Agenda packet — Sonora City Council, March 17, 2025 (part 1 of 2)

CITY OF SONORA
City Council Regular Meeting
Agenda
Monday, March 17, 2025
5:00 PM
NOTICE IS HEREBY GIVEN that the Sonora City Council will have their regular meeting on March 17, 2025, at 5:00 PM in the City of Sonora Council Chambers located at 94 N. Washington Street Sonora, CA 95370.

This meeting is physically open to the Public and citizens who wish to provide public comment during the meeting will be invited to do so by the Mayor.

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].

Public Access Audio and Video Live Streaming
The Public will not have access to give public comments via public access audio and video live streaming; they are available for audio and visual only; and can be accessed via our website at www.sonoraca.com.

Remote viewing of the meeting via live streaming is provided to members of the public as a courtesy. If the live streaming connection malfunctions for any reason and no Council Members are attending via teleconference, the City Council will continue the public meeting in Chambers without remote access.

CITY COUNCIL appreciates your interest and encourages participation. Regularly scheduled meetings are held on the 1st and 3rd Monday of each month.

The numerical order of the items on this agenda is for convenience of reference. Items may be taken out of order upon request of the Mayor or Council Members. All questions shall be directed to the Mayor who, at their discretion, will refer to Staff.
___________________________________________________________________________________________ Mayor Ann Segerstrom
Vice Mayor Andy Merrill
Council Members Bess Levine, Stephen Opie, Mark Plummer City Administrator Melissa Eads
City Attorney Douglas White
___________________________________________________________________________________________ 1 Mission Statement: To foster a safe, vibrant, and prosperous community that enhances the quality of life for all
Vision Statement: With leadership and integrity, the City of Sonora commits to excellent service through collaboration and innovation
CLOSED SESSION - 4:00 PM

1. CALL TO ORDER

2. ROLL CALL

3. PUBLIC COMMENTS

4. ADJOURN INTO CLOSED SESSION
A. Conference with Labor Negotiators (Gov. Code Section § 54957.6): Agency Designated Representatives:

Melissa Eads, City Administrator; Chris Gorsky, Administrative Services Director; Employee Organization: Sonora Management Association (SMEA), Sonora Confidential Association (SCEA); Sonora Police Officers' Association (SPOA); Sonora Fire Fighters Association (SFFA); Sonora Employees Association (SEA).

B. Conference with Legal Counsel – Anticipated Litigation - Initiation of litigation pursuant to Gov. Code, § 54956.9(d)(4): Three (3) potential matters; Douglas White, City Attorney, Melissa Eads, City Administrator.

5. RECONVENE INTO OPEN SESSION
OPEN SESSION - 5:00 PM

6. REPORT OUT OF CLOSED SESSION

7. PLEDGE OF ALLEGIANCE

8. ROLL CALL

9. CITY CLERK’S REPORT ON AGENDA POSTING

10. APPROVAL OF THE AGENDA

11. 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 three (3) minute presentation.

12. PRESENTATIONS
A. Introduction and Swearing-In of Fire Engineer Eric Schlarb; Aimee New, Fire Chief. 2 Mission Statement: To foster a safe, vibrant, and prosperous community that enhances the quality of life for all
Vision Statement: With leadership and integrity, the City of Sonora commits to excellent service through collaboration and innovation
B. Receive a Presentation of the Sonora Fire Department Employee of the Year Award 2024; Aimee New, Fire Chief.

C. Receive the City of Sonora Police Department Annual Statistic Summary Report for 2024; Turu VanderWiel, Police Chief.

13. 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.

A. Consider Approval of the City of Sonora Meeting Minutes from March 3, 2025; Stacy Enos-Del Razo, Deputy City Clerk.

B. Consider Approval of Disbursements in the Amount of $225,161.32 and $192,249.70 for Payroll, Including Employee Salaries, Employer and Employee Taxes, Retirement Contributions, Miscellaneous Voluntary Employee Deductions, Holiday Pay, and Other Adjustments, Including Retro-Pay; Tracy Skelly, Administrative Services Officer/City Clerk.

C. Consider Acceptance of an Informational Report for February 2025 Accounts Payable Payment Register and Void Report; Chris Gorsky, Administrative Services Director.

D. Consider Approval of Resolution No. 03-17-2025-A, Authorizing the Closure of State Route 49 (Washington Street) and Certain City Streets for the 2025 Mother Lode Round-Up Parade; Turu VanderWiel, Police Chief E. Consider Approval of Resolution No. 03-17-2025-B, Authorizing Opened Alcoholic Beverage Containers and Public Consumption of Alcoholic Beverages within Designated Areas of the Special Event. These Areas are Marked by Street Closures on SR 49 (Washington Street) and Other Identified City Streets for the 2025 Mother Lode Round-Up Parade; Turu VanderWiel, Police Chief.

F. Consider Approval of Resolution No. 03-17-2025-C, Approving a Use Agreement Between the Sonora Police Department and the Department of California Highway Patrol for Use of the Sonora Police Department Weapons Firing Range and Authorizing the City Administrator, or Designee, to Sign, Submit, and Execute Related Documents; Turu VanderWiel, Police Chief.

G. Waive the Second Reading and Adopt Ordinance No. 903, an Ordinance of the Sonora City Council amending Section 3.16.020, Rate, of Chapter 3.16, Sales and Use Tax, of Title 3, Revenue and Finance, of the Sonora Municipal Code; Douglas White, City Attorney.

H. Consider Placement of a Proclamation Recognizing March 7–14, 2025, as California Arbor Week in the City of Sonora on the April 7, 2025, Council Meeting Agenda; Ann Segerstrom, City of Sonora Mayor. 3 Mission Statement: To foster a safe, vibrant, and prosperous community that enhances the quality of life for all
Vision Statement: With leadership and integrity, the City of Sonora commits to excellent service through collaboration and innovation

14. NEW BUSINESS
A. Consider Approval of Resolution No. 03-17-2025-D and Resolution No. 03-17-2025-E Approving the Memorandum of Understanding (MOU) and Salary Schedules with the Sonora Police Officers’ Association (SPOA), the Sonora Management Employees’ Association (SMEA), and the Sonora Confidential Employees’ Association (SCEA) and Authorize the City Administrator to Finalize the Memorandums of Understandings; Chris Gorsky, Administrative Services Director.

B. Consider Approval of Resolution No. 03-17-2025-F, Updating the Job Descriptions and Education Requirements for the Administrative Services Officer/City Clerk, Community Development Director, Police Chief, Police Lieutenant, and Fire Chief; Chris Gorsky, Administrative Services Director.

C. Consider Acceptance of the Fiscal Year 24/25 Mid-Year Budget Update with Recommended Adjustments, as Presented on Page 22 of the Report; Chris Gorsky, Administrative Services Director.

15. MONTHLY REPORTS
A. Receive the City of Sonora Community Development Monthly Report for February 2025; Tyler Summersett, Community Development Director.

B. Receive the City of Sonora Fire Department Monthly Report for February 2025; Aimee New, Fire Chief.

C. Receive the City of Sonora Police Department Monthly Report for February 2025; Turu VanderWiel, Police Chief.

D. Receive the City of Sonora Public Works Department Monthly Report for February 2025; Michael Lagomarsino, Public Works Supervisor.

16. COUNCIL MEMBER REPORTS

17. ADJOURNMENT
In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk 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.
4 CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Aimee, New, Fire Chief
SUBJECT: Introduction and Swearing-In of Fire Engineer Eric Schlarb.

RECOMMENDATION:

Introduction and Swearing-In of Fire Engineer Eric Schlarb.

BACKGROUND:

The City of Sonora advertised and tested for the classification of Fire Engineer, to fill an open position from a recent promotion. Eric Schlarb successfully completed all related testing and requirements for this position, including an extensive driving course, interview panel and fire pump testing before being appointed to the position.

DISCUSSION / ANALYSIS:

Eric was Born in the Bay Area. His Family moved to Arnold CA when he was in grade school. During High School Eric joined the Ebbetts Pass Fire District as a fire cadet. There he discovered a love for the fire service and knew he was going to make it his career.

After graduation, Eric became a Firefighter I for CDF and attended Columbia College where he received his EMT certification and pursued his degree in Fire Technology. Eric worked for two seasons with CDF and attended Columbia College during the off seasons.

In 2004, Eric was hired by the Ebbetts Pass Fire District as a full-time Firefighter. During that time with EPFD, Eric completed his Degree in Fire Technology. Eric was in charge of the district’s power equipment program, repairing equipment such as chainsaws. He also oversaw the yearly power equipment budget.

Eric worked part time for Masarie Construction working residential construction on his days off, he also brings trade experience to our department.

In 2014, Eric was hired with Riverside County Fire Department (Cal Fire) and was assigned as a Firefighter II at Station 37 in Desert Hot Springs. He assisted with the training burn cadre during live burn training. Eric took an Engineers promotion in 2020 in the Tuolumne Calaveras Ranger Unit in order to return to his home area. While working in TCU, Eric was certified as a C Faller and assisted the Tuolumne/Calaveras Ranger Unit with chainsaw operation and tree falling training.
5 Item A.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP Eric says he was happy to earn a position with the City of Sonora. He is excited to work for a smaller, more family and community-oriented Fire Department, where everyone knows one another and treats each other like family.

In his free time, Eric enjoys going camping with his wife, fly fishing and hunting.

FISCAL IMPACT:

No Fiscal Impact to the General Fund as this Position was Previously Funded.

CORE COUNCIL PRIORITIES:

Public Safety and Disaster Preparedness, Staffing - Salary, Benefits, Training, and Retention 6 Item A.

CITY COUNCIL AGENDA REPORT
DATE: March 17, 2025
TO: City Council Members
FROM: Aimee New, Fire Chief
SUBJECT: Fire Department Employee of the Year Award 2024

RECOMMENDATION
Receive a Presentation of the Sonora Fire Department Employee of the Year Award 2024.

DISCUSSION
Each year the City of Sonora recognizes outstanding employees across all Departments. This is the time when we are given the opportunity to recognize and thank those, we believe deserving of special recognition. All employees in the following categories are eligible (Volunteer, Intern, Part-time, and Career) for nomination as Employee of the Year. The Employee of the year award began in 1994, and is unique in the City, in that our recognition program is entirely peer driven. Recognition that comes from peers acknowledging each other for outstanding service is especially rewarding.

For the 2024 Employee of the Year, the Sonora Fire Department would like to recognize Lisa Hoffmann. In 2017, Lisa was hired as our part time office assistant. Lisa has an extensive background in the 911 arena and has brought her expertise to the City’s Fire Department. She has been instrumental in organizing and moving the department into the future. Her past training shines through with her ability to handle any situation that may arise, emergent or not. Recognized by her peers, here are some of the comments received:
 She has brought good insight to the department and new ways of achieving our goals.  For her dedicated years of professional service.
 Lisa is dedicated to keeping the department functioning with our limited staff and limited budget. She has a work ethic that is second to none and has great communication and customer service. Lisa is overqualified to be an assistant, and I am so grateful to have her knowledge, skills, and experience to lean on for all types of incident and situations. She will be greatly missed when she leaves the department.
 Her skills and knowledge help to make our department better and more efficient.  Lisa is always willing to help.
 Lisa has improved the workplace atmosphere and has helped to raise morale.

Lisa continues to be a contributing member of this department, and we congratulate her on his achievements.

FISCAL IMPACT
No Fiscal Impact to the General Fund.
7 Item B.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Turu VanderWiel, Chief of Police
SUBJECT: Sonora Police Department Annual Summary Report RECOMMENDATION:

Receive the City of Sonora Police Department Annual Statistic Summary Report for 2024.

BACKGROUND:

Each month, the Sonora Police Department reports on general police activity for the previous month. The Chief of Police believes an annual summary of policing activities can provide a valuable source of reference and well.

DISCUSSION / ANALYSIS:

The Sonora Police Department staff maintained a commendable level of safety and security for the City, despite experiencing critical staffing levels and changes in line-level supervision. The following statistical information is a summary of some of the work performed.

STATISTIC SUMMARY
TOTAL INCIDENTS: 13,533
TOTAL CALLS FOR SERVICE: 9,159
FELONY ARRESTS: 113
MISDEMEANOR ARRESTS: 390
CASE REPORTS: 1,346
MOVING CITATIONS: 212
PARKING CITATIONS: 258
ANIMAL CONTROL CALLS: 356
8 Item C.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP BUSINESS LINE CALLS: 31,016
911 CENTER CALLS: 9,702

CRIMES INVESTIGATED
LARCENIES: 280 Includes General Thefts, Fraud and Shoplifting BURGLARIES: 5
ROBBERIES: 5
AUTO THEFTS: 2
AGGRIVATED ASSAULTS: 35 Includes (8) GBI, (10) ADW, and (17) Other RAPES: 7
TRAFFIC COLLISIONS: 301
IMPAIRED DRIVING: 27 Includes Alcohol and Drug Impairment

OTHER ACTIVITY
CANINE DEPLOYMENTS: 23 Includes (1) Apprehension, (6) Meth Seizures, (4) Fentanyl Seizures, and (2) Heroin Seizures
ASSIST OTHER AGENCIES: 612 TCSO, CHP, Parole, Probation, Ambulance, Fire HOMELESS INCIDENTS: 1,468
NARCAN DEPLOYMENTS: 7

HOMELESS OUTREACH SUPPORT TEAM PROGRAM
ENCOUNTERS: 161 Includes Numerous Referrals to BH Services, Rehab/Recovery, Relocation, Calfresh, MediCal, Various Medical Services.

HMIS ENTRIES: 71
HOUSED/SHELTERED: 41
9 Item C.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP FISCAL IMPACT:

There is no Fiscal Impact on the General Fund.

CORE COUNCIL PRIORITIES:

Public Safety and Disaster Preparedness, Homelessness Issues, Training, and Retention 10 Item C.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Stacy Enos-Del Razo, Deputy City Clerk
SUBJECT: Meeting Minutes from March 3, 2025
RECOMMENDATION:

Consider Approval of the City of Sonora Meeting Minutes from March 3, 2025.

DISCUSSION / ANALYSIS:

Staff Recommends that the City Council Approve Meeting Minutes from March 3, 2025.

FISCAL IMPACT:

No Fiscal Impact on the General Fund.

ATTACHMENTS:

Meeting Minutes from March 3, 2025.

CORE COUNCIL PRIORITIES:

Fiscal Responsibility and Stability, Infrastructure and Engineering, Public Safety and Disaster Preparedness, Economic Development/Growth and General Plan, Homelessness Issues, Staffing - Salary, Benefits, Training, and Retention
11 Item A.

CITY OF SONORA
City Council Regular Meeting
Minutes
Monday, March 03, 2025
5:00 PM
NOTICE IS HEREBY GIVEN that the Sonora City Council will have their regular meeting on March 3, 2025, at 5:00 PM in the City of Sonora Council Chambers located at 94 N. Washington Street Sonora, CA 95370.

This meeting is physically open to the Public and citizens who wish to provide public comment during the meeting will be invited to do so by the Mayor.

CITY COUNCIL appreciates your interest and encourages participation. Regularly scheduled meetings are held on the 1st and 3rd Monday of each month.

CALL TO ORDER
Called to order at 4:30 PM.

ROLL CALL

PRESENT
Mayor Ann Segerstrom
Vice Mayor Andy Merrill
Councilmember Bess Levine
Councilmember Stephen Opie
Councilmember Mark Plummer

PUBLIC COMMENTS
No public comment.

ADJOURN INTO CLOSED SESSION
Adjourned at 4:32 PM.

1. Conference with Labor Negotiators (Gov. Code Section § 54957.6): Agency Designated Representatives:

RECONVENE INTO OPEN SESSION
OPEN SESSION - 5:00 PM
Called to order at 5:00 PM.

REPORT OUT OF CLOSED SESSION
Mayor Ann Segerstrom stated direction was given to staff.

PLEDGE OF ALLEGIANCE
Councilmember Bess Levine led the Pledge of Allegiance. 13 Item A.

ROLL CALL

PRESENT
Mayor Ann Segerstrom
Vice Mayor Andy Merrill
Councilmember Bess Levine
Councilmember Stephen Opie
Councilmember Mark Plummer
CITY CLERK’S REPORT ON AGENDA POSTING
The Agenda was posted on Friday, February 28, 2025 at 1:38 PM.

APPROVAL OF THE AGENDA
Motion made by Councilmember Bess Levine, Seconded by Vice Mayor Andy Merrill. Voting Yea: Mayor Ann Segerstrom, Vice Mayor Andy Merrill, Councilmember Bess Levine, Councilmember Stephen Opie, Councilmember Mark Plummer

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 three (3) minute presentation.

Iris-Siri of Shambhala shared her concerns with the Council and passed out packets.

Several members of the public addressed the Council.

A member of the public informed those in attendance March 4th is National Safety Day; and thanked Sonora Police Officers, Fire Department and Sherriff's Department.

Councilmember Mark Plummer made a statement.

Councilmember Stephen Opie made a statement.
14 Item A.

PRESENTATIONS

2. Introduction and Swearing-in of Police Dispatcher-Records Specialist Zachary Argenal; Turu VanerWiel, Police Chief. (10 Minutes)

3. Introduction and Swearing-in of Police Officer Victor Garcia; Turu VanderWiel, Police Chief. (10 Minutes)

4. Receive and Update from the President of the Sonora Chamber of Commerce Katie Dunn. (10 Minutes) Katie Dunn President Sonora Chamber of Commerce shared the Sonora Chamber's Mission Statement; the dates for El Campo de Sonora, the Sidewalk Sale, Trick or Treat Street, Christmas Town Sonora and the Christmas Parade; and gave an update on the Opera Hall.

5. Receive a Presentation and Possible Direction on the Vanir Police Facility Needs Assessment Report Presented by Senior Project Director Rob Nash; Turu VanderWiel, Police Chief. (20 Minutes) Turu VanderWiel Police Chief gave a brief summary and introduced Rob Nash from Vanir. Rob Nash reviewed the report with the Council.

The Council discussed the report.

No public comment.

6. Receive an Update from Tuolumne County District 1 Supervisor Mike Holland; Melissa Eads, City Administrator. (15 Minutes)
Mike Holland Tuolumne County District 1 Supervisor updated the Council on recent activities in the County; and answered questions.

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.

7. Consider Approval of the City Council Meeting Minutes from February 18, 2025; Stacy Enos-Del Razo, Deputy City Clerk.

8. Consider Approval of the Special Event Request as Submitted by the Sonora Chamber of Commerce to Host its Summer Concert Series at Cofill Park for 2025; Tyler Summersett, Community Development Director. 15 Item A.

9. Consider Amending the City of Sonora’s Farmer’s Market Fees as set forth in Exhibit “A” Effective Immediately; Chris Gorsky, Administrative Services Director.

Vice Mayor Andy Merrill and Mayor Ann Segerstrom made comments about the fee increase.

10. Consider Ratifying an Application Submitted to the California Office of Traffic Safety (OTS) and Direct the Chief of Police to Return to City Council with the Application Results and to Accept the Award; Turu VanderWiel, Police Chief.

Motion made by Councilmember Mark Plummer, Seconded by Vice Mayor Andy Merrill. Voting Yea:

Mayor Ann Segerstrom, Vice Mayor Andy Merrill, Councilmember Bess Levine, Councilmember Stephen Opie, Councilmember Mark Plummer

PUBLIC HEARINGS

11. Waive First Reading, Read by Title Only, and Introduce Ordinance No. 903, an Ordinance of the Sonora City Council Amending Section 3.16.020, Rate, of Chapter 3.16, Sales and Use Tax, of Title 3, Revenue and Finance, of the Sonora Municipal Code; Douglas White, City Attorney.

Doug White City Attorney explained the Ordinance and discussed with the Councilmembers.

No public comment.

Motion made by Councilmember Mark Plummer, Seconded by Vice Mayor Andy Merrill. Voting Yea:

Mayor Ann Segerstrom, Vice Mayor Andy Merrill, Councilmember Bess Levine, Councilmember Stephen Opie, Councilmember Mark Plummer.

COMMUNICATIONS

12. Receive Communications to the Tuolumne County Board of Supervisors Adopting a Resolution Condemning Hate Crimes and Violence in Tuolumne County; Ann Segerstrom, Mayor City of Sonora.

COUNCIL MEMBER REPORTS
Councilmember Stephen Opie took a fire class and is Certified to go out on fires; and enjoyed spending time in Monterey.

Councilmember Bess Levine attended Visit Tuolumne County Marketing meeting; and helped pick up trash in the creek.

Vice Mayor Andy Merrill attended the Columbia College Jazz Festival; and made a statement. 16 Item A.

Mission Statement: To foster a safe, vibrant, and prosperous community that enhances the quality of life for all
Vision Statement: With leadership and integrity, the City of Sonora commits to excellent service through collaboration and innovation
Councilmember Mark Plummer attended the TCTC meeting (Tuolumne County Transportation Council); Access Tuolumne; Braver Angels/Building Bridges event; and the Tuolumne County Public Health event.

Mayor Ann Segerstrom congratulated the Sonora Polar Plunge; attended the Central Sierra Economic Development meeting; there will be a biomass informational meeting at Mother Lode Job Training on March 24th; wrote a letter and sent a book about Historic Sonora to the Mayor of Kirishima our sister City; visited the new Masonic Hall; and daylight savings is this weekend.

Councilmember Stephen Opie made additional comments.

ADJOURNMENT
Adjourned at 6:46 PM.

In compliance with the Americans with Disabilities Act, if you need special assistance to participate in this meeting, please contact the City Clerk 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).

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Tracy Skelly, Administrative Services Officer
SUBJECT: Disbursements in the Amount of $225,161.32 and $192,249.70 for Payroll RECOMMENDATION:

Consider Approval of Disbursements in the Amount of $225,161.32 and $192,249.70 for Payroll, Including Employee Salaries, Employer and Employee Taxes, Retirement Contributions, Miscellaneous Voluntary Employee Deductions, Holiday Pay, and Other Adjustments, Including Retro-Pay.

DISCUSSION / ANALYSIS:

These payrolls were the second (2nd) and first (1st) payrolls of the month. The first payroll of the month was higher due to hiring bonus and uniform allowance.

This was the 17
th and 18th payrolls of 26 for FY24-25, we would have expected to expend 69.23% of the budgeted amount. In total, we have expended 61.64% of the Salaries and Wages for the FY24-25 budget.

FISCAL IMPACT:

Disbursements are part of the approved FY24-25 Budget.

CORE COUNCIL PRIORITIES:

Fiscal Responsibility and Stability, Staffing - Salary, Benefits, Training, and Retention 18 Item B.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Chris Gorsky, Administrative Services Director
SUBJECT: Consider Acceptance of an Informational Report for February 2025 Accounts Payable Payment Register and Void Report.

RECOMMENDATION:

Consider Acceptance of an Informational Report for February 2025 Accounts Payable Payment Register and Void Report.

BACKGROUND:

The Administrative Services Department manages the payment processing for all City disbursements. The City has three main types of payments which includes the following:

1. Vendors – These payments are associated with goods received and contractual services provided to the City and payroll benefits paid by the City on behalf of City employees.

2. Refunds – These payments are associated with refunds issued for deposits collected and have been authorized to be released for business licenses, building permits, rental agreements, etc.

3. Employees – These payments are associated with City-related travel advances and reimbursements related to training events or City business reimbursements.

DISCUSSION / ANALYSIS:

On a monthly basis, Administrative Services Staff prepares a monthly warrant report of vendors receiving payment from the City. The informational report of the monthly payments provides Council the oversight and ability to review all spending activity for the City.

FISCAL IMPACT:

No fiscal impact will result from this informational report on the February 2025 Accounts Payable Payment Register and Void report. Expenditures are tracking according to budget authority.

All payments have been approved for payment through the adoption of the fiscal year budget or by an additional item passed by Council.
19 Item C.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP ATTACHMENTS:
 Accounts Payable Warrants Report
CORE COUNCIL PRIORITIES:

Fiscal Responsibility and Stability, Staffing - Salary, Benefits, Training, and Retention 20 Item C.

City of Sonora
Check/Voucher Register - Check List - Council
From 2/1/2025 Through 2/28/2025
Check Num... Effective D... Document Description ID Payee Check Amount Payment ... VOID ? 202314 2/6/2025 System Generated Check/Voucher 200001 Access Tuolumne (Cable 8) 567.00 Check No 202315 2/6/2025 System Generated Check/Voucher 200005 Amazon Business 835.77 Check No 202316 2/6/2025 System Generated Check/Voucher 200015 Silke Communications 276.40 Check No 202317 2/6/2025 System Generated Check/Voucher 200028 General Plumbing Supply 698.47 Check No 202318 2/6/2025 System Generated Check/Voucher 200033 ODP Business Solutions, LLC 131.34 Check No 202319 2/6/2025 System Generated Check/Voucher 200035 Pacific Gas and Electric 46.21 Check No 202320 2/6/2025 System Generated Check/Voucher 200039 Safe-T-Lite of Modesto, Inc. 852.85 Check No 202321 2/6/2025 System Generated Check/Voucher 200046 TK Elevator 137.16 Check No 202322 2/6/2025 System Generated Check/Voucher 200048 The Union Democrat 166.50 Check No 202323 2/6/2025 System Generated Check/Voucher 200055 Keenan Associates 82,060.38 Check No 202324 2/6/2025 System Generated Check/Voucher 200058 Unum Life Insurance Company of ... 2,741.07 Check No 202325 2/6/2025 System Generated Check/Voucher 200060 Combined Benefits Administrators 1,760.70 Check No 202326 2/6/2025 System Generated Check/Voucher 200072 United Site Services 97.93 Check No 202327 2/6/2025 System Generated Check/Voucher 200074 Vision Service Plan (CA) 814.40 Check No 202328 2/6/2025 System Generated Check/Voucher 200096 General Supply Company 282.97 Check No 202329 2/6/2025 System Generated Check/Voucher 200207 Sonora Police Officers Association 871.94 Check No 202330 2/6/2025 System Generated Check/Voucher 200209 VALIC 25.00 Check No 202331 2/6/2025 System Generated Check/Voucher 200210 Operating Engineers #3 292.50 Check No 202332 2/6/2025 System Generated Check/Voucher 200263 Hunt & Sons LLC 396.85 Check No 202333 2/6/2025 System Generated Check/Voucher 200280 Jocelyn E. Roland, Ph.D., ABPP 150.00 Check No 202334 2/6/2025 System Generated Check/Voucher 200308 Tuolumne County Community Dev... 779.00 Check No 202335 2/6/2025 System Generated Check/Voucher 200505 Valley Strong Credit Union 1,706.00 Check No 202336 2/6/2025 System Generated Check/Voucher 200560 Brishan Inc. 1,245.59 Check No 202337 2/6/2025 System Generated Check/Voucher 200598 Top Dog Police K9 Training & Con... 250.00 Check No 202338 2/6/2025 System Generated Check/Voucher 200670 Visibly Clean Window Cleaning 572.00 Check No 202339 2/6/2025 System Generated Check/Voucher 200694 Douglas Lorimer 510.42 Check No 202340 2/13/2025 System Generated Check/Voucher 200005 Amazon Business 1,871.13 Check No 202341 2/13/2025 System Generated Check/Voucher 200011 AT&T Calnet 3 934.89 Check No 202342 2/13/2025 System Generated Check/Voucher 200013 JS West Propane Gas 606.04 Check No 202343 2/13/2025 System Generated Check/Voucher 200015 Silke Communications 38.07 Check No 202344 2/13/2025 System Generated Check/Voucher 200016 Tuolumne County Public Power A... 4,185.98 Check No 202345 2/13/2025 System Generated Check/Voucher 200018 U.S. Bank Corporate Payment Sy... 4,060.82 Check No 202346 2/13/2025 System Generated Check/Voucher 200024 Comcast Business 163.42 Check No 202347 2/13/2025 System Generated Check/Voucher 200032 Mountain Oasis Water 16.75 Check No 202348 2/13/2025 System Generated Check/Voucher 200035 Pacific Gas and Electric 1,279.89 Check No 202349 2/13/2025 System Generated Check/Voucher 200036 O'Reilly Auto Parts 58.80 Check No 202350 2/13/2025 System Generated Check/Voucher 200038 Safeguard Pest Control 405.00 Check No 202351 2/13/2025 System Generated Check/Voucher 200043 Sonora Lumber Company 31.02 Check No 202352 2/13/2025 System Generated Check/Voucher 200047 Tuolumne Utilities District 169.38 Check No 202353 2/13/2025 System Generated Check/Voucher 200048 The Union Democrat 504.00 Check No Date: 3/10/25 01:38:55 PM Page: 1
21 Item C.

