St. Helena City Council
June 24, 2025

23 Anniversary date would not change, or unless otherwise recommended by the Department Head. Reductions in salary of Full-Time Employees who have completed their Probationary Period are subject to Discipline Procedures and the right to Appeal.

4. Demotion.

A Department Head may demote an employee for disciplinary reasons to any Classification with a lower salary, provided the employee meets the minimum qualifications for the lower-level class. The employee shall not be eligible for promotion for a period of six (6) months unless otherwise recommended by the Department Head. Disciplinary demotions of Full-Time Employees who have completed their Probationary Period are subject to Discipline Procedures and the right to Appeal.

5. Dismissal.

A Department Head may dismiss an employee for Cause, as set forth in Subparagraph H, below. Dismissal of Full-Time Employees who have completed their Probationary Period is subject to Discipline Procedures and the right to Appeal.

F. DISCIPLINARY PROCEDURE.

1. Initial Inquiry.

An alleged violation of policy, procedure, rules, regulations, directives, orders, or laws there shall be an inquiry by the employee’s Supervisor or other designated investigator before the employee may be subject to discipline for the violation. The scope and formality level of the inquiry may vary based on the applicable circumstances. Upon completion, there shall be a written report of the conclusions made. A formal investigation report should also include the employee’s statement, the specific violations, all available facts related to the alleged violation(s), and statements of witnesses, if any. When a supervisor, Administrative Services Director, or other City manager conducts the inquiry, they may also recommend appropriate discipline. Based on the information received in the investigation, the Supervisor shall determine appropriate disciplinary action except where a Department Head level determination is required.

2. Notice of Proposed Discipline.

For discipline above the level of a written reprimand, the Supervisor shall provide written notice of the proposed disciplinary action to the affected employee. The notice of proposed discipline shall contain the following information:
a. A statement which clearly defines the intent to take action and the specific action Agenda Item #9.10.

24 to be taken;
b. The date the action is intended to take effect;
c. A statement of the rule(s) or regulation(s) that has/have allegedly been violated; d. A statement of the specific action, charge(s), and facts on which the proposed action is based;
e. Copies of the written materials, reports, and documents considered by the Department Head in their decision to impose the proposed action. f. Notice of the employee’s right to respond to the charges, verbally or in writing, to the Department Head within seven (7) calendar days of receipt of the Notice of Proposed Discipline. A statement that the failure to respond within the prescribed time period following receipt of the Notice of Proposed Discipline shall constitute a waiver of the right to respond and the proposed discipline will be imposed.

3. Proposed Discipline Deferred.

If the employee or designated representative requests the right to respond, either orally or in writing, the imposition of proposed discipline shall be deferred until after a predisciplinary (Skelly) hearing.

4. Pre-Disciplinary (Skelly) Hearing.

Where a written or oral response has been elected, the Department Head shall schedule, coordinate, and conduct a Pre-Disciplinary Hearing, which shall be audio recorded, within ten (10) calendar days of the employee’s request. The purpose of the hearing is for the employee to provide additional information and facts relevant to the alleged violation in order for the Department Head to have all the facts prior to making a final decision regarding the proposed disciplinary action. The employee may elect to have representation at the hearing. If the employee fails to appear at or provide a written statement for the Pre-Disciplinary Hearing, his or her right to appeal the proposed discipline is forfeited.

5. Notice of Disciplinary Action.

Within seven (7) working days of the Pre-Disciplinary Hearing, the Department Head will notify the affected employee with a written Notice of Disciplinary Action. The Disciplinary Action will have been made following a factual finding and review of all the information provided. If the Department Head determines not to impose any disciplinary Agenda Item #9.10.

25 action, they will notify the employee of this as well. The Notice of Disciplinary Action shall state the disciplinary action, the date it will take effect, and the employee’s right to appeal, if any. Disciplinary actions may be imposed prior to hearing the employee’s post Skelly Appeal hearing or other disciplinary hearing.

6. Paid Administrative Leave.

The Department Head shall have the right to put any employee on immediate paid administrative leave pending investigation and processing of any potential disciplinary action (as well as for other legitimate business purpose as determined in the discretion of the Department Head.)

7. Exclusions.

The provisions of this Article 14 shall not apply to reductions in pay which are part of a general plan to reduce salaries and wages or to eliminate positions, employee reclassifications, reprimand, transfers without loss of pay, performance evaluations, or economic layoffs. Nor do the provisions of this Article 14 apply to Probationary Employees.

G. APPEAL.

1. Right of Appeal.

An employee who has received a Notice of Disciplinary Action that provides for the right to appeal may, within fourteen (14) calendar days of its receipt, appeal the decision pursuant to the procedures set forth below. An employee who fails to appeal the disciplinary action within the fourteen (14) day time period, forfeits their appeal and the disciplinary action shall be final and binding.

2. Procedure.

In order to Appeal the Disciplinary Action, the employee shall file with the City Manager a written answer to the charges contained in the Notice of Proposed Disciplinary Action and/or the Notice of Disciplinary Action and request the right to appeal the City’s disciplinary action (collectively, the “Request for Disciplinary Hearing”). Upon receipt of the Request for Disciplinary Hearing, the City Manager shall initiate the Appeal process.

3. Association-Sponsored Appeals - Appointment of Hearing Officer. a. The Disciplinary Hearing Officer shall be selected jointly by the parties within fourteen (14) calendar days of receipt by the City Manager of the employee’s Request to Appeal.
b. If the parties are unable to mutually agree on a Hearing Officer within the fourteenAgenda Item #9.10.

26 day period, the City shall solicit a list of seven (7) neutrals from the State of California Mediation/Conciliation Service. After receipt of the list, the parties shall, with the City striking first, alternately strike arbitrators’ names from the list until one remains.

The parties shall make every effort to complete the striking process within ten (10) calendar days of receipt of the list from the State.
c. If the Hearing Officer selected declines appointment or is otherwise unavailable, a new list shall be requested as described above and the process repeated within the same time period, unless the parties can otherwise mutually agree on the selection of a Hearing Officer.
d. The cost of the Hearing Officer shall be shared equally, with fifty percent (50%) of the fee paid by the City and fifty percent (50%) of the fee paid by the Employee Association.

4. Pre-Hearing Matters.

The hearing shall be held at the earliest administratively convenient date, taking into consideration the availability of the Hearing Officer and the availability of counsel and witnesses. The hearing shall be private. The Hearing Officer may, prior to or during the hearing, grant a continuance for any reason the Hearing Officer believes to be important in order to reach a fair and proper decision. Neither party shall have ex parte communications with the Hearing Officer.

5. Conduct of the Hearing.
a. The hearing shall be conducted in the manner most conducive to the determination of the truth. Both the City and the employee may be represented by legal counsel or may elect to proceed without counsel. The employee may choose to be represented by an Association representative.
b. The Hearing Officer shall determine the relevancy, weight, and credibility of the testimony and evidence. The Hearing Officer shall not be bound by the technical rules of evidence. The Hearing Officer shall base their findings on the preponderance of the evidence. The City shall have the burden of proof. c. Each side will be permitted an opening statement and closing argument. The City shall first present its witnesses and evidence to sustain the charges and the employee will then present their witness(es) and evidence to rebut the charges. d. A court reporter will be retained by the City to make a transcript of the hearing. No audio or video tape recording will be permitted. The employee or their representative may obtain a copy of the transcript of the hearing upon request and at their own cost.
e. Each side will be allowed to examine and cross-examine witnesses, who shall testify Agenda Item #9.10.

27 under oath. The employee filing the appeal may be called and examined as if under cross-examination.
f. The Hearing Officer shall, if requested by either party, subpoena witnesses and/or require production of other relevant records or material evidence. The Hearing Officer may consider the records of any relevant prior disciplinary actions against the employee, as long as those actions are final.

6. Findings of the Hearing Officer.

After the conclusion of the hearing, the Hearing Officer shall prepare a recommended decision based on their findings of fact and application of law, and forward it to the City, the employee, and the Association. The recommended decision shall set forth which charges the Hearing Officer sustains or does not sustain and the reason(s) for the Hearing Officer’s decision.

7. Decision of the City Manager.

After receiving and considering the recommendation of the Hearing Officer, the City Manager may sustain or reject any or all of the charges filed against the employee. The City Manager may sustain, reject or modify the disciplinary action invoked against the employee. However, the City Manager may not increase the severity of the discipline originally invoked by the City. The City Manager’s decision shall be the final administrative step.

H. REASONS FOR REPRIMAND, DISCIPLINE, DEMOTION, SUSPENSION, OR DISCHARGE INCLUDE.

H.

The following are examples of sufficient cause to warrant disciplinary action. However, cause to discipline an employee is not limited to these reasons alone:
 Absence without prior approval or excessive tardiness.  Use of, or being under the influence of, illegal drugs or alcohol while on City business, or during work hours, or while representing the City.  Violation of the City’s anti-discrimination, anti-harassment policies and/or workplace violence policies.
 Failure to maintain any employment qualification, including but not limited to driver’s license or other certifications.
 Theft, pilferage, or misuse of City property.
 Falsification of public records.
 Dishonesty.

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Agenda Item #9.10.

28  Disorderly or immoral conduct.
 Incompetence.
 Failure to meet expected performance standards.
 Neglecting to perform expected job duties.
 Inability to perform the essential duties of the job (with reasonable accommodation, if required by law).
 Insubordination or willful or disobedience.
 Negligence or willful damage to public property or the personal property of another employee.
 Fraud in securing employment.
 Discourteous treatment of the public or other employees.  Conviction of a felony (including pleas of guilty and nolo contendere), or a conviction of a misdemeanor (including pleas of guilty) where the misdemeanor conviction is related to the position held.  Violation of any reasonable regulation, policy, rule, SOP, or order.  Failure to maintain satisfactory working relationships with supervisors, employees, contractors, or the public.
 Interference with the work performance of others.
 Acceptance of bribes or extortion.
 Acceptance of any gift, reward, or other form of compensation in addition to regular compensation for performance of official duties other than as provided for by written City policy.
 Illegal gambling on City property or during working hours.

ARTICLE 16: LAYOFF PROCEDURE
The procedures set forth in the City of St. Helena Layoffs and Furloughs Policy shall apply during the term of this MOU.

Agenda Item #9.10.

29 ARTICLE 17: SEPARABILITY
Notwithstanding any provisions of this MOU to the contrary, in the event that any Article or Subsections thereof of this MOU shall be declared invalid by any Court of competent jurisdiction or by any applicable State or Federal law or regulation, or shall a decision by any Court of competent jurisdiction or any applicable State or Federal law or regulation diminish the benefits provided by this MOU or impose additional obligations on the City, the parties shall meet and confer or negotiate on the Articles and Subsections thereof affected. All other provisions of this MOU shall continue in full force and effect.

Agenda Item #9.10.

30 ARTICLE 18: TERM AND COMPLETION OF NEGOTIATIONS
Following approval by the City and the Association and ratification by the City Council, the term of this MOU shall commence on July 1, 20252 and shall expire on June 30, 20265.

During the term of this Agreement, the Association and the City agree that neither party shall be obligated to meet and confer with respect to any subject or matter covered by this Agreement, except as follows:
 The parties agree to meet and confer on any mandatory subjects of bargaining which have the potential to affect wages, hours, and other terms and conditions of employment (as defined by the MMBA), any City-proposed changes to the SHPFA job descriptions, Employee Handbook and/or related policies and procedures;  The parties may mutually agree to meet and confer on any topic.

ARTICLE 19: SIGNATURES
This Memorandum of Understanding has been ratified and adopted pursuant to the recommendation of the following representatives:

ST. HELENA PROFESSIONAL FIRE FIGHTERS ASSOCIATION

REPRESENTATIVE
CITY OF ST. HELENA
Approved by the City Council by Resolution Number ??2023-25

CITY MANAGER
Agenda Item #9.10.

CITY OF ST. HELENA
ST. HELENA PROFESSIONAL FIRE FIGHTER ASSOCIATION

MEMORANDUM OF UNDERSTANDING

BETWEEN
CITY OF ST. HELENA
AND
ST. HELENA PROFESSIONAL FIRE FIGHTER ASSOCIATION

FOR THE PERIOD
JULY 1, 2025 THROUGH JUNE 30, 2026
ATTACHMENT 6
Agenda Item #9.10.

CITY OF ST. HELENA
ST. HELENA PROFESSIONAL FIRE FIGHTER ASSOCIATION
Table of Contents
ARTICLE 1: PREAMBLE ................................................................................................................ 1 ARTICLE 2: RECOGNITION ........................................................................................................... 1 ARTICLE 3: ASSOCIATION & CITY RIGHTS ................................................................................... 1 A. ASSOCIATION RIGHTS. .................................................................................... 1 B. CITY RIGHTS. .................................................................................................. 2 ARTICLE 4: DEFINITIONS.................................................................................................................. 3 ARTICLE 5: WORK HOURS/WORK SCHEDULE ................................................................................. 7 A. WORK HOURS. .......................................................................................................... 7 B. WORK SCHEDULE. ..................................................................................................... 7 ARTICLE 6: PERSONNEL MATTERS .............................................................................................. 8 A. PROBATIONARY PERIOD AND APPLICABILITY OF FIREFIGHTERS BILL OF RIGHTS ACT. 8
B. EMPLOYEE EVALUATIONS. ........................................................................................ 8 ARTICLE 7: EMPLOYEE COMPENSATION .................................................................................... 9 A. WAGES. ..................................................................................................................... 9 B. BILINGUAL PAY. ......................................................................................................... 9 C. OUT-OF-CLASS PAY. .................................................................................................. 9 D. LONGEVITY PAY. ........................................................................................................ 9 E. OVERTIME PAY. ......................................................................................................... 9 F. WORK PERIOD. .......................................................................................................... 9 G. FLSA OVERTIME. ...................................................................................................... 10 H. OVERNIGHT STANDBY PAY. .................................................................................... 10 I. COST OF LIVING ADJUSTMENT (COLA). .................................................................. 10 J. HOLIDAY PAY ON HOLIDAYS. .................................................................................. 10 ARTICLE 8: TIME OFF AND LEAVES OF ABSENCE ...................................................................... 11 A. VACATION LEAVE. ................................................................................................... 11 B. VACATION ACCRUAL. .............................................................................................. 11 C. VACATION USAGE. .................................................................................................. 11 Agenda Item #9.10.

D. PERSONAL CONVENIENCE HOLIDAYS. .................................................................... 11 E. SICK LEAVE. ............................................................................................................. 12 F. FAMILY CARE. .......................................................................................................... 12 G. BEREAVEMENT LEAVE. ............................................................................................ 12 H. JURY OR WITNESS DUTY. ........................................................................................ 12 I. PREGNANCY DISABILITY LEAVE. .............................................................................. 12 J. CFRA AND FMLA LEAVE. .......................................................................................... 13 K. INDUSTRIAL ACCIDENT LEAVE. ............................................................................... 13 K. LEAVE OF ABSENCE WITHOUT PAY. ........................................................................ 13 L. MILITARY LEAVE. ..................................................................................................... 13 M. COMPENSATORY TIME OFF. ................................................................................... 13 ARTICLE 9: OTHER BENEFITS ......................................................................................................... 13 A. UNIFORMS. ............................................................................................................. 13 ARTICLE 10: HEALTH, DENTAL, LIFE AND DISABILITY INSURANCE ................................................ 14 A. GENERAL PROVISIONS: ........................................................................................... 14 B. LIFE INSURANCE. ..................................................................................................... 14 C. SHORT-TERM DISABILITY INSURANCE. ................................................................... 14 D. VISION CARE. ........................................................................................................... 14 ARTICLE 11: RETIREMENT BENEFITS ........................................................................................... 14 A. CALPERS. ................................................................................................................. 14 D. RETIREMENT HEALTH SAVINGS (RHS) PLAN. .......................................................... 17 E. SOCIAL SECURITY PAYMENT. .................................................................................. 17 ARTICLE 12: TRAINING AND PROFESSIONAL GROWTH ................................................................ 17 ARTICLE 13: BENEFITS ON SEPARATION ........................................................................................ 18 A. COBRA CONTINUATION. ......................................................................................... 18 B. CONTINUATION OF CERTAIN INSURANCE POLICIES. ............................................... 18 ARTICLE 14: GRIEVANCE PROCEDURE ........................................................................................... 18 A. GRIEVANCE DEFINED. .............................................................................................. 18 B. PROCEDURE. ........................................................................................................... 19 C. DEADLINES. ............................................................................................................. 20 ARTICLE 15: RESIGNATION, TERMINATION AND DISCIPLINARY ACTION ...................................... 20 A. RESIGNATION. ......................................................................................................... 20 Agenda Item #9.10.

B. EXIT INTERVIEW. ..................................................................................................... 20 C. DISCIPLINARY AUTHORITY. ...................................................................................... 20 D. PROBATIONARY EMPLOYEES. .................................................................................. 20 E. DISCIPLINARY ACTIONS. .......................................................................................... 21 F. DISCIPLINARY PROCEDURE. ..................................................................................... 22 G. APPEAL. ................................................................................................................... 24 H. REASONS FOR REPRIMAND, DISCIPLINE, DEMOTION, SUSPENSION, OR DISCHARGE 26 INCLUDE. 26
ARTICLE 16: LAYOFF PROCEDURE .................................................................................................. 27 ARTICLE 17: SEPARABILITY ............................................................................................................ 28 ARTICLE 18: TERM AND COMPLETION OF NEGOTIATIONS .......................................................... 28 ARTICLE 19: SIGNATURES .............................................................................................................. 28 Agenda Item #9.10.

1 ARTICLE 1: PREAMBLE
This Memorandum of Understanding (MOU) is made and entered into between the City of St. Helena, hereinafter referred to as “City,” and the St. Helena Professional Fire Fighters Association, hereinafter referred to as “Association,” pursuant to the Meyers-Milias-Brown Act (MMBA), California Government Code Section 3500 et. seq. This includes meeting and conferring on matters which have the potential to affect wages, hours, and other terms and conditions of employment. The purpose of this MOU is the establishment of rates of compensation, hours of work, and other terms and conditions of employment. Employees subject to this MOU are also covered by the City of St. Helena’s Employee Handbook currently in effect (Employee Handbook) and related City policies and procedures. In the event of a conflict between this MOU and the Employee Handbook or other City policies or procedures, the MOU shall control.

ARTICLE 2: RECOGNITION
The City recognizes the Association as the recognized and exclusive representative for the following regular full-time fire suppression employees (part-time positions are not included in the bargaining unit represented by the Association):
 Firefighter
 Fire Engineer
 Fire Captain
ARTICLE 3: ASSOCIATION & CITY RIGHTS
A. ASSOCIATION RIGHTS.

The Association shall have the following rights and responsibilities:

1. Reasonable advance notice of any City ordinance, rules, resolution, or regulation directly relating to matters within the scope of this MOU.

2. The right to payroll deductions made for payment of Association dues and for Cityapproved programs.

3. The right to represent its members before the City Council or the City Council’s designee with regard to wages, hours, and other matters within the scope of representation, subject to the provisions of applicable Federal, State, or City laws and regulations. Inclusion of topics in this MOU does not deem them “negotiable” as that term is defined by applicable law.

4. The use of City facilities for regular, normal, and lawful Association activities, providing the appropriate advance arrangements are made. The granting of such use may be conditioned on appropriate charges to offset the cost of such use.

Agenda Item #9.10.

2 5. Reasonable access to employee work locations for officers of the Association and their officially designated representatives for the purpose of processing grievances or contacting members of the Association concerning business within the scope of representation. Access shall be restricted so as not to interfere with the operations of the City or with established safety or security requirements.

6. The City will notify the Association President (or other designated representative) at least 10 days before a new employee orientation meeting and allow an Association representative to meet with the new employees for up to 15 minutes at the end of the initial orientation meeting. If an employee is scheduled to receive orientation in fewer than 10 days from the date of hire, then the City will provide Association with as much advance notice as reasonably possible of the scheduled orientation meeting.

7. If the City has not conducted an in-person new employee orientation within thirty days of a newly hired employee’s start date, and the new employee is working in person, the Association has a right to schedule an in-person meeting at the worksite during working hours. During that meeting, the exclusive representative shall be permitted to communicate directly with newly hired employees in the applicable bargaining unit for up to 30 minutes. The newly hired employees must be allowed paid time off, and relieved of other duties, for attending the meeting.

Upon receiving a request from the Association, the City will provide an appropriate on-site meeting space within seven calendar days. This provision expires June 30, 2025.

8. Reasonable accommodation that all new job openings within the City will be posted at minimum internally and qualified association members be given the opportunity to apply.

B. CITY RIGHTS.

After discussion and due consideration, it is recognized that, except as expressly stated herein, the parties agree that the City shall retain whatever rights and authority as are necessary for it to operate and direct the affairs of the City in all of its various aspects, including, but not limited to:

The exclusive right to determine the mission of its constituent departments, commissions, boards; set standards of service; determine the procedures and standards of selection for employment and promotions; direct its employees; establish and enforce dress and grooming standards; determine the methods and means to relieve its employees from duty because of lack of work or other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content and intent of job classifications; determine methods of financing; determine style and/or types of Cityissued wearing apparel, equipment, or technology to be used; determine and/or change the facilities, methods, technology, means, organizational structure, and size and Agenda Item #9.10.

3 composition of the work force and allocate and assign work by which the City operations are to be conducted; determine and change the number of locations, relocations, and types of operations, processes and materials to be used in carrying out all City functions including, but not limited to, the right to contract for or subcontract any work or operations of the City; to assign work to and schedule employees in accordance with requirements as determined by the City and to establish and change work schedules and assignments upon reasonable notice; establish and modify productivity and performance programs and standards; discharge, suspend, demote, reprimand, withhold salary increases and benefits, or otherwise discipline employees for cause; establish reasonable employee performance standards including, but not limited to, quality, and quantity standards; and to require compliance therewith; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work. The City Council on its own behalf and on behalf of the City, hereby retains and reserves unto itself all rights, power, authority, duty, responsibility, and obligations confirmed on and vested in it by the laws and Constitution of the State of California and the United States of America.

Neither party is waiving their right to bargain or meet or confer over the impacts of the City’s exercise of such rights enumerated above, to the extent required by the MMBA and all governing and relevant laws.

ARTICLE 4: DEFINITIONS
Anniversary Date.

The date upon which a person is appointed to a position or as modified according to City Employee Handbook. The date determines eligibility for a salary step increase except as modified according to City Employee Handbook.

Benefits or Benefit Package.

City-paid Insurance, paid leaves, holidays, and other non-salary items which are part of the compensation paid to any employee.

City.

The City of St. Helena, California.

City Manager.

The City Manager of the City of St. Helena, California, or their designee.

City Service.

All positions in all departments and agencies of the City that are subject to control and regulation by the City Council of the City of St. Helena.

Agenda Item #9.10.

4 Classification.

The action of assigning a position to a class, that is, a particular type of employment in the City Service designed to include all positions having duties and responsibilities sufficiently similar so that the same requirements as to education, experience, knowledge, and ability may be required of incumbents and the same schedule or compensation may fairly be made to apply.

Compensation.

The salary, wages, allowances, and all other forms of valuable consideration earned by or paid to any employee by reason of their service in a Position, but not including reimbursement for expenses incurred in the course of employment. See Employee Handbook Rule 3.

Continuous Service.

Length of uninterrupted employment (including holidays and authorized paid or unpaid leave, but not including other periods of leave without pay or times on suspension, in a regular position) that is measured from the effective date of appointment until separation.

City Council.

The City Council of the City of St. Helena.

Department Head.

The individuals designated as the administrative head of a City department. A member of the managerial staff of the City, consisting of the City Manager, the Assistant City Manager, the Fire Chief, the Police Chief, the Administrative Services Director, the Director of Public Works, the Community Development Director, the City Clerk, the Library Director, and the Parks & Recreation Director.

Emergency.

Emergency shall include an event that damages or continues to threaten damage to the public health, safety, welfare, or property and shall include but not be limited to the following:
 The repair or clearance of streets necessary for continued access to properties, including street sweeping.
 The repair of public utility facilities.
 The repair of City equipment necessary to maintain public safety services.  Activities associated with natural or man-made catastrophe.  Ongoing investigation, surveillance, or similar police activities and the obtaining and serving of search warrants.

Agenda Item #9.10.

5  Shortage of personnel necessary to maintain public safety services.

Employee.

A person legally occupying a full-time Position or office in the City Service that is listed in Article 2, and receiving compensation for services, other than an independent contractor. Employee and Full-Time Employee have the same meaning as used in this MOU.

Fitness for Duty.

See Employee Handbook Rule 9, Section 9.15.

Full-Time Employee.

An employee who regularly works a full-time 40-hour or 56-hour schedule per week.

Holidays.

See Employee Handbook Rule 9, Section 9.1.

Job Description.

A formal account of an employee’s responsibilities in regards to their classification and position.

Layoff Procedure.

See Employee Handbook Rule 11, Section 11.2.

Non-Probationary Employee.

An employee who has successfully completed the Probationary Period.

Position.

A specific office or employment provided by the budget, whether occupied or vacant, of limited term or regular term, and requiring the performance of certain duties and responsibilities assigned or delegated by the Appointing Authority.

Probationary Employee.

An employee who has not yet completed a prescribed Probationary Period.

Probationary Period.

A period to be considered an integral part of the examination, recruiting, testing, and selection process during which an employee is required to demonstrate fitness for the position to which the employee is appointed by actual performance of the duties of the position, and during which an employee may be rejected from the position without cause and without right of appeal.

Agenda Item #9.10.

6 Salary Range.

The range of salary rates for a class; the classifications may be paid on an hourly or salaried basis, as applicable, and the term “salary” is utilized as a general term for cash compensation paid either an hourly or salaried basis.

Salary Rate.

The dollar amount of each step in a salary range, or the flat dollar amount for a class not having a salary range.

Salary Step.

The minimum through maximum salary increments of a salary range.

Salary Upon Appointment.

See Employee Handbook Rule 3, Section 3.1.

Standby.

A period or condition which requires that an employee be able to readily report to work and be prepared to undertake work tasks. This will normally include either remaining available by telephone or otherwise arranging for the immediate and convenient notification of an emergency condition and being prepared to immediately report to the site of the emergency.

Step Increases.

See Employee Handbook Rule 3, Section 3.3.

Supervisor.

The mid-management staff of the City to include the designated assistant to a Department Head or the head of a sub-department or division of a department.

Title.

The name applied to a Classification or to each Position included in the Classification.

Work Day.

One calendar day during which an employee is normally scheduled to work. If the employee is engaged in shift work that begins on one calendar day and ends on the following day, only one work day is denoted.

The City Employee Handbook has additional definitions. Where differences exist between the Employee Handbook and this MOU, the MOU language shall prevail.

Agenda Item #9.10.

7 ARTICLE 5: WORK HOURS/WORK SCHEDULE
A. WORK HOURS.

1. The current scheduled work week is 56 average scheduled duty hours per week, which approximates 2,912 hours per year.

2. Pursuant to Article 3(B) the City may change the work hours at any time, with 30 days’ notice. In the event of a change, the City agrees meet or confer over the impacts of the City’s exercise of such rights, to the extent required by the MMBA and all governing and relevant laws.

B. WORK SCHEDULE.

The current duty schedule for the classifications of Firefighter, Engineer, and Fire Captain classifications is a “48-96” work schedule consisting of two (2) consecutive, uninterrupted, 24-hour shifts, followed by four (4) consecutive 24-hour days off with three (3) platoons known as A, B, and C shifts. Employees working the “48-96” work schedule shall report for duty at 0700 hours and go off duty at 0700, forty-eight (48) hours later. “Shift” means twenty-four (24) hours and “tour” means forty-eight (48) hours. An example of the “48-96” work schedule is as follows:

Example Duty Schedule (regular shift personnel):
"X" denotes tour of duty.
"O" denotes off duty.

XXOOOOXXOOOOXXOOOOXXOOOO

1. The current “48-96” schedule has an FLSA pay period cycle of 14-days. Overtime refers to hours worked that exceed 106 hours in a designated 14 day work period.

Overtime hours are paid at a premium rate of time and one half the regular rate of pay as required by the FLSA.

2. The work schedule may be changed in the event of an emergency.

3. Pursuant to Article 3(B) the City may make a permanent change to the work schedule at any time, with 30 days’ notice. In the event of a change, the City agrees meet or confer over the impacts of the City’s exercise of such rights, to the extent required by the MMBA and all governing and relevant laws.

Agenda Item #9.10.

8 ARTICLE 6: PERSONNEL MATTERS
A. PROBATIONARY PERIOD AND APPLICABILITY OF FIREFIGHTERS BILL OF RIGHTS ACT.

1. Probationary Period.

Employees covered by this Program shall serve a probationary period of eighteen (18) months. Probationary employees may be terminated without cause. As required by the Firefighters Bill of Rights Act, employees who have passed the probationary period shall be covered by the provisions of the Act, and the applicable disciplinary procedures for such employees is covered in established City policies.

