 76.04 79.85 83.85 143,436.80 150,612.80 158,163.20 166,088.00 174,408.00 PLANNING DIRECTOR 106 74.23 70.69 77.95 81.85 85.95 147,035.20 154,398.40 162,136.00 170,248.00 178,776.00 FINANCE DIRECTOR/CITY TREASURER 107 73.52 70.01 77.20 81.06 85.12 145,620.80 152,921.60 160,576.00 168,604.80 177,049.60 PUB WORKS DIR/CITY ENGINE 108 79.42 75.63 83.40 87.57 91.95 157,310.40 165,193.60 173,472.00 182,145.60 191,256.00 POLICE CHIEF 109 81.99 78.08 86.09 90.40 94.92 162,406.40 170,539.20 179,067.20 188,032.00 197,433.60 IT MANAGER 111 68.30 65.04 71.72 75.31 79.08 135,283.20 142,064.00 149,177.60 156,644.80 164,486.40 DEPUTY CITY MANAGER 113 65.61 62.48 68.90 72.35 75.97 129,958.40 136,468.80 143,312.00 150,488.00 158,017.60 ASSISTANT FINANCE DIRECTOR 202 55.78 53.12 58.57 61.50 64.58 110,489.60 116,022.40 121,825.60 127,920.00 134,326.40 POLICE COMMANDER 205 68.02 64.78 71.43 75.01 78.77 134,742.40 141,481.60 148,574.40 156,020.80 163,841.60 ASSISTANT PUB WORKS DIRECTOR 207 66.94 63.75 70.29 73.81 77.51 132,600.00 139,235.20 146,203.20 153,524.80 161,220.80 CHIEF BUILDING OFFICIAL 208 53.29 50.75 55.96 58.76 61.70 105,560.00 110,843.20 116,396.80 122,220.80 128,336.00 ASSISTANT POLICE CHIEF 209 74.30 70.76 78.02 81.93 86.03 147,180.80 154,544.00 162,281.60 170,414.40 178,942.40 PLANNING COMMISSIONER 213 ‐ 50.00 ‐ ‐ ‐ PLANNING MANAGER 214 57.84 55.08 60.74 63.78 66.97 114,566.40 120,307.20 126,339.20 132,662.40 139,297.60 WATER OPERATIONS SUPERINTENDENT 215 61.55 58.61 64.63 67.87 71.27 121,908.80 128,024.00 134,430.40 141,169.60 148,241.60 PLANNER, ASSISTANT/GIS ANALYST 258 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 ENGINEERING TECH. SR. 259 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 PLANNER, ASSOCIATE 263 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 MANAGEMENT ANALYST 265 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 ACCOUNTANT 268 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 PURCHASING AGENT 273 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 SR. RECORDS SUPERVISOR 274 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST I 275 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 RECREATION SUPERVISOR 276 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 PARKS & FACILITIES SUPERVISOR 277 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FLEET SUPERVISOR 278 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 STREETS MAINTENANCE SUPERVISOR 279 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 ADMINISTRATIVE ANALYST II 280 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 ASSOCIATE ENGINEER 281 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 EMERGENCY SERVICES COORDINATOR 282 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 CITY CLERK 283 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 CUSTODIAN 301 22.74 21.65 23.88 25.08 26.34 45,032.00 47,299.20 49,670.40 52,166.40 54,787.20 CUST SERVICES REP 302 22.97 21.87 24.12 25.33 26.60 45,489.60 47,777.60 50,169.60 52,686.40 55,328.00 WATER DISTRIBUTION OPERATOR I 304 27.24 25.94 28.61 30.05 31.56 53,955.20 56,659.20 59,508.80 62,504.00 65,644.80 ADMINISTRATIVE ASSISTANT 309 23.54 22.41 24.72 25.96 27.26 46,612.80 48,963.20 51,417.60 53,996.80 56,700.80 ANIMAL SERVICES COORDINAT 311 26.37 25.11 27.69 29.08 30.54 52,228.80 54,849.60 57,595.20 60,486.40 63,523.20 SR. ADMINISTRATIVE ASST. 313 25.04 23.84 26.30 27.62 29.01 49,587.20 52,083.20 54,704.00 57,449.60 60,340.80 WATER DISTRIBUTION OPERATOR II 314 28.62 27.25 30.06 31.57 33.15 56,680.00 59,529.60 62,524.80 65,665.60 68,952.00 MECHANIC I 315 25.30 24.09 26.57 27.90 