City of Sonora
Check/Voucher Register - Check List - Council
From 2/1/2025 Through 2/28/2025
Check Num... Effective D... Document Description ID Payee Check Amount Payment ... VOID ? 202354 2/13/2025 System Generated Check/Voucher 200080 JTM Cleaning Co. 800.00 Check No 202355 2/13/2025 System Generated Check/Voucher 200117 Verizon Wireless 38.01 Check No 202356 2/13/2025 System Generated Check/Voucher 200231 Visit Tuolumne County 21,834.24 Check No 202357 2/13/2025 System Generated Check/Voucher 200263 Hunt & Sons LLC 729.84 Check No 202358 2/13/2025 System Generated Check/Voucher 200308 Tuolumne County Community Dev... 855.00 Check No 202359 2/13/2025 System Generated Check/Voucher 200347 Thomson Reuters-West 276.99 Check No 202360 2/13/2025 System Generated Check/Voucher 200402 Viking Shred 119.98 Check No 202361 2/13/2025 System Generated Check/Voucher 200438 Shrader Investigations 1,600.00 Check No 202362 2/13/2025 System Generated Check/Voucher 200464 Elite Uniforms 176.15 Check No 202363 2/13/2025 System Generated Check/Voucher 200487 Standard Insurance Company 145.00 Check No 202364 2/13/2025 System Generated Check/Voucher 200610 Ann Segerstrom 1,145.07 Check No 202365 2/13/2025 System Generated Check/Voucher 200657 Western Extrication Specialists, Inc. 50,096.91 Check No 202366 2/13/2025 System Generated Check/Voucher 200685 Trace Analytics, LLC 95.00 Check No 202367 2/13/2025 System Generated Check/Voucher Emp2075 Rodolfo Figueroa 140.00 Check No 202368 2/21/2025 Employee: AND01; Pay Date: 2/21/2025 AND01 Hunter J. Andersen 0.00 Check Yes 202369 2/21/2025 Employee: AND01; Pay Date: 2/21/2025 AND01 Hunter J. Andersen 2,142.60 Check No 202370 2/20/2025 System Generated Check/Voucher 200005 Amazon Business 1,433.79 Check No 202371 2/20/2025 System Generated Check/Voucher 200010 American Tower 1,505.92 Check No 202372 2/20/2025 System Generated Check/Voucher 200013 JS West Propane Gas 179.50 Check No 202373 2/20/2025 System Generated Check/Voucher 200020 AT&T Mobility (FirstNet) 1,826.31 Check No 202374 2/20/2025 System Generated Check/Voucher 200020 AT&T Mobility (FirstNet) 90.16 Check No 202375 2/20/2025 System Generated Check/Voucher 200024 Comcast Business 352.51 Check No 202376 2/20/2025 System Generated Check/Voucher 200024 Comcast Business 162.14 Check No 202377 2/20/2025 System Generated Check/Voucher 200024 Comcast Business 784.13 Check No 202378 2/20/2025 System Generated Check/Voucher 200026 Department of Justice 49.00 Check No 202379 2/20/2025 System Generated Check/Voucher 200032 Mountain Oasis Water 24.25 Check No 202380 2/20/2025 System Generated Check/Voucher 200033 ODP Business Solutions, LLC 262.44 Check No 202381 2/20/2025 System Generated Check/Voucher 200035 Pacific Gas and Electric 6,169.32 Check No 202382 2/20/2025 System Generated Check/Voucher 200036 O'Reilly Auto Parts 18.48 Check No 202383 2/20/2025 System Generated Check/Voucher 200043 Sonora Lumber Company 90.02 Check No 202384 2/20/2025 System Generated Check/Voucher 200059 Cal.Net Motherlode 54.01 Check No 202385 2/20/2025 System Generated Check/Voucher 200060 Combined Benefits Administrators 1,204.10 Check No 202386 2/20/2025 System Generated Check/Voucher 200063 Kellie's Cleaning Service 490.00 Check No 202387 2/20/2025 System Generated Check/Voucher 200066 Muni Sevices / Avenu 13,371.42 Check No 202388 2/20/2025 System Generated Check/Voucher 200067 Sentry Alarm Systems 126.00 Check No 202389 2/20/2025 System Generated Check/Voucher 200069 Signal Service 345.00 Check No 202390 2/20/2025 System Generated Check/Voucher 200207 Sonora Police Officers Association 815.36 Check No 202391 2/20/2025 System Generated Check/Voucher 200209 VALIC 0.00 Check Yes 202392 2/20/2025 System Generated Check/Voucher 200209 VALIC 25.00 Check No 202393 2/20/2025 System Generated Check/Voucher 200210 Operating Engineers #3 292.50 Check No Date: 3/10/25 01:38:55 PM Page: 2
22 Item C.

City of Sonora
Check/Voucher Register - Check List - Council
From 2/1/2025 Through 2/28/2025
Check Num... Effective D... Document Description ID Payee Check Amount Payment ... VOID ? 202394 2/20/2025 System Generated Check/Voucher 200240 DFH & Associates Electrical Engin... 0.00 Check Yes 202395 2/20/2025 System Generated Check/Voucher 200263 Hunt & Sons LLC 2,178.22 Check No 202396 2/20/2025 System Generated Check/Voucher 200303 Pat Perry 285.28 Check No 202397 2/20/2025 System Generated Check/Voucher 200398 Stephen Opie 1,226.29 Check No 202398 2/20/2025 System Generated Check/Voucher 200413 CSG Consultants 1,492.00 Check No 202399 2/20/2025 System Generated Check/Voucher 200505 Valley Strong Credit Union 1,706.00 Check No 202400 2/20/2025 System Generated Check/Voucher 200531 California State Disbursement Unit 270.46 Check No 202401 2/20/2025 System Generated Check/Voucher 200616 Granite Peak Alarms LLC 480.00 Check No 202402 2/20/2025 System Generated Check/Voucher 200724 Core Psychological Corporation 500.00 Check No 202403 2/20/2025 System Generated Check/Voucher Emp2076 Zachary Johnson 575.00 Check No 202404 2/20/2025 System Generated Check/Voucher 200207 Sonora Police Officers Association 174.35 Check No 202405 2/27/2025 System Generated Check/Voucher 200005 Amazon Business 43.44 Check No 202406 2/27/2025 System Generated Check/Voucher 200013 JS West Propane Gas 2,788.13 Check No 202407 2/27/2025 System Generated Check/Voucher 200024 Comcast Business 201.61 Check No 202408 2/27/2025 System Generated Check/Voucher 200024 Comcast Business 186.32 Check No 202409 2/27/2025 System Generated Check/Voucher 200026 Department of Justice 450.00 Check No 202410 2/27/2025 System Generated Check/Voucher 200032 Mountain Oasis Water 79.80 Check No 202411 2/27/2025 System Generated Check/Voucher 200038 Safeguard Pest Control 408.00 Check No 202412 2/27/2025 System Generated Check/Voucher 200043 Sonora Lumber Company 190.44 Check No 202413 VOID - Tuolumne Utilities Dist - Overflow 0.00 Yes 202414 2/27/2025 System Generated Check/Voucher 200047 Tuolumne Utilities District 5,080.82 Check No 202415 2/27/2025 System Generated Check/Voucher 200088 Waypoint Network Solutions LLC 292.50 Check No 202416 2/27/2025 System Generated Check/Voucher 200107 Level One Web Design, Inc. 359.00 Check No 202417 2/27/2025 System Generated Check/Voucher 200263 Hunt & Sons LLC 2,763.67 Check No 202418 2/27/2025 System Generated Check/Voucher 200413 CSG Consultants 2,380.00 Check No 202419 2/27/2025 System Generated Check/Voucher 200487 Standard Insurance Company 174.00 Check No 202420 2/27/2025 System Generated Check/Voucher 200724 Core Psychological Corporation 500.00 Check No ACH120 2/13/2025 System Generated Check/Voucher 200608 Enterprise FM Trust 21,694.80 Voucher No ACH121 2/27/2025 System Generated Check/Voucher 200003 Abila 1,479.85 Voucher No ACH122 2/27/2025 System Generated Check/Voucher 200301 RingCentral 580.84 Voucher No Report Total 271,000.61
Date: 3/10/25 01:38:55 PM Page: 3
23 Item C.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Turu VanderWiel, Chief of Police
SUBJECT: Resolution 03-17-2025-A to Establish Road Closures for the 2025 Mother Lode Round-Up Parade.

RECOMMENDATION:

Consider Approval of Resolution Number 03-17-2025-A, Authorizing the Closure of State Route 49 (Washington Street) and Certain City Streets for the 2025 Mother Lode Round-Up Parade.

DISCUSSION / ANALYSIS:

Each year the City of Sonora hosts the Tuolumne County Sheriff's Posse's Mother Lode Round-Up Parade on the Saturday proceeding Mother's Day. The parade will be held this year on Saturday, May 10, 2025. It is scheduled to begin at 10:00 A.M. and conclude at approximately 1:00 P.M. The Rodeo will be held Saturday, May 10, and Sunday, May 11, 2025.

Once again, no parking will not be allowed on the side streets between Washington and Green Street and Washington and Stewart Street. This gives participants a secure area to view the parade, plus allows a safer, more controlled area for pedestrians to travel in, following the parade's conclusion. In addition, traffic will be held for approximately fifteen minutes following the parade, allowing spectators sufficient time to clear the streets.

Due to the size and duration of the parade, a Resolution is required from the City Council authorizing the temporary closure of State Route 49 (Washington Street) and specific City streets, as well as the temporary elimination of parking on State Route 49 (Washington Street and Stockton Road), along with specified City streets for the event.

FISCAL IMPACT:

There will be overtime and associated fuel costs, which existing departmental budgets will absorb.

ATTACHMENTS:
 Resolution 3-17-2025-A
24 Item D.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP CORE COUNCIL PRIORITIES:

Infrastructure and Engineering, Public Safety and Disaster Preparedness, Economic Development/Growth and General Plan
25 Item D.

RESOLUTION 03-17-2025-A

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SONORA, CALIFORNIA, APPROVING THE TEMPORARY PARKING RESTRICTIONS ON, AND THE CLOSURE OF, STATE ROUTE 49 (WASHINGTON STREET & STOCKTON STREET) IN CONJUNCTION WITH CERTAIN CITY STREETS TO ACCOMMODATE THE MOTHER LODE ROUND-UP PARADE, SATURDAY, MAY 10, 2025, AND

OTHER PARKING RESTRICTIONS TO ACCOMMODATE THE RODEO TO BE HELD ON SATURDAY MAY 10, 2025, AND SUNDAY MAY 11, 2025.

NOW THEREFORE LET IT BE IT RESOLVED, that the City Council of Sonora does hereby direct that the following streets be closed on Saturday, May 10,2025, commencing at 9:30 am and shall remain closed until 1:00 pm unless opened earlier upon the authority of the Sonora Police Department.

1. State Route 49 (Washington Street) from Snell and Elkin Streets to State Route 49 (Stockton Street).

2. South Washington Street from State Route 49 (Stockton Street) to State Route 108.

3. State Route 49 (Stockton Street) from S. Green Street to S. Washington Street.

4. State Route 49 (Stockton Street) westbound traffic left turn lane (eastbound) to State Route 108.

BE IT FURTHER RESOLVED, that the following streets will be closed and no parking will be allowed on Saturday, May 10, 2025, commencing at 8:00 am and shall remain closed until 1:00 pm, unless opened earlier upon the authority of the Sonora Police Department:

1. Snell Street from State Route 49 (Washington Street) to Bonanza Way.

5. School Street from State Route 49 (Washington Street) to Snell Street.

6. Wyckoff Street between Snell Street and Washington Street.

7. The following streets between State Route 49 (Washington Street) and Stewart Street; A) Elkin Street
B) East Dodge Street
C) East Jackson Street
26 Item D.

D) East Bradford Ave.

E) East Linoberg Street
F) Theall Street
G) East Church Street
H) Gold Street
I) William Street
J) East Lytton Street

8. The following streets between State Route 49 (Washington Street) and Green Street; A) West Dodge Street
B) Yaney Ave.

C) West Jackson Street
D) West Bradford Street
E) West Linoberg Street

9. West Church Street between S. Washington Street and Green Street

10. June Street at S. Washington Street

11. Toby Street between S. Washington Street and McGowan Street

12. West Lytton and Bulwer Streets between Washington Street and Olive Street

13. Washington Street
BE IT FURTHER RESOLVED, that the following streets will be closed and no parking will be allowed on Saturday, May 10, 2025, commencing at 7:30 am and shall remain closed until 1:00 pm, unless opened earlier upon the authority of the Sonora Police Department:

1. South Washington Street at SR 108

2. Restano Way
BE IT FURTHER RESOLVED, that “NO PARKING” zones will be established on the following streets on Saturday, May 10, 2025, commencing at 5:00 am and shall remain “NO PARKING” zones until 1:00 pm, unless opened earlier upon the authority of the Sonora Police Department:

1. East and west sides of State Route 49 (Washington Street) from Elkin Street to Stockton Street.

2. East and west sides of Washington Street from SR 49 (Stockton Street) to Toby Street. 27 Item D.

3. East and west side of Washington Street between Lytton Street and Calaveras Street.

4. North and South sides of State Route 49 (Stockton Street), between S. Washington Street and 70 Stockton Street.

5. Stewart Street between Elkin Street and East Dodge Street.

6. North side of Lyons Street between Stewart Street and Shepherd Street.

7. South side of Lyons Street between Shepherd Street and Barretta Street.

8. Snell Street from State Route 49 (Washington Street) to Bonanza Road.

9. School Street from State Route 49 (Washington Street) to Snell Street.

10. Wyckoff Street between Snell Street and State Route 49 (Washington Street.)

11. The following streets between State Route 49 (Washington Street) and Stewart Street; A) Elkin Street
B) East Dodge Street
C) East Jackson Street
D) East Bradford Street
E) Theall Street
F) East Church Street
G) Gold Street
H) William Street
I) East Lytton Street

12. The following streets between State Route 49 (Washington Street) and Green Street; A) West Dodge Street
B) Yaney Ave.

C) West Jackson Street
D) West Bradford Street
E) Linoberg Street

13. West Church Street between S. Washington Street and June Street.

14. June Street between S. Washington Street and West Church Street.

15. Toby Street between S. Washington Street and McGowan Street. 28 Item D.

16. West Lytton and Bulwer Streets between Washington Street and Olive Street.

17. Parking will be allowed for the “Official” Parade announcing trailers and designated support vehicles for those trailers which have been identified to the Police Department by the Posse.

18. The following parking lots;
A) The Sonora Fire Museum lot, located at 125 N. Washington Street.

B) The Sonora City Terzich Parking Structure, 1st level, located at 96 N.

Washington Street.

BE IT FURTHER RESOLVED that “NO PARKING” zones will be established on the following streets commencing on Saturday, May 10, 2025, at 5:00 am, until Sunday, May 11, 2025, at 5:00 pm:

1. The south/east corner of the intersection of State Route 49 (Stockton Street) and Southgate Drive, in the area of the locomotive.

2. The east side of Solinsky Street between State Route 49 (Stockton Street) and West Jackson Street.

3. Fairview Lane between State Route 49 (Stockton Street) and the driveway into the Tuolumne County Superintendent of Schools Office.

4. Forest Road between State Route 49 (Stockton Street) and the driveway into Sonora Regional Prompt Care.

5. The south/east corner of the intersection of State Route 49 (Stockton Street) and Southgate Drive, in the area of the locomotive.

6. The east side of Solinsky Street between State Route 49 (Stockton Street) and West Jackson Street.

BE IT FURTHER RESOLVED, that the following parking lots will be designated as “DISABLED PERSONS PARKING” commencing on Saturday, May 10, 2025, at 5:00 am until 1:00 pm, unless opened earlier upon the authority of the Sonora Police Department:

1. The Terzich parking structure located on State Route 49 (Washington Street), secondlevel, front row, accessed of S. Green Street.

2. The Fountain parking lot located at the south/east corner of the intersection of S.

Washington Street and East Church Street.

BE IT FURTHER RESOLVED, that all vendors during the parade must possess a valid city permit for such activity.
29 Item D.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Sonora that all of the above is hereby approved, subject to the Tuolumne County Sheriff’s Posse meeting all liability insurance requirements as specified by the City of Sonora, and having met all conditions as required by the California Department of Transportation.

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 March 17, 2025, by the following votes:

AYES ___________________________________________________ NOES: ____________________________________________________ ABSTAIN ___________________________________________________ ABSENT: ____________________________________________________ Signed and approved on:______________, 2025
____________________________________
Ann Segerstrom, Mayor, City of Sonora
ATTEST: _______________________________
Tracy Skelly, City Clerk, City of Sonora
RESOLUTION 03-17-2025-A
30 Item D.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Turu VanderWiel, Chief of Police
SUBJECT: Resolution 03-17-2025-B Authorizing Opened Alcoholic Beverage Containers for the 2025 Mother Lode Round-Up Parade
RECOMMENDATION:

Consider Approval of Resolution Number 03-17-2025-B, Authorizing Opened Alcoholic Beverage Containers and Public Consumption of Alcoholic Beverages within Designated Areas of the Special Event. These Areas are Marked by Street Closures on SR 49 (Washington Street) and Other Identified City Streets for the 2025 Mother Lode RoundUp Parade.

BACKGROUND:

Every year, the Tuolumne County Sheriff’s Posse sponsors the Mother Lode Round-Up Parade on the Saturday preceding Mother’s Day. This year, the parade will take place on Saturday, May 10, 2025, starting at 10:00 A.M. and lasting approximately two and a half hours. Historically, attendees have been allowed to possess open containers of alcoholic beverages and consume alcohol during the parade. However, after the parade concludes and before any streets reopen, or as directed by the Police Department, all open containers must be removed from public spaces and private lands that are open to the public.

DISCUSSION / ANALYSIS:

According to California Business and Professions Code section 25620, possessing open containers in any City, County, or City and County owned park or public place is prohibited if the respective authorities have enacted an ordinance against it. In line with this, Sonora Municipal Code section 9.08.010 makes it unlawful for anyone to drink, consume, or possess an open container of alcoholic beverages or intoxicating liquor or to smoke marijuana on public streets, public parks, public parking lots, public sidewalks, and grounds of public buildings, as well as on private buildings or lands that are open to the public.

The Tuolumne County Sheriff’s Posse has requested that the area within the boundaries outlined in Sonora City Resolution Number 03-217-2025-B be designated as an open container area and that public consumption of alcoholic beverages will also be permitted for the duration of the Mother Lode Round-Up Parade, or as otherwise directed by the Sonora Police Department.
31 Item E.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP To prioritize public safety, the Sonora Police Department recommends that, as a condition for Council allowing open containers of alcoholic beverages during this event, the containers must be made of materials other than glass.

FISCAL IMPACT:

There is no foreseen financial impact to the General Fund budget.

ATTACHMENTS:
 Resolution 3-17-2025-B
CORE COUNCIL PRIORITIES:
 None
32 Item E.

RESOLUTION 03-17-2025-B

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SONORA, CALIFORNIA, APPROVING THE

TEMPORARY SUSPENSION OF OPEN CONTAINERS AND PUBLIC CONSUMPTION OF ALCOHOLIC

BEVERAGE REGULATIONS TO ACCOMMODATE THE MOTHER LODE ROUND-UP PARADE, SATURDAY, MAY 10, 2025.

WHEREAS, each year the City of Sonora hosts the Tuolumne County Sheriff’s Posse Mother Lode Roundup; and
WHEREAS, The Sonora Police Department is responsible for the safety and security of event participants and spectators; and
WHEREAS, The Tuolumne County Sheriff’s Posse requests the suspension of open container and public consumption of alcoholic beverages regulations during the parade; and WHEREAS, the Chief of Police requests that, as a condition to allow open containers of alcoholic beverages for this event, these containers are limited to those constructed of materials other than glass.

NOW THEREFORE LET IT BE IT RESOLVED, that the City Council of Sonora does hereby direct that open containers of alcoholic beverages and the public consumption of alcoholic beverages be allowed only for the duration of the parade and within the boundaries of the following street closures on Saturday, May 10, 2025, commencing at 10:00 am and ending at the conclusion of the parade, unless otherwise directed earlier upon the authority of the Sonora Police Department:

1. State Route 49 (Washington Street) from Snell and Elkin Streets to State Route 49 (Stockton Road).

2. South Washington Street from State Route 49 (Stockton Road) to Restano Way.

3. The following streets along State Route 49 /Washington Street; A) East and West Dodge Street
B) East and West Jackson Street
C) East Bradford Ave
D) East and West Linoberg Street
E) Theall Street
F) East and West Church Street
G) Gold Street
H) William Street
I) East Lytton Street
J) Restano Way
BE IT FURTHER RESOLVED, that this resolution only applies to the consumption of alcoholic beverages and that public smoking of cannabis remains prohibited as described in Sonora Municipal Code Section 9.08.010.

BE IT FURTHER RESOLVED, that the possession of opened containers of alcoholic beverages as authorized by this chapter is limited to those containers not constructed of glass. 33 Item E.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Sonora that all of the above is hereby approved, subject to the Tuolumne County Sheriff’s Posse meeting all liability insurance requirements as specified by the City of Sonora, and having met all conditions to conduct the parade as required by the California Department of Transportation.

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 March 17, 2025, by the following votes:

AYES: ___________________________________________________ NOES: ____________________________________________________ ABSTAIN ___________________________________________________ ABSENT: ____________________________________________________ Signed and approved on:______________, 2025
______________________________________
Ann Segerstrom, Mayor of the City of Sonora
ATTEST: ________________________________
Tracy Skelly, City Clerk, City of Sonora
RESOLUTION 03-17-2025-B
34 Item E.
-------- Original Message --------
Subject: Mother Lode Round Up Parade
Date: Thu, 01 Feb 2024 18:33:00 -0500
From: "James Opie" <[email protected]>
To: [email protected]
Cc: [email protected]
City of Sonora Administrator;
I am requesting the city of Sonora, for permission to conduct, The 66th Annual Mother Lode Round Up Parade, to be held May 10th, 2025, (Saturday) from 10:00 A.M. to 1:00 P.M from Restano Way to The RED CHURCH.

As in past years, we kindly request that the "Open Containers/Alcohol Be allowed" during the parade.

Thank you for your cooperation!
Regards,
Jim Opie (Mother Lode Round Up Parade-Chairman)
209-770-1418
35 Item E.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Turu VanderWiel, Chief of Police
SUBJECT: Resolution 03-17-2025-C Approving a Use Agreement of the Sonora Police Department Weapons Firing Range
RECOMMENDATION:

Consider Approval of Resolution Number 03-17-2025-C, Approving a Use Agreement Between the Sonora Police Department and the Department of California Highway Patrol for Use of the Sonora Police Department Weapons Firing Range and Authorizing the City Administrator, or Designee, to Sign, Submit, and Execute Related Documents.

BACKGROUND:

The City of Sonora owns a weapons firing range facility on Southgate Drive in Sonora, and the Police Department maintains and operates the range facility for use or firing range activities, such as small arms weapons qualification and firearms training. The Department of California Highway Patrol The California Highway Patrol does not have range facilities for the Sonora Area office, and desires the use of the Sonora Police Department range facilities to accommodate their firearms training and qualification needs.

DISCUSSION / ANALYSIS:

In January 2025, the Sonora Police Department explored a partnership opportunity by submitting a bid to the Department of California Highway Patrol. Under the proposed agreement, the Sonora Police Department will provide the Department of California Highway Patrol (CHP) Sonora area office firing range facilities. The services shall be provided on dates and times mutually agreed upon by the CHP Project Representative and the Sonora Police Department. This is an opportunity to enhance partnerships with local agencies further and provide an additional source of revenue for the City of Sonora. The execution of the agreement requires the City of Sonora to certify as a contractor for such services, with a contract term of thirty-six months.

FISCAL IMPACT:

The Department of California Highway Patrol will pay the Sonora Police Department $400 per month or $4,800 annually over a three-year contract term. Agreement has been reviewed and approved by Risk Management. 36 Item F.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP ATTACHMENTS:
 Resolution 3-17-2025-C
 Bid Form and Draft Agreement
CORE COUNCIL PRIORITIES:

Fiscal Responsibility and Stability, Public Safety and Disaster Preparedness, Training, and Retention 37 Item F.
38 Item F.
39 Item F.
40 Item F.
41 Item F.
42 Item F.
43 Item F.
44 Item F.
45 Item F.
46 Item F.
47 Item F.

RESOLUTION 03-17-2025-C

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SONORA, CALIFORNIA,

APPROVING AN AGREEMENT BETWEEN THE SONORA POLICE DEPARTMENT

AND THE DEPARTMENT OF CALIFORNIA HIGHWAY PATROL FOR THE USE OF

THE SONORA POLICE DEPARTMENT WEAPONS FIRING RANGE AND THE EXECUTION OF RELATED DOCUMENTS.

WHEREAS, the Department of California Highway Patrol (CHP) desires the use of the Sonora Police Department firing range facilities and the services and terms described in the agreement; and
WHEREAS, the services will be provided during dates and times mutually agreed upon between the CHP project representative and the Sonora Police; and WHEREAS, the Sonora Police Department owns and operates a weapons firing range, and the CHP agrees that its members using the weapons firing range facilities under this agreement shall be governed by the range safety and use rules established by the Sonora Police Department; and
WHEREAS, the Department of California Highway Patrol will pay the Sonora Police Department $14,400 throughout the three-year agreement; and WHEREAS, to complete the agreement between the Department of the California Highway Patrol and the Sonora police Department, the contract and related forms must be signed and executed by an authorized individual on behalf of the City of Sonora.

NOW THEREFORE LET IT BE IT RESOLVED that the City Council of Sonora hereby approves an agreement between the Department of California Highway Patrol and the Sonora Police Department for $14,400 and authorizes the City Administrator, or designee, to sign, submit, and execute all agreements, contracts and related documents required on behalf of the City of Sonora.

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 March 17, 2025, by the following votes:

Signed and approved on:______________, 2025
_______________________________
Ann Segerstrom, Mayor of the City of Sonora
ATTEST: _______________________________
Tracy Skelly, City Clerk, City of Sonora
RESOLUTION 03-17-2025-C
49 Item F.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 3, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Douglas L. White, City Attorney
SUBJECT: Waive the Second Reading and Adopt an Ordinance of the Sonora City Council Amending Section 3.16.020 of the Sonora Municipal Code
RECOMMENDATION:

Waive the Second Reading and Adopt Ordinance No. 903, an Ordinance of the Sonora City Council amending Section 3.16.020, Rate, of Chapter 3.16, Sales and Use Tax, of Title 3, Revenue and Finance, of the Sonora Municipal Code.

BACKGROUND:

During the City of Sonora (“City”) Council meeting on June 3, 2024, the City Council adopted Resolution No. 06-03- 2024-C authorizing Amendment #1 to the Agreement for Revenue Redistribution Pertaining to the South Bypass Annexation to the City of Sonora (“Amendment #1 to the South Bypass Agreement”). The City and Tuolumne County (“County”) signed Amendment #1 to the South Bypass Agreement effective June 4, 2024. Amendment #1 to the South Bypass Agreement increases the City’s share of the local general fund Bradley-Burns tax that was established in the South Bypass Agreement. The South Bypass Agreement established that County shares a portion of the one percent of the 1 ¼% Bradley-Burns local tax that is distributed to local agencies to support local government general funds. In 1991, the City and County agreed to the tax redistribution in which the City would receive .87 of the one percent and the County would receive .13 of the one percent. Amendment #1 to the South Bypass Agreement will reduce the County’s share from .13 to .11 and increase the City’s share from .87 to .89.

DISCUSSION / ANALYSIS:

Cities and counties may adopt a Bradley-Burns tax by ordinance.1 The City and County already adopted resolutions authorizing Amendment #1 to the South Bypass Agreement to increase the City’s share of the local general fund Bradley-Burns tax to .89 of the one percent, and the City and County signed Amendment #1 to the South Bypass Agreement effective June 4, 2024. The proposed Ordinance amends section 3.16.020 of the Sonora Municipal Code to reflect the City’s increased share of the Bradley-Burns tax effective June 4, 2024, as agreed upon by the City and County in Amendment #1 to the South Bypass Agreement.

1 Rev. & Tax. Code, § 7202.
50 Item G.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP FISCAL IMPACT:

The amendment to section 3.16.020 of the Sonora Municipal Code benefits the City by increasing the City’s share of the tax revenue as agreed upon in Amendment #1 to the South Bypass Agreement.

ENVIRONMENTAL:

The Ordinance is not a “project” under the California Environmental Quality Act since it does not have the potential to cause a direct or reasonably foreseeable indirect physical change in the environment.2 CORE COUNCIL PRIORITIES:

Economic Development/Growth and General Plan.

ATTACHMENTS:
 Ordinance No. 903
 Resolution No. 06-03-2024-C
 Amendment #1 to the South Bypass Agreement signed by the City and County effective June 4, 2024 CORE COUNCIL PRIORITIES:

Fiscal Responsibility and Stability, Infrastructure and Engineering, Economic Development/Growth and General Plan

2 Pub. Res. Code, § 21065.
51 Item G.

ORDINANCE NO. 903
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF SONORA AMENDING SECTION 3.16.020, RATE, OF CHAPTER 3.16, SALES AND USE TAX, OF TITLE 3, REVENUE AND FINANCE, OF THE SONORA

MUNICIPAL CODE
WHEREAS, section 3.16.020 of the Sonora Municipal Code establishes the rate of sales and use tax for the City of Sonora (“City”); and
WHEREAS, since January 1, 2001, the City’s percent of the sales and use tax has been .87, and the percent for Tuolumne County (“County”) has been.13; and WHEREAS, on June 3, 2024, the City adopted Resolution No. 06-03-2024-C authorizing Amendment #1 to Agreement for Revenue Redistribution Pertaining to the South Bypass Annexation to the City of Sonora (“Amendment #1 to the South Bypass Agreement”); and WHEREAS, the City and County signed Amendment #1 to the South Bypass Agreement effective June 4, 2024; and
WHEREAS, Amendment #1 to the South Bypass Agreement increased the City’s share of the sales and use tax to .89 and decreased the County’s share to .11; and WHEREAS, the City Council finds that section 3.16.020 should be amended to reflect the agreed change to the distribution of sales and use tax between the City and County under Amendment #1 to the South Bypass Agreement.