2. Termination During Probationary Period.

If at any time prior to successful completion of the Probationary Period the City Manager determines that it is in the best interest of the City to terminate the employment of the Probationary Employee, it will be their discretion to do so without further justification. Probationary Employees are not entitled to the Disciplinary and Appeal Procedures set forth in Article 14 of this MOU and may be terminated at will, with or without notice.

3. Extension of Probationary Period.

If it appears that the employee will not successfully complete the prescribed Probationary Period, the City Manager also has the discretion of extending the Probationary Period once for an additional six months, if the City Manager feels it is in the best interest of the City to do so.

4. Promotional Probationary Period:

The length of probationary period for employees promoted to a position in a higher class shall be twelve (12) months beginning with the date of appointment to the new class. If employee is rejected during promotional probationary period, they have a conditional right of return to prior position pursuant to Section 6.4 of Employee Handbook.

B. EMPLOYEE EVALUATIONS.

Each employee shall be evaluated no less than annually by their Supervisor, according to a system approved by the City Manager. Each employee’s evaluation shall be reviewed with the employee by the Department Head, after which the employee is expected to sign the evaluation. Signing the evaluation does not indicate agreement with that evaluation, and the employee may submit reasonable comments in explanation or rebuttal to its contents. After review by the City Manager, employee evaluations, including reasonable material submitted by the employee, will be placed in the employee’s personnel file. A satisfactory or above evaluation must be obtained before each promotion, Classification upgrade, or step increase is granted.

Agenda Item #9.10.

9 ARTICLE 7: EMPLOYEE COMPENSATION
A. WAGES.

The wages for Employees covered by this agreement are set forth in Exhibit A, attached to this MOU.

B. BILINGUAL PAY.

Bilingual pay for fluency in both English and Spanish will be paid to employees who are routinely and consistently assigned to communicate in Spanish or to provide translation for City business by communicating in Spanish. For employees who are certified as fluent in both written and verbal Spanish language, bilingual pay will be five percent (5%) of the designated employee’s base rate of pay. For employees who are certified as fluent only in verbal Spanish language, bilingual pay will be two and one-half percent (2.5%) of the designated employee’s base rate of pay. Only designated employees certified by the City as fluent in both English and Spanish are eligible for this additional pay.

C. OUT-OF-CLASS PAY.

It may be necessary for Fire Captains, Fire Engineers, and Firefighters to work out-of-class as assigned by the Fire Chief separate from their assigned positions during emergency calls or complex incidents as determined by the Fire Chief or when the Fire Chief is not available to manage the incident or in the case when the Fire Chief is on vacation or in the case of staffing availability. In the case when any of these situations arise, the employee acting in the out-of-class assignment shall receive out-of-class pay of five percent (5%) of the employee's base wage rate for any assignment longer than two hours.

This time shall be recorded on the employee's time sheet and designated as out-of-class on the submitted time sheet. This designation and hours worked in this capacity shall be verified by the Fire Chief or his designee.

D. LONGEVITY PAY.

Longevity pay shall be provided to each permanent employee on the employee’s fifth anniversary of continuous employment at the rate of two and one-half percent (2.5%) of rate of pay. At the employee’s tenth anniversary, the longevity increment shall be increased to a total of five percent (5%) of rate of pay, at the fifteenth anniversary a total of seven and one-half percent (7.5%) of rate of pay, and at the twentieth anniversary, a total of ten percent (10%) of rate of pay.

E. OVERTIME PAY.

Employees shall be entitled to overtime pay in accordance with the requirements of applicable law for hours worked.

F. WORK PERIOD.

In accordance with Section 7(k) of the Fair Labor Standards Act (FSLA), the work period Agenda Item #9.10.

10 established by the City is a 14-day 106-hour work period.

G. FLSA OVERTIME.

Pursuant to Section 7(k) of FSLA, the City agrees to compensate all firefighters for hours worked above the fifty-three hours per week at the normal overtime rate of pay (time and one-half) regardless of whether employees are on any type of paid leave.

Pursuant to Article 3(B) the City may change the Work Period at any time, with 30 days’ notice. In the event of a change, the City agrees meet or confer over the impacts of the City’s exercise of such rights, to the extent required by the MMBA and all governing and relevant laws.

H. OVERNIGHT STANDBY PAY.

In the discretion of the Fire Chief when standby coverage is required, Employees may sign up for overnight standby coverage. Employees signing up for overnight standby coverage will receive a stipend based on their rank within the department. Firefighters will receive $50 per overnight standby assignment. Engineers and officers will receive $75 per overnight standby assignment. The Stipend is paid in addition to hours worked during standby assignment.

I. COST OF LIVING ADJUSTMENT (COLA).

Wages paid and any special compensation shall be in accordance with the most recent applicable resolution adopted by the City Council, and any amendments thereto. Such resolutions are hereby incorporated as part of this MOU and are available from the City Clerk.
a. In consideration of the City contributions to a newly established 401(a), there is no increase to wages.

J. HOLIDAY PAY ON HOLIDAYS.

In lieu of holiday time off, employees shall receive additional holiday compensation on a prorated basis on each paycheck, for a total of twenty-six (26) paychecks annually, for ninety-six (96) hours equivalent to twelve (12) recognized City holidays at 11.2 hours per day. Member’s compensation for the holidays shall be computed in the same fashion as is the rate of pay for vacation.
a. Holiday hours shall be earned as follows:
 11.2 hours per each holiday times twelve (12) recognized City holidays for a total of 134.4 hours of holiday compensation to be averaged over twenty-six (26) paychecks annually.

Agenda Item #9.10.

11 ARTICLE 8: TIME OFF AND LEAVES OF ABSENCE
A. VACATION LEAVE.

Employees shall accumulate vacation in accordance with the following vacation entitle schedule:

Years of Continuous Service Vacation Hours Earned/Year
1-5 years 112
6th year 168
7th year 179
This pattern continues until 224 hours per year is reached. On the employee’s 25th anniversary and every five years thereafter, an additional 11.2 hours will be awarded on that year.

B. VACATION ACCRUAL.

Employees shall begin earning vacation upon the first day of employment. Vacation leave time shall be accrued as it is earned; odd fractions rounded to the nearest tenth. Vacation time shall not be taken until earned and shall be subject to other provisions of this agreement. When an employee is on a leave without pay status, the employee shall not be entitled to earn vacation.

For purposes of calculating vacation earned upon termination, the employee’s final accrual will be prorated, based on the days worked in the employee’s last month of employment. Upon termination of an employee’s service with the City, the employee shall be paid a lump sum for all earned vacation not taken, at the employee’s hourly rate then in effect.

Employees will not earn additional vacation leave once their accrued vacation balance has reached 360 hours.

C. VACATION USAGE.

An employee may not use vacation until the employee has completed six months of City service in the position. An employee may take vacation at a time approved by the Fire Chief. It is the policy of the City that employees take their normal provided vacation leave each year. Vacation shall be taken in minimum increments of two hours.

D. PERSONAL CONVENIENCE HOLIDAYS.

Except for the calendar year they are hired, on January 1st of each year, employees earn

22.4 hours of Personal Convenience Holidays for use during that calendar year, taken in at least 8-hour increments. The hours must be used by the end of the calendar year and does not accrue. After five years of service, employees earn 56 hours of Personal Convenience Holidays.

Agenda Item #9.10.

12 E. SICK LEAVE.

Employees shall accrue sick leave at 11.2 hours per month.

F. FAMILY CARE.

To the extent required by law, sick leave may be used to care for ill family members.

G. BEREAVEMENT LEAVE.

The City shall allow regular full-time employees to take up to five (5) days of bereavement leave, upon the death of a family member (spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law).

Days of bereavement leave do not need to be consecutive; Bereavement leave must be completed within three (3) months of the date of the death; Employee shall be entitled to no less than five (5) days of leave; The employee may elect to use any accrued and unused paid leave that is otherwise available to them for bereavement leave (e.g., paid vacation, personal leave, accrued and available sick leave, or compensatory time off, etc.).

The City may request that the employee provide documentation of the death if requested within thirty (30) days of the first day of leave. Documentation includes, but is not limited to, a death certificate, a published obituary, or written verification of death, burial, or memorial services from a mortuary, funeral home, burial society, crematorium, religious institution, or governmental agency.

The City shall maintain the confidence of any employee requesting bereavement leave.

H. JURY OR WITNESS DUTY.

Employees shall be granted a leave of absence with full pay for jury duty; subpoena of the employee as a witness; or attendance in court resulting from the employee’s official duties as assigned by the City Manager. Any compensation received by the employee for the above, except for travel reimbursement, shall be promptly remitted to the City by the employee.

I. PREGNANCY DISABILITY LEAVE.

Leave for Pregnancy, Childbirth and Related Medical Conditions (California Government Code Section 12945):

In addition to leave authorized by Article 8, eligible employees may take leave based on pregnancy, childbirth, or related medical conditions pursuant to California Government Code Section 12945. Generally, this leave should not exceed six (6) weeks for a normal pregnancy, childbirth, or related conditions, but may be taken for a period of up to a total of four (4) months if the employee is disabled due to pregnancy, childbirth, or other medical conditions. The need for leave beyond six (6) weeks due to disability shall be verified in writing by the employee’s physician. The employee may use accrued leave balances during leave taken pursuant to this Section. If the period of leave exceeds the Agenda Item #9.10.

13 employee’s accrued leave balances, the balance of the leave shall be taken as unpaid leave.

J. CFRA AND FMLA LEAVE.

The Employee Handbook addresses leave rights under the federal Family and Medical Leave Act and the California Family Rights Act (also referred to as the California Medical Leave Act).

K. INDUSTRIAL ACCIDENT LEAVE.

The City shall provide paid leave and benefits consistent with the State’s Worker’s Compensation laws and California Labor Code Section 4850.

K. LEAVE OF ABSENCE WITHOUT PAY.

Upon the written request of any employee, the City Manager may approve in writing a leave of absence without pay for a period up to thirty (30) calendar days. Except in the cases of illness or maternity, an employees' request for Leave Without Pay shall be submitted to the City Manager, accompanied by a recommendation or an explanation from the manager as to how an adequate level of service can be maintained during their absence. Such leave may be extended up to one calendar year by action of the City Council.

L. MILITARY LEAVE.

An employee called to active duty in any reserve component of the Armed Forces of the United States or the National Guard shall be granted a leave of absence for the duration of said active duty. Any full-time employee on a military leave of absence shall be compensated as outlined in the City’s Employee Handbook if the employee provides proper documentation from the Commanding Officer concerning their active duty; or, if the employee is a Commanding Officer, with a copy of the order to report to active duty and any applicable extension orders.

M. COMPENSATORY TIME OFF.

Notwithstanding the provisions of this section, fire employees may be granted compensatory time off for overtime credit, at the discretion of the Fire Chief and with due regard to the wishes of the employee. Compensatory time off may be accumulated up to a maximum of one hundred twenty (120) hours.

ARTICLE 9: OTHER BENEFITS
A. UNIFORMS.

Employees shall receive an annual uniform allowance of $1,200. The uniform allowance will be paid out proportionately with each of the twenty-six (26) paychecks.

Agenda Item #9.10.

14 ARTICLE 10: HEALTH, DENTAL, LIFE AND DISABILITY INSURANCE A. GENERAL PROVISIONS:

The City will pay the full cost of the employee’s enrollment in City offered health insurance plan to cover both the employee and the employee’s dependents. The City will pay the full cost of enrollment in City offered plans for dental coverage for the employee and their dependents. When an employee commences work with the City, the effective date of coverage of their benefits distribution selection shall be established by the individual carrier. In most cases, coverage begins the first of the month following date of hire.

Employees will choose from available insurance programs and/or health and welfare plans at the time of hire or as carriers allow during Open Enrollment periods. Dependent coverage may be added or deleted between Open Enrollment periods subject to conditions imposed by the selected carriers.

B. LIFE INSURANCE.

The City will provide term life insurance for each employee in the amount of $50,000.

Employees may elect to increase the value of their life insurance policy by $20,000 at their own expense. Employees opting for the additional coverage will have the cost of that coverage deducted from their pay.

C. SHORT-TERM DISABILITY INSURANCE.

The City will pay for the employee’s cost to participate in the State Disability Insurance (SDI) program.

D. VISION CARE.

The City will pay for vision care benefits, for the employee and all dependents through the City’s vision insurance plan.

ARTICLE 11: RETIREMENT BENEFITS
A. CALPERS.

Employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS).

1. Tier One. Employees Hired Before July 1, 2012 (Tier One Classic Members) This section 3.1 (including subsections) shall apply to employees hired by the City of St. Helena in full-time safety positions with CalPERS membership before July 1, 2012.  1/2 at 55 Pension Formulas: The “1/2 @ 55” retirement program will be available Agenda Item #9.10.

15 to members covered by this Section.
 Final Compensation Based On 36-Months: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 3.1 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service as required by Government Code Section 20037.
 Required Member Contributions:

Members covered shall pay, through payroll deduction, the full 10.1% member contribution for the Safety Group.

2. PEPRA. 2% at 57 For Members Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not a Classic Member):
 This Section (including subsections) shall apply to members who were hired as fulltime employees eligible for CalPERS membership on or after January 1, 2013, and who do not qualify for pension reciprocity (not a Classic Member) as stated in Government Code Section 7522.02(c).
 2% at 57 Pension Formulas: The “2% @ 57” retirement program will be available to members covered by this Section 3.3.
 Final Compensation Based On 36-Months: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 3.3 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service as required by Government Code Section 7522.32.
 Required Member Contributions:

Required 50% of Normal Costs: As required by Government Code Section 7522.04(g), effective January 1, 2013, members covered by this Section 4.3 shall pay, through payroll deduction, fifty percent (50%) of normal costs.

3. Converting Sick Leave Balance.

An employee who retires may convert their unused sick leave balance to service credit as provided by Government Code Section 20965. Any accrued unused sick leave credit that is paid out at termination will not be available for conversion to service credit.

4. Other Options Included In CalPERS Contract.

Employees shall be eligible for other options included in the City’s contract with CalPERS applicable to safety employees as stated in that contract, and allowed by law.

5. Implementation of Internal Revenue Code Section 414(h)(2).

As permitted by Internal Revenue Code Section 414(h)(2) and Government Code Section 20516, each employee shall pay, through payroll deductions, the PERS Agenda Item #9.10.

16 contributions described in this Article 11 with state and federal income tax on the PERS member contribution deferred to the extent permitted by Internal Revenue Code, 26 USC Section 414(h)(2).

6. All Provisions Subject to Requirements of Law.

The City is required to comply with all requirements of law governing the CalPERS retirement program, including, but not limited to eligibility and reporting requirements. In implementing this MOU and related practices, the City will comply with the requirements of law, and those legal requirements prevail over any inconsistent prior practices or prior resolutions.

B. 401(A) MONEY PURCHASE PLAN – CITY CONTRIBUTION TO FULL-TIME PEPRA AND FULL-TIME CLASSIC SHPFFA MEMBER.

In lieu of an increase to salary this contract, and in consideraƟon of the City’s limit on its CalPERS reƟrement formula for SHPFFA members, both PEPRA (2%@57), and Classic (½@55), the City shall establish a 401(a) Money Purchase Plan Account for each full-Ɵme member and shall contribute the following:

1. EffecƟve July 1, 2025, the City shall make a two percent (2%) pre-tax base salary contribuƟon to the 401(a) Money Purchase Plan account of each full-Ɵme PEPRA and fullƟme Classic member each pay period, up to the annual limit under IRC §415(c).

2. EffecƟve January 1, 2026, the City shall make an addiƟonal two percent (2%) contribuƟon of pre-tax base salary contribuƟon to the 401(a) Money Purchase Plan account of each full-Ɵme PEPRA and full-Ɵme Classic member each pay period, up to the annual limit under IRC §415(c).

3. These contribuƟon limits are inclusive of the contribuƟons of the City, which also includes any contribuƟons of the City or employee to any other 401(a) accounts the full-Ɵme PEPRA and Classic safety employees hold with the City or other enƟƟes related to the City that meet IRS requirements.

4. Because the City contribuƟon is derived from base salary, the City’s dollar contribuƟon to each full-Ɵme PEPRA member’s and full-Ɵme Classic member’s 401(a) Money Purchase Plan account shall increase with any increase to the full-Ɵme PEPRA and fullƟme Classic base salary, subject to the contribuƟon limits set forth above.

5. In no event will the City’s contribuƟon exceed four percent (4%) of the full-Ɵme members’ pre-tax base salary.

6. No employee contribuƟon will be permiƩed to the employee’s 401(a) Money Purchase Plan account.

7. This provision shall be in addiƟon to the current reƟrement formula through CalPERS, 2%@57 (PEPRA) and ½@55 (Classic).

Agenda Item #9.10.

17 C. DEFERRED COMPENSATION PLAN (457).

The City offers a Deferred Compensation Plan under which employees may designate portions of their salaries to be deferred for tax purposes. The City will equally match an employee’s deferred compensation contribution, not-to-exceed twenty-five dollars ($25.00) per month. Employees may elect to make traditional (pre-tax) and/or ROTH (post-tax) contributions to the plan, up to the maximum allowed, under IRS rules.

D. RETIREMENT HEALTH SAVINGS (RHS) PLAN.

The City agrees to establish an RHS Plan through MissionSquare. The plan will be voluntary and contributions will be made by members as allowed under IRS rules.

E. SOCIAL SECURITY PAYMENT.

Employee contributions for Social Security are the responsibility of the employee and will not be reimbursed by the City.

ARTICLE 12: TRAINING AND PROFESSIONAL GROWTH
A. TUITION REIMBURSEMENT.

The City of St. Helena encourages professional growth which is beneficial to both the City and the employees. The City will provide reimbursements for employees up to $3,500 per fiscal year for the cost of books and tuition incurred for which the employee earns college credits for classes taken in pursuit of an academic degree from an accredited college or university, which would promote professional development within City of St. Helena employment. The program is voluntary.

B. SPECIALIZED SCHOOLS AND TRAINING.

Individual Full-Time employees will be reimbursed for up to $750.00 per year in educational expenses for job-related courses. The total amount reimbursed to all employees in the unit represented by the Association through this program will not exceed $4,500.00 per year, subject to the City Manager’s determination that courses and training are job-related. This provision does not include payment of fees or tuition for course work taken in pursuit of an academic degree.

The program is voluntary.

1. Courses in A and B above require pre-approval prior to the date of enrollment in the course of study to ensure the expense is eligible under the MOU.

2. The combined amount of reimbursement for sections A and B shall not exceed $3,500 per year per employee.

Agenda Item #9.10.

18 ARTICLE 13: BENEFITS ON SEPARATION
Upon separation from employment, all benefits provided by the City to an employee shall be terminated with the following exceptions:

A. COBRA CONTINUATION.

An employee leaving City employment may be entitled to certain insurance coverage opportunities, at employee’s expense, under the federally mandated COBRA Program and California counterpart. Employee will receive notice of COBRA options and must timely elect benefit continuation.

B. CONTINUATION OF CERTAIN INSURANCE POLICIES.

Upon retirement from City service, an employee enrolled immediately preceding retirement in an insurance program (other than life insurance) maintained or sponsored by the City, may continue to be enrolled in such program subject to the conditions of the applicable insurance plan and set forth below.

1. Conditions.
a. That continued enrollment has the approval of the insurance company concerned. b. Enrollment will cease at such time as the City terminates or converts an insurance program.
c. The retired employee shall be responsible for the entire premium and shall either regularly reimburse the City for the full premium payment or make payments directly to the insurance company.

ARTICLE 14: GRIEVANCE PROCEDURE
A. GRIEVANCE DEFINED.

A grievance is a formal allegation by a member of the Association or by the Association on behalf of a member, regarding an alleged violation of a specific provision of this MOU during its term, excluding all City ordinances, resolutions, rules and regulations, the subject of which are not specifically covered by the provisions of this MOU. This grievance procedure shall not apply to discipline, performance evaluations, layoff, demotion, reprimand, transfer, denial of reinstatement or denial of step increase. This grievance procedure shall be the exclusive means of resolving contract grievances of employees covered by this MOU.

Agenda Item #9.10.

19 B. PROCEDURE.

1. Step 1: Informal Discussion.

Within ten (10) calendar days of the occurrence or when they become aware of an act in dispute an employee shall discuss it with their immediate Supervisor, who shall investigate and attempt to resolve the matter. The Supervisor shall give the employee an oral reply within five (5) calendar days after the discussion.

If the employee is not satisfied with the response, they may proceed to Step 2.

2. Step 2: Department Head Determination.

Any dispute not resolved at Step 1 may be submitted to the Department Manager in writing within ten (10) calendar days after the Supervisor’s response in Step 1. The written statement should cite the specific provision of this MOU in dispute. A copy of the written statement shall be provided to the affected employee’s immediate Supervisor. Within five (5) calendar days thereafter, a meeting shall be scheduled with the employee and the Department Head who shall attempt to resolve the matter. The Department Head shall give the employee a written reply within five (5) calendar days after such meeting. If the employee is not satisfied with the response, they may proceed to the next step.

3. Step 3: City Manager Review.

Any dispute not resolved at Step 2 may be submitted in writing to the City Manager, with copies of the Step 2 response, within five (5) calendar days after the Department Manager’s response. The City Manager shall provide written confirmation of receipt of the dispute to the employee, and shall schedule a meeting within five (5) calendar days, to discuss the matter with the employee.

After consideration of the facts, the City Manager shall give a written decision to the employee within ten (10) calendar days after the meeting.

4. Step 4: City Council Review.

The decision of the City Manager may be appealed to the City Council for review if the grievance remedy sought has a value exceeding $25,000. In such event the employee may request a hearing before the City Council. Such request for hearing must be submitted in writing within fifteen (15) days of receipt of the City Manager’s decision and shall include in detail the facts giving rise to the general grievance and all supporting documentation necessary for City Council consideration. Management shall calendar on the City Council Agenda such Agenda Item #9.10.

20 request and supporting documentation within thirty (30) days. The matter may be heard in open or closed session as permitted by law. The City Council shall have the following options: (1) refuse to hear the appeal; (2) make a decision on the documentation submitted; or (3) hold a hearing after which they shall make a decision.

The decision of the City Council shall be final.

C. DEADLINES.

Failure to timely initiate a grievance or timely advance it properly to the next level shall constitute a waiver of the grievance, However, the parties may mutually agree to extend any of the above deadlines in writing, for example in the event of an involved party’s prolonged illness or in response to other unavoidable circumstances.

ARTICLE 15: RESIGNATION, TERMINATION AND DISCIPLINARY ACTION A. RESIGNATION.

An employee wishing to separate from service to the City in good standing shall file with the Department Head, at least two (2) weeks prior to leaving City service, a written resignation stating the effective date and reasons for leaving. The resignation shall be forwarded to the Personnel Office with a Personnel Action Form. Failure to give two (2) weeks’ notice shall be entered upon the service record of the employee and may be cause for denying future employment by the City. The resignation of an employee who fails to give the required notice shall be reported immediately to the Human Resources Division by the Department Head.

B. EXIT INTERVIEW.

Any person leaving City employment shall have the opportunity for an exit interview. The purpose of the interview shall be to allow the City to receive, and the employee the opportunity to provide, the employee’s candid observation of City employment in order to help improve personnel management and departmental functioning. Such interviews normally shall be conducted no earlier than fifteen (15) days prior to nor more than fifteen (15) days later than the employee’s effective date of retirement or termination of employment.

C. DISCIPLINARY AUTHORITY.

A Full-Time Employee may be disciplined or discharged by their Department Head but shall have the right to appeal the discipline or discharge for final determination by the City Manager as set forth below.

D. PROBATIONARY EMPLOYEES.

In accordance with the City’s policy on Probationary Employees, Probationary Employees are not entitled to the Disciplinary Procedures or Appeal rights set forth in this Article 14.

Probationary Employees are at-will employees and may be disciplined or terminated at-will, Agenda Item #9.10.

21 without notice and without cause. The City has no obligation to limit its reasons for discipline or termination to those set forth in Subparagraph H. The City’s willingness to discipline or terminate an employee in accordance with this Article 14 does not alter the at-will status of the Probationary Employee’s employment.

E. DISCIPLINARY ACTIONS.

For employees who have passed the probationary period the City generally will apply principles of progressive discipline in response to actions constituting cause for discipline that reasonably are subject to remediation. However, the City may discipline employees without progression, up to and including termination, in instances where the City reasonably determines that the action at issue is sufficiently serious and/or remediation is not appropriate.

The following are appropriate disciplinary actions that may be taken as corrective measures.

1. Reprimand.

An employee may be reprimanded by their Supervisor, Department Head, or the City Manager. A reprimand may be either verbal or written. A note may be made of a verbal reprimand and placed in the employee’s personnel file, and a written reprimand will be placed in the employee’s personnel file. Grounds for reprimand include, but are not limited to, those listed in Subparagraph H below. Reprimands are not subject to Discipline Procedures and the right to Appeal. However, the employee has the right to meet with the Supervisor/Department Head who issued the reprimand before the reprimand is placed in the employee’s personnel file. The employee may also rebut the reprimand by providing a written statement which will be included in the employee’s personnel file along with the written reprimand.

2. Suspension.

An employee may be suspended by their Department Head. Suspension may be imposed for disciplinary purposes or may be imposed pending investigation and possible discharge. While the matter is being investigated, employee shall continue to receive salary and benefits. Suspension shall be for a fixed period of time. Grounds for suspension include, but are not limited to, those listed in Subparagraph H below.

Suspension of Full-Time Employees who have completed their Probationary Period is subject to Discipline Procedures and the right to Appeal.

3. Reduction in Salary.

A Department Head may reduce the salary of an employee for disciplinary reasons, provided that such reduction shall be to a step or percentage within the salary range of the Classification held by the employee. A new Anniversary date (for purpose of Agenda Item #9.10.

22 salary increases only) shall be established as of the effective date of the reduction in salary, unless the reduction is for a specified period of time, in which case the Anniversary date would not change, or unless otherwise recommended by the Department Head. Reductions in salary of Full-Time Employees who have completed their Probationary Period are subject to Discipline Procedures and the right to Appeal.

4. Demotion.

A Department Head may demote an employee for disciplinary reasons to any Classification with a lower salary, provided the employee meets the minimum qualifications for the lower-level class. The employee shall not be eligible for promotion for a period of six (6) months unless otherwise recommended by the Department Head. Disciplinary demotions of Full-Time Employees who have completed their Probationary Period are subject to Discipline Procedures and the right to Appeal.

5. Dismissal.

A Department Head may dismiss an employee for Cause, as set forth in Subparagraph H, below. Dismissal of Full-Time Employees who have completed their Probationary Period is subject to Discipline Procedures and the right to Appeal.

F. DISCIPLINARY PROCEDURE.

1. Initial Inquiry.

An alleged violation of policy, procedure, rules, regulations, directives, orders, or laws there shall be an inquiry by the employee’s Supervisor or other designated investigator before the employee may be subject to discipline for the violation. The scope and formality level of the inquiry may vary based on the applicable circumstances. Upon completion, there shall be a written report of the conclusions made. A formal investigation report should also include the employee’s statement, the specific violations, all available facts related to the alleged violation(s), and statements of witnesses, if any. When a supervisor, Administrative Services Director, or other City manager conducts the inquiry, they may also recommend appropriate discipline. Based on the information received in the investigation, the Supervisor shall determine appropriate disciplinary action except where a Department Head level determination is required.

2. Notice of Proposed Discipline.

For discipline above the level of a written reprimand, the Supervisor shall provide written notice of the proposed disciplinary action to the affected employee. The notice of proposed discipline shall contain the following information:

Agenda Item #9.10.

23 a. A statement which clearly defines the intent to take action and the specific action to be taken;
b. The date the action is intended to take effect;
c. A statement of the rule(s) or regulation(s) that has/have allegedly been violated; d. A statement of the specific action, charge(s), and facts on which the proposed action is based;
e. Copies of the written materials, reports, and documents considered by the Department Head in their decision to impose the proposed action. f. Notice of the employee’s right to respond to the charges, verbally or in writing, to the Department Head within seven (7) calendar days of receipt of the Notice of Proposed Discipline. A statement that the failure to respond within the prescribed time period following receipt of the Notice of Proposed Discipline shall constitute a waiver of the right to respond and the proposed discipline will be imposed.

3. Proposed Discipline Deferred.

If the employee or designated representative requests the right to respond, either orally or in writing, the imposition of proposed discipline shall be deferred until after a predisciplinary (Skelly) hearing.

4. Pre-Disciplinary (Skelly) Hearing.

Where a written or oral response has been elected, the Department Head shall schedule, coordinate, and conduct a Pre-Disciplinary Hearing, which shall be audio recorded, within ten (10) calendar days of the employee’s request. The purpose of the hearing is for the employee to provide additional information and facts relevant to the alleged violation in order for the Department Head to have all the facts prior to making a final decision regarding the proposed disciplinary action. The employee may elect to have representation at the hearing. If the employee fails to appear at or provide a written statement for the Pre-Disciplinary Hearing, his or her right to appeal the proposed discipline is forfeited.

5. Notice of Disciplinary Action.

Within seven (7) working days of the Pre-Disciplinary Hearing, the Department Head will notify the affected employee with a written Notice of Disciplinary Action. The Agenda Item #9.10.