29.30 50,107.20 52,624.00 55,265.60 58,032.00 60,944.00 BUILDING INSPECTOR I 323 29.23 27.83 30.70 32.24 33.86 57,886.40 60,798.40 63,856.00 67,059.20 70,428.80 MECHANIC II 324 31.48 29.98 33.06 34.72 36.46 62,358.40 65,478.40 68,764.80 72,217.60 75,836.80 BUILDING INSPECTOR II 326 35.57 33.87 37.35 39.22 41.19 70,449.60 73,985.60 77,688.00 81,577.60 85,675.20 ENGINEERING TECH/INSPECTO 328 28.90 27.52 30.35 31.87 33.47 57,241.60 60,112.00 63,128.00 66,289.60 69,617.60 SENIOR ACCOUNTING TECHNIC 329 25.89 24.65 27.19 28.55 29.98 51,272.00 53,851.20 56,555.20 59,384.00 62,358.40 EQUIPMENT MAINT LEADWORK 330 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 FACILITIES MAINT LEADWORK 331 28.20 26.85 29.61 31.10 32.66 55,848.00 58,656.00 61,588.80 64,688.00 67,932.80 FAC MAINT WRK I 332 23.62 22.49 24.81 26.06 27.37 46,779.20 49,129.60 51,604.80 54,204.80 56,929.60 FAC MAINT WRK II 333 25.98 24.74 27.28 28.65 30.09 51,459.20 54,038.40 56,742.40 59,592.00 62,587.20 MAINTENANCE WRK I 334 23.15 22.04 24.31 25.53 26.81 45,843.20 48,152.00 50,564.80 53,102.40 55,764.80 MAINTANENCE WRK II 335 25.46 24.24 26.74 28.08 29.49 50,419.20 52,956.80 55,619.20 58,406.40 61,339.20 STREET MAINT LEADWORKER 339 27.63 26.31 29.02 30.48 32.01 54,724.80 57,470.40 60,361.60 63,398.40 66,580.80 COMMUNITY DEVELOPMENT TECHNICIAN 343 28.61 27.24 30.05 31.56 33.14 56,659.20 59,508.80 62,504.00 65,644.80 68,931.20 RECREATION PROGRAM COORDINATOR 344 24.92 23.73 26.17 27.48 28.86 49,358.40 51,833.60 54,433.60 57,158.40 60,028.80 PERMIT TECHNICIAN 345 31.98 30.45 33.58 35.26 37.03 63,336.00 66,518.40 69,846.40 73,340.80 77,022.40 ENGINEERING TECH I 346 28.27 26.92 29.69 31.18 32.74 55,993.60 58,801.60 61,755.20 64,854.40 68,099.20 ENGINEERING TECH II 347 32.75 31.19 34.39 36.11 37.92 64,875.20 68,120.00 71,531.20 75,108.80 78,873.60 LEAD PARK AND ABATEMENT SPECIALIST 348 23.87 22.73 25.07 26.33 27.65 47,278.40 49,649.60 52,145.60 54,766.40 57,512.00 ACCOUNTING SPECIALIST 349 28.14 26.80 29.55 31.03 32.59 55,744.00 58,531.20 61,464.00 64,542.40 67,787.20 DUAL OPERATOR I 350 31.57 30.06 33.15 34.81 36.56 62,524.80 65,665.60 68,952.00 72,404.80 76,044.80 DUAL OPERATOR II 351 33.16 31.58 34.82 36.57 38.40 65,686.40 68,972.80 72,425.60 76,065.60 79,872.00 DUAL OPERATOR III 352 35.93 34.21 37.73 39.62 41.61 71,156.80 74,734.40 78,478.40 82,409.60 86,548.80 DUAL OPERATOR IV 353 37.71 35.91 39.60 41.58 43.66 74,692.80 78,436.80 82,368.00 86,486.40 90,812.80 LEAD DUAL OPERATOR 354 40.16 38.24 42.17 44.28 46.50 79,539.20 83,532.80 87,713.60 92,102.40 96,720.00 PUBLIC SAFETY DISP CLERK 401 29.89 28.46 31.39 32.96 34.61 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 PUB SAFETY DISPATCH SUPER 402 37.59 35.80 39.47 41.45 43.53 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 POLICE OFFICER 403 43.38 41.31 45.55 47.83 50.23 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 POLICE SENIOR 405 48.57 46.25 51.00 53.55 56.23 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 POLICE SERGEANT 406 56.55 53.85 59.38 62.35 65.47 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 POLICE RECRUIT 407 ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ COMMUNITY SERVICES OFFICE 501 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 EVIDENCE & PROPERTY TECHNICIAN 502 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 RECORDS TECHNICIAN 503 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 IT SUPPORT ANALYST 703 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 Proposed FY 25/26 Salary Schedule
249
0 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 25/26 Salary Schedule