NOW, THEREFORE THE CITY COUNCIL OF THE CITY OF SONORA DOES ORDAIN AS FOLLOWS:

SECTION 1. Section 3.16.020, Rate, of Chapter 3.16, Sales and Use Tax, of Title 3, Revenue and Finance, shall be amended to read as follows:

The rate of sales tax and use tax imposed by this chapter shall be as follows:

Effective Date City Percent County Percent
January 1, 1993 0.94 0.06
January 1, 1994 0.93 0.07
January 1, 1995 0.93 0.07
January 1, 1996 0.92 0.08
January 1, 1997 0.91 0.09
January 1, 1998 0.90 0.10
52 Item G.

January 1, 1999 0.89 0.11
January 1, 2000 0.88 0.12
January 1, 2001 0.87 0.13
June 4, 2024 0.89 0.11
SECTION 2. SEVERABILITY. If any section, subdivision, sentence, clause, phrase, or portion of this Ordinance is, for any reason, held invalid or unconstitutional by any court of competent jurisdiction, such portion shall be deemed a separate, distinct, and independent provision, and such holding shall not affect the validity of the remaining portions thereof. The City Council of the City of Sonora hereby declares that it would have passed this Ordinance and each section, subsection, sentence, clause, phrase, and word thereof, irrespective of the fact that any one or more section(s), subsection(s), sentence(s), clause(s), phrase(s), or word(s) be declared invalid.

SECTION 4. PUBLICATION AND EFFECTIVE DATE. This Ordinance shall become effective thirty (30) days from and after its final passage and adoption, provided it is published in a newspaper of general circulation at least within fifteen (15) days after its passage or a summary of the Ordinance is published in a newspaper of general circulation at least five (5) days prior to adoption and again at least within fifteen (15) days after its passage.

This Ordinance was introduced at a regular meeting of the City Council of the City of Sonora, held on the 3 rd day of March 2025, and given its first reading at said meeting. Said Ordinance was given a second reading at a regular meeting of the City Council held on 17th day of March 2025, and after such reading, Councilmember ______, who moved its adoption, seconded by Councilmember ____, said Ordinance was thereupon adopted by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

ATTEST: APPROVED:

Tracy Skelly
City Clerk, City of Sonora
Ann Segerstrom
Mayor
53 Item G.
54 Item G.
55 Item G.
56 Item G.
57 Item G.
58 Item G.
59 Item G.
60 Item G.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Ann Segerstrom, City of Sonora Mayor
SUBJECT: Consider Placement of a Proclamation Recognizing March 7–14, 2025, as California Arbor Week in the City of Sonora on the April 7, 2025, Council Meeting Agenda.

RECOMMENDATION:

Consider Placement of a Proclamation Recognizing March 7–14, 2025, as California Arbor Week in the City of Sonora on the April 7, 2025, Council Meeting Agenda.

BACKGROUND:

California Arbor Week is celebrated annually from March 7–14 in honor of renowned horticulturist Luther Burbank’s birthday on March 7. This week is dedicated to promoting the importance of trees in our environment and encouraging individuals, schools, businesses, and organizations to engage in tree-planting and stewardship efforts.

DISCUSSION / ANALYSIS:

Trees are essential to our community, providing shade, improving air and water quality, reducing soil erosion, enhancing property values, and creating habitats for wildlife. By recognizing California Arbor Week, the City of Sonora underscores its commitment to sustainability and environmental conservation.

FISCAL IMPACT:

No Fiscal Impact to the General Fund.

ATTACHMENTS:

Proclamation Celebrating California Arbor Week, March 7–14, 2025.

CORE COUNCIL PRIORITIES:

Infrastructure and Community Engagement
61 Item H.

A PROCLAMATION

OF THE CITY COUNCIL OF THE CITY OF SONORA

CELEBRATING ARBOR DAY
MARCH 7 THROUGH MARCH 14, 2025
WHEREAS, trees are essential to the character and charm of our communities, providing shade, beauty, and habitat for wildlife; and
WHEREAS, trees play a vital role in improving air quality, conserving water, reducing soil erosion, and mitigating climate change by absorbing carbon dioxide; and WHEREAS, California Arbor Week is celebrated annually from March 7 to 14, in honor of renowned horticulturist Luther Burbank's birthday on March 7, encouraging communities to come together to plant and care for trees; and
WHEREAS, this week-long celebration provides an opportunity for individuals, schools, and organizations to promote tree planting, stewardship, and environmental awareness; and WHEREAS, by participating in California Arbor Week, we contribute to the health and wellbeing of current and future generations, fostering a sustainable and vibrant environment; and NOW, THEREFORE, be it resolved that we, the City Council of the City of Sonora, do hereby proclaim March 7–14, 2025, as California Arbor Week in the City of Sonora, and encourage all citizens to observe this week by participating in environmentally concious tree-planting activities and educational programs that promote the benefits of trees in our community.

IN WITNESS WHEREOF, I have hereunto set my hand and caused the Seal of the City to be affixed this 17th day of March of the year two thousand and twenty-five.

Signed ___________ Attest
Ann Segerstrom, Mayor Tracy Skelly, City Clerk
62 Item H.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM:

Melissa Eads, City Administrator
Chris Gorsky, Administrative Services Director
SUBJECT: Approve Resolution No. 03-17-2025-D and Resolution No. 03-17-2025-E Approving the Memorandum of Understanding (MOU) Agreements and Salary Schedules with the Sonora Police Officers’ Association (SPOA), the Sonora Management Employees’ Association (SMEA), and the Sonora Confidential Employees’ Association (SCEA) RECOMMENDATION:

Approve Resolution No. 03-17-2025-D and Resolution No. 03-17-2025-E Approving the Memorandum of Understanding (MOU) agreements and Salary Schedules with the Sonora Police Officers’ Association (SPOA), the Sonora Management Employees’ Association (SMEA), and the Sonora Confidential Employees’ Association (SCEA) and Authorize the City Administrator to Finalize the Memorandums of Understandings.

BACKGROUND:

Competitive compensation is essential for attracting and retaining a skilled workforce and ensuring high-quality service delivery to the community. Historically, the City has faced challenges in recruiting and retaining employees due to wage disparities compared to neighboring jurisdictions. An example of the City’s ongoing recruitment challenges occurred during the hiring process for the Community Development Director, where the below-market salary resulted in a limited pool of applicants. To secure a qualified candidate, the City had to enhance the total compensation package with non-salary benefits, underscoring the difficulty of remaining competitive in the job market without offering market-aligned wages. This recruitment experience highlights the broader challenges the City faces in attracting and retaining top talent amid regional wage disparities.

To address this issue, the City conducted a comprehensive compensation study, which was approved by the City Council in January 2024. This study evaluated current salary and benefit levels across various positions and provided recommendations for a structured internal alignment. Based on the study’s findings, the City Council directed staff to initiate negotiations with the City’s employee associations to develop fair and competitive compensation agreements.

Prior to these MOUs, the City’s internal pay structure was not always equitable across positions, leading to inconsistencies in compensation. The study showed disparities between positions with some positions at market while others were significantly below. This became particularly evident when salary increases were necessary to attract and retain police officers in a competitive job market. As the Police Department struggled to retain 63 Item A.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP employees due to uncompetitive wages, staffing levels reached a critical low, with only 60% of sworn positions filled. This shortage strained operations, impacting the department’s ability to provide essential public safety services and highlighting the urgent need for competitive compensation to attract and retain qualified officers. As police officer salaries were adjusted to remain competitive, it became essential to also adjust management-level compensation to maintain fairness, uphold organizational hierarchy, and ensure appropriate pay differentials between supervisory and subordinate positions.

Based on the study’s findings, the City Council directed staff to initiate negotiations with the City’s employee associations to develop fair and competitive compensation agreements.

Following these negotiations, the resulting five-year Memoranda of Understanding’s (MOU) have been finalized and are now presented for City Council approval. These agreements reflect the negotiated terms designed to enhance employee retention and recruitment while maintaining fiscal responsibility.

To proactively manage the financial impact of these wage increases, staff has established a dedicated Labor Reserve Fund. This reserve ensures the City can sustainably fund the increased wages resulting from these MOUs for the next eight years, providing financial stability, budget predictability, and long-term sustainability. By strategically allocating resources, the City can phase in costs responsibly while continuing to deliver high-quality services without compromising fiscal health.

DISCUSSION:

The negotiated five (5) year MOU’s strikes a balance between ensuring competitive compensation for employees and maintaining the City’s long-term financial sustainability. Several key provisions were incorporated to achieve this balance:
 Competitive Pay Adjustments – Salary structures were adjusted based on the compensation study to align with market rates, ensuring the City remains competitive in attracting and retaining skilled employees.
 Employee Hired Prior to July 1, 2024 – Exiting employees are not affected by any reductions in benefits.  Approved Up to Two Canine Officers – Contingent on available budget, the Chief of Police may appoint up to two (2) sworn employees to the assignment of Canine Officer.  Removal of OPEB (Other Post-Employment Benefits) for Future Employees – To mitigate long-term financial liabilities, the City negotiated the removal of retiree health benefits for new employees while maintaining commitments to current employees.
 Reduction in Sick Leave Cash-Out at Separation – The agreements lower the amount of unused sick leave that can be cashed out upon an employee’s departure, reducing the City's financial exposure. 64 Item A.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP  Caps on Certification and Education Pay – While still incentivizing employee development, the City introduced reasonable caps on certification and education pay to control escalating costs.  Removal of Benefits Clause – A “Me Too” clause that provided the Management Association benefits that are granted to any associations.

These adjustments ensure that the City offers fair and competitive compensation while also implementing costcontrol measures to promote financial responsibility. The negotiated agreements align with the Council’s direction to provide sustainable compensation policies that support both the workforce and the City’s fiscal health.

To support these wage increases, the City Council has established a Labor Reserve Fund. In the Fiscal Year 2024/25 budget, $3,965,000 in unused Measure Y funds were set aside in a Labor Reserve Fund to provide funding for the additional costs of these MOU’s. This will provide the City with an eight (8) year financial cushion, allowing time to strategically plan for future growth and implement measures to increase revenues, ensuring the long-term sustainability of the City. The key benefits of this approach include:
 Financial Stability: Spreading out the cost of wage increases over multiple years reduces the risk of sudden budget shortfalls.
 Predictability: Allows for better long-term financial planning and forecasting.  Employee Retention: Demonstrates a commitment to fair compensation, reducing turnover and associated costs.

Staff has conducted a financial analysis to ensure the feasibility of the reserve fund without negatively impacting other essential services. By incrementally allocating funds, the City can meet its labor obligations without compromising fiscal health.

FISCAL IMPACT:

The fiscal impact to the General Fund is $235,800 in the first year, which has already been accounted for in the FY24/25 budget approved in June 2024. The total cost of the five-year contracts for SPOA, SMEA and SCEA is approximately $2.2 million. Currently staff recommend delaying the usage of the Labor Reserve Fund until next fiscal year. This will allow the Labor Reserve Fund to be extended to as much as ten years and will ensure adequate resources remain available to fund the high-cost capital projects scheduled for years four and five of the Capital Improvement Plan (CIP). Additionally, Staff will propose further allocations to the reserve fund until the City’s CIP ramps up, reinforcing financial stability. In future years, the labor reserve fund will serve as a critical funding source to cover the additional costs associated with these new MOU’s while maintaining the City’s long-term financial health.

ATTACHMENTS:
65 Item A.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP  Resolution 03-17-2025-D
 Exhibit “A” - Sonora Police Officers Association (SPOA) Tentative Agreement  Exhibit “B” - Sonora Management Employees Association (SMEA) Tentative Agreement  Exhibit “C” - Sonora Confidential Employees Association (SCEA) Tentative Agreement CORE COUNCIL PRIORITIES:

Staffing - Salary, Benefits, Training, and Retention
66 Item A.

RESOLUTION No. 03-17-2025-D

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SONORA APPROVING MEMORANDUM OF UNDERSTANDING (MOU) AGREEMENTS WITH THE SONORA POLICE OFFICERS’ ASSOCIATION (SPOA), THE SONORA MANAGEMENT EMPLOYEES’ ASSOCIATION (SMEA), AND THE SONORA CONFIDENTIAL EMPLOYEES’ ASSOCIATION (SCEA)
WHEREAS, California Government Code Section 36506 requires the City Council to determine by resolution the compensation of all officers and employees; and WHEREAS, pursuant to the City Council’s direction, the City bargaining team has negotiated in compliance with the Meyers-Milias-Brown Act and all other applicable requirements to reach these Memorandum of Understanding agreements with the SPOA, SMEA, and the SCEA that meets the needs of all parties and covers the period from July 1, 2024, to June 30, 2029; and WHEREAS, the Memorandum of Understanding agreements have been recommended for approval by the City Administrator; and
NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Sonora does hereby approve the Memorandum of Understanding agreements between the City of Sonora and the SPOA, SMEA, and the SCEA for the period between July 1, 2024, and June 30, 2029, and attached hereto as Exhibit A, B, C.

PASSED, APPROVED, AND ADOPTED as a Resolution by the Sonora City Council at a meeting held by the City Council on the 17
th day of March 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

Ann Segerstrom, Mayor
ATTEST:

Tracy Skelly, City Clerk, City of Sonora
67 Item A.

RESOLUTION No. 03-17-2025-E

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SONORA APPROVING THE SALARY

SCHEDULES FOR THE SONORA MANANGEMENT EMPLOYEES ASSOCIATION (SMEA) AND THE SONORA CONFIDENTIAL EMPLOYEES ASSOCIATION (SCEA) EFFECTIVE November 11, 2024.

WHEREAS, the City Council has a goal to ensure a high performing organization and the City’s employees are a primary driver of that goal; and
WHEREAS, the City Council directed staff to complete a compensation study to determine market wages for the City of Sonora.

WHEREAS, the completed City of Sonora Compensation Study Report was approved by Council in January 2024 and the results were used to inform during the negotiations that followed.

WHEREAS, the salary schedules are based on the compensation study and were agreed to by the City and the employee associations.

WHEREAS, Section 570.5 of California Code of Regulations, Title 2 requires formal Council approval and adoption of salary and compensation plans; and NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Sonora does hereby approve Resolution No.03-17-25-E, hereby adopts the salary schedules for the Sonora Management Employees Association and the Sonora Confidential Employees Association effective November 11, 2024.

PASSED, APPROVED AND ADOPTED as a Resolution by the Sonora City Council at a meeting held by the City Council on the 17
th day of March 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:

68 Item A.

Signed and approved on: _______________
___________________________________
Ann Segerstrom, Mayor, City of Sonora
ATTEST:

Tracy Skelly, City Clerk, City of Sonora
RESOLUTION 03-17-2025-E
69 Item A.

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– 2024- 2029

MEMORANDUM OF

UNDERSTANDING

FOR THE SONORA
POLICE
• OFFFICERS'

ASSOCIATION (SPOA)
(July 1, 2024 - June 30, 2029)
70 Item A.

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Table of Contents
ARTICLE 1. PREAMBLE ................................................................................................ 7 Section 1.1: Purpose. .................................................................................................. 7 ARTICLE 2. RECOGNITION .......................................................................................... 7 ARTICLE 3. MANAGEMENT RIGHTS............................................................................ 8 ARTICLE 4. SALARY PLAN ........................................................................................... 8 Section 4.1: Pay Scale/Salary Schedule. .................................................................... 8 Section 4.2: Biweekly Pay. .......................................................................................... 9 Section 4.3: Salary of New Employees. ...................................................................... 9 Section 4.4: Increase Within Range. ........................................................................... 9

4.4.1......................................................................................................................... 9

4.4.2......................................................................................................................... 9

4.4.3....................................................................................................................... 10

4.4.4....................................................................................................................... 10

4.4.5....................................................................................................................... 10 ARTICLE 5. LONGEVITY PAY ..................................................................................... 11 ARTICLE 6. SPECIAL ASSIGNMENTS........................................................................ 11 Section 6.1: Chief of Police Discretion ...................................................................... 11 Section 6.2: Special Assignment Pay........................................................................ 11 Section 6.3: Special Assignment Positions ............................................................... 11

6.3.1. Investigations............................................................................................... 11

6.3.2. Traffic Officer ............................................................................................... 12

6.3.3. Computer Network Manager........................................................................ 12

6.3.4. Field Training Officer (Sworn)...................................................................... 13

6.3.5. Communications Training Officer................................................................. 13

6.3.6. Canine Officer.............................................................................................. 14 ARTICLE 7. HOURS OF WORK AND OVERTIME....................................................... 14 Section 7.1: Hours of Work. ...................................................................................... 14 Section 7.2: Schedules.............................................................................................. 15 Section 7.3: Shifts. .................................................................................................... 15 Section 7.4: Employees Subject to Shift Change. ..................................................... 15 Section 7.5: FTO Accommodation of Trainee’s Schedule. ........................................ 15 Section 7.6: Shift Selection by Seniority.................................................................... 15 71 Item A.

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– 2024- 2029

7.6.1. Shift Selection Process for the Patrol Division ............................................. 16

7.6.2. Shift Selection Process for the Dispatch/Records Division .......................... 16

7.6.3. Shift Selection During Staffing Shortages .................................................... 16 Section 7.7: Meal and Rest Periods. ......................................................................... 16 Section 7.8: Overtime................................................................................................ 16

7.8.1. Overtime Rate.............................................................................................. 16

7.8.2. Unapproved Overtime Prohibited................................................................. 17

7.8.3. Mandatory Overtime .................................................................................... 17 Section 7.9: Compensatory Time Off. ....................................................................... 17 ARTICLE 8. CALL OUT, ON-CALL, COURT TIME, AND OUT OF CLASSIFICATION WORK........................................................................................................................... 17 Section 8.1: Call Out/Call Back. ................................................................................ 17

8.1.1....................................................................................................................... 17

8.1.2....................................................................................................................... 18

8.1.3....................................................................................................................... 18 Section 8.2: On-Call Pay. .......................................................................................... 18 Section 8.3: Court Time Compensation..................................................................... 18 Section 8.4: Out of Classification Work. .................................................................... 19

8.4.1....................................................................................................................... 19

8.4.2....................................................................................................................... 19

8.4.3....................................................................................................................... 20 ARTICLE 9. INSURANCE COVERAGE ....................................................................... 20 Section 9.1: Current Employees................................................................................ 20 Section 9.2: New Hires.............................................................................................. 20 Section 9.3: Termination of Benefits.......................................................................... 20 Section 9.4: Medical Insurance. ................................................................................ 20

9.4.1....................................................................................................................... 20

9.4.2....................................................................................................................... 21

9.4.3....................................................................................................................... 21

9.4.4....................................................................................................................... 21 Section 9.5: Vision Program...................................................................................... 22 Section 9.6: Dental Program ..................................................................................... 22 Section 9.7: Life Insurance........................................................................................ 22 72 Item A.

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Section 9.8: Long Term Disability.............................................................................. 22

9.8.1. Non-sworn personnel................................................................................... 22

9.8.2. Sworn personnel.......................................................................................... 22 Section 9.9: Hepatitis B Vaccine. .............................................................................. 23 ARTICLE 10. CERTIFICATE AND EDUCATION INCENTIVES ................................... 23 Section 10.1: P.O.S.T. Certificates............................................................................ 23 Section 10.2: Degree Incentive Pay. ......................................................................... 24 Section 10.3: Limitations on Education and Certificate Incentive Pay. ...................... 25 Section 10.4: PERS/Taxable..................................................................................... 25 Section 10.5: Tuition Reimbursement. ...................................................................... 25 ARTICLE 11. SICK LEAVE........................................................................................... 26 Section 11.1: Sick Leave Accumulation. ................................................................... 26 Section 11.2: Rate of Pay.......................................................................................... 26 Section 11.3: Sick Leave Use.................................................................................... 26 Section 11.4: Sick Leave Cash-Out........................................................................... 26 Section 11.5: Conversion of Unused Sick Time to Vacation. .................................... 26 Section 11.6: Probationary Employees/ Sick Leave. ................................................. 27 Section 11.7: Sick Leave Donation............................................................................ 27 ARTICLE 12. APPROVED LEAVES............................................................................. 27 Section 12.1: Bereavement Leave. ........................................................................... 27 Section 12.2: Medical Leave. .................................................................................... 28 Section 12.3: Jury Duty Leave................................................................................... 28 Section 12.4: Approved Extended Leaves of Absence.............................................. 29 Section 12.5: Leave for Training................................................................................ 29 Section 12.6: Workers’ Compensation. ..................................................................... 29 ARTICLE 13. HOLIDAY IN LIEU TIME......................................................................... 29 Section 13.1: Holiday In Lieu Accrual........................................................................ 29 Section 13.2: Holiday Time Use. ............................................................................... 30 Section 13.3: Holiday in Lieu Cash-Out..................................................................... 30 ARTICLE 14. VACATION ............................................................................................. 30 Section 14.1: Annual Vacation Scheduling................................................................ 30 Section 14.2: Maximum Vacation Accrual. ................................................................ 31 Section 14.3: Vacation Accrual Rates. ...................................................................... 31 73 Item A.

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Section 14.4: No Vacation Accrual During Leave of Absence................................... 31 Section 14.5: Vacation Use. ...................................................................................... 31 Section 14.6: Appeal of Denied Vacation Request.................................................... 32 ARTICLE 15. RETIREMENT ........................................................................................ 32 ARTICLE 16. ALLOWANCES....................................................................................... 32 Section 16.1: Uniform Allowance............................................................................... 32

16.1.1..................................................................................................................... 32

16.1.2..................................................................................................................... 32

16.1.3..................................................................................................................... 32

16.1.4..................................................................................................................... 32 Section 16.2: Lateral Relocation Allowance. ............................................................. 32 ARTICLE 17. BILINGUAL PAY..................................................................................... 33 ARTICLE 18. GRIEVANCE PROCEDURE................................................................... 33 Section 18.1: Purpose. .............................................................................................. 33 Section 18.2: Definition of Grievance. ....................................................................... 33 Section 18.3: Conduct of Grievances. ....................................................................... 34 Section 18.4: Grievance Procedure........................................................................... 35 ARTICLE 19. REPRESENTATIVE RELEASE TIME AND ASSOCIATION MEETINGS36 Section 19.1: Representative Release Time for Meetings......................................... 36 Section 19.2: Association Use of City Equipment...................................................... 36 Section 19.3: Employees’ Attendance at Association Meetings. ............................... 36 Section 19.4: Notification Upon Change of Representative....................................... 37 ARTICLE 20. DUES DEDUCTION................................................................................ 37 Section 20.1: Payroll Deduction. ............................................................................... 37 Section 20.2: Changes to Deductions. ...................................................................... 37 Section 20.3: Hold Harmless..................................................................................... 37 ARTICLE 21. APPOINTMENTS TO VACANCIES........................................................ 37 Section 21.1: Original Appointments. ........................................................................ 37 Section 21.2: No Discrimination. ............................................................................... 38 Section 21.3: Information Subject to Investigation..................................................... 38 Section 21.4: Employee Application Encouraged...................................................... 38 Section 21.5: Notice to Employees of Vacancies. ..................................................... 38 Section 21.6: Employees Given First Consideration. ................................................ 38 74 Item A.

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Section 21.7: Physical Examination Required Before Appointment. ......................... 39 ARTICLE 22. PROBATIONARY PERIODS .................................................................. 39 Section 22.1: Probationary Period for New Sworn Personnel. .................................. 39 Section 22.2: Probationary Period for Sworn Lateral Hires. ...................................... 39 Section 22.3: Probationary Period for Non-Sworn Personnel.................................... 39 Section 22.4: Probationary Employees At-Will. ......................................................... 39 Section 22.5: Extension of Probation. ....................................................................... 39 ARTICLE 23. LAYOFF.................................................................................................. 39 ARTICLE 24. SENIORITY ............................................................................................ 40 ARTICLE 25. POBR...................................................................................................... 40 ARTICLE 26. PERSONNEL RULES AND REGULATIONS.......................................... 40 Section 26.1: Applicability. ........................................................................................ 40 Section 26.2: Revision............................................................................................... 40 ARTICLE 27. NO WORK ACTIONS ............................................................................. 41 ARTICLE 28. CLASS AND COMPENSATION STUDY ................................................ 41 ARTICLE 29. FULL AGREEMENT ............................................................................... 41 ARTICLE 30. SAVINGS CLAUSE................................................................................. 42 ARTICLE 31. RE-OPENER .......................................................................................... 42 Section 31.1: Reopener in 3rd Year. ......................................................................... 42 Section 31.2: Reopener/Tuolumne Negotiations....................................................... 42 Section 31.3: Revision to Personnel Rules and Regulations..................................... 42 Section 31.4: Reopener Rules. ................................................................................. 42 ARTICLE 32. TERM OF AGREEMENT ........................................................................ 43 ARTICLE 33. FULL AGREEMENT ............................................................................... 43 75 Item A.

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SONORA POLICE OFFICERS' ASSOCIATION MOU
ARTICLE 1. PREAMBLE
Section 1.1: Purpose. The purpose of this Memorandum of Understanding (hereinafter “Agreement” or MOU”) 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.

The City of Sonora (hereinafter “City”) and the Sonora Police Officers Association (hereinafter “SPOA” or “Association”) (City and SPOA referred to collectively as “Parties”) 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 important.

The Agreement is entered into pursuant to the Meyers-Milias-Brown Act, as amended, and has been jointly prepared by the parties. Nothing in this Agreement shall invalidate nor be substituted for any provision in City Resolution No. 3-21-83-D, the City's Administrative Policies, or the City's Personnel Rules & Regulations, as amended from time to time, unless done so explicitly herein. The definitions contained in Resolution No. 03-21-83-D and the City’s Personnel Rules and Regulations shall apply unless expressly modified herein.

ARTICLE 2. RECOGNITION
Pursuant to Government Code Section 3500 et seq., and City Resolution No. 3- 21-83- D, the City recognizes SPOA as the exclusive bargaining representative for all regular full-time employees in the job classifications set forth below, with respect to their compensation, hours, and other terms and conditions of employment:

Police Officer
Police Corporal
Police Sergeant
Police Records Technician
Dispatcher-Records Specialist Trainee
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Dispatcher-Records Specialist I/II
Community Service Officer
Persons within the represented classifications covered by this Agreement are hereinafter referred to as “employee(s)”, “regular employees,” or “SPOA employee(s)”.

Part time, volunteer, reserve, and temporary employees are explicitly excluded from this Agreement, even if working in the above classifications.

ARTICLE 3. MANAGEMENT RIGHTS
Provisions shown within City of Sonora Resolution No. 3-21-83-D and the Personnel Rules and Regulations, as amended from time to time, are expressly incorporated herein and shall apply unless expressly modified herein.

All rights, powers, functions, responsibilities, and the authority of the City of Sonora, except those expressly abridged, deleted, delegated, granted, or modified by this Agreement shall remain vested with the City, including its exclusive right to operate, administer, and manage its public services and its workforce performing those services.

The City agrees, to the extent required by Government Code Sections 3500, et seq., to meet and confer, upon request, with unit representatives concerning modifying or changing wages, hours and working conditions, provided that the City's duty to meet and confer hereunder shall require it to delay implementation of such modifications or changes for no more than thirty (30) calendar days from the date it notifies Association in writing of its proposed action (measured from date of mailing by certified mail). The Association shall have the right to grieve any violation of this Agreement by the City of Sonora.

ARTICLE 4. SALARY PLAN
Section 4.1: Pay Scale/Salary Schedule. Employees’ salaries are to be determined by the Pay Scale (or Salary Schedule) attached hereto as Exhibit “A” and incorporated herein. Employees regularly assigned to a position in a classification shall be paid a salary within the range established for that position's classification. 77 Item A.

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SPOA acknowledges the final 2.5% COLA under the prior Agreement is cancelled/replaced by this new Agreement and the attached Salary Scheduled (Attachment “A”) represents employee’s entire base compensation for the term of this Agreement.

Section 4.2: Biweekly Pay. Employees’ regular and other compensation shall normally be paid on a biweekly basis via direct deposit pursuant to the designated pay schedule.

Section 4.3: Salary of New Employees. The first step of the Pay Scale/Salary Schedule (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.

Section 4.4: Increase Within Range.