24 Disciplinary Action will have been made following a factual finding and review of all the information provided. If the Department Head determines not to impose any disciplinary action, they will notify the employee of this as well. The Notice of Disciplinary Action shall state the disciplinary action, the date it will take effect, and the employee’s right to appeal, if any. Disciplinary actions may be imposed prior to hearing the employee’s post Skelly Appeal hearing or other disciplinary hearing.

6. Paid Administrative Leave.

The Department Head shall have the right to put any employee on immediate paid administrative leave pending investigation and processing of any potential disciplinary action (as well as for other legitimate business purpose as determined in the discretion of the Department Head.)

7. Exclusions.

The provisions of this Article 14 shall not apply to reductions in pay which are part of a general plan to reduce salaries and wages or to eliminate positions, employee reclassifications, reprimand, transfers without loss of pay, performance evaluations, or economic layoffs. Nor do the provisions of this Article 14 apply to Probationary Employees.

G. APPEAL.

1. Right of Appeal.

An employee who has received a Notice of Disciplinary Action that provides for the right to appeal may, within fourteen (14) calendar days of its receipt, appeal the decision pursuant to the procedures set forth below. An employee who fails to appeal the disciplinary action within the fourteen (14) day time period, forfeits their appeal and the disciplinary action shall be final and binding.

2. Procedure.

In order to Appeal the Disciplinary Action, the employee shall file with the City Manager a written answer to the charges contained in the Notice of Proposed Disciplinary Action and/or the Notice of Disciplinary Action and request the right to appeal the City’s disciplinary action (collectively, the “Request for Disciplinary Hearing”). Upon receipt of the Request for Disciplinary Hearing, the City Manager shall initiate the Appeal process.

3. Association-Sponsored Appeals - Appointment of Hearing Officer. a. The Disciplinary Hearing Officer shall be selected jointly by the parties within fourteen Agenda Item #9.10.

25 (14) calendar days of receipt by the City Manager of the employee’s Request to Appeal.
b. If the parties are unable to mutually agree on a Hearing Officer within the fourteenday period, the City shall solicit a list of seven (7) neutrals from the State of California Mediation/Conciliation Service. After receipt of the list, the parties shall, with the City striking first, alternately strike arbitrators’ names from the list until one remains.

The parties shall make every effort to complete the striking process within ten (10) calendar days of receipt of the list from the State.
c. If the Hearing Officer selected declines appointment or is otherwise unavailable, a new list shall be requested as described above and the process repeated within the same time period, unless the parties can otherwise mutually agree on the selection of a Hearing Officer.
d. The cost of the Hearing Officer shall be shared equally, with fifty percent (50%) of the fee paid by the City and fifty percent (50%) of the fee paid by the Employee Association.

4. Pre-Hearing Matters.

The hearing shall be held at the earliest administratively convenient date, taking into consideration the availability of the Hearing Officer and the availability of counsel and witnesses. The hearing shall be private. The Hearing Officer may, prior to or during the hearing, grant a continuance for any reason the Hearing Officer believes to be important in order to reach a fair and proper decision. Neither party shall have ex parte communications with the Hearing Officer.

5. Conduct of the Hearing.
a. The hearing shall be conducted in the manner most conducive to the determination of the truth. Both the City and the employee may be represented by legal counsel or may elect to proceed without counsel. The employee may choose to be represented by an Association representative.
b. The Hearing Officer shall determine the relevancy, weight, and credibility of the testimony and evidence. The Hearing Officer shall not be bound by the technical rules of evidence. The Hearing Officer shall base their findings on the preponderance of the evidence. The City shall have the burden of proof. c. Each side will be permitted an opening statement and closing argument. The City shall first present its witnesses and evidence to sustain the charges and the employee will then present their witness(es) and evidence to rebut the charges. d. A court reporter will be retained by the City to make a transcript of the hearing. No audio or video tape recording will be permitted. The employee or their Agenda Item #9.10.

26 representative may obtain a copy of the transcript of the hearing upon request and at their own cost.
e. Each side will be allowed to examine and cross-examine witnesses, who shall testify under oath. The employee filing the appeal may be called and examined as if under cross-examination.
f. The Hearing Officer shall, if requested by either party, subpoena witnesses and/or require production of other relevant records or material evidence. The Hearing Officer may consider the records of any relevant prior disciplinary actions against the employee, as long as those actions are final.

6. Findings of the Hearing Officer.

After the conclusion of the hearing, the Hearing Officer shall prepare a recommended decision based on their findings of fact and application of law, and forward it to the City, the employee, and the Association. The recommended decision shall set forth which charges the Hearing Officer sustains or does not sustain and the reason(s) for the Hearing Officer’s decision.

7. Decision of the City Manager.

After receiving and considering the recommendation of the Hearing Officer, the City Manager may sustain or reject any or all of the charges filed against the employee. The City Manager may sustain, reject or modify the disciplinary action invoked against the employee. However, the City Manager may not increase the severity of the discipline originally invoked by the City. The City Manager’s decision shall be the final administrative step.

H. REASONS FOR REPRIMAND, DISCIPLINE, DEMOTION, SUSPENSION, OR DISCHARGE INCLUDE.

The following are examples of sufficient cause to warrant disciplinary action. However, cause to discipline an employee is not limited to these reasons alone:
 Absence without prior approval or excessive tardiness.  Use of, or being under the influence of, illegal drugs or alcohol while on City business, or during work hours, or while representing the City.  Violation of the City’s anti-discrimination, anti-harassment policies and/or workplace violence policies.
 Failure to maintain any employment qualification, including but not limited to driver’s license or other certifications.
 Theft, pilferage, or misuse of City property.

Agenda Item #9.10.

27  Falsification of public records.
 Dishonesty.
 Disorderly or immoral conduct.
 Incompetence.
 Failure to meet expected performance standards.
 Neglecting to perform expected job duties.
 Inability to perform the essential duties of the job (with reasonable accommodation, if required by law).
 Insubordination or willful or disobedience.
 Negligence or willful damage to public property or the personal property of another employee.
 Fraud in securing employment.
 Discourteous treatment of the public or other employees.  Conviction of a felony (including pleas of guilty and nolo contendere), or a conviction of a misdemeanor (including pleas of guilty) where the misdemeanor conviction is related to the position held.  Violation of any reasonable regulation, policy, rule, SOP, or order.  Failure to maintain satisfactory working relationships with supervisors, employees, contractors, or the public.
 Interference with the work performance of others.
 Acceptance of bribes or extortion.
 Acceptance of any gift, reward, or other form of compensation in addition to regular compensation for performance of official duties other than as provided for by written City policy.
 Illegal gambling on City property or during working hours.

ARTICLE 16: LAYOFF PROCEDURE
The procedures set forth in the City of St. Helena Layoffs and Furloughs Policy shall apply during the term of this MOU.

Agenda Item #9.10.

28 ARTICLE 17: SEPARABILITY
Notwithstanding any provisions of this MOU to the contrary, in the event that any Article or Subsections thereof of this MOU shall be declared invalid by any Court of competent jurisdiction or by any applicable State or Federal law or regulation, or shall a decision by any Court of competent jurisdiction or any applicable State or Federal law or regulation diminish the benefits provided by this MOU or impose additional obligations on the City, the parties shall meet and confer or negotiate on the Articles and Subsections thereof affected. All other provisions of this MOU shall continue in full force and effect.

ARTICLE 18: TERM AND COMPLETION OF NEGOTIATIONS
Following approval by the City and the Association and ratification by the City Council, the term of this MOU shall commence on July 1, 2025 and shall expire on June 30, 2026.

During the term of this Agreement, the Association and the City agree that neither party shall be obligated to meet and confer with respect to any subject or matter covered by this Agreement, except as follows:
 The parties agree to meet and confer on any mandatory subjects of bargaining which have the potential to affect wages, hours, and other terms and conditions of employment (as defined by the MMBA), any City-proposed changes to the SHPFA job descriptions, Employee Handbook and/or related policies and procedures;  The parties may mutually agree to meet and confer on any topic.

ARTICLE 19: SIGNATURES
This Memorandum of Understanding has been ratified and adopted pursuant to the recommendation of the following representatives:

ST. HELENA PROFESSIONAL FIRE FIGHTERS ASSOCIATION

REPRESENTATIVE
CITY OF ST. HELENA
Approved by the City Council by Resolution Number 2025- ____

CITY MANAGER
Agenda Item #9.10.

UNREPRESENTED COMPENSATION

PROGRAM
TwelfthEleventh Amendment
Approved on June 24, 2025
Effective July 1, 2025 to June 30, 2026July
26, 2022 – July 1, 2022 – June 30, 2025
Adopted: March 8, 2016
First Amendment: June 24, 2016
Second Amendment: September 13, 2016
Third Amendment: June 27, 2017
Fourth Amendment: May 8, 2018
Fifth Amendment: October 8, 2019
Sixth Amendment: October 22, 2019
Seventh Amendment: July 14, 2020
Eighth Amendment: October 13, 2020
Ninth Amendment (inadvertently numbered as Eighth): February 9, 2021 Tenth Amendment: February 8, 2022
ATTACHMENT 7
Agenda Item #9.10.

CITY OF ST. HELENA

UNREPRESENTED EMPLOYEE COMPENSATION PROGRAM
SECTION 1: INTRODUCTION
Section 1.1 Employee Definitions
Section 1.2 Purpose of the Unrepresented Employee Compensation Program
Section 1.3 Employees Covered
Section 1.4 Exempt Status of Management Employees Covered SECTION 2: EMPLOYMENT CONTRACTS
SECTION 3: EMPLOYEE SALARY COMPENSATION
Section 3.1 Annual Salary Adjustments
Section 3.2 Salary Schedule
Section 3.3 Confidential Pay Differential
Section 3.4 Bi-lingual Pay
Section 3.5 Out-of-Class Pay
Section 3.6 Longevity Pay
SECTION 4: RETIREMENT BENEFITS
Section 4.1 Tier One: Pension Formulas
Section 4.2 Tier Two: Pension Formulas
Section 4.3 Tier Three: PEPRA Pension Formulas
Section 4.4 Cost Sharing Implementation – All Tiers
Section 4.5 Converting Sick Leave Balance
Section 4.6 Other Options Included in CalPERS Contract
Section 4.7 Implementation of Internal Revenue Code Section 414(h)(2) Section 4.8 All Provisions Subject to Requirements of Law SECTION 5: INSURANCE BENEFITS
Section 5.1 General Provisions
Section 5.2 Life Insurance
Section 5.3 Short-term Disability
Section 5.4 Vision Care
SECTION 6: HOLIDAYS
SECTION 7: VACATION LEAVE
Section 7.1 Vacation Entitlement
Section 7.2 Vacation Accrual
Section 7.3 Vacation usage
SECTION 8: EXECUTIVE LEAVE
Agenda Item #9.10.

SECTION 9: OTHER LEAVES OF ABSENCE
Section 9.1 Sick Leave
Section 9.2 Family Care
Section 9.3 Bereavement Leave
Section 9.4 Industrial Accident Leave
Section 9.5 Miscellaneous Leave With Pay
Section 9.6 FLMA and CFRA Leaves
Section 9.7 Leave for Pregnancy, Childbirth and Related Medical Conditions
Section 9.8 Leave of Absence Without Pay
Section 9.9 Military leave
SECTION 10: TRAINING AND PROFESSIONAL GROWTH
Section 10.1 Professional Seminars and Training
Section 10.2 Professional Membership Fees
Section 10.3 College Tuition Reimbursement
SECTION 11: OTHER BENEFITS
Section 11.1 Vehicle Allowance for Unrepresented
Employees
Section 11.2 Deferred Compensation Plan
Section 11.3 Retirement Health Savings (RHS) Plan
Section 11.43 Health Club Membership
Section 11.54 Sick Leave Payout
Section 11.65 St. Helena Charity Based Events
Section 11.76 Uniform Allowance
SECTION 12 : TERMINATION ALLOWANCE
Section 12.1 Severance Pay
Section 12.2 Allowance Schedule
Agenda Item #9.10.

SECTION 1: INTRODUCTION
All provisions of this resolution only apply to At-will Executive Management, MidManagement, and Confidential employees (together “Employees”) as defined herein.

1.1 Employee Definitions:

At-Will Executive Management Employee – an employee who serves at the will of the City Manager and who has responsibility for formulating, administering, and/or managing City policies and programs. In the City, this would typically be department heads.

Mid-Management Employee – an employee whose position is just below the department heads or City Manager and is responsible for managing a distinct responsibility area. MidManagers are in regular City service and are not at-will.

Confidential Employee – a Mid-Management employee, who in the course of his or her duties, has access to confidential information relating to the City’s administration of employer-employee relations. This access may include instances of an occasional but critical nature or due to the employee whose position requires the incumbent to provide direct administrative support to a manager who has such access.

1.2 Purpose of the Unrepresented Employee Compensation Program:

For At-will Executive Management, Mid-Management, and Confidential employees (together “Employees”), this resolution is adopted to promote the development of a stronger, more effective Management Team, not merely for purposes of employeremployee relations but also as a means of recognizing outstanding management performance in all public service areas. These general purposes may be achieved through several means, notably: training, more effective communication among departments, and clear identification of goals and objectives. Also inherent in such a program is the means of retaining good department heads and mid-managers and strengthening the managers (if any) who’s effectiveness and performances fall short of reasonable levels of expectation. This resolution is also referred to herein as the “Unrepresented Program.” This resolution sets forth all of the compensation and benefits for the positions set forth in section 1.3.

1.3 Employees Covered:

Employees covered under this program shall include the following:

A. At-Will Executive Management
Director of Administrative Services Director
Assistant City Manager
Director of Community Development
Director of Community Services
Deputy City Manager
Fire Chief
Library Director
Planning & Building Director
Police Chief
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Agenda Item #9.10.

Director of Public Works Director
Parks & Recreation Director
City Clerk
B. Mid-Management
Assistant Director of Public Works
Director Chief Building Official
Deputy Director of Community Services
Library Manager
Police Lieutenant
Management Analyst
Project Manager
Public Works Assistant Operations Manager
Public Works Operations Manager
Senior Management Analyst (non-Confidential)
Senior Planner
Senior Engineer
Treatment Plant Manager
C. Confidential
Administrative Services Manager
Assistant Administrative Services Director
Assistant to the City Manager
Human Resources Manager
Program Manager
Senior Management Analyst
Additional job classes may be added to the Unrepresented Program from time to time, based upon the creation of additional City departments/divisions, the addition of new positions, or by the reclassification of existing positions to either At-will Management, MidManagement, or Confidential based upon the nature of the work.

1.4 Exempt Status of Employees Covered:

The City has reviewed the salaries and duties of the Employees covered under the Unrepresented Program and has determined that these employees are exempt from the overtime provisions of the federal Fair Labor Standards Act.

SECTION 2: EMPLOYMENT CONTRACTS
The Executive Management employees as designated in Section 1.3(A) shall be “At Will” employees, and shall enter into an employment contract, confirming the “At Will” status of the employee and setting forth any special pay or benefits such as severance pay.

Employment contracts with all At-will Executive Management employees will be approved by the City Manager, or, in the case of the City Manager’s employment contract, approved by the Council, pursuant to the terms of the City of St. Helena Municipal Code, authorizing the City Manager to appoint all At-will Executive Management employees except the City Attorney.

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Agenda Item #9.10.

SECTION 3: EMPLOYMEE SALARY COMPENSATION

3.1 Annual Salary Adjustment:

3.1.1 Effective July 1, 20252, all bargaining unit members shall receive a Cost of Living (COLA) increase of threefive (35) percent.

Effective the first full period in July of each year of the successor agreement, all bargaining unit members shall receive an increase to base salary equal to the year over year (April/April) percentage increase in the San Francisco/Oakland/Hayward CPI-U with a ceiling of five (5) percent.

3.1.2 Equity Adjustment. The City will provide equity adjustments for Unrepresented positions until each classification is within five (5) percent of salary market median (95%) based on updated information from Ralph Anderson & Associates. Annual CPI increases (Article 3.1) for both the City of St. Helena and the market jurisdictions (refreshed annually) are to be considered for the purpose of this calculation. Ralph Anderson & Associates provided updated information to the City in May 2022 based off the cities/entities used in the previous study. Chart 1 provides a summary of the percent increase in salary to arrive at market median (95%) for each Unrepresented position as of May 2022.

Position Title % out of 95% Market Median
Administrative Services Director -4.8%
Administrative Services Manager -4.4%
Assistant Administrative Services Director -12.8%
Assistant City Manager 0.0%
Assistant Public Works Director -0.5%
Assistant to the City Manager 3.3%
Chief Building Official -2.2%
City Clerk 3.3%
Fire Chief -10.4%
Human Resources Manager -4.4%
Library Director -6.9%
Management Analyst -3.8%
Planning & Building Director -8.4%
Police Chief -9.8%
Police Lieutenant -23.0%
Public Works Assistant Operations Manager -5.5%
Public Works Director -3.7%
Public Works Operations Manager -5.5%
Parks & Recreation Director -10.4%
Senior Engineer -6.5%
Agenda Item #9.10.

Senior Management Analyst -3.8%
Senior Planner 2.8%
Treatment Plant Manager -4.1%
Equity adjustments will take place every six (6) months until each classification is within the range and will be as follows:
 7/1/22 – Equity Adjustment of two and one-half (2 ½) percent  1/1/23 – Equity Adjustment of two (2) percent
 7/1/23 – Equity Adjustment of two (2) percent
 1/1/24 – Equity Adjustment of two (2) percent
 7/1/24 – Equity Adjustment of two (2) percent
 1/1/25 – Equity Adjustment of two (2) percent
July 1st equity adjustments will be combined with the COLA for salary adjustment calculations.

3.2 Salary Schedule:

The salary ranges for Employees covered by this Unrepresented Compensation Program are set forth in Exhibit 1, attached to this resolution, and made a part hereof by reference.

3.3 Confidential Pay Differential:

Each Confidential employee will receive a 3% pay differential to be added to the employee’s base pay. This 3% pay differential will not be added to the salary range for that job class. If at any time that a currently designated Confidential employee who receives the confidential differential is deemed to be Non-Confidential, the 3% confidential differential will cease at that time, and the City will take appropriate steps to reclassify the position.

3.4 Bilingual Pay:

Bilingual pay for fluency in both English and Spanish will be paid to employees who are routinely and consistently assigned to communicate in Spanish or to provide translation for City business by communicating in Spanish. For employees who are certified as fluent in both written and verbal Spanish language, bilingual pay will be five percent (5%) of the designated employee’s base salary. For employees who are certified as fluent only in verbal Spanish language, bilingual pay will be two and one-half percent (2.5%) of the designated employee’s base salary. Only designated employees certified by the City as fluent in both English and Spanish are eligible for this additional pay.

3.5 Out-Of-Class Pay
Pay for Performing Full Duties of Higher Class: When, because of the absence of a Department Head, Executive Management, Mid-Management, or Confidential personnel, an Employee performs substantially all of the functions (full-time) of a higher Classification, the Employee will receive an increase of ten percent (10%) of his/her base wage. The increase will be effective after the third (3rd) week of the assumption of those duties and continue during the period those duties are being performed by the employee on a full-time basis. Out-Of-Class-Pay must be
Agenda Item #9.10.

pre-approved, in writing, by the City Manager, and will be reportable to CalPERS as special compensation to the extent permitted by CalPERS rules and regulations.

Pay for Performing Partial Duties of Higher Class: When an Employee is temporarily assigned to perform substantial functions of a higher classification for at least a period of one month, but does not perform those additional duties on a full-time basis and/or the Employee assigned to the position normally responsible for the duties is not absent, the City Manager has the discretion to provide an increase of up to five percent (5%) of the Employee’s normal base wage effective on the first day of assumption of the substantial additional duties and continuing until the City Manager determines that the assignment of the additional duties ceases. This additional pay is provided at the City Manager’s sole discretion and must be pre-approved in writing. Under current CalPERS rules and regulations, this pay for performing partial duties of the higher class is not reportable special compensation.

3.6 Longevity Pay
Longevity pay shall be provided to each permanent employee starting with the employee’s fifth anniversary of continuous employment at the rate of two and one-half percent (2.5%) of rate of pay.

SECTION 4: RETIREMENT BENEFITS
Management Employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Section 4.

4.1 Tier One: 2% at 55 Retirement Program (Miscellaneous Group) and 3% at 50 (Safety Group) – Employees Hired Before July 1, 2012 (Tier One Classic Members) This section 4.1 (including subsections) shall apply to miscellaneous employees hired before July 1, 2012.

4.1.1 2% at 55 or 3% at 50 Pension Formulas: The “2% @ 55” (for miscellaneous employees) or “3% @ 50” (for safety employees) retirement programs will be available to members covered by this Section 4.1.

4.1.2 Final Compensation Based On 12-Month Period: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.1 shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 20042.

4.1.3 Required Member Contributions:

4.1.3.1 Members covered by this Section 4.1 shall continue to pay, through payroll deduction, the full 7.0% member contribution for Miscellaneous Group and

9.0% member contribution for the Safety Group.

4.1.3.2 Miscellaneous Member Pension Cost Sharing: Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (estimated date, Spring 2016), miscellaneous members covered by this Section 4.1 shall pay, through payroll deduction, the full 7.0% employee contribution plus an additional 1% of compensation earnable toward the City’s costs for a total contribution of 8% toward the normal cost of pension benefits as permitted by Government Code Section 20516.

Formatted: Indent: Left: 0.06"
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Agenda Item #9.10.

4.2 Tier Two: 2% at 60 Retirement Program (Miscellaneous Group) or 3% at 55 (Safety Group) for Members Hired On or After July 1, 2012, and Before December 31, 2012, and Unit Members Qualified for Reciprocity (Tier Two Classic Members):

This Section 4.2 (including subsections) shall apply to members hired on or after July 1, 2012, and before January 1, 2013. In addition, this Section 4.2 shall apply to members hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Government Code Section 7522.02(c) and related CalPERS reciprocity (Classic Member) requirements:

4.2.1 2% at 60 or 3% at 55 Pension Formulas: The “2% @ 60” (for miscellaneous) or “3% @ 55” (for safety) retirement programs will be available to members covered by this Section 4.2.

4.2.2 Final Compensation Based On 36-Month Period: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.2 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.

4.2.3 Required Member Contributions

4.2.3.1 Employees covered by this Section 4.2 shall continue to pay, through payroll deduction, the full 7.0% member contribution for Miscellaneous Group and

9.0% member contribution for the Safety Group.

4.2.3.2 Miscellaneous Member Pension Cost Sharing: Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (estimated date, Spring 2016), miscellaneous employees covered by this Section

4.2 shall pay, through payroll deduction, the full 7.0% member contribution plus an additional 1% of compensation earnable towards the City’s costs for a total contribution of 8% toward the normal cost of pension benefits as permitted by Government Code Section 20516.

4.3 Tier Three: 2% at 62 PEPRA Retirement Tier (Miscellaneous Group) or 3% at 57 (Safety Group) is Required For Members Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not a Classic Member):

This Section 4.3 (including subsections) shall apply to members who were hired on or after January 1, 2013, and who do not qualify for pension reciprocity (not a Classic Member) as stated in Government Code Section 7522.02(c).

4.3.1 2% at 62 or 3% at 57 Pension Formulas: The “2% @ 62” (for miscellaneous) or “3% @ 57” (for safety) retirement programs will be available to members covered by this Section 4.3.

4.3.2 Final Compensation Based On 36-Months: Effective January 1, 2013, for the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.3 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service as required by Government Code Section 7522.32.

4.3.3 Required Member Contributions

4.3.3.1 Required 50% of Normal Costs: As required by Government Agenda Item #9.10.

Code Section 7522.04(g), effective January 1, 2013, members covered by this Section 4.3 shall pay, through payroll deduction, fifty percent (50%) of normal costs.

4.3.3.2 Miscellaneous Member Pension Cost Sharing: Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (expected Spring of 2016), in addition to paying 50% of normal costs as described above, employees covered by this Section 4.3 shall pay, through payroll deduction, an additional 1.0% of pensionable compensation toward the City’s cost of pension benefits as permitted by Government Code Section 20516.

4.4 Cost Sharing Implementation – All Tiers:

CalPERS mandates an election of employees, separate from adoption of this resolution, to provide for this cost sharing pursuant to Government Code Section 20516. As soon as practicable, the City will initiate the contract amendment process for miscellaneous employee cost sharing. Upon completion of the City’s amendment to the CalPERS contract, miscellaneous member contributions will be made pursuant to Government Code Section 20516, Member Cost Sharing of Additional Benefits. The City will consider cost sharing for the Fire Chief at a future date.

4.5 Converting Sick Leave Balance:

An employee who retires may convert his/her unused sick leave balance to service credit as provided by Government Code Section 20965. Any accrued unused sick leave credit that is paid out at termination will not be available for conversion to service credit.

4.6 Other Options Included In CalPERS Contract: Employees shall be eligible for other options included in the City’s contract with CalPERS as stated in that contract, and allowed by law.

4.7 Implementation of Internal Revenue Code Section 414(h)(2):

As permitted by Internal Revenue Code Section 414(h)(2) and Government Code Section 20516, each employee shall pay, through payroll deductions, the PERS contributions described in this Article 11 with state and federal income tax on the PERS member contribution deferred to the extent permitted by Internal Revenue Code, 26 USC Section 414(h)(2).

4.8 All Provisions Subject to Requirements of Law:

The City is required to comply with all requirements of law governing the CalPERS retirement program, including, but not limited to eligibility and reporting requirements. In implementing this Unrepresented Compensation Program Resolution and related practices, the City will comply with the requirements of law, and those legal requirements prevail over any inconsistent prior practices or prior resolutions.

SECTION 5: INSURANCE BENEFITS
Agenda Item #9.10.

5.1 General Provisions:

The City will pay the full cost of the employee’s health insurance plan to cover both the employee and the employee’s dependents. The City will pay the full cost for dental coverage for the employee and her/his dependents. When an employee commences work with the City, the effective date of coverage of his/her benefits distribution selection shall be established by the individual carrier. In most cases, coverage begins the first of the month following date of hire.

Employees will choose from available insurance programs and/or health and welfare plans at the time of hire or as carriers allow during Open Enrollment periods. Dependent coverage may be added or deleted between Open Enrollment periods subject to conditions imposed by the selected carriers.

5.2 Life Insurance:

The City will provide term life insurance for each employee, not to exceed $50,000.

Employees may elect to increase the value of their life insurance policy by $230,000 at their own expense for a total policy value of $870,000. Employees opting for the additional coverage will have the cost of that coverage deducted from their pay.

5.3 Short-term Disability Insurance: The City will pay for the employee’s cost to participate in the State Disability Insurance (SDI) program.

5.4 Vision Care: The City will pay for vision care benefits, for the employee and all dependents through VSP Vision Care Insurance.

SECTION 6: HOLIDAYS
All Unrepresented employees shall receive 12 paid holidays per year, as follows:

Holiday Day Observed
New Year's Day January 1
Martin Luther King, Jr. Birthday 3rd Monday in January
President's Day 3rd Monday in February
Cesar Chavez Birthday March 31st
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1st Monday in September
Veteran's Day November 11th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday following Thanksgiving
Christmas Eve Day December 24th
Christmas Day December 25th
It is the intent of this resolution that all full-time employees receive 12 paid holidays regardless of their assigned workweek. When a holiday falls on a Saturday, the preceding Agenda Item #9.10.

Friday shall be deemed a holiday. When a holiday falls on a Sunday, the following Monday shall be deemed a holiday. When an employee is required to work on a holiday, s/he may select another day as holiday leave with pay during the fiscal year with the consent of the City Manager.

Floating Holidays: Except for the calendar year they are hired, on January 1st of each year, employees earn 16 hours of floating holiday for use during that calendar year, taken in at least 8-hour increments. The hours must be used by the end of the calendar year and does not accrue. After five years of service, employees earn 40 hours of floating holiday.

SECTION 7: VACATION LEAVE

7.1 Vacation Entitlement:

Employees shall accumulate vacation in accordance with the following vacation entitlement schedule:

Years of Vacation Days
Continuous Service Earned/Year
1 – 5 years 10
6th year 15
7th year 16
This pattern continues until 20 days per year is reached. On the employee’s 25th anniversary and every five years thereafter, one additional day will be awarded on that year.

7.2 Vacation Accrual:

Employees shall begin earning vacation upon the first day of employment. Vacation leave time shall be accrued as it is earned; odd fractions rounded to the nearest tenth. Vacation time shall not be taken until earned and shall be subject to other provisions of this resolution. When an employee is on a leave without pay status, s/he shall not be entitled to earn vacation.

For purposes of calculating vacation earned upon termination, the employee’s final accrual will be prorated, based on the days worked in the employee’s last month of employment. Upon termination of an employee’s service with the City, s/he shall be paid a lump sum for all earned vacation not taken, at the employee’s hourly rate then in effect.

An employee who was a member of the unrepresented compensation program before May 8, 2018 may accrue a maximum of 380 vacation hours. An employee who is hired or promoted into an unrepresented compensation position on or after May 8, 2018 may accrue a maximum of 280 vacation hours.