PAYROLL SPECIALIST 704 30.52 29.06 32.05 33.66 35.35 60,444.80 63,481.60 66,664.00 70,012.80 73,528.00 EXECUTIVE ASSISTANT 705 27.23 25.93 28.60 30.03 31.54 53,934.40 56,638.40 59,488.00 62,462.40 65,603.20 HUMAN RESOURCES ANALYST 706 41.09 39.13 43.15 45.31 47.58 81,390.40 85,467.20 89,752.00 94,244.80 98,966.40 HUMAN RESOURCE TECHNICIAN 707 27.64 26.32 29.03 30.49 32.02 54,745.60 57,491.20 60,382.40 63,419.20 66,601.60 RECREATION LEADER II 801 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER III 802 18.20 17.33 19.11 20.07 21.08 COMM SERVICE OFFICER 803 17.33 16.50 18.20 19.11 20.07 NUTRITION COORDINATOR 804 17.33 16.50 18.20 19.11 20.07 FACILITY ATTENDANT 806 19.31 18.39 20.28 21.30 22.37 SENIOR COORDINATOR 808 22.77 21.68 23.91 25.11 26.37 SECRETARY II 809 24.38 23.21 25.60 26.88 28.23 POLICE RESERVE 810 26.70
CITY INTERN 811 17.33 16.50 18.20 19.11 20.07 PARK ABATEMENT SPECIALIST 816 21.46 20.43 22.54 23.67 24.86 POLICE CADET 818 17.33 16.50 18.20 19.11 20.07 PW FIELD TECHNICIAN 819 17.33 16.50 18.20 19.11 20.07 CRIMINAL INVESTIGATIVE ANALYST 820 41.45 39.47 43.53 45.71 48.00 MECHANIC HELPER 821 17.33 16.50 18.20 19.11 20.07 RECREATION LEADER I / CITY CORP TRAINEE 822 ‐ 16.50 ‐ ‐ ‐ CODE ENFORCEMENT INSPECTOR 823 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 COUNCILMEMBER 900 ‐ 600.00 ‐ ‐ ‐ 250
0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 100 CITY MANAGER 236,246.40 ‐ 113.58 ‐ ‐ ‐ 102 HUMAN RESOURCES MANAGER 71.29 67.89 74.86 78.61 82.55 141,211.20 148,283.20 155,708.80 163,508.80 171,704.00 103 PARKS & RECREATION DIRECTOR 78.64 74.89 82.58 86.71 91.05 155,771.20 163,571.20 171,766.40 180,356.80 189,384.00 106 PLANNING DIRECTOR 79.95 76.14 83.95 88.15 92.56 158,371.20 166,296.00 174,616.00 183,352.00 192,524.80 107 FINANCE DIRECTOR/CITY TREASURER 79.44 75.65 83.42 87.60 91.98 157,352.00 165,235.20 173,513.60 182,208.00 191,318.40 108 PUB WORKS DIR/CITY ENGINE 83.63 79.64 87.82 92.22 96.84 165,651.20 173,950.40 182,665.60 191,817.60 201,427.20 109 POLICE CHIEF 86.86 82.72 91.21 95.78 100.57 172,057.60 180,668.80 189,716.80 199,222.40 209,185.60 111 IT MANAGER 72.42 68.97 76.05 79.86 83.86 143,457.60 150,633.60 158,184.00 166,108.80 174,428.80 113 DEPUTY CITY MANAGER 70.04 66.70 73.55 77.23 81.10 138,736.00 145,683.20 152,984.00 160,638.40 168,688.00 202 ASSISTANT FINANCE DIRECTOR 61.82 58.87 64.92 68.17 71.58 122,449.60 128,585.60 135,033.60 141,793.60 148,886.40 205 POLICE COMMANDER 71.74 68.32 75.33 79.10 83.06 142,105.60 149,219.20 156,686.40 164,528.00 172,764.80 207 ASSISTANT PUB WORKS DIRECTOR 72.91 69.43 76.56 80.39 84.41 144,414.40 151,652.80 159,244.80 167,211.20 175,572.80 208 CHIEF BUILDING OFFICIAL 59.96 57.10 62.96 66.11 69.42 118,768.00 124,716.80 130,956.80 137,508.80 144,393.60 209 ASSISTANT POLICE CHIEF 78.68 74.93 82.62 86.76 91.10 155,854.40 163,654.40 171,849.60 180,460.80 189,488.00 213 PLANNING COMMISSIONER ‐ 50.00 ‐ ‐ ‐ 214 PLANNING MANAGER 63.32 60.30 66.49 69.82 73.32 125,424.00 131,705.60 138,299.20 145,225.60 152,505.60 215 WATER OPERATIONS SUPERINTENDENT 66.01 62.86 69.32 72.79 76.43 130,748.80 137,300.80 144,185.60 151,403.20 158,974.40 258 PLANNER, ASSISTANT/GIS ANALYST 34.75 33.09 36.49 38.32 40.24 68,827.20 72,280.00 75,899.20 79,705.60 83,699.20 259 ENGINEERING TECH. SR. 35.62 33.92 37.41 39.29 41.26 70,553.60 74,089.60 77,812.80 81,723.20 85,820.80 263 PLANNER, ASSOCIATE 39.37 37.49 41.34 43.41 45.59 77,979.20 81,889.60 85,987.20 90,292.80 94,827.20 265 MANAGEMENT ANALYST 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 268 ACCOUNTANT 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 