CITY COUNCIL REGULAR MEETING - FEBRUARY 07, 2022 PAGE 1 OF 3
CITY COUNCIL REGULAR MEETING
Monday, February 07, 2022 at 5:00 PM
94 N. Washington Street, Sonora, CA 95370
(209) 532-4541
AGENDA
NOTICE IS HEREBY GIVEN that the Sonora City Council will have their regular meeting on Monday, February 7, 2022 at 5:00 pm in the City of Sonora Council Chambers located at 94 N. Washington Street Sonora, CA 95370.
NOTICE: THIS MEETING WILL BE HELD IN ACCORDANCE WITH AB 361.
THIS MEETING IS PHYSICALLY OPEN TO THE PUBLIC AND MEMBERS OF THE PUBLIC MAY PARTICIPATE IN THE MEETING VIA VIDEO CONFERENCING AT:
Zoom Meeting Link:
https://us06web.zoom.us/j/87460555933?pwd=UFBFZ0EyR3pjcXNXZWtXVlZLQTJoQT09 Dial: (253)215-8782
Meeting ID: 874 6055 5933
Passcode: 7dY809
AND WILL BE GIVEN THE OPPORTUNITY TO PROVIDE PUBLIC COMMENT.
THIS MEETING WILL BE OPEN TO THE PUBLIC AND WILL BE AVAILABLE VIA ZOOM. IT WILL ALSO BE LIVE STREAMED ON THE CITY'S WEBSITE AT www.sonoraca.com.
Written comments can be submitted to be included as part of the administrative record, they will not be read during the meeting. All comments must be received by 3:00 pm on the day of the noticed meeting and can be submitted to the City Clerk at 94 N. Washington Street Sonora, CA 95370 or via email to [email protected].
OPEN SESSION - 5:00 PM
PLEDGE OF ALLEGIANCE
ROLL CALL
CITY CLERK’S REPORT ON AGENDA POSTING
1 CITY COUNCIL REGULAR MEETING - FEBRUARY 07, 2022 PAGE 2 OF 3
APPROVAL OF THE AGENDA
PRESENTATIONS
1. Receive a Tuolumne County update from District 1 Supervisor David Goldemberg
PUBLIC COMMENT (NON-AGENDA ITEMS)
The public may address the Council on any item of public interest not otherwise on the agenda that is within the jurisdiction of the City. No action may be taken. Matters to be addressed may be referred to City Staff or placed on a subsequent meeting Agenda. Speakers are limited to a five (5) minute presentation.
CONSENT CALENDAR
Items on the Consent Calendar are considered routine and will be voted on in one motion unless a Council member or member of the public has a question or wishes to discuss an item. In that case, the item will be removed from the Consent Calendar and considered separately.
2. Approval of disbursements in the amount of $154,381.93 for payroll, inclusive of employee salaries, employer and employee taxes and retirement contributions, miscellaneous voluntary employee deductions, holiday pay and other adjustments, including retro-pay.
3. The Sonora Fire Department electronically submitted a Federal Emergency Management Agency (FEMA) Grant for Staffing for Adequate Fire and Emergency Response (SAFER). The City Administrator and/or Fire Chief is requesting to authorize and direct the Fire Chief to return to the City Council with the application results and to accept the awards if successful.
UNFINISHED BUSINESS
NEW BUSINESS
4. Consideration to adopt Resolution No. 02-07-2022-A approving the Memorandum of Understanding for the Sonora Management Employees’ Association (SMEA) effective July 1, 2021 through June 30, 2025 and authorize the Mayor to sign agreement.
5. Consideration to adopt Resolution No. 02-07-2022-B approving the employee salary schedules for the Sonora Management Employees’ Association as part of the 2021 Memorandum of Understanding.
6. Authorize the Sonora Fire Department to electronically submit Federal Emergency Management Agency (FEMA) Grant, authorize the City Administrator and/or Fire Chief to execute all documents relating to the grant applications, and direct the Fire Chief to return to the City Council with the application results and to accept the awards.
7. Consider the assignment of the Mayor’s appointment to the County-wide Homeless Taskforce.
COUNCIL MEMBER/DEPARTMENT HEAD REPORTS
ADJOURNMENT
2 CITY COUNCIL REGULAR MEETING - FEBRUARY 07, 2022 PAGE 3 OF 3 In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Administrator at City Hall (209) 532-4541, [email protected]. Notification 48 hours prior to 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).
Materials related to an item on this Agenda submitted to the City Council after distribution of the agenda packet are available for public inspection in the City Administrator’s Office at 94 N. Washington Street, Sonora, CA 95370 during normal business hours (8:00 am - 4:00 pm, Monday through Friday, excluding holidays). The agenda and supporting public documents are also available on our City website www.sonoraca.com listed under the agenda/minutes link on the Government page. 3 CITY COUNCIL AGENDA REPORT
MEETING DATE: February 7, 2022
TO: City Council Members
FROM: Melissa Eads, Interim City Administrator
SUBJECT: Supervisor David Goldemberg County Update
RECOMMENDATION
Receive a Tuolumne County update from District 1 Supervisor David Goldemberg
DISCUSSION
District 1 Supervisor Goldemberg will present an update of County-wide issues to the City Council the first meeting of each month.
FISCAL IMPACT
None.
4 Item 1.
CITY COUNCIL AGENDA REPORT
MEETING DATE: February 7, 2022
TO: City Council Members
FROM: Chris Gorsky, Administrative Services Director
SUBJECT: Disbursements in the amount of $154,381.93 for payroll
RECOMMENDATION
Approval of disbursements in the amount of $154,381.93 for payroll, inclusive of employee salaries, employer and employee taxes and retirement contributions, miscellaneous voluntary employee deductions, holiday pay and other adjustments, including retro-pay.
DISCUSSION
This payroll was the 2
nd payroll of a month, which was an expected amount.
This payroll is the 16th payroll of 26 for FY21-22, we would have expected to expend 61.53% of the budgeted amount. In total, we have expended 60.06% of the Salaries and Wages for the FY 21/22 budget.
FISCAL IMPACT
Disbursements are part of the approved FY21-22 Budget.
5 Item 2.
CITY COUNCIL AGENDA REPORT
MEETING DATE: February 07, 2022
TO: City Council Members
FROM: Aimee New, Fire Chief
SUBJECT: Fire Department SAFER Grant Application
RECOMMENDATION
The Sonora Fire Department electronically submitted a Federal Emergency Management Agency (FEMA) Grant for Staffing for Adequate Fire and Emergency Response (SAFER). The City Administrator and/or Fire Chief is requesting to authorize and direct the Fire Chief to return to the City Council with the application results and to accept the awards if successful.
DISCUSSION
The SAFER grant program provides funding for additional staffing to Fire Department to ensure adequate personnel for emergency response. The Fire Department applied for six Firefighter positions.
FISCAL IMPACT
The SAFER grant pays 100% of the cost. No cost to the City. 6 Item 3.
CITY COUNCIL AGENDA REPORT
MEETING DATE: February 7, 2022
TO: City Council Members
FROM: Melissa Eads, Interim City Administrator
SUBJECT: Sonora Management Employees’ Association (SMEA) MOU
RECOMMENDATION
Consideration to adopt Resolution No. 02-07-2022-A approving the Memorandum of Understanding for the Sonora Management Employees’ Association (SMEA) effective July 1, 2021 through June 30, 2025 and authorize the Mayor to sign agreement.