7.3 Vacation Usage:

An employee may take vacation at a time approved by the employee’s direct supervisor, Agenda Item #9.10.

or, in the case of the City Manager, after notification of the City Council. It is the policy of the City that employees take their normal provided vacation leave each year.

Employees should not be earning vacation leave once their accrued vacation balance has reached 380 hours. All employees who have accrued at least 380 hours of vacation shall expend at least 80 hours of vacation leave per calendar year with at least 40 hours being consecutive.

SECTION 8: EXECUTIVE LEAVE
In recognition of the extra hours required to perform at the level of management, including attendance at numerous meetings outside normal working hours and the fact that employees who are exempt from FLSA are not compensated for overtime work, the following executive leave policy shall be implemented:

Each FLSA-exempt, unrepresented employee may receive up to five (5) days Executive Leave annually at the discretion of the City Manager provided on January 1st of each year.

On January 1st
of each year, all hours not taken in the prior year will be lost unless an extension of time is granted by the City Manager. Additionally, at-will executive staff, the Assistant Administrative Services Director, the Assistant Public Works Director, the Assistant to the City Manager, and the Program Manager may receive up to another five (5) days Executive Leave annually at the discretion of the City Manager provided on July 1st of each year, and all hours not taken by December 31st of the same year
will be lost unless an extension of time is granted by the City Manager.

Newly hired employees shall have Executive Leave awarded to them in the following prorated manner:

If the employee is hired from:

January – March 40 hours awarded on the date of hire
April – June 30 hours awarded on the date of hire
July – September 20 hours awarded on the date of hire, 40 hours additional atwill October – December 10 hours awarded on the date of hire, 20 hours additional atwill SECTION 9: OTHER LEAVES OF ABSENCE

9.1 Sick Leave:

Employees shall accrue and use sick leave in accordance with City of St. Helena Agenda Item #9.10.

Personnel/Administrative on Sick Leave.

9.2 Family Care:

Except as otherwise required by state or federal law, sick leave may be used to care for the employee’s child, spouse, or domestic partner who is incapacitated by a serious health condition as defined by state of federal Law. Sick leave utilized for Family Care shall not exceed forty-eight (48) hours per occurrence.

9.3 Bereavement Leave:

Leave with pay up to 3 days per year in state/5 days out of state shall be granted by the City Manager to employees in case of the death of spouse or domestic partner regardless of gender, parent or step-parent, grand-parent, child, or stepchild, brother or sister, parent-in-law, brother/sister-in-law, son/daughter-in-law, or any relative in the immediate household of the employee. Bereavement leave shall not be charged against any accumulated leave. Additional time off (vacation, executive leave) may be taken if approved by the City Manager.

9.4 Industrial Accident Leave:

The City shall provide paid leave and benefits consistent with the State’s Worker’s Compensation laws.

9.5 Miscellaneous Leave With Pay:

Employees shall be granted a leave of absence with full pay for jury duty; subpoena of the employee as a witness; or attendance in court resulting from the employee’s official duties as assigned by the City Manager. Any compensation received by the employee for the above, except for travel reimbursement, shall be promptly remitted to the City by the employee.

9.6 Leave Pursuant to the Family and Medical Care Leave Act and the California Family Rights Act:

Employees shall be entitled to take leave in response to the birth or adoption of a child, or the placement of a child with the employee for foster care; the employee’s own serious health condition, or to care for a child, parent or spouse of the employee who has a serious health condition; for a “qualifying exigency” arising from the foreign deployment of the employee’s spouse, son, daughter, or parent with the Armed Forces; or to care for a servicemember with a serious injury or illness if the employee is the servicemember’s spouse, son, daughter, parent or next of kin, as specified in the federal Family and Medical Care Leave Act (FMLA) and the California Family Rights Act (Government Code Section 12945.2). Employees may use their accrued leave balances during such leave.

If the period of leave exceeds the employer’s accrued leave balances, the employee shall take the balance of the leave as unpaid leave.

9.7 Leave for Pregnancy, Childbirth and Related Medical Conditions (California Government Code Section 12945):

In addition to leave authorized by Section 9.6, eligible employees may take leave based Agenda Item #9.10.

on pregnancy, childbirth, or related medical conditions pursuant to California Government Code Section 12945. Generally, this leave should not exceed six (6) weeks for a normal pregnancy, childbirth, or related conditions, but may be taken for a period of up to a total of four (4) months if the employee is disabled due to pregnancy, childbirth, or other medical conditions. The need for leave beyond six (6) weeks due to disability shall be verified in writing by the employee’s physician. The employee may use accrued leave balances during leave taken pursuant to this Section. If the period of leave exceeds the employee’s accrued leave balances, the balance of the leave shall be taken as unpaid leave.

9.8 Leave of Absence Without Pay:

Upon the written request of any employee, the City Manager may approve in writing a leave of absence without pay for a period up to thirty (30) calendar days. Except in the cases of illness or maternity, an employees' request for Leave Without Pay shall be submitted to the City Manager, accompanied by a recommendation or an explanation from the manager as to how an adequate level of service can be maintained during her/his absence. Such leave may be extended up to one calendar year by action of the City Council.

9.9 Military Leave:

An employee called to active duty in any reserve component of the Armed Forces of the United States or the National Guard shall be granted a leave of absence for the duration of said active duty. Any full-time employee on a military leave of absence shall be compensated as outlined in the City’s Personnel Policies Manual if the employee provides proper documentation from the Commanding Officer concerning their active duty; or, if the employee is a Commanding Officer, with a copy of the order to report to active duty and any applicable extension orders.

SECTION 10: TRAINING AND PROFESSIONAL GROWTH

10.1 Professional Seminars and Training:

To promote continued development of skills, knowledge, and abilities among the Employee, the City Manager may grant time off to employee(s) for educational leave.

Such leave may be received in order to attend professional, technical, or managerial workshops, courses, conferences, conventions, seminars, or related activities. The cost of attendance at these activities, including travel, per diem, registration, tuition, materials or other reasonable costs, are legitimate City expenditures as provided for in the annual City Budget.

10.2 Professional Membership Fees:

Most At-will Executive Management, Mid-Management, and Confidential personnel are expected to maintain membership in appropriate professional organizations. These memberships serve to acquaint the City with the current state-of-the-art in these professional areas by means of publications and special activities. The City will include the costs of these membership fees in the respective department budgets, subject to approval by the City Manager.

Agenda Item #9.10.

10.3 College Tuition Reimbursement:

An employee who is taking courses in a field related to his/her employment may receive reimbursement for tuition and/or materials up to $13,500 per year of the reasonable cost for books and tuition per fiscal year.

SECTION 11: OTHER BENEFITS

11.1 Vehicle Reimbursement:

Covered employees to a far greater extent than most other City employees are required to travel throughout the City and the County to fulfill their job requirements. This travel is frequently required outside of normal working hours. In recognition of this employment requirement, the City may provide either the use of a City vehicle or pay an auto allowance of $200 per month. In addition, if travel is required by the employee in his/her personal vehicle beyond the County line, mileage shall be reimbursed at the same rate as set by the IRS.

11.2 Deferred Compensation Plan:

Employees may elect payroll deductions in an amount permissible under IRS regulations, to be placed in a deferred compensation program administered at no cost to the City. To the extent allowed by law, such monies deposited would become tax deferred and would be subject to income taxation in the year they are withdrawn from the deferred compensation program. The City shall match up to $200 per month to the employee’s contribution into the City’s deferred compensation program. Employees may elect to make traditional (pre-tax) and/or ROTH (post-tax) contributions to the plan, up to the maximum allowed, under IRS rules.

11.3 Retirement Health Savings (RHS) Plan:

The City agrees to establish an RHS Plan. The plan will be voluntary and contributions will be made by members as allowed under IRS rules.

11.311.4 Health Club Membership:

The City will pay a one-time membership fee of $25.00 towards employee enrollment in a health clubs.

11.411.5 Sick Leave Payout:

11.4.111.5.1 Payout upon separation, the City will pay out 50% of accrued sick leave for an employee who was an unrepresented compensation member before May 8, 2018. A new City employee who is hired into an unrepresented compensation position on or after May 8, 2018 will not be eligible for any sick leave pay out.

11.4.211.5.2 Retirees conversion, upon meeting REMIFs retiree eligibility to participate in retiree benefits, an employee who was an unrepresented compensation member before May 8, 2018, will have the option of using 100% of their accrued sick leave towards health premiums. A new City employee who is hired into an unrepresented compensation position on or after May 8, 2018 will not Agenda Item #9.10.

be eligible to convert any of their accrued sick leave towards health premiums.

11.4.311.5.3 The City will not pay the employee upon separation in good standing from the City employment for unused sick leave accrued on or after July 1, 2020. No new sick leave hours will be eligible for the conversion or payout benefits described in Section 11.4 of the Program beginning July 1, 2020. Those employees who had accrued hours eligible for this benefit on or before June 30, 2020 will have such eligible hours placed into a separate bank and will be permitted to convert them in accordance with the provisions of Section 11.4.

Agenda Item #9.10.

11.511.6 St. Helena Charity Based Events:

In recognition of the importance of being engaged with the St. Helena community, Unrepresented Employees are eligible to be reimbursed for charity event tickets related to their employment. To be eligible for reimbursement, the event must be held within the County of Napa and directly benefit the St. Helena community. Event tickets may be purchased only for the employee up to a total reimbursable amount of $750.00 per calendar year.

11.611.7 Uniform Allowance:

Sworn Personnel that are members of the unrepresented compensation program shall receive an annual uniform allowance in the amount of $1,250. The Uniform Allowance will be paid twice a year: in December and June, in equal amounts.

SECTION 12: TERMINATION ALLOWANCE

12.1 Severance Pay:

In order to foster job security within a professional climate, At-will Executive Management employees who receive no protection from the City’s Personnel System may be entitled to severance pay when they are discharged from the City service. At-will Management employees terminated for cause are not eligible for severance benefits.

12.2 Allowance Schedule:

At-will Executive Management employees shall generally be entitled to two (2) months’ salary, excluding fringe benefits. All specific severance pay terms and conditions must be included in the employee’s Employment Contract, as noted in section 2 (Employment Contracts). In no event shall an employee receive a severance that is greater than the employee’s salary multiplied by the number of months left on the unexpired term of the employee’s employment contract, and all severance provisions shall comply with all other requirements of law.

Agenda Item #9.10.

UNREPRESENTED COMPENSATION PROGRAM
Twelfth Amendment
Approved on June 24, 2025
Effective July 1, 2025 to June 30, 2026
Adopted: March 8, 2016
First Amendment: June 24, 2016
Second Amendment: September 13, 2016
Third Amendment: June 27, 2017
Fourth Amendment: May 8, 2018
Fifth Amendment: October 8, 2019
Sixth Amendment: October 22, 2019
Seventh Amendment: July 14, 2020
Eighth Amendment: October 13, 2020
Ninth Amendment (inadvertently numbered as Eighth): February 9, 2021 Tenth Amendment: February 8, 2022
ATTACHMENT 8
Agenda Item #9.10.

CITY OF ST. HELENA

UNREPRESENTED EMPLOYEE COMPENSATION PROGRAM
SECTION 1: INTRODUCTION
Section 1.1 Employee Definitions
Section 1.2 Purpose of the Unrepresented Employee Compensation Program
Section 1.3 Employees Covered
Section 1.4 Exempt Status of Management Employees Covered SECTION 2: EMPLOYMENT CONTRACTS
SECTION 3: EMPLOYEE SALARY COMPENSATION
Section 3.1 Annual Salary Adjustments
Section 3.2 Salary Schedule
Section 3.3 Confidential Pay Differential
Section 3.4 Bi-lingual Pay
Section 3.5 Out-of-Class Pay
Section 3.6 Longevity Pay
SECTION 4: RETIREMENT BENEFITS
Section 4.1 Tier One: Pension Formulas
Section 4.2 Tier Two: Pension Formulas
Section 4.3 Tier Three: PEPRA Pension Formulas
Section 4.4 Cost Sharing Implementation – All Tiers
Section 4.5 Converting Sick Leave Balance
Section 4.6 Other Options Included in CalPERS Contract
Section 4.7 Implementation of Internal Revenue Code Section 414(h)(2) Section 4.8 All Provisions Subject to Requirements of Law SECTION 5: INSURANCE BENEFITS
Section 5.1 General Provisions
Section 5.2 Life Insurance
Section 5.3 Short-term Disability
Section 5.4 Vision Care
SECTION 6: HOLIDAYS
SECTION 7: VACATION LEAVE
Section 7.1 Vacation Entitlement
Section 7.2 Vacation Accrual
Section 7.3 Vacation usage
SECTION 8: EXECUTIVE LEAVE
Agenda Item #9.10.

SECTION 9: OTHER LEAVES OF ABSENCE
Section 9.1 Sick Leave
Section 9.2 Family Care
Section 9.3 Bereavement Leave
Section 9.4 Industrial Accident Leave
Section 9.5 Miscellaneous Leave With Pay
Section 9.6 FLMA and CFRA Leaves
Section 9.7 Leave for Pregnancy, Childbirth and Related Medical Conditions
Section 9.8 Leave of Absence Without Pay
Section 9.9 Military leave
SECTION 10: TRAINING AND PROFESSIONAL GROWTH
Section 10.1 Professional Seminars and Training
Section 10.2 Professional Membership Fees
Section 10.3 College Tuition Reimbursement
SECTION 11: OTHER BENEFITS
Section 11.1 Vehicle Allowance for Unrepresented
Employees
Section 11.2 Deferred Compensation Plan
Section 11.3 Retirement Health Savings (RHS) Plan
Section 11.4 Health Club Membership
Section 11.5 Sick Leave Payout
Section 11.6 St. Helena Charity Based Events
Section 11.7 Uniform Allowance
SECTION 12 : TERMINATION ALLOWANCE
Section 12.1 Severance Pay
Section 12.2 Allowance Schedule
Agenda Item #9.10.

SECTION 1: INTRODUCTION
All provisions of this resolution only apply to At-will Executive Management, MidManagement, and Confidential employees (together “Employees”) as defined herein.

1.1 Employee Definitions:

At-Will Executive Management Employee – an employee who serves at the will of the City Manager and who has responsibility for formulating, administering, and/or managing City policies and programs. In the City, this would typically be department heads.

Mid-Management Employee – an employee whose position is just below the department heads or City Manager and is responsible for managing a distinct responsibility area. MidManagers are in regular City service and are not at-will.

Confidential Employee – a Mid-Management employee, who in the course of his or her duties, has access to confidential information relating to the City’s administration of employer-employee relations. This access may include instances of an occasional but critical nature or due to the employee whose position requires the incumbent to provide direct administrative support to a manager who has such access.

1.2 Purpose of the Unrepresented Employee Compensation Program:

For At-will Executive Management, Mid-Management, and Confidential employees (together “Employees”), this resolution is adopted to promote the development of a stronger, more effective Management Team, not merely for purposes of employeremployee relations but also as a means of recognizing outstanding management performance in all public service areas. These general purposes may be achieved through several means, notably: training, more effective communication among departments, and clear identification of goals and objectives. Also inherent in such a program is the means of retaining good department heads and mid-managers and strengthening the managers (if any) who’s effectiveness and performances fall short of reasonable levels of expectation. This resolution is also referred to herein as the “Unrepresented Program.” This resolution sets forth all of the compensation and benefits for the positions set forth in section 1.3.

1.3 Employees Covered:

Employees covered under this program shall include the following:

A. At-Will Executive Management
Director of Administrative ServicesAssistant
City Manager
Director of Community Development
Director of Community Services
Deputy City Manager
Fire Chief
Police Chief
1 Agenda Item #9.10.

Director of Public Works
City Clerk
B. Mid-Management
Assistant Director of Public Works
Chief Building Official
Deputy Director of Community Services
Library Manager
Police Lieutenant
Management Analyst
Project Manager
Public Works Assistant Operations Manager
Public Works Operations Manager
Senior Management Analyst (non-Confidential)
Senior Planner
Senior Engineer
C. Confidential
Administrative Services Manager
Assistant Administrative Services Director
Assistant to the City Manager
Human Resources Manager
Program Manager
Senior Management Analyst
Additional job classes may be added to the Unrepresented Program from time to time, based upon the creation of additional City departments/divisions, the addition of new positions, or by the reclassification of existing positions to either At-will Management, MidManagement, or Confidential based upon the nature of the work.

1.4 Exempt Status of Employees Covered:

The City has reviewed the salaries and duties of the Employees covered under the Unrepresented Program and has determined that these employees are exempt from the overtime provisions of the federal Fair Labor Standards Act.

SECTION 2: EMPLOYMENT CONTRACTS
The Executive Management employees as designated in Section 1.3(A) shall be “At Will” employees, and shall enter into an employment contract, confirming the “At Will” status of the employee and setting forth any special pay or benefits such as severance pay.

Employment contracts with all At-will Executive Management employees will be approved by the City Manager, or, in the case of the City Manager’s employment contract, approved by the Council, pursuant to the terms of the City of St. Helena Municipal Code, authorizing the City Manager to appoint all At-will Executive Management employees except the City Attorney.
2 Agenda Item #9.10.

SECTION 3: EMPLOYMEE SALARY COMPENSATION

3.1 Annual Salary Adjustment:

3.1.1 Effective July 1, 2025, all bargaining unit members shall receive a Cost of Living (COLA) increase of three (3) percent.

3.2 Salary Schedule:

The salary ranges for Employees covered by this Unrepresented Compensation Program are set forth in Exhibit 1, attached to this resolution, and made a part hereof by reference.

3.3 Confidential Pay Differential:

Each Confidential employee will receive a 3% pay differential to be added to the employee’s base pay. This 3% pay differential will not be added to the salary range for that job class. If at any time that a currently designated Confidential employee who receives the confidential differential is deemed to be Non-Confidential, the 3% confidential differential will cease at that time, and the City will take appropriate steps to reclassify the position.

3.4 Bilingual Pay:

Bilingual pay for fluency in both English and Spanish will be paid to employees who are routinely and consistently assigned to communicate in Spanish or to provide translation for City business by communicating in Spanish. For employees who are certified as fluent in both written and verbal Spanish language, bilingual pay will be five percent (5%) of the designated employee’s base salary. For employees who are certified as fluent only in verbal Spanish language, bilingual pay will be two and one-half percent (2.5%) of the designated employee’s base salary. Only designated employees certified by the City as fluent in both English and Spanish are eligible for this additional pay.

3.5 Out-Of-Class Pay
Pay for Performing Full Duties of Higher Class: When, because of the absence of a Department Head, Executive Management, Mid-Management, or Confidential personnel, an Employee performs substantially all of the functions (full-time) of a higher Classification, the Employee will receive an increase of ten percent (10%) of his/her base wage. The increase will be effective after the third (3rd) week of the assumption of those duties and continue during the period those duties are being performed by the employee on a full-time basis. Out-Of-Class-Pay must be pre-approved, in writing, by the City Manager, and will be reportable to CalPERS as special compensation to the extent permitted by CalPERS rules and regulations.
3 Agenda Item #9.10.

Pay for Performing Partial Duties of Higher Class: When an Employee is temporarily assigned to perform substantial functions of a higher classification for at least a period of one month, but does not perform those additional duties on a full-time basis and/or the Employee assigned to the position normally responsible for the duties is not absent, the City Manager has the discretion to provide an increase of up to five percent (5%) of the Employee’s normal base wage effective on the first day of assumption of the substantial additional duties and continuing until the City Manager determines that the assignment of the additional duties ceases. This additional pay is provided at the City Manager’s sole discretion and must be pre-approved in writing. Under current CalPERS rules and regulations, this pay for performing partial duties of the higher class is not reportable special compensation.

3.6 Longevity Pay
Longevity pay shall be provided to each permanent employee starting with the employee’s fifth anniversary of continuous employment at the rate of two and one-half percent (2.5%) of rate of pay.

SECTION 4: RETIREMENT BENEFITS
Management Employees are provided retirement benefits under the California Public Employee Retirement System (CalPERS) as described in this Section 4.

4.1 Tier One: 2% at 55 Retirement Program (Miscellaneous Group) and 3% at 50 (Safety Group) – Employees Hired Before July 1, 2012 (Tier One Classic Members) This section 4.1 (including subsections) shall apply to miscellaneous employees hired before July 1, 2012.

4.1.1 2% at 55 or 3% at 50 Pension Formulas: The “2% @ 55” (for miscellaneous employees) or “3% @ 50” (for safety employees) retirement programs will be available to members covered by this Section 4.1.

4.1.2 Final Compensation Based On 12-Month Period: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.1 shall mean the highest twelve (12) consecutive month period as specified in Government Code Section 20042.

4.1.3 Required Member Contributions:

4.1.3.1 Members covered by this Section 4.1 shall continue to pay, through payroll deduction, the full 7.0% member contribution for Miscellaneous Group and

9.0% member contribution for the Safety Group.

4.1.3.2 Miscellaneous Member Pension Cost Sharing: Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (estimated date, Spring 2016), miscellaneous members covered by this Section 4.1 shall pay, through payroll deduction, the full 7.0% employee contribution plus an additional 1% of compensation earnable toward the City’s costs for a total contribution of 8% toward the normal cost of pension benefits as permitted by Government Code Section 20516.
4 Agenda Item #9.10.

4.2 Tier Two: 2% at 60 Retirement Program (Miscellaneous Group) or 3% at 55 (Safety Group) for Members Hired On or After July 1, 2012, and Before December 31, 2012, and Unit Members Qualified for Reciprocity (Tier Two Classic Members):

This Section 4.2 (including subsections) shall apply to members hired on or after July 1, 2012, and before January 1, 2013. In addition, this Section 4.2 shall apply to members hired on or after January 1, 2013, who are qualified for pension reciprocity as stated in Government Code Section 7522.02(c) and related CalPERS reciprocity (Classic Member) requirements:

4.2.1 2% at 60 or 3% at 55 Pension Formulas: The “2% @ 60” (for miscellaneous) or “3% @ 55” (for safety) retirement programs will be available to members covered by this Section 4.2.

4.2.2 Final Compensation Based On 36-Month Period: For the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.2 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service.

4.2.3 Required Member Contributions

4.2.3.1 Employees covered by this Section 4.2 shall continue to pay, through payroll deduction, the full 7.0% member contribution for Miscellaneous Group and

9.0% member contribution for the Safety Group.

4.2.3.2 Miscellaneous Member Pension Cost Sharing: Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (estimated date, Spring 2016), miscellaneous employees covered by this Section

4.2 shall pay, through payroll deduction, the full 7.0% member contribution plus an additional 1% of compensation earnable towards the City’s costs for a total contribution of 8% toward the normal cost of pension benefits as permitted by Government Code Section 20516.

4.3 Tier Three: 2% at 62 PEPRA Retirement Tier (Miscellaneous Group) or 3% at 57 (Safety Group) is Required For Members Hired On or After January 1, 2013 and Not Qualified For Reciprocity (Not a Classic Member):

This Section 4.3 (including subsections) shall apply to members who were hired on or after January 1, 2013, and who do not qualify for pension reciprocity (not a Classic Member) as stated in Government Code Section 7522.02(c).

4.3.1 2% at 62 or 3% at 57 Pension Formulas: The “2% @ 62” (for miscellaneous) or “3% @ 57” (for safety) retirement programs will be available to members covered by this Section 4.3.

4.3.2 Final Compensation Based On 36-Months: Effective January 1, 2013, for the purposes of determining a retirement benefit, final compensation for members covered by this Section 4.3 shall mean the highest annual average pensionable compensation earned during thirty-six (36) consecutive months of service as required by Government Code Section 7522.32.
5 Agenda Item #9.10.

4.3.3 Required Member Contributions

4.3.3.1 Required 50% of Normal Costs:

As required by Government Code Section 7522.04(g), effective January 1, 2013, members covered by this Section 4.3 shall pay, through payroll deduction, fifty percent (50%) of normal costs.

4.3.3.2 Miscellaneous Member Pension Cost Sharing:

Beginning on the effective date of the amendment to the CalPERS contract providing for cost sharing (expected Spring of 2016), in addition to paying 50% of normal costs as described above, employees covered by this Section 4.3 shall pay, through payroll deduction, an additional 1.0% of pensionable compensation toward the City’s cost of pension benefits as permitted by Government Code Section 20516.

4.4 Cost Sharing Implementation – All Tiers:

CalPERS mandates an election of employees, separate from adoption of this resolution, to provide for this cost sharing pursuant to Government Code Section 20516. As soon as practicable, the City will initiate the contract amendment process for miscellaneous employee cost sharing. Upon completion of the City’s amendment to the CalPERS contract, miscellaneous member contributions will be made pursuant to Government Code Section 20516, Member Cost Sharing of Additional Benefits. The City will consider cost sharing for the Fire Chief at a future date.

4.5 Converting Sick Leave Balance:

An employee who retires may convert his/her unused sick leave balance to service credit as provided by Government Code Section 20965. Any accrued unused sick leave credit that is paid out at termination will not be available for conversion to service credit.

4.6 Other Options Included In CalPERS Contract: Employees shall be eligible for other options included in the City’s contract with CalPERS as stated in that contract, and allowed by law.

4.7 Implementation of Internal Revenue Code Section 414(h)(2):

As permitted by Internal Revenue Code Section 414(h)(2) and Government Code Section 20516, each employee shall pay, through payroll deductions, the PERS contributions described in this Article 11 with state and federal income tax on the PERS member contribution deferred to the extent permitted by Internal Revenue Code, 26 USC Section 414(h)(2).

4.8 All Provisions Subject to Requirements of Law:

The City is required to comply with all requirements of law governing the CalPERS retirement program, including, but not limited to eligibility and reporting requirements. In implementing this Unrepresented Compensation Program Resolution and related practices, the City will comply with the requirements of law, and those legal requirements prevail over any inconsistent prior practices or prior resolutions. 6 Agenda Item #9.10.

SECTION 5: INSURANCE BENEFITS

5.1 General Provisions:

The City will pay the full cost of the employee’s health insurance plan to cover both the employee and the employee’s dependents. The City will pay the full cost for dental coverage for the employee and her/his dependents. When an employee commences work with the City, the effective date of coverage of his/her benefits distribution selection shall be established by the individual carrier. In most cases, coverage begins the first of the month following date of hire.

Employees will choose from available insurance programs and/or health and welfare plans at the time of hire or as carriers allow during Open Enrollment periods. Dependent coverage may be added or deleted between Open Enrollment periods subject to conditions imposed by the selected carriers.

5.2 Life Insurance:

The City will provide term life insurance for each employee, not to exceed $50,000.

Employees may elect to increase the value of their life insurance policy by $30,000 at their own expense for a total policy value of $80,000. Employees opting for the additional coverage will have the cost of that coverage deducted from their pay.

5.3 Short-term Disability Insurance: The City will pay for the employee’s cost to participate in the State Disability Insurance (SDI) program.

5.4 Vision Care: The City will pay for vision care benefits, for the employee and all dependents through VSP Vision Care Insurance.

SECTION 6: HOLIDAYS
All Unrepresented employees shall receive 12 paid holidays per year, as follows:

Holiday Day Observed
New Year's Day January 1
Martin Luther King, Jr. Birthday 3rd Monday in January
President's Day 3rd Monday in February
Cesar Chavez Birthday March 31st
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1st Monday in September
Veteran's Day November 11th
Thanksgiving Day 4th Thursday in November
Day after Thanksgiving Friday following Thanksgiving
Christmas Eve Day December 24th
Christmas Day December 25th
7 Agenda Item #9.10.

It is the intent of this resolution that all full-time employees receive 12 paid holidays regardless of their assigned workweek. When a holiday falls on a Saturday, the preceding Friday shall be deemed a holiday. When a holiday falls on a Sunday, the following Monday shall be deemed a holiday. When an employee is required to work on a holiday, s/he may select another day as holiday leave with pay during the fiscal year with the consent of the City Manager.

Floating Holidays: Except for the calendar year they are hired, on January 1st of each year, employees earn 16 hours of floating holiday for use during that calendar year, taken in at least 8-hour increments. The hours must be used by the end of the calendar year and does not accrue. After five years of service, employees earn 40 hours of floating holiday.

SECTION 7: VACATION LEAVE

7.1 Vacation Entitlement:

Employees shall accumulate vacation in accordance with the following vacation entitlement schedule:

Years of Vacation Days
Continuous Service Earned/Year
1 – 5 years 10
6th year 15
7th year 16
This pattern continues until 20 days per year is reached. On the employee’s 25th anniversary and every five years thereafter, one additional day will be awarded on that year.

7.2 Vacation Accrual:

Employees shall begin earning vacation upon the first day of employment. Vacation leave time shall be accrued as it is earned; odd fractions rounded to the nearest tenth. Vacation time shall not be taken until earned and shall be subject to other provisions of this resolution. When an employee is on a leave without pay status, s/he shall not be entitled to earn vacation.

For purposes of calculating vacation earned upon termination, the employee’s final accrual will be prorated, based on the days worked in the employee’s last month of employment. Upon termination of an employee’s service with the City, s/he shall be paid a lump sum for all earned vacation not taken, at the employee’s hourly rate then in effect.