273 PURCHASING AGENT 41.36 39.39 43.43 45.61 47.90 81,931.20 86,028.80 90,334.40 94,868.80 99,632.00 274 SR. RECORDS SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 275 ADMINISTRATIVE ANALYST I 26.11 24.86 27.42 28.80 30.24 51,708.80 54,308.80 57,033.60 59,904.00 62,899.20 276 RECREATION SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 277 PARKS & FACILITIES SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 278 FLEET SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 279 STREETS MAINTENANCE SUPERVISOR 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 280 ADMINISTRATIVE ANALYST II 32.64 31.08 34.28 36.00 37.80 64,646.40 67,891.20 71,302.40 74,880.00 78,624.00 281 ASSOCIATE ENGINEER 46.41 44.20 48.74 51.18 53.74 91,936.00 96,532.80 101,379.20 106,454.40 111,779.20 282 EMERGENCY SERVICES COORDINATOR 36.37 34.63 38.19 40.10 42.11 72,030.40 75,649.60 79,435.20 83,408.00 87,588.80 283 CITY CLERK 34.15 32.52 35.86 37.66 39.55 67,641.60 71,032.00 74,588.80 78,332.80 82,264.00 301 CUSTODIAN 23.71 22.58 24.90 26.15 27.46 46,966.40 49,316.80 51,792.00 54,392.00 57,116.80 302 CUST SERVICES REP 24.22 23.06 25.44 26.72 28.06 47,964.80 50,377.60 52,915.20 55,577.60 58,364.80 304 WATER DISTRIBUTION OPERATOR I 28.33 26.98 29.75 31.24 32.81 56,118.40 58,926.40 61,880.00 64,979.20 68,244.80 309 ADMINISTRATIVE ASSISTANT 25.29 24.08 26.56 27.89 29.29 50,086.40 52,603.20 55,244.80 58,011.20 60,923.20 311 ANIMAL SERVICES COORDINAT 30.38 28.93 31.90 33.50 35.18 60,174.40 63,190.40 66,352.00 69,680.00 73,174.40 313 SR. ADMINISTRATIVE ASST. 27.25 25.95 28.62 30.06 31.57 53,976.00 56,680.00 59,529.60 62,524.80 65,665.60 314 WATER DISTRIBUTION OPERATOR II 29.78 28.36 31.27 32.84 34.49 58,988.80 61,942.40 65,041.60 68,307.20 71,739.20 315 MECHANIC I 27.54 26.22 28.92 30.37 31.89 54,537.60 57,283.20 60,153.60 63,169.60 66,331.20 323 BUILDING INSPECTOR I 31.35 29.85 32.92 34.57 36.30 62,088.00 65,208.00 68,473.60 71,905.60 75,504.00 324 MECHANIC II 34.08 32.45 35.79 37.58 39.46 67,496.00 70,886.40 74,443.20 78,166.40 82,076.80 326 BUILDING INSPECTOR II 38.21 36.39 40.13 42.14 44.25 75,691.20 79,476.80 83,470.40 87,651.20 92,040.00 328 ENGINEERING TECH/INSPECTO 31.12 29.63 32.68 34.32 36.04 61,630.40 64,729.60 67,974.40 71,385.60 74,963.20 329 SENIOR ACCOUNTING TECHNIC 27.58 26.26 28.96 30.41 31.94 54,620.80 57,366.40 60,236.80 63,252.80 66,435.20 330 EQUIPMENT MAINT LEADWORK 37.20 35.42 39.06 41.02 43.08 73,673.60 77,376.00 81,244.80 85,321.60 89,606.40 331 FACILITIES MAINT LEADWORK 30.81 29.34 32.36 33.98 35.68 61,027.20 64,084.80 67,308.80 70,678.40 74,214.40 332 FAC MAINT WRK I 25.59 24.37 26.87 28.22 29.64 50,689.60 53,227.20 55,889.60 58,697.60 61,651.20 333 FAC MAINT WRK II 28.22 26.87 29.64 31.13 32.69 55,889.60 58,697.60 61,651.20 64,750.40 67,995.20 334 MAINTENANCE WRK I 24.59 23.41 25.82 27.12 28.48 48,692.80 51,147.20 53,705.60 56,409.60 59,238.40 335 MAINTANENCE WRK II 27.09 25.80 28.45 29.88 31.38 53,664.00 56,347.20 59,176.00 62,150.40 65,270.40 339 STREET MAINT LEADWORKER 29.59 28.18 31.07 32.63 34.27 58,614.40 61,547.20 64,625.60 67,870.40 71,281.60 343 COMMUNITY DEVELOPMENT TECHNICIAN 30.49 29.03 32.02 33.63 35.32 60,382.40 63,419.20 66,601.60 69,950.40 73,465.60 344 RECREATION PROGRAM COORDINATOR 28.09 26.75 29.50 30.98 32.53 55,640.00 58,427.20 61,360.00 64,438.40 67,662.40 345 PERMIT TECHNICIAN 33.50 31.90 35.18 36.94 38.79 66,352.00 69,680.00 73,174.40 76,835.20 80,683.20 346 ENGINEERING TECH I 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 347 ENGINEERING TECH II 34.97 33.30 36.72 38.56 40.49 69,264.00 72,737.60 