DISCUSSION
The City of Sonora and the Sonora Management Employees’ Association (SMEA) have met and have come to agreement to the following negotiated terms effective July 1, 2021 through June 30, 2025:
Reinstatement of F-Step for all employees in the SMEA; Increase the Cell Phone Allowance from $50 a month to $100 a month.
Currently the City pays 100% of all Medical, Dental and Vision monthly premium costs for all City employees. SMEA and the City of Sonora have agreed for employees within this bargaining unit to ultimately pay twenty percent (20%) of the medical monthly premium costs of the medical plan that the employee chooses by the end of the contract term. SMEA and the City of Sonora have agreed to a staggered rate medical insurance contribution approach for each contract year based upon agreed cost of living adjustments (COLAs) per contract year. The COLAs and percentage of medical contribution is attached to this agenda report based on employee class.
It is the recommendation of staff that the City Council approve the FY 2021-2025 Sonora Management Employees’ Association (SMEA) Memorandum of Understanding.
FISCAL IMPACT
The associated fiscal increases to this MOU are budgeted in the FY 2021-2022 Budget that was approved by the City Council on June 7, 2021 and any changes necessary will be discussed in the midyear budget review.
ATTACHMENTS
Resolution 02-07-2022-A
SMEA MOU
7 Item 4.
RESOLUTION NO. 02-07-22-A
A RESOLUTION OF THE CITY OF SONORA APPROVING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE SONORA MANAGEMENT EMPLOYEES’
ASSOCIATION AND THE CITY OF SONORA
WHEREAS, Section 570.5 of the California Code of Regulations, Title 2 requires formal City Council approval and adoption of employee salary and compensation plans; and WHEREAS, representatives of the City of Sonora and the Sonora Management Employees’ Association (SMEA) have met and conferred in good faith and have reached agreement on wage, hours and other terms and conditions of employment for all employees allocated to the SMEA Unit.
NOW, THEREFORE, BE IT RESOLVED that the City Council does hereby approve the FY 2021/22-2024/25 Memorandum of Understanding between the Sonora Management Employees’ Association and the City of Sonora attached hereto.
PASSED AND ADOPTED as a Resolution of the City Council of the City of Sonora, California, at a regular meeting of said City Council held on February 7, 2022, by the following votes:
AYES:
NOES:
ABSTAIN:
ABSENT:
Signed and dated:
_______________________________
Matt Hawkins
Mayor of the City of Sonora
ATTEST: _______________________________
Deputy City Clerk, City of Sonora
8 Item 4.
MEMORANDUM OF
UNDERSTANDING
FORTHE SONORA
MANAGEMENT
EMPLOYEES’
ASSOCIATION
(SMEA)
FY 2021-22 through FY 2024-25
9 Item 4.
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MOU 2021-2025
1 Table of Contents
PREAMBLE............................................................................................................................ 3 Section 1. RECOGNITION ..................................................................................................... 3 Section 2. SALARY PLAN ..................................................................................................... 3 SECTION 2.1 - EQUITY ADJUSTMENTS........................................................................... 4 SECTION 2.2 - SALARY PLAN ADMINISTRATION........................................................... 4 SECTION 2.3 - SALARY PAYMENT ................................................................................. 4 SECTION 2.4 - SALARY OF NEW EMPLOYEES............................................................... 4 SECTION 2.5 - INCREASE WITHIN RANGE...................................................................... 4 Section 3. REDUCED WORK HOUR SCHEDULE ................................................................. 6 Section 4. MANAGEMENT EDUCATION INCENTIVE ........................................................... 6 Section 5. INSURANCE COVERAGE .................................................................................... 7 Section 5.1 - MEDICAL INSURANCE ................................................................................. 7 Section 5.2 - DENTAL INSURANCE................................................................................... 9 Section 5.3 - LIFE INSURANCE ......................................................................................... 9 Section 5.4 - VISION INSURANCE..................................................................................... 9 Section 5.5 - LONG TERM DISABILITY.............................................................................10 Section 5.6 - ANNUAL PHYSICAL.....................................................................................10 Section 6. DEFINED CONTRIBUTION MEDICAL BENEFIT .................................................10 Section 7. POST RETIREMENT BENEFITS..........................................................................10 Section 8. SICK LEAVE.........................................................................................................12 Section 9. ADMINISTRATIVE LEAVE ...................................................................................13 Section 10. BEREAVEMENT LEAVE ....................................................................................14 Section 11. UNIFORM ALLOWANCE....................................................................................15 Section 12. TEN PERCENT DIFFERENTIAL ........................................................................15 Section 13. HOLIDAYS .........................................................................................................15 Section 14. VACATION .........................................................................................................16 Section 15. CALPERS...........................................................................................................17 Section 16. REVIEW OF JOB DESCRIPTION.......................................................................18 Section 17. WORKERS' COMPENSATION...........................................................................18 Section 18. AUTO ALLOWANCE ..........................................................................................19 Section 19. CELL PHONES...................................................................................................19 Section 20. DISASTER COMPENSATION ............................................................................20 Section 21. BENEFITS..........................................................................................................20 Section 22. WORK FURLOUGH............................................................................................20 Section 23. FLEXIBLE WORK WEEK ...................................................................................21 10 Item 4.
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2 Section 24. SAVING CLAUSE...............................................................................................21 Section 25. TERMINATION CLAUSE....................................................................................21 Section 26. RE-OPENER ......................................................................................................21 Section 27. FULL AGREEMENT ...........................................................................................21 11 Item 4.
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3 PREAMBLE
1. The purpose of this Agreement is to promote the improvement of personnel management and employer/employee relations, provide an equitable and peaceful procedure for the resolution of differences and establish rates of pay and other terms and conditions of employment.
2. The City and Association agree that all employees of the City share in the important responsibility of providing superior service to the public and that every job and position is considered to be important.
3. This Memorandum of Understanding (MOU) is entered into pursuant to the MeyersMilias-Brown Act, as amended, and has been jointly prepared by the parties.
SECTION 1. RECOGNITION
1. Association is recognized as the exclusive representative, as provided in the City's Employer-Employee Relations Resolution No. 3-21-83-D for all management positions, such as:
• Community Development Director
• Administrative Services Director
• Fire Chief
• Police Lieutenant
• Police Chief
2. Association does not represent temporary or part-time employees within these classifications, with the exception of an employee who has entered into an agreement with the City for a reduced work hour schedule, pursuant to Section 3 of this MOU.
SECTION 2. SALARY PLAN
1. Effective July 1, 2021 (and paid retroactively upon execution of this Agreement), salary ranges for all SMEA personnel, except the Police Chief, will increase as follows:
• Year 1 5% COLA increase effective July 1, 2021;
• Year 2 4% COLA increase effective July 1, 2022;
• Year 3 4% COLA increase effective July 1, 2023;
• Year 4 3% COLA increase effective July 1, 2024.
12 Item 4.
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4 2. Effective July 1, 2021 (and paid retroactively upon execution of this Agreement), salary ranges for the Police Chief will increase as follows:
• Year 1 4% COLA increase effective July 1, 2021;
• Year 2 3% COLA increase effective July 1, 2022;
• Year 3 2% COLA increase effective July 1, 2023;
• Year 4 2% COLA increase effective July 1, 2024.
SECTION 2.1 - EQUITY ADJUSTMENTS
1. The City promises to increase salaries for the Administrative Services Director and the Community Development Director in order to bring those salaries within the Proposed Maximum Monthly Salary included within the 2016 Compensation and Classification Study.
2. During the first full pay period in July 2021, the Administrative Services Director and Community Services Director’s base salary shall receive an equity increase of
2.5%.