An employee who was a member of the unrepresented compensation program before May 8, 2018 may accrue a maximum of 380 vacation hours. An employee who is hired or promoted into an unrepresented compensation position on or after May 8, 2018 may accrue a maximum of 280 vacation hours.
8 Agenda Item #9.10.

7.3 Vacation Usage:

An employee may take vacation at a time approved by the employee’s direct supervisor, or, in the case of the City Manager, after notification of the City Council. It is the policy of the City that employees take their normal provided vacation leave each year.

Employees should not be earning vacation leave once their accrued vacation balance has reached 380 hours. All employees who have accrued at least 380 hours of vacation shall expend at least 80 hours of vacation leave per calendar year with at least 40 hours being consecutive.

SECTION 8: EXECUTIVE LEAVE
In recognition of the extra hours required to perform at the level of management, including attendance at numerous meetings outside normal working hours and the fact that employees who are exempt from FLSA are not compensated for overtime work, the following executive leave policy shall be implemented:

Each FLSA-exempt, unrepresented employee may receive up to five (5) days Executive Leave annually at the discretion of the City Manager provided on January 1st of each year.

On January 1st of each year, all hours not taken in the prior year will be lost unless an extension of time is granted by the City Manager. Additionally, at-will executive staff, the Assistant Administrative Services Director, the Assistant Public Works Director, and the Assistant to the City Manager may receive up to another five (5) days Executive Leave annually at the discretion of the City Manager provided on July 1st of each year, and all hours not taken by December 31st of the same year will be lost unless an extension of time is granted by the City Manager.

Newly hired employees shall have Executive Leave awarded to them in the following prorated manner:

If the employee is hired from:

January – March 40 hours awarded on the date of hire
April – June 30 hours awarded on the date of hire
July – September 20 hours awarded on the date of hire, 40 hours additional atwill October – December 10 hours awarded on the date of hire, 20 hours additional atwill SECTION 9: OTHER LEAVES OF ABSENCE

9.1 Sick Leave:

Employees shall accrue and use sick leave in accordance with City of St. Helena Personnel/Administrative on Sick Leave.
9 Agenda Item #9.10.

9.2 Family Care:

Except as otherwise required by state or federal law, sick leave may be used to care for the employee’s child, spouse, or domestic partner who is incapacitated by a serious health condition as defined by state of federal Law. Sick leave utilized for Family Care shall not exceed forty-eight (48) hours per occurrence.

9.3 Bereavement Leave:

Leave with pay up to 3 days per year in state/5 days out of state shall be granted by the City Manager to employees in case of the death of spouse or domestic partner regardless of gender, parent or step-parent, grand-parent, child, or stepchild, brother or sister, parent-in-law, brother/sister-in-law, son/daughter-in-law, or any relative in the immediate household of the employee. Bereavement leave shall not be charged against any accumulated leave. Additional time off (vacation, executive leave) may be taken if approved by the City Manager.

9.4 Industrial Accident Leave:

The City shall provide paid leave and benefits consistent with the State’s Worker’s Compensation laws.

9.5 Miscellaneous Leave With Pay:

Employees shall be granted a leave of absence with full pay for jury duty; subpoena of the employee as a witness; or attendance in court resulting from the employee’s official duties as assigned by the City Manager. Any compensation received by the employee for the above, except for travel reimbursement, shall be promptly remitted to the City by the employee.

9.6 Leave Pursuant to the Family and Medical Care Leave Act and the California Family Rights Act:

Employees shall be entitled to take leave in response to the birth or adoption of a child, or the placement of a child with the employee for foster care; the employee’s own serious health condition, or to care for a child, parent or spouse of the employee who has a serious health condition; for a “qualifying exigency” arising from the foreign deployment of the employee’s spouse, son, daughter, or parent with the Armed Forces; or to care for a servicemember with a serious injury or illness if the employee is the servicemember’s spouse, son, daughter, parent or next of kin, as specified in the federal Family and Medical Care Leave Act (FMLA) and the California Family Rights Act (Government Code Section 12945.2). Employees may use their accrued leave balances during such leave.

If the period of leave exceeds the employer’s accrued leave balances, the employee shall take the balance of the leave as unpaid leave.

9.7 Leave for Pregnancy, Childbirth and Related Medical Conditions (California Government Code Section 12945):

In addition to leave authorized by Section 9.6, eligible employees may take leave based on pregnancy, childbirth, or related medical conditions pursuant to California Government Code Section 12945. Generally, this leave should not exceed six (6) weeks for a normal pregnancy, childbirth, or related conditions, but may be taken for a period of up to a total of four (4) months if the employee is disabled due to pregnancy, childbirth, or other medical 10 Agenda Item #9.10.

conditions. The need for leave beyond six (6) weeks due to disability shall be verified in writing by the employee’s physician. The employee may use accrued leave balances during leave taken pursuant to this Section. If the period of leave exceeds the employee’s accrued leave balances, the balance of the leave shall be taken as unpaid leave.

9.8 Leave of Absence Without Pay:

Upon the written request of any employee, the City Manager may approve in writing a leave of absence without pay for a period up to thirty (30) calendar days. Except in the cases of illness or maternity, an employees' request for Leave Without Pay shall be submitted to the City Manager, accompanied by a recommendation or an explanation from the manager as to how an adequate level of service can be maintained during her/his absence. Such leave may be extended up to one calendar year by action of the City Council.

9.9 Military Leave:

An employee called to active duty in any reserve component of the Armed Forces of the United States or the National Guard shall be granted a leave of absence for the duration of said active duty. Any full-time employee on a military leave of absence shall be compensated as outlined in the City’s Personnel Policies Manual if the employee provides proper documentation from the Commanding Officer concerning their active duty; or, if the employee is a Commanding Officer, with a copy of the order to report to active duty and any applicable extension orders.

SECTION 10: TRAINING AND PROFESSIONAL GROWTH

10.1 Professional Seminars and Training:

To promote continued development of skills, knowledge, and abilities among the Employee, the City Manager may grant time off to employee(s) for educational leave.

Such leave may be received in order to attend professional, technical, or managerial workshops, courses, conferences, conventions, seminars, or related activities. The cost of attendance at these activities, including travel, per diem, registration, tuition, materials or other reasonable costs, are legitimate City expenditures as provided for in the annual City Budget.

10.2 Professional Membership Fees:

Most At-will Executive Management, Mid-Management, and Confidential personnel are expected to maintain membership in appropriate professional organizations. These memberships serve to acquaint the City with the current state-of-the-art in these professional areas by means of publications and special activities. The City will include the costs of these membership fees in the respective department budgets, subject to approval by the City Manager.

10.3 College Tuition Reimbursement:

An employee who is taking courses in a field related to his/her employment may receive reimbursement for tuition and/or materials up to $3,500 per year of the reasonable cost for books and tuition per fiscal year.
11 Agenda Item #9.10.

SECTION 11: OTHER BENEFITS

11.1 Vehicle Reimbursement:

Covered employees to a far greater extent than most other City employees are required to travel throughout the City and the County to fulfill their job requirements. This travel is frequently required outside of normal working hours. In recognition of this employment requirement, the City may provide either the use of a City vehicle or pay an auto allowance of $200 per month. In addition, if travel is required by the employee in his/her personal vehicle beyond the County line, mileage shall be reimbursed at the same rate as set by the IRS.

11.2 Deferred Compensation Plan:

Employees may elect payroll deductions in an amount permissible under IRS regulations, to be placed in a deferred compensation program administered at no cost to the City. To the extent allowed by law, such monies deposited would become tax deferred and would be subject to income taxation in the year they are withdrawn from the deferred compensation program. The City shall match up to $200 per month to the employee’s contribution into the City’s deferred compensation program. Employees may elect to make traditional (pre-tax) and/or ROTH (post-tax) contributions to the plan, up to the maximum allowed, under IRS rules.

11.3 Retirement Health Savings (RHS) Plan:

The City agrees to establish an RHS Plan through MissionSquare. The plan will be voluntary and contributions will be made by members as allowed under IRS rules.

11.4 Health Club Membership:

The City will pay a one-time membership fee of $25.00 towards employee enrollment in a health clubs.

11.5 Sick Leave Payout:

11.5.1 Payout upon separation, the City will pay out 50% of accrued sick leave for an employee who was an unrepresented compensation member before May 8, 2018. A new City employee who is hired into an unrepresented compensation position on or after May 8, 2018 will not be eligible for any sick leave pay out.

11.5.2 Retirees conversion, upon meeting REMIFs retiree eligibility to participate in retiree benefits, an employee who was an unrepresented compensation member before May 8, 2018, will have the option of using 100% of their accrued sick leave towards health premiums. A new City employee who is hired into an unrepresented compensation position on or after May 8, 2018 will not be eligible to convert any of their accrued sick leave towards health premiums.

11.5.3 The City will not pay the employee upon separation in good standing from the City employment for unused sick leave accrued on or after July 1, 2020. No new sick leave hours will be eligible for the conversion or payout benefits described 12 Agenda Item #9.10.

in Section 11.4 of the Program beginning July 1, 2020. Those employees who had accrued hours eligible for this benefit on or before June 30, 2020 will have such eligible hours placed into a separate bank and will be permitted to convert them in accordance with the provisions of Section 11.4.

11.6 St. Helena Charity Based Events:

In recognition of the importance of being engaged with the St. Helena community, Unrepresented Employees are eligible to be reimbursed for charity event tickets related to their employment. To be eligible for reimbursement, the event must be held within the County of Napa and directly benefit the St. Helena community. Event tickets may be purchased only for the employee up to a total reimbursable amount of $750.00 per calendar year.

11.7 Uniform Allowance:

Sworn Personnel that are members of the unrepresented compensation program shall receive an annual uniform allowance in the amount of $1,250. The Uniform Allowance will be paid twice a year: in December and June, in equal amounts.

SECTION 12: TERMINATION ALLOWANCE

12.1 Severance Pay:

In order to foster job security within a professional climate, At-will Executive Management employees who receive no protection from the City’s Personnel System may be entitled to severance pay when they are discharged from the City service. At-will Management employees terminated for cause are not eligible for severance benefits.

12.2 Allowance Schedule:

At-will Executive Management employees shall generally be entitled to two (2) months’ salary, excluding fringe benefits. All specific severance pay terms and conditions must be included in the employee’s Employment Contract, as noted in section 2 (Employment Contracts). In no event shall an employee receive a severance that is greater than the employee’s salary multiplied by the number of months left on the unexpired term of the employee’s employment contract, and all severance provisions shall comply with all other requirements of law.
13 Agenda Item #9.10.

Position Timebase* A B C D E
City Clerk Annual 128,266 134,679 141,413 148,484 155,908 Monthly 10,689 11,223 11,784 12,374 12,992
Hourly 61.67 64.75 67.99 71.39 74.96
Deputy City Manager Annual 152,529 160,156 168,163 176,571 185,400 Monthly 12,711 13,346 14,014 14,714 15,450
Hourly 73.33 77.00 80.85 84.89 89.13
Directory of Community Services Annual 171,183 179,742 188,729 198,166 208,074 Monthly 14,265 14,979 15,727 16,514 17,339
Hourly 82.30 86.41 90.74 95.27 100.04
Director of Administrative Services Annual 171,224 179,785 188,775 198,213 208,124 Monthly 14,269 14,982 15,731 16,518 17,344
Hourly 82.32 86.44 90.76 95.29 100.06
Director of Community Development Annual 190,606 200,136 210,143 220,650 231,682 Monthly 15,884 16,678 17,512 18,387 19,307
Hourly 91.64 96.22 101.03 106.08 111.39
Director of Public Works Annual 190,606 200,136 210,143 220,650 231,682 Monthly 15,884 16,678 17,512 18,387 19,307
Hourly 91.64 96.22 101.03 106.08 111.39
Fire Chief Annual 195,006 204,756 214,994 225,744 237,031 Monthly 16,250 17,063 17,916 18,812 19,753
Hourly 93.75 98.44 103.36 108.53 113.96
Police Chief Annual 199,474 209,448 219,920 230,916 242,462 Monthly 16,623 17,454 18,327 19,243 20,205
Hourly 95.90 100.70 105.73 111.02 116.57
Assistant City Manager Annual 203,185 213,344 224,011 235,212 246,973 Monthly 16,932 17,779 18,668 19,601 20,581
Hourly 97.69 102.57 107.70 113.08 118.74
City Manager (1) Annual 250,287 287,830 331,005
Monthly 20,857 23,986 27,584
Hourly 120.33 138.38 159.14
(1) Salaries do not have a scale.
*Annual time base payrate is rounded up to the nearest whole dollar, while all other time base payrates are rounded to the nearest cent. (3) Longevity Pay - Longevity pay shall be provided to each permanent employee starting with the employee’s fifth anniversary of continuous employment at the rate of two and one-half percent (2.5%) of rate of pay.
(2) Bilingual Pay - Employees who are certified as fluent in both written and verbal Spanish language will receive a 5% pay differential that is added to the employee's base salary.

Employees who are certified as fluent only in verbal Spanish language will receive a 2.5% pay differential that is added to the employee's base salary.

CITY OF ST. HELENA PUBLICLY AVAILABLE SALARY SCHEDULE
Executive Management - Department Heads
Approved and Adopted June 24, 2025
Effective July 1, 2025
FY 2025-2026
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Management Analyst Annual 98,082 102,986 108,135 113,542 119,219 Monthly 8,173 8,582 9,011 9,462 9,935
Hourly 47.15 49.51 51.99 54.59 57.32
Senior Management Analyst Annual 107,251 112,613 118,244 124,156 130,364 Monthly 8,938 9,384 9,854 10,346 10,864
Hourly 51.56 54.14 56.85 59.69 62.68
Public Works Assistant Operations Manager Annual 114,442 120,164 126,173 132,481 139,105 Monthly 9,537 10,014 10,514 11,040 11,592
Hourly 55.02 57.77 60.66 63.69 66.88
Recreation Manager Annual 115,264 121,027 127,079 133,433 140,104 Monthly 9,605 10,086 10,590 11,119 11,675
Hourly 55.42 58.19 61.10 64.15 67.36
Senior Planner Annual 126,836 133,178 139,837 146,829 154,170 Monthly 10,570 11,098 11,653 12,236 12,848
Hourly 60.98 64.03 67.23 70.59 74.12
Project Manager Annual 126,836 133,178 139,837 146,829 154,170 Monthly 10,570 11,098 11,653 12,236 12,848
Hourly 60.98 64.03 67.23 70.59 74.12
Public Works Operations Manager Annual 126,836 133,178 139,837 146,829 154,170 Monthly 10,570 11,098 11,653 12,236 12,848
Hourly 60.98 64.03 67.23 70.59 74.12
Chief Building Official Annual 140,788 147,827 155,218 162,979 171,128 Monthly 11,732 12,319 12,935 13,582 14,261
Hourly 67.69 71.07 74.62 78.36 82.27
Deputy Director of Community Services - Library Annual 141,405 148,475 155,899 163,693 171,878 Monthly 11,784 12,373 12,992 13,641 14,323
Hourly 67.98 71.38 74.95 78.70 82.63
Senior Civil Engineer Annual 142,039 149,141 156,598 164,428 172,649 Monthly 11,837 12,428 13,050 13,702 14,387
Hourly 68.29 71.70 75.29 79.05 83.00
Lieutenant Annual 143,454 150,627 158,158 166,066 174,370 Monthly 11,955 12,552 13,180 13,839 14,531
Hourly 68.97 72.42 76.04 79.84 83.83
Assistant Director of Public Works Annual 152,438 160,060 168,063 176,466 185,289 Monthly 12,703 13,338 14,005 14,705 15,441
Hourly 73.29 76.95 80.80 84.84 89.08
CITY OF ST. HELENA PUBLICLY AVAILABLE SALARY SCHEDULE
Mid-Management Exempt
Approved and Adopted June 24, 2025
Effective July 1, 2025
FY 2025-2026
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Confidential Positions
Management Analyst (1) Annual 98,082 102,986 108,135 113,542 119,219 Monthly 8,173 8,582 9,011 9,462 9,935
Hourly 47.15 49.51 51.99 54.59 57.32
Senior Management Analyst (1) Annual 107,251 112,613 118,244 124,156 130,364 Monthly 8,938 9,384 9,854 10,346 10,864
Hourly 51.56 54.14 56.85 59.69 62.68
Assistant to the City Manager (1) Annual 124,877 131,121 137,677 144,561 151,789 Monthly 10,406 10,927 11,473 12,047 12,649
Hourly 60.04 63.04 66.19 69.50 72.98
Human Resources Manager (1) Annual 128,493 134,917 141,663 148,746 156,183 Monthly 10,708 11,243 11,805 12,396 13,015
Hourly 61.78 64.86 68.11 71.51 75.09
Program Manager (1) Annual 131,749 138,337 145,254 152,516 160,142 Monthly 10,979 11,528 12,104 12,710 13,345
Hourly 63.34 66.51 69.83 73.33 76.99
Finance Manager (1) Annual 137,570 144,448 151,671 159,254 167,217 Monthly 11,464 12,037 12,639 13,271 13,935
Hourly 66.14 69.45 72.92 76.56 80.39
Assistant Director of Administrative Services (1) Annual 147,760 155,148 162,905 171,050 179,603 Monthly 12,313 12,929 13,575 14,254 14,967
Hourly 71.04 74.59 78.32 82.24 86.35
(1) Confidential Pay - 3% pay differential added to the employee's base salary. *Annual time base payrate is rounded up to the nearest whole dollar, while all other time base payrates are rounded to the nearest cent. (3) Longevity Pay - Longevity pay shall be provided to each permanent employee starting with the employee’s fifth anniversary of continuous employment at the rate of two and one-half percent (2.5%) of rate of pay.

Steps
(2) Bilingual Pay - Employees who are certified as fluent in both written and verbal Spanish language will receive a 5% pay differential that is added to the employee's base salary.

Employees who are certified as fluent only in verbal Spanish language will receive a 2.5% pay differential that is added to the employee's base salary.

Agenda Item #9.10.

Position Timebase* A B C D E
Part-time Classifications
Casual Worker I Hourly 18.23 19.14 20.10 21.10 22.16
Casual Worker II Hourly 19.14 20.09 21.10 22.15 23.26
Casual Worker III Hourly 23.03 24.18 25.39 26.66 27.99
Casual Worker IV Hourly 29.38 30.84 32.39 34.01 35.71
Casual Worker V Hourly 37.48 39.36 41.32 43.39 45.56
Position Timebase* A B C D E
Part-time Firefighter Classifications
Firefighter Hourly 31.38 32.95 34.60 36.33 38.14
Engineer Hourly 34.22 35.93 37.73 39.62 41.60
Captain Hourly 37.65 39.53 41.51 43.58 45.76
Assistant Chief Hourly 39.68 41.66 43.74 45.93 48.23
Position Timebase*
Extra Help Classifications
Technical Associate Hourly 26.08 - 68.70
.

Professional Associate Hourly 47.15 - 89.08
Executive Associate Hourly 61.67 - 138.38
Position
Elected Positions
Mayor (1) Annual 18,000
Vice Mayor (1) Annual 11,400
Council Member (1) Annual 11,400
Planning Chairperson (1) Annual 1,200
Planning Vice Chairperson (1)
Planning Commissioner (1)
(1) Salaries do not have a scale.
*Annual time base payrate is rounded up to the nearest whole dollar, while all other time base payrates are rounded to the nearest cent.

Definitions:

Technical Associate
On a part‐time, limited‐term or extra‐help basis and under general supervision, provides temporary technical or para‐professional support for a variety of city offices.

Professional Associate
On a part‐time, limited‐term or extra‐help basis and under general supervision, provides temporary professional support for a variety of city offices.

Executive Associate
On a part‐time, limited‐term or extra‐help basis, provides temporary executive level support for a variety of city offices.

Steps
Part‐time and Extra Help positions are limited to 999 hours annually. Salaries for PERS retired annuitants must meet PERS requirements and are limited to 960 hours. If a PERS retired annuitant is performing part‐time services for a position identified on the City’s Salary Schedule for full‐time positions, the City pays the employee an hourly rate based on the Salary Schedule for full‐time positions. Consult Human Resources for assistance in determining the appropriate hourly rates for part ‐time, limited‐term, extra‐help or retired annuitants.

CITY OF ST. HELENA PUBLICLY AVAILABLE SALARY SCHEDULE
Part-time, Extra-Help, and Elected Officials
Approved and Adopted June 24, 2025
Effective July 1, 2025
FY 2025-2026
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Dispatcher Annual 71,504 75,079 78,833 82,774 86,913
Monthly 5,959 6,257 6,569 6,898 7,243
Hourly 34.38 36.10 37.90 39.80 41.79
Property & Evidence Technician Annual 71,504 75,079 78,833 82,774 86,913 Monthly 5,959 6,257 6,569 6,898 7,243
Hourly 34.38 36.10 37.90 39.80 41.79
Records Supervisor Annual 85,832 90,124 94,630 99,361 104,329 Monthly 7,153 7,510 7,886 8,280 8,694
Hourly 41.27 43.33 45.50 47.77 50.16
Police Officer Trainee Annual 59,290 62,254 65,367 68,635 72,067 Monthly 4,941 5,188 5,447 5,720 6,006
Hourly 28.50 29.93 31.43 33.00 34.65
Police Officer Annual 98,818 103,759 108,947 114,394 120,114 Monthly 8,235 8,647 9,079 9,533 10,010
Hourly 47.51 49.88 52.38 55.00 57.75
Sergeant Annual 118,629 124,561 130,789 137,328 144,195 Monthly 9,886 10,380 10,899 11,444 12,016
Hourly 57.03 59.88 62.88 66.02 69.32
(1) Longevity Pay - Employees are eligible to receive longevity based on continuous years of employment according to the dates and rates below:
5 years - 2.5% of base salary
10 years - 5.0% of base salary
15 years - 7.5% of base salary
20 years - 10% of base salary
(3) POST Certificates - Additional monthly salary compensation shall be received by an employee attaining certificates, as follows:

POST Intermediate Certificate - $150.00
POST Advanced Certificate - $275.00
POST Records Supervisor Certificate - $150.00
(4) Special Assignment Pay:

Motorcycle Officer, Range Master or Reserve Coordinator - $200.00 per month Field Training Officers or Communication Training Officers - 7% of their daily salary, per day, while assigned to the trainee Canine, Officer Investigator Position, and School Resource Officer - 3% of base salary Police Service Dog Handler - $376.41 per pay period
(6) Uniform Allowance - Employees shall receive uniform allowance as follows:

Sworn Personnel - $1,250.00
Dispatch and CSO Personnel - $1,000.00
riding gloves (1 cold weather and 1 warm set) and Protective eyeglasses (not to exceed $150.00) Bicycle Patrol - Gloves, Helmet, Padded Shorts, Padded Pants, Protective Eyeglasses, Pedal Retention Devices, and Inclement Weather Clothing *Annual time base payrate is rounded up to the nearest whole dollar, while all other time base payrates are rounded to the nearest cent. (2) Bilingual Pay - Employees who are certified as fluent in both written and verbal Spanish language will receive a 5% pay differential that is added to the employee's base salary. Employees determined to be able to communicate in Spanish at a level adequate for law enforcement purposes will receive incentive pay of an additional $150.00 per month.
(5) Holiday Pay - Full-time employees will accrue 3.69 hours per pay period, which will be paid out each pay period at the employee's current hourly rate.

Motorcycle Officers - 1 pair of Police motorcycle boots, 2 pairs of Police motorcycle pants, 1 Police motorcycle leather jacket, 2 sets of CITY OF ST. HELENA PUBLICLY AVAILABLE SALARY SCHEDULE
Police Officers Association
Approved and Adopted June 24, 2025
Effective July 1, 2025
FY 2025-2026
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Office Assistant Annual 54,237 56,949 59,796 62,786 65,925 Monthly 4,520 4,746 4,983 5,232 5,494
Hourly 26.08 27.38 28.75 30.19 31.69
Library Associate I Annual 55,108 57,863 60,757 63,795 66,984 Monthly 4,592 4,822 5,063 5,316 5,582
Hourly 26.49 27.82 29.21 30.67 32.20
Maintenance Worker I Annual 59,672 62,656 65,788 69,078 72,532 Buildings & Streets; Parks & Trees Monthly 4,973 5,221 5,482 5,756 6,044 Hourly 28.69 30.12 31.63 33.21 34.87
Library Associate II Annual 60,647 63,680 66,864 70,207 73,717 Monthly 5,054 5,307 5,572 5,851 6,143
Hourly 29.16 30.62 32.15 33.75 35.44
Recreation Coordinator Annual 62,528 65,655 68,937 72,384 76,003 Monthly 5,211 5,471 5,745 6,032 6,334
Hourly 30.06 31.56 33.14 34.80 36.54
Permit Technician I Annual 64,815 68,056 71,458 75,031 78,783 Planning; Building Monthly 5,401 5,671 5,955 6,253 6,565 Hourly 31.16 32.72 34.35 36.07 37.88
Accounting Technician I Annual 65,052 68,304 71,720 75,305 79,071 Monthly 5,421 5,692 5,977 6,275 6,589
Hourly 31.27 32.84 34.48 36.20 38.01
Administrative Assistant Annual 65,082 68,336 71,752 75,340 79,107 Monthly 5,423 5,695 5,979 6,278 6,592
Hourly 31.29 32.85 34.50 36.22 38.03
Maintenance Worker II Annual 65,637 68,919 72,365 75,983 79,782 Buildings & Streets; Parks & Trees Monthly 5,470 5,743 6,030 6,332 6,648 Hourly 31.56 33.13 34.79 36.53 38.36
Senior Library Associate Annual 66,681 70,015 73,516 77,192 81,051 Monthly 5,557 5,835 6,126 6,433 6,754
Hourly 32.06 33.66 35.34 37.11 38.97
Maintenance Worker I Annual 68,457 71,880 75,474 79,247 83,210 Underground Utilities Monthly 5,705 5,990 6,289 6,604 6,934 Hourly 32.91 34.56 36.29 38.10 40.00
Librarian I Annual 68,694 72,128 75,735 79,522 83,498
Monthly 5,724 6,011 6,311 6,627 6,958
Hourly 33.03 34.68 36.41 38.23 40.14
Steps
CITY OF ST. HELENA PUBLICLY AVAILABLE SALARY SCHEDULE
St. Helena Employee Association - Miscellaneous Group
Approved and Adopted June 24, 2025
Effective July 1, 2025
FY 2025-2026
Agenda Item #9.10.