76,377.60 80,204.80 84,219.20 348 LEAD PARK AND ABATEMENT SPECIALIST 25.78 24.55 27.07 28.43 29.86 51,064.00 53,622.40 56,305.60 59,134.40 62,108.80 349 ACCOUNTING SPECIALIST 30.15 28.71 31.66 33.25 34.92 59,716.80 62,712.00 65,852.80 69,160.00 72,633.60 350 DUAL OPERATOR I 32.89 31.32 34.54 36.27 38.09 65,145.60 68,411.20 71,843.20 75,441.60 79,227.20 351 DUAL OPERATOR II 34.56 32.91 36.29 38.11 40.02 68,452.80 71,884.80 75,483.20 79,268.80 83,241.60 352 DUAL OPERATOR III 38.61 36.77 40.55 42.58 44.71 76,481.60 80,308.80 84,344.00 88,566.40 92,996.80 353 DUAL OPERATOR IV 40.50 38.57 42.53 44.66 46.90 80,225.60 84,240.00 88,462.40 92,892.80 97,552.00 354 LEAD DUAL OPERATOR 43.73 41.64 45.92 48.22 50.64 86,611.20 90,958.40 95,513.60 100,297.60 105,331.20 401 PUBLIC SAFETY DISP CLERK 32.88 31.31 34.53 36.26 38.08 59,196.80 62,171.20 65,291.20 68,556.80 71,988.80 402 PUB SAFETY DISPATCH SUPER 40.23 38.31 42.25 44.37 46.59 74,464.00 78,187.20 82,097.60 86,216.00 90,542.40 403 POLICE OFFICER 46.43 44.21 48.76 51.20 53.76 85,924.80 90,230.40 94,744.00 99,486.40 104,478.40 405 POLICE SENIOR 51.97 49.49 54.57 57.30 60.17 96,200.00 101,025.60 106,080.00 111,384.00 116,958.40 406 POLICE SERGEANT 60.51 57.62 63.54 66.72 70.06 112,008.00 117,624.00 123,510.40 129,688.00 136,177.60 407 POLICE RECRUIT ‐ 26.42 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐ 501 COMMUNITY SERVICES OFFICE 22.02 20.97 23.13 24.29 25.51 43,617.60 45,801.60 48,110.40 50,523.20 53,060.80 502 EVIDENCE & PROPERTY TECHNICIAN 24.40 23.23 25.62 26.91 28.26 48,318.40 50,752.00 53,289.60 55,972.80 58,780.80 503 RECORDS TECHNICIAN 21.79 20.75 22.88 24.03 25.24 43,160.00 45,323.20 47,590.40 49,982.40 52,499.20 703 IT SUPPORT ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 Proposed FY 26/27 Salary Schedule
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0.025 3% Hourly Hourly Hourly Hourly Hourly Annual Annual Annual Annual Annual Position Hourly-1 Hourly-2 Hourly-3 Hourly-4 Hourly-5 Annual-1 Annual-2 Annual-3 Annual-4 Annual-5 Proposed FY 26/27 Salary Schedule
704 PAYROLL SPECIALIST 35.45 33.76 37.23 39.10 41.06 70,220.80 73,736.00 77,438.40 81,328.00 85,404.80 705 EXECUTIVE ASSISTANT 29.80 28.38 31.29 32.86 34.51 59,030.40 61,984.00 65,083.20 68,348.80 71,780.80 706 HUMAN RESOURCES ANALYST 45.00 42.85 47.25 49.62 52.11 89,128.00 93,600.00 98,280.00 103,209.60 108,388.80 707 HUMAN RESOURCE TECHNICIAN 29.09 27.70 30.55 32.08 33.69 57,616.00 60,507.20 63,544.00 66,726.40 70,075.20 801 RECREATION LEADER II 17.33 16.50 18.20 19.11 20.07 802 RECREATION LEADER III 18.20 17.33 19.11 20.07 21.08 803 COMM SERVICE OFFICER 17.33 16.50 18.20 19.11 20.07 804 NUTRITION COORDINATOR 17.33 16.50 18.20 19.11 20.07 806 FACILITY ATTENDANT 19.90 18.95 20.90 21.95 23.05 808 SENIOR COORDINATOR 23.46 22.34 24.64 25.88 27.18 809 SECRETARY II 25.11 23.91 26.37 27.69 29.08 810 POLICE RESERVE 26.70
811 CITY INTERN 17.33 16.50 18.20 19.11 20.07 816 PARK ABATEMENT SPECIALIST 22.11 21.05 23.22 24.39 25.61 818 POLICE CADET 17.33 16.50 18.20 19.11 20.07 819 PW FIELD TECHNICIAN 17.33 16.50 18.20 19.11 20.07 820 CRIMINAL INVESTIGATIVE ANALYST 42.70 40.66 44.84 47.09 49.45 821 MECHANIC HELPER 17.33 16.50 18.20 19.11 20.07 822 RECREATION LEADER I / CITY CORP TRAINEE ‐ 16.50 ‐ ‐ ‐ 823 CODE ENFORCEMENT INSPECTOR 34.89 33.22 36.64 38.48 40.41 69,097.60 72,571.20 76,211.20 80,038.40 84,052.80 900 COUNCILMEMBER ‐ 600.00 ‐ ‐ ‐ 252
To: Honorable Mayor and Members of the City Council
From: Dale Goodman, Public Works Director
Subject: AMENDMENT NO. 1 TO THE PROFESSIONAL SERVICES AGREEMENT WITH SOLID WASTE SOLUTIONS, INC.