SECTION 2.2 - SALARY PLAN ADMINISTRATION
1. Employees regularly assigned a position in a classification shall by this Agreement be paid a salary within the range established for that position's classification.
See Attachments.
SECTION 2.3 - SALARY PAYMENT
1. Salaries shall be paid biweekly. Routine paychecks shall be for the purpose of compensating for regular and other compensation owed employees.
SECTION 2.4 - SALARY OF NEW EMPLOYEES
1. The first step of the Salary Plan (Step A) is the minimum rate and shall normally be the hiring rate for the class. In cases where it is difficult to secure qualified personnel or if a person of unusual qualifications is to be appointed, the City Administrator may make the appointment at a salary level up through Step D. The City Council has the authority to make the appointment at salary level Step E.
SECTION 2.5 - INCREASE WITHIN RANGE
1. Every regular employee who is employed in a class for which there is a salary range shall have an anniversary date. All salary adjustments, except longevity pay, 13 Item 4.
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5 are made effective upon the anniversary date or any time thereafter. The date of eligibility for subsequent salary adjustments, excluding longevity pay, shall be one year after the current year anniversary date, subject to promotion. The anniversary date should not be confused with the employee's service date (date used for calculation of vacation and longevity pay) nor with the employee’s date of hire (the date upon which employee began working for the City – whether temporary, reserve, probationary, etc.).
2. The steps of each salary range shall be interpreted as follows:
a. The second step (B) is merit advancement. Employees may be advanced to the second step after completion of one year's employment in position.
The one-year period shall be a probation/orientation period. b. The third step (C), fourth step (D), fifth step (E) and sixth step (F) are merit advancements. Employees shall be eligible for advancement to their next step on their subsequent anniversary date.
c. To Achieve the sixth step (F) the employee must have worked three (3) years with the City of Sonora and a minimum of five (5) years with another Government or Tribal agency, for a total of eight (8) years’ experience. d. No other conditions will be necessary for members of SMEA to achieve the sixth step (F).
Example 1 - Employee's anniversary date is August 1st. Employee went to Step “C” on August 1st, 2021, and would be eligible for Step D on August 1st, 2022.
Example 2 - Employee's anniversary date is August 1st. Employee is at Step “C” and reviewed for Step “D” for August 1st, 2021, anniversary date. At the Supervisor's discretion, the Employee is not advanced to Step “D” on August 1st, 2021, but subsequently advanced to Step “D” on January 1st, 2022. The Employee's anniversary date would remain on August 1st, and the Employee would be eligible for review on August 1st, 2022, for Step E. Advancement to steps are made upon the recommendation of the Department Head to the City Administrator.
3. In any case, where, by reason of unusual circumstances, rigid adherence to the foregoing principles relating to salary adjustments would cause a manifest injustice, the City Council may make such order relating thereto as, in its discretion, is proper.
4. No advance in steps shall be automatic upon completion of the period of service outlined herein above, and all increases shall be made 1) on the basis of merit as established by the employee's work performance; 2) upon documentation by 14 Item 4.
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6 evaluation; and 3) upon review and approval of the City Administrator. An increase of pay shall be withheld in cases of inferior work, lack of application, indifferent attitude, and any other sufficient reason.
5. Each salary adjustment shall become effective on the anniversary date of the employee, or at any time thereafter as explained in Section 2a. and 2b. Such salary adjustment shall be processed as of the beginning date of the pay period for which the adjustment becomes effective.
6. Employees shall receive longevity benefit after the completion of ten (10) years of service (from the service date), and each five (5) years thereafter. Such benefit shall be for two and one-half percent (2.5%) of the current salary for each five-year increment. For example, after ten (10) years the employee shall receive 2.5% increase over base salary, and after fifteen (15) years the employee shall receive an additional 2.5% for a total of 5.0% increase over base salary. The longevity benefit is automatic and is not based on merit.
SECTION 3. REDUCED WORK HOUR SCHEDULE
1. In the event a management employee desires a reduction in their work hour schedule, they must first make a written request to the City Administrator. If the City Administrator deems the request to have merit and be of mutual benefit to both the City and the employee, the request will be approved in writing. The employee's salary and all benefits (i.e., leave accruals, insurances, etc.) will be pro-rated to correspond to the hours worked.
SECTION 4. MANAGEMENT EDUCATION INCENTIVE
1. The City agrees to provide an increase to Association employees' base salary as an education incentive for those employees who have, or will, attain the following degrees:
• Associates Degree – 2.5%
• Bachelor's Degree - 5.0 %
• Master's Degree/Certified Public Accountant 7.5%
• Doctorate - 10.0%
2. Employee shall only be compensated for the highest degree obtained from a public or private post-secondary institution that has received state approval to award the above degrees; the incentive shall not be cumulative. For example, if on the effective date of the Agreement, an employee has attained a Bachelor's Degree, the employee's salary would increase by 5.0%. If the employee subsequently attains a Master's Degree, the employee's salary would increase 2.5%, for a total of 7.5%. 15 Item 4.
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7 Multiple degrees at the same educational level will not be recognized. For example, an employee who has two Bachelor's Degrees will only receive compensation for one degree.
3. The education incentive shall be included in the employee's base pay and is considered reportable salary to PERS and taxable. Verification of the degree must be made to the City Administrator. The original degree or an original letter from the college granting said degree must be produced to receive the educational incentive benefit.
SECTION 5. INSURANCE COVERAGE
1. During the term hereof, the City agrees to provide medical, dental, vision, life, and long-term disability insurance coverage to each employee, and dependents as indicated by category.
2. For new hires, medical, dental, vision, life, and long-term disability insurance coverages become effective the first calendar day of the month following the date of hire, unless the date of hire is the first calendar day of the month, in which case coverage is effective immediately.
3. All medical, dental, vision, life and disability insurance will end for terminating employees on their date of separation from the City, unless otherwise provided for by this Agreement.
4. For any regular full-time employee on leave of absence for more than 10 consecutive working days, medical, dental, vision, life, long term disability insurance, and retirement benefits provided by the City shall not be provided upon expiration of sick leave, vacation accrual, and CTO, subject to provisions of State and Federal law. If the employee elects medical, dental, vision and life insurance, it shall be paid at the COBRA rate; payment shall be due monthly in advance.
Proration of payment shall be applied as appropriate.
SECTION 5.1 - MEDICAL INSURANCE
1. The City agrees to provide medical coverage as follows:
a. Medical Insurance will be provided under either a Modified Classic Preferred Provider plan (PPO) –or an Exclusive Provider Organization plan (EPO). b. Prescription Drug Card Plan will be provided by the City. There is no calendar year deductible. Prescription drug cost shares, such as co-payments, apply towards the medical out-of-pocket maximum amount and do not apply towards 16 Item 4.
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8 the medical plan deductible. Pharmacy copayments are per the plan documents.
There are also mail-order rates.