4.4.1. Every regular employee who is employed in a classification for which there is a base salary range shall have an anniversary date (the date of appointment to the employee’s current classification). All salary adjustments, except certificate, education pay, and longevity pay, are normally made effective upon the anniversary date or at any time thereafter at the discretion of the City Administrator. The date of eligibility for subsequent salary adjustments, excluding certificate, education, and 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 (the date an employee has completed the probationary period and occupies a regular position, 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.).

4.4.2. Salary range step advancement shall be administered as follows:
a. The second step (B) increase may be conferred upon employees when they achieve regular status at the end of their probation/orientation period of eighteen (18) or twelve (12) months, as applicable. When an employee successfully completes probation and the step increase has been approved by the Chief of Police and the City Administrator, the employee may receive their step increase retroactive to their one78 Item A.

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year anniversary date (that date being the beginning date of full-time employment in the employee's current position). When an employee’s probation has been extended, the employee shall be eligible for a step B increase from the date the employee successfully completed probation upon approval by the Chief of Police and City Administrator. b. The third step (C), fourth step (D), and fifth step (E) are merit advancement and are conferred at the discretion of the City Administrator upon the recommendation of the Chief of Police at each respective anniversary date of the employee. c. The City confers the sixth step (F) based upon merit and employee participation in community events, such as National Night Out and Coffee with a Cop, as requested.

The Chief of Police shall make a good faith effort to request employee participation in community events while employees are on duty (but not to interfere with performance of regular duties) as much as possible.

Employees shall be eligible for advancement to their next step on their anniversary date. The Chief of Police, who may confer with the eligible employee’s supervisor, may recommend a step increase for an eligible employee to the City Administrator, who may approve the step increase at their discretion.

4.4.3. In any case, where, due to unusual circumstances, rigid adherence to the foregoing principles related to salary adjustments would cause a manifest injustice, the City Administrator may make such order relating thereto as, in their discretion, is proper.

4.4.4. No advance in pay pursuant to steps B through F shall be automatic upon completion of any period of service outlined herein above. All increases shall be made 1) on the basis of achievement as established by the employee's work performance; 2) upon documentation by evaluation; and 3) upon review and approval of the City Administrator. An increase in pay shall be withheld in cases of inferior work, lack of application, or indifferent attitude.

4.4.5. Employees who do not qualify for a step increase on their anniversary date may be re-evaluated at a later date, at their supervisor's discretion, to determine if salary adjustment is warranted prior to any subsequent anniversary date. Any salary adjustment made pursuant to this section (4.4.5) shall not be retroactive but shall 79 Item A.

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become effective upon the date the employee signs their re-evaluation. Said salary adjustment will not change the employee’s anniversary date.

ARTICLE 5. LONGEVITY PAY
Employees shall receive a longevity benefit after the completion of ten (10) years of continuous service (from the service date) with the City, and after each five (5) years of continuous service thereafter. Such benefit shall be for two and one-half percent (2.5%) of the current salary for the first ten (10) years of continuous service and 2.5% for each five-year increment thereafter. 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.

ARTICLE 6. SPECIAL ASSIGNMENTS
Section 6.1: Chief of Police Discretion. Employees may be assigned to a specific task, position, or assignment outside the normal routine patrol functions based upon the needs of the Department and contingent upon budget. The Chief of Police, at their sole discretion, may assign employees to these positions and remove them at any time.

Any assignment, lack of assignment, or removal to/from these special assignments shall not be subject to any grievance procedure. The Chief of Police shall make assignments in writing, including the commencement and expiration of any assignment pay, to the affected employee and Human Resources.

Section 6.2: Special Assignment Pay. Employees formally assigned to one of the following special assignments in writing shall receive 5.0% additional pay for the duration of their assignment to the position, subject to the provisions applicable to each assignment below, as determined by the Chief of Police.

Section 6.3: Special Assignment Positions. Subject to Section 6.1 and 6.2, the Special Assignments are as follows:

6.3.1. Investigations.

The Chief may appoint one (1) Investigator. Applicants for the Investigations assignment must have a minimum of two (2) years patrol experience with Sonora Police 80 Item A.

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Department. Candidates must submit their applications to the Chief of Police, who shall determine staffing for the Investigations assignment. Employees who have never held the assignment will be given priority consideration over employees who have previously held the position. Any employee appointed to the Investigations assignment must be classified as a Police Officer (non-supervisory) for the duration of the assignment.

The Investigations position shall be considered a rotational assignment. An employee may serve a maximum of five (5) consecutive years in the assignment. At the conclusion of five (5) consecutive years in the assignment, the employee must serve a minimum of one (1) year in Patrol before they are eligible to return to the assignment. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate an employee’s assignment to Investigations and the corresponding assignment pay at any time.

6.3.2. Traffic Officer.

Candidates for the Traffic Officer assignment must submit their applications to the Chief of Police, who shall determine Traffic Officer assignments. The Chief of Police must consider an employee's experience, education, certificates and the employee's ability to proficiently perform the additional duties required of the assignment. Any employee appointed to the Traffic Officer assignment must be classified as a Police Officer (nonsupervisory) for the duration of the assignment.

The Traffic Officer position shall be considered a rotational assignment. An employee may serve a maximum of five (5) consecutive years in the assignment. At the conclusion of five (5) consecutive years in the assignment, the employee must serve a minimum of one (1) year in Patrol before they are eligible to return to the assignment. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate an employee’s Traffic Officer assignment and the corresponding assignment pay, at any time.

6.3.3. Computer Network Manager.

The Chief of Police will appoint an employee to the assignment of Computer Network Manager. The selected employee will perform the duties of this assignment in addition to the employee's regularly assigned duties. The Chief of Police must consider an employee's experience, education, certificates and the employee's ability to proficiently 81 Item A.

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perform the additional duties required for the assignment. The assignments are for a one-year period, beginning at the time of assignment, but may be automatically renewed by mutual consent if no other employees express interest in the assignment.

If other employees do express interest, then the Chief of Police will make the assignment based upon the criteria above. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate an employee’s Computer Network Manager assignment and the corresponding assignment pay, at any time.

6.3.4. Field Training Officer (Sworn).

Assignments to sworn Field Training Officer (FTO) positions will be appointed by the Chief of Police. Officers selected for FTO shall perform those duties in addition to their regularly assigned duties. The Chief of Police shall maintain absolute discretion with respect to FTO assignments and their duration. FTOs shall receive FTO assignment pay for the duration of time there is a trainee in the program. FTO pay will cease when the assigned trainee is no longer in the program. The Chief of Police will give the officer two weeks’ notice if he/she decides not to renew or terminate the FTO appointment during the employee’s assignment. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate an FTO assignment and the corresponding assignment pay at any time. An FTO's schedule may be moved to accommodate a trainee's schedule regardless of the FTO's years of service pursuant to Section 7.5.

6.3.5. Communications Training Officer.

Assignments to Communications Training Officer (CTO) positions will be appointed by the Chief of Police. Dispatchers selected for CTO shall perform those duties in addition to their regularly assigned duties. The Chief of Police shall maintain absolute discretion with respect to CTO assignments and their duration. CTOs shall receive CTO assignment pay for the duration of time that there is a trainee in the program. CTO pay will cease when the assigned trainee is no longer in the program. The Chief of Police will give the dispatcher two weeks’ notice if he/she decides not to renew or terminate the CTO appointment during the employee’s assignment. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate an CTO assignment and the corresponding assignment pay at any time. A CTO's schedule may be moved to accommodate a trainee's schedule regardless of the CTO's years of service. 82 Item A.

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6.3.6. Canine Officer.

The Chief of Police may appoint up to two (2) sworn employees to the assignment of Canine Officer. The Chief of Police must consider an employee's experience, education, certificates and the employee's ability to proficiently perform the additional duties required of the assignment. Nothing in this paragraph shall abridge the Chief of Police’s discretion or ability to terminate the Canine Officer assignment(s) and the corresponding assignment pay at any time.

ARTICLE 7. HOURS OF WORK AND OVERTIME
Section 7.1: Hours of Work. Employees’ hours of work are determined by classification, generally as follows:
a. The basic City work week for employees shall consist of forty (40) hours in a seven (7) day work period (Saturday through Friday).
b. Dispatchers and Community Service Officers will generally work four (4) ten (10) hour days as scheduled.
c. Police Records Technicians will generally work a nine (9) day eighty (80) hour schedule (Eight 9-hour days and one 8-hour day).
d. Sworn Officers shall work four (4) ten (10) hour consecutive days followed by three (3) consecutive days off. Patrol officers will generally work a four (4) day, ten (10) hour work schedule. However, in its discretion and based upon business necessity, management may exercise the option to assign a patrol officer(s) to work a six (6) day, twelve (12) hour and one (1) day, eight (8) hour work schedule.

If it does not interfere with business operations and effective service to the community, and subject to staffing levels, SPOA may request that the duty schedule be changed to a six (6) day, twelve (12) hour and one (1) day, eight (8) hour work schedule. SPOA will give notice and meet and confer with the Police Chief, or their designee, to negotiate any Department-wide duty schedule changes. The Police Chief will implement any proposed schedule change only with the City Administrator's approval. 83 Item A.

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Section 7.2: Schedules. The Department shall establish a work schedule that provides appropriate staffing levels that serve the community’s best interest while recognizing the well-being of the employees. The Department shall endeavor to publish each month’s schedule no later than three (3) weeks before the first day of the month.

Employees shall endeavor to submit their planned scheduled vacation requests no later than four (4) weeks before the schedule is created. (Subject to Article 14 [Vacation]).

This clause shall not preclude an employee from requesting time off after the schedule has been made, but the time off will not be guaranteed. Once the schedule is published, officers shall choose their schedule by seniority (as set forth in Article 24). The schedule shall be subject to change to meet the needs of the Department, as determined by the Chief of Police.

Section 7.3: Shifts. There shall be only two shifts - one night, and one day. These two shifts will be identified by the Chief of Police or their designee at the time the shift bid is published.

Employees shall not be assigned to, nor permitted to stay on, either the night shift or the day shift for more than three consecutive years. Day shift is between 0500-1700 hours or otherwise occurs during mostly daytime hours. Night shift is between 1700- 0500 hours or otherwise occurs during mostly nighttime hours.

Section 7.4: Employees Subject to Shift Change. Within the first two years of an employee’s hire date, the Department shall have the discretion to change the employee’s shift assignment for the employee’s development, regardless of seniority, which shall be noted in the shift bid.

Section 7.5: FTO Accommodation of Trainee’s Schedule. An FTO’s schedule may be changed to accommodate a trainee's schedule regardless of the FTO's years of service. Such move will only be temporary as needed and the FTO will be returned to their regular shift as soon as is practicable.

Section 7.6: Shift Selection by Seniority. Except as otherwise provided in this Article, shift selection shall be done strictly by seniority (based on “anniversary date” as set forth in Article 24). Notwithstanding any other provision, the Chief of Police shall retain the discretion to maintain adequate staffing to meet the needs of the community and the Department, as set forth in Section 7.2.
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7.6.1. Shift Selection Process for the Patrol Division. In November of each year, a shift selection schedule shall be published for the Patrol Division, which shall provide for shift selection according to seniority. Shift selections shall be in four (4) month increments as follows: January through April, May through August, and September through December. New shifts shall begin on the first day of a new pay period.

7.6.2. Shift Selection Process for the Dispatch/Records Division. In November of each year, a shift selection schedule shall be published for the Dispatch Records Division, which shall provide for shift selection according to seniority, Shift selections shall be in three (3) month increments, as follows: January through March, April through June, July through September, and October through December. New shifts shall begin on the first day of a new pay period.

7.6.3. Shift Selection During Staffing Shortages. The shift selection processes set forth in this Section may be postponed due to staffing shortages after consultation with the affected employees and upon employees within the specific affected Division voting to postpone shift selection by a majority vote. If a majority of the employees within the affected Division do not vote for postponement, shift selection shall proceed as set forth in Sections 7.6.1. and/or 7.6.2 and vacancies will be filled by employees from the applicable Division on an overtime basis, as needed, in accordance with Section 7.8 (Overtime). Notwithstanding the foregoing, if overtime is burdensome for certain employees, the schedule shall be subject to change to meet the needs of the Department, as determined by the Chief of Police.

Section 7.7: Meal and Rest Periods. Rest periods of fifteen (15) minutes for each half of the employee's workday and lunch periods of forty-five (45) minutes per ten (10) hour shift shall be allowed.

Section 7.8: Overtime.

7.8.1. Overtime Rate. Overtime shall be paid at the rate of one and one-half (1.5) times the employee's regular rate of pay for all hours worked beyond the employee’s regularly assigned shift. In no event shall any employee be compensated more than one and one-half (1.5) times the employee's regular rate of pay, regardless of whether minimum 85 Item A.

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compensation provisions overlap with each other and/or the employee's scheduled shift (e.g., court time, call-back, etc.).

7.8.2. Unapproved Overtime Prohibited. Overtime shall be approved in advance by the Chief of Police or their designee. No unofficial overtime shall be allowed. Under emergency or disaster conditions, as proclaimed by the City Council, the provisions of this Article shall be suspended.

7.8.3. Mandatory Overtime. The Department shall endeavor to schedule mandatory overtime at the earliest possible opportunity, to the extent the shift cannot be filled with voluntary overtime.

Section 7.9: Compensatory Time Off. An employee, at the employee's option, may request, through the Chief of Police, compensatory time off (CTO) in lieu of overtime pay for overtime hours worked. Employees’ use and accrual of CTO shall be at the discretion of the Chief of Police to ensure adequate staffing levels to provide and maintain City services.

No employee may accrue more than one hundred (100) hours of CTO. Employees shall receive overtime pay for all hours worked after they have accumulated one hundred (100) hours of CTO.

ARTICLE 8. CALL OUT, ON-CALL, COURT TIME, AND OUT OF

CLASSIFICATION WORK
Section 8.1: Call Out/Call Back.

8.1.1. If the Department "Calls Out" or "Calls Back" an employee to work at times other than the employee’s normally scheduled work shift, the employee shall be paid for a minimum of three (3) hours of overtime, regardless of the actual amount of time spent working, at time and one-half for each Call Out or Call Back. An employee is deemed Called Out or Called Back if all the following conditions are met:
a. The employee left the work site after the end of their assigned work shift. b. A person authorized to call the employee back to duty has done so. c. The employee reported to duty as ordered.
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When a Call Out or Call Back exceeds three (3) hours of work, then all hours worked during the Call Out or Call Back will be compensated pursuant to the overtime provisions. For example, when an employee is called out and works five (5) hours, the employee will be compensated for five (5) hours of overtime at time and a half.

8.1.2. When a Call Out or Call Back occurrence does not exceed three (3) hours of work and is succeeded by an appearance other than for a regularly scheduled work shift (e.g., Call Out, Call Back, Court, etc.), the three (3) hour minimum shall be paid at time and a half.

8.1.3. When a Call Out or Call Back occurrence does not exceed three (3) hours of work and is succeeded by the beginning of the employee's regularly scheduled work shift, the Call Out or Call Back period, up to the beginning of the work shift, shall be compensated pursuant to the overtime provisions only. When the regularly scheduled work shift begins, the employee will return to regular pay status. For example, when an employee is Called Out or Called Back two (2) hours prior to the beginning of their regularly scheduled work shift, the employee is paid for two (2) hours of overtime at time and a half.

Section 8.2: On-Call Pay. Employees, assigned to "On-Call" status, which requires their responsiveness and ability to quickly return to duty, shall be compensated in the form of two (2) hours of compensatory time off (CTO) at the employee's straight time pay rate for each twenty-four (24) hour On-Call period.

Employees receiving On-Call pay must be available for calls and capable of returning to duty immediately for the duration of their On-Call rotation.

Section 8.3: Court Time Compensation. Employee’s time in court shall be compensated at time and a half for time if such appearance is immediately following a regular work shift (extension of shift), or if such appearance is within one hour of the beginning of the employee’s regular work shift.

A.M. Time: A minimum of four (4) overtime hours shall be recorded for any such appearance prior to 1:00 p.m. for required court and related time at the Police 87 Item A.

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Department immediately prior to or following a court appearance when the appearance occurs outside of the employee’s regularly scheduled work hours.

P.M. Time: A minimum of four (4) overtime hours shall be recorded for any such appearance after 1:00 p.m. for required court and related time at the Police Department immediately prior to or following a court appearance when the appearance occurs outside of the employee’s regularly scheduled work hours.

An employee will be compensated two (2) hours of overtime when the employee has been scheduled for a court appearance that has been cancelled with less than 24 hours' notice.

Section 8.4: Out of Classification Work.

8.4.1. Employees temporarily assigned to work in a higher classification shall receive the first level, or step, in the Salary Plan for the classification or a five percent (5%) increase in current salary, whichever is greater, if said assignment goes beyond one (1) two-week pay period. Said pay will be retroactive to the first day the appointment was made. Such assignments shall only be for cases wherein the incumbent employee is on leave, or the position is vacant pending the completion of the employment process.

Such assignments shall not normally exceed one hundred and twenty (120) calendar days from the day the temporary appointment was made.

8.4.2. The City shall have the option to extend the one hundred and twenty (120) calendar day period of working out of class for an additional sixty (60) calendar days if either of the following two (2) conditions are met: 1) the City has conducted the recruitment process for appointment to a vacancy and decides it is in the best interest of the City to conduct a second recruitment process; or, 2) the incumbent employee is on leave anticipated to expire subsequent to expiration of the aforementioned one hundred and twenty (120) calendar days, but prior to expiration of the aforementioned sixty (60) days. Said option shall be exercised, in writing, not later than the one hundred and twentieth (120th) calendar day after the employee is notified, as outlined above. In the event said option is not exercised, then any employees so temporarily assigned out of class shall cease to be so assigned and shall on the one hundred and twenty-first (121st) calendar day be considered to be returned to their regular assignment. 88 Item A.

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8.4.3. Such assignment will only apply to formal work/job classifications as adopted by the City Council. Such assignments shall only be made by the Chief of Police, with the written approval of the City Administrator.

ARTICLE 9. INSURANCE COVERAGE
Section 9.1: Current Employees. For the term of this MOU, the City agrees to provide medical, dental, vision, life, and long-term disability insurance coverage to current/active employees and their dependents, if any, as indicated by category and subject to the provisions below.

Section 9.2: New Hires. For new hires, medical, dental, vision, life, and long-term disability insurance coverages, as set forth below, become effective on 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.

Section 9.3: Termination of Benefits. All medical, dental, vision, life, and long-term disability insurance will end for terminating employees and their dependents, if any, upon the employees’ date of separation from the City, unless the terminating employee elects COBRA coverage for applicable insurance.

For any regular full-time employee on a leave of absence for more than one month, medical, dental, vision, life, long-term disability insurance, and retirement benefits provided by the City shall cease to be provided upon the expiration of the employee’s sick leave, holiday, vacation accrual, and CTO balances, subject to the 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 from the Employee shall be due monthly in advance. Payment may be prorated, as appropriate.

Section 9.4: Medical Insurance.

9.4.1. For the term of this Agreement, all employees in regular full-time positions shall be eligible to participate in medical insurance programs authorized and paid by the City subject to the following:
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9.4.2. Each employee will contribute twenty percent (20%) to the monthly premium costs of the City-selected medical plan that the employee chooses for employee and employee’s dependents, if any, via bi-weekly payroll deductions.

9.4.3. Employees, whose dependents have coverage elsewhere and elect to discontinue dependent coverage or who currently have no dependent coverage, will receive $150.00 additional taxable compensation per pay period. Employees must provide proof of current medical coverage under another plan. For employees who elect to add a new dependent or re-enroll a previously dropped dependent, 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 1, and the prior pay period ends in February, the employee's last in-lieu pay would be for the pay period ended February 24.

There will be no proration of in-lieu pay. 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.). 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.

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.

Employees who elect to add a new dependent(s) or re-enroll a previously dropped dependent, shall do so under the criteria of the City's current medical plan.

Employees electing to take the cash in lieu of medical insurance will still be eligible to receive dental insurance and the vision care program at no cost for themselves and dependents.

9.4.4. Employee and Dependent Enrollment/reenrollment shall be subject to the following conditions:
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a. For employees who elect to enroll or re-enroll themselves and/or dependents, as applicable, in the City’s plan, the in-lieu pay will end at the conclusion of the pay period preceding re-enrollment. For instance, if an employee enrolls a new dependent in the plan on March 1, and the prior pay period ends in February, the employee's last in-lieu pay would be for the pay period ended February 24.
b. Employees who elect to enroll or re-enroll themselves or their dependents in the City’s plan shall do so under the criteria of the City's current medical plan.

Section 9.5: Vision Program. The City shall provide employees covered by this Agreement and their dependents, with a vision care program at the City's expense and pay 100% of whichever plan it selects.

Section 9.6: Dental Program. The City shall provide employees covered by this Agreement and their dependents with dental coverage up to $1,000.00 per person per calendar year pursuant to the City’s selected plan.

Section 9.7: Life Insurance. During the term hereof, the City shall provide, and pay premiums for, $50,000.00 group life insurance for employees: $25,000.00 spouse and $10,000.00 dependent for non-sworn personnel.

Section 9.8: Long Term Disability. The City will provide for employees’ long-term disability insurance for the term of this Agreement as follows:

9.8.1. Non-sworn personnel. The City agrees to provide and pay for long-term disability insurance for non-sworn personnel within this bargaining unit.

9.8.2. Sworn personnel. SPOA represents to the City that sworn employees will purchase, at their own expense, Long Term Disability, Life, Accidental Death and Dismemberment and Dependent Life Insurance from PORAC through SPOA. SPOA acknowledges enrollment is mandatory for all SPOA sworn members and represents it will enroll all sworn members in PORAC’s insurance. SPOA is responsible for the administration of changes in enrollment, eligibility, premium payment, and benefit management. The City is not responsible for administration of this plan nor is it responsible to SPOA or any member for SPOA failing to enroll any member in PORAC’s plan.
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The City will administer bi-weekly payroll deductions and generate a payment to the SPOA bi-weekly after each payroll deduction is generated. Initial enrollment and any changes in the deduction will be effective at the beginning of a pay period and SPOA must notify the City thirty (30) days in advance of any enrollment or changes.

Section 9.9: Hepatitis B Vaccine. All employees are required to have a Hepatitis B Vaccine, to be paid by the City. If an employee tenders to the City proof of previously having had the vaccine, another vaccine will not be required. Exemptions from this requirement will be given for sincerely held religious or personal convictions. In such case, said employee will sign a written statement verifying their intention or reason why they are not having the Hepatitis B Vaccine.

ARTICLE 10. CERTIFICATE AND EDUCATION INCENTIVES
Section 10.1: P.O.S.T. Certificates. Subject to the limitations set forth herein and in Section 10.3, employees shall receive a two and one-half percent (2.5%) increase in their base salary for possession of any of the following valid P.O.S.T. Certificates:
a. Basic P.O.S.T. (Only for Police Officers whose first date of paid service within the SPOA Unit was prior to July 1, 2013. Certificate eliminated for all Police Officers whose first date of employment was on or after July 1, 2013). b. Intermediate P.O.S.T. Certificate (sworn)
c. Dispatcher Intermediate P.O.S.T. Certificate (non-sworn) d. Dispatcher Advanced P.O.S.T. Certificate (non-sworn) (Dispatcher-Records Specialists are not eligible for POST Dispatcher Basic Certificate pay regardless of their first date of employment with the SPOA unit.) Sworn employees shall receive a five percent (5%) increase in their base salary for possession of an Advanced P.O.S.T. Certificate, which is not cumulative with other Certificates and subject to the limitations set forth in Section 10.3. 92 Item A.

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All employees who are working in a supervisory position shall receive an additional two and one-half (2.5%) increase in their base salary for possession of a Supervisory P.O.S.T. Certificate, subject to the limitations set forth in Section 10.3. The increase shall be automatic upon the Chief of Police’s verification and their submission of the appropriate documentation to the City Administrator.

Section 10.2: Degree Incentive Pay. Subject to the limitations set forth in Section 10.3, employees shall receive an increase to the employee's base salary for completion of education from an institution accredited by the U.S. Department of Education as follows:
a. Associate’s Degree (or equivalent)1- 2.5% increase
b. Bachelor's Degree - 5.0% increase
c. Master's Degree - 7.5% increase
All employees shall only be compensated for the highest degree obtained; 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%. 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.

The Chief of Police shall submit the appropriate documentation to the City Administrator, in the form of a copy of the original degree or a letter from the college granting said degree. The City Administrator or their designee retains discretion as to whether the degree, or the educational institution conferring the degree, is valid for the purpose of the incentive pay described herein. The City Administrator or their designee may require the employee to provide additional or clarifying information. The City Administrator or designee shall not unreasonably withhold degree incentive pay.

1 Equivalency requires that an employee must submit their accredited college and/or University transcripts to an accredited community college or university Advisor or Counselor. If the Advisor/Counselor determines the units are equivalent to a Community College associates degree, written substantiation from the Advisor/Counselor, along with a copy of transcripts, may be submitted to the Chief of Police, who will then forward them to the City Administrator. Upon receipt, the City Administrator, subject to verification, will authorize the associated degree education incentive pay to be effective the subsequent pay period from their receipt. 93 Item A.

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Section 10.3: Limitations on Education and Certificate Incentive Pay. Employees may receive a maximum of 20% of base salary for all certificates, degrees and other education incentives combined. SPOA acknowledges this cap is subject to further reductions subject to pending negotiations between Tuolumne County and the Tuolumne County Deputy Sheriffs’ Association. For employees hired after the execution of this agreement, certificates and degrees required for the employee’s position pursuant to the applicable job description shall not be eligible for incentive pay for those certificates and/or degrees.

Section 10.4: PERS/Taxable. In accordance with the law, the education incentive shall be included in the Employee's base pay and is considered reportable salary to PERS and taxable pursuant to state law.

Section 10.5: Tuition Reimbursement. Once an employee has successfully completed a course (or obtained a certificate) approved in advance by the Chief of Police in writing, the City will reimburse the employee up to a maximum of 50 percent (50%) of the fees and costs incurred by the employee in obtaining the certificate, such as the cost for tuition and books and registration expenses. Travel time, time in class, gas, parking fees, mileage, and meal costs are explicitly not subject to City reimbursement.

The employee is responsible for obtaining the Chief of Police’s express written authorization for the specific certificate/course proposed by the employee and for obtaining the Chief’s determination as to which fees/costs are subject to partial reimbursement from the City, and to what degree, before making any expenditures. The employee is responsible for the remaining percentage (minimally 50%) of the fees/costs, as determined by the Chief in advance, and is responsible for one hundred percent (100%) of the non-reimbursable expenses. The employee must submit proof of all reimbursable costs/fees and proof of course or certificate completion.

The Chief of Police, in their sole discretion, determines the merit of the courses/certificates proposed by the employee and the percentage of fees/costs subject to reimbursement upon the employee’s successful completion. Costs/expenses incurred by an employee for courses they did not complete are not reimbursable, regardless of type.
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ARTICLE 11. SICK LEAVE
Section 11.1: Sick Leave Accumulation. Employees shall accumulate sick leave at the rate of one (1) day per month, eight (8.0) hours per calendar month. (8.0 x 12 =

96.0/ 26 pay periods = 3.70 hours per pay period). An employee may accumulate Sick Leave without limitation. However, employees may accumulate a maximum of four hundred and eighty (480.0) hours of compensable Sick Leave (240 hours at full-salary and 240 hours at half-salary) for the purpose of service retirement, as set forth below.

Section 11.2: Rate of Pay. The rate of pay for Sick Leave shall be based upon the Employee’s current rate of pay.

Section 11.3: Sick Leave Use. Employees may use their accumulated Sick Leave for paid time off work due to illness or injury. Employees may be granted leave with pay, or leave without pay, when the absence is required because of illness or injury of a member of the immediate family subject to the following:
a. Employees shall use Sick Leave on an hour-for-hour basis. For example, an employee assigned to a ten (10) hour shift shall utilize ten (10) hours of Sick Leave accrual in order to take one shift off, whereas an employee assigned to an eight (8) hour shift shall utilize eight (8) hours of Sick Leave accrual in order to take one shift off. b. If an employee uses Sick Leave to account for less than a full shift, the Sick Leave must be rounded up to the nearest fifteen (15) minute increment (e.g. if an employee is absent for twenty 20 minutes, they shall record thirty (30) minutes of Sick Leave.

Section 11.4: Sick Leave Cash-Out. Employees with ten (10) years of continuous, fulltime, permanent employment with the City are eligible to cash out a maximum of two hundred and forty (240) accumulated Sick Leave hours at their full-salary rate and an additional two hundred and forty (240) hours of accumulated Sick Leave hours at one half (1/2) their full salary rate upon their termination from City service, including service retirement.

Section 11.5: Conversion of Unused Sick Time to Vacation. At the end of each Fiscal Year, each employee shall have the option of accumulating unused Sick Leave or, in the alternative, employees may convert all unused sick leave from the previous Fiscal Year to additional Vacation Time pursuant to the following provisions: In the event 95 Item A.