Position Timebase* A B C D E
Plant Operator in Training Annual 69,938 73,435 77,107 80,962 85,010 Water; Wastewater Monthly 5,828 6,120 6,426 6,747 7,084 Hourly 33.62 35.31 37.07 38.92 40.87
Human Resources Technician (5) Annual 70,805 74,346 78,063 81,966 86,064 Monthly 5,900 6,195 6,505 6,830 7,172
Hourly 34.04 35.74 37.53 39.41 41.38
Permit Technician II Annual 71,290 74,855 78,598 82,528 86,654 Planning; Building Monthly 5,941 6,238 6,550 6,877 7,221 Hourly 34.27 35.99 37.79 39.68 41.66
Accounting Technician II Annual 71,559 75,137 78,894 82,839 86,981 Monthly 5,963 6,261 6,575 6,903 7,248
Hourly 34.40 36.12 37.93 39.83 41.82
Executive Assistant Annual 71,596 75,176 78,935 82,882 87,026 Monthly 5,966 6,265 6,578 6,907 7,252
Hourly 34.42 36.14 37.95 39.85 41.84
Lead Maintenance Worker Annual 72,207 75,817 79,608 83,589 87,768 Buildings & Streets; Parks & Trees Monthly 6,017 6,318 6,634 6,966 7,314 Hourly 34.71 36.45 38.27 40.19 42.20
Engineering Technician I Annual 73,138 76,795 80,635 84,667 88,900 Monthly 6,095 6,400 6,720 7,056 7,408
Hourly 35.16 36.92 38.77 40.71 42.74
Administrative Records Assistant Annual 75,076 78,829 82,771 86,909 91,255 Monthly 6,256 6,569 6,898 7,242 7,605
Hourly 36.09 37.90 39.79 41.78 43.87
Maintenance Worker II Annual 75,309 79,075 83,029 87,180 91,539 Underground Utilities Monthly 6,276 6,590 6,919 7,265 7,628 Hourly 36.21 38.02 39.92 41.91 44.01
Librarian II Annual 75,557 79,335 83,301 87,466 91,840
Monthly 6,296 6,611 6,942 7,289 7,653
Hourly 36.33 38.14 40.05 42.05 44.15
Environmental Services Technician I Annual 77,607 81,488 85,562 89,840 94,332 Monthly 6,467 6,791 7,130 7,487 7,861
Hourly 37.31 39.18 41.14 43.19 45.35
Permit Technician III Annual 78,422 82,343 86,460 90,783 95,323 Planning; Building Monthly 6,535 6,862 7,205 7,565 7,944 Hourly 37.70 39.59 41.57 43.65 45.83
Senior Accounting Technician Annual 78,710 82,645 86,777 91,116 95,672 Monthly 6,559 6,887 7,231 7,593 7,973
Hourly 37.84 39.73 41.72 43.81 46.00
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Engineering Technician II Annual 80,447 84,469 88,693 93,128 97,784 Monthly 6,704 7,039 7,391 7,761 8,149
Hourly 38.68 40.61 42.64 44.77 47.01
Plant Operator I Annual 80,470 84,493 88,718 93,154 97,812 Water; Wastewater Monthly 6,706 7,041 7,393 7,763 8,151 Hourly 38.69 40.62 42.65 44.79 47.02
Assistant Planner Annual 83,405 87,576 91,954 96,552 101,380 Monthly 6,950 7,298 7,663 8,046 8,448
Hourly 40.10 42.10 44.21 46.42 48.74
Lead Maintenance Worker Annual 82,836 86,977 91,326 95,893 100,687 Underground Utilities Monthly 6,903 7,248 7,611 7,991 8,391 Hourly 39.82 41.82 43.91 46.10 48.41
Senior Librarian Annual 83,108 87,263 91,626 96,207 101,018 Monthly 6,926 7,272 7,636 8,017 8,418
Hourly 39.96 41.95 44.05 46.25 48.57
Recreation Supervisor Annual 85,307 89,572 94,051 98,753 103,691 Monthly 7,109 7,464 7,838 8,229 8,641
Hourly 41.01 43.06 45.22 47.48 49.85
Environmental Services Technician II Annual 85,363 89,631 94,113 98,819 103,760 Monthly 7,114 7,469 7,843 8,235 8,647
Hourly 41.04 43.09 45.25 47.51 49.88
Junior Engineer Annual 85,976 90,275 94,789 99,528 104,505 Monthly 7,165 7,523 7,899 8,294 8,709
Hourly 41.33 43.40 45.57 47.85 50.24
Plant Operator II Annual 88,477 92,901 97,546 102,423 107,544 Water; Wastewater Monthly 7,373 7,742 8,129 8,535 8,962 Hourly 42.54 44.66 46.90 49.24 51.70
Senior Engineering Technician Annual 88,492 92,917 97,563 102,441 107,563 Monthly 7,374 7,743 8,130 8,537 8,964
Hourly 42.54 44.67 46.91 49.25 51.71
Fire Inspector Annual 90,906 95,451 100,224 105,235 110,496 Monthly 7,575 7,954 8,352 8,770 9,208
Hourly 43.70 45.89 48.18 50.59 53.12
Associate Planner Annual 91,743 96,330 101,147 106,204 111,514 Monthly 7,645 8,028 8,429 8,850 9,293
Hourly 44.11 46.31 48.63 51.06 53.61
Human Resources Analyst (5) Annual 94,119 98,825 103,767 108,955 114,403 Monthly 7,843 8,235 8,647 9,080 9,534
Hourly 45.25 47.51 49.89 52.38 55.00
Steps
Agenda Item #9.10.

Position Timebase* A B C D E
Administrative Analyst Annual 94,981 99,731 104,717 109,953 115,451 Public Works Financial Analyst Monthly 7,915 8,311 8,726 9,163 9,621 Hourly 45.66 47.95 50.34 52.86 55.51
Buildings & Streets Superintendent Annual 95,247 100,010 105,010 110,261 115,774 Parks & Trees Superintendent Monthly 7,937 8,334 8,751 9,188 9,648 Hourly 45.79 48.08 50.49 53.01 55.66
Plant Operator III Annual 97,750 102,638 107,769 113,158 118,816 Water; Wastewater Monthly 8,146 8,553 8,981 9,430 9,901 Hourly 47.00 49.34 51.81 54.40 57.12
Assistant Engineer Annual 99,301 104,266 109,480 114,954 120,701 Monthly 8,275 8,689 9,123 9,579 10,058
Hourly 47.74 50.13 52.63 55.27 58.03
Underground Utilities Superintendent Annual 100,050 105,053 110,305 115,820 121,611 Monthly 8,338 8,754 9,192 9,652 10,134
Hourly 48.10 50.51 53.03 55.68 58.47
Associate Civil Engineer Annual 109,240 114,702 120,437 126,459 132,782 Monthly 9,103 9,558 10,036 10,538 11,065
Hourly 52.52 55.15 57.90 60.80 63.84
Chief Plant Operator Annual 117,556 123,434 129,605 136,086 142,890 Water; Wastewater Monthly 9,796 10,286 10,800 11,340 11,908 Hourly 56.52 59.34 62.31 65.43 68.70
(1) Longevity Pay - Employees are eligible to receive longevity based on continuous years of employment according to the dates and rates below:
5 years - 2.5% of base salary
10 years - 5.0% of base salary
15 years - 7.5% of base salary
20 years - 10% of base salary
(4) Certification Pay - $100.00 per month for each governmental certificate or licensing as follows:
"Operator Cross-certification" (Class I or above) for employees assigned to the Water Treatment Plant or Wastewater Treatment Plant.

A necessary pesticide certificate for Public Works employees responsible for pesticide application programs for the City.

Certification for back-flow prevention devices for Public Works employees.

Playground Inspection Certification for employees in the Parks Division.

Arborist Certificate for employees in the Parks Division.

Wastewater Collections Certificate for employees in the Wastewater Collections/Sewer Division. (5) Confidential Pay - 3% pay differential added to the employee's base salary. *Annual time base payrate is rounded up to the nearest whole dollar, while all other time base payrates are rounded to the nearest cent.

Steps
(2) Bilingual Pay - Employees who are certified as fluent in both written and verbal Spanish language will receive a 5% pay differential that is added to the employee's base salary. Employees who are certified as fluent only in verbal Spanish language will receive a 2.5% pay differential that is added to the employee's base salary. (3) Standby Pay - Shall be paid at a rate of $525.00 per week to those employees in the Public Works Department who are required to be on Standby for an entire week Agenda Item #9.10.

Public Comment – St. Helena Employees Association (SHEA) Dear Mayor Dohring, Vice Mayor Deasy, and Members of the City Council, On behalf of the members of the St. Helena Employees Association (SHEA), we respectfully submit this written comment regarding the proposed update to our Memorandum of Understanding (MOU) so that our union perspective will be heard.

While we approached negotiations in good faith and with the hope of productive dialogue, we are disappointed with both the process and the outcome. Even before formal bargaining began, we were informed that increases would be minimal. This early message was both surprising and disheartening. Despite this, our team remained committed to finding creative, collaborative solutions that would not place additional financial burden on the City.

We offered several proposals that would have improved workplace conditions and employee morale at little to no cost, such as schedule flexibility and productivity-neutral benefits. One example was our proposal to allow a 4/10 work schedule option, similar to the existing 9/80 schedule structure. We proposed that this alternative be available with Director approval, and with flexibility among staff to ensure coverage (such as staggered Monday or Friday off-days) to avoid any disruption to City services. This was a balanced, no-cost solution that addressed work-life balance and employee morale while protecting public service delivery. However, the City declined to even include the option in the MOU, instead preferring not to allow departments or directors discretion to explore its use. Furthermore, concerns raised about potential productivity impacts were not supported by internal data or any measurable evidence.

Additionally, we were disappointed by the City’s refusal to allow certificate programs to qualify for tuition reimbursement. The City's position (that only bachelor’s or master’s degrees provide a benefit worth investing in) ignores the real-world value of technical training, professional development, and certifications that directly support and enhance job performance. While the tuition reimbursement amount was added in the amount of $3,500, the expanded funding comes with stricter limitations, excluding many employees who are pursuing alternative forms of job-related education. Although the MOU retains a separate provision titled “Specialized Schools and Training,” which allows individual full-time employees to be reimbursed up to $500 per year for job-related courses (with a unit-wide cap of $6,000 per year), this option is limited in scope. It does not cover coursework toward an academic degree and remains subject to the City Manager’s determination of job relevance. The disparity between these two programs underscores the limited investment in practical, skills-based learning that many employees actively pursue.This decision sends a disheartening message to employees who are actively seeking ways to grow in their roles and bring added value to their departments.

We also requested that the City consider offering paid time off for the week between Christmas and New Year’s. This period historically sees very low public-facing demand and reduced Agenda Item #9.10.

internal operations, as many managers and administrative staff are also out of the office.

Granting this time off would have been a meaningful recognition of employee contributions during the year and an opportunity to support work-life balance. After considerable back and forth, the City ultimately approved only December 26th as a one-time paid day off. While appreciated, this limited gesture did not reflect the full intent of our proposal and was still accompanied by concerns about potential loss of productivity, despite the historically quiet workload and limited operational impact during that time.

We also asked for an increase to the City’s deferred compensation match, proposing a $50 per month increase to bring the total to $100. Initially, this request was declined multiple times throughout the negotiation process, with the City citing a lack of funding. Only after repeated discussion was a $25 increase to deferred compensation approved, bringing the total to $75 per month. While we appreciate this improvement, it still falls well below the $200 per month deferred comp match provided to management employees. We recognize that compensation structures vary by classification, but our proposal was intended as a modest step toward helping all employees strengthen their financial futures. The City also introduced a new optional retirement plan that employees may opt into, which the City will fund at no additional cost to itself. While this addition is appreciated, it does not provide the same level of ongoing support as a monthly match increase would have offered. This was another missed opportunity to invest in employee well-being with minimal fiscal impact.

While the City did offer a few new or modified benefits such as increased boot sole reimbursements, certificate pay increases, and narrower uses of educational reimbursement, these changes appear largely symbolic. These options affect a very limited number of SHEA members and were presented as enhancements, though the actual impact will be minimal. An example is that throughout negotiations, the City repeatedly cited a lack of available funding, yet chose to include the tuition reimbursement of $3,500 per employee, while also tightening restrictions on what qualifies as explained above. This move gave the appearance of a generous benefit, despite knowing that few employees may actually be able to use it. It gives the impression that the City was more interested in being able to say it offered new benefits than in meaningfully improving conditions for the majority of the workforce.

Meanwhile, the expectations placed on City staff continue to grow. Employees are asked to do more with less, take on expanded roles, and consistently meet rising service demands with limited resources. When this increase in responsibility is paired with only minimal compensation adjustments, and the rejection of other low-cost options, it results in greater stress, faster burnout, and declining morale. The options we presented, such as flexible scheduling and additional time off, could have directly supported staff well-being and helped mitigate burnout, at little to no financial cost to the City.

Ultimately, SHEA agreed to move forward with these negotiations under pressure, as we were told there was a possibility that we would not receive retroactive pay back to July 1, 2025, if an agreement was not finalized before the deadline for the agenda for the June 24, 2025, City Council meeting. This was due to the fact that the next scheduled Council meeting would not Agenda Item #9.10.

occur until July 22, 2025, which is after the start of the new fiscal year. The final version of the agreement was sent to SHEA 24 hours before a decision was required to meet that deadline, leaving no meaningful time to share the updated terms with all union members ahead of the vote. Members were asked to vote on the terms without being given the opportunity to review the final version of the agreement, most members first saw it at the same time it was released publicly in the Council meeting staff report. The urgency around this timeline was used to push the agreement across the finish line, placing our members in a difficult position; choosing between timely compensation and informed decision-making.

SHEA represents 40 employees across multiple departments, and the adopted budget lists three of those positions as frozen, which further limits available staff resources. Out of the

86.95 full-time equivalent positions in the City’s organization, our members are among the most heavily relied on and yet continue to see increased expectations with limited support. Notably, 20 of these positions are held by employees who perform field work, often in the rain, heat, and other inclement weather conditions. These are the staff fixing potholes, responding to water main breaks, and performing emergency repairs late at night to keep essential services running. That level of commitment deserves recognition and support, yet the imbalance between expectations and resources was not addressed through this MOU.

In addition to the broader staffing and morale concerns, City Hall employees have also been dealing with ongoing building issues that have directly affected daily working conditions since moving to the new City Hall location in early 2023. The heating system frequently fails during the winter, while the air conditioning is often nonfunctional in the summer, leaving staff to work in uncomfortable and sometimes extreme indoor temperatures. One of the City’s Public Works staff members is required to come over nearly every day to address these issues, yet the problem has remained unresolved due to a lack of decisive action or follow-through from management. Only within the past month, after nearly two years of ongoing complaints, has the issue been formally escalated. These physical conditions add to the strain employees face and reflect a broader lack of investment in the well-being of the staff who serve the public daily.

We also want to acknowledge the stated priorities of City leadership. The City Manager has publicly and repeatedly expressed the importance of employee retention, yet this negotiation did not reflect that priority in practice. Similarly, the City Council’s own Goal 6: Improve Employee Recruitment, Retention, & Morale was not supported through the outcomes of this MOU. Instead of promoting growth, respect, and partnership, this process left many employees feeling discouraged, unheard, and undervalued. While this goal was checked off in the budget staff report (indicating that the adopted budget supports it) there is nothing in the actual budget document demonstrating a meaningful investment toward achieving that objective.

The dismissal of reasonable, no-cost options left many employees feeling that their needs and contributions were not genuinely considered. The end result of negotiations reflects a missed opportunity to build trust and partnership between City leadership and the workforce. We understand the City’s financial constraints better than most, and did not approach negotiations with high expectations. However, the unwillingness to explore alternative forms of support or Agenda Item #9.10.

recognition suggests a lack of willingness to invest in the people who have a large impact in keeping this City running.

We also learned, only after the agreements were posted publicly in the Council meeting staff report, that while management employees are receiving the same 3% cost-of-living adjustment as SHEA members, they are also being granted an additional 2.5% longevity pay increase. In contrast, our request for a one-time $1,500 bonus per employee was denied based on the explanation that City Council had not authorized any funds beyond the 3%. This discovery raises valid concerns about transparency and funding equity. Particularly how additional compensation enhancements were approved for management while similar support was not extended to frontline employees.

It is also important to note that the City Council has already approved a 7% salary increase for the City Manager, effective July 1, 2025, as part of a contract amendment adopted in November 2024. This increase comes in addition to an already comprehensive compensation package that includes a $30,000 annual housing allowance, $10,000 in bonus pay, a $34,500 deferred compensation contribution, a $500 monthly auto allowance, and the City covering the employee share of FICA tax withholding up to $10,000. While we recognize that executivelevel compensation involves different considerations, it is difficult for staff to reconcile these financial decisions with the message that there are limited resources for frontline employee needs. This contrast reinforces the perception of inequity and underscores the need for more consistent and equitable investment in all employees, not just top leadership.

For context, SHEA employees received a 4.2% salary increase in 2023. During that same year, the City Council approved a 10% salary increase for Mid-Management & Executive Staff. In addition, a “pay for performance” incentive was implemented, offering up to $1,000 for MidManagement and up to $3,000 for Executive Staff. While these enhancements were provided to leadership, SHEA employees face a very different reality. Step increases and performance reviews for our members are regularly delayed, often by as much as a year, with some employees repeatedly requesting their evaluations and still receiving no follow-up. As a result, we had to include new language in this MOU, which was met with resistance by the City, to ensure that if performance reviews are not completed on time, employees will still receive their scheduled increases. This disparity in follow-through and accountability only adds to the frustration felt by employees who continue to show up and perform despite inconsistent recognition and support.

We feel it is important to remind the City Council of these historical decisions because, as time passes and new Council Members take office, these details can be easily overlooked or forgotten. However, they remain important indicators of how staff experience their relationship with City leadership. These actions, whether intentional or not, contribute to a growing sense of disconnect between those making policy decisions and those carrying out the day-to-day work of keeping the City running. Acknowledging and remembering this history is essential to building trust and moving forward collaboratively.

Agenda Item #9.10.

City staff want to be part of the solution. Many of our members are deeply committed to serving this community and improving City operations. But building real progress requires collaboration, not simply being told what we must accept. When employees are invited to participate in meaningful decision-making and are treated as trusted contributors rather than passive recipients, the City is far more likely to gain long-term buy-in, boost morale, and strengthen internal culture. Unfortunately, that collaborative spirit was missing from this process.

Your employees on the front lines of City operations deserve more than just gradual improvements; we deserve to be heard, respected, and treated as partners in making St.

Helena a better place to work and live. We hope future negotiations will be approached with a greater sense of collaboration, transparency, and respect for the employees who are committed to this community.

We submit this letter candidly and respectfully, even with the understanding that doing so may carry the risk of retaliation or strained relationships with City leadership. We believe it is important to speak openly and honestly in the interest of transparency and the well-being of those who serve this community every day.

Sincerely,
St. Helena Employees Association (SHEA)
Agenda Item #9.10.

Agenda Report to the City Council
Agenda Section: CONSENT ITEMS
Department: Finance
DATE: June 24, 2025
FROM: Mandy Kellogg, Administrative Services Director
SUBJECT: Consideration and Proposed Approval of a Resolution Rescinding Resolution No. 2019-109 and Adopting the
Amended Investment Policy P-FI-0002 for the City of St.

Helena.

RECOMMENDED
ACTION:

Staff recommends approval of the attached resolution.

PREVIOUS COUNCIL
ACTION:

October 8, 2019 - Approval of Resolution Rescinding
Resolution No. 2018-144 and Adopting Investment Policy
P-FI-0002.

STATEMENT OF THE
PURPOSE:

The purpose is to update the Investment Policy to
incorporate changes in the Government Code pertaining to investment of public funds.

FINANCIAL IMPACT: There is no financial impact associated with this report.

BACKGROUND:

California Government Code Section 53646(a)(2) states that the treasurer or chief fiscal officer of any other local agency (other than County agencies) may annually render to its legislative body and any oversight committee an investment policy and that the legislative body shall consider this policy at a public meeting.

Since 1999, the City has utilized PFM Asset Management LLC (PFM) to manage the City’s investment accounts in an account called California Asset Management Program (CAMP). In addition, the City has funds in the Local Agency Investment Fund (LAIF) which is held by the State of California. The City receives regular reports from PFM and LAIF.

DISCUSSION:

Periodically, PFM reviews the City’s Investment Policy and recommends changes based on legislation or best practices. After review of the City's current policy, PFM is recommending the following changes to address California Government Code changes that have occurred:

1. Section III. Policy, Paragraph 1. Scope - Edit recommended to address Statement No. 98 of the Governmental Accounting Standards Board, dated October 2021. This statement established a new term Annual Comprehensive Financial Report and its acronym ACFR. That new term and acronym replaced instances of comprehensive Agenda Item #9.11.

annual financial report and its acronym in generally accepted accounting principles for state and local governments.

2. Senate Bill 1489, also known as the Local Government Omnibus Act of 2022, made a number of changes to the Code, including several that impact the investment of public funds and the reporting practices of public agencies. Changes made to the Code section 53601, then section of the Code that governs the investment of public funds, includes language stating that an investment's term or remaining maturity shall be measured from the settlement date to final maturity, and, that a security purchased in accordance with the Code section 53601 shall not have a forward settlement date exceeding 45 days from the time of investment. Previously, the Code was silent on both items.
 In Section III. Paragraph 7. Authorized Investment and Limitations on Investments, PFM recommends adding the Code language regarding forward settlement limits.
 In Section III. Paragraph 10. Percentage Limitations, PFM recommends adding the Code language regarding calculating a security's term to maturity.

3. Senate Bill 882 made several changes to the Code, including a change to Code Section 53601(o). The bill clarified that securities described in this Code section issued by the U.S. Government and federal agencies and government sponsored enterprises of the U.S. Government are exempt from the Code's requirements described in Section 53601(o). Although the Code change simply codified how many previously interpreted the Code and does not change what type of securities the City may purchase, incorporating the Code change into the Policy will better align the Policy with the current Code language.

PFM made some additional, nonmaterial, changes throughout the Policy to increase clarity or to better align the Policy with the Code language. These changes are identified in the red-line version of the policy (Attachment A).

Attachments A and B provide the red-lined and final versions of the proposed updated Investment Policy P-FI-0002.

ENVIRONMENTAL REVIEW: None.

GOAL:

Miscellaneous/Other
DOCUMENTS ATTACHMENTS:

Resolution - 2025 Investment Policy
Attachment A - P-FI-0002 Investment Policy 2025 - Redline Agenda Item #9.11.

Attachment B - P-FI-0002 Investment Policy 2025 - Final Exhibit A - St Helena IP Memo_06 2025
Agenda Item #9.11.

CITY OF ST. HELENA
RESOLUTION NO. 2025-__
Resolution of the City Council of the City of St. Helena Rescinding Resolution 2019-109 and Adopting the Amended Investment Policy P-FI-002 for the City of St. Helena.

RECITALS
A. The City of St. Helena has an Investment Policy, which was adopted by Resolution 94-13. Government Code Sections 53600 et seq. were amended following the aftermath of the Orange County financial disaster. Many restrictions were placed on government investment practices, and reporting requirements were tightened.

These changes went into effect on January 1, 1997, and call for the investment policy to be reviewed by the Council annually at a regular meeting; and B. In June 2025, PFM conducted a review of the current Investment Policy that went into effect on October 9, 2019 and made several recommended modifications to the policy to address California Government Code changes; and C. The proposed policy meets all state standards and has stricter standards in many areas. The policy will be reviewed each year and any modifications will be presented to the City Council for approval.

RESOLUTION
NOW, THEREFORE, the City Council of the City of St. Helena resolves as follows:

1. City Resolution 2019-109 and any other previous resolutions adopting an investment policy for the City are hereby rescinded; and

2. Amended Investment Policy P-FI-0002, a copy of which is attached and hereby made a part of this resolution, is hereby approved and shall remain in effect until necessary modification are required.

Agenda Item #9.11.

Approved at a Regular Meeting of the St. Helena City Council on June 24, 2025, by the following vote:

Mayor Paul Dohring:

Vice Mayor Deasy:

Council Member Barak:

Council Member Spadarotto:

Council Member Summers:

APPROVED: ATTEST:
________________________ ________________________
Paul Jamison Dohring, Mayor Erika Opp, Acting City Clerk Agenda Item #9.11.

P‐FI‐0002 ‐ 20192025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

Title:

Investment Policy
Policy # P‐FI‐0002
Revision # 254
Implementation Date 2019‐10‐092025‐06‐25
Last Update Date 2019‐10‐082025‐06‐24
Approval by City Council Resolution 2019‐1212025‐ Date Approved 2019‐10‐082025‐06‐24 I. Purpose, Overview and Scope of this Policy
It is the policy of the City of St. Helena (“the City”) to invest public funds in a manner that will provide the highest investment return with the maximum security while meeting the daily cash flow demands of the City and conforming to all California laws and local statutes governing the investment of public funds.

The City’sInvestment Policy shall be adopted by the City Council. The policy shall be reviewed at least annually by the City Treasurer, and any modifications must be approved by City Council.

II. Authority
Authority for policies is limited to the City Council.

III. Policy

1. Scope
This investment policy applies to all the funds and investment activities under the direct authority of the City as accounted for in the Comprehensive Annual Comprehensive Financial Report (CAFRACFR). Policy statements outlined in this document focus on the City’s pooled funds, but will also apply to all other funds under the City Treasurers’ span of control unless specifically exempted by statue or ordinance. This policy is applicable, but not limited to, all funds listed below:
 General Fund
 Enterprise Funds
 Special Revenue Funds
 Capital Project Funds
 Trust and Agency Funds
Excluded funds are those held with a fiscal agent, which hastheir own specific “permitted investments” section in the bond covenants. These funds include funds reserved for debt service and pension funds.

ATTACHMENT A
Agenda Item #9.11.

P‐FI‐0002 ‐ 20192025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

2. Prudence
Pursuant to California Government Code Section 53600.3, all persons authorized to make investment decisions on behalf of the City are trustees and therefore fiduciaries subject to the prudent investor standard: “When investing, reinvesting, purchasing, acquiring, exchanging,selling, or managing public funds, a trustee shall act with care,skill, prudence, and diligence under the circumstances then prevailing, including, but not limited to, the general economic conditions and the anticipated needs of the agency, that a prudent person acting in a like capacity and familiarity with those matters would use in the conduct of funds of a like character and with like aims, to safeguard the principal and maintain the liquidity needs of the agency.”
The City Treasurer and/or City Manager, acting within the intent and scope of the investment policy and other written procedures and exercising due diligence, shall be relieved of personal responsibility for an individual security’s credit risk or market price changes, provided deviations from expectations that result in a loss of principal are reported to the City Manager immediately, and to the City Council at their next meeting addressing appropriate actions to be taken to control adverse developments.

3. Objective
The primary objectives in priority order of the City’s investment activities shall be:

3.1 Safety: Safety of principal isthe foremost objective of the investment program.

Investments of the City shall be undertaken in a manner that seeks to ensure that capital losses are avoided, whether from securities default, broker‐dealer default, or erosion of market value. To attain this objective, diversification is required in orderthat potential losses on individualsecurities would not exceed the income generated from the remainder of the portfolio.

3.2 Liquidity: The City’s investment portfolio will remain sufficiently liquid to enable the City to meet all operating requirements that might be reasonably anticipated.

3.3 Return: The City’s investment portfolio shall be designed with the objective of attaining a market rate of return throughout budgetary and economic cycles, taking into account the City’s investment risk constraints and the cash flow characteristics of the portfolio.

4. Delegation of Authority
Authority to manage the City’s investment program is derived from the California Government Code. Management responsibility for the investment program is hereby delegated to the Treasurer, who shall establish written procedures for the operation of the investment program consistent with this investment policy. Procedures shall include, but not limited to, references to: safekeeping, wire transfer agreements, Agenda Item #9.11.

P‐FI‐0002 ‐ 20192025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

collateral/depository agreements, banking services contracts, local banking preferences, and other investment‐related activities. Such procedures shall include explicit delegation of authority to persons responsible for investment transactions. No person may engage in an investment transaction except as provided under the terms of this policy and the procedures established by the Treasurer. The Treasurer shall be responsible for all transactions undertaken and shall establish a system of controls to regulate the activities of subordinates.

The Treasurer may delegate investment decision making and execution authority to an investment advisor. The advisor shall follow the Investment Policy and such other written instructions as are provided.

5. Ethics and Conflicts of Interest
The City Council, City Manager and City Treasurer shall refrain from personal business activity that could conflict with proper execution of the investment program, or which could impair their ability to make impartial investment decisions. Council members, City Manager and City Treasurer shall disclose to the City Attorney any material financial interests in financial institutions that conduct business within the jurisdiction, and they shall further disclose any large personal financial/investment positions that could be related to the performance of the City’s portfolio. The City Attorney and Treasurer shall review all disclosures made to insure there are no conflicts with any planned investment.

6. Authorized Financial Dealers and Institutions
For any investment transactions conducted by the City, and not purchased directly from the issuer, the Treasurer will maintain a list of financial institutions and primary dealers authorized to provide investment services. “Primary” dealersinclude those that regularly report to the Federal Reserve Bank and should qualify under Securities and Exchange Commission Rule 15C3‐1 (uniform net capital rule).

All financial institutions, dealers and cash managers who desire to become qualified bidders for investment transactions must supply the City with the following: audited financial statements, proof of Financial Industry Regulatory Authority certification when applicable, completed questionnaire and certification of having read the City of St.

Helena’s investment policy and depository contracts.

If the City has an investment advisor, the investment advisor may use their own list of authorized issuers and broker/dealers to conduct transactions on behalf of the City.

Purchase and sale of securities shall be made on the basis of competitive bids and offers with a minimum of three quotes being obtained, when practical.

7. Authorized Investments and Limitations on Investments Investment of City funds is governed by the California Government Code Sections 53600 et seq. Within the context of the limitations, the following investments are authorized, as further limited herein. A security purchased in accordance with this section shall not have Agenda Item #9.11.

P‐FI‐0002 ‐ 20192025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

a forward settlement date exceeding 45 days from the time of investment:
a) United States Treasury Bills, Bonds, and Notes or those for which the full faith and credit of the United States are pledged for payment of principal and interest.

There is no percentage limitation of the portfolio that can be invested in this category.
b) Federal Agency or United States government‐sponsored enterprise obligations, participations, or other instruments, including those issued by or fully guaranteed as to principal and interest by federal agencies or United States government‐ sponsored enterprises.
c) Local Agency Investment Fund (LAIF) which is a State of California managed investment pool may be used up to the maximum permitted by LAIF. The LAIF portfolio should be reviewed periodically.
d) California Asset Management Program (CAMP), which is a Joint Powers Authority, which offers an investment pool and individually managed portfolios. e) Insured savings accounts are permitted without limitations.