2. The Association agrees that each employee will contribute to the monthly premium costs of the medical plan that the employee chooses as follows during the contract term:
• Year 1: 5%
• Year 2: 10%
• Year 3: 15%
• Year 4: 20%
3. Employees, whose dependents have coverage elsewhere and elect to discontinue dependent coverage or who currently have no dependent coverage, will receive $45.00 additional taxable compensation per pay period.
a. Employees who currently have dependent coverage may delete dependents only if they are able to show that their dependent(s) has medical coverage elsewhere or is no longer eligible for coverage (e.g., dependent child who has reached the maximum allowed age for coverage, divorce of spouse, death of dependent, etc.).
b. If the dependent has other health care coverage, the employee must provide the City with the appropriate documentation, including a copy of the dependent's coverage card, showing proof of coverage.
c. During December of each year, employees who do not have dependent coverage will be required to submit the appropriate information indicating that they either have no dependents to cover, or their dependents have coverage elsewhere.
d. Dependents, who are deleted from the City's coverage, and subsequently elect to come back under the City's plan, will be allowed to do so at the beginning of a calendar month. Any dependent who is re-enrolled will be subject to the same conditions as any newly enrolled participant in the plan, subject to State and Federal law.
e. Employees who elect to add a new dependent(s) who have never been under the City's policy, may do so at the beginning of any calendar month. If the employee is currently receiving a dependent in-lieu pay, the in-lieu pay will end at the conclusion of the pay period preceding the addition of the dependent. For instance, if an employee adds a new dependent on March 1st, and the prior pay period ends on February 24th, the employee's last inlieu pay would be for the pay period ended February 24th. f. There will be no proration of in-lieu benefits.
g. All new employees to the City will fall under these same provisions. 17 Item 4.
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9 SECTION 5.2 - DENTAL INSURANCE
1. During the term of this Agreement, the City agrees to provide dental coverage as follows:
a. Up to $1,000 will be paid per person per calendar year. b. Preventative - No Deductible
c. Routine oral examination
d. Cleaning of teeth
e. X-Rays where professionally indicated
f. Examination, consultation, and diagnosis
g. Fluoride treatments for children to age 19
2. After a $25 deductible each calendar year ($75 per family), coverage is as follows:
a. Routine - Paid at 80% of UCR
b. Extractions and oral surgery
c. Fillings
d. Treatment of periodontal and other diseases of the gumsand soft tissue of the mouth
e. Root canal treatment
f. Relines, rebases and repairs of existing dentures
g. Drugs and/or anesthesia used for control of dental painduring any session of dental treatment
3. Major - Paid at 50% of UCR
a. Bridgework, crowns, appliances, dentures, inlays, and gold fillings SECTION 5.3 - LIFE INSURANCE
1. The City shall provide, and pay premiums for, term life insurance for the employee while the employee is in City employment, with a payoff value equal to the employee's annual salary at time of death (or disability, if provided by policy), with a salary cap of $150,000.
2. The City shall also provide, and pay premiums for, the following dependent life insurance coverage:
a. Spouse $25,000
b. Dependent $10,000
SECTION 5.4 - VISION INSURANCE
1. The City shall provide employees covered by this Agreement and their dependents, with 18 Item 4.
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10 a vision care program at the City's expense.
SECTION 5.5 - LONG TERM DISABILITY
1. The City agrees to provide and pay for long term disability insurance. The City, at its option, may change the carrier, but cannot change coverage without going through the meet and confer process.
SECTION 5.6 - ANNUAL PHYSICAL
1. City agrees to provide Association employees an allowance of two hundred and fifty dollars ($250) per fiscal year (July 1st - June 30th) for an annual physical examination. An annual physical examination allowance of two hundred and fifty dollars ($250) shall be provided to an employee upon receipt of an "Employee Physical Verification" form signed by the employee's physician and/or physician's representative.
SECTION 6. DEFINED CONTRIBUTION MEDICAL BENEFIT
1. The City and Association agree to explore the possibility of developing a Retirement Trust Fund or Defined Contribution Medical Benefit Account.
2. If the development of a Retirement Trust Fund or Defined Contribution Medical Benefit Account is possible, and the City and Association agree to proceed, both parties will work on developing and implementing a Retirement Trust Fund or Defined ContributionMedical Benefit Account program for employees and their dependents.
3. Amount of contribution by employee/retiree and City will be negotiated.
4. Upon implementation, the Post-Retirement Benefits Section will not apply to any new member of the Association.
SECTION 7. POST RETIREMENT BENEFITS
1. Each Association employee retiring from City employment after a minimum of ten (10) years of continuous service as a full-time benefitted employee shall have available the medical, dental, and vision programs then currently provided for active Association employees.
a. The City agrees to pay fifty percent (50%) of the then monthly premium for such coverage for a retiring employee having attained the age of 50 for Safety Members and 55 for all others represented by the Association. b. The retiring employee shall be responsible for fifty percent (50%) of the 19 Item 4.
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11 monthly premium and the same deductible as other employees of the Association.
c. The retiring employee shall not be responsible for any City self-funded portion.
d. The City agrees to pay seventy-five percent (75%) of the then monthly premium for such coverage upon the employee attaining the age of 60. e. The employee shall be responsible for twenty-five percent (25%) of the monthly premium and the same deductible as other employees of the Association.
f. The employee shall not be responsible for any City self-funded portion. g. It is understood that employees who retire before age 60, and receive the benefit of the above paragraph, shall benefit from the paragraph upon attaining age 60.
2. In the future, should the Association agree to drop such coverage as outlined above for active Association members, the City agrees to make any of the City's then current coverage available to retired Association members in the same manner previously described.
a. If the retired employee chooses not to participate in the City's plan upon retirement, they will not be allowed to be reinstated.
b. If they choose to participate in the City's plans upon retirement and subsequently withdraws from the plans, they will not be allowed to be reinstated.
c. Spouse and dependents may be included in this coverage, at the employee's discretion, with the same provisions, as for the retired employee. d. Dependent coverage shall be limited to the same criteria as that of dependent coverage for active Association members (currently coverage until the age of 26).
3. In the event of the death of the employee, their surviving spouse and any existing covered (enrolled) dependents will be allowed to continue coverage under the same conditions of this provision; however, they will not be allowed to add individuals to the City's plan.
4. Coverage for the retired employee shall terminate sixty (60) days after he/she becomes eligible for Medicare coverage. Coverage for the surviving spouse shall terminate sixty (60) days after he/she becomes eligible for Medicare coverage. All remaining dependents' coverage shall terminate sixty (60) days after the retired employee or surviving spouse becomes eligible for Medicare. 20 Item 4.
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12 SECTION 8. SICK LEAVE
1. Sick leave shall be accumulated at the rate of 1.25 days per month/10.0 hours per month. (10.0 x 12 = 120.0 + 26 pay periods= 4.62 hours' accrual per pay period).
An employee may accumulate sick leave without limitation.
2. A SMEA employee, upon retirement from the City, may obtain a payout of up to: (1) 480 hours of accrued Sick Leave at their current hourly rate of pay and (2) an additional 240 hours of accrued Sick Leave at fifty percent of their current hourly rate of pay.
a. As an alternative, a SMEA employee, upon retirement from the City, may:
(1) obtain a payout of up to 480 hours of accrued Sick Leave at their current hourly rate of pay and (2) apply up to 480 hours of accrued Sick Leave toward the monthly medical, dental and/or vision premium costs which occur following the employee's effective service retirement date through and including the date when the employee becomes eligible for Medicare. b. Any remaining sick leave hours that are not paid off may be reported to CALPERS to be incorporated into the Employee’s Retirement Service Credit balance.
3. The rate of pay shall be based upon the employee’s current rate of pay.
4. Sick leave must be taken in fifteen-minute increments (e.g., if any employee is gone for twenty minutes, thirty will be recorded).
5. Employees may be granted leave with pay, or a leave without pay, when the absence is required because of illness or injury of a member of the immediate family.
6. Each day utilized for this leave shall be subtracted from sick leave entitlement.
7. The employer may require a justification for the need for this leave before approving the leave.
8. Employees may use a maximum equal to the current year's accrual in any given year of sick leave accrual for the purpose of family sick leave.
9. In unusual instances the City Administrator may extend family sick leave provisions. a. For the purpose of this subsection "immediate family" shall be defined as that found within the adopted Personnel Rules and Regulations of the City of Sonora.