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of a conversion from Sick Leave to Vacation Leave, not less than one hundred percent (100%) of an employee’s unused Sick Leave for the previous fiscal year can be traded. a. If Sick Leave is converted to Vacation time, it shall be converted at the rate of (2) days of Sick Leave for one (1) day of Vacation Leave or the equivalent. b. The maximum amount of Vacation accumulation permitted by years of service, as set forth below, shall not be exceeded by operation of any Sick Leave conversion:
employees who have reached their maximum accrual may not exceed it through trade.

Section 11.6: Probationary Employees/ Sick Leave. Probationary status employees may take sick leave as earned and may be given advance sick leave of up to two (2) weeks upon the City Administrator's written approval for emergency situations.

Section 11.7: Sick Leave Donation. An employee may donate up to 16.0 hours of sick leave per year to another SPOA employee under the following conditions:
a. The recipient employee must have exhausted all their leave balances. b. Donating employees retain a minimum Sick Leave accrual balance of 80.0 hours.

If an employee has less than 80.0 hours of Sick Leave accrual, that employee will not be eligible to donate.
c. The recipient employee cannot exceed a maximum of five hundred and thirty (530.0) hours annually (3 months) from the date the request was made. d. It is the SPOA’s responsibility to ensure that all donors remain confidential.

ARTICLE 12. APPROVED LEAVES
Section 12.1: Bereavement Leave. In the event of a death in the employee's immediate family, as defined by the City's Personnel Rules & Regulations, or of other close relatives as defined by law. The City may grant an employee a leave of absence in accordance with the law, and with pay up to thirty (30) hours per occurrence. Time not worked because of such paid bereavement leave shall not adversely affect the accrual of regularly assigned leave (e.g., vacation, sick leave, holiday pay, etc.) 96 Item A.

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Section 12.2: Medical Leave. Employees may be granted a leave of absence from work due to an immediate family member’s illness or injury and when the employee's presence is necessary for the care of that ill/injured immediate family member or for their own illness or injury, subject to the applicable provisions of State and federal law, Section 14.4, and the following:
a. Employees shall first utilize their Sick Leave balances to account for the leave.

Employees may use a maximum equal to the current year’s accrual for the purpose of family sick leave.
b. All leaves of absence must be approved by the City Administrator in writing. The Chief of Police or City Administrator may require a written statement from an attending physician or dentist stating the employee able to resume their duties. The City may prescribe forms to be used for said statement. Said forms shall be completed by the physician or dentist certifying the employee may resume their duties without restriction prior to the employee being allowed to return to work.

Employees may also be granted a leave of absence with pay, or leave of absence without pay, when the absence is required because of illness or injury of the employee, and the employee is unable to request said leave of absence. All leaves of absence must be approved in writing by the City Administrator.

Section 12.3: Jury Duty Leave. Each probationary or permanent full-time employee required to report for jury duty shall be granted leave of absence upon presentation of the notice to appear for jury duty to the Chief of Police. Employees shall make every effort to give advance notice of jury duty to the Chief of Police. The employee must also provide evidence establishing they were performing jury duty for any time missed from work due to such duty. The Chief of Police shall make the appropriate notifications to City Administration.

The employee shall receive their full regular pay for the time served on a jury that falls within their regular assigned shift. Additionally, any fees the employee received from the court for such duty, including compensation, mileage, and subsistence allowances will be retained by the employee.
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Section 12.4: Approved Extended Leaves of Absence. A Leave of absence is a privilege that may be granted to regular, full-time employees in good standing wishing to leave City service for a limited period not to exceed ninety (90) days or, in special circumstances, up to one (1) year. Employees must submit a request for a leave of absence in writing to the City Administrator, who shall confer with the Chief of Police.

All leaves of absence and their duration must be approved in writing by the City Administrator.

In the event an employee leaves City service for a significant period, the Chief of Police may require the employee to attend refresher training, including a period of supervision by an FTO/CTO.

In the event the employee does not return to work after the approved leave period has expired, they shall be considered to have resigned from City employment. If the employee seeks re-employment with the City thereafter, and is re-employed, the employee will be considered a new employee, who must go through the complete inprocessing procedure.

Section 12.5: Leave for Training. Employees attending Department-assigned training shall be compensated as though the employee was working a normal workday, workweek, or pay period.

Section 12.6: Workers’ Compensation. Employees’ workers’ compensation benefits shall be pursuant to applicable State law.

ARTICLE 13. HOLIDAY IN LIEU TIME
Section 13.1: Holiday In Lieu Accrual. Actual Holidays will not be recognized:
employees may use their accrued Holiday-in-Lieu hours to take time off on the date a holiday falls or at another time during the year. Employees are allowed a maximum accrual of one hundred twelve (112.0) hours (fourteen (14) holidays) of Holiday in Lieu time per year, which is accrued at the rate of 4.31 hours of Holiday-In-Lieu time per pay period. A day of mourning declared by the President of the United States or the California Governor shall be recognized and treated as a holiday and such time will be added to employees’ accrual.
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Section 13.2: Holiday Time Use. Employees’ use of accrued Holiday time shall be in accordance with the following:
a. Employees must use their Holiday in Lieu time off within the fiscal year (July 1 through June 30) it is earned. Management shall make every effort to schedule Holiday in Lieu time off in accordance with employee’s schedules, the Department’s operational needs, and with due regard to the employee's time-off request. b. Holiday in Lieu hours shall be used on an hour-for-hour basis. For example, an employee assigned to a ten (10) hour shift shall utilize ten (10) hours of Holiday in Lieu accrual to take a shift off, whereas an employee assigned to an eight (8) hour shift shall utilize eight (8) hours of Holiday in Lieu accrual in order to take a shift off.

Section 13.3: Holiday in Lieu Cash-Out. Employees are expected to use their accrued Holiday in Lieu hours within the fiscal year they are earned (July 1 through June 20).

However, if at the end of the fiscal year, an employee has accrued Holiday in Lieu hours in excess of one-hundred and twelve (112) hours, any hours in excess of one-hundred and twelve (112) will be paid out at the employee’s regular rate of pay on the first full pay period in July. Unlimited Holiday accrual is not permitted.

ARTICLE 14. VACATION
Section 14.1: Annual Vacation Scheduling.

Full-time employees in the Patrol Division and/or the Dispatch/Records Division shall be entitled to submit annual vacation requests in November of each year. Employees may request up to two (2) consecutive weeks of vacation or eighty (80) intermittent vacation hours off for the upcoming year. Requests shall be accommodated based on seniority (“anniversary date”). Vacation periods granted to employees pursuant to this section shall take precedence over vacation requests made pursuant to Section 7.2.

The Chief of Police (or designee) will develop and publish an annual vacation schedule based on employees’ seniority-based requests in November. Employees shall be notified of the schedule before it is published. Said schedule may be changed by an employee or the City to meet appropriate levels of staffing or when it is in the best interest of the City.
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Section 14.2: Maximum Vacation Accrual. Beginning upon employment, full-time, permanent employees continually earn vacation time, which they accumulate from year-to-year until they have banked twice their annual accrual rate, as set forth below.

No employee shall accrue vacation time beyond two (2) years’ accruals. Once an employee has accumulated twice their annual vacation accrual rate, the employee shall not accrue more vacation time until they use vacation time so that their banked hours fall below their maximum accumulation. For example, an employee with three (3) years of service may accumulate/bank a maximum of one hundred and sixty (160) hours of vacation time. Upon reaching 160 hours, the employee will not accrue more vacation time until they use vacation time and fall below the 160-hour threshold. Any exception to the maximum vacation accrual level set forth herein must be approved by the City Administrator.

Section 14.3: Vacation Accrual Rates. Employees accrue vacation time at the rates set forth below are based upon their total years of law enforcement service. Previous service with a public law enforcement agency as a dispatcher or a sworn peace officer (as defined by Penal Code Sections 830 et seq.) may be credited as “law enforcement service” for purposes of years of service/vacation accrual at the discretion of the City Administrator and subject to verification. The annual vacation earned by employees is as follows:

Vacation Accrual Based on Years of Service
0-3 years of service: 80 hours (3.08 hours per pay period) 4-9 years of service: 120 hours (4.62 hours per pay period) 10+ years of service: 160 hours (6.16 hours per pay period) Section 14.4: No Vacation Accrual During Leave of Absence. Any employee on official leave of absence without pay shall not earn nor accumulate vacation leave. If a break in service occurs, and an employee returns to their position, said employee will accumulate vacation as a new employee, unless otherwise required by law.

Section 14.5: Vacation Use. Vacation time may be used by employees after they have completed six (6) months of continuous service. Vacation time shall be used on an hourfor-hour basis. For example, an employee assigned to a ten (10) hour shift shall utilize ten (10) hours of their accrued vacation time in order to take one shift off, whereas an employee assigned to an eight (8) hour shift shall utilize eight (8) hours of their accrued vacation time in order to take one shift off.
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Section 14.6: Appeal of Denied Vacation Request. If an employee submits a vacation request thirty (30) or more days in advance of the requested day(s) off, and the Department denies the request, the employee may meet with the City's Negotiation Committee and the Police Chief to appeal said denial, however, such a denial shall not be subject to the grievance process.

ARTICLE 15. RETIREMENT
For the term of this Agreement, the City shall continue to make contributions to the California Public Employees' Retirement System (CalPERS) in accordance with its contract with CalPERS for employees covered by said contract and in accordance with the Public Employees' Retirement Law and the Public Employees’ Pension Reform Act and any other applicable laws and regulations.

ARTICLE 16. ALLOWANCES
Section 16.1: Uniform Allowance.

16.1.1. The uniform allowance for the term of the MOU will be $1,500.00 annually, to be distributed bi-annually: $750.00 to be received on the first pay date in July and $750.00 to be received on the first pay date in December.

16.1.2. New employees, as well as employees who retire or separate from City service during the calendar year, shall be paid on a prorated basis. The uniform allowance will be paid via a separate payment from the regular payroll check.

16.1.3. Uniforms damaged in the line of duty shall be replaced on a prorated basis depending on the age of the garment, as determined by the Chief of Police.

16.1.4. Uniforms are to be kept in a presentable condition and must meet standards set by the Chief of Police, who will perform mandatory quarterly inspections.

Section 16.2: Lateral Relocation Allowance. Upon successful completion of ninety (90) calendar days of service and successful completion of Field Officer Training, a lateral hire shall be reimbursed up to $2,500.00 of the costs they have incurred relocating to Tuolumne County from outside a 50-mile radius. This provision shall not 101
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apply to any lateral entry applicant currently employed by a law enforcement agency located within Tuolumne County.

ARTICLE 17. BILINGUAL PAY
A maximum of two (2) Regular permanent or probationary employees designated by the City to use their bilingual skills to act as interpreters shall receive a pay differential of 2.5% per hour for hours worked in the capacity of a bilingual interpreter, including overtime hours. The City shall formulate policies and procedures for administering examinations to verify an employee's language and communication skills.

The City will pay bilingual compensation pursuant to this Section for all hours worked in the capacity of a bilingual interpreter for which certification and/or successful completion of the required examination was attained. Employees that provide bilingual services for more than one language are not eligible to receive additional bilingual compensation for the additional language(s).

ARTICLE 18. GRIEVANCE PROCEDURE
Section 18.1: Purpose. The grievance provisions herein serve the following purpose:
a. To promote improved employer-employee relations by establishing grievance procedures on matters stipulated below.
b. To provide that grievances shall be heard and settled as informally as possible. c. To enable grievances to be settled as promptly and as nearly as possible to the point of origin.
d. To afford employees individually, or through a representative, a systematic means of resolving disputes.

Section 18.2: Definition of Grievance. A grievance is defined as any dispute between an employee or SPOA and management and/or the City involving the interpretation or application of this Agreement, matters within the scope of representation, and such rules & regulations presently in force or as may from time-to-time be adopted by the City. The grievance provisions set forth herein apply to employees in lieu of the grievance procedure set forth in the City of Sonora Rules and Regulations, as amended from time-to-time.
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Section 18.3: Conduct of Grievances. The following provisions shall apply to grievances brought under this Article.
a. An employee may request the assistance of another person of their own choosing in preparing and presenting their grievance at any level of review, the employee may be represented by the Association or its designated representative(s), or the employee may represent themselves. The person or entity bringing or advancing the grievance shall be referred to hereinafter as the “grievant(s).” b. If the grievant is represented, the grievant/representative may designate the person responsible for receiving Department/City communications relative to the grievance. If no recipient is designated, the Department/City may affect service by delivering any operative document to either the grievant or their representative. c. All grievance resolution activities scheduled by the City during regular duty hours shall be compensated at the employee's regular rate of pay. All employee grievance activities during off-duty hours shall not constitute hours worked and will not be compensated, subject to the provisions below.
d. Grievants and their Association representatives shall be allowed reasonable release time from duty for grievance-related activities, such as attending grievance meetings with management/City. The time employees spend at mandatory appearances related to a grievance, such as when compelled to testify, is considered hours worked. If an employee’s presence is not mandatory (e.g., attendance is at employee's discretion), then said time shall not constitute hours worked and will not be compensated.
e. SPOA representatives shall provide their supervisors reasonable notification in advance of any grievance meeting they intend to attend if such an appearance is scheduled during their regular work hours.
f. Any retroactive monetary damages claimed as part of a grievance shall be limited to the incident giving rise to the grievance and shall be consistent with the time limits set forth in Step 1 of the procedure below.
g. The time limits specified are counted in calendar days and may be extended to a definite date by mutual agreement of the parties if confirmed in writing. Should the grievant fail to adhere to any deadline prescribed below, of fail to adhere to a mutually extended deadline, the grievance will be considered withdrawn, and the Department/City shall have no obligation to process it further. 103
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h. For the purposes of these grievance provisions, “writing” includes email correspondence, and the parties may advance the grievance or respond to the grievance at each step via email.
i. Should the Department/City fail to respond within the time allotted below, the grievance will be deemed denied as of the last day prescribed for such response, Accordingly, the Grievant may proceed to the next step within the time prescribed for that step.
j. Employees shall be free from reprisal for using the grievance procedure. k. An employee may choose to process their grievance without involving SPOA.

Should the employee proceed without SPOA’s involvement, They release SPOA from all responsibilities and obligations relative to the grievance.

Section 18.4: Grievance Procedure. It is the policy of the City that all grievances relating to this Agreement, City Rules & Regulations, and matters within the scope of representation, be resolved at the lowest level of supervision possible. Should informal supervisor resolution not be possible, grievances shall be resolved as follows:
a. The grievant, with or without an SPOA representative, shall discuss the grievance or dispute with the employee's immediate supervisor within ten (10) calendar days of the event or occurrence giving rise to the grievance or when the grievant knew or should have known of its occurrence. The supervisor shall attempt to adjust the matter and shall respond to the employee within five (5) calendar days. b. If the grievance has not been settled at Step A, the grievant or the grievant’s representative shall present the grievance in writing to the Chief of Police within seven (7) calendar days after the supervisor's response is due. The written grievance shall contain a factual assertion setting forth the dispute at issue, including dates, and a statement setting forth the relief or action sought by the grievant sufficient to allow the Chief of Police to make an informed decision. The Chief of Police shall respond to the Grievant in writing within five (5) calendar days. c. If the grievance remains unresolved, the grievant or the grievant’s representative may submit the grievance in writing to the City Administrator within seven (7) calendar days of the Chief of Police’s Step B response. The grievant/representative shall attach the Step B written grievance and the Chief of Police’s response to the Step C grievance to the City Administrator. The City Administrator, at their discretion, may meet with the grievant and the grievant’s 104
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representative, if any, prior to deciding whether to sustain or deny the grievance. The City Administrator shall respond in writing to the grievant within seven (7) calendar days.
d. If the grievant is not satisfied by the City Administrator's response, the grievant or the grievant’s representative may bring the matter to the attention of the City Council via an agendized oral presentation to the Council or the grievant and representative may appear in closed session at the Council’s next regularly scheduled meeting. The grievant shall provide the Council with the Step B and C submissions and responses.

Oral argument to the Council shall be limited to the circumstances and merits of the grievance and shall specifically exclude any irrelevant evidence. The Chief of Police and/or City Administrator may appear at any Council meeting relative to the grievance and either or both may present arguments relative to the grievance. The City Council may respond immediately to the grievant or it may take the matter under submission and provide a response via City staff as soon as possible. The City Council's response shall be the final administrative decision.

ARTICLE 19. REPRESENTATIVE RELEASE TIME AND ASSOCIATION

MEETINGS
Section 19.1: Representative Release Time for Meetings. The City shall permit SPOA a reasonable number of SPOA representatives time off with pay to meet with management to discuss grievance resolution or to negotiate with management over subjects of bargaining and for the purpose of representing employees in the grievance process. A representative shall request time off from their supervisor in advance of any meeting subject to this provision and notify them of the meeting’s duration. In no case will an employee’s attendance at a meeting cause disruption to City services.

Section 19.2: Association Use of City Equipment. The Association will not use City equipment or supplies for Association business unless the City Administrator has granted prior approval, and the Association pays reasonable and customary expenses.

Section 19.3: Employees’ Attendance at Association Meetings. Generally, employees should not attend Association meetings during their on-duty hours.

Employees may attend Association meetings within City limits while on-duty if they do so while on break, if their attendance does not disrupt City services or the employee’s productivity, and if their supervisor approves of their attendance in advance. In no case 105
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will overtime be authorized so that an employee may “catch-up” on any work not accomplished because of their attendance at an Association meeting. Off-duty personnel will not be compensated for attending Association meetings. The Association may hold its meetings on City premises, if scheduled in advance.

Section 19.4: Notification Upon Change of Representative. Should the Association change its designated representative(s), it shall notify the City Administrator, in writing, at least one week in advance of the effective date of the change.

ARTICLE 20. DUES DEDUCTION
Section 20.1: Payroll Deduction. Payment of dues shall be by payroll deduction upon SPOA’s Board Chair’s written certification to the City that an employee has signed a deduction authorization. The City will deduct the appropriate dues from the employee’s pay and will remit such fees to SPOA for the term of this Agreement. Should a dispute arise concerning the existence or terms of any employee’s authorization to deduct dues, SPOA will provide a copy of the authorization at issue to the City.

Section 20.2: Changes to Deductions. Employee requests to revoke or change deductions must be directed to SPOA. Deductions will continue unless SPOA provides the City written notice of the revocation or modification.

Section 20.3: Hold Harmless. SPOA agrees to hold the City harmless from all claims, demands, suits, losses, or other forms of liability that may arise against the City for or on account of any deduction made from the wages of employees pursuant to this section or pursuant to any authorized insurance or benefit program. SPOA will further indemnify the City against any unusual costs in implementing these provisions.

ARTICLE 21. APPOINTMENTS TO VACANCIES
Section 21.1: Original Appointments. All original appointments to position vacancies shall be made solely on the basis of merit, efficiency, and fitness. These qualities shall be determined through careful and impartial evaluation of the following:

1. The applicant's level of training relative to the requirements of the position for which they have applied; and
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2. The applicant's level of education relative to the requirements of the position for which they have applied; and

3. The results of an oral interview and/or an examination, if any.

Section 21.2: No Discrimination. No question in any examination or in any application form or by any appointment power shall be so framed as to attempt to elicit information concerning protected classes, as defined in the California Fair Employment & Housing Act, the Federal Civil Rights Act, Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, the Equal Pay Act, the Rehabilitation Act, and all impending and future regulations regarding protected classes, for the purpose of employment discrimination.

Section 21.3: Information Subject to Investigation. All statements submitted on the employment application or attached resume shall be subject to investigation and verification prior to appointment.

Section 21.4: Employee Application Encouraged. City Employees are encouraged to apply for any vacant position for which they feel qualified. Such applications will be considered without prejudice to their present positions.

Section 21.5: Notice to Employees of Vacancies. The City will initiate the recruitment process for appointments to vacancies by providing a written notice of the vacancy to all full-time regular employees. For the purposes of this section, a position will be considered to be vacant when: 1) a formal, written resignation is received by the City and/or the City has been verbally informed by an employee of an intention to soon cease employment with the City; 2) a formal termination of employment action has been taken by the City Council; or 3) a new position/classification is created by the City Council. Said notice shall be by memorandum, through regular interdepartmental distribution methods. Advertising of a vacant position(s) will commence at the same time as said notices are distributed.

Section 21.6: Employees Given First Consideration. Full-time regular staff will be given first consideration at any point in the recruitment process if the full-time regular staff person and the qualifications of the other applicants are equivalent, as determined by the City Administrator.
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Section 21.7: Physical Examination Required Before Appointment. An examination by a licensed physician will be required before appointment of a newly hired full-time employee. The City Administrator may establish physical or medical standards for any class. Failure of a candidate to achieve the minimum standard will disqualify themselves.

ARTICLE 22. PROBATIONARY PERIODS
Section 22.1: Probationary Period for New Sworn Personnel. The probationary period for new sworn police personnel will be eighteen (18) months, which includes time enrolled and actively participating in courses at the California Commission on Peace Officer Standards and Training Basic Police Academy.

Section 22.2: Probationary Period for Sworn Lateral Hires. The probationary period for lateral sworn police personnel, who have already graduated from the Academy, will be twelve (12) months.

Section 22.3: Probationary Period for Non-Sworn Personnel. The probationary period for non-sworn personnel will be twelve (12) months.

Section 22.4: Probationary Employees At-Will. Probationary employees are at-will, meaning they can be dismissed at any time, with or without cause. Nothing in this MOU shall be construed to create an appeal right for probationary employees and they are expressly excluded from the disciplinary appeal provisions and the grievance procedure.

Section 22.5: Extension of Probation. The Chief of Police, with the concurrence of the City Administrator, may extend an employee’s probationary period upon notice to the employee.

ARTICLE 23. LAYOFF
If employees in any of the classes covered by the Agreement are laid off for economic reasons, the order of layoff shall be as follows:
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1. Provisional/Temporary employees

2. Probationary employees

3. Permanent employees in inverse order of seniority (see Article 24).

Employees laid off shall be placed on a re-employment list which shall remain in effect up to one (1) year after said layoff. Re-employment shall be determined by years of service and evaluation of work record/performance.

ARTICLE 24. SENIORITY
Seniority, for the purpose of shift picks, vacations, City Vehicles, and other Departmentrelated actions in which seniority is applicable, will be based upon the employee’s “anniversary date,” that is, the date of appointment to the employee’s current classification. Seniority, for the purpose of layoffs, furloughs, and other City-related actions in which seniority is applicable, will be based on the employee’s date of hire as an employee of the Sonora Police Department. The date of hire is the most recent hire date if an employee was previously employed by the City.

ARTICLE 25. POBR
The City recognizes the existence of the Peace Officers' Procedural Bill of Rights (POBR), and the City will abide by all legal responsibilities required of the City should a Sonora Police Officer have cause to invoke their legal rights under the provisions of the POBR.

ARTICLE 26. PERSONNEL RULES AND REGULATIONS
Section 26.1: Applicability. The Personnel Rules and Regulations, as amended from time to time, including its definitions, are expressly included herein and its terms and provisions are applicable to SPOA and its members except those terms and provisions explicitly contradicted by the terms and provisions of this Agreement. Where this Agreement is silent, provisions of the adopted City's Personnel Rules & Regulations and Administrative Policies shall apply.

Section 26.2: Revision. SPOA understands the City intends to revise/redraft the Personnel Rules and Regulations, including substantive terms contained therein during 109
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the term of this Agreement. The Parties agree neither this Agreement nor any part or provision of this Agreement prevents the City from revising/redrafting all or part of the Personnel Rules and Regulations. The City acknowledges that any changes to the Personnel Rules will be subject to the meet and confer process pursuant to the MeyersMilias-Bran Act (Gov. Code §§ 3300 et eq.).

ARTICLE 27. NO WORK ACTIONS
No lockout of employees represented by the Association shall be instituted by the City during the term of this Agreement.

During the term of this Agreement, employees shall not engage in or support strikes, work stoppages, slowdowns, boycotts or other direct or indirect work actions against the City.

ARTICLE 28. CLASS AND COMPENSATION STUDY
City agrees to complete a class and compensation study in year four (4) of this Agreement, after September 1, 2028, and before March 31, 2029.

ARTICLE 29. FULL AGREEMENT
The City or Association must notify the other party, in writing, if it wishes to change any provisions in the collective bargaining agreement. If such notice is not received by either party, the contract will automatically be renewed for an additional one-year period, at the same conditions specified for the current year.

This Agreement constitutes the sole, entire, and existing agreement and supersedes all prior MOU's/Agreements 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.

Where this Agreement is silent, provisions of the adopted Personnel Rules and Regulations and Administrative Policies shall apply.
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ARTICLE 30. SAVINGS CLAUSE
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, 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 thirty (30) calendar days. If no agreement has been reached, the parties agree to invoke the provision of impasse under City of Sonora Resolution No. 3-21-83-D.

ARTICLE 31. RE-OPENER
Section 31.1: Reopener in 3rd Year. SPOA and the City agree to reopen this Agreement in its third (3rd) year to evaluate the impact of an analysis into overtime savings to support an additional officer, how overtime is to be used, and the need for an additional officer, and related topics.

Section 31.2: Reopener/Tuolumne Negotiations. The parties agree to reopen this Agreement on the subject of wages, benefits, and incentives at or around the conclusion of negotiations between Tuolumne County and the Tuolumne County Deputy Sheriffs’ Association (“DSA”). It is the intention of the City to remain 5% above the County in compensation, if financially viable and otherwise advisable for the City to do so. The City intends to further reduce the cap on its wage incentives, including education and certificate incentives, depending on the Tuolumne County/DSA negotiations.

Section 31.3: Revision to Personnel Rules and Regulations. SPOA understands and acknowledges the City intends to revise, change, and modify its Personnel Rules and Regulations during the term of this MOU and it explicitly retains the authority to make substantive and non-substantive revisions, changes, and modifications to the document. To the extent any revisions, changes, or modifications impact the terms of this MOU, the parties agree to reopen this Agreement relative to those items. The City will meet and confer with SPOA prior to implementing any changes relative to changes or modifications made to the Personnel Rules and Regulations.

Section 31.4: Reopener Rules. Other than the reopener provisions and the potential change(s) referenced in Sections 31.1, 31.2, and 31.3, which are expressly 111
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contemplated by the Parties, the City and SPOA agree to abide by the following Rules when either party proposes to modify the terms of this MOU. a. SPOA, through its Board Chair, or the City, through its Chief Negotiator, will issue a written letter to the other party requesting that the MOU be reopened. The requesting party will hand deliver the letter to the Board Chair or City Chief Negotiator, as applicable.
b. Said written letter will specify in detail the reason(s) for requesting the reopening of the MOU.
c. It will be the responsibility of the receiving party to meet and confer with its negotiation team members (within a fourteen [14] calendar day period) to decide whether it will grant the request to reopen the MOU. (Note calendar days will commence on the date said letter is hand delivered to Association President or City Chief Negotiator).
d. The party to whom the request is delivered shall answer the request, stating whether it accepts or denies the request and the reason(s) therefore. e. If both parties have agreed to reopen the MOU, the standard ground rules will be immediately activated for the meet and confer process. f. If a response has not been given by the fourteenth (14th) calendar day, the party requesting the re-opener will be granted the request to reopen the negotiations.

ARTICLE 32. TERM OF AGREEMENT
This Agreement shall be effective from July 1, 2024, through June 30, 2029.

ARTICLE 33. FULL AGREEMENT
This Agreement constitutes a full and complete agreement by the parties and contains all the matters upon which the parties reached agreement. Any matter not contained in this MOU has not been agreed upon and, if raised in negotiations, was later dismissed by the party raising it as part of a good faith attempt to reach agreement on other substantive provisions or on the Agreement as a whole.

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 the City.
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No provision of this Agreement shall be deleted or modified without the consent of both the City and the Association.

This Agreement constitutes the sole entire and existing agreement and supersedes all prior Agreements/MOU's and undertakings, written, expressed or implied, or practices between parties, including any rights or privileges established through informal understandings, customs, or long-established traditions.

Where this Agreement is silent, provisions of the adopted City's Personnel Rules & Regulations and Administrative Policies shall apply.

Except in cases of emergency, Association shall be given reasonable notice of any ordinance, resolution, rule or regulation directly relating to matters 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 pursuant to the MeyersMilias-Brown Act.