Date: August 6, 2025
Agenda Item: 10.F
CITY OF SANTA PAULA
MEMORANDUM
RECOMMENDATION:
Staff recommends that the City Council:
1. Authorize the City Manager to execute proposed Contract Amendment No. 1 to the Professional Services Agreement with Solid Waste Solutions, Inc., for comprehensive oversight and planning of the City’s solid waste franchise agreement with Athens Services and compliance with state mandated solid waste programs by CalRecycle.
BACKGROUND:
In August, 2019, the City contracted with Solid Waste Solutions, Inc. (SWS) to provide planning; program development, especially regarding Senate Bill 1383 (Lara, 2016); day-today tracking of existing waste programs; annual reporting; and compliance with various CalRecycle programmatic regulations. The direction provided by Council was for staff to provide a notice of intent to extend the agreement by two years, from May 31, 2020 through May 30, 2022. Since that time, the City and Consultant have entered into consecutive oneyear agreements for professional services. The most recent agreement which ended June 30, 2025 ("2024 Agreement") was for compensation not-to-exceed $31,700.00. (Exhibit B.) The proposed Amendment would extend the 2024 Agreement for one year through June 30, 2026 and increase the total compensation by $25,000, effective July 1, 2025.
ANALYSIS:
On or around July 1, 2024, SWS submitted a proposal for certain solid waste management services for a not-to-exceed amount of $31,700 through June 30, 2025, soon after which the City and SWS entered into a Contract for Professional Services (Contract No. 25-1020-2024).
The City and SWS now desire to amend the agreement to extend the term for an additional year, define the scope of services for Fiscal year 2025/2026, and establish maximum compensation and rates for Fiscal Year 2025/2026 for a not-to-exceed amount of $25,000.
The scope of services to this requested amendment is attached as Exhibit A.
STRATEGIC PLAN:
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The extension of this consulting and monitoring service contract supports the City’s goal of maintaining the City’s infrastructure to be safe and sustainable by ensuring comprehensive solid waste collection and recycling services.
FISCAL IMPACTS:
SWS’s 2024 Agreement was for a not-to-exceed amount of $31,700 for routine solid waste support services. The proposed amendment and scope will provide an additional $25,000 to continue with routine solid waste support services, while also providing a contract amendment and extension to June 30, 2026.
Table 1: Amendment to Solid Waste Solutions Agreement
Fiscal Year Original Contract Amendment
Requested
Net Increase
(Reduction)
2024/2025 $31,700 $0.00 $31,700
2025/2026 $0.00 $25,000 $25,000
Total Amount $31,700 $25,000 $56,700
The account number for this work is 206-5-5026-209. These costs have been incorporated into the FY 25/26 budget.
OPTIONS:
The Council has the following available alternative options to Staff’s recommendations:
1. Do not approve Amendment No. 1 to the Professional Services Agreement with Solid Waste Solutions which will significantly limit the City’s ability to comply with ongoing solid waste program tasks required by state regulations and instead seek proposals for such services from other consulting firms.
ATTACHMENTS:
Exhibit A - Amendment No. 1.pdf
Exhibit B - 2024 Agreement.pdf
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EXHIBIT A
Amendment No. 1 to the Contract for Professional Services Agreement Between the City of Santa Paula and Solid Waste Solutions, Inc.
255
1 65283.00007\44006382.1
AMENDMENT NO. 1 TO THE CONTRACT FOR PROFESSIONAL
SERVICES AGREEMENT BETWEEN THE CITY OF SANTA PAULA
AND SOLID WASTE SOLUTIONS, INC.
This Amendment No. 1 (“Amendment”) to that certain Contract for Professional Services (Contract No. 25-1020-2024) is entered into as of August 6, 2025 by and between the City of Santa Paula, a general law city and municipal corporation ("City"), and Solid Waste Solutions, Inc., a California corporation ("Consultant").
SECTION 1: Recitals. This Amendment is made with reference to the following facts and objectives:
A. On or about June 26, 2019, the City and Consultant entered into a Contract for Professional Services (Contract No. 19-01460) for certain solid waste management services with a term ending June 30, 2020 for compensation not to exceed $20,000.00 (“First Agreement”).
B. On or about May 27, 2020 the City and Consultant entered into a another Contract for Professional Services (Contract No. 19-01710) for certain solid waste and project management services with a term starting July 1, 2020 and ending June 30, 2021 (“Second Agreement”). Total compensation was set at a not-to-exceed amount of $17,000.00.
C. In June 2021, the City and Consultant entered into another Contract for Professional Services (Contract No. 21-10008) for certain solid waste management services with a term starting July 1, 2021 and ending June 30, 2022 (“Third Agreement”). Total compensation was set at a not-to-exceed amount of $31,500.00.