21 Item 4.
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MOU 2021-2025
13 10. At the end of each fiscal year the employee shall have the option of accumulating unused sick leave or, in the alternative, may trade all unused sick leave from the previous fiscal year for additional vacation time.
a. In the event of a trade, not less than one hundred percent (100%) of the unused sick leave for the previous fiscal year can be traded. b. If sick leave is traded for vacation time it shall be traded as two (2) days of sick leave for one (1) day of vacation or the equivalent. c. The ceiling on vacation accrual shall remain valid in instances of a trade wherein said trade results in an excess of the ceiling.
Example: An employee with 96.0 hours of unused sick leave from the previous fiscal year can trade said 96.0 hours for 48.0 hours of vacation. If an employee elects to trade sick leave it must be for the entire amount unused in the previous fiscal year.
For instance, an employee accrues 96.0 hours in a fiscal year, takes 16.0 hours' sick leave, they would have to trade the entire balance of 80.0 hours from the previous fiscal year. An employee cannot trade sick leave past the last previous fiscal year, i.e., if they have a balance from two years prior, it cannot be traded.
11. Employees with a minimum of five (5) years of continuous, full-time permanent employment and who terminate from the City, for other than service retirement, are eligible for a maximum payoff, at full salary, of 480.0 hours accumulated sick leave.
12. Employees who use 2 shifts (16.0 hours) or less of sick leave per fiscal year, shall be credited with 1 additional shift (8.0 hours) of Administrative Leave.
13. An employee may donate sick leave to another full-time benefitted employee on an hour-per-hour basis.
a. The employee requiring the sick leave donation must have exhausted all leave balances.
b. Employees donating sick leave must keep a minimum sick leave accrual balance of eighty (80.0) hours.
c. If an employee has less than 80.0 hours of sick leave accrual, that employee will not be eligible to donate sick leave.
d. All donors will remain confidential.
SECTION 9. ADMINISTRATIVE LEAVE
1. Employee shall receive 12 shifts (96.0 hours), annual administrative leave as of July 1st of each year covered by this agreement.
22 Item 4.
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MOU 2021-2025
14 2. A new employee shall receive Administrative Leave on a pro-rated basis in a lump sum(26 pay periods + 96.0 hours = 3.693 hours per pay period). a. If an employee is in paid status for any portion of a pay period, s/he will be entitled to a full accrual.
b. For example, if an employee was hired during the 10th pay period of the fiscal year, they would be entitled to 62.781 hours of Administrative Leave (17 pay periods x 3.693 = 62.781).
3. In no event shall a management employee accrue Administrative Leave beyond a ceiling of two (2) years' worth of accruals.
4. An SMEA employee may each calendar year sell back to the City up to a total of four weeks of accrued administrative leave or vacation leave on the condition that the SMEA employee maintains a balance of one-year accrual of administrative leave as defined in Section 7.
a. A SMEA employee may not sell back more than a total of four weeks (regardless of the combination of Administrative or Vacation Leave) during any calendar year.
b. Effective December 1, 2019, Employees who elect to sell back Administrative Leave must submit an irrevocable election form before December 31st in the preceding calendar year specifying the number of hours of Administrative Leave that he or she will irrevocably elect to cash out in the following calendar year.
c. The form will be automatically processed and paid by January 31st.
Employees who do not make an election, by submitting the irrevocable election form before December 31st of the current year, will not be able to sell back Administrative Leave benefits in the following calendar year. d. The City Administrator may approve an IRS qualifying exception for cases of extreme hardship.
SECTION 10. BEREAVEMENT LEAVE
1. In the event of a death of the employee's immediate family or other close relative (See City’s Personnel Rules & Regulations for list), an employee may be granted leave of absence with pay not to exceed five (5) working days. a. Time not worked because of such absence shall not adversely affect accrual of regularly assigned leave (e.g., vacation, sick leave, Administrative Leave, etc.)
23 Item 4.
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MOU 2021-2025
15 SECTION 11. UNIFORM ALLOWANCE
1. The Fire Chief will receive the annual uniform allowance that is negotiated by the Sonora Fire Fighters' Association (SFFA) and the Police Chief and Police Lieutenant will receive the annual uniform allowance that is negotiated by the Sonora Police Officers' Association (SPOA). The annual uniform allowance will be paid at the save time negotiated by SFFA and SPOA for those they represent.
2. In return, said personnel, should in most cases, wear their department uniform to all City Council meetings, and whenever deemed most appropriate for the situation.
3. Uniforms shall be neat and clean and worn properly to exhibit the professionalism desired by the City. Business attire is considered optional wear when appropriate and will conform to the same measures of professionalism as identified for the uniform appearance standards.
SECTION 12. TEN PERCENT DIFFERENTIAL
1. All management employees, for each salary step, shall have a base salary of at least 10% more than any corresponding step of a base salary of any employee they supervise.
SECTION 13. HOLIDAYS
1. Regular, full-time employees are entitled to the following paid holidays per year:
• January 1 - New Year's Day
• Third Monday in January - Martin Luther King Day
• Third Monday in February - President's Day
• Last Monday in May - Memorial Day
• June 19th - Juneteenth
• July 4 - Independence Day
• First Monday in September - Labor Day
• Second Monday in October - Columbus Day
• November 11 - Veterans' Day
• Thanksgiving Day & Friday following Thanksgiving Day
• Christmas Eve & Christmas Day
• Three (3) Floating Holidays to be taken at employee's option.
2. The City shall provide SMEA employees 128 hours annually inlieu of Holiday or 24 Item 4.
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MOU 2021-2025
16 Float Pay.
3. The City's payment of these 128 hours shall fully compensate SMEA employees for the above-referenced thirteen holidays and three floating holidays even if a SMEA employee is required to work on any of the above referenced holidays.
4. Any holiday not identified in this M.O.U. that is granted by the City Council to a
40.0 hour per week employee shall result in the City increasing the number of Holiday hours paid to SMEA employees by eight (8.0) hours for that fiscal year.
5. Additional days designated by the Congress of the United States or by the Governor of California as legal holidays which are observed by the City shall also result in additional Holiday hours provided to each SMEA employee for that fiscal year.
6. Any unused balance of the 128 hours at the end of a fiscal year will be paid to the SMEA employee at the first full pay period in July of the following fiscal year.
7. Employees in the SMEA will accrue one hundred twenty (128) hours of Holiday Pay at 4.92 hours per pay period.
8. Use of the 128 hours of Holiday Pay during a fiscal year will be deducted on an hour or hour basis.
SECTION 14. VACATION
1. Association members shall earn annual vacation equal to the highest negotiated MOU, which at the time of this agreement is as follows:
• 15 days will be the accrual rate after the third full year of employment. • 20 days will be the accrual rate after the tenth full year of employment. • 25 days will be the accrual rate after the fifteenth full year of employment.
2. Association members' accrual rate will be based on years of experience Vaction Accrual Schedule (Based on 8 Hours/Day)
Years of Service
Annual Vacation
Days Accrual Rate
01 - 03 10 3.080
04 - 10 15 4.620
11 - 15 20 6.150
16+ 25 7.690
25 Item 4.
SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2021-2025
17 when approved by the City Administrator.
3. In no event shall a management employee accrue vacation beyond a ceiling of two (2) years, with the exception that under extenuating circumstances, the City Administrator can grant the employee written approval to remove the ceiling for a specific time period; said time period may be extended by the City Administrator.