This Agreement shall be effective July 1st, 2024, through June 30th, 2029, as witnessed hereto by the following parties:

SONORA POLICE OFFICERS' ASSOCIATION
Thomas Brickley, SPOA President
Lina Balciunas Cockrell, SPOA Representative

CITY OF SONORA
Ann Segerstrom, Mayor
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Melissa Eads, City Administrator
ATTEST
Tracy Skelly, City Clerk
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MEMORANDUM OF

UNDERSTANDING

FORTHE SONORA

MANAGEMENT
EMPLOYEES’

ASSOCIATION
(SMEA)
FY 2024-25 through FY 2028-29
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SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2024-2029
1 TABLE OF CONTENTS
ARTICLE 1. PREAMBLE ........................................................................................................... 5 ARTICLE 2. RECOGNITION...................................................................................................... 5 ARTICLE 3. CITY RIGHTS ........................................................................................................ 6 ARTICLE 4. SALARY PLAN....................................................................................................... 6 Section 4.1: Pay Scale/ Salary Schedule Effective November 11, 2024. ................................ 6 Section 4.2: Biweekly Pay. ..................................................................................................... 7 Section 4.3: Salary of New Employees. .................................................................................. 7 Section 4.4: Increase Within Range........................................................................................ 7

4.4.1.................................................................................................................................... 7

4.4.2.................................................................................................................................... 8

4.4.3.................................................................................................................................... 8

4.4.4.................................................................................................................................... 8

4.4.5.................................................................................................................................... 8 Section 4.5: Police Lieutenant. ............................................................................................... 9 Section 4.6: Compensation Study........................................................................................... 9 ARTICLE 5. LONGEVITY PAY................................................................................................ 9 ARTICLE 6. REDUCED WORK HOUR SCHEDULE.................................................................. 9 ARTICLE 7. CERTIFICATE AND EDUCATION INCENTIVES ................................................... 9 Section 7.1: P.O.S.T. Certificates. .......................................................................................... 9 Section 7.2: Fire Certificates..................................................................................................10 Section 7.3: Emergency Services Coordinator.......................................................................11 Section 7.4: Degree Incentive Pay.........................................................................................11 Section 7.5: Maximum Incentive Pay..................................................................................12

7.5.1...................................................................................................................................12

7.5.2...................................................................................................................................12

7.5.3...................................................................................................................................12

7.5.4...................................................................................................................................12 Section 7.6: PERS/Taxable. ..................................................................................................12 Section 7.7: City Administrator Verification. ...........................................................................12 Section 7.8: Tuition Reimbursement......................................................................................13 ARTICLE 8. INSURANCE COVERAGE....................................................................................13 Section 8.1: Current Employees. ...........................................................................................13 116
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MOU 2024-2029
2 Section 8.2: New Hires. .........................................................................................................13 Section 8.3: Termination of Benefits. .....................................................................................14 Section 8.4: Medical Insurance..............................................................................................14

8.4.1...................................................................................................................................14

8.4.2...................................................................................................................................14

8.4.3...................................................................................................................................14

8.4.4...................................................................................................................................15 Section 8.5: Life Insurance. ...................................................................................................15 Section 8.6: Vision Program. .................................................................................................16 Section 8.7: Dental Program..................................................................................................16 Section 8.8: Long-Term Disability. .........................................................................................16 Section 8.9: Annual Physical. ................................................................................................16 ARTICLE 9. POST RETIREMENT BENEFITS..........................................................................16 Section 9.1: Employees Hired into the Unit on or Before July 1, 2024. ..................................16

9.1.1. .................................................................................................................................18

9.1.2...................................................................................................................................18

9.1.3...................................................................................................................................18 Section 9.2: Employees Hired into the Unit After July 1, 2024. ..............................................18 Section 9.3: Employee Retiree Medical Discussions. ............................................................18 ARTICLE 10. SICK LEAVE .......................................................................................................19 Section 10.1: Sick Leave Accumulation and Use...................................................................19 Section 10.2: Conversion of Unused Sick Time to Vacation. .................................................19 Section 10.3: Sick Leave Conversion Upon Separation from Employment. ...........................20

10.3.1.................................................................................................................................20

10.3.2.................................................................................................................................20 Section 10.4: Sick Leave Conversion Upon Retirement. ...................................................20

10.4.1.................................................................................................................................20

10.4.2.................................................................................................................................21 Section 10.5: Sick Leave Donation........................................................................................21 ARTICLE 11. ADMINISTRATIVE LEAVE..................................................................................21 Section 11.1: Annual Administrative Leave............................................................................21 Section 11.2: New Employees/ Prorated Administrative Leave..............................................21 Section 11.3: Maximum Administrative Leave Accrual...........................................................22 Section 11.4: Sell-Back of Administrative Leave....................................................................22 ARTICLE 12. BEREAVEMENT LEAVE.....................................................................................23 117
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MOU 2024-2029
3 ARTICLE 13. JURY DUTY......................................................................................................23 ARTICLE 14. UNIFORM ALLOWANCE....................................................................................23 Section 14.1: Amount and Timing of Uniform Allowance for Fire Chief, Police Chief, and Police Lieutenant...................................................................................................................23 Section 14.2: Building Official Uniforms and Personal Protective Equipment.........................23 Section 14.3: Uniform Expectations.......................................................................................23 ARTICLE 15. DIFFERENTIALS ................................................................................................24 Section 15.1: Differential for Management Employees. .........................................................24 ARTICLE 16. HOLIDAYS..........................................................................................................24 Section 16.1: Holiday Compensation.....................................................................................24 Section 16.2: Additional Holidays Recognized.......................................................................24 Section 16.3: Annual Holiday Cash-Out.................................................................................25 ARTICLE 17. VACATION..........................................................................................................25 Section 17.1 Vacation Accrual Rate. .....................................................................................25 Section 17.2: Maximum Vacation Accrual..............................................................................25 Section 17.3: Maximum Vacation Accrual in Extenuating Circumstances. .............................26 Section 17.4: Vacation Cash-Out...........................................................................................26 Section 17.5: Irrevocable Election Form (IRS).......................................................................26 ARTICLE 18. CALPERS ...........................................................................................................26 Section 18.1: Miscellaneous Employees/ “Classic Members.” ...............................................27 Section 18.2: Miscellaneous Employees/ “New Members.”....................................................27 Section 18.3: Safety Employees/ “Classic Members.”............................................................27 Section 18.4: Safety Employees/ “New Members.”................................................................27 Section 18.5: Employer Contributions for “New Members”/ Miscellaneous and Safety. .........27 Section 18.6: Employer Contribution for “Classic Members.”.................................................27 ARTICLE 19. WORKERS' COMPENSATION ...........................................................................28 Section 19.1: Supplementation of Workers’ Compensation Benefits......................................28 Section 19.2: Repayment of Sick Leave. ...............................................................................28 Section 19.3: Expenditure of Leave Balance. ........................................................................28 ARTICLE 20. AUTO ALLOWANCE...........................................................................................29 ARTICLE 21. CELL PHONES...................................................................................................29 ARTICLE 22. DISASTER COMPENSATION ............................................................................29 ARTICLE 24. WORK FURLOUGH............................................................................................30 ARTICLE 25. RE-OPENER.....................................................................................................30 ARTICLE 26. FLEXIBLE WORK WEEK....................................................................................30 118
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MOU 2024-2029
4 ARTICLE 27. SAVING CLAUSE ...............................................................................................30 ARTICLE 28. TERMINATION CLAUSE ....................................................................................31 ARTICLE 29. PERSONNEL RULES AND REGULATIONS.......................................................31 ARTICLE 30. REIMBURSEMENT.............................................................................................31 ARTICLE 31. TERM OF AGREEMENT.....................................................................................31 ARTICLE 32. FULL AGREEMENT............................................................................................31 119
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SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2024-2029
5 ARTICLE 1. PREAMBLE
The purpose of this Memorandum of Understanding (hereinafter “MOU” or “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.

The City of Sonora (hereinafter “City”) and the Sonora Management Employees’ Association (hereinafter “SMEA” or “Association”) (City and SMEA referred to collectively hereafter as “Parties”) 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 important.

This Agreement is entered into pursuant to the Meyers- Milias-Brown Act, as amended, and has been jointly prepared by the Parties. Nothing in this Agreement shall invalidate City Resolution No. 03-21-83-D.

ARTICLE 2. RECOGNITION
Pursuant to Government Code Section 3500 et seq., and City Resolution 03-21-83-D, the City recognizes SMEA as the exclusive bargaining representative for all regular full-time management positions pursuant to the Meyers-Milias Brown Act, including:
 Community Development Director
 Administrative Services Director (vacant)*
 Fire Chief
 Police Lieutenant
 Police Chief
 Assistant City Administrator
 Building Official
Bargaining unit members covered this Agreement are referred to herein as “Employee(s)” or “SMEA Employee(s)” unless specifically referenced by position. 120
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MOU 2024-2029
6 * The Administrative Services Director position will remain in the SMEA, however, the Parties acknowledge the position will be vacant and unfunded until such time the City agrees to fill and fund the position.

The terms of this Agreement shall apply to the Employees identified above. SMEA does not represent temporary or part-time employees, with the exception of an Employee who is employed in one of the management positions set forth above who has entered into an agreement with the City for a reduced work hour schedule, pursuant to Article 6 of this MOU.

ARTICLE 3. CITY RIGHTS
All rights, powers, functions, responsibilities, and the authority of the City of Sonora, except those expressly abridged, deleted, delegated, granted, or modified by this Agreement shall remain vested with the City.

The City agrees, to the extent required by Government Code Sections 3500, et seq., to meet and confer, upon request, with unit representatives concerning modifying or changing wages, hours and other terms and conditions of employment and shall fully consider presentations as are made by SMEA on behalf of its members prior to arriving at a determination of policy or course of action.

The Association shall have the right to grieve any violation of this Agreement by the City of Sonora.

ARTICLE 4. SALARY PLAN
Section 4.1: Pay Scale/ Salary Schedule Effective November 11, 2024. The Parties agree that effective November 11, 2024, Employees’ salaries are to be determined by the Pay Scale (or Salary Schedule), attached hereto as Exhibit “A” and incorporated herein.

Employees regularly assigned a position in a classification covered by this Agreement shall be paid a salary within the range established for that position's classification:

Any pay raises due to Employees pursuant to the Salary Schedule (Attachment “A”) shall be retroactive to November 11, 2024. Upon the effective date of the Pay Scale/ Salary 121
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MOU 2024-2029
7 Schedule, all Employees hired on or before that date shall have a new anniversary date, as set forth in Section 4.4, of November 11, 2024.

Any COLA increases due to Employees on July 1, 2024, under the prior MOU will be implemented. The pre-July 1, 2024, COLAs will remain in effect until the new Pay Scale becomes effective on November 11, 2024. Upon its effective date, the new Pay Scale/ Salary Schedule shall supersede and negate all prior COLA agreements and shall represent Employees’ entire salaries.

Section 4.2: Biweekly Pay. Employees’ regular and other compensation shall normally be paid on a biweekly basis via direct deposit pursuant to the designated pay schedule.

Section 4.3: Salary of New Employees. The first step of the Pay Scale/ Salary Schedule (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 step E.

Section 4.4: Increase Within Range.

4.4.1. Every regular Employee who is employed in a classification for which there is a salary range shall have an anniversary date. Effective November 11, 2024, the effective date of the Pay Scale/ Salary Schedule (as set forth in Section 4.1), the current anniversary date of all Employees hired on or before that date shall be reset to November 11, 2024, and they shall be eligible for their next salary increase on November 11, 2025, though the City Administrator may make an exception if such implementation would result in a grossly unfair result for any Employee(s). All salary adjustments—excluding certificate, education, and longevity pay—are made effective on the anniversary date or any time thereafter, pending review and approval by the City Administrator. Eligibility for subsequent salary adjustments (excluding certificate, education, and longevity pay) will occur one year after the current anniversary date. The anniversary date refers to the date an employee is hired or promoted into a full-time position.

It is important to distinguish the anniversary date from the following:
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MOU 2024-2029
8  Service Date: This is the date an employee was hired into a regular full-time position and is used to calculate vacation and longevity pay.  Hire Date: This is the date the employee first began working for the City, whether in a temporary, reserve, probationary, part-time, or other non-full-time capacity.

4.4.2. Salary range step advancement shall be administered as follows:
a. The second step (B) is merit advancement. Employees may advance to the second step (B) after completing one year of employment in the position at the review and approval of the City Administrator. The oneyear 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 conferred upon Employees upon the review and approval of the City Administrator. Employees shall be eligible for advancement to their next step on their subsequent anniversary date.
c. Except as set forth above, no other conditions, other than merit, will be necessary for members of SMEA to achieve the sixth step (F).

4.4.3. In any case, where due to 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.

4.4.4. No advance in steps shall be automatic upon completion of the period of service outlined herein above, and all increases shall be made upon review and approval of the City Administrator with consideration given to 1) achievement as established by the Employee's work performance, and 2) any documentation by evaluation. An increase in pay shall be withheld in cases of inferior work, lack of application, indifferent attitude, and any other sufficient reason.

4.4.5. Each salary adjustment shall become effective on the Employee’s anniversary date, or at any time thereafter. Such salary adjustment shall be processed as of the beginning date of the pay period for which the adjustment becomes effective. 123
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MOU 2024-2029
9 Section 4.5: Police Lieutenant. The salary of the individual holding the position of Police Lieutenant as of the effective date of this Agreement shall be within 17.5% of the Police Chief’s base salary for the term of this Agreement. This provision will not apply to any future individuals holding the position of Police Lieutenant(s) and such person’s compensation shall be subject to the Salary Schedule only.

Section 4.6: Compensation Study. City agrees to complete a classification and compensation study after September 1, 2028, to be completed by March 1, 2029.

ARTICLE 6. REDUCED WORK HOUR SCHEDULE
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 City Administrator may approve the request 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.

ARTICLE 7. CERTIFICATE AND EDUCATION INCENTIVES
Section 7.1: P.O.S.T. Certificates. Subject to the limitations set forth herein and in Section 7.5, the current Police Lieutenant and Police Chief as of the execution of this Agreement shall receive a two and one-half percent (2.5%) increase in their base salary for possession of any of the following valid P.O.S.T. Certificates, however, for Employees 124
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MOU 2024-2029
10 hired after July 1, 2024, Certificates required for the Employee’s position, as specified in the applicable job description, shall not be eligible for incentive pay:
a. Basic P.O.S.T. (only for Employees whose first date of paid service within the SPOA Unit was prior to July 1, 2013. Certificate eliminated for all Employees whose first date of employment was on or after July 1, 2013.) b. Intermediate P.O.S.T. Certificate
c. Advanced P.O.S.T. Certificate
d. Supervisory P.O.S.T. Certificate
e. Management P.O.S.T. Certificate.

Police Employees hired after July 1, 2024, shall be entitled to the two and one-half percent (2.5%) incentive for possessing any P.O.S.T Certificate(s) identified above that are not required pursuant to the applicable job description, even if subordinate to the Certificate required.

Section 7.2: Fire Certificates. Subject to the limitations set forth herein and in Section

7.5, the current Fire Chief shall receive a two and one-half percent (2.5%) for Fire Inspector and five percent (5%) for Fire Investigator and a two and one-half percent (2.5%) increase for possession of State Fire Training Officer and Company Officer.

Employees hired after July 1, 2024 shall be entitled to two and one-half percent (2.5%) incentive for possessing Certificate(s) identified below that are not required pursuant to the applicable job description, even if subordinate to the Certificate required:
a. State Fire Training Officer (2.5%)
b. Company Officer (2.5%)
c. Fire Inspector (2.5%)*
d. Fire Investigator (5.0%)*
* Fire Inspector and Fire Investigator are assignments set forth in the current Sonora Fire Fighters’ Association Memorandum of Understanding requiring both a Certificate and 125
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11 appointment by the Fire Chief. The City intends for non-management employees to fill these roles. Therefore, for SMEA Employees hired after July 1, 2024, the Fire Chief shall be eligible to perform these assignments as needed if he or she possesses the requisite Certificate(s) but shall only be entitled to incentive pay when affirmatively appointed to an assignment by the City Administrator on a long-term basis to fulfill the duties of the assignment(s). The City Administrator’s appointment shall be in writing with a copy to the Employee and Human Resources.

Section 7.3: Emergency Services Coordinator. Subject to the limitations set forth herein and in Section 7.5, the City Administrator may appoint an SMEA Employee to be the City’s Emergency Services Coordinator (ESC). The ESC will execute the City’s and administer the Emergency Services Program pursuant to the Emergency Services Plan under the supervision of the City Administrator and shall perform related tasks as assigned by the City Administrator or designee. Pursuant to the Emergency Services Plan, the City Administrator shall have the sole authority to appoint the ESC and to determine the length of the appointment. The appointed ESC shall be entitled to a two and one-half percent (2.5%) increase in base salary for the duration of the appointment only.

Section 7.4: Degree Incentive Pay. Subject to the limitations set forth in Section 7.5 and subject to verification and assessment by the City Administrator, the City agrees to provide a pay increase to Employees' base salary as an education incentive for those Employees who have attained the following degrees, unless such degrees are required for the position pursuant to the job description in the case of Employees hired after July 1, 2024:
 Associate’s Degree – 2.5%
 Bachelor's Degree – 5.0%
 Master's Degree/Certified Public Accountant – 7.5%
 Doctorate – 10.0%
The City agrees, to the extent required by Government Code Sections 3500, et seq., (the Meyers-Milias-Brown Act) to meet and confer, upon request, with unit representatives concerning modifying or changing wages, hours and other terms and conditions of employment and shall fully consider presentations as are made by SMEA on behalf of its 126
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12 members prior to arriving at a determination of policy or course of action.

Section 7.5: Maximum Incentive Pay.

7.5.1. Employees shall only be compensated for the highest degree obtained from a public or private post-secondary institution accredited by the U.S. Department of Education.

7.5.2. The degree incentive shall not be cumulative. For example, if 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%. 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.

7.5.3. The Parties intend for Employees hired before July 1, 2024, to continue to receive the incentive pay they were receiving for any education and/or certificate(s) they possess as of the execution of this Agreement and that their incentive pay is not decreased by operation of this Agreement nor is it increased by operation of this Agreement unless they obtain and submit additional certifications and/or degrees they did not possess as of the execution of this Agreement.

7.5.4. For all Employees hired after July 1, 2024, the maximum education, certification, and/or assignment incentive pay Employees may receive cumulatively is 15%.

Section 7.6: PERS/Taxable. The education incentive shall be included in the Employee's base pay and is considered reportable salary to PERS and taxable.

Section 7.7: City Administrator Verification. To qualify for the education incentive, the degree must be from a postsecondary institution accredited by the U.S. Department of Education. The City Administrator retains discretion as to whether the degree, or the educational institution conferring the degree, is valid for the purpose of the incentive pay described herein. An Employee seeking the incentive pay must produce the original degree or an original letter from the educational institution granting said degree to the City Administrator for consideration relative to the educational incentive benefit. The City 127
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13 Administrator may require the Employee to provide additional or clarifying information.

Section 7.8: Tuition Reimbursement. Once an Employee has successfully completed a course (or obtained a certificate) approved in advance by the City Administrator in writing, the City will reimburse the employee up to a maximum of 50 percent (50%) of the fees and costs incurred by the Employee in obtaining the certificate, such as the cost for tuition and books and registration expenses. Travel time, time in class, gas, parking fees, mileage, and meal costs are explicitly not subject to City reimbursement.

In approving or disapproving courses for reimbursement, the City Administrator shall take the budget and fiscal state of The City into account. The City Administrator, in their sole discretion, determines the merit of the courses/certificates proposed by the employee and the percentage of fees/costs subject to reimbursement upon the Employee’s successful completion. Costs/expenses incurred by an Employee for courses they did not complete are not reimbursable, regardless of type.

The Employee is responsible for obtaining the City Administrator’s express written authorization for the specific certificate/course proposed by the Employee and for obtaining the City Administrator’s determination as to which fees/costs are subject to partial reimbursement from the City, and to what degree, before making any expenditures.

The Employee is responsible for the remaining percentage (minimally 50%) of the fees/costs, as determined by the City Administrator in advance, and is responsible for one hundred percent (100%) of the non-reimbursable expenses. The Employee must submit proof of all reimbursable costs/fees and proof of course or certificate completion.

ARTICLE 8. INSURANCE COVERAGE
Section 8.1: Current Employees. For the term of this Agreement, the City agrees to provide medical, dental, vision, life, and long-term disability insurance coverage to current Employees and their dependents, if any, as indicated by category and subject to the provisions below.

Section 8.2: New Hires. For new hires, medical, dental, vision, life, and long-term disability insurance coverages, as set forth below, 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 128
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14 the month, in which case coverage is effective immediately.

Section 8.3: Termination of Benefits. All medical, dental, vision, life and disability insurance will end for terminating Employees and their dependents, if any, on the Employee’s date of separation from the City, unless otherwise provided for by this Agreement or as indicated by law.

For any regular full-time Employee on leave of absence for more than ten (10) consecutive working days, medical, dental, vision, life, long term disability insurance, and retirement benefits provided by the City shall cease to be provided upon expiration of the Employee’s sick leave, holiday, administrative leave, and vacation accrual, 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 from the Employee shall be due monthly in advance. Payment may be prorated, as appropriate.

Section 8.4: Medical Insurance

8.4.1. All Employees in regular full-time positions shall be eligible to participate in a health program authorized and paid by the City as follows:

8.4.2. Each Employee will contribute twenty percent (20%) to the monthly premium costs of the medical plan that the Employee chooses for the Employee and the Employee’s dependents, if any, via pre-tax bi-weekly payroll deductions.

8.4.3. Employees, whose dependents have coverage elsewhere, and who elect not to enroll their dependents in the City’s plan, or who discontinue dependent coverage through the City’s plan, will receive $45.00 additional taxable compensation per pay period subject to the following:
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.).
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15 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. There will be no proration of in-lieu benefits.

8.4.4. Dependent enrollment/ reenrollment shall be subject to the following conditions:
a. 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.
b. 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 in-lieu pay would be for the pay period ended February 24th. c. All new Employees to the City will fall under these same provisions.

Section 8.5: Life Insurance. The City shall provide, and pay premiums for, term life insurance for current Employees ,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.

The City shall also provide, and pay premiums for, the following dependent life insurance coverage for current Employees:
a. Spouse $25,000
b. Dependent $10,000
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16 Section 8.6: Vision Program. The City shall provide Employees covered by this Agreement and their dependents with a vision care program and pay 100% of whichever plan it selects.

Section 8.7: Dental Program. The City shall pay for dental coverage up to $1,000.00 per person per calendar year pursuant to the City’s selected plan.

Section 8.8: Long-Term Disability. 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 8.9: Annual Physical. City agrees to provide Employees an allowance of two hundred and fifty dollars ($250) per fiscal year (July 1st - June 30th) for an annual physical examination upon receipt of an "Employee Physical Verification" form signed by the Employee's physician and/or physician's representative.

ARTICLE 9. POST RETIREMENT BENEFITS
Section 9.1: Employees Hired into the Unit on or Before July 1, 2024. For Employees hired to a classification covered by this Agreement (as set forth in Article 2) on or before July 1, 2024, who retire from City employment after a minimum of ten (10) years of continuous service as a full-time benefitted Employee, the City will provide the medical, dental, and vision programs currently provided to active Association Members/Employees in the bargaining unit, subject to the following conditions:
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 fifty (50) for Safety Members and fifty-five (55) for all others represented by the Association.
b. The retiring Employee shall be responsible for fifty percent (50%) of the monthly premium and the same deductible as other Employees of the Association.
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17 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 sixty (60).
e. The Employee attaining the age of sixty (60) shall be responsible for twenty-five percent (25%) of the monthly premium and the same deductible as other Employees of the Association.
f. The retired Employee shall not be responsible for any City self-funded portion.
g. It is understood that Employees who retire before age sixty (60), and who receive the benefit of the above paragraph, shall benefit from the paragraph upon attaining age sixty (60).
h. If the retiring/ retired Employee chooses not to participate in the City's plan upon retirement, they will not be allowed to be reinstated. i. If the retiring/ retired Employee chooses to participate in the City's plan(s) upon retirement and subsequently withdraws from the plan(s), he or she will not be allowed to be reinstated.
j. Spouse and dependents may be included in this coverage, at the Employee's discretion, with the same provisions and conditions applicable to the retired Employee, and subject to the provisions below. k. Dependent coverage shall be limited to the same criteria as that of dependent coverage for active Association members (currently coverage until the age of twenty-six (26)).
l. Employees who were not hired to a position/classification covered by this Agreement as of July 1, 2024, are explicitly excluded from the benefit described in this Section (9.1).
m. Current employees in SMEA hired on or before July 1, 2024, that promote will be entitled to receive the above listed benefits, subject to ten (10) years of continuous full-time service and the other provisions in this Article. 132
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18 9.1.1. In the future, should the Association agree to modify or reduce 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 Employees hired into a position/ classification covered by this Agreement on or before July 1, 2024, under the terms described herein.

9.1.2. In the event of the death of the Employee, his or her surviving spouse and any existing covered and then-enrolled dependents will be allowed to continue coverage under the conditions set forth in this Article; however, they will not be allowed to add individuals to the City's plan.

9.1.3. 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.

Section 9.2: Employees Hired into the Unit After July 1, 2024. Employees hired into a position/classification covered by this Agreement, promoted into a position/classification covered by this Agreement, or transferred to a position/ classification covered by this Agreement after July 1, 2024, or who were not otherwise a full-time regular Employee described in Article 2 as of that date, are not eligible for post-retirement medical benefits or any other non-pension post-employment benefits and they are specifically excluded from the benefits set forth in Section 9.1. This Section does not apply to Employees hired to a full-time position/classification covered by this Agreement before July 1, 2024.

Section 9.3: Employee Retiree Medical Discussions. The City agrees to continue to explore the feasibility of any SMEA proposals regarding potential post-retirement medical benefits for Employees hired, promoted, or transferred into the Unit after July 1, 2024, that would not be unduly financially burdensome for the City, and which would help the City recruit and retain Employees. Proposals may be submitted to the City Administrator.

Should the City Administrator agree in theory to a proposal, upon direction from the City Council, SMEA and the City Administrator may negotiate the Employees’ contribution and the City’s contribution.
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19 ARTICLE 10. SICK LEAVE
Section 10.1: Sick Leave Accumulation and Use. Employees shall accumulate Sick Leave at the rate of one and one quarter (1.25) days per month/ ten (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 subject to the following:

1. Rate of Pay. The rate of pay for Sick Leave shall be based upon the Employee’s current rate of pay.

2. Sick Leave Use. Employees may use their accumulated Sick Leave for paid time off work due to illness or injury. Sick Leave must be taken in fifteen-minute increments, rounded up. (e.g., if any Employee is gone for twenty minutes, thirty will be recorded).

3. Employees may be granted leave with pay, or leave without pay, when the absence is required because of illness or injury of a member of the immediate family.

4. Each day utilized for this leave shall be subtracted from the Employee’s Sick Leave entitlement.

5. The City Administrator may require a justification for the need for this Leave before approving the leave.

6. 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.

7. In unusual instances the City Administrator may extend family sick leave provisions. 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.

8. Employees who use two (2) shifts (16.0 hours) or less of sick leave per fiscal year, shall be credited with one (1) additional shift (8.0 hours) of Administrative Leave.

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20 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 converted to vacation time it shall be converted as two (2) days of sick leave for one (1) day of vacation or the equivalent. c. The maximum amount of Vacation accumulation permitted by years of service, as set forth below, shall not be exceeded by operation of any Sick Leave conversion: employees who have reached their maximum accrual may not exceed it through trade.

Section 10.3: Sick Leave Conversion Upon Separation from Employment.

10.3.1. Employees hired on or before July 1, 2024, with a minimum of five (5) years of continuous, full-time permanent employment, who separate from the City, for other than service retirement, are eligible for a maximum payoff, at full salary, of 480.0 hours accumulated sick leave.

10.3.2. Employees hired after July 1, 2024, with a minimum of five (5) years of continuous, full-time permanent employment, who separate from the City, for other than service retirement, are eligible for a maximum payoff of 300 hours of accumulated sick leave at full salary.

Section 10.4: Sick Leave Conversion Upon Retirement.

10.4.1. Employees Hired on or Before July 1, 2024. An Employee hired on or before July 1, 2024, 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 (50%) of their current hourly rate of pay. a. As an alternative, upon retirement from the City, an Employee hired on or before July 1, 2024, 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 an additional 480 hours of accrued Sick Leave at their current hourly rate toward the monthly medical, dental and/or vision premium costs which 135
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21 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, as legally allowed.

10.4.2. An Employee hired after July 1, 2024, upon retirement from the City, may obtain a payout of up to: (1) 240 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 (50%) of their current hourly rate of pay. 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, as legally allowed.

Section 10.5: Sick Leave Donation. An Employee may donate sick leave to another fulltime benefitted employee on an hour-per-hour basis subject to the following:
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.

ARTICLE 11. ADMINISTRATIVE LEAVE
Section 11.1: Annual Administrative Leave. Employees shall receive 12 shifts (96.0 hours), annual Administrative Leave as of July 1st of each year covered by this agreement.

Section 11.2: New Employees/ Prorated Administrative Leave. A new Employee shall receive Administrative Leave on a pro-rated basis in a lump sum (26 pay periods + 96.0 hours = 3.69 hours per pay period) subject to the following:
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22 a. If an Employee is in paid status for any portion of a pay period, he/she will be entitled to a full accrual.
b. For example, if an Employee was hired during the 10th pay period of the fiscal year, he/she would be entitled to 62.78 hours of Administrative Leave (17 pay periods x 3.69 = 62.78).

Section 11.3: Maximum Administrative Leave Accrual. In no event shall an Employee accrue Administrative Leave beyond a ceiling of two (2) years' worth of accruals.

Section 11.4: Sell-Back of Administrative Leave. An Employee may sell back up to a total of four weeks of accrued administrative leave or vacation leave to the City each calendar year on the condition the Employee maintains a balance of one-year accrual of administrative leave as defined in Section 10.1 and subject to the following:
a. An 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. 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.