Investments detailed in items f) through l) are further restricted to 10% of the market value of all investments and cash accounts (the portfolio) at the time of purchase, in any one issuer name. Credit criteria listed refer to the credit of the issuing organization at the time the security is purchased. In the event a rating drops below the minimum allowed rating category for that given investment type, the investment advisor, if any, shall notify the City Treasurer and/or Designee and recommend a plan of action. f) Bills of exchange or time drafts drawn on and accepted by commercial banks, otherwise known as banker’s acceptances are permitted. Banker’s acceptances purchased may not exceed 180 days to maturity or 40% of the cost value of the portfolio.
g) Commercial paper of “prime” quality of the highest ranking or of the highest letter and number rating as provided for by a nationally recognized statistical‐rating organization (NRSRO). Eligible commercial paper shall have a maximum maturity of 270 days or less. The City may invest no more than 25% of its moneys in eligible commercial paper and no more than 10 % of its total investment assets in the commercial paper and medium‐term notes of any single issuer.Commercial paper purchased may not exceed 270 days to maturity or 25% of the cost value of the portfolio. The City may purchase no more than 10% of the outstanding commercial paper of any single issuer. The entity
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that issues the commercial paper shall meet all of the following conditions in either paragraph (1) or paragraph (2):
(1) The entity meets the following criteria:
(A) Is organized and operating in the United States as a general corporation. (B) Has total assets in excess of five hundred million dollars ($500,000,000). (C) Has debt other than commercial paper, if any, that is rated in a rating category of "A" or its equivalent or higher by a nationally recognized statistical‐rating organization (NRSRO).
(2) The entity meets the following criteria:
(A) Is organized within the United States as a special purpose corporation, trust, or limited liability company.
(B) Has program wide credit enhancements including, but not limited to, overcollateralization, letters of credit, or surety bond. (C) Has short term commercial paper that is rated "A‐1" or higher, or the equivalent, by a nationally recognized statistical‐rating organization (NRSRO).
h) Negotiable certificates of deposit issued by nationally or state chartered banks or state or federal savings institutions or by a federally‐licensed or state‐licensed branch of a foreign bank Purchases are limited to issuers whose debt is rated in a rating category of “A‐1”, short‐term, or “A” long‐term or the equivalent or better by an NRSRO. Purchases of negotiable certificates of deposit may not exceed 30% of total portfolio.
i) Obligations of the State of California or any local agency within the state, including bonds payable solely out of revenues from a revenue‐producing property owned, controlled or operated by the state or any local agency or by a department, board, agency or authority of the state or any local agency; provided that the obligations are rated in a rating category of “A” or its equivalent or higher by a NRSRO. j) Registered treasury notes or bonds of any of the other 49 United Statesin addition to California, including bonds payable solely out of the revenues from a revenue‐ producing property owned, controlled, or operated by a state or by a department, board, agency, or authority of any of the other 49 United States, in addition to California. Obligations are required to be rated in a rating category of “A” or its equivalent or better by a NRSRO.
k) Time deposits, non‐negotiable and collateralized in accordance with the California Government Code, may be purchased through banks or savings and loan associations. Since time deposits are not liquid, no more than 25% of the investment portfolio may be invested in this investment type.

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l) Medium‐Term Notes, defined as all corporate and depository institution debt securities with a maximum remaining maturity of five years or less, issued by corporations organized and operating within the United States or by depository institutions licensed by the United States or any state and operating within the United States. Securities eligible for investment shall be rated in a rating category of “A” or its equivalent or better by a NRSRO. Purchase of medium term notes may not exceed 30% of the purchase value of the portfolio and no more than 5% of the purchase value of the portfolio may be invested in notes issued by one corporation.
m) Shares of beneficial interest issued by diversified management companiesthat are money market funds registered with the Securities and Exchange Commission under the Investment Company Act of 1940. To be eligible for investment pursuant to this subdivision these companiesshall either: (1) attain the highest ranking letter or numerical rating provided by not less than two of the three largest nationally recognized rating services or (2) have an investment advisor registered with the Securities and Exchange Commission with not less than five years experience investing in securities and obligations authorized byGovernment Code section 53601 and with assets  under management in excess of $500,000,000. The purchase price of shares shall not exceed 15% of the investment portfolio.
n) Supranational Securities: United States dollar denominated senior unsecured unsubordinated obligations issued or unconditionally guaranteed by the Internal Bank for Reconstruction and Development, International Finance Corporation, or Inter‐American Development bank, with a maximum remaining maturity of five years or less, and eligible for purchase and sale within the United States. Investments underthissubsection shall be rated in a rating category of “AA” or its equivalent or better by an NRSRO and shall not exceed 30% of the purchase value of the portfolio.
o) Asset‐Backed Securities: A mortgage pass through security, collateralized mortgage obligation, mortgage‐backed or other pay‐through bond, equipment lease‐backed certificate, consumer receivable pass through certificate, or consumer receivable‐backed bond. Securities eligible for investment under this subdivision not issued or guaranteed by an agency or issuer identified in paragraphs (a) or (b) of this Policy section, the following limitations apply:
(1) shall Shall be rated in a rating category of “AA” or its equivalent or better by and NRSRO and have a maximum remaining maturity of five years or less. (1)(2) Purchase of securities authorized by this subdivision shall not exceed 20% of the purchase value of the portfolio and nor more than 5% of the purchase value of the portfolio may be invested in any one issuer.

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8. Ineligible Investments
The City shall not invest any funds in inverse floaters, range notes, or interest‐only strips that are derived from a pool or mortgages, or in any security that could result in zero interest accrual if held to maturity, or any other investment not listed in this policy.

9. Safekeeping and Custody
All deliverable securities owned by the City, including collateral for repurchase agreements,shall be held in safekeeping by the City’s custodian bank or a third party bank trust department, acting as agent for the City under the terms of a custody or trustee agreement executed by the bank and by the City. All securities will be received and delivered using standard delivery‐versus‐payment (DVP) procedures.

10. Percentage Limitations
Where a section specifies a percentage limitation for a particular category or investments, that percentage is applicable only at the date of purchase. Where a section does not specify a limitation on the term or remaining maturity at the time of the investment, no investment shall be made in any security that at the time of the investment has a term remaining to maturity in excess of five years, unless the City Council has granted express authority to make that investment either specifically or as a part of an investment program approved by the City Council no less than three months prior to the investment.

For purposes of compliance with this Policy, an investment’s term or remaining maturity shall be measured from the settlement date to final maturity.

11. Reporting Requirements
The Treasurer shall annually, render to the City Council a statement of investment policy, which the Council must consider at a public meeting. The Council at a public meeting shall also consider any changes to the policy.

The Treasurer shall render a monthly transaction report to the City Council.

The Treasurer shall periodically render an investment report to the Council, which shall include for each individual investment:
 Description of investment instrument
 Issuer name
 Maturity date
 Purchase price
 Par value
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 Current market value and the source of the valuation.

The report shall also include the following: (I) state compliance of the portfolio to the investment policy, or manner in which the portfolio is not in compliance, (II) include a description of any of the City’s funds, investments or programs that are underthe management of contracted parties, including lending programs, and (III) include a statement denoting the ability of the City to meet its expenditure requirements for the next six months, or provide an explanation as to why sufficient money shall, or may not be available.

IV. Glossary
AGENCIES: Federal agency securities.

BANKERS ACCEPTANCE (BA): A bearer time draft for a specified amount payable on a specified date. It is drawn on a bank by an individual or business seeking to finance domestic or international trade. The BA is collateralized by commodity products. Sale of goods is usually the source of the borrower’s repayment to the bank. The bank finances the borrower’s transaction and then often sells the BA on a discount basis to an investor. At maturity, the bank is repaid and the investor holding the BA receives par value from the bank.

BOND: An interest‐bearing security issued by a corporation, quasi‐governmental agency or other body, which can be executed through a bank or trust company. A bond is a form of debt with an interest rate, maturity, and face value, and is usually secured by specific assets. Most bonds have a maturity of greater than one year, and generally pay interest semiannually.

BOND RATING: The classification of a bond’s investment quality.

BOOK VALUE: The amount at which a security is carried on the books of the holder or issuer.

The book value is often the cost, plus or minus amortization, and may differ significantly from the market value.

BROKER: A broker brings buyers and sellers together for a commission paid by the initiator of the transaction or by both sides; he does not position. In the money market, brokers are active in markets in which banks buy and sell money and in interdealer markets.

CERTIFICATE OF DEPOSIT (CD): A time deposit debt instrument issued by a bank with a specific maturity evidenced by a certificate. Institutional CD’s are issued in denominations of $100,000 or more. Maturities range from a few weeks to several years. Interest rates are set by competitive forces in the marketplace.

COMMERCIAL PAPER: Short‐term obligations with maturitiesranging from 2 to 270 daysissued by banks, corporations, and other borrowers to investors with temporarily idle cash. Such instruments are unsecured and usually discounted, although some are interest bearing.

COLLATERAL: Securities, evidence of deposit or other property which a borrower pledges to secure repayment of a loan. Also refers to securities pledges by a bank to secure deposits of public monies.

COUPON: The annual rate of interest that a bond’s issuer promises to pay the bondholder on the bond’s face value. A certificate attached to a bond evidencing interest due on a payment date.

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DEALER: A dealer, as opposed to a broker acts as a principal in all transactions, buying and selling for his own account.

DEBENTURES: A bond secured only by the general credit of the issuer.

DELIVERY VERSUS PAYMENT: There are two methods of delivery of securities: delivery versus payment and delivery versus receipts (also called free). Delivery versus payment is delivery of securities with an exchange of money for the securities. Delivery versus receipts is delivery of securities with an exchange of signed receipt for the securities.

DEBENTURES: A bond secured only by the general credit of the issuer.

DISCOUNT: The difference between the cost price of a security and its value at maturity when quoted at lower than face value. A security selling below original offering price shortly after sale also is considered to be at a discount.

DISCOUNT SECURITIES: Non‐interest bearing money market instruments that are issued at discount and redeemed at maturity for full face value, e.g. U.S. Treasury bills.

DIVERSIFICATION: Dividing investment funds among a variety of securities offering independent returns.

FEDERAL DEPOSIT INSURANCE COPRORATION (FDIC): A federal agency established in 1933 that guarantees (within limits) funds on deposit in member banks and performs other functions such as making loans to or buying assets from members banks to facilitate mergers or prevent failures.

FISCAL YEAR: An accounting or tax period comprising any twelve‐month period. The City’sfiscal year begins on July 1.

FULL FAITH AND CREDIT: The unconditional guarantee of the United States government backing a debt for repayment.

INTEREST RATE: The interest payable each year on borrowed funds, expresses as a percentage of the principal.

INVESTMENT: Use of capital to create more money, either through income‐producing vehicles or through more risk‐oriented ventures designed to result in capital gains.

INVESTMENT PORTFOLIO: A collection of securities held by a bank, individual, institution, or government agency for investment purposes.

LAIF: Trade name for the California State Local Agency Investment Fund.

LIQUIDITY: A liquid asset is one that can be converted easily and rapidly into cash without substantial loss of value.

LOCAL AGENCY INVESTMENT FUND (LAIF): Funds from local governmental units may be remitted to the California State Treasurer for deposit in this special fund for the purpose of investment.

MARKET VALUE: The price at which a security is trading and could presumably be purchased or sold.

MATURITY: The date upon which the principal or stated value of an investment becomes due and payable.

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MEDIUM‐TERM NOTES: Debt obligations issued by corporations and banks, usually in the form of unsecured promissory notes. These are negotiable instruments that can be bought and sold in a large and active secondary market. For the purposes of California Government Code, the term “Medium Term” refers to a maximum remaining maturity of five years or less. They can be issued with fixed or floating‐rate coupons, and with or without early call features, although the vast majority are fixed‐rate and non‐callable. Corporate notes have greater risk than Treasuries or Agencies because they rely on the ability of the issuer to make payment of principal and interest.

MONEY MARKET: The market in which short‐term debt instruments (bills, commercial paper, bankers’ acceptances, etc.) are issued and traded.

NEGOTIABLE CERTIFICATES OF DEPOSIT: Large‐denomination CDs that are issued at face value and typically pay interest at maturity, if maturing in less than 12 months. CDs that mature beyond this range pay interest semi‐annually. Negotiable CDs are issued by U.S. banks (domestic CDs), U.S. branches of foreign banks (Yankee CDs), and thrifts. There is an active secondary market for negotiable domestic and Yankee CDs. However, the negotiable thrift CD secondary market is limited. Yields on CDs exceed those on U.S. treasuries and agencies of similar maturities. This higher yield compensates the investor for accepting the risk of reduced liquidity and the risk that the issuing bank might fail. State law does not require the collateralization of negotiable CDs.

PORTFOLIO: The collection of securities held by an investor.

PRIMARY DEALER: A group of government securities dealers that submit daily reports of market activity and positions and monthly financial statements to the Federal Reserve Bank of New York and are subject to its informal oversight. Primary dealers include Securities and Exchange Commission (SEC) registered securities broker‐dealers, banks, and a few unregulated firms.

PRINCIPAL: The face or par value of an instrument.

RATE OF RETURN: 1) The yield obtainable on a security based on its purchase price or its current market price. 2) Income earned on an investment, expressed as a percentage of the cost of the investment. This may be the amortized yield to maturity on a bond or the current income return.

RATING: The designation used by investors’ services to rate the quality of a security’s creditworthiness. Moody’s ratings range from the highest Aaa, down through Aa, A, Bbb, Ba, B, etc. while S&P Global’s rating range from the highest AAA, down through AA, A, BBB, BB, B, etc.

SAFEKEEPING: A service offered to customers for a fee, where securities and valuables of all types and descriptions are held in the vaults for protection.

SECONDARY MARKET: A market made forthe purchase and sale of outstanding issuesfollowing the initial distribution.

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SECURITIES: Investment instruments such as bonds, stocks and other instruments of indebtedness or equity.

SPREAD: The difference between two figures or percentages. For example, it may be the difference between the bid and asked prices of a quote, or between the amount paid when brought and the amount received when sold.

TREASURY BILLS (T‐Bill): A non‐interest bearing security issued by the U.S. Treasury to finance the national debt. Most bills are issued to mature in three month, six month, or one year, and are sold in minimum amounts of $10,000 in multiples of $5,000 above the minimum. Treasury Bills are issued in book entry form only and are sold on a discount basis TREASURY BONDS: Treasury Bonds are issued for a term of 30 years and pay a fixed rate of interest every six months until they mature.

TREASURY NOTES: Intermediate term coupon bearing U.S. Treasury securities having initial maturities of from one to ten years.

TRUSTEE: A bank designated as the custodian of funds and the official representative for bondholders.

UNDERWRITER: A dealer bank or financial institution, which arranges for the sale and distribution of a large batch of securities and assumes the responsibility for paying the net purchase price.

UNIFORM NET CAPITAL RULE: Securities and Exchange Commission requirement that member firms as well as nonmember broker‐dealers in securities maintain maximum ratios of indebtedness to liquid capital of 15 to 1: also called net capital rule and net capital ratio.

Indebtedness covers all money owed to a firm, including margin loans and commitments to purchase securities, one‐reason new public issues are spread among members of underwriting syndicates. Liquid capital includes cash and assets easily converted into cash.

U.S. GOVERNMENT AGENCIES: Instruments issued by various U.S. government agencies most of which are secured only by the credit worthiness of the particular agency.

YIELD: The rate of annual income return on an investment, expressed as a percentage. a) INCOME YIELD is obtained by dividing the current dollar income by the current market price for the security. b) NET YIELD or YIELD TO MATURITY is the current income yield minus any premium above par or plus any discount from par in purchase price, with the adjustmentspread over the period from the date of purchase to the date of maturity of the bond.

V. Attachments
List any supporting documents or forms that are included with the policy or to be made available upon request.

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Title:

Investment Policy
Policy # P‐FI‐0002
Revision # 25
Implementation Date 2025‐06‐25
Last Update Date 2025‐06‐24
Approval by City Council Resolution 2025‐  Date Approved 2025‐06‐24 I. Purpose, Overview and Scope of this Policy
It is the policy of the City of St. Helena (“the City”) to invest public funds in a manner that will provide the highest investment return with the maximum security while meeting the daily cash flow demands of the City and conforming to all California laws and local statutes governing the investment of public funds.

The City’sInvestment Policy shall be adopted by the City Council. The policy shall be reviewed at least annually by the City Treasurer, and any modifications must be approved by City Council.

II. Authority
Authority for policies is limited to the City Council.

III. Policy

1. Scope
This investment policy applies to all the funds and investment activities under the direct authority of the City as accounted for in the Annual Comprehensive Financial Report (ACFR). Policy statements outlined in this document focus on the City’s pooled funds, but will also apply to all other funds under the City Treasurers’ span of control unless specifically exempted by statue or ordinance. This policy is applicable, but not limited to, all funds listed below:
 General Fund
 Enterprise Funds
 Special Revenue Funds
 Capital Project Funds
 Trust and Agency Funds
Excluded funds are those held with a fiscal agent, which hastheir own specific “permitted investments” section in the bond covenants. These funds include funds reserved for debt service and pension funds.

ATTACHMENT B
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2. Prudence
Pursuant to California Government Code Section 53600.3, all persons authorized to make investment decisions on behalf of the City are trustees and therefore fiduciaries subject to the prudent investor standard: “When investing, reinvesting, purchasing, acquiring, exchanging,selling, or managing public funds, a trustee shall act with care,skill, prudence, and diligence under the circumstances then prevailing, including, but not limited to, the general economic conditions and the anticipated needs of the agency, that a prudent person acting in a like capacity and familiarity with those matters would use in the conduct of funds of a like character and with like aims, to safeguard the principal and maintain the liquidity needs of the agency.”
The City Treasurer and/or City Manager, acting within the intent and scope of the investment policy and other written procedures and exercising due diligence, shall be relieved of personal responsibility for an individual security’s credit risk or market price changes, provided deviations from expectations that result in a loss of principal are reported to the City Manager immediately, and to the City Council at their next meeting addressing appropriate actions to be taken to control adverse developments.

3. Objective
The primary objectives in priority order of the City’s investment activities shall be:

3.1 Safety: Safety of principal isthe foremost objective of the investment program.

Investments of the City shall be undertaken in a manner that seeks to ensure that capital losses are avoided, whether from securities default, broker‐dealer default, or erosion of market value. To attain this objective, diversification is required in orderthat potential losses on individualsecurities would not exceed the income generated from the remainder of the portfolio.

3.2 Liquidity: The City’s investment portfolio will remain sufficiently liquid to enable the City to meet all operating requirements that might be reasonably anticipated.

3.3 Return: The City’s investment portfolio shall be designed with the objective of attaining a market rate of return throughout budgetary and economic cycles, taking into account the City’s investment risk constraints and the cash flow characteristics of the portfolio.

4. Delegation of Authority
Authority to manage the City’s investment program is derived from the California Government Code. Management responsibility for the investment program is hereby delegated to the Treasurer, who shall establish written procedures for the operation of the investment program consistent with this investment policy. Procedures shall include, but not limited to, references to: safekeeping, wire transfer agreements, Agenda Item #9.11.

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collateral/depository agreements, banking services contracts, local banking preferences, and other investment‐related activities. Such procedures shall include explicit delegation of authority to persons responsible for investment transactions. No person may engage in an investment transaction except as provided under the terms of this policy and the procedures established by the Treasurer. The Treasurer shall be responsible for all transactions undertaken and shall establish a system of controls to regulate the activities of subordinates.

The Treasurer may delegate investment decision making and execution authority to an investment advisor. The advisor shall follow the Investment Policy and such other written instructions as are provided.

5. Ethics and Conflicts of Interest
The City Council, City Manager and City Treasurer shall refrain from personal business activity that could conflict with proper execution of the investment program, or which could impair their ability to make impartial investment decisions. Council members, City Manager and City Treasurer shall disclose to the City Attorney any material financial interests in financial institutions that conduct business within the jurisdiction, and they shall further disclose any large personal financial/investment positions that could be related to the performance of the City’s portfolio. The City Attorney and Treasurer shall review all disclosures made to insure there are no conflicts with any planned investment.

6. Authorized Financial Dealers and Institutions
For any investment transactions conducted by the City, and not purchased directly from the issuer, the Treasurer will maintain a list of financial institutions and primary dealers authorized to provide investment services. “Primary” dealersinclude those that regularly report to the Federal Reserve Bank and should qualify under Securities and Exchange Commission Rule 15C3‐1 (uniform net capital rule).

All financial institutions, dealers and cash managers who desire to become qualified bidders for investment transactions must supply the City with the following: audited financial statements, proof of Financial Industry Regulatory Authority certification when applicable, completed questionnaire and certification of having read the City of St.

Helena’s investment policy and depository contracts.

If the City has an investment advisor, the investment advisor may use their own list of authorized issuers and broker/dealers to conduct transactions on behalf of the City.

Purchase and sale of securities shall be made on the basis of competitive bids and offers with a minimum of three quotes being obtained, when practical.

7. Authorized Investments and Limitations on Investments Investment of City funds is governed by the California Government Code Sections 53600 et seq. Within the context of the limitations, the following investments are authorized, as further limited herein. A security purchased in accordance with this section shall not have Agenda Item #9.11.

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a forward settlement date exceeding 45 days from the time of investment:
a) United States Treasury Bills, Bonds, and Notes or those for which the full faith and credit of the United States are pledged for payment of principal and interest.

There is no percentage limitation of the portfolio that can be invested in this category.
b) Federal Agency or United States government‐sponsored enterprise obligations, participations, or other instruments, including those issued by or fully guaranteed as to principal and interest by federal agencies or United States government‐ sponsored enterprises.
c) Local Agency Investment Fund (LAIF) which is a State of California managed investment pool may be used up to the maximum permitted by LAIF. The LAIF portfolio should be reviewed periodically.
d) California Asset Management Program (CAMP), which is a Joint Powers Authority, which offers an investment pool and individually managed portfolios. e) Insured savings accounts are permitted without limitations.

Investments detailed in items f) through l) are further restricted to 10% of the market value of all investments and cash accounts (the portfolio) at the time of purchase, in any one issuer name. Credit criteria listed refer to the credit of the issuing organization at the time the security is purchased. In the event a rating drops below the minimum allowed rating category for that given investment type, the investment advisor, if any, shall notify the City Treasurer and/or Designee and recommend a plan of action. f) Bills of exchange or time drafts drawn on and accepted by commercial banks, otherwise known as banker’s acceptances are permitted. Banker’s acceptances purchased may not exceed 180 days to maturity or 40% of the cost value of the portfolio.
g) Commercial paper of “prime” quality of the highest ranking or of the highest letter and number rating as provided for by a nationally recognized statistical‐rating organization (NRSRO). Eligible commercial paper shall have a maximum maturity of 270 days or less. The City may invest no more than 25% of its moneys in eligible commercial paper and no more than 10 % of its total investment assets in the commercial paper and medium‐term notes of any single issuer.. The entity Agenda Item #9.11.

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that issues the commercial paper shall meet all of the following conditions in either paragraph (1) or paragraph (2):
(1) The entity meets the following criteria:
(A) Is organized and operating in the United States as a general corporation. (B) Has total assets in excess of five hundred million dollars ($500,000,000). (C) Has debt other than commercial paper, if any, that is rated in a rating category of "A" or its equivalent or higher by a nationally recognized statistical‐rating organization (NRSRO).
(2) The entity meets the following criteria:
(A) Is organized within the United States as a special purpose corporation, trust, or limited liability company.
(B) Has program wide credit enhancements including, but not limited to, overcollateralization, letters of credit, or surety bond. (C) Has short term commercial paper that is rated "A‐1" or higher, or the equivalent, by a nationally recognized statistical‐rating organization (NRSRO).
h) Negotiable certificates of deposit issued by nationally or state chartered banks or state or federal savings institutions or by a federally‐licensed or state‐licensed branch of a foreign bank Purchases are limited to issuers whose debt is rated in a rating category of “A‐1”, short‐term, or “A” long‐term or the equivalent or better by an NRSRO. Purchases of negotiable certificates of deposit may not exceed 30% of total portfolio.
i) Obligations of the State of California or any local agency within the state, including bonds payable solely out of revenues from a revenue‐producing property owned, controlled or operated by the state or any local agency or by a department, board, agency or authority of the state or any local agency; provided that the obligations are rated in a rating category of “A” or its equivalent or higher by a NRSRO. j) Registered treasury notes or bonds of any of the other 49 United Statesin addition to California, including bonds payable solely out of the revenues from a revenue‐ producing property owned, controlled, or operated by a state or by a department, board, agency, or authority of any of the other 49 United States, in addition to California. Obligations are required to be rated in a rating category of “A” or its equivalent or better by a NRSRO.
k) Time deposits, non‐negotiable and collateralized in accordance with the California Government Code, may be purchased through banks or savings and loan associations. Since time deposits are not liquid, no more than 25% of the investment portfolio may be invested in this investment type.

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l) Medium‐Term Notes, defined as all corporate and depository institution debt securities with a maximum remaining maturity of five years or less, issued by corporations organized and operating within the United States or by depository institutions licensed by the United States or any state and operating within the United States. Securities eligible for investment shall be rated in a rating category of “A” or its equivalent or better by a NRSRO. Purchase of medium term notes may not exceed 30% of the purchase value of the portfolio and no more than 5% of the purchase value of the portfolio may be invested in notes issued by one corporation.
m) Shares of beneficial interest issued by diversified management companiesthat are money market funds registered with the Securities and Exchange Commission under the Investment Company Act of 1940. To be eligible for investment pursuant to this subdivision these companiesshall either: (1) attain the highest ranking letter or numerical rating provided by not less than two of the three largest nationally recognized rating services or (2) have an investment advisor registered with the Securities and Exchange Commission with not less than five years experience investing in securities and obligations authorized byGovernment Code section 53601 and with assets  under management in excess of $500,000,000. The purchase price of shares shall not exceed 15% of the investment portfolio.
n) Supranational Securities: United States dollar denominated senior unsecured unsubordinated obligations issued or unconditionally guaranteed by the Internal Bank for Reconstruction and Development, International Finance Corporation, or Inter‐American Development bank, with a maximum remaining maturity of five years or less, and eligible for purchase and sale within the United States. Investments underthissubsection shall be rated in a rating category of “AA” or its equivalent or better by an NRSRO and shall not exceed 30% of the purchase value of the portfolio.
o) Asset‐Backed Securities: A mortgage passthrough security, collateralized mortgage obligation, mortgage‐backed or other pay‐through bond, equipment lease‐backed certificate, consumer receivable pass through certificate, or consumer receivable‐backed bond. Securities eligible for investment under this subdivision not issued or guaranteed by an agency or issuer identified in paragraphs (a) or (b) of this Policy section, the following limitations apply:
(1) Shall be rated in a rating category of “AA” or its equivalent or better by and NRSRO and have a maximum remaining maturity of five years or less. (2) Purchase of securities authorized by this subdivision shall not exceed 20% of the purchase value of the portfolio and no more than 5% of the purchase value of the portfolio may be invested in any one issuer.

Agenda Item #9.11.

P‐FI‐0002 ‐ 2025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

8. Ineligible Investments
The City shall not invest any funds in inverse floaters, range notes, or interest‐only strips that are derived from a pool or mortgages, or in any security that could result in zero interest accrual if held to maturity, or any other investment not listed in this policy.

9. Safekeeping and Custody
All deliverable securities owned by the City, including collateral for repurchase agreements,shall be held in safekeeping by the City’s custodian bank or a third party bank trust department, acting as agent for the City under the terms of a custody or trustee agreement executed by the bank and by the City. All securities will be received and delivered using standard delivery‐versus‐payment (DVP) procedures.

10. Percentage Limitations
Where a section specifies a percentage limitation for a particular category or investments, that percentage is applicable only at the date of purchase. Where a section does not specify a limitation on the term or remaining maturity at the time of the investment, no investment shall be made in any security that at the time of the investment has a term remaining to maturity in excess of five years, unless the City Council has granted express authority to make that investment either specifically or as a part of an investment program approved by the City Council no less than three months prior to the investment.

For purposes of compliance with this Policy, an investment’s term or remaining maturity shall be measured from the settlement date to final maturity.

11. Reporting Requirements
The Treasurer shall annually, render to the City Council a statement of investment policy, which the Council must consider at a public meeting. The Council at a public meeting shall also consider any changes to the policy.

The Treasurer shall render a monthly transaction report to the City Council.

The Treasurer shall periodically render an investment report to the Council, which shall include for each individual investment:
 Description of investment instrument
 Issuer name
 Maturity date
 Purchase price
 Par value
Agenda Item #9.11.

P‐FI‐0002 ‐ 2025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

 Current market value and the source of the valuation.

The report shall also include the following: (I) state compliance of the portfolio to the investment policy, or manner in which the portfolio is not in compliance, (II) include a description of any of the City’s funds, investments or programs that are underthe management of contracted parties, including lending programs, and (III) include a statement denoting the ability of the City to meet its expenditure requirements for the next six months, or provide an explanation as to why sufficient money shall, or may not be available.

IV. Glossary
AGENCIES: Federal agency securities.

BANKERS ACCEPTANCE (BA): A bearer time draft for a specified amount payable on a specified date. It is drawn on a bank by an individual or business seeking to finance domestic or international trade. The BA is collateralized by commodity products. Sale of goods is usually the source of the borrower’s repayment to the bank. The bank finances the borrower’s transaction and then often sells the BA on a discount basis to an investor. At maturity, the bank is repaid and the investor holding the BA receives par value from the bank.

BOND: An interest‐bearing security issued by a corporation, quasi‐governmental agency or other body, which can be executed through a bank or trust company. A bond is a form of debt with an interest rate, maturity, and face value, and is usually secured by specific assets. Most bonds have a maturity of greater than one year, and generally pay interest semiannually.

BOND RATING: The classification of a bond’s investment quality.