4. An SMEA employee may each calendar year sell back to the City up to a total of four weeks of accrued vacation leave or administrative leave on the condition that the SMEA employee maintains a balance of one-year accrual of vacation leave as defined in Section 14.
a. A SMEA employee may not sell back more than a total of four weeks (regardless of the combination of Administrative or Vacation Leave) during any calendar year.
5. Employees who elect to sell back vacation leave must submit an irrevocable election form before December 31st in the preceding calendar year specifying the number of hours of vacation leave that he/she will irrevocably elect to cash out in the following calendar year.
a. The form will be automatically processed and paid by January 31st.
Employees who do not make an election, by submitting the irrevocable election form before December 31st of the current year, will not be able to sell back vacation leave benefits in the following calendar year. b. The City Administrator may approve an IRS qualifying exception for cases of extreme hardship.
SECTION 15. CALPERS
1. The City shall provide miscellaneous employee's pension benefits through the California Public Employees' Retirement System's ("CalPERS").
2. The employee's retirement benefit formula and required contributions under CalPERS will depend upon the employee's date of membership with CalPERS. a. Employees who became CalPERS members before January 1, 2013, and who are defined as "Classic Members" under the Public Employee Pension Reform Act ("PEPRA") will be enrolled in the following benefit formula: Two Point Seven Percent (2.7%) at Fifty-Five (55) Plan for Miscellaneous Members. b. Employees who became members of CalPERS on or after January 1, 2013 and who are defined as "New Members" under PEPRA will be enrolled in the following benefit formula: Two Percent (2%) at Sixty-Two (62) for 26 Item 4.
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MOU 2021-2025
18 Miscellaneous Members.
3. The City shall provide safety employee's pension benefits through the California Public Employees' Retirement System's ("CalPERS").
4. The employee's retirement benefit formula and required contributions under CalPERS will depend upon the employee's date of membership with CalPERS. a. Employees who became CalPERS members before January 1, 2013 and who are defined as "Classic Members" under the Public Employee Pension Reform Act ("PEPRA") will be enrolled in the following benefit formula: Three Percent (3%) at Fifty (50) Plan for Safety Members.
b. Employees who became members of CalPERS on or after January 1, 2013 and who are defined as "New Members" under PEPRA will be enrolled in the following benefit formula: Two Point Seven Percent (2.7%) at Fifty-Seven (57) for Safety Members.
5. PEPRA requires that all New Member employees pay a contribution rate of at least 50% of the total normal cost rate for their defined benefit plan. PEPRA also prohibits Employer Paid Member Contributions ("EPMC") for New Members. As such, all employees classified as New Members shall pay 100%of the employee share and the City shall pay 100% of the employer share of the pension contribution costs.
6. For employees classified as Classic Members, the employee shall likewise pay 100% of employee contribution costs.
7. All employees, whether Classic or New Members shall pay 100% of employee's contribution costs.
SECTION 16. REVIEW OF JOB DESCRIPTION
1. The City shall review the duties and responsibilities of the members of Association and rewrite job descriptions as deemed appropriate by the City Administrator.
SECTION 17. WORKERS' COMPENSATION
1. Non-Safety management employees, with five (5) years' service, shall be allowed to borrow up to four (4) years of sick leave (96.0 hours x 4 years= 384.0 hours) to supplement Workers' Compensation payments. This would be after the employee has used his/her current sick leave balance.
2. Upon the employee returning to duty, repayment of sick leave will be paid back at an 27 Item 4.
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MOU 2021-2025
19 hour for hour exchange as the employee re-accrues sick leave. a. If the employee terminates employment, including service retirement, said employee will be responsible for the repayment of the borrowed sick leave at his/her current rate of pay, at the time of separation from City service.
b. The amount of sick leave repayment still owed by the employee will be deducted from the final separation payroll check.
c. If there are no sufficient monies to cover the amount owed, the employee shall either immediately pay off any remaining unpaid amount or enter into an agreement with the City for such reimbursement.
d. In no event shall repayment exceed a period of six months.
3. If the employee is deemed permanently disabled, due to the work-related injury, any borrowed sick leave shall not be repaid.
4. If, after an employee returns from a workers' compensation leave, and has a credit in their sick leave balance, and then becomes ill, or requests family sick leave, and takes additional time off, such employee shall be allowed to take additional sick leave. a. However, in no event shall employee be allowed to exceed a 480.0-hour credit.
5. Once all leave balances have been expended, the City shall maintain the employee's current medical, dental, vision, life insurance, and long-term disability at no additional cost to the employee, beyond his/her regular contribution, during any Workers' Compensation leave.
SECTION 18. AUTO ALLOWANCE
1. It is declared to be the policy of the City that management employees who are required to be subject to call-out, or call-back, or who are required to travel inside or outside the City limits in performing their employment functions shall be furnished with the use of a City owned and maintained vehicle for such travel.
2. The Finance Director will receive a permanent parking pass for the first level of the Terzich Parking Structure.
SECTION 19. CELL PHONES
1. Management employees will be paid a monthly stipend of One Hundred Dollars ($100.00) as a cellphone allowance, in lieu of being issued or using a City cellphone.
Once this stipend is paid, it is the responsibility of the SMEA member to have a 28 Item 4.
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MOU 2021-2025
20 cellphone available for business use.
SECTION 20. DISASTER COMPENSATION
1. A workweek is defined to consist of seven (7) consecutive calendar days, Sunday through Saturday. The basic workweek may begin on any day of the week and at any hour of the day during the workweek. SMEA employees may be assigned any hour and/or days of work.
2. Exempt employees shall not receive any compensation for overtime work, except for the following reasons:
SECTION 21. BENEFITS
1. It is agreed that members of this Association shall be entitled to all benefits which are, or shall be, granted to employees under their jurisdiction, except where superseded by this Agreement.
SECTION 22. WORK FURLOUGH
1. With a demonstration of a critical operating budget deficit, the City can implement a work furlough program, up to a 10% reduction in pay and a corresponding 10% reduction in time worked (hours).
2. With respect to pay, up to a 10% reduction shall be reflected bi-weekly, in each regular paycheck issued by the City.
3. Leave balances nor benefits will be affected by the reduction in hours.
4. Examples of a critical operating budget would include:
a. General Fund budget deficit reducing the General Fund Reserves to less than 20% of the General Fund budget for two or more years. b. An economic slowdown that causes a five percent (5%) decrease in City General Fund revenues for two or more consecutive years, etc.
DESCRIPTION
BASE PAY FOR SMEA
EMPLOYEES
A. Assigned to state of Federal sevice on a non-work day or non-work hours. 1 1/2 Times B.
Responding to a City of Sonora proclaimed emergency incident as assigned, outside of normal scheduled work hours. (Time during the emergency incident only as approved by the City Administrator.)
1 1/2 Times
C. Overtime shall be computed to the nearest one-quarter (1/4) hours. 29 Item 4.
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21 SECTION 23. FLEXIBLE WORK WEEK
1. Association members will have the option of working flexible work weeks as approved by the City Administrator.
SECTION 24. SAVING CLAUSE
1. If any provision of this Agreement should be held invalid by operation of law or by any court of competent jurisdiction, or if compliance with or enforcement of any provision should be restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the parties shall enter into a meet and confer session for the sole purpose of arriving at a mutually satisfactory replacement for such provision within a thirty (30) workday period.
SECTION 25. TERMINATION CLAUSE
1. Under the terms of this Agreement, all full-time City department managers to which this Memorandum of Understanding applies, shall enjoy the same employment property rights afforded to City employees, who are afforded due process for termination and disciplinary actions.