At the discretion of the City Administrator, and upon terms agreed upon between the effected Employee(s) and the City Administrator, an Employee may sell more than four 137
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23 weeks of accrued administrative leave or vacation leave to the City if chronic staff shortage and the need to fill shifts will result in the Employee losing his/her accruals.

ARTICLE 12. BEREAVEMENT LEAVE
In the event of a death of the Employee's immediate family or other close relative, as defined by the City’s Personnel Rules & Regulations and state law, an Employee may be granted leave of absence with pay not to exceed five (5) working days. Time not worked because of such bereavement leave shall not adversely affect the accrual of regularly assigned leave (e.g., vacation, sick leave, Administrative Leave, etc.) ARTICLE 13. JURY DUTY
Employees shall receive their full regular pay for the time served on a jury that falls within their regular assigned shift. Additionally, any fees the employee received from the court for such duty, including compensation, mileage, and subsistence allowances will be retained by the employee.

ARTICLE 14. UNIFORM ALLOWANCE
Section 14.1: Amount and Timing of Uniform Allowance for Fire Chief, Police Chief, and Police Lieutenant. The Fire Chief will receive an annual uniform allowance of $1,200.00 and the Police Chief and Police Lieutenant will receive an annual uniform allowance of $1,500.00. The uniform allowances shall be paid the first full pay period in December of every year via a single payment separate from Employee’s regular pay.

Section 14.2: Building Official Uniforms and Personal Protective Equipment. The City shall provide the Building Official uniform expenses as part of the department budget.

Section 14.3: Uniform Expectations. Employees represent the City at all times. In return for the allowance set forth in Section 14.1, Employees should endeavor to wear their department uniform to all City Council meetings, formal City events, and whenever appropriate given the situation. Uniforms shall be neat and clean and worn properly to exhibit the professionalism the City requires. Business attire is considered optional wear when appropriate and will conform to the same measures of professionalism as identified for the uniform appearance standards.
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24 ARTICLE 15. DIFFERENTIALS
Section 15.1: Differential for Management Employees. All management Employees shall have a base salary of at least ten percent (10%) more than the base salary of any employee they regularly supervise.

ARTICLE 16. HOLIDAYS
Section 16.1: Holiday Compensation. Regular, full-time Employees are entitled to sixteen (16) paid holidays per year, as follows:
 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 19 – 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.

The City shall provide SMEA Employees 128 hours annually in lieu of Holiday or Float Pay accrued at the rate of 4.92 hours per pay period. 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 an SMEA Employee is required to work on any of the above referenced holidays. Employee’s use of the 128 hours of Holiday Pay during a fiscal year will be deducted on an hour-for-hour basis.

Section 16.2: Additional Holidays Recognized. During the term of this MOU, any holiday not identified in this MOU that is granted by the City Council to a forty (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. Additional days designated by the Congress of the United States or by the Governor of California as legal holidays 139
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25 which are observed by the City shall also result in additional Holiday hours provided to each SMEA employee for that fiscal year for the term of this MOU.

Section 16.3: Annual Holiday Cash-Out. City will pay the cash value, at the current rate of pay, of any unused balance of the one hundred and twenty-eight (128) hours at the end of a fiscal year to the SMEA Employee at the first full pay period in July of the following fiscal year.

ARTICLE 17. VACATION
Section 17.1 Vacation Accrual Rate. Employees shall earn annual vacation equal to the highest negotiated MOU, which at the time of this agreement is as follows:

Vacation Accrual Schedule (Based on 8 Hours/Day)
Years of Service Annual Vacation Days Accrual Rate
01-03 10 3.08
04-10 15 4.62
11-15 20 6.15
16+ 25 7.69
 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.

Employees' accrual rate will be based on years of continuous service to the City and/or comparative service with another governmental agency, as determined by the City Administrator.

Section 17.2: Maximum Vacation Accrual. Beginning upon employment, full-time, permanent employees continually earn vacation time, which they accumulate from yearto-year until they have banked twice their annual accrual rate, as set forth below. No employee shall accrue vacation time beyond two (2) years’ accruals. Once an employee has accumulated twice their annual vacation accrual rate, the employee shall not accrue more vacation time until they use vacation time so that their banked hours fall below their 140
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26 maximum accumulation.

Section 17.3: Maximum Vacation Accrual in Extenuating Circumstances. In no event shall a management Employee accrue vacation beyond a ceiling of 2 years, however, under extenuating circumstances, the City Administrator may grant an Employee written approval to raise the maximum accrual for a specific period. Said time period may be extended in writing by the City Administrator or his/her designee.

Section 17.4: Vacation Cash-Out. An Employee may sell a total of four weeks of accrued vacation leave or administrative leave to the City each calendar year on the condition that the SMEA Employee maintains a balance of one-years’ worth of accrued vacation leave as defined in Section 17.1. An 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, unless the City Administrator, in his or her sole discretion, determines Employees should be allowed to sell back more time due to chronic staff shortages and the need to fill shifts resulting in lost accruals.

Section 17.5: Irrevocable Election Form (IRS). Employees who elect to sell back vacation leave pursuant to Section 17.4 must submit an irrevocable election form before December 31 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 31.

Employees who do not make an election, by submitting the irrevocable election form before December 31 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.

ARTICLE 18. CALPERS
The City shall provide Employee's pension benefits through the California Public Employees' Retirement System's ("CalPERS"). Employees’ retirement benefit formula and required contributions under CalPERS will depend upon the Employee's date of membership, their CalPERS designation as “Classic” or “New” Members as defined by 141
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27 law, and their classification (Miscellaneous or Safety [police and fire]).

Section 18.1: Miscellaneous Employees/ “Classic Members.” Miscellaneous 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 FiftyFive (55) Plan for Miscellaneous Members.

Section 18.2: Miscellaneous Employees/ “New Members.” Miscellaneous 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 Miscellaneous Members, subject to the requirements set forth in Section 18.5.

Section 18.3: Safety Employees/ “Classic Members.” Safety 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.

Section 18.4: Safety Employees/ “New Members.” Safety 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 subject to the requirements set forth in Section 18.5.

Section 18.5: Employer Contributions for “New Members”/ Miscellaneous and Safety. 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 defined share and the City shall pay 100% of the Employer share of the pension contribution costs.

Section 18.6: Employer Contribution for “Classic Members.” For Employees classified as Classic Members, the Employee shall pay 100% of employee defined contribution costs.
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28 Thus, all Employees, whether Classic or New Members, shall pay 100% of Employee's defined contribution costs.

ARTICLE 19. WORKERS' COMPENSATION
Section 19.1: Supplementation of Workers’ Compensation Benefits. Non-safety management Employees, with five (5) years' service or more, 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 for workers’ compensation claims after the Employee has used his/her current sick leave balance.

Section 19.2: Repayment of Sick Leave. Upon the Employee’s return to duty, he/ she shall repay any sick leave borrowed pursuant to Section 19.1 on an hour-for-hour exchange as the Employee re-accrues sick leave. 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 subject to the following:
a. The amount of sick leave repayment still owed by the Employee will be deducted from the final separation payroll check.
b. If there are not 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.
c. In no event shall repayment exceed a period of six months. d. If the Employee is deemed totally permanently disabled, due to an accepted work-related injury, any borrowed sick leave shall not be repaid. e. 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. However, in no event shall an employee be allowed to exceed a 480.0-hour credit.

Section 19.3: Expenditure of Leave Balance. Once all leave balances have been 143
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MOU 2024-2029
29 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.

ARTICLE 20. AUTO ALLOWANCE
It is the City’s declared policy 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 or be reimbursed at the IRS rate if a vehicle is not available.

ARTICLE 21. CELL PHONES
Management Employees will be paid a monthly stipend of One Hundred Dollars ($100.00) as a cell phone allowance in lieu of being issued or using a City cellphone. Once this stipend is paid, it is the Employee’s responsibility to maintain a cellphone and to have it available for business use.

ARTICLE 22. DISASTER COMPENSATION
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.

Exempt Employees shall not receive any compensation for overtime work, except for the following reasons:

A. During a declared state or federal emergency outside of normal scheduled work hours.

B. Responding to a City of Sonora proclaimed emergency, outside of normal scheduled work hours (as approved by the City Administrator).

C. Overtime shall be computed to the nearest one-quarter (1/4) hours. 144
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30 ARTICLE 24. WORK FURLOUGH
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). With respect to pay, up to a 10% reduction shall be reflected biweekly, in each regular paycheck issued by the City. Leave balances and benefits will not be affected by the reduction in hours.

Examples of a critical operating budget 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.

ARTICLE 25. RE-OPENER
The Parties agree that if City reserves drop below 25%, they will reopen this Agreement and renegotiate the terms set forth herein without exception.

SMEA acknowledges City intends to revise its Personnel Rules and Regulations during the term of this Agreement. The City will meet and confer with SMEA pursuant to the Meyers-Milias Brown Act prior to implementing any changes. In the event a term in the revised Personnel Rules and Regulations conflict with a term this Agreement, the term of this Agreement shall prevail.

ARTICLE 26. FLEXIBLE WORK WEEK
Association members will have the option of working flexible work weeks as approved by the City Administrator.

ARTICLE 27. SAVING CLAUSE
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 145
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SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2024-2029
31 of arriving at a mutually satisfactory replacement for such provision. Either party may invoke the provision of impasse under City of Sonora Resolution No. 3-21-83-D, if applicable.

ARTICLE 28. TERMINATION CLAUSE
Under the terms of this Agreement, all full-time Employees 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, unless otherwise agreed to by employment Agreement.

ARTICLE 29. PERSONNEL RULES AND REGULATIONS
The Personnel Rules and Regulations, as amended from time to time, including its definitions, are expressly included herein and its terms and provisions are applicable to SMEA and its members except those terms and provisions explicitly contradicted by the terms and provisions of this Agreement. Where this Agreement is silent, provisions of the adopted City's Personnel Rules & Regulations and Administrative Policies shall apply.

The City and SMEA acknowledge the City will update the Personnel Policies and Procedure Manual during the term of this MOU, which may include substantive changes that do not conflict with this Agreement. The City will meet and confer with SMEA before implementing any new policies.

ARTICLE 30. REIMBURSEMENT
Any overtime pay pursuant to Article 22 must be received by the City from the applicable federal or state agency. If the City is not reimbursed, the Employee shall repay the City for any overtime pay.

ARTICLE 31. TERM OF AGREEMENT
The term of this Agreement is five (5) years, from July 1, 2024, through June 30, 2029.

ARTICLE 32. FULL AGREEMENT
The Parties agree upon the following:
146
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32 \

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 Agreement has not been agreed upon and, if raised in 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 the City.

4. This Agreement constitutes the sole, entire, and existing Agreement, and supersedes all prior MOU's/ Agreements and undertakings, oral and written, expressed or implied, or practices between parties, including any rights or privileges established through informal understandings, customs, or longestablished traditions.

5. Where this Agreement is silent, provisions of the adopted Personnel Rules and Regulations shall apply.

6. Except in cases of emergency, SMEA 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, 2024, through June 30th, 2029, as witnessed hereto by the following parties:

SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
Aimee New, President
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SONORA MANAGEMENT EMPLOYEES' ASSOCIATION
MOU 2024-2029
33 CITY OF SONORA
Ann Segerstrom, Mayor
Melissa Eads, City Administrator
ATTEST:

Tracy Skelly, City Clerk
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Step A Step B Step C Step D Step E Step F
Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Building Official 5061 $ 4,048.80 8,772.40 $ 50.61 $ 9,210.93 $ 4,251.20 $ 53.14 $ 9,672.00 $ 4,464.00 $ 55.80 $ 10,155.60 $ 4,687.20 $ 58.59 $ 10,663.47 $ 4,921.60 $ 61.52 $ 11,197.33 $ 5,168.00 $ 64.60 $ 5188 $ 4,150.40 8,992.53 $ 51.88 $ 9,441.47 $ 4,357.60 $ 54.47 $ 9,912.93 $ 4,575.20 $ 57.19 $ 10,408.67 $ 4,804.00 $ 60.05 $ 10,928.67 $ 5,044.00 $ 63.05 $ 11,474.67 $ 5,296.00 $ 66.20 $ 5318 $ 4,254.40 9,217.87 $ 53.18 $ 9,678.93 $ 4,467.20 $ 55.84 $ 10,162.53 $ 4,690.40 $ 58.63 $ 10,670.40 $ 4,924.80 $ 61.56 $ 11,204.27 $ 5,171.20 $ 64.64 $ 11,764.13 $ 5,429.60 $ 67.87 $ Police Lieutenant 5451 $ 4,360.80 9,448.40 $ 54.51 $ 9,921.60 $ 4,579.20 $ 57.24 $ 10,417.33 $ 4,808.00 $ 60.10 $ 10,939.07 $ 5,048.80 $ 63.11 $ 11,486.80 $ 5,301.60 $ 66.27 $ 12,060.53 $ 5,566.40 $ 69.58 $ 5587 $ 4,469.60 9,684.13 $ 55.87 $ 10,167.73 $ 4,692.80 $ 58.66 $ 10,675.60 $ 4,927.20 $ 61.59 $ 11,209.47 $ 5,173.60 $ 64.67 $ 11,769.33 $ 5,432.00 $ 67.90 $ 12,358.67 $ 5,704.00 $ 71.30 $ 5727 $ 4,581.60 9,926.80 $ 57.27 $ 10,422.53 $ 4,810.40 $ 60.13 $ 10,944.27 $ 5,051.20 $ 63.14 $ 11,492.00 $ 5,304.00 $ 66.30 $ 12,067.47 $ 5,569.60 $ 69.62 $ 12,670.67 $ 5,848.00 $ 73.10 $ 5870 $ 4,696.00 10,174.67 $ 58.70 $ 10,684.27 $ 4,931.20 $ 61.64 $ 11,218.13 $ 5,177.60 $ 64.72 $ 11,779.73 $ 5,436.80 $ 67.96 $ 12,369.07 $ 5,708.80 $ 71.36 $ 12,987.87 $ 5,994.40 $ 74.93 $ 6017 $ 4,813.60 10,429.47 $ 60.17 $ 10,951.20 $ 5,054.40 $ 63.18 $ 11,498.93 $ 5,307.20 $ 66.34 $ 12,074.40 $ 5,572.80 $ 69.66 $ 12,677.60 $ 5,851.20 $ 73.14 $ 13,312.00 $ 6,144.00 $ 76.80 $ Adm Svs Director/Comm Dev Director 6167 $ 4,933.60 10,689.47 $ 61.67 $ 11,223.33 $ 5,180.00 $ 64.75 $ 11,784.93 $ 5,439.20 $ 67.99 $ 12,374.27 $ 5,711.20 $ 71.39 $ 12,993.07 $ 5,996.80 $ 74.96 $ 13,643.07 $ 6,296.80 $ 78.71 $ Fire Chief 6321 $ 5,056.80 10,956.40 $ 63.21 $ 11,504.13 $ 5,309.60 $ 66.37 $ 12,079.60 $ 5,575.20 $ 69.69 $ 12,682.80 $ 5,853.60 $ $ 73.17 $ 6,146.40 13,317.20 $ 76.83 $ 13,982.80 $ 6,453.60 $ 80.67 $ Assitant Administrator 6479 $ 5,183.20 11,230.27 $ 64.79 $ 11,791.87 $ 5,442.40 $ 68.03 $ 12,381.20 $ 5,714.40 $ 71.43 $ 13,000.00 $ 6,000.00 $ 75.00 $ 13,650.00 $ 6,300.00 $ 78.75 $ 14,332.93 $ 6,615.20 $ 82.69 $ Chief of Police 6641 $ 5,312.80 11,511.07 $ 66.41 $ 12,086.53 $ 5,578.40 $ 69.73 $ 12,691.47 $ 5,857.60 $ 73.22 $ 13,325.87 $ 6,150.40 $ 76.88 $ 13,991.47 $ 6,457.60 $ 80.72 $ 14,691.73 $ 6,780.80 $ 84.76 $ 6807 $ 5,445.60 11,798.80 $ 68.07 $ 12,388.13 $ 5,717.60 $ 71.47 $ 13,006.93 $ 6,003.20 $ 75.04 $ 13,656.93 $ 6,303.20 $ 78.79 $ 14,339.87 $ 6,618.40 $ 82.73 $ 15,057.47 $ 6,949.60 $ 86.87 $ 6977 $ 5,581.60 12,093.47 $ 69.77 $ 12,698.40 $ 5,860.80 $ 73.26 $ 13,332.80 $ 6,153.60 $ 76.92 $ 14,000.13 $ 6,461.60 $ 80.77 $ 14,700.40 $ 6,784.80 $ 84.81 $ 15,435.33 $ 7,124.00 $ 89.05 $ 7151 $ 5,720.80 12,395.07 $ 71.51 $ 13,015.60 $ 6,007.20 $ 75.09 $ 13,665.60 $ 6,307.20 $ 78.84 $ 14,348.53 $ 6,622.40 $ 82.78 $ 15,066.13 $ 6,953.60 $ 86.92 $ 15,820.13 $ 7,301.60 $ 91.27 $ 7330 $ 5,864.00 12,705.33 $ 73.30 $ 13,341.47 $ 6,157.60 $ 76.97 $ 14,008.80 $ 6,465.60 $ 80.82 $ 14,709.07 $ 6,788.80 $ 84.86 $ 15,444.00 $ 7,128.00 $ 89.10 $ 16,217.07 $ 7,484.80 $ 93.56 $ 7513 $ 6,010.40 13,022.53 $ 75.13 $ 13,674.27 $ 6,311.20 $ 78.89 $ 14,357.20 $ 6,626.40 $ 82.83 $ 15,074.80 $ 6,957.60 $ 86.97 $ 15,828.80 $ 7,305.60 $ 91.32 $ 16,620.93 $ 7,671.20 $ 95.89 $ 7701 $ 6,160.80 13,348.40 $ 77.01 $ 14,015.73 $ 6,468.80 $ 80.86 $ 14,716.00 $ 6,792.00 $ 84.90 $ 15,452.67 $ 7,132.00 $ 89.15 $ 16,225.73 $ 7,488.80 $ 93.61 $ 17,036.93 $ 7,863.20 $ 98.29 $ 7894 $ 6,315.20 13,682.93 $ 78.94 $ 14,367.60 $ 6,631.20 $ 82.89 $ 15,085.20 $ 6,962.40 $ 87.03 $ 15,839.20 $ 7,310.40 $ 91.38 $ 16,631.33 $ 7,676.00 $ 95.95 $ 17,463.33 $ 8,060.00 $ 100.75 $ 8091 $ 6,472.80 14,024.40 $ 80.91 $ 14,726.40 $ 6,796.80 $ 84.96 $ 15,463.07 $ 7,136.80 $ 89.21 $ 16,236.13 $ 7,493.60 $ 93.67 $ 17,047.33 $ 7,868.00 $ 98.35 $ 17,900.13 $ 8,261.60 $ 103.27 $ 8293 $ 6,634.40 14,374.53 $ 82.93 $ 15,093.87 $ 6,966.40 $ 87.08 $ 15,847.87 $ 7,314.40 $ 91.43 $ 16,640.00 $ 7,680.00 $ 96.00 $ 17,472.00 $ 8,064.00 $ 100.80 $ 18,345.60 $ 8,467.20 $ 105.84 $ 8500 $ 6,800.00 14,733.33 $ 85.00 $ 15,470.00 $ 7,140.00 $ 89.25 $ 16,243.07 $ 7,496.80 $ 93.71 $ 17,056.00 $ 7,872.00 $ 98.40 $ 17,908.80 $ 8,265.60 $ 103.32 $ 18,804.93 $ 8,679.20 $ 108.49 $ 8713 $ 6,970.40 15,102.53 $ 87.13 $ 15,858.27 $ 7,319.20 $ 91.49 $ 16,650.40 $ 7,684.80 $ 96.06 $ 17,482.40 $ 8,068.80 $ 100.86 $ 18,356.00 $ 8,472.00 $ 105.90 $ 19,274.67 $ 8,896.00 $ 111.20 $ 8931 $ 7,144.80 15,480.40 $ 89.31 $ 16,255.20 $ 7,502.40 $ 93.78 $ 17,068.13 $ 7,877.60 $ 98.47 $ 17,920.93 $ 8,271.20 $ 103.39 $ 18,817.07 $ 8,684.80 $ 108.56 $ 19,758.27 $ 9,119.20 $ 113.99 $ 9154 $ 7,323.20 15,866.93 $ 91.54 $ 16,660.80 $ 7,689.60 $ 96.12 $ 17,494.53 $ 8,074.40 $ 100.93 $ 18,369.87 $ 8,478.40 $ 105.98 $ 19,288.53 $ 8,902.40 $ 111.28 $ 20,252.27 $ 9,347.20 $ 116.84 $ 9383 $ 7,506.40 16,263.87 $ 93.83 $ 17,076.80 $ 7,881.60 $ 98.52 $ 17,931.33 $ 8,276.00 $ 103.45 $ 18,827.47 $ 8,689.60 $ 108.62 $ 19,768.67 $ 9,124.00 $ 114.05 $ 20,756.67 $ 9,580.00 $ 119.75 $ 9618 $ 7,694.40 16,671.20 $ 96.18 $ 17,504.93 $ 8,079.20 $ 100.99 $ 18,380.27 $ 8,483.20 $ 106.04 $ 19,298.93 $ 8,907.20 $ 111.34 $ 20,264.40 $ 9,352.80 $ 116.91 $ 21,278.40 $ 9,820.80 $ 122.76 $

SONORA MANAGEMENT EMPLOYEES' ASSOCIATION SALARY RANGE TABLE EFFECTIVE NOVEMBER 11, 2024
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029

MEMORANDUM OF

UNDERSTANDING

FOR THE SONORA

CONFIDENTIAL

EMPLOYEES'

ASSOCIATION
(SCEA)
FY 2024-25 through FY 2028-29
150
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION
MOU 2021-2025
Table of Contents
PREAMBLE .........................................................................................................................................3 Section 1. RECOGNITION..................................................................................................................3 Section 2. SALARY PLAN.................................................................................................................3 Section 2.1- SALARY PLAN ADMINISTRATION..........................................................................4 Section 2.2- SALARY PAYMENT ............................................................................................... 4 Section 2.3 - SALARY OF NEW EMPLOYEES.............................................................................4 Section 2.4 - INCREASE WITHIN RANGE ...................................................................................4 Section 3. REDUCED WORK HOUR SCHEDULE...........................................................................6 Section 4. CONFIDENTIAL EMPLOYEE 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. TEN PERCENT DIFFERENTIAL ................................................................................. 15 Section 12. HOLIDAYS .................................................................................................................... 15 Section 13. VACATION .................................................................................................................... 16 Section 14. CALPERS...................................................................................................................... 17 Section 15. REVIEW OF JOB DESCRIPTION ............................................................................... 18 Section 16. WORKERS' COMPENSATION.................................................................................... 18 Section 17. AUTO ALLOWANCE .................................................................................................... 19 Section 18. CELL PHONES............................................................................................................. 19 Section 19. BENEFITS..................................................................................................................... 20 Section 20. WORK FURLOUGH ..................................................................................................... 20 Section 21. FLEXIBLE WORK WEEK............................................................................................. 21 151
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION
MOU 2021-2025
Section 22. SAVING CLAUSE.........................................................................................................21 Section 23. TERMINATION CLAUSE............................................................................................ 21 Section 24. FULL AGREEMENT.....................................................................................................21 152
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 4 ARTICLE 1. PREAMBLE
The purpose of this Memorandum of Understanding (hereinafter “MOU” or “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.

The City of Sonora (hereinafter “City”) and the Sonora Confidential Employee’s Association (hereinafter “SCEA” or “Association”)(City and SCEA referred to collectively hereafter as “Parties”) 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 important.

This Agreement is entered into pursuant to the Meyers- Milias-Brown Act, as amended, and has been jointly prepared by the parties. Nothing in this Agreement shall invalidate City Resolution No. 03-21-83-D.

ARTICLE 2. RECOGNITION
Pursuant to Government Code Section 3500 et seq., and City Resolution No. 3-21-83-D, City recognizes SCEA as the exclusive bargaining representative for the bargaining unit consisting of all regular full-time confidential employees in classifications including:
• Administrative Services Officer
Bargaining unit members covered by this Agreement are referred to herein as “Employee(s)," or “SCEA Employee(s).”
The terms of this Agreement shall apply to the Employees identified above. SCEA does not represent temporary or part-time employees with the exception of a bargaining unit Employee who has entered into an agreement with the City for a reduced work hour schedule, pursuant to Article 6 of this MOU.

ARTICLE 3. CITY RIGHTS
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 the City.

The City agrees, to the extent required by Government Code Sections 3500, et seq., to meet and confer, upon request, with unit representatives concerning modifying or 153
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 5 changing wages, hours, and other terms and conditions of employment and shall fully consider presentations made by SCEA on behalf of its members prior to arriving at a determination of policy or course of action.

The Association shall have the right to grieve any violation of this Agreement by the City of Sonora.

ARTICLE 4. SALARY PLAN
Section 4.1: Pay Scale/Salary Schedule Effective November 11, 2024. The Parties agree that effective November 11, 2024, Employees’ salaries are to be determined by the Pay Scale (or Salary Schedule), attached hereto as Exhibit “A” and incorporated herein.

Employees regularly assigned a position in a classification covered by this Agreement shall be paid a salary within the range established for that position's classification.

Any pay raises due to Employees pursuant to the Salary Schedule (Attachment “A”) shall be retroactive to November 11, 2024. Upon the effective date of the Pay Scale/ Salary Schedule, all Employees hired on or before that date shall have a new anniversary date, as set forth in Section 4.4, of November 11, 2024.

Section 4.2: Biweekly Pay. Employees’ regular and other compensation shall normally be paid on a biweekly basis via direct deposit pursuant to the designated pay schedule.

Section 4.3: Salary of New Employees. The first step of the Pay Scale/Salary Schedule (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 step E.

Section 4.4: Increases Within Range.

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 6 implementation would result in a grossly unfair result for any Employee(s). All salary adjustments—excluding certificate, education, and longevity pay—are made effective on the anniversary date or any time thereafter, pending review and approval by the City Administrator. Eligibility for subsequent salary adjustments (excluding certificate, education, and longevity pay) will occur one year after the current anniversary date. The anniversary date refers to the date an employee is hired or promoted into a full-time position.

It is important to distinguish the anniversary date from the following:
 Service date: This is the date an employee was hired into a regular full-time position and is used to calculate vacation and longevity pay.  Hire date: This is the date the employee first began working for the City, whether in a temporary, reserve, probationary, part-time, or other non-full-time capacity.

4.4.2. Salary range step advancement shall be administered as follows:
a. The second step (B) is merit advancement. Employees may advance to the second step (B) after completing one year of employment in the position at the review and approval of the City Administrator. The oneyear 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 conferred upon Employees upon the review and approval of the City Administrator. Employees shall be eligible for advancement to their next step on their subsequent anniversary date. c. Except as set forth above, no other conditions, other than merit, will be necessary for members of SCEA to achieve the sixth step (F).

4.4.4. No advance in steps shall be automatic upon completion of the period of service outlined herein above, and all increases shall be made 1) based on merit as established by the Employee's work performance; 2) upon documentation by 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.

4.4.5. Each base salary adjustment, as set forth in Sections 4.4.1 and 4.4.2, shall become effective on the Employee’s anniversary, or at any time thereafter. Such salary adjustment shall be processed as of the beginning date of the pay period for 155
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 7 which the adjustment becomes effective.

Section 4.5: Compensation Study. City agrees to complete a class and compensation study after September 1, 2028, to be completed by March 31, 2029.

ARTICLE 6. REDUCED WORK HOUR SCHEDULE
In the event an 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 City Administrator may approve the request in writing. The Employee's base salary, other compensation and all benefits (i.e., leave accruals, insurances, etc.) will be prorated to correspond to the hours worked.

ARTICLE 7. EDUCATION INCENTIVE
Section 7.1: Degrees. Subject to verification and assessment by the City Administrator or designee, and subject to the limitations set forth below, the City agrees to provide a pay increase to Employees' base salary as an education incentive for those Employees who have attained the following degrees, unless such degrees are required for the position pursuant to the job description in the case of Employees hired after July 1, 2025:
 Associate’s degree: 2.5%
 Bachelor’s degree: 5.0%
 Master’s degree/ certified public accountant: 7.5%
 Doctorate: 10.0%
The City agrees, to the extent required by Government Code Sections 3500, et seq., (the Meyers-Milias-Brown Act) to meet and confer, upon request, with unit representatives concerning modifying or changing wages, hours and other terms and conditions of 156
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 8 employment and shall fully consider presentations as are made by SCEA on behalf of its members prior to arriving at a determination of policy or course of action.

Section 7.2: Maximum Incentive Pay. Employees shall only be compensated for the highest degree obtained from a public or private post-secondary institution that has received state approval toward 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 base salary would increase by 5.0%. If the Employee subsequently attains a master’s degree, the Employee's base salary would increase by 2.5%, for a total of 7.5%. 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.