BOOK VALUE: The amount at which a security is carried on the books of the holder or issuer.

The book value is often the cost, plus or minus amortization, and may differ significantly from the market value.

BROKER: A broker brings buyers and sellers together for a commission paid by the initiator of the transaction or by both sides; he does not position. In the money market, brokers are active in markets in which banks buy and sell money and in interdealer markets.

CERTIFICATE OF DEPOSIT (CD): A time deposit debt instrument issued by a bank with a specific maturity evidenced by a certificate. Institutional CD’s are issued in denominations of $100,000 or more. Maturities range from a few weeks to several years. Interest rates are set by competitive forces in the marketplace.

COMMERCIAL PAPER: Short‐term obligations with maturitiesranging from 2 to 270 daysissued by banks, corporations, and other borrowers to investors with temporarily idle cash. Such instruments are unsecured and usually discounted, although some are interest bearing.

COLLATERAL: Securities, evidence of deposit or other property which a borrower pledges to secure repayment of a loan. Also refers to securities pledges by a bank to secure deposits of public monies.

COUPON: The annual rate of interest that a bond’s issuer promises to pay the bondholder on the bond’s face value. A certificate attached to a bond evidencing interest due on a payment date.

Agenda Item #9.11.

P‐FI‐0002 ‐ 2025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

DEALER: A dealer, as opposed to a broker acts as a principal in all transactions, buying and selling for his own account.

DEBENTURES: A bond secured only by the general credit of the issuer.DELIVERY VERSUS PAYMENT: There are two methods of delivery of securities: delivery versus payment and delivery versus receipts (also called free). Delivery versus payment is delivery of securities with an exchange of money for the securities. Delivery versus receipts is delivery of securities with an exchange of signed receipt for the securities.

DISCOUNT: The difference between the cost price of a security and its value at maturity when quoted at lower than face value. A security selling below original offering price shortly after sale also is considered to be at a discount.

DISCOUNT SECURITIES: Non‐interest bearing money market instruments that are issued at discount and redeemed at maturity for full face value, e.g. U.S. Treasury bills.

DIVERSIFICATION: Dividing investment funds among a variety of securities offering independent returns.

FEDERAL DEPOSIT INSURANCE COPRORATION (FDIC): A federal agency established in 1933 that guarantees (within limits) funds on deposit in member banks and performs other functions such as making loans to or buying assets from members banks to facilitate mergers or prevent failures.

FISCAL YEAR: An accounting or tax period comprising any twelve‐month period. The City’sfiscal year begins on July 1.

FULL FAITH AND CREDIT: The unconditional guarantee of the United States government backing a debt for repayment.

INTEREST RATE: The interest payable each year on borrowed funds, expresses as a percentage of the principal.

INVESTMENT: Use of capital to create more money, either through income‐producing vehicles or through more risk‐oriented ventures designed to result in capital gains.

INVESTMENT PORTFOLIO: A collection of securities held by a bank, individual, institution, or government agency for investment purposes.

LAIF: Trade name for the California State Local Agency Investment Fund.

LIQUIDITY: A liquid asset is one that can be converted easily and rapidly into cash without substantial loss of value.

LOCAL AGENCY INVESTMENT FUND (LAIF): Funds from local governmental units may be remitted to the California State Treasurer for deposit in this special fund for the purpose of investment.

MARKET VALUE: The price at which a security is trading and could presumably be purchased or sold.

MATURITY: The date upon which the principal or stated value of an investment becomes due and payable.

Agenda Item #9.11.

P‐FI‐0002 ‐ 2025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

MEDIUM‐TERM NOTES: Debt obligations issued by corporations and banks, usually in the form of unsecured promissory notes. These are negotiable instruments that can be bought and sold in a large and active secondary market. For the purposes of California Government Code, the term “Medium Term” refers to a maximum remaining maturity of five years or less. They can be issued with fixed or floating‐rate coupons, and with or without early call features, although the vast majority are fixed‐rate and non‐callable. Corporate notes have greater risk than Treasuries or Agencies because they rely on the ability of the issuer to make payment of principal and interest.

MONEY MARKET: The market in which short‐term debt instruments (bills, commercial paper, bankers’ acceptances, etc.) are issued and traded.

NEGOTIABLE CERTIFICATES OF DEPOSIT: Large‐denomination CDs that are issued at face value and typically pay interest at maturity, if maturing in less than 12 months. CDs that mature beyond this range pay interest semi‐annually. Negotiable CDs are issued by U.S. banks (domestic CDs), U.S. branches of foreign banks (Yankee CDs), and thrifts. There is an active secondary market for negotiable domestic and Yankee CDs. However, the negotiable thrift CD secondary market is limited. Yields on CDs exceed those on U.S. treasuries and agencies of similar maturities. This higher yield compensates the investor for accepting the risk of reduced liquidity and the risk that the issuing bank might fail. State law does not require the collateralization of negotiable CDs.

PORTFOLIO: The collection of securities held by an investor.

PRIMARY DEALER: A group of government securities dealers that submit daily reports of market activity and positions and monthly financial statements to the Federal Reserve Bank of New York and are subject to its informal oversight. Primary dealers include Securities and Exchange Commission (SEC) registered securities broker‐dealers, banks, and a few unregulated firms.

PRINCIPAL: The face or par value of an instrument.

RATE OF RETURN: 1) The yield obtainable on a security based on its purchase price or its current market price. 2) Income earned on an investment, expressed as a percentage of the cost of the investment. This may be the amortized yield to maturity on a bond or the current income return.

RATING: The designation used by investors’ services to rate the quality of a security’s creditworthiness. Moody’s ratings range from the highest Aaa, down through Aa, A, Bbb, Ba, B, etc. while S&P Global’s rating range from the highest AAA, down through AA, A, BBB, BB, B, etc.

SAFEKEEPING: A service offered to customers for a fee, where securities and valuables of all types and descriptions are held in the vaults for protection.

SECONDARY MARKET: A market made forthe purchase and sale of outstanding issuesfollowing the initial distribution.

Agenda Item #9.11.

P‐FI‐0002 ‐ 2025
City of St. Helena
Council Policy
Finance
Policy
Investment Policy

SECURITIES: Investment instruments such as bonds, stocks and other instruments of indebtedness or equity.

SPREAD: The difference between two figures or percentages. For example, it may be the difference between the bid and asked prices of a quote, or between the amount paid when brought and the amount received when sold.

TREASURY BILLS (T‐Bill): A non‐interest bearing security issued by the U.S. Treasury to finance the national debt. Most bills are issued to mature in three month, six month, or one year, and are sold in minimum amounts of $10,000 in multiples of $5,000 above the minimum. Treasury Bills are issued in book entry form only and are sold on a discount basis TREASURY BONDS: Treasury Bonds are issued for a term of 30 years and pay a fixed rate of interest every six months until they mature.

TREASURY NOTES: Intermediate term coupon bearing U.S. Treasury securities having initial maturities of from one to ten years.

TRUSTEE: A bank designated as the custodian of funds and the official representative for bondholders.

UNDERWRITER: A dealer bank or financial institution, which arranges for the sale and distribution of a large batch of securities and assumes the responsibility for paying the net purchase price.

UNIFORM NET CAPITAL RULE: Securities and Exchange Commission requirement that member firms as well as nonmember broker‐dealers in securities maintain maximum ratios of indebtedness to liquid capital of 15 to 1: also called net capital rule and net capital ratio.

Indebtedness covers all money owed to a firm, including margin loans and commitments to purchase securities, one‐reason new public issues are spread among members of underwriting syndicates. Liquid capital includes cash and assets easily converted into cash.

U.S. GOVERNMENT AGENCIES: Instruments issued by various U.S. government agencies most of which are secured only by the credit worthiness of the particular agency.

YIELD: The rate of annual income return on an investment, expressed as a percentage. a) INCOME YIELD is obtained by dividing the current dollar income by the current market price for the security. b) NET YIELD or YIELD TO MATURITY is the current income yield minus any premium above par or plus any discount from par in purchase price, with the adjustmentspread over the period from the date of purchase to the date of maturity of the bond.

V. Attachments
List any supporting documents or forms that are included with the policy or to be made available upon request.

Agenda Item #9.11.

PFM Asset Management is a division of U.S. Bancorp Asset Management, Inc.

Investment observations based on the City of St. Helena’s Investment Policy Statement as of October 2019. Investment observations are for informational purposes only and are not intended to provide specific advice or any specific recommendations.

NOT FDIC INSURED : NO BANK GUARANTEE : MAY LOSE VALUE 1 of 2 June 4, 2025
Memorandum
To: Mandy Kellogg, Administrative Services Director
City of St. Helena
From: Allison Kaune and Justin Resuello
PFM Asset Management, a division of U.S. Bank Asset Management RE: 2025 Investment Policy Review
We have completed our review of the City of St. Helena’s (the “City”) Investment Policy (the “Policy”).

This year we are recommending modifications to the Policy to address California Government Code (“Code”) changes that have occurred since the Policy was last reviewed. Below, we have summarized these changes and we have attached a marked-up version of the Policy to illustrate our recommendations.

In Policy Section III. Policy, Paragraph 1. Scope, we are suggesting an edit to address Statement No. 98 of the Governmental Accounting Standards Board, dated October 2021. This Statement establishes the term Annual Comprehensive Financial Report and its acronym ACFR. That new term and acronym replace instances of comprehensive annual financial report and its acronym in generally accepted accounting principles for state and local governments.

Senate Bill 1489, also known as the Local Government Omnibus Act of 2022, made a number of changes to Code, including several that impact the investment of public funds and the reporting practices of public agencies. Changes made to Code section 53601, the section of Code that governs the investment of public funds, includes language stating that an investment’s term or remaining maturity shall be measured from the settlement date to final maturity, and, that a security purchased in accordance with Code section 53601 shall not have a forward settlement date exceeding 45 days from the time of investment. Previously, Code was silent on both items.

In Policy Section III. Paragraph 7. Authorized Investments and Limitations on Investments, we recommend adding Code language regarding forward settlement limits.

In Policy Section III. Paragraph 10. Percentage Limitations, we recommend adding Code language regarding calculating a security’s term to maturity.

Senate Bill 882 made several changes to Code, including a change to Code Section 53601(o). The bill clarified that securities described in this Code section issued by the U.S. Government and federal agencies and government sponsored enterprises of the U.S. Government are exempt from the Code’s

EXHIBIT A
Agenda Item #9.11.

PFM Asset Management is a division of U.S. Bancorp Asset Management, Inc.

Investment observations based on the City of St. Helena’s Investment Policy Statement as of October 2019. Investment observations are for informational purposes only and are not intended to provide specific advice or any specific recommendations.

NOT FDIC INSURED : NO BANK GUARANTEE : MAY LOSE VALUE 2 of 2 requirements described in Section 53601(o). Although the Code change simply codified how many previously interpreted Code and does not change what type of securities the City may purchase, incorporating the Code change into the Policy will better align the Policy with the current Code language.

In Policy Section III. Paragraph 7. Authorized Investments and Limitations on Investments, we recommend adding the new Code language in paragraph o.

We made some additional, nonmaterial, changes throughout the Policy to increase clarity or to better align the Policy with Code language.

Please let us know if you’d like to schedule a call to discuss our review or to answer any questions you may have. Thank you.

Agenda Item #9.11.

Agenda Report to the City Council
Agenda Section: CONSENT ITEMS
Department: Planning
DATE: June 24, 2025
FROM: Jackie Oneal, Senior Planner
SUBJECT: Consideration and Proposed Approval of a Resolution Extending the Waiving of Sign Fees for Businesses.

RECOMMENDED
ACTION:

Staff recommends the City Council approve the attached
resolution.

PREVIOUS COUNCIL
ACTION:

On June 25, 2024 the City Council approved the waiving of all sign related fees through June 30, 2025 (Attachment 2.

Resolution No. 2024-097).

STATEMENT OF THE
PURPOSE:

Waiving sign-related fees temporarily supports local
businesses by reducing upfront costs associated with
installing, modifying, or replacing signage. Updated or improved signage is often critical for:
 Enhancing visibility to residents and visitors,
 Communicating changes in hours, services, or
ownership,
 Supporting businesses in rebranding efforts to
remain competitive, and
 Improving the overall aesthetic appeal of
commercial corridors and the downtown area.

FINANCIAL IMPACT:

Due to the limited number of sign permit applications the City receives, the loss of sign permit and building permit revenue for the upcoming fiscal year is not expected to have a significant financial impact. The annual financial impact is estimated to be $4,500.

Although waiving sign-related fees may result in a minor reduction in permit revenue in the short term, this is
expected to be offset by the broader economic benefits of helping businesses remain viable, attract more customers, and generate additional sales tax revenue for the City.

BACKGROUND:

On October 12, 2021, the City Council approved a resolution temporarily waiving sign permit fees in support of encouraging business recovery in the community during the COVID-19 Pandemic. The program has been extended annually every year since 2021.

Agenda Item #9.12.

The City of St. Helena recognizes the significant challenges local businesses have faced due to recent economic disruptions, including but not limited to the impacts of the COVID-19 pandemic, regional wildfires, and ongoing economic uncertainty. Many businesses continue to work diligently to attract and retain customers, adapt their operations, and maintain their presence within the community.

DISCUSSION:

Signage is vital for business visibility, customer communication, and maintaining an attractive commercial district. Many local businesses, especially small and independent ones, face financial challenges that make updating or replacing signage difficult when permit fees add to overall costs.

In this context, the costs related to signage can be a deterrent to making necessary updates that would otherwise help businesses remain competitive and compliant with City regulations.

Waiving sign-related fees provides a modest but important economic boost to the City's local businesses. Signage helps attract customers and improve visibility, and the fee waiver removes a cost barrier that might otherwise delay updates or improvements.

Encouraging well-maintained signage also enhances the overall look of commercial areas, supporting tourism, and a vibrant downtown.

Continuing the waiver demonstrates the City’s support for local businesses and is consistent with the Business Recovery Strategy to stimulate new investment downtown.

Staff believes that the short-term loss of revenue from waived fees will be outweighed by the long-term benefits of increased business stability, economic activity, and sales tax generation. Furthermore, waiving these fees aligns with community feedback requesting that the City identify practical ways to support local businesses without significant fiscal impacts to the General Fund.

The City Community Development Department administers and processes sign permits.

The current fee for a minor sign permit is $500 and the fee for signs requiring Planning Commission approval (major sign permit) is $1,000, which does not include the required building permit fee. Business owners needing a new or revised sign would still need to complete a sign permit application and comply with the applicable sign code zoning standards.

ENVIRONMENTAL REVIEW:

Not a CEQA project.

GOAL:

Miscellaneous/Other
Agenda Item #9.12.

DOCUMENTS ATTACHMENTS:

Attachment 1. Draft City Council Resolution
Attachment 2. Resolution No. 2024-097
Agenda Item #9.12.

Sign Fee Waiver
June 24, 2025
CITY OF ST. HELENA
RESOLUTION NO.______
RESOLUTON OF THE COUNCIL OF THE CITY OF ST. HELENA

WAIVING ALL FEES RELATED TO SIGN PERMITS THROUGH
JUNE 30, 2026
Recitals

1. On June 25, 2025, the City Council approved Resolution No. 2024-097, waiving of all sign-related fees through June 30, 2025; and

2. The City desires to continue to foster economic growth and investment in the City; and

3. Due to Covid-19 and the associated residual economic impacts on businesses in the City there is a need for the City to reduce economic burdens through eliminating various application fees; and

4. The City is aware that the costs to obtain a sign permit in relation to the cost of the sign are burdensome for business owners; and

5. Eliminating all sign fees and related building permit fees for signs through June 30, 2026, would benefit economic recovery in the City and create incentive for new businesses to locate in St. Helena; and

6. The continued temporary waiving of sign fees is consistent with the Business Recovery Strategy to stimulate new investment downtown.

Resolution
A. Now, therefore, the City of St. Helena City Council resolves as follows:

1. The foregoing recitals are true and correct and are incorporated by reference into this action.

2. The City Council approves the waiving of all sign-related fees through June 30, 2026.

I HEREBY CERTIFY that the foregoing resolution was duly and regularly approved by the City Council of the City of St. Helena at a regular meeting on June 24, 2025, by the following roll call vote:

Mayor Paul Dohring:

Vice Mayor Michelle Deasy:

Council Member Aaron Barak:

Council Member Kate Spadarotto:

Council Member Billy Summers:

Agenda Item #9.12.

Sign Fee Waiver
June 24, 2025
(continued on following page)
APPROVED: ATTEST:

Paul Dohring, Mayor Erika Opp, Deputy City Clerk
Agenda Item #9.12.

CITYOF ST. HELENA
RESOLUTION NO. 2024-097
RESOLUTON OF THE COUNCILOF THE CITY OF ST. HE
LE
NA

WAIVINGALL FEES RELATEDTO SIGN PERMITS THRO
UGH JUNE 30, 2025 OR UNTILADOPTION OF UPDATED MA
STE
R

FEE SCHEDULE, WHICHEVEROCCURS FIRST

RECITALS
. The City desires to continue to foster economic growth and inve stm
ent
the in
City; and
. Due to COVlD-19 and the associated residual economic impacts tb u
si
n
e
s
s
e
s
in the City. there is a need for the City to reduce economic bur den
s
throu
gh eliminating various application fees; and
. The City is aware that the costs to obtain a sign permit in relation thcost of e the sign are burdensome for businessowners; and
. Eliminating all sign fees and related building permit fees for signs June 30, 2025 or until an updated Master Fee Schedule is adopte d
(
w
hi
ch
ev
er
occurs ?rst) would bene?t economic recovery in the City and cre ate
ince
ntiv
e
for new businesses to locate in St. Helena; and
. The continued temporary waiving of sign fees is consistent with Bus ines
s
Recovery Strategy to stimulate new investment downtown; and

RESOLUTI
ON

NOW, THEREFORE
,
thCityouncil of the St. Hlena resolves as
e follows:

The City Council app
rov
es
the waiving of all sign related through fees June 30,
2025 or until the ado
ptio
n
anof updated Master Fee whichever Schedule.
occurs ?rst.

Agenda Item #9.12.

x»- n
APPROVED: A'I'I'
EST: M
Paul Jamison Dohring, Mayor Cindy Tzafopoulos, Citylerk Approved at a Regular M
eet
in
g
of the St. Hlena Cityouncil onJune 25,024,
by the following vote:

Mayor Paul Dohring: YES
Vice Mayor Eric Hall: YES
Council Member Anna YES
Council Member Patrick YES
Council Member Billy S
u
m
m
er
s:

YES
Agenda Item #9.12.

Agenda Report to the City Council
Agenda Section: CONSENT ITEMS
Department: Planning
DATE: June 24, 2025
FROM: Jackie Oneal, Senior Planner
SUBJECT: Adoption and second reading of an Ordinance approving an amendment the Zoning Map to rezone the property at
1030 Fulton Lane from Service Commercial (SC) to
Twenty-Acre Agriculture (A-20) to accommodate the future construction of a single-family home.

RECOMMENDED
ACTION:

Adoption by title only and waive the second reading of the proposed Ordinance to:

1. Find that the proposed changes to General Plan
Figure 2.1 and the City’s Zoning Map are in
compliance with the California Environmental
Quality Act pursuant to Section 15303, Class 3; and

2. Adopt the attached resolution approving General
Plan Amendment 2025-001 to update General Plan
Figure 2.1 to change the General Plan land use
designation of the property located at 1030 Fulton
Lane from Service Commercial to Agriculture; and

3. Introduce and waive first reading of the attached
Ordinance for Zoning Map Amendment ZMA 2025-
001 to rezone the property located at 1030 Fulton
Lane from Service Commercial to Twenty-Acre
Agriculture and incorporate these changes into the
General Plan and Zoning Maps.

PREVIOUS COUNCIL
ACTION:

The City Council held the first reading at their June 10, 2025, regular City Council meeting and approved the
ordinance and associated resolution to amend the General Plan land use designation.

STATEMENT OF THE
PURPOSE:

City Council review and decision for General Plan and
Zoning Map Amendment requests, recommended for
approval by the Planning Commission.

FINANCIAL IMPACT: No financial impact is anticipated as the applicant's application fees are in the form of a deposit account.

BACKGROUND:

The subject property at 1030 Fulton Lane, located east of the railroad tracks and north of Fulton lane, is approximately 39,092 square feet (.89 acres) and is surrounded by agriculturally designated parcels on three sides. The property has a General Plan land Agenda Item #9.13.

use and zoning designation of Service Commercial (SC) and is located within the Urban Limit Line. The parcel is the only commercially zoned property north of Fulton Lane and east of the railroad tracks and has remained vacant since 2010, when a demolition permit was issued to completely demolish a substandard warehouse structure. The site has been designated for commercial uses since the adoption of the 1975 General Plan and has been utilized for various legal non-conforming and conforming uses over the decades including tire shop, woodworking and cabinetry, farm equipment storage, upholstery, and a dance studio, however the site has been under-utilized since the 2010 demolition of the warehouse structure. In 2019, the Planning Commission approved a Design Review request that allowed for the construction of two, two-story office buildings (one approximately 7,350 square feet and the other approximately 3,150 square feet), however, the approval expired and the project never proceeded to construction.

The applicant has submitted for General Plan Amendment (GPA) and Zoning Map Amendment (ZMA) applications to change the property's land use designation from Service Commercial to Agriculture and, accordingly, its zoning from Service Commercial (SC) to Twenty-Acre Agriculture (A-20) to accommodate the future construction of a single-family home. Approval of the requests would result in modifications to the General Plan Land Use Diagram (General Plan Figure 2.1), and the City of St. Helena Zoning Map. No development would directly occur as a result of this request. The applicant would have to file a Design Review application for Planning Commission approval prior to proceeding with a building permit.

On May 20, 2025, the Planning Commission considered the requests at a duly noticed public hearing and adopted a resolution recommending that the City Council approve both requests. Please refer to the attached Planning Commission staff report for a detailed analysis of both General Plan and zoning consistency analysis (See Attachment 4).

This step is required by St. Helena Municipal Code (SHMC) Section 17.06.030(B), which specifies that complete applications received for a proposed General Plan Amendment shall be first presented to the City Council. The Council authorized the processing of the application and referred the matter to the Planning Commission (Attachment 3. Resolution 2024-131).

The motion below passed on June 10, 2025, moved by Council Member Spadarotto and seconded by Vice Mayor Deasy, with a 4-0-1 vote (Council Member Summers absent) to introduce and waive the first reading of the proposed Ordinance to:

1. Find that the proposed changes to General Plan Figure 2.1 and the City’s Zoning Map are in compliance with the California Environmental Quality Act pursuant to Section 15303, Class 3; and

2. Adopt the attached resolution approving General Plan Amendment 2025-001 to update General Plan Figure 2.1 to change the General Plan land use designation Agenda Item #9.13.

of the property located at 1030 Fulton Lane from Service Commercial to Agriculture; and

3. Introduce and waive first reading of the attached Ordinance for Zoning Map Amendment ZMA 2025-001 to rezone the property located at 1030 Fulton Lane from Service Commercial to Twenty-Acre Agriculture and incorporate these changes into the General Plan and Zoning Maps.

DISCUSSION:

The City includes a number of A-20 parcels that as a result of land divisions into smaller parcels and residential development, no longer serve as active agriculture uses.

Accordingly, the zoning code provides development standards for A-20 parcels less than 2 acres in size, which references utilizing the development standards for LR-1A zoning. These would be the applicable regulations that would direct the future development of this subject parcel should the GPA and rezoning be approved.

During the May 20, 2025, Planning Commission meeting the Commission raised concerns regarding the creation of an A-20 parcel within the Urban Limit Line and potential conflicts with the General Plan. Specifically, Chair Ponte commented that due to the smaller size of the parcel, a more straightforward approach would be to zone the parcel as LR-1A (Low Density Residential) and also change the General Plan to Low Density Residential however, Staff pointed out that doing so would be considered spot zoning, where there is a lack of continuous zoning among adjacent parcels. The Commission ultimately recommended approval (4-0) of the GPA and zoning amendment as submitted and added that the City Council at a future time study the Fulton Lane corridor and smaller A-20 parcels as a future area to consider updating the land use designation to Low Density Residential.

ENVIRONMENTAL REVIEW:

Staff has conducted the required analysis and concluded that the project is categorically exempt from the requirements of CEQA, pursuant to Section 15303, Class 3 (New Construction or Conversion of Small Structures) of the CEQA Guidelines. Per the City Attorney, this exemption is appropriate because the general plan amendment and rezoning would permit a single-family residence to be developed on the property. In order to avoid piecemealing, which is prohibited under CEQA, applicant shall utilize the same exemption if and when future development is proposed.

GOAL:

Miscellaneous/Other
DOCUMENTS ATTACHMENTS:

Attachment 1. Draft Ordinance ZMA 2025-001
Attachment 2. Resolution 2025-059
Agenda Item #9.13.

CITY OF ST. HELENA
ORDINANCE NO. ___
AN ORDINANCE OF THE CITY OF ST. HELENA CITY COUNCIL AMENDING THE

ZONING MAP TO CHANGE THE ZONING DESIGNATION FOR THE PROPERTY LOCATED AT 1030 FULTON LANE (APN 009-194-005) FROM SERVICE

COMMERCIAL TO TWENTY-ACRE AGRICULTURE AND FINDING THE ACTION TO

BE TO BE CATEGORICALLY EXEMPT FROM CEQA UNDER PURSUANT TO SECTION 15303 OF THE CEQA GUIDELINES
WHEREAS, the City of St. Helena, California (“City”) is a municipal corporation, duly organized under the constitution and laws of the State of California; and WHEREAS, on October 24, 2023, the City of St. Helena, California (“City”) adopted Ordinance 2023-4 amending Title 17 (Zoning) of the St. Helena Municipal Code and amending the Zoning Map in order to be consistent with the General Plan Land Use Map; and
WHEREAS, on September 10, 2024, the City Council authorized a General Plan Amendment application (PL24-043) to change the land use designation from Service Commercial to Agriculture to be processed and referred to the Planning Commission for the subject parcel located at 1030 Fulton Lane; and
WHEREAS, on August 5, 2024, The Brodie Group on behalf of the property owners, Fulton Junction Partners LLC, filed an application to request a General Plan Amendment (GPA2025-001) to the property's land use designation from Service Commercial to Agriculture.

WHEREAS, on August 5, 2024, The Brodie Group on behalf of the property owners, Fulton Junction Partners LLC, filed an application to request a Zoning Map Amendment (ZMA2025-001) to rezone the property from Service Commercial (SC) to Twenty-Acre Agriculture (A-20) to be consistent with the amended General Plan Land Use designation.

WHEREAS, the proposed change in the General Plan and zoning designations will allow for the site to accommodate residential uses and incrementally help the City achieve its Regional Housing Needs; and
WHEREAS, the Planning Commission of the City of St. Helena, State of California, considered the project, staff report, and all testimony at a duly noticed public hearing on May 20, 2025, and made a recommendation to approve the requests 4-0; and
Agenda Item #9.13.

WHEREAS, the City gave public notice of the public hearing for the proposed ordinance by publishing in the Press Democrat and mailed notices to residents; and WHEREAS, the City Council considered the GPA in its entirety at a duly noticed public hearing on June 10, 2025. After reviewing materials provided from the Planning Commission public hearing, as well as considering the staff report and record of the proceedings before the City Council, the written evidence submitted for the Council public hearing, and the testimony and other evidence submitted at the Council public hearing, voted to approve the GPA request as described in the title of the resolution introduced at the June 10, 2025 meeting and in the title of this Ordinance; and WHEREAS, the City Council desires to approve the request to amend the Zoning Map to be consistent with the amended General Plan Land Use designation described in the previous recital.

NOW, THEREFORE, the City Council of the City of St. Helena does hereby ordain as follows:

Section 1. Recitals. The above recitals are incorporated as though set forth in this section.

Section 2. Findings. The City Council has considered the following guidelines as identified in St. Helena Municipal Code Section 17.07.070 to support the motion to recommend approval of the Zoning Map Amendment:
a. To take into consideration the consistency of the proposed amendment with the goals, policies and programs of the general plan, adopted planning commission (where applicable) and other existing city policies; b. When considering the reduction of residential density, ensure compliance with California Government Code Section 65863 by either finding that the remaining sites identified in the housing element are adequate to accommodate the city’s share of the regional housing need or by identifying sufficient additional, adequate, and available sites with an equal or greater density so that there is no net loss in residential density; c. To ensure that there is no net loss of potential housing units.

Section 3. CEQA. This ordinance was assessed in accordance with the authority and criteria contained in the California Environmental Quality Act (CEQA), the State CEQA Guidelines (the Guidelines), and the environmental regulations of the City. The City Council finds that, pursuant to section 15303 of the CEQA Guidelines, the amendment to the Zoning Map is categorically exempt.

Section 4. General Plan Consistency. Based on the entire record before the Planning Commission, and all written and oral evidence presented, the City Council hereby finds that the proposed ordinance is consistent with the City’s adopted General Plan. The proposed ordinance does not otherwise conflict with any of the General Plan’s goals or policies.`
Agenda Item #9.13.