SECTION 26. RE-OPENER
1. The City and SMEA agree to reopen discussions when the contract for fire services with the Chicken Ranch Tribe of Me-Wuk Indians is completed and operational (i.e. the City is invoicing and receiving reimbursements for services).
2. The SMEA contract will be reopened for the sole purpose of negotiating increases to the Fire Chief and Administrative Services Director positions due to the work-load increase required by this contract.
3. Increases for these two positions would be negotiated and would be limited to a maximum increase not to exceed 3% for the ASD and 12% for the Fire Chief.
4. If the contract is cancelled by the Chicken Ranch or City of Sonora, the agreed upon increases, specific to the Chicken Ranch Contract and coinciding with the termination date, would stop and rates of pay would return to the schedule in item 2.
SECTION 27. FULL AGREEMENT
1. This Agreement constitutes a full and complete agreement by the parties and contains all the matters upon which the parties reached agreement.
2. Any matter not contained in this MOU has not been agreed upon and, if raised in 30 Item 4.
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MOU 2021-2025
22 \
negotiations, was dropped by the party raising it as part of a good faith attempt to reach agreement.
3. All rights, powers, functions, responsibilities, and authority of the City of Sonora except those expressly abridged, deleted, delegated, granted, or modified by this Agreement shall remain vested with theCity.
4. This Agreement constitutes the sole, entire and existing Agreement, and supersedes all prior MOU's and undertakings, oral and written, expressed or implied, or practices between parties, including any rights or privileges established through informal understandings, customs, or long-established traditions.
5. Where this Agreement is silent, provisions of the adopted Personnel Rules and Regulations shall apply.
6. Except in cases of emergency, Association shall be given reasonable notice of any ordinance, resolution, rule or regulation - directly relating to matter within the scope of representation - proposed to be enacted by the City and shall be given the opportunity to meet with management representatives prior to enactment.
7. This Agreement shall be effective July 1st, 2021, through June 30th 2025, as witnessed hereto by the following parties:
This Agreement shall become effective upon adoption by a Representative of SMEA and the City.
31 Item 4.
SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2021-2025
23 SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
Aimee New, President
CITY OF SONORA
Matt Hawkins, Mayor
Melissa Eads, City Administrator
ATTEST:
Jacqueline Smith, Deputy City Clerk
32 Item 4.
CITY COUNCIL AGENDA REPORT
MEETING DATE: February 7, 2022
TO: City Council Members
FROM: Melissa Eads, Interim City Administrator
SUBJECT: Consideration to adopt Resolution No. 02-07-2022-B Adopting the Sonora Management Employees’ Association (SMEA) Salary Table
RECOMMENDATION
Consideration to adopt Resolution No. 02-07-2022-B approving the employee salary schedules for the Sonora Management Employees’ Association as part of the 2021 Memorandum of Understanding.
DISCUSSION
On February 7, 2022, the City Council approved on a Memorandum of Understanding with the Sonora Management Employees’ Association. Included in the agreement was the Cost-of-Living Adjustments reflected in the Salary Schedule presented.
FISCAL IMPACT
The estimated annual cost for the memorandum of understanding with the SMEA for Fiscal Year 2021 is $29,000. Any needed budget adjustments will be made at the FY21-22 Mid-Year Budget update.
ATTACHMENTS
Salary Tables
33 Item 5.
RESOLUTION No. 02-07-2022-B
A RESOLUTION OF THE SONORA CITY COUNCIL APPROVING THE SALARY SCHEDULE FOR THE SONORA MANAGEMENT EMPLOYEES’ ASSOCIATION EFFECTIVE JULY 1, 2021
WHEREAS, Section 570.5 of California Code of Regulations, Title 2 requires formal Council approval and adoption of employee salaries and compensation plans; and WHEREAS, the authority to establish Pay Ranges for each Classification in appropriate bargaining units by resolution is the purview of the City Council; and WHEREAS, the City Council had previously approved the 2021 Sonora Management Employees’ Associations Memorandum of Understanding; and NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Sonora does hereby approve the salary schedule for the Sonora Management Employees’ Association effective July 1, 2021:
PASSED, APPROVED AND ADOPTED as a Resolution by the Sonora City Council at a meeting held by the City Council on the 7
th day of February 2022, by the
following vote:
AYES:
NOES:
ABSTAIN:
ABSENT:
Signed and dated:
Matt Hawkins, Mayor
ATTEST:
Deputy City Clerk, City of Sonora
34 Item 5.
Percentage to apply to all salaries 0.00%
Percentage between steps 5.00%
Percentage between grades 2.50%
Hours worked bi-weekly 80
Classification Step A
Community Development Director/Administrative Services Director $45.62 Fire Chief $45.50
Police Chief $49.12
Police Lieutenant $45.07
Range
% Adder Bi-Weekly Hourly Bi-Weekly Hourly Bi-Weekly Hourly Bi-Weekly Hourly Bi-Weekly Hourly Bi-Weekly Hourly 4562 0.0% $3,649.60 $ 45.62 $3,832.00 $47.90 $4,024.00 $50.30 $4,225.60 $52.82 $4,436.80 $55.46 $4,658.40 $58.23 4676 2.5% $3,740.80 $ 46.76 $3,928.00 $49.10 $4,124.80 $51.56 $4,331.20 $54.14 $4,548.00 $56.85 $4,775.20 $59.69 4793 5.0% $3,834.40 $ 47.93 $4,026.40 $50.33 $4,228.00 $52.85 $4,439.20 $55.49 $4,660.80 $58.26 $4,893.60 $61.17 4913 7.5% $3,930.40 $ 49.13 $4,127.20 $51.59 $4,333.60 $54.17 $4,550.40 $56.88 $4,777.60 $59.72 $5,016.80 $62.71 5036 10.0% $4,028.80 $ 50.36 $4,230.40 $52.88 $4,441.60 $55.52 $4,664.00 $58.30 $4,897.60 $61.22 $5,142.40 $64.28 5162 12.5% $4,129.60 $ 51.62 $4,336.00 $54.20 $4,552.80 $56.91 $4,780.80 $59.76 $5,020.00 $62.75 $5,271.20 $65.89 5291 15.0% $4,232.80 $ 52.91 $4,444.80 $55.56 $4,667.20 $58.34 $4,900.80 $61.26 $5,145.60 $64.32 $5,403.20 $67.54 4550 0.0% $3,640.00 $ 45.50 $3,822.40 $47.78 $4,013.60 $50.17 $4,214.40 $52.68 $4,424.80 $55.31 $4,646.40 $58.08 4664 