D. On or about August 29, 2022 the City and Consultant entered into another Contract for Professional Services (Contract No. 22-02738) for certain solid waste management services with a term starting July 1, 2022 and ending June 30, 2023 (“Fourth Agreement”). Total compensation was set at a not-to-exceed amount of $31,500.00.
E. On or about July 1, 2023 the City and Consultant entered into another Contract for Professional Services (Contract No. 23-02947) for certain solid waste management services with a term starting July 1, 2023 and ending June 30, 2024 (“Fifth Agreement”). Total compensation was set at a not-to-exceed amount of $31,700.00.
F. On or about July 1, 2024, the City and Consultant entered into a another Contract for Professional Services (Contract No. 25-1020-2024) for certain solid waste management services with a term starting July 1, 2024 and ending June 30, 2025 (“Agreement”). Total compensation was set at a not-to-exceed amount of $31,700.00.
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2 65283.00007\44006382.1
G. City and Consultant desire to amend the Agreement to extend the term for an additional year, define the scope of services for Fiscal Year 2025/2026, and establish maximum compensation and rates for Fiscal Year 2025/2026.
SECTION 2: Amendment. In consideration of the foregoing and pursuant to Section 28 of the Agreement, the Agreement is amended as follows:
A. Subsection C of Section 1, entitled “Consideration and Compensation” is amended to read as follows:
“C. As additional consideration, CITY agrees to pay CONSULTANT an amount not to exceed Thirty-One Thousand Seven Hundred dollars and no cents ($31,700.00) for Fiscal Year 2024/2025 and an amount not to exceed Twenty-Five Thousand dollars and no cents ($25,000.00) for Fiscal Year 2025/2026, unless otherwise specified by written amendment to this Agreement.”
B. Section 7, entitled “Term of Agreement,” is amended to read as follows:
“7. TERM OF AGREEMENT. The term of this Agreement shall commence on July 1, 2024 and shall expire on June 30, 2026, unless earlier termination occurs under Section 11 of this Agreement, or extended by mutual written agreement of the parties.”
C. Section 34, entitled “Disclosure Required,” is amended to read as follows:
“34. PROHIBITED INTERESTS. Consultant maintains and warrants that it has not employed nor retained any company or person, other than a bona fide employee working solely for Consultant, to solicit or secure this Agreement. Consultant warrants that it has not paid nor has it agreed to pay any company or person, other than a bona fide employee working solely for Consultant, any fee, commission, percentage, brokerage fee, gift or other consideration contingent upon or resulting from the award or making of this Agreement. Consultant further agrees to file, or shall cause its employees or subconsultants to file, a Statement of Economic Interest with the City’s Filing Officer as required under state law in the performance of the Services. For breach or violation of this warranty, City shall have the right to rescind this Agreement without liability. For the term of this Agreement, no member, officer or employee of City, during the term of his or her service with City, shall have any direct interest in this Agreement, or obtain any present or anticipated material benefit arising therefrom.” D. Exhibit A attached to this Amendment replaces Exhibit A (Scope of Services) to the Agreement. Exhibit A to this Amendment describes the scope of services and compensation for FY 2025-2026.
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SECTION 3: Counterparts. This Amendment may be executed in any number or counterparts, each of which will be an original, but all of which together constitutes one instrument executed on the same date.
SECTION 4: Limited Amendment. Except as modified by this Amendment, all other terms and conditions of the Agreement remain in full force and effect. In the event of a conflict between this Amendment and the Agreement, the provisions of this Amendment shall control. Whenever the term “Agreement” is used in the Agreement, it shall mean the Agreement as amendment by this Amendment.
N WITNESS WHEREOF the parties hereto have executed this Amendment on the day and year first hereinabove written.
CITY OF SANTA PAULA SOLID WASTE SOLUTIONS, INC.
By:
Kimberly Nilsson
President
FED TAX ID: 77-0512419
Approved By:
_________________________________
Dan Singer
City Manager
Approved as to Form:
_____________________________________
Monica Castillo
City Attorney
Attested By:
Julie Latshaw
City Clerk
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4 65283.00007\44006382.1
EXHIBIT A
Scope of Services and Compensation
[attached behind]
259
Solid Waste Solutions, Inc.
February 28, 2025
Dale Goodman, Public Works Director
City of Santa Paula
P.O. Box 569
Santa Paula, CA 93061-0569
Subject: Solid Waste Project Management Proposal for FY 2025/2026 Dear Dale,
Attached, please find the scope of work and costs associated with the request for Solid Waste Solutions, Inc. (SWS) to continue to provide solid waste and project management services to the City of Santa Paula through June 2026.
This work's scope encompasses activities that maintain the City of Santa Paula's solid waste management programs in compliance with CalRecycle. These programs include, but are not limited to: ensuring compliance with State of California solid waste reporting and programmatic requirements; satisfying annual, state-required (SB 1383) organic waste diversion programs for both a City and regional basis; preparation of state-required (CalRecycle) annual reports; annual reconciliation of Recycling and Disposal Reporting System (RDRS) solid waste tonnage tracking; and grant reporting.
Thank you in advance for your confidence in our firm to provide solid waste services to the City. lt is our goal to provide professional, cost-effective service to our clients.
Kimberly C. Nilsson
President
Attachment
S.W.S. Inc./City Permit Services, 25 W. Rolling Oaks Dr., Suite 201,1000 Oaks, CA 91 361 Phone: (805) 495-7521 Fax: (805) 495-7621 E-mail: [email protected] 260
Solid Waste Solutions, Inc.
Exhibit A: Scope of Services: Solid Waste Project Management Services Item 1: Solid Waste Services: SWS will continue to provide all on -call solid waste services to the City of Santa Paula. Services shall include, but not be limited to the following:
1. Preparation of the CalRecycle Annual Report as required by the State:
Per California Assembly Bill 939, all cities are required to prepare and submit an annual report on the status of the solid waste diversion and program implementation for the jurisdiction. This task includes gathering all disposal and diversion data from the local landfill and reporting agencies, the solid waste haulers, and any data regarding City's implemented programs that have diverted material from the landfill or instituted policies for more environmental practices. This data shall be included in the preparation of the online CalRecycle Annual Report, due August 1 annually.
2. Program Implementation and Reporting for AB341, AB1826 and SB 1383:
SWS will help the City staff update existing City solid waste programs further to increase the diversion of waste from the landfill. These tasks may include but are not limited to:
o Participate in CalRecycle and local and regional stakeholder meetings, as requested o Special Events Reporting & tracking, as required.
o Assist the City with ongoing compliance with State Assembly Bills, including AB 341, AB 1826, and SB 1383.
• Monitoring and tracking of the implementation of AB 341 Mandatory Commercial Recycling
• Monitoring and tracking of the implementation of AB 1826 Organics and the 2-cubic yard implementation trigger.
• Continued development and monitoring/reporting of SB 1383 Program and associated CalRecycle Local Assistance Grants. This includes coordination with City ordinance, continued development of the program exemption/waiver process, self-hauler and 3rd party recycling identification and tracking, program enforcement, organics procurement and coordination of edible food recovery.
This task also includes comprehensive 5B1383 tracking and state reporting consistent with CalRecycle legislative requirements.
The City is now required to have implemented, and to maintain, these programs for residential, multi-family, and commercial sectors. The City is also required to report program milestones and statistics annually to CalRecycle to comply with State Law. Lastly, to ensure program success and compliance, participation in regional conference calls and site visits are necessary.
S.W.S. Inc./City Permit Services, 25 W. Rolling Oaks Dr., Suite 201,1000 Oaks, CA 91 361 Phone: (805) 495-7521 Fax: (805) 495-7621 E-mail: [email protected] 261
Solid Waste Solutions, Inc.
These items have been budgeted as total costs and will be billed against using Exhibit B's billing rates.
Each aspect of the solid waste program listed has separate and overlapping tasks. SWS estimates the work will be broken out annually as follows and billed using the rates in Exhibit C.
EXHIBIT B - PROGRAM COSTS FOR FISCAL YEAR 2025/2026
Tasks Budget Annually
1. Annual Report Preparation and RDRS Disposal Tracking $ 7,000.00
2. Program maintenance and Reporting for AB341, AB1826 and SB 1383 to comply with State/CalRecycle Requirements
TOTAL
$ 18,000.00*
$ 25,000.00
* Note: All tasks charge to SB 1383 can be funded through the current OWR4 Local Assistance Grant Program. Those funds are available through to April 1, 2026, and estimated to be $10,000 annually.
S.W.S. Inc./City Permit Services, 25 W. Rolling Oaks Dr., Suite 201,1000 Oaks, CA 91 361 Phone: (805) 495-7521 Fax: (805) 495-7621 E-mail: [email protected] 262
Solid Waste Solutions, Inc.
EXHIBIT C - Billing Rates
Standard SWS Inc. Billing Rates
FY 2025/26
Professional Staff Hourly Rate
Project Management: $133.00/hour
Senior Manager/Computer
Programming / Data
$174.00/hour
Principal: $199.00/hour
Travel: Actual Costs
2025 IRS Mileage Reimbursement: $0.70/mile
Note: All hourly rates are effective for twelve (12) months after the date of proposal or contract execution, after which rates can be raised consistent with U.S. Bureau of Labor Statistics Consumer Price Index (CPI) increases for the Los Angeles-Long Beach-Anaheim region.
S.W.S. Inc./City Permit Services, 25 W. Rolling Oaks Dr., Suite 201,1000 Oaks, CA 91 361 Phone: (805) 495-7521 Fax: (805) 495-7621 E-mail: [email protected] 263
EXHIBIT B
Professional Services Agreement Between the City of Santa Paula and Solid Waste Solutions, Inc. – FY 2024/25
264
CONTRACT FOR PROFESSIONAL SERVICES
BETWEEN
THE CITY OF SANTA PAULA AND
SOLID WASTE SOLUTIONS, INC.