Section 7.3: PERS/Taxable. The education incentive shall be included in the Employee's base salary and is considered reportable salary to PERS and taxable.

Section 7.4: City Administrator Verification. To qualify for the education incentive, the degree must be from a postsecondary institution accredited by the U.S. Department of Education. The City Administrator retains discretion as to whether the degree or the educational institution conferring the degree, is valid for the purpose of the incentive pay described herein An Employee seeking the incentive pay must produce the original degree or an original letter from the educational institution granting said degree to the City Administrator for consideration relative to the educational incentive benefit. The City Administrator may require the Employee to provide additional or clarifying information.

Section 7.5: Tuition Reimbursement. Once an Employee has successfully completed a course (or obtained a certificate) approved in advance by the City Administrator in writing, the City will reimburse the employee up to a maximum of 50 percent (50%) of the fees and costs incurred by the Employee in obtaining the certificate, such as the cost for tuition and books and registration expenses. Travel time, time in class, gas, parking fees, mileage, and meal costs are explicitly not subject to City reimbursement.

The Employee is responsible for obtaining the City Administrator’s express written 157
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 9 authorization for the specific certificate/course proposed by the Employee and for obtaining the City Administrator’s determination as to which fees/costs are subject to partial reimbursement from the City, and to what degree, before making any expenditures. The Employee is responsible for the remaining percentage (minimally 50%) of the fees/costs, as determined by the City Administrator in advance, and is responsible for one hundred percent (100%) of the non-reimbursable expenses. The Employee must submit proof of all reimbursable costs/fees and proof of course or certificate completion.

ARTICLE 8. INSURANCE COVERAGE
Section 8.1: Current Employees. For the term of this MOU, the City agrees to provide medical, dental, vision, life, and long-term disability insurance coverage to current Employees and their dependents, if any, subject to the terms below and as indicated by category.

Section 8.3: Termination of Benefits. All medical, dental, vision, life, and disability insurance will end for terminating Employees and their dependents, if any, on the Employee’s date of separation from the City, unless otherwise provided for by this Agreement or as indicated by law.

For any 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, and administrative leave, 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 and payment from the Employee shall be due monthly in advance. Payment may be prorated, as appropriate.

Section 8.4: Medical Insurance.

8.4.1. All Employees in regular full-time positions shall be eligible to participate in health, dental, and vision insurance programs authorized by the City as follows:

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 10 8.4.3. Employees, whose dependents have coverage elsewhere, and who elect not to enroll their dependents in the City’s plan, or who discontinue dependent coverage through the City’s plan, will receive $45.00 additional taxable compensation per pay period subject to the following:
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. There will be no proration of in-lieu benefits.

8.4.4 Dependent enrollment/re-enrollment shall be subject to the following conditions:
a. 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.
b. 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 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 in-lieu pay would be for the pay period ended February 24th. c. All new Employees to the City will fall under these same provisions.

Section 8.5: Life Insurance. The City shall provide, and pay premiums for, term life insurance for current Employees, with a payoff value equal to the Employee's annual salary at the time of death (or disability, if provided by policy), with a salary cap of $150,000. 159
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 11 The City shall also provide, and pay premiums for, the following dependent life insurance coverage for current Employees:
a. Spouse $25,000
b. Dependent $10,000
Section 8.6: Vision Program. The City shall provide Employees covered by this Agreement and their dependents with a vision care program and pay 100% of whichever plan it selects.

Section 8.7: Dental Program. The City shall pay for dental coverage up to $1,000.00 per person per calendar year pursuant to the City’s selected plan.

ARTICLE 9. POST-RETIREMENT BENEFITS
Section 9.1: Employees Hired into the Unit on or Before July 1, 2024. For Employees hired to a classification covered by this Agreement (as set forth in Article 2) on or before July 1, 2024, who retire from City employment after a minimum of ten (10) years of continuous service as a full-time benefitted Employee, the City will provide them the medical, dental, and vision programs currently provided to active Employees in the Management Association, subject to the following conditions:
a. The City agrees to pay fifty percent (50%) of the then monthly premium for such coverage for a retired Employee having attained the age of 55. b. The retired Employee shall be responsible for fifty percent (50%) of the monthly premium and the same deductible as other Employees. c. The retired 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 retired Employee attaining the age of

60. 160
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 12 e. The retired Employee shall be responsible for twenty-five percent (25%) of the monthly premium and the same deductible as other employees of the Association upon attaining the age of sixty (60).
f. The Retired 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.
h. If the retiring/retired Employee chooses not to participate in the City’s plan upon retirement, they will not be allowed to be reinstated. i. If the retiring/retired Employee chooses to participate in the City's plan(s) upon retirement and subsequently withdraws from the plan(s), he or she will not be allowed to be reinstated.
j. Spouse and dependents may be included in this coverage, at the Employee's discretion, with the same provisions and conditions applicable to the retired Employee, and subject to the provisions below.
k. 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).
l. Employees who were not hired to a position/classification covered by this Agreement as of July 1, 2024, are explicitly excluded from the benefit described in this Section (9.1).
m. Current SEA Employees hired on or before 07/01/2024 shall be entitled to receive the above listed benefits if they are subsequently promoted or reclassified, subject to ten (10) years of continuous service and other provisions in this article.

9.1.1. In the future, should the Association agree to modify or reduce such coverage as outlined above for active SMEA Employees, the City agrees to make any of the City's then current coverage available to retired Employees hired into a position/classification covered by this Agreement on or before July 1, 2024, under the terms described herein.

9.1.2. In the event of the death of the retired Employee, his or her surviving spouse and any existing covered and then-enrolled dependents will be allowed to continue coverage under the conditions set forth in this Article; however, they will not be allowed to add individuals to the City's plan.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 13 9.1.3. 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.

Section 9.2: Employees Hired into the Unit after July 1, 2024. Employees hired, promoted, or transferred to a position/classification covered by this Agreement after July 1, 2024, or who were not otherwise an Employee described in Article 2 as of that date, are not eligible for post-retirement medical benefits or any other non-pension postemployment benefits and they are specifically excluded from the benefits set forth in Section 9.1.

Section 9.3: Employee Retiree Medical Discussions. The City agrees to continue to explore the feasibility of any SCEA proposals regarding potential post-retirement medical benefits for Employees hired, promoted, or transferred into the Unit after July 1, 2024, that would not be unduly financially burdensome for the City, and which would help the City recruit and retain Employees. Proposals may be submitted to the City Administrator. Should the City Administrator agree in theory to a proposal, upon direction from the City Council, SCEA, and the City Administrator may negotiate the Employees’ contribution and the City’s contribution.

Article 10. SICK LEAVE
Section 10.1: Sick Leave Accumulation and Use. Employees shall accumulate sick leave 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). Subject to the cash-out provisions below, an Employee may accumulate sick leave without limitation subject to the following:

1. The rate of pay shall be based upon the Employee's current rate of pay.

2. Employees may use their accumulated Sick Leave for paid time off work due to illness or injury. Sick leave must be taken in fifteen-minute increments, rounded up (e.g., if any employee is gone for twenty minutes, thirty will be recorded).

3. Employees may be granted leave with pay or leave without pay when the absence is required because of illness or injury of a member of the immediate family.

4. Each day utilized for this leave shall be subtracted from the Employee’s sick leave entitlement.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 14 5. The Department Head or City Administrator may require justification for the need for this leave before approving the leave.

6. 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.

7. In unusual instances the City Administrator may extend family sick leave provisions.

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.

8. Employees who use two (2) shifts or less (16.0 hours) or less of sick leave per fiscal year, shall be credited with one (1) additional shift (8.0 hours) of Administrative Leave.

Section 10.2: Conversion of Unused Sick Time to Vacation. 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, subject to the following:
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 maximum amount of Vacation accumulation permitted by years of service, as set forth below, shall not be exceeded by operation of any Sick Leave conversion: employees who have reached their maximum accrual may not exceed it through trade.

Section 10.3: Sick Leave Conversion Upon Separation of Employment.

10.3.1. Employees hired on or before July 1, 2024, with a minimum of five (5) years of continuous, full-time regular employment 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.

10.3.2. Employees hired after July 1, 2024, with a minimum of five (5) years of continuous, full-time permanent employment, who terminate from the City, for other than service retirement, are eligible for a maximum payoff of 300.0 hours of accumulated sick leave at full salary.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 15 Section 10.4: Sick Leave Conversion Upon Retirement.

10.4.1. An Employee hired on or before July 1, 2024, 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 (50%) of their current hourly rate of pay.
a. As an alternative, upon retirement from the City, an Employee hired on or before July 1, 2024, 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, as legally allowed.

10.4.2. Employees Hired After July 1, 2024. An Employee hired after July 1, 2024, upon retirement from the City, may obtain a payout of up to: (1) 240 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 (50%) of their current hourly rate of pay. 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, as legally allowed.

Section 10.5: Sick Leave Donation. An Employee may donate sick leave to another full-time benefitted employee on an hour-per- hour basis, subject to the following:
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.

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 16 Section 11.2: New Employees/ Prorated Administrative Leave. A new Employee shall receive Administrative Leave on a pro-rated basis in a lump sum (96 hours / 26 pay periods = 3.69 hours per pay period) subject to the following:
a. If an Employee is in paid status for any portion of a pay period, he/she will be entitled to a full accrual.
b. For example, if an Employee was hired during the 10th pay period of the fiscal year, he/she would be entitled to 62.78 hours of Administrative Leave (17 pay periods x 3.69 = 62.78).

Section 11.3: Maximum Administrative Leave Accrual. In no event shall an Employee accrue Administrative Leave beyond a ceiling of two (2) years' worth of accruals.

Section 11.4: Sell-Back of Administrative Leave. An Employee may sell up to a total of four weeks of accrued administrative leave or vacation leave to the City each calendar year on the condition the Employee maintains a balance of one-year accrual of administrative leave as defined in Section 11.1 and subject to the following:
a. An Employee may sell back no more than a total of four weeks (regardless of the combination of Administrative or Vacation Leave) during any calendar year. b. 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 of the following year. 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.

ARTICLE 12. BEREAVEMENT LEAVE
In the event of a death of an Employee's immediate family or other close relative, as defined by the City's Personnel Rules & Regulations, an Employee may be granted leave of absence with pay not to exceed five (5) working days.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 17 Time not worked because of such bereavement leave shall not adversely affect an Employee’s leave accrual (e.g., vacation, sick leave, Administrative Leave, etc.) ARTICLE 13. JURY DUTY
Employees shall receive their full regular pay for the time served on a jury that falls within their regular assigned shift. Additionally, any fees the Employee receives from the court for such duty, including compensation, mileage, and subsistence allowances will be retained by the employee.

ARTICLE 14. DIFFERENTIALS
All Employees shall be placed at a base salary step which is at least at least 10% more than the base salary step of any employee they supervise.

ARTICLE 15. HOLIDAYS.

Section 15.1: Holiday Compensation. Regular, full-time Employees are entitled to sixteen (16) paid holidays per year, as follows:
• 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 the Employee's option.

The City shall provide SCEA Employees 128 hours annually in lieu of Holiday or Float Pay 166
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 18 accrued at the rate of 4.92 hours per pay period. The City's payment of these one hundred and twenty-eight (128) hours shall fully compensate Employees for the above-referenced thirteen holidays and three floating holidays even if an Employee is required to work on any of the above-referenced holidays. Employees’ use of the 128 hours of Holiday Pay during a fiscal year will be deducted on an hour-for-hour basis.

Section 14.2: Additional Holidays Recognized. Any holiday not identified in this MOU 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 Employees in this unit by eight (8.0) hours for that fiscal year. 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 Employee in this unit for that fiscal year for the term of this MOU.

Section 14.3: Annual Holiday Cash-Out. City will pay the cash value, at the current rate of pay, of any unused balance of the one hundred and twenty-eight (128) hours at the end of a fiscal year to the Employee at the first full pay period in July of the following fiscal year.

ARTICLE 15. VACATION
Section 15.1: Vacation Accrual Rate. Employees covered by this Agreement shall earn annual vacation, based on years of service, equal to the highest negotiated MOU, which at the time of this agreement is as follows:

Vacation Accrual Schedule (Based on 8 Hours/Day)
Years of Service Annual Vacation Days Accrual Rate
01-03 10 3.08
04-10 15 4.62
11-15 20 6.15
16+ 25 7.69
• 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.

Employees’ vacation accrual rate will be based on years of continuous service to the City and/or comparative service with another governmental agency, as determined by the City Administrator or his/her designee.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 19 Section 15.2: Maximum Vacation Accrual. Beginning upon employment, full-time, permanent Employees continually earn vacation time, which they accumulate from year to year until they have banked twice their annual accrual rate, as set forth below. No Employee shall accrue vacation time beyond two (2) years’ accruals. Once an Employee has accumulated twice their annual vacation accrual rate, the Employee shall not accrue more vacation time until they use vacation time so that their banked hours fall below their maximum accumulation.

Section 15.3: Maximum Vacation Accrual in Extenuating Circumstances. In no event shall an Employee accrue vacation beyond a ceiling of 2 years, however, under extenuating circumstances, the City Administrator may grant an Employee written approval to raise the maximum accrual for a specific period. Said time period may be extended in writing by the City Administrator or his/her designee.

Section 15.4: Vacation Cash-Out. An Employee may sell a total of four weeks of accrued vacation leave or administrative leave to the City each calendar year on the condition that the SCEA Employee maintains a balance of one year’s worth of accrued vacation leave as defined in Section 15.1. An 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, unless the City Administrator, in his or her sole discretion, determines Employees should be allowed to sell back more time due to chronic staff shortages and the need to fill shifts resulting in lost accruals.

Section 15.5: Irrevocable Election Form (IRS). Employees who elect to sell back vacation leave pursuant to Section 15.4 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.

ARTICLE 16. CALPERS
The City shall provide miscellaneous Employee's pension benefits through the California Public Employees' Retirement System ("CalPERS"). 168
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 20 Employees’ retirement benefit formula and required contributions under CalPERS will depend upon the Employee's date of membership with CalPERS, their CalPERS designation as “Classic” or “New” Members as defined by law, and their classification.

Section 16.1: Miscellaneous Employees/ “Classic” Members. Miscellaneous 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 FiftyFive (55) Plan for Miscellaneous Members.

Section 16.2: Employer Contributions for “Classic” Members. For Employees classified as Classic Members, the Employee shall pay 100% of Employee contribution costs.

Section 16.3: Miscellaneous Employees/ “New Members.” Miscellaneous 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 Miscellaneous Members, subject to the requirements set forth in Section 16.4.

Section 16.4: Employer Contributions for “New” Members. 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.

Thus, all Employees, whether Classic or New Members, shall pay 100% of the Employee's contribution costs.

ARTICLE 17. WORKERS' COMPENSATION
Section 17.1: Supplementation of Workers’ Compensation Benefits. Employees with five (5) years' service or more 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 for workers’ compensation claims after the Employee has used his/her current sick leave balance.

Section 17.2: Repayment of Sick Leave. Upon the Employee’s return to duty, he/ she shall repay of any sick leave borrowed pursuant to Section 17.1 on an hour-for-hour exchange as the Employee re-accrues sick leave. If the Employee terminates employment, including service retirement, said Employee will be responsible for the 169
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 21 repayment of the borrowed sick leave at his/her current rate of pay, at the time of separation from City service subject to the following:
a. The amount of sick leave repayment still owed by the Employee will be deducted from the final separation payroll check.
b. 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.
c. In no event shall repayment exceed a period of six months. d. If the Employee is deemed permanently totally disabled, due to an accepted work-related injury, any borrowed sick leave shall not be repaid. e. If, after an Employee returns from a workers' compensation leave, 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. However, in no event shall an employee be allowed to exceed a 480.0-hour credit.

Section 17.3; Expenditure of Leave Balances. 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.

ARTICLE 18. AUTO ALLOWANCE
It is the City’s declared Policy that 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 or be reimbursed at the IRS rate if a vehicle is not available.

The Administrative Services Officer will receive a permanent parking pass for the first level of the Terzich Parking Structure.

ARTICLE 19. CELL PHONES
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 Employee’s responsibility to maintain a cell phone and to have it available for business use.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 22 ARTICLE 20. BENEFITS PARITY
If, during the term of this Agreement, the City grants employees in the SMEA bargaining unit an across-the-board increase or decrease to base salaries, COLAs, incentives, or other compensation or benefits; including but not limited to retirement or insurance benefit or contribution levels, or vacation/sick leave accruals as contained in the 2024-2029 SMEA MOU, Employees covered by this Agreement shall receive a like-kind adjustment.

ARTICLE 20. WORK FURLOUGH
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). With respect to pay, up to a 10% reduction shall be reflected bi-weekly, in each regular paycheck issued by the City. Leave balances and benefits will not be affected by the reduction in hours.

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.

ARTICLE 21. REOPENER
The City and SCEA agree that if the City reserves drop below 25%, they will reopen this MOU and renegotiate the terms set forth herein without exception.

SCEA acknowledges City intends to revise its Personnel Rules and Regulations during the term of this Agreement and agrees nothing in this Agreement shall prevent it from modifying the Personnel Rules and Regulations in any way. City agrees to meet and confer with SCEA prior to implementing the revised Rules and Regulations pursuant to the Meyers-MiliasBrown Act. In the event a term in the revised Personnel Rules and Regulations conflicts with a term in this Agreement, the term of this Agreement shall prevail.

ARTICLE 22. FLEXIBLE WORK WEEK
Employees will have the option of working flexible work weeks as approved by the City Administrator.
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 23 ARTICLE 23. SAVING CLAUSE
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. Either party may invoke the provision of impasse under City of Sonora Resolution No. 3-21-83-D, if applicable.

ARTICLE 24. TERMINATION CLAUSE
Under the terms of this Agreement, all full-time Employees 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, unless otherwise agreed to by Employment Agreement.

ARTICLE 25. PERSONNEL RULES AND REGULATIONS
The Personnel Rules and Regulations, as amended from time to time, including its definitions, are expressly included herein and its terms and provisions are applicable to SCEA and its members except those terms and provisions explicitly contradicted by the terms and provisions of this Agreement. Where this Agreement is silent, provisions of the adopted City's Personnel Rules & Regulations and Administrative Policies shall apply.

The City and SCEA acknowledge the City will update the Personnel Policies and Procedure Manual during the term of this MOU, which may include substantive changes that do not conflict with this Agreement. The City will meet and confer with SCEA before implementing any new policies.

ARTICLE 26. TERM OF AGREEMENT
The term of this MOU is five (5) years, from July 1, 2024 through June 30, 2029.

ARTICLE 27. FULL AGREEMENT
SCEA and the City agree upon the following:

1. This Agreement constitutes a full and complete agreement by the parties and contains all the matters upon which the parties' reached agreement. 172
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029 24 2. Any matter not contained in this Agreement has not been agreed upon and, if raised in negotiations, was dropped by the party raising it as part of a good faith attempt to reach an agreement.

4. This Agreement constitutes the sole, entire, and existing Agreement, and supersedes all prior MOUs 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, as amended from time to time, shall apply.

6. Except in cases of emergency, SCEA shall be given reasonable notice of any ordinance, resolution, rule, or regulation - directly relating to a matter within the scope of representation - proposed to be enacted by the City and shall be given the opportunity to meet with confidential bargaining unit representatives prior to enactment.

7. This Agreement shall be effective July 1st, 2024, through June 30th, 2029, as witnessed hereto by the following parties:
[ Signature Page to Follow]
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SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION MOU 2024-2029

SONORA CONFIDENTIAL EMPLOYEES' ASSOCIATION
Tracy Skelly, President

CITY OF SONORA
Ann Segerstrom, Mayor
Melissa Eads, City Administrator
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Adders:

Step A Step B Step C Step D Step E Step F
Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Monthly Bi-Weekly Hourly Admin Svs Officer 4256 $ 3,404.80 7,377.07 $ 42.56 $ 7,746.27 $ 3,575.20 $ 44.69 $ 8,132.80 $ 3,753.60 $ 46.92 $ 8,540.13 $ 3,941.60 $ 49.27 $ 8,966.53 $ 4,138.40 $ 51.73 $ 9,415.47 $ 4,345.60 $ 54.32 $ 4362 $ 3,489.60 7,560.80 $ 43.62 $ 7,938.67 $ 3,664.00 $ 45.80 $ 8,335.60 $ 3,847.20 $ 48.09 $ 8,751.60 $ 4,039.20 $ 50.49 $ 9,188.40 $ 4,240.80 $ 53.01 $ 9,647.73 $ 4,452.80 $ 55.66 $ 4471 $ 3,576.80 7,749.73 $ 44.71 $ 8,138.00 $ 3,756.00 $ 46.95 $ 8,545.33 $ 3,944.00 $ 49.30 $ 8,973.47 $ 4,141.60 $ 51.77 $ 9,422.40 $ 4,348.80 $ 54.36 $ 9,893.87 $ 4,566.40 $ 57.08 $ 4583 $ 3,666.40 7,943.87 $ 45.83 $ 8,340.80 $ 3,849.60 $ 48.12 $ 8,758.53 $ 4,042.40 $ 50.53 $ 9,197.07 $ 4,244.80 $ 53.06 $ 9,656.40 $ 4,456.80 $ 55.71 $ 10,140.00 $ 4,680.00 $ 58.50 $ 4698 $ 3,758.40 8,143.20 $ 46.98 $ 8,550.53 $ 3,946.40 $ 49.33 $ 8,978.67 $ 4,144.00 $ 51.80 $ 9,427.60 $ 4,351.20 $ 54.39 $ 9,899.07 $ 4,568.80 $ 57.11 $ 10,394.80 $ 4,797.60 $ 59.97 $ 4815 $ 3,852.00 8,346.00 $ 48.15 $ 8,763.73 $ 4,044.80 $ 50.56 $ 9,202.27 $ 4,247.20 $ 53.09 $ 9,661.60 $ 4,459.20 $ 55.74 $ 10,145.20 $ 4,682.40 $ 58.53 $ 10,653.07 $ 4,916.80 $ 61.46 $ 4935 $ 3,948.00 8,554.00 $ 49.35 $ 8,982.13 $ 4,145.60 $ 51.82 $ 9,431.07 $ 4,352.80 $ 54.41 $ 9,902.53 $ 4,570.40 $ 57.13 $ 10,398.27 $ 4,799.20 $ 59.99 $ 10,918.27 $ 5,039.20 $ 62.99 $

SONORA CONFIDENTIAL EMPLOYEES ASSOCIATION
EFFECTIVE November 11, 2024

2.5% Longevity Pay After 10 Years of Service, Then For Every 5 Years Thereafter2.5% for AA; 5.0% for BA/BS; 7.5% for Masters or CPA; 10.0% for Doctorate. 175
Item A.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP DATE: March 17, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Christopher Gorsky, Administrative Services Director SUBJECT: Consider Approval of Resolution 03-17-2025-F, Updating the Job Descriptions and Education Requirements for the Administrative Services Officer/City Clerk, Community Development Director, Police Chief, Police Lieutenant, and Fire Chief.

RECOMMENDATION:

Consider Approval of Resolution 03-17-2025-E, Updating the Job Descriptions and Education Requirements for the Administrative Services Officer/City Clerk, Community Development Director, Police Chief, Police Lieutenant, and Fire Chief.

BACKGROUND:

Historically, the City has required a bachelor’s degree for positions within the Sonora Management Employees’ Association (SMEA) and the Sonora Confidential Employees Association (SCEA). While formal education is valuable, the current job market, evolving workforce needs, and ongoing recruitment challenges suggest that such a requirement may unnecessarily limit the City’s applicant pool. Many highly skilled candidates with relevant experience, certifications, and training could be excluded solely due to the lack of a formal degree.

Many cities, particularly in California, have been re-evaluating degree requirements to attract a broader and more diverse talent pool. This approach aligns with evolving industry trends, where practical experience and jobrelated skills are increasingly recognized as essential hiring factors.

Expanding the Applicant Pool
 Reducing the bachelor’s degree requirement to a preferred qualification will allow qualified applicants with relevant experience but without a formal degree to be considered.  This change could improve recruitment efforts, especially for positions that have historically been difficult to fill due to degree requirements.

Recognizing Experience and Certifications
 Many job functions require hands-on experience, technical skills, or professional certifications rather than a formal degree.
 By modifying the degree requirement, the City can prioritize practical expertise, leadership abilities, and industry-specific training over traditional academic credentials. 176
Item B.

CITY COUNCIL AGENDA REPORT

C I T Y H A L L
CITY OF SONORA 94 N. WASHINGTON STREET, SONORA, CA 95370 P: (209) 532-4541

SERVICE, INNOVATION, INTEGRITY, COLLABORATION, RESPECT, LEADERSHIP Addressing Recruitment and Retention Challenges
 Many public agencies and private sector employers have removed strict degree requirements due to hiring challenges.
 The City is competing with agencies that do not require a bachelor’s degree, making it harder to attract top talent under current policies.
 Updating this requirement could help retain valuable internal employees who may be eligible for promotion based on experience but lack a degree.

Aligning with Industry Trends and Equity Initiatives
 Many organizations, including state and federal agencies, are shifting toward skills-based hiring to improve workforce diversity and equity.
 This approach helps remove barriers for candidates from underrepresented backgrounds who may not have access to higher education but possess the skills needed to perform the job effectively.

FISCAL IMPACT:

There is no direct financial impact to the General Fund. However, this could lead to lower vacancy rates and reduced recruitment costs.

ATTACHMENTS:
 Resolution 03-17-2025-F
 Updated job descriptions for the Administrative Services Officer/City Clerk, Community Development Director, Police Chief, Police Lieutenant, and Fire Chief are included for review.

CORE COUNCIL PRIORITIES:

Staffing - Salary, Benefits, Training, and Retention
177
Item B.

RESOLUTION 03-17-2025-F

A RESOLUTION OF THE SONORA CITY COUNCIL APPROVING THE UPDATED JOB DESCRIPTIONS

FOR THE ADMINISTRATIVE SERVICES OFFICER/CITY CLERK, COMMUNITY DEVELOPMENT

DIRECTOR, FIRE CHIEF, POLICE CHIEF, AND POLICE LIEUTENANT POSITIONS WHEREAS, the City of Sonora recognizes the importance of attracting a diverse and qualified pool of candidates for key leadership positions within municipal government and public safety; and WHEREAS, the current job descriptions for the positions of Administrative Services Officer/City Clerk, Community Development Director, Fire Chief, Police Chief, and Police Lieutenant include education requirements that may limit the pool of qualified applicants; and WHEREAS, removing certain education requirements will allow for a more inclusive recruitment process while ensuring that candidates are evaluated based on experience, skills, and professional accomplishments; and
WHEREAS, the City of Sonora City Council seeks to enhance recruitment efforts by prioritizing relevant professional experience and demonstrated leadership abilities over rigid educational prerequisites; and
NOW THEREFORE, BE IT RESOLVED, that the City Council of the City of Sonora does hereby approve the updated job descriptions for the following positions:

Administrative Services Officer/City Clerk
Community Development Director
Fire Chief
Police Chief
Police Lieutenant
PASSED, APPROVED AND ADOPTED as a Resolution by the Sonora City Council at a meeting held by the City Council on the 17th day of March 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

ABSENT:
___
Ann Segerstrom, Mayor, City of Sonora
ATTEST:

Tracy Skelly, City Clerk, City of Sonora
178
Item B.

MARCH 2025
FLSA: EXEMPT

ADMINISTRATIVE SERVICES OFFICER/CITY CLERK

DEFINITION
Under general direction, performs a variety of technical and professional support duties and services for city administration in the areas of personnel, risk management, payroll, and city clerk responsibilities; ensures compliance with established federal, state, and local requirements and guidelines; serves as the City's filing officer to the Fair Political Practices Commission. Coordinates activities with other city officials, departments and outside agencies and organizations; provides highly responsible and complex administrative support to the City management and City Council and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED
Receives general supervision and direction from the Administrative Services Director and City Administrator. Exercises general direction over administrative support staff and provides guidance to ensure information and processes that relate to records, personnel and risk management are compliant with established regulations.

CLASS CHARACTERISTICS
This is a fully qualified professional journey-level classification. Positions at this level possess a comprehensive, authoritative understanding of department or division functions and activities, and provide support to executive management staff in the completion of their duties, in addition to completing administrative, professional, and technical assignments and assisting in managing department projects and programs. Incumbents at this level are capable of performing advanced and complex professional and programmatic support duties requiring the use of considerable discretion and independent judgment in performing assigned work and have responsibility for ensuring the efficient and effective functioning of assigned program or operational area. Assignments are given with general guidelines and incumbents are responsible for establishing objectives, timelines, and methods to deliver work products or services.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.
 Provides professional level administrative and programmatic support in the areas of personnel operations, risk management, FPPC Compliance, payroll, records retention, and city clerk functions including recruitment and selection, employee benefits, workers' compensation, and employee improvement plans.  Coordinates with management and staff to ensure compliance with established federal, state, and local requirements.
179
Item B.

Administrative Services Officer

Page 2 of 4 ends

Sonora City CouncilMarch 17, 2025

Sonora City Council
March 17, 2025