2.5% $3,731.20 $ 46.64 $3,917.60 $48.97 $4,113.60 $51.42 $4,319.20 $53.99 $4,535.20 $56.69 $4,761.60 $59.52 4781 5.0% $3,824.80 $ 47.81 $4,016.00 $50.20 $4,216.80 $52.71 $4,428.00 $55.35 $4,649.60 $58.12 $4,882.40 $61.03 4901 7.5% $3,920.80 $ 49.01 $4,116.80 $51.46 $4,322.40 $54.03 $4,538.40 $56.73 $4,765.60 $59.57 $5,004.00 $62.55 5024 10.0% $4,019.20 $ 50.24 $4,220.00 $52.75 $4,431.20 $55.39 $4,652.80 $58.16 $4,885.60 $61.07 $5,129.60 $64.12 5150 12.5% $4,120.00 $ 51.50 $4,326.40 $54.08 $4,542.40 $56.78 $4,769.60 $59.62 $5,008.00 $62.60 $5,258.40 $65.73 5279 15.0% $4,223.20 $ 52.79 $4,434.40 $55.43 $4,656.00 $58.20 $4,888.80 $61.11 $5,133.60 $64.17 $5,390.40 $67.38 4912 0.0% $3,929.60 $ 49.12 $4,126.40 $51.58 $4,332.80 $54.16 $4,549.60 $56.87 $4,776.80 $59.71 $5,016.00 $62.70 5035 2.5% $4,028.00 $ 50.35 $4,229.60 $52.87 $4,440.80 $55.51 $4,663.20 $58.29 $4,896.00 $61.20 $5,140.80 $64.26 5161 5.0% $4,128.80 $ 51.61 $4,335.20 $54.19 $4,552.00 $56.90 $4,780.00 $59.75 $5,019.20 $62.74 $5,270.40 $65.88 5290 7.5% $4,232.00 $ 52.90 $4,444.00 $55.55 $4,666.40 $58.33 $4,900.00 $61.25 $5,144.80 $64.31 $5,402.40 $67.53 5422 10.0% $4,337.60 $ 54.22 $4,554.40 $56.93 $4,782.40 $59.78 $5,021.60 $62.77 $5,272.80 $65.91 $5,536.80 $69.21 5558 12.5% $4,446.40 $ 55.58 $4,668.80 $58.36 $4,902.40 $61.28 $5,147.20 $64.34 $5,404.80 $67.56 $5,675.20 $70.94 5697 15.0% $4,557.60 $ 56.97 $4,785.60 $59.82 $5,024.80 $62.81 $5,276.00 $65.95 $5,540.00 $69.25 $5,816.80 $72.71 5839 17.5% $4,671.20 $ 58.39 $4,904.80 $61.31 $5,150.40 $64.38 $5,408.00 $67.60 $5,678.40 $70.98 $5,962.40 $74.53 5985 20.0% $4,788.00 $ 59.85 $5,027.20 $62.84 $5,278.40 $65.98 $5,542.40 $69.28 $5,819.20 $72.74 $6,110.40 $76.38 6135 22.5% $4,908.00 $ 61.35 $5,153.60 $64.42 $5,411.20 $67.64 $5,681.60 $71.02 $5,965.60 $74.57 $6,264.00 $78.30 6288 25.0% $5,030.40 $ 62.88 $5,281.60 $66.02 $5,545.60 $69.32 $5,823.20 $72.79 $6,114.40 $76.43 $6,420.00 $80.25 6445 27.5% $5,156.00 $ 64.45 $5,413.60 $67.67 $5,684.00 $71.05 $5,968.00 $74.60 $6,266.40 $78.33 $6,580.00 $82.25 4507 0.0% $3,605.60 $ 45.07 $3,785.60 $47.32 $3,975.20 $49.69 $4,173.60 $52.17 $4,382.40 $54.78 $4,601.60 $57.52 4620 2.5% $3,696.00 $ 46.20 $3,880.80 $48.51 $4,075.20 $50.94 $4,279.20 $53.49 $4,492.80 $56.16 $4,717.60 $58.97 4736 5.0% $3,788.80 $ 47.36 $3,978.40 $49.73 $4,177.60 $52.22 $4,386.40 $54.83 $4,605.60 $57.57 $4,836.00 $60.45 4854 7.5% $3,883.20 $ 48.54 $4,077.60 $50.97 $4,281.60 $53.52 $4,496.00 $56.20 $4,720.80 $59.01 $4,956.80 $61.96 4975 10.0% $3,980.00 $ 49.75 $4,179.20 $52.24 $4,388.00 $54.85 $4,607.20 $57.59 $4,837.60 $60.47 $5,079.20 $63.49 5099 12.5% $4,079.20 $ 50.99 $4,283.20 $53.54 $4,497.60 $56.22 $4,722.40 $59.03 $4,958.40 $61.98 $5,206.40 $65.08 5226 15.0% $4,180.80 $ 52.26 $4,389.60 $54.87 $4,608.80 $57.61 $4,839.20 $60.49 $5,080.80 $63.51 $5,335.20 $66.69 5357 17.5% $4,285.60 $ 53.57 $4,500.00 $56.25 $4,724.80 $59.06 $4,960.80 $62.01 $5,208.80 $65.11 $5,469.60 $68.37 5491 20.0% $4,392.80 $ 54.91 $4,612.80 $57.66 $4,843.20 $60.54 $5,085.60 $63.57 $5,340.00 $66.75 $5,607.20 $70.09 Revised: 2/1/2022
0% 5% 10% 25%
Police Lieutenant
15% 20%
Community Development Director/Administrative Services
Director
Police Chief
Fire Chief
Step A Step B Step C Step D Step E Step F
SONORA MANAGEMENT EMPLOYEES’ ASSOCIATION SALARY RANGE TABLE Notes: 5.0% COLA for CDD, ASD, FC, PL - 4.0% COLA for PC - 2.5% Parity for CDD, ASD EFFECTIVE JULY 1, 2021
2.5% Longevity Pay After 10 Years of Service, Then For Every 5 Years Thereafter. Educational Incentive: 2.5% for AA; 5.0% for BA/BS; 7.5% for Masters or CPA; 10.0% for Doctorate.
Police Personnel Cert Pay: 2.5% For Basic Cert (if hired prior to July 1, 2013)/2.5% for Intermediate Cert./2.5% for Supervisor Cert (if designated)/5.0% For Advanced Cert. Fire Personnel Cert Pay: 2.5% For EMT-1A; EMT-P (if hired prior to January 3, 2015) and/or Fire Officer; 2.5% State Fire Training Officer Cert. 35 Item 5.
CITY COUNCIL AGENDA REPORT
MEETING DATE: January 03, 2022
TO: City Council Members
FROM: Aimee New, Fire Chief
SUBJECT: Fire Department SAFER Grant Application
RECOMMENDATION
Authorize the Sonora Fire Department to electronically submit Federal Emergency Management Agency (FEMA) Grant, authorize the City Administrator and/or Fire Chief to execute all documents relating to the grant applications, and direct the Fire Chief to return to the City Council with the application results and to accept the awards.
DISCUSSION
The Sonora Fire Department is requesting the City Council authorize the Fire Department to submit applications to receive federal grant funding from FEMA through their Safety for Adequate Fire and Emergency Response Firefighter Grant (SAFER). This grant program provides funding for staffing. The Fire Department requests to apply for an Engineer position and three Firefighter positions.
FISCAL IMPACT
The SAFER grant pays 100% of the cost. No cost to the City. 36 Item 6.
CITY COUNCIL AGENDA REPORT
MEETING DATE: February 7, 2022
TO: City Council Members
FROM: Melissa Eads, Interim City Administrator
SUBJECT: Assignment of City Committee- County-wide Homeless Taskforce
RECOMMENDATION
Consider the assignment of the Mayor’s appointment to the County-wide Homeless Taskforce.
DISCUSSION
In accordance with the Sonora City Council Handbook of Rules and Procedures, Mayor Hawkins will provide appointments to the city Committees and Community/Government Committees and Commissions with confirmation from a majority of the City Council Members.
On August 3, 2020 Mayor Hawkins prepared a list of committee appointments.
On September 10, 2020 Mayor Hawkins and the Council considered additional appointments including the County-wide Homeless Task Force. At this time Councilmember Such was appointed and Mayor Hawkins was designated the Task Force Alternate.
The City Administrator was later added to the Task Force at a date that is unknown at the time this item was developed. This seat is now vacant.
The City has two (2) positions on the Taskforce, Staff recommends the Council consider and discuss an appointment to the vacant seat.
FISCAL IMPACT
None.
37